UPDATE! Temporary relaxation of right to work check requirements now due to end on 20 June 2021

12 May 2021

Last week we reported the Home Office’s announcement that the temporary COVID-19 adjusted right to work check measures would cease on 16 May 2021. The Home Office has now revised this date to align with the easing of social distancing measures as part of the government’s ‘roadmap’ out of lockdown.

In a significant, but welcome, change of position it has now been confirmed that the adjusted right to work checks will not now end until 20 June 2021, and from 21 June 2021 employers will revert to face to face and physical document checks as set out in legislation and guidance.

From 21 June 2021, employers must either: Employers will not need to carry out retrospective checks on those who had a COVID-19 adjusted check between 30 March 2020 and 20 June 2021 (inclusive). Employers will maintain a defence against a civil penalty if the check undertaken during this period was done in the manner prescribed in the COVID-19 adjusted checks guidance.

The revision to the timetable will be welcomed by many employers but for those who remain concerned about this upcoming change, our previous article suggests some alternative approaches to reduce the need for face to face checks.

For advice and guidance on right to work checks and other business immigration matters, you can contact our business immigration team.

Further reading

Commercial landlords face extended restrictions

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18/06/2021
Landlords take another hit as tenants’ protection mandated to last two years; Lawrence Morley takes a look
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New Homes Quality Code – consultation under way

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14/06/2021
Now is the time for housing developers to contribute to the discussion about new quality code
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Is changing terms of employment about to become more difficult?

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10/06/2021
Employers beware. It may become more difficult to change terms of employment through the process of dismissal and re-engagement or “fire and rehire”.
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Is the menopause really a business issue?

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04/06/2021
Abigail Maino explores the extent to which employers should be supporting employees who may be struggling with symptoms of the menopause
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