Right to Work changes are coming on 1 October 2026.
The UK’s Right to Work rules are changing this autumn, with new requirements that impact how are employers are expected to check workers.
From 1 October 2026, the changes will extend the scope of the Right to Work regime beyond traditional employees.
The key changes include:
- More types of workers will be covered, including casual and zero-hours workers, gig economy workers and certain subcontracted or outsourced workers.
- Responsibility will extend further up supply chains, with service providers potentially facing liability where illegal working is identified.
- Civil penalties will increase, with breaches potentially resulting in penalties of up to £60,000 per illegal worker.
For employers, this means Right to Work checks should not simply be viewed as a recruitment process. Do your existing processes, contracts and arrangements with third-parties give you the protection you need, moving forward?
What should employers do now?
With the changes coming into force in just over a month, now is a good time to review your current arrangements and identify any areas that may need attention.
We’ve set out the key changes, what they mean for employers and some practical considerations in our latest article:
Right to Work changes coming in October 2026: What employers need to know
Partner & Head of Immigration
VWV
0121 227 3759
tbrettyoung@vwv.co.uk