Rightcheck for Facilities Management
Designed for multi-site operations with HR functions requiring control and digital audit trails
The complete Right to Work solution
Enables your organisation to comply with UK legislation requiring Right to Work checks on all employees. Rightcheck delivers compliance with this critical aspect of employment legislation and a statutory excuse to protect your organisation from prosecution.
Managing High Staff Turnover
With high staff turnover in FM, it’s a challenge to keep track of Right to Work checks.
Rightcheck provides an integrated, secure digital store of all checks conducted with an audit trail that can be accessed on-demand via the Rightcheck cloud portal.
“Aside from improved compliance, the return on investment we are realising is clear – by adopting Rightcheck we are saving at least one administrative head and many hours of un-productive management time.”
Nicola Davies, HR Director | ABM
Rapid Recruiting and Onboarding
In FM, speed in recruitment is essential.
Rightcheck makes it easy for your recruiters and hiring managers to complete a check and capture the right documentation within seconds directly from their mobile device.
Seconds to conduct a Right to Work check
Checks a year with Rightcheck
Enabling HR to take back control
Facilities management HR need to know that every site always follows the company’s recruitment policies and processes. This is vital for Right to Works checks.
Rightcheck’s cloud-based web portal provides HR with control and visibility to ensure the right process to conduct a compliant check is always followed.
Easy To Implement
Your recruitment staff simply download Rightcheck from the Apple, Google or Microsoft app stores and HR access the Rightcheck cloud-based web portal to review, approve and manage checks.
What could be easier?
Developed in collaboration with KPMG in the UK.
Their legal and immigration specialists have supported the design of the intelligence and logic embedded within the solution. KPMG’s Legal Services team monitor legislation changes and advise on any necessary revisions to help ensure Rightcheck is always up to date.
OCR and NFC technology is used to check the MRZ (machine readable zone) on passports and validate documentation against information provided by the candidate and that which is visible to the recruiter during a Right to Work check
Provides HR teams with complete visibility and control over checks conducted across the entire organisation – regardless of whether recruitment is on site or remote.
Enables checks to be submitted and stored corresponding to organisational structure
Delivers GDPR compliance and provides a single repository for all Right to Work checks undertaken and supporting documents copied.Secure cloud-based storage for on-demand retrieval, with a complete digital audit trail of check processing.
What the law requires
Every employer, regardless of size, has a responsibility to perform Right to Work checks on any individual they intend to employ to ensure they have a legal right to work in the UK. This is regardless of race, ethnicity or nationality (applying to UK/European citizens alongside any other nationality). The Right to Work checks must be conducted prior to the commencement of employment and any work undertaken by the individual on behalf of the employer. This applies to any full-time, part-time, or contract role.
Before May 2014, it was satisfactory to simply date photocopies of relevant identification papers and file them away. Now the only way to establish a statutory excuse is to demonstrate that the Right to Work checks have been correctly carried out and proof retained.
An employer found to be employing an individual who does not legally have the right to work in the UK, could incur a fine of up to £20,000 per employee unless the employer has a statutory excuse.
What this means in practice
Since May 2014 Right to Work checks comprise a number of steps, including documents that must be correctly reviewed, signed and attested. There must be a record of the check with associated documents stored for audit purposes (including an obligation to keep records for 2 years after an employee leaves). Furthermore, for certain circumstances, the Right to Work checks must be repeated at appropriate stages during employment.