Right to Work Policy & Candidate Verification

Company Name: LSA Recruit
Website: www.lsarecruit.co.uk
Effective Date: 18 March 2026

1. Policy Statement

LSA Recruit is committed to ensuring full compliance with the Immigration, Asylum and Nationality Act 2006, the Immigration Act 2016, and all subsequent UK Home Office guidance regarding the prevention of illegal working. As a “People First” organization with over 18 years of experience in IT staffing and recruitment, we prioritize the integrity of our placement process by ensuring that every candidate we connect with our clients has the legal right to work in the United Kingdom.

This policy outlines the mandatory procedures for verifying the right-to-work status of all candidates, whether they are being considered for Permanent, Contract, Contract-to-Hire, or Executive Recruitment roles.

2. Scope

This policy applies to all candidates introduced or supplied by LSA Recruit to its clients across all sectors, including but not limited to IT & Technology, Banking & Financial Services, and Healthcare. It covers specialized placement areas such as Business Intelligence, Data Science, Salesforce, SAP, and Java Development.

3. Statutory Excuse

To maintain a statutory excuse against a civil penalty, LSA Recruit conducts right-to-work checks before an individual commences any engagement or employment. We follow the Home Office “Obtain, Check, Copy” framework to ensure all documentation is valid and applicable to the individual in question.

4. Verification Procedures

4.1 Manual Right to Work Checks

For manual checks, LSA Recruit will:

• Obtain original versions of one or more acceptable documents (as defined in List A or List B of the Home Office guidance).
• Check the documents in the presence of the holder to ensure they are genuine, that the photographs are consistent with the appearance of the candidate, and that expiry dates for permission to be in the UK have not passed.
• Copy every document in a format that cannot be subsequently altered (e.g., a scanned PDF or photocopy), ensuring all relevant pages, including those containing signatures and biometric details, are captured.

4.2 Home Office Online Right to Work Service

Where a candidate has a biometric residence permit, a biometric residence card, or has been granted status under the EU Settlement Scheme, LSA Recruit will utilize the Home Office online service.

• The candidate must provide a “share code” and their date of birth.
• LSA Recruit will access the “View a job applicant’s right to work details” page on the GOV.UK website.
• The check is only considered complete when the online profile confirms the individual has the right to do the work in question.

4.3 Digital Identity Verification (IDVT)

For British and Irish citizens with valid passports, LSA Recruit may utilize a certified Identity Service Provider (IDSP) to complete digital identity verification. Candidates will be required to upload their documentation via a secure portal as part of our commitment to an easy and faster connection between talent and employers.

5. Frequency of Checks

• List A (Permanent Right to Work): Candidates with a continuous right to work in the UK require a check only once before the start of their engagement.
• List B (Time-Limited Right to Work): For candidates with a temporary right to work, follow-up checks will be conducted as the current permission nears expiry. LSA Recruit maintains a robust tracking system to ensure these checks are performed in a timely manner to avoid any breach of compliance.

6. Contract and Offshore Recruitment

In cases of contract-to-hire or offshore recruitment where the individual is working within the UK, the same stringent verification standards apply. For offshore candidates working outside the UK, LSA Recruit ensures compliance with the local labor laws of the relevant jurisdiction while maintaining our internal “Talent Expert” standards.

7. Data Protection and Retention

In accordance with the UK General Data Protection Regulation (UK GDPR) and the Data Protection Act 2018, all copies of right-to-work documentation will be stored securely. Documentation will be retained for the duration of the candidate’s engagement and for a period of two years after the engagement has ceased, after which it will be securely destroyed.

8. Candidate Verification Text (External Communication)

The following text is to be used in external communications and on the LSA Recruit website to inform candidates of their obligations:

Work With Us: Right to Work Verification

At LSA Recruit, we’re all about connecting great people with great roles. To keep things moving fast and legally sound, we need to verify everyone’s Right to Work in the UK.

1. Our Commitment to Compliance

LSA Recruit is committed to operating with the highest levels of integrity and legal compliance. In accordance with the Immigration, Asylum and Nationality Act 2006 and the Immigration Act 2016, we have a legal obligation to ensure that all candidates we place have the valid right to work in the United Kingdom.

2. The Verification Process

Before you start any assignment—whether permanent, contract, or contract-to-hire—we will perform a ‘Right to Work’ check. This is a standard and essential part of our onboarding process for every candidate. This check must be completed before any work commences.

3. What We Need from You

To complete this check, we will need to see original, valid documentation. Depending on your status, this typically includes:

• A valid British or Irish passport.
• A valid visa or proof of settled/pre-settled status under the EU Settlement Scheme.
• For individuals with digital immigration status (including BRP holders), we will require a Share Code to perform an online check via the Home Office ‘View a job applicant’s right to work’ service.

4. Remote & Offshore Placements

For our offshore recruitment services, we ensure strict adherence to both UK standards and relevant local labour laws, ensuring all global talent is legally verified and compliant.

5. Equality & Inclusion

In line with our ‘People First’ approach and our Equal Opportunities Policy, we conduct these checks fairly and consistently for every single candidate. We do not make assumptions about an individual’s right to work based on their appearance, accent, or background.

6. Data Protection

Any documentation provided for Right to Work purposes will be handled securely and in full compliance with the UK GDPR and our Privacy Policy. Copies will be retained only for as long as legally required by the Home Office.

9. Compliance Responsibility

The CEO and the Legal/Admin team of LSA Recruit are responsible for the oversight of this policy. Any employee found to be willfully bypassing these verification steps will be subject to disciplinary action.

Contact for Compliance Enquiries:
Email: admin@lsarecruit.co.uk  
Telephone: +44 208 795 1200