Guide • Compliance • 14 min read
Right-to-work checks in Ireland and the UK
Cara memverifikasi hak kandidat untuk bekerja di Irlandia dan Inggris, menghindari penalti pekerja ilegal, dan menyimpan catatan yang patuh.
Why right-to-work checks matter
Employers in Ireland and the UK have a legal duty to ensure that everyone they employ is permitted to work. Getting this wrong exposes the business to civil penalties and, in serious cases, criminal liability. It is the local equivalent of the US I-9 process, but the rules, documents and record-keeping requirements are different and must not be conflated.
The right approach is to check consistently for every new hire, not selectively, because inconsistent checking risks discrimination claims. Build the check into your standard onboarding workflow so it happens the same way every time.
Posisi di Irlandia
Irish and EEA/Swiss nationals have an automatic right to work in Ireland. Non-EEA nationals generally require an employment permit (such as a Critical Skills Employment Permit or a General Employment Permit) or another permission that allows employment, such as certain immigration stamps. The Department of Enterprise, Trade and Employment administers the employment-permit system.
Pemberi kerja harus memverifikasi kewarganegaraan orang tersebut dan, jika relevan, melihat serta mencatat izin kerja atau izin imigrasi yang sesuai sebelum pekerjaan dimulai. Mempekerjakan warga negara non-EEA tanpa izin yang diwajibkan merupakan pelanggaran, jadi simpan bukti pemeriksaan dan catat tanggal kedaluwarsa agar izin diperbarui tepat waktu.
Posisi di Inggris
In the UK, employers must carry out a prescribed right-to-work check to establish a statutory excuse against a civil penalty for illegal working. Since Brexit, EU nationals no longer have an automatic right to work and must evidence their status, most commonly through the online share-code service or under the EU Settlement Scheme.
Ada tiga jalur: pemeriksaan dokumen manual, layanan pengecekan online Home Office (menggunakan share code), atau penggunaan Identity Service Provider tersertifikasi untuk pemegang dokumen tertentu. Ikuti panduan Home Office terbaru secara tepat, karena daftar dokumen dan proses yang diterima diperbarui secara berkala.
Catatan, waktu, dan pemeriksaan berulang
Carry out the check before employment starts, retain a clear dated copy of the evidence for the duration of employment and for a defined period afterwards, and store it securely in line with the GDPR. For people with time-limited permission, schedule a follow-up check before their permission expires.
An HRIS helps by storing right-to-work evidence against each employee record with restricted access, and by triggering reminders ahead of expiry dates. This turns a compliance risk into a routine, automated step rather than something that depends on an individual remembering to act.
