31 Dec 2024: Right to Work & End of BRPs

31 Dec 2024: Right to Work & End of BRPs

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From 1 January 2025, the UK’s new eVisa system will replace physical documents, including Biometric Residence Permits (BRPs), Biometric Residence Cards (BRCs), vignette stickers and stamped endorsements, as proof of immigration status.

Individuals holding these documents are required to register for a UKVI account before this deadline to access their eVisa. The account will enable them to generate share codes for employers to verify their immigration status.

 

Impact on Repeat Right to Work Checks

 

With the introduction of eVisas, UK employers must understand when repeat right to work checks are required for employees holding biometric cards, such as Biometric Residence Permits (BRPs), Biometric Residence Cards (BRCs), and Frontier Worker permits.

 

1. Manual Check Performed Before April 2022

 

BRPs and BRCs issued since 1 January 2020 generally expire on 31 December 2024. Where these documents were relied on for a physical document check before 6 April 2022, the employer must complete a new online right to work check for that employee before 31 December 2024 to retain the statutory excuse.

 

2. Online Check Performed After April 2022

 

For online checks completed after 6 April 2022, no further action is needed if the employee’s immigration permission extends beyond 31 December 2024. The online check, which captures the immigration permission expiry, suffices for compliance. However, employees may need to set up a UKVI account for future requirements.

 

3. Pre-settled Status Holders

 

Employers are no longer required to carry out repeat checks for employees with pre-settled status; an initial check before employment begins is sufficient.

 

Impact on Employers

 

Ahead of the change, employers should review their right to work procedures to ensure compliance, notably in relation to the rules relating to BRP holders. This is because the move to digital verification and the expiry of physical BRPs on 31 December 2024 will impact right to work checks, even if the employee’s UK immigration permission extends beyond that date.

It is also advisable for employers to inform affected employees about the switch to digital documentation, encourage them to set up their UKVI account in advance of the 31 December 2024 deadline and signpost to Home Office resources for more information.

For more information on eVisas, employers can consult resources or seek guidance from immigration support services.

 

Need Assistance?

 

Employers should regularly audit right to work processes and records, ensuring compliance with the latest regulations. For guidance on any aspect of right to work, including how to ensure compliance under the new digital eVisa system, contact our immigration compliance specialists.

 

 

 

 

Author

Founder and Managing Director Anne Morris is a fully qualified solicitor and trusted adviser to large corporates through to SMEs, providing strategic immigration and global mobility advice to support employers with UK operations to meet their workforce needs through corporate immigration.

She is a recognised by Legal 500 and Chambers as a legal expert and delivers Board-level advice on business migration and compliance risk management as well as overseeing the firm’s development of new client propositions and delivery of cost and time efficient processing of applications.

Anne is an active public speaker, immigration commentator, and immigration policy contributor and regularly hosts training sessions for employers and HR professionals

About DavidsonMorris

As employer solutions lawyers, DavidsonMorris offers a complete and cost-effective capability to meet employers’ needs across UK immigration and employment law, HR and global mobility.

Led by Anne Morris, one of the UK’s preeminent immigration lawyers, and with rankings in The Legal 500 and Chambers & Partners, we’re a multi-disciplinary team helping organisations to meet their people objectives, while reducing legal risk and nurturing workforce relations.

Read more about DavidsonMorris here

 

Legal Disclaimer

The matters contained in this article are intended to be for general information purposes only. This article does not constitute legal advice, nor is it a complete or authoritative statement of the law, and should not be treated as such. Whilst every effort is made to ensure that the information is correct at the time of writing, no warranty, express or implied, is given as to its accuracy and no liability is accepted for any error or omission. Before acting on any of the information contained herein, expert legal advice should be sought.

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