Right to Work Policy02/02/2023
This policy applies to all employees and contractors of Forward Digital.
Forward Digital is committed to working within the requirements of the various provisions of Immigration Law in order to ensure that our employment practices are such that only those who are eligible to work in the UK are employed by Forward Digital.
The application of this procedure should ensure that all employees and contractors have a current and valid permission to work in the UK in the role in which they are appointed.
In order to establish a defence in the event that Forward Digital is found to be employing a person who does not enjoy the right to work in the UK, Forward Digital requires to check and retain a copy of identity documents relating to all of its employees and contractors.
It is essential that all employees are treated in the same way in order to ensure that Forward Digital complies with its obligation to avoid discrimination against its employees on the basis of their race or nationality. The requirement to provide documentary evidence of the right to work in the UK will apply to all individuals, regardless of their race, nationality or ethnic or national origins.
Anyone who cannot produce the necessary documentation will be referred to the Citizens' Advice Bureau for further advice. However, Forward Digital will not employ such an individual until the necessary checks have been carried out.
The following checks carried out include:
- All documents should be original.
- The photograph should be consistent with the appearance of the individual.
- The date of birth should be consistent with other documentation.
- All documents should be current with valid dates
- UK Government stamps/endorsements should include the type of work being offered.
Before any person starts working for us, they must supply Forward Digital with one or more of the following documents.
The employee/contractor will fall into one of two categories:
List A - an automatic and ongoing right to work in the UK without restrictions.
List B – not an automatic right to work in the UK but has gained permission to do so subject to restrictions, i.e. for a time limited period.
LIST 'A' DOCUMENTS
Documents which provide evidence for this category. One of the following:
- A passport showing the holder is a British, or UK and Colonies citizen, having the right of abode in the UK
- A passport containing a certificate of entitlement to the right of abode in the UK
- A passport, national ID card, UK residence permit or other document certifying the holder as a EEA or Swiss national
- A permanent UK residence permit issued by the HO or BIA showing the holder is a family member of a EEA or Swiss national
- A Biometric Immigration Document certifying the holder has indefinite leave or no limit to their stay in the UK
- A passport or other travel document showing exemption from immigration control, indefinite leave to remain, right of abode in the UK or indicating no time limit on their stay in the UK
LIST 'B' DOCUMENTS
If an individual is in this category the Company needs to check documents before commencing employment, and then at least every 12 months during the duration of employment, to ensure that your eligibility remains valid. Documents which provide evidence for this category:
One of the following:
- A passport or travel document endorsed to certify the holder is allowed to stay in the UK to do the kind of work being offered, provided that it does not require a work permit/certificate of sponsorship.
- A Biometric Immigration Document issued by UKBA giving permission to stay in the UK to do the work being offered.
- A residence card or document issued by UKBA to a EEA/Swiss national family member.
Or two documents, as follows: One of these:
- A work permit/or other approval to take employment, issued by UKBA.
A passport or other document (e.g. UK Residence Permit) certifying permission to stay in the UK to do the work offered.
A letter from the HO/UKBA confirming the above.
Name and Title: Reece Charsville - Director.