In April 2022, the UK government introduced one of the most significant updates to Right to Work guidance in recent years - the launch of the Digital Scheme. Two years on, digital identity checks have transformed how organisations verify employment eligibility. But what’s really changed, and what lessons have we learned?
At Giant Screening, we work closely with expert partners like TrustID to stay ahead of the evolving Right to Work landscape. This blog is one part of a six-part series powered by insights from our partner TrustID's whitepaper: '2 Years of Digital Schemes – What’s changed?
Rethinking the hiring process
Right to Work checks aren’t new, but the way we do them is. Pre-2022, most checks relied on face-to-face meetings and manual document reviews. That worked - until it didn’t. As remote work increased and identity fraud became more sophisticated, the need for a digital-first approach was clear.
Enter the Digital Scheme. From April 2022, employers could use certified Identity Service Providers (IDSPs) to verify candidates’ documents remotely using biometric and identity validation technology. On paper, it sounds like a simple policy change. In practice, it’s reshaped the way many organisations approach onboarding.
It’s about more than just policy
With the removal of EU ID cards and BRPs from the list of acceptable documents, the fraud landscape shifted. Fraudsters adapted quickly -so did the rules. And employers? They were left navigating a moving compliance target.
What we’ve seen since is an acceleration in digital adoption across sectors. Health and social care, recruitment, consulting, software, hospitality and the range is broadening. Not just because of the policy, but because the risks of getting it wrong are higher than ever.
Adapting at speed
Change like this rarely happens in isolation. Employers have had to adjust their internal processes, retrain teams, and work with new technology. But those that made the shift have found real benefits: faster hiring, fewer manual errors, and stronger fraud detection.
It’s also forced many organisations to think about their broader compliance posture. Not just whether a check was completed- but how confident they are in the result.
Two years in: What’s changed?
The biggest shift isn’t just operational - it’s cultural. There’s now an expectation that checks can and should be seamless, secure, and accurate. What was once seen as admin is now viewed as a reputational safeguard.
It’s clear that digital Right to Work checks are here to stay. But the landscape will continue to shift. And as it does, the employers who stay ahead won’t be those doing the bare minimum- they’ll be the ones asking better questions of their processes, their providers, and their data.
Giant Screening’s Digital Right to Work solution combines certified IDSP technology with expert support - so you can hire faster, stay compliant, and protect your business.
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.
