Right to work reform: Why recruitment businesses must digitise to drive growth

Right to Work reform: Why recruitment businesses must digitise to drive growth  

The recruitment industry is on the verge of a major regulatory shift, and with it comes an opportunity. The UK Government’s proposed amendments to the Immigration, Asylum and Nationality Act 2006 will soon extend Right to Work checks to self-employed, limited company, and gig economy workers.  

For recruitment firms, this signals a fundamental change in statutory obligations and a significant increase in administrative burden, unless you embrace digital transformation now. 

Our latest white paper, developed in partnership with Stephen Rookes, Director of Strategic Risk & Compliance Consultancy Limited (SRC), and former Chair of APSCo, explores the full implications of these upcoming legislative changes and offers a practical roadmap to mitigate risk while optimising internal operations. 

Download the white paper here. 

From risk to opportunity: The compliance shift ahead 

Historically, employers were only required to perform Right to Work checks on direct employees. But with the government tightening its stance on illegal working, this is set to change. Soon, recruitment agencies and end-clients will share the legal responsibility for verifying the Right to Work status of every individual they place, regardless of their employment model. 

As Stephen Rookes explains, “This is not just an administrative update, it's a strategic imperative for every business operating in the UK's flexible labour market.”  

For firms that fail to prepare, the consequences will be severe: civil penalties, reputational damage, and even criminal liability. For those who act now, there is the potential to reduce overhead, win client trust, and gain a competitive advantage. 

Digitisation is the growth lever 

Manual Right to Work processes are no longer fit for purpose. They are time-consuming, error-prone, and expose your business to risk, especially in high-volume, fast-paced staffing environments. The answer? Digital onboarding and compliance platforms that automate identity verification, store sensitive documents securely, and streamline workflows across the recruitment lifecycle. 

By using a UK Government  Trust Framework ‘high confidence’ accredited digital provider, recruiters can: 

• Complete Right to Work  checks in minutes, not hours or days 

• Securely collate and store compliance documents in one centralised location 

• Control data access for anti-discrimination and GDPR compliance 

• Reallocate time from admin to fee-earning activity 

• Reduce onboarding costs and improve audit-readiness 
  

Download the white paper for detailed recommendations. 

Business process optimisation: Compliance as a competitive advantage 

Digitising compliance is not just about avoiding penalties, it's about driving productivity. When recruiters spend less time chasing documents and verifying IDs, they spend more time building client relationships, filling roles, and generating revenue. 

More importantly, in a tightening market, clients will favour agencies that can prove compliance, reduce risk exposure, and offer seamless candidate experiences. By embedding secure, automated systems into your onboarding process, you’re not just complying with the law; you’re elevating your value proposition. 

The white paper also urges recruitment leaders to look beyond Right to Work and factor in broader compliance trends, such as GDPR, AI legislation, employment rights, and the economic squeeze on operating costs. Those who invest in future-ready infrastructure now will be best positioned to thrive. 

Future-proof your business - download the full white paper.