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Earlier this month, the Home Office launched a consultation into the draft updated code of practice for employers on avoiding unlawful discrimination while preventing illegal working.
The updated code is set to cover all employers who are currently required to carry out right to work checks and those who will be brought into scope by the planned expansion of the right to work scheme later this year. Under that planned expansion, the prevention of illegal working regime (which underpins employers’ right to work checks) will require organisations to confirm that individuals in the gig economy and on zero‑hours arrangements have the right to work in the UK before they are engaged to work on the organisation’s behalf. For many organisations, this reform will significantly increase their obligations, bringing new parts of their workforce into scope for right to work checks for the first time, although it is worth noting that sponsors are already required to carry out right to work checks across a broader cohort.
In this blog post, Megan Summers and Georgia Hanson consider what the expanded right to work requirements mean for onboarding processes.
Four trade bodies sent a joint letter to the government last week detailing their concerns about the new right to guaranteed hours contracts that is due to be implemented next year. Under the reform (which is contained in the ERA 2025), eligible workers on zero and “low” hours...
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