Right to Work Checks – Putting contractual protections in place

Posted in : Essential Guide to Employment Contracts on 28 May 2019
Kiera Lee
Mills Selig

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

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This article is correct at 28/05/2019
Disclaimer:

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.

Kiera Lee
Mills Selig

The main content of this article was provided by Kiera Lee. Contact telephone number is 028 9024 3878 or email Kiera.Lee@millsselig.com

View all articles by Kiera Lee