Two years on from the introduction of the Digital Scheme, the landscape continues to evolve. Digital Right to Work checks are no longer new, but they’re far from finished. The next phase isn’t only about wider adoption. It’s about refining, regulating, and expanding what’s possible.
For employers, that means staying alert. Because change is coming and understanding what’s next will be the difference between playing catch-up and staying ahead. At Giant Screening, we help employers embed Right to Work checks within a wider screening programme one that balances compliance, candidate experience, and confidence from day one.
Certification requirements: What’s changing?
Currently, only certified Identity Service Providers (IDSPs) those assessed against the UK Digital Identity and Attributes Trust Framework are authorised to deliver digital Right to Work checks. Employers using digital checks must work with certified providers to remain compliant.
Looking ahead, the Digital Information and Data Protection Bill may further formalise these certification requirements into law, creating a clearer legal basis and potentially expanding oversight. This would reinforce the need for employers to choose trusted partners that are aligned with government-recognised standards.
That matters. Why? Because certification provides assurance that the identity technology being used is secure, accurate, and meets Home Office expectations. For employers, it helps reduce risk. And for screening partners, it separates established providers from short-term entrants.
If you’re using digital checks today, now’s the time to confirm your provider uses certified technology and has a roadmap aligned to future legislation.
A broader set of acceptable documents?
There’s industry discussion around expanding the range of documents accepted for digital checks for example, expired British passports, which are currently valid only for manual Right to Work checks.
While such changes could make life easier for candidates, especially those who may not have renewed their ID, there are concerns too. Older documents often lack up-to-date photographs or biometric data, which can increase the risk of fraud if not backed by strong verification tools.
Until formal guidance changes, employers should continue to follow the current Home Office rules using valid, in-date documents for digital checks and applying manual routes where needed.
Greater emphasis on fraud prevention
With illegal working high on the agenda, the UK government continues to raise expectations on identity assurance and employer responsibility. Recent updates include:
- Increased scrutiny of high-risk sectors
- Civil penalties for non-compliance rising to up to £60,000
- Growing reliance on secure digital audit trails
- More advanced fraud tactics and technologies to match
Technology will play an even greater role, and it’s crucial that employers choose screening partners who are proactively evolving their tools, safeguards, and audit capabilities to stay ahead of these trends.
What this means for employers
While this isn’t about overhauling your processes overnight, it is the right moment to pause, reflect, and prepare. Ask yourself:
- Are we confident in the security and accuracy of our screening process?
- Does our current provider use certified digital identity technology?
- Are our teams up to speed on changing Home Office guidance?
The answers to these questions will help ensure your organisation remains compliant and competitive in the months ahead.
Final thought
The future of digital Right to Work isn’t fixed. It’s evolving driven by policy shifts, fraud risks, and emerging technologies.
Right to Work checks are just one essential part of a comprehensive screening programme. When combined with criminal record checks, identity verification, and employment verifications, they help organisations reduce risk, move faster, and hire with confidence.
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.'
