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UK employer guidance

Right to Work checks and DASKEREL jobs

This page explains how DASKEREL supports responsible job advertising without asking applicants to publish sensitive identity or immigration information. It reflects the Home Office guidance updated on 1 October 2026 and is not legal advice.

For applicants: keep evidence private

Do not put a passport, biometric document, share code, immigration status or copy of an identity document in a public DASKEREL profile, vacancy form or ordinary message. The responsible employer or client should request the appropriate evidence through its secure recruitment process at the correct stage.

DASKEREL does not decide whether a person has the right to work and a published vacancy is not a guarantee of employment.

Who must arrange the check?

The organisation engaging the person must establish responsibility before work begins. Current guidance covers employment and apprenticeships, worker contracts and individual subcontractors. Where an online matching service provides details of individual service providers to clients, the operating model requires management and legal review so the responsible party and process are explicit.

Use a prescribed checking route

  1. A compliant manual document check where that route is permitted.
  2. The Home Office online service using a valid share code.
  3. A registered Right to Work digital identity service provider where eligible.

Complete the check before employment or the relevant work starts. If permission is time-limited, record and complete the required follow-up check before it expires.

Evidence, retention and fairness

  • Keep clear evidence securely for the duration of the work and for two years afterwards, then destroy it securely.
  • Limit access to staff who genuinely need it and follow UK data-protection requirements.
  • Apply the same process consistently. Do not select people for checks because of their name, accent, appearance or nationality.
  • Do not insist on one checking route where another lawful route is available to the applicant.

DASKEREL publication controls

An approved employer must identify the working arrangement, name the organisation responsible for the check, confirm a prescribed process and accept the non-discrimination commitment. DASKEREL management keeps unclear arrangements under review instead of publishing them automatically.