Before you can start any job in the UK, the employer has to confirm you are legally allowed to do it. That is the right to work check, and every UK employer is required by law to carry one out on every new hire before the first day — not just on people who "look" like they might need a visa. For job seekers it is a routine step, but one that catches people out: turning up without the right documents can delay a start date or cost you the offer. This guide explains how the right to work check works in the UK in 2026, which documents you need, how the online share code system works, and what to expect as a candidate.
What a right to work check is and why it happens
A right to work check is the employer's legal proof that you are entitled to work in the UK and to do the specific job you have been offered. The law requires it of every employer for every employee, and a correct check gives the employer a "statutory excuse" — legal protection from a civil penalty, which can run to thousands of pounds per illegal worker. Because the penalties are serious, employers do not skip or rush this, and they apply it to everyone equally to avoid discriminating. As a candidate, that means you should expect to prove your right to work as a normal part of onboarding, usually after you have accepted an offer and before or on your first day. It is not a judgement on you; it is a box the employer must tick on every hire, from a Saturday retail job to a hospital consultant post.
The three ways a check is done in 2026
There are three routes, and which one applies depends on your status. Online check with a share code is now the standard route for most people who hold their immigration status digitally — anyone with an eVisa, a biometric residence permit or pre-settled or settled status under the EU Settlement Scheme. You generate a share code on the gov.uk "prove your right to work" service, give it to the employer along with your date of birth, and they verify it on the matching gov.uk employer service. Manual document check applies to British and Irish citizens who choose to show their passport (or other accepted documents) in person or by certified copy. Identity Document Validation Technology (IDVT) through a certified provider lets British and Irish citizens verify a valid passport digitally instead of meeting in person. The key shift to understand is that for most non-UK-and-Irish nationals, physical documents are no longer the route — your status is digital, and the share code is how you prove it.
How the share code works — step by step
If you need a share code, the process is quick but worth doing before your start date rather than on the morning of it. Go to the gov.uk "prove your right to work to an employer" service and log in with the identity document linked to your status (often a passport or BRP number) plus your date of birth and a verification code sent to your phone or email. Choose the option to prove your right to work to an employer — there are separate share codes for renting and other purposes, and an employer cannot use the wrong type. You will receive a code beginning with a letter (for example, starting "W"), which is valid for 90 days. Give that code and your date of birth to your employer; they enter both on their side and see your photo and work entitlement, which confirms the check. A few practical points: generate the code close to when the employer needs it so it does not expire, double-check you picked the employer version, and keep the confirmation in case you change jobs and need to do it again. A right to work check is separate from a DBS check, which screens criminal records for certain roles — many jobs in care, education and security need both, and they are run independently.
What to prepare as a candidate
You can make onboarding smooth by getting ahead of it. If you are a British or Irish citizen, have your in-date passport ready, or know your share code route if you prefer digital. If you hold settled or pre-settled status, an eVisa or a BRP, set up and check your UKVI account in advance, make sure your linked passport or document is current, and practise generating an employer share code so it is not a panic on day one — note that pre-settled status has an expiry date, so check yours is valid. Whatever your status, respond quickly when HR asks for documents, because a stalled check stalls your start date. It is also worth knowing your rights: an employer must apply the same check process to everyone and cannot demand specific documents from you because of your nationality or accent. Getting this sorted early signals exactly the organisation and reliability employers want from a new starter — the same qualities that help everywhere in a job search. If you are still lining up roles, our hub of UK jobs and our job-search guides can help you find and land the next one.
FAQ
- What is a right to work check in the UK?
- It is the employer's legal confirmation that you are allowed to work in the UK and to do the specific job offered. Every UK employer must check every new hire before they start, which protects the employer from a civil penalty. As a candidate, expect to prove your right to work as a standard part of onboarding.
- How do I get a share code to prove my right to work?
- Use the gov.uk "prove your right to work to an employer" service. Log in with your linked identity document and date of birth, choose the employer option, and you'll get a code (starting with a letter) valid for 90 days. Give that code plus your date of birth to your employer, who verifies it on the matching gov.uk service.
- Do British citizens need a share code?
- Not necessarily. British and Irish citizens can prove their right to work with a passport via a manual check or digitally through a certified IDVT provider. A share code is mainly for people whose status is held digitally, such as those with an eVisa, BRP, or settled or pre-settled status.
- Is a right to work check the same as a DBS check?
- No. A right to work check confirms you can legally work in the UK; a DBS check screens your criminal record for certain roles in care, education, security and similar. They are run separately, and many roles require both.
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