Right to Work Share Code: Complete Guide for 2026

The UK has fully transitioned to a digital-first immigration system. Biometric Residence Permits (BRPs) are no longer issued and are no longer accepted as proof of right to work. For most non-British and non-Irish workers, the right to work share code is now the only compliant way to verify employment eligibility.

If you're an employer conducting right to work checks — or a worker proving your status — this guide covers everything you need to know about the share code system in 2026, including the eVisa changes that make this process mandatory.

What is a right to work share code?

A right to work share code is a 9-character alphanumeric code generated through the Home Office's online service. It gives employers time-limited access to a worker's live immigration record, confirming whether they have the right to work in the UK and any restrictions on that permission.

Instead of presenting physical documents, the worker provides their share code (always starting with the letter "W") and their date of birth. The employer enters these at gov.uk/view-right-to-work and receives a real-time status check directly from Home Office records.

Key facts:

• Each code is valid for 90 days from the date it's generated.
• Workers can generate new codes as many times as needed.
• Codes are purpose-specific: "W" = Work, "R" = Rent, "S" = Status. Only codes beginning with "W" are valid for employment verification.
• Share codes are free to generate and free for employers to check.

What changed in 2026: the eVisa transition

The single biggest change affecting right to work checks is the end of physical immigration documents. Here's what employers need to know:

BRPs are no longer valid. Biometric Residence Permits stopped being issued on 31 October 2024. Since January 2026, expired BRPs are not accepted as proof of right to work — even if the immigration permission they represent is still valid. A manual check of an expired BRP does not establish a statutory excuse.

eVisas are now the primary status record. Most non-British and non-Irish workers now hold eVisas — digital records of their immigration status accessible through a UKVI account. This includes Skilled Worker visa holders, EU Settlement Scheme holders, family visa holders, and anyone who previously held a BRP.

Share codes are mandatory for digital status holders. If a worker's immigration status is held digitally, the online check via share code is the prescribed method. Employers cannot ask these workers for physical documents instead — and physical documents (even if still in the worker's possession) do not provide a statutory excuse.

The Employer Checking Service (ECS) will not issue a Positive Verification Notice where an eVisa is already available. If a worker has an accessible eVisa, the ECS will direct you back to the online share code system.

This means the right to work share code system is no longer one option among several — for the majority of migrant workers in the UK, it is now the only compliant verification route.

Who needs a right to work share code?

You need a share code if you are:

• An EU, EEA, or Swiss national with settled or pre-settled status under the EU Settlement Scheme (EUSS) — EU passports and national ID cards alone are no longer accepted for right to work purposes
• A Skilled Worker visa holder whose status is stored as an eVisa
• A Health and Care Worker visa holder
• A Student visa holder (the share code will reflect work restrictions, such as the 20-hour weekly limit during term time)
• A family visa holder (spouse, partner, or dependent visas)
• A former BRP or BRC holder who has transitioned to the eVisa system
• Anyone with indefinite leave to remain (ILR) held in digital form
• A Frontier Worker Permit holder

You do not need a share code if you are:

• A British citizen — you can prove your right to work with a valid UK passport, or a birth/adoption certificate combined with evidence of your National Insurance number
• An Irish citizen — you can use a valid Irish passport or passport card
• A Commonwealth citizen with a Certificate of Entitlement to the Right of Abode endorsed in a valid passport

How to generate a right to work share code

Workers generate their own share code through the GOV.UK service. Before starting, you'll need an active UKVI account. If you don't have one yet, set it up at gov.uk/get-access-ukvi-account — you'll need your passport details, a valid email address, and a mobile phone number.

Step-by-step process:

1. Go to gov.uk/prove-right-to-work and click "Start now."
2. Sign in to your UKVI account using the identity document linked to your status (passport, national ID card, or expired BRP where accepted during the transition).
3. Complete the security verification using the code sent to your phone or email.
4. Select "Prove your right to work" as the purpose.
5. The system generates a 9-character code starting with "W."
6. Share this code with your employer along with your date of birth.

Tips for workers:

• Set up your UKVI account before you start job hunting. If there's a problem — wrong date of birth, unlinked passport, missing status — it's far easier to resolve before you have an offer with a start date.
• Generate a fresh code close to your start date. Codes expire after 90 days, and employers need to check them before your first day of work.
• If you cannot access your UKVI account or generate a code, contact the UKVI resolution centre for support.

How employers verify a right to work share code: step-by-step

Employers must complete the right to work check before employment begins — not on the first day, not during the first week. The check must be done before the worker starts any paid or unpaid work.

Step 1: Receive the share code and date of birth from the worker.

The worker provides their 9-character share code (starting with "W") and their date of birth. Do not generate or access a code on the worker's behalf — they must provide it to you.

Step 2: Enter the details at gov.uk/view-right-to-work.

Go to gov.uk/view-right-to-work. Enter the share code and date of birth. The system will display the worker's live immigration status from Home Office records.

Step 3: Review the information displayed.

The system shows:

• Whether the person has permission to work in the UK
• The type of work they can do (or any restrictions)
• The expiry date of their permission (if applicable)
• A photograph of the worker for identity verification

Step 4: Verify the worker's identity.

Check that the photograph displayed matches the person in front of you. This is a critical step — the share code confirms immigration status, but you must also confirm that the person presenting the code is the person it belongs to.

Step 5: Save and store the record.

Download or print the results page, including the date of the check. You must retain this record for the duration of employment plus 2 years after the employment ends. This record is your evidence of a statutory excuse.

Step 6: Set follow-up reminders.

If the worker has time-limited permission, schedule a follow-up check before their visa expires. Failing to re-check at the right time can remove your statutory excuse for the period after expiry.

For employers using the Sponsor Management System (SMS): integrate share code checks into your onboarding workflow and set automated reminders for visa expiry dates. Borderless connects directly to your SMS to ensure nothing falls through the cracks.

The three prescribed check methods in 2026

The Home Office recognises three prescribed methods for conducting right to work checks. Using the wrong method — even if documents appear valid — will not establish a statutory excuse.

1. Online check via share code (mandatory for digital status holders)

For anyone with an eVisa, EU Settlement Scheme status, or any digitally held immigration permission. This is the method described above and is mandatory — you cannot choose a manual check instead.

2. Manual document check (for British and Irish citizens, and holders of specified physical documents)

For British citizens using a passport or birth certificate + NI evidence, Irish citizens using a passport, and anyone holding a physical document from the prescribed list (such as a Certificate of Entitlement). The employer must check the original document in person — scanned copies or photocopies are not acceptable.

3. Identity Document Validation Technology (IDVT)

For British and Irish passport holders only. Employers can use a certified Identity Service Provider (IDSP) to verify identity remotely. This method is not available for workers with eVisas or other immigration status — they must use the share code route.

When to use the Employer Checking Service (ECS)

The Employer Checking Service is a fallback route, not a standard check method. Use it when:

• The worker has an outstanding visa application, appeal, or administrative review and cannot yet prove their status online
• The worker holds a Certificate of Application under the EU Settlement Scheme and cannot generate a share code
• The worker has a genuine technical issue preventing access to their UKVI account that cannot be resolved in time

If the ECS confirms the worker has a right to work, it issues a Positive Verification Notice (PVN), which acts as your statutory excuse for six months.

Important: The ECS will not issue a PVN where an eVisa is already available. If the worker has an accessible eVisa, you will be directed to use the online share code check instead. Do not assume the ECS is an easier alternative — it is only for cases where the online system genuinely cannot be used.

Contact the ECS via the Home Office Business Helpdesk at businesshelpdesk@homeoffice.gov.uk or 0300 790 6268.

Penalties for failing right to work checks

The consequences of non-compliance are severe and have escalated significantly since February 2024:

Civil penalties: Up to £45,000 per illegal worker for a first breach. Up to £60,000 per illegal worker for a repeat breach within three years. These fines apply even if the failure was unintentional — an administrative error or a missed check is enough to trigger liability.

Criminal prosecution: Where an employer knowingly employed an illegal worker or had reasonable cause to believe the worker did not have permission to work, the offence carries up to 5 years' imprisonment and an unlimited fine.

Sponsor licence action: A civil penalty almost always triggers a Home Office review of your sponsor licence. Depending on the severity, this can result in:

• Downgrade to a B-rating, with an action plan costing approximately £1,476 — you cannot assign new Certificates of Sponsorship until the plan is completed
• Suspension of your licence, halting all sponsorship activity
• Revocation of your licence, with a 12-month cooling-off period before you can reapply — existing sponsored workers may have their visas curtailed

Public naming: The Home Office publishes the names of employers issued with civil penalties, damaging your reputation with clients, partners, and future recruits.

The bottom line: a properly conducted right to work check — including using the correct prescribed method — is the only way to establish a statutory excuse that protects your business.

Common share code issues and how to resolve them

Wrong code type. The worker provided a code that doesn't start with "W." Ask them to generate a new code selecting "Prove your right to work" as the purpose.

Expired code. The 90-day validity has lapsed. The worker needs to generate a fresh code — this takes only a few minutes.

Details don't match. The date of birth or name entered doesn't match the Home Office record. The worker should check their UKVI account to confirm their details are correct and consistent with the information they've given you.

Worker cannot access their UKVI account. This can happen if the worker has changed their passport, phone number, or email since setting up their account. Direct them to the UKVI contact centre to resolve the issue. In the meantime, if you're satisfied the worker has an outstanding issue, you may use the Employer Checking Service as a fallback.

System error or downtime. The GOV.UK service occasionally experiences technical issues. If you cannot complete a check due to a system outage, document the error (screenshots with timestamps) and retry as soon as possible. Do not allow the worker to start until the check is completed.

Best practices for employer compliance

Build the check into your onboarding workflow. Right to work checks must happen before day one. Make share code collection a standard step in your offer letter or pre-employment checklist — not something HR chases on the first morning.

Use a centralised system for record-keeping. Spreadsheets and email folders are not audit-ready. Use a platform that stores check records, links them to employee profiles, and tracks visa expiry dates automatically.

Train every person involved in hiring. Right to work checks are not just an HR task. Hiring managers, recruiters, and agency contacts all need to understand the prescribed methods and when each applies. The Home Office will test this during compliance visits.

Re-check before visa expiry. For workers with time-limited permission, schedule a follow-up check before their visa expires. If the worker has applied to extend and is waiting for a decision, use the Employer Checking Service to obtain a PVN as a bridge.

Audit your records quarterly. Don't wait for a Home Office visit to discover gaps. Review your right to work records regularly, checking for missing documents, expired checks, and any workers whose permission has lapsed.

Don't discriminate. Right to work checks must be applied equally to all prospective employees, regardless of nationality or appearance. Checking only workers who "look" or "sound" foreign is unlawful discrimination under the Equality Act 2010 and the Race Relations Act.

How Borderless helps employers

Managing right to work share codes manually — across dozens or hundreds of sponsored workers — creates gaps that put your sponsor licence at risk. Borderless automates the compliance burden:

• Centralised record-keeping for all right to work checks, linked to each worker's profile
• Automated visa expiry alerts so you never miss a follow-up check deadline
• Direct SMS integration to keep your Sponsor Management System up to date
• Audit-ready compliance dashboard with downloadable records for Home Office visits
• Expert support from in-house immigration advisers when edge cases arise

Whether you're in care, hospitality, retail, or any sector sponsoring migrant workers, Borderless keeps you compliant without the manual workload.

Book a demo →

You can also use our visa fees calculator to estimate costs for sponsoring a new worker, or explore our cost of doing nothing calculator to see the financial risk of non-compliance.

FAQs

What is a right to work share code?A 9-character alphanumeric code issued through the Home Office's online service that allows employers to verify a worker's immigration status digitally. It always starts with "W" and is valid for 90 days.

Are BRPs still accepted for right to work checks in 2026?No. BRPs are no longer issued and expired BRPs are not valid for right to work checks. Workers who previously held a BRP must use their eVisa and generate a share code instead.

How long does a share code last?90 days from the date of issue. Workers can generate a new code at any time if the previous one expires.

Can a worker reuse the same share code for multiple employers?Yes — as long as the code is still within its 90-day validity period and starts with "W," any employer can use it to conduct an online check.

Do British citizens need a share code?No. British citizens can prove their right to work using a valid UK passport, or a birth/adoption certificate combined with evidence of their National Insurance number. They can also use IDVT through a certified identity service provider.

What if I can't verify a share code?First, check you're entering the right code type ("W" prefix) and the correct date of birth. If the issue persists, ask the worker to generate a fresh code. If they cannot access their UKVI account, contact the Employer Checking Service for assistance.

Does an employer have to use the share code if the worker also has physical documents?Yes — if the worker's immigration status is held digitally (eVisa), the online check is the prescribed method and must be used. Physical documents that have been replaced by an eVisa do not establish a statutory excuse.

What is a statutory excuse?A legal defence that protects an employer from a civil penalty if a worker is later found to not have the right to work. It is established by conducting a right to work check using the correct prescribed method, at the correct time, and retaining proper records.

Is a right to rent code the same as a right to work code?No. Right to rent codes start with "R" and right to work codes start with "W." Employers must ensure the worker provides a code starting with "W" — accepting any other code type does not constitute a valid employment check.

What should I do if the Home Office system is down?Do not allow the worker to start until the check is completed. Document the system issue (screenshots with timestamps) and retry as soon as possible. If the outage is prolonged, contact the Employer Checking Service for guidance.