Right to Work Checks – Putting contractual protections in placePosted in : Essential Guide to Employment Contracts on 28 May 2019
All employers must conduct right to work checks when recruiting new staff and may face severe criminal and civil penalties if they fail to do so. Uncertainty around Brexit means that it is unclear what these checks will constitute once the UK leaves the EU.
In her latest article Kiera Lee, Director in Mills Selig, considers the contractual clauses that an employer can insert into their contracts for all employees, to help provide protection in ascertaining and confirming an individual’s’ right to work’ status. She also briefly discusses the impact that Brexit could have on an
Already a subscriber?
Click here to login and access the full article.Log in now to read the full article
Don't miss out, start your free trial today!
Are you fully aware of the benefits of Legal-Island's Employment Law Update Service? We help hundreds of people like you understand how the latest changes in employment law impact on your business.
Help understand the ramifications of each important case from NI, GB and Europe
24/7 access to all the content in the Legal Island Vault for research case law and HR issues
Ensure your organisation’s policies and procedures are fully compliant with NI law
Receive free preliminary advice on workplace issues from the employment team at Worthingtons Solicitors
This article is correct at 28/05/2019
The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.