Guide • Compliance • 14 min read
Right-to-work checks in Ireland and the UK
아일랜드와 영국에서 지원자의 취업 가능 여부를 확인하고, 불법 취업 제재를 피하며, 준수 기록을 유지하는 방법.
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.
아일랜드의 상황
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.
고용주는 고용이 시작되기 전에 그 사람의 국적을 확인하고, 필요한 경우 적절한 허가 또는 이민 허가를 확인해 기록해야 합니다. 필요한 허가 없이 비EEA 국민을 고용하는 것은 위법이므로, 확인 증빙을 보관하고 허가 갱신 시점을 놓치지 않도록 만료일을 일정에 등록하십시오.
영국의 상황
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.
세 가지 경로가 있습니다. 수동 문서 확인, Home Office 온라인 확인 서비스(share code 사용), 또는 특정 서류 보유자를 위한 인증된 Identity Service Provider 이용입니다. 현재 Home Office 지침을 정확히 따르십시오. 허용 문서 목록과 절차가 주기적으로 업데이트되기 때문입니다.
기록, 시점 및 재확인
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.
