Right to Work & Immigration Compliance Policy

RD1 complies with the Immigration, Asylum and Nationality Act 2006 and the Immigration Act 2016, and follows current Home Office guidance, to ensure that every candidate placed into work in the UK has the legal right to do so.

Before any candidate is placed into an assignment or permanent role, RD1 (or, where contractually agreed, the client) carries out a right to work check consisting of: obtaining original or Home Office-verified digital documents evidencing the individual's right to work; checking the documents are genuine and belong to the candidate; and retaining a clear copy of the check, along with the date it was carried out, for the duration of employment plus two years, as required by Home Office guidance.

Where a candidate holds an eVisa or biometric residence status, RD1 uses the Home Office online right to work checking service and share codes, and, where appropriate, an Identity Service Provider for digital identity verification of British and Irish passport holders, in line with current Home Office certified-provider requirements.

Where a candidate has time-limited permission to work, RD1 diarises and carries out a follow-up check before that permission expires, and will not continue to place the individual in work if a valid right to work cannot be re-confirmed.

Right to work checks are applied consistently to all candidates regardless of nationality, to avoid any risk of discrimination, in line with the Home Office's statutory Code of Practice on avoiding unlawful discrimination.

RD1 will not knowingly place, or continue to place, any individual who does not have the right to work in the UK, and will end an assignment immediately if this comes to light.

The Directors are responsible for ensuring right to work checking procedures are followed and kept up to date with current Home Office guidance.