When the Digital Scheme first launched, the initial wave of uptake came from the usual suspects. Sectors with high turnover, high hiring volume, and tight margins - particularly recruitment and care, gravitated quickly toward Digital Right to Work checks. It made sense. These were industries where speed and scale weren’t just helpful, they were essential.
But as the dust settled and the scheme matured, something interesting happened. The shift didn’t stop there. In fact, it spread - and in ways that weren’t always predictable.
What started as a necessity quickly became the norm across a much wider set of industries. TrustID data shows a sharp uptick in adoption from sectors like consulting, events, software, education, not-for-profits, and even food and beverage suppliers. These aren’t necessarily the first sectors that come to mind when you think of rapid onboarding, but that’s exactly the point.
Organisations are realising that Right to Work compliance isn’t just about volume, it’s about accuracy, flexibility, and trust. And in many cases, a single mistake can carry the same risk as hundreds. That’s why digital checks are gaining traction far beyond the early adopters.
There’s no single profile that defines the new wave of adopters. But there are some shared characteristics:
These traits create environments where fragmented, manual processes pose significant risks, not just legally, but operationally.
Lettings and housing providers, for example, face unique documentation scenarios and often work with vulnerable tenants. Getting identity checks right is more than a legal requirement, it’s a duty of care. Meanwhile, in software and consulting, hybrid working is the default. Being able to validate a candidate’s Right to Work from day one, wherever they are, has become a practical necessity.
The sectors adopting digital checks most quickly are doing more than meeting compliance standards, they’re embedding trust and security into the heart of their hiring processes. They’ve recognised that a smooth, secure onboarding experience supports not only compliance but also candidate experience, employer brand, and operational efficiency.
There’s a lesson here for every employer: digital transformation doesn’t just happen. It’s the result of conscious decisions to review outdated practices and embrace smarter solutions.
Digital adoption isn’t about being the biggest, fastest, or most resourced. It’s about being aware. Aware of the risks, of the options, and of the standards your organisation wants to uphold. And as digital Right to Work checks continue to evolve, the question isn’t who can adopt them - it’s who will benefit most from doing so.
We can also support you in creating a thorough and compliant screening process, with core elements like Right to Work and criminal record checks forming part of a wider, trusted programme.
This blog has been powered by insights from our partner TrustID's report: '2 Years of Digital Schemes – What’s changed? The impact of technology, fraud trends and what’s to come.'