Guide • Compliance • 14 min read
Right-to-work checks in Ireland and the UK
アイルランドと英国において候補者の就労権を確認し、違法就労に関する罰則を回避し、適切な記録を維持する方法です。
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.
アイルランドにおける取扱い
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.
雇用主は、その人の国籍を確認し、必要に応じて雇用開始前に適切な許可証または移民許可を目視確認して記録すべきです。必要な許可なく非EEA国籍者を雇用することは違法ですので、確認の証拠を保管し、許可が期限内に更新されるよう、失効日を必ず管理してください。
英国における取扱い
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.
方法は3つあります。書類の手動確認、Home Office のオンライン確認サービス（シェアコード使用）、または特定の書類保有者に対する認定 Identity Service Provider の利用です。受け入れ可能な書類一覧と手続きは定期的に更新されるため、最新の Home Office ガイダンスに正確に従ってください。
記録、時期、再確認
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.
