Most of the attendees of our recent webinar expressed concerns about their current arrangements for undertaking Right to Work checks.
The webinar, in association with KPMG, was popular with over 150 participants who were briefed on the latest trends and regulations concerning Right to Work checks. Participants were also surveyed on their current procedures to ensure compliance with this vital aspect of employment legislation.
The results revealed a high level of exposure to potential prosecution:
“What stage in the recruitment process is a right to work check conducted?”
The tendency is to conduct a check at the latter stages of recruitment, with 39% indicating a right to work check conducted either at job offer stage, or first day of employment.
This does present issues.
Aside from the openness of challenges of discrimination in the recruitment process, there is the risk that an individual will fail the check at this late stage – resulting in wasted recruitment effort.
Worse still, there is the risk that other issues take priority on day 1 of employment and the right to work check gets delayed for a few days – rendering the organisation non-compliant and dangerously exposed.
“Who conducts the check?”
The response was almost a 50/50 split between central HR and local line/recruitment managers.
Whilst who performs the check is somewhat arbitrary, there needs to be certainty across the entire organisation’s recruitment activities that whoever is performing the check is doing so in strict accordance with the prescribed process in order to establish a statutory excuse.
With pressures to find new staff and onboard rapidly, the danger is that corners are cut; just one inadvertent slip-up can result in a Right to Work check not being conducted correctly with far reaching consequences.
“What is the level of confidence that checks are being conducted correctly?”
In summary, not great!
Over 50% respondents indicated major concerns that checks are not being conducted at the right time, in accordance with the right process or capturing the right ID documentation (in relation to the circumstances/nationality of the person being employed).
There is a causal link between these concerns and the need for line managers for conduct right to work checks.
This is not insurmountable; customers adopt Rightcheck because it provides the recruiting or line manager with all the support and confidence to conduct a compliant right to work check in the form of an easy to use, intuitive app.
Equally, Rightcheck provides central HR teams with a streamlined, paperless method to control and gain visibility over checks undertaken across the organisation in the form of a cloud-based Management Portal.