Right to work checks: key updates from the UK Employers Guidance of 26 June 2025

The Home Office has issued an updated version of its ‘Employer’s Right to Work Checks’ guidance, effective from 26 June 2025. The latest revision introduces several important changes aimed at simplifying procedures and aligning terminology with broader digital identity standards. Below is a summary of the key updates that employers need to be aware of.

1. Streamlined guidance on digital checks for British and Irish nationals

The new version of the guidance sees a significant simplification of content relating to digital right to work checks for holders of British and Irish passports or Irish passport cards.

Previously, the guidance contained detailed technical information geared more towards digital verification providers than employers. This has now been removed, making it easier for employers to understand and implement the correct procedures when using digital checks.

2. Updated terminology: ‘Digital Verification Service (DVS)’

Another key change is the adoption of the umbrella term ‘Digital Verification Service (DVS)’. This replaces the previous use of:

• Identity Service Providers (IDSPs)
• Identity Document Validation Technology (IDVT).

This new terminology brings the guidance in line with both the UK digital identity and attributes framework and the recently enacted Data (Use and Access) Act 2025.

Employers should note that the main guidance is now tailored for their use, while technical and procedural guidance specific to DVS providers is available separately in the supplementary code for digital right to work checks.

3. Clarification on expired Biometric Residence Permits (BRPs) and eVisas

The updated guidance reinforces a crucial point: expired physical BRPs are no longer valid evidence of a right to work in the UK.

Additionally, further updates regarding eVisas have been included. Individuals issued with a short-validity vignette (typically used to enter the UK for the first time) are now strongly advised to apply for an eVisa as soon as possible, ideally before they travel. This ensures their right to work can be quickly and securely verified once they are in the UK.

What this means for employers

Employers must ensure they are using the latest version of the right to work guidance and that all staff involved in recruitment and compliance are aware of these updates.

As always, carrying out a compliant right to work check at the appropriate stage of the recruitment process is essential to maintain your statutory excuse against civil penalties.

Updated: 27.06.2025

How Gherson can assist

Gherson’s Immigration Team are highly experienced in advising on UK visa matters. If you have any questions arising from this blog, please do not hesitate to contact us for advice, send us an e-mail, or, alternatively, follow us on X, Facebook, Instagram or LinkedIn to stay-up-to-date.

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