For many organisations, Right to Work checks can feel like just another step in the hiring process. But when they’re not done properly, or when fraudulent documents slip through the cracks, the consequences are anything but routine.
We’re not just talking about compliance fines (though those are steep enough). We’re talking about real disruption. Financial, operational, reputational. And for some, irreparable.
The numbers behind the risk
According to the Home Office, in Q2 of 2024 alone, over £21 million in fines were issued for illegal working, a sharp increase from the previous quarter. That’s not theoretical. That’s real money being lost by real employers who either didn’t know, didn’t act, or didn’t have the right safeguards in place.
Employing someone who doesn’t have the legal Right to Work in the UK can lead to fines of up to £60,000 per illegal worker, or £45,000 for a first offence. And that’s just the start.
What doesn’t always make the headlines is the operational damage:
- The sudden need to rehire when a candidate is removed.
- The impact on teams and morale.
- The cost of legal consultations and reactive audits.
- The reputational damage - both internal and external.
More than money
There’s a human cost, too. For industries like education, healthcare, or care work, getting these checks wrong doesn’t just affect your business, it can impact vulnerable individuals who rely on safe, vetted professionals.
This is where the real weight of responsibility lies. Right to Work checks are a safeguard, not a formality. They protect people, as much as they protect organisations.
Where the gaps are
Through our work with employers across sectors, we regularly see where things start to fall apart:
- Outdated onboarding processes relying on manual checks.
- Inconsistent practices across departments or sites.
- Lack of awareness around changing document eligibility.
- Over-reliance on visual checks without validation support.
And increasingly, imposter fraud, where real documents are used by someone other than the rightful owner - is catching employers off guard. Without biometric matching or proper verification, it’s not always easy to spot.
Strengthening your approach
A digital-first Right to Work process doesn’t just reduce the risk of error, it actively builds resilience into your organisation. You’re not relying on one person’s judgment or memory of the latest guidance. You’re using systems that are built to detect, validate, and escalate when something’s not right.
But digital isn’t the only answer. It needs to be backed by:
- Regular training and updates for your HR or compliance teams.
- Clear escalation pathways when a document doesn’t look right.
- A trusted partner who can support with both technology and expert human analysis.
The bottom line
Compliance can feel like a box to tick. But when it’s not done properly, the fallout is anything but neat. The cost of getting it wrong is simply too high, for your business, your people, and your reputation.
The good news? You don’t need to overhaul everything overnight. But reviewing your current process, identifying the gaps, and working with the right support can be the difference between confidence and exposure.
In this climate, where scrutiny is increasing and fraud is evolving, the most prepared organisations will be the ones who’ve chosen to act before they have to.
At Giant Screening we can 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.'
