uComply’s products are specifically designed to simplify the challenges businesses face today when employing. They are easy to use and comprehensive ensuring your are compliant with the Right to Work guidance.  We can help ensure you get a Statutory Excuse giving you peace of mind!

In addition, we can fully digitise your onboarding process to provide

• timely contracts of employment
• increase efficiency
• make you paperless
• reduce unnecessary travel

We’re delighted that uComply are at the Cleaning Show on Stand A11 do drop by as we’d love to see you

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The government have announced that the COVID19 temporary guidance ends on the 20th June. Physical checks of ID documents for Right to Work will need to start from the 20th June (changed from the 17th May) – are you ready?

How do you:

• Notify all your staff?
• Know the right combinations of documents have been captured?
• Ensure the documents presented are real?
• Your process remains GDPR Compliant?

However there are some options, offer further training, or alternatively, use our technology. Our solution uAuthenticate mobile:

• Is always up-to-date with the Right to Work Home Office guidance
• Through it’s wizard driven process, ensures your staff have captured the right combination of documents
• Uses your mobile phone to authenticate the documents and help you spot any fakes
• From a GDPR perspective, is secure and stores the documents in the cloud using the latest encryption technologies. Removes paper and stores all you information in a central cloud service.

Right to Work rule changes continue to be in the spotlight

With continual changes (the most recent example is between April and May the physical checks were required from 17th May; on the 12th May this has changed to the 21st June) it is essential to ensure you remain compliant with the employment landscape. It’s a long and winding road from the initial Brexit and the transition period especially when the Home Office guidance is being constantly updated and key milestones arrive.

Consequently, How do you manage to keep up?

From 1st July this year, there are different requirements when employing EU citizens. Specifically, EU citizens (aside from Irish citizens) must have a valid UK immigration status under the European Temporary Leave to Remain scheme, the EU Settlement scheme, or be sponsored through the new points-based immigration system.

Under the latest guidance if you employ an EU citizen who does not have appropriate immigration endorsement and who has not submitted a valid application under the EU Settlement scheme after 30 June 2021, they will be classed as an illegal immigrant.

There is a real risk that employers will face legal consequences for employing an illegal immigrant.

Forgive this hard hitting message about compliance.

For Right to Work, if your employee:

• Does not have permission to remain in the UK;
• Had permission to remain but it has expired;
• Is not allowed to do certain types of work; or
• Has incorrect or false papers;

….. you cloud be guilty of illegally employing an individual

The Home Office guidance indicates that company directors have a risk of personal liability if found to be employing illegal immigrants. The offense is a criminal one and comes into play if:

• you employ someone you know lacks the right to work in the UK,
• have reasonable cause to believe that to be the case,
• Suspect the worker is illegal.

Forget the £20,000 fine per illegal, as those found guilty of knowingly employing illegal workers can face unlimited fines and a jail term of up to five years.

In summary, changes to the new immigration system were announced before the UK left the EU in March 2019. Consequently, company directors are expected to know about the Home Office guidance for Right to Work. The Governments media have done their job well especially so in 2021.  Therefore, claiming ignorance would be an uphill struggle for any director to argue.

Technology and Right to Work represents a good answer

Fortunately, for Right to Work help is at hand with uAuthenticate

Contact us to find out more.

Alternatively, if you have a largely paper based process you could also take the opportunity to look at how simply we could help you create one digital flow for onboarding of staff through:

• Increasing efficiency
• Ensuring your staff follow your process
• Enhancing Security of data storage
• Eliminating paper

Finally, one for you to consider, uOnboard could be a great first step to digitsing your recruitment process and improving green credentials too.

The post Right to Work – Physical ID checks are needed from the 21st June appeared first on uComply.

What does this mean to you as an employer? You:

• Don’t need to carry out retrospective checks on those who had a COVID-19 adjusted check between 30.03.2020 and 20.06.2021
• Do need to check physical documentation from the 21st June 2021

To get a Statutory Excuse when employing under the COVID-19 temporary guidance you should:

• Ask the worker to submit a scanned copy or a photo of their original documents electronically
• Arrange a video call with the worker – ask them to hold up the original documents to the camera and check them against the digital copy of the documents
• Record the date you made the check and mark it as “adjusted check undertaken on [insert date] due to COVID-19”

Please do check to ensure that you have followed/follow the guidance to ensure you get your Statutory Excuse.

Consider auditing the staff you employed during the COVID-19 temporary guidance period to check that you have followed the process above.

Alternatively, have you considered using technology in your Right to Work process?

We at uComply have seen many examples where questionable documents have been used.

In summary, our clients using our solution uAuthenticate Mobile ensure compliance with the current Home Office guidance whilst identifying questionable documents.

Would you like to have this protection?

We offer free trials of our solution uAuthenticate – simply give us a call or fill out our contact form and we will be in touch.

The post End of COVID-19 Temporary guidance for Right to Work appeared first on uComply.