New UK Right to Work/Right to Rent inspection regulations 2026: 3 major changes that employers and landlords must know
On April 30, 2026, there are still five months until the major expansion of the UK's Right to Work (right to work) inspection system is implemented - but many Chinese employers and landlords still don't know that starting from October 1st this year, inspection obligations will be extended from traditional employees to all forms of employment relationships such as gig workers, contractors, and platform workers. At the same time, eVisa (electronic visa) has completely replaced BRP (biometric information card), and Share Code (shared code) has become the only standard way to verify identity.
Civil penalties for breaches can be up to £45,000 per illegal worker for a first breach or £60,000 for repeat breaches. Employers holding a sponsor license may also face the consequences of having their license downgraded, suspended or even revoked. Whether you open a restaurant, hire a nanny, or rent out a house, these new regulations are relevant to you.
📌 Change 1: The largest expansion in the history of inspection scope - covering all forms of employment from October 1, 2026
In the past, Right to Work checks were primarily targeted at traditional employees. However, the British government is advancing the expansion plan of the Right to Work system and imposing stricter requirements on employers holding sponsorship licenses. Full implementation will take effect on October 1, 2026.
Under the expanded regime, right-to-work checks will apply to self-employed contractors, non-employee zero-hours workers, partners in LLPs and individuals hired through online matching platforms or subcontracting arrangements. in other words:
- Hourly workers and delivery riders hired by restaurants
- Subcontracted workers for construction companies
- Nannies and cleaners sent by housekeeping companies
- Workers "directly hired" through platforms such as Uber and Deliveroo
These employment relationships that were previously in the "grey area" are now required to undergo compliance inspections. Employers holding a sponsorship license must now verify that any worker they wish to sponsor, employ or directly engage - including indirect employees - has permission to work in the UK before any work can begin.
💡 Common misunderstandings among Chinese employers : Many Chinese bosses think that "just asking friends for help for a few days" or "paying cash without leaving the account" means there is no need to check the identity - this is a big mistake. Home Office In recent years, law enforcement has been stepped up, with catering, construction, personal care and other industries being key targets for inspection.
🆔 Change 2: BRP completely exits history, eVisa + Share Code becomes the only verification method
Biometric information cards (BRP) that expire on December 31, 2024 can no longer be used as valid proof of work rights from June 1, 2025. Employers who continue to accept expired BRP for manual verification will automatically lose statutory immunity protection and face civil penalties of up to £60,000 per illegal worker.
Biometric cards (BRP) have been replaced by eVisas. Share Code is now the standard digital check method for all non-UK, non-Irish workers holding digital immigration status – including EU Settlement Scheme holders, skilled work visa holders and all eVisa holders.
What is Share Code? The Share Code is a unique 9-digit alphanumeric code generated by the UK Home Office that allows workers to digitally prove their employment authorization in real time. This system represents a fundamental shift from document-based authentication to database-driven authentication.
A Share Code is valid for 90 days, and employees can generate it at gov.uk/view-right-to-work; employers can enter the code and employee's date of birth on the same website for verification. Employers should keep track of when each time-limited worker's license expires and set reminders for follow-up checks in advance. Subsequent checks follow the same process as the initial check - the worker generates a new Share Code and the employer checks at gov.uk/view-right-to-work.
⚠️ FAQ : What should I do if an employee says "My Share Code cannot be generated"? Common issues include incorrect date of birth on the account, passports needing to be relinked, or status not updated after visa approval. If the issue cannot be resolved by the start date, the employer is asked to contact the Employer Checking Service, which can issue a Positive Verification Notice to allow work to begin while the account issue is resolved.
🏠 Same goes for Right to Rent inspections – landlords don’t ignore them
Right to Rent (Right to Rent) Check Similar to Right to Work, UK landlords and agents are legally obliged to check that all tenants over the age of 18 - including family members, carers and boarders - have the right to rent before renting.
From 1 May 2026, England's private rented sector will implement wider changes under the Renters' Rights Act. While right-to-rent checks remain separate legal requirements, they form part of a wider compliance framework that landlords must adhere to. The new bill repeals Section 21 "no-reason evictions", introduces periodic tenancies, limits the frequency of rent increases, etc. Landlords must complete a series of compliance actions before May 1, including issuing the government's "Information Sheet" to existing tenants.
The logic of Right to Rent check is consistent with Right to Work:
- The tenant provides Share Code (such as holding eVisa)
- Landlord verified on gov.uk website
- Keep verification records for 2 years after the end of the lease
For non-UK citizens, the inspection must be completed at least 28 days before the tenancy starts. If a tenant sublets, they will assume the role of landlord and have the responsibility to check the tenancy rights of anyone they sublet.
✅ What should employers and landlords do now? 5-Step Compliance Checklist
There are still five months until the new regulations are fully implemented on October 1, so it’s still not too late to act:
1. Take inventory of all employment/rental relationships
includes not only regular employees/tenants, but also part-time workers, temporary workers, contractors, and boarders - make a list and check one by one whether the right to work/right to rent documents are complete and within the validity period.
2. Learn to use the gov.uk online verification system
to access gov.uk/check-job-applicant-right-to-work (right to work) or gov.uk/check-tenant-right-to-rent-documents (right to rent), and be familiar with the Share Code verification process. 永居计算器 APP can also help you accurately track employee visa expiration dates and set follow-up inspection reminders in advance.
3. Update internal processes and staff training
Most employers understand the general right to work requirements but often underestimate the extremely high compliance standards that the law imposes on every UK employer. Whether you employ a single UK employee or a workforce of different nationalities and immigration statuses, the expectations are the same and must be reflected in your systems and record keeping. HR, front desk, and management all need to know: BRP can no longer be accepted and Share Code must be used.
4. Establish a document retention system
Verification records must be retained for 2 years after the end of employment/lease. It is recommended to use cloud folders for classification and archiving (employee name + inspection date + Share Code screenshot), so that if Home Office comes to inspect, evidence can be produced as soon as possible.
5. If you are not sure, ask a professional lawyer
If you hold a Sponsor License or have a complex employment relationship (such as platform workers, subcontractors), it is recommended to consult a licensed immigration lawyer in advance. Our lawyer WeChat uklvshi (Ethan) can help you review existing processes and avoid compliance risks.
💬 Written at the end: Compliance is not a burden, it is the protection of yourself and your employees/tenants
Many Chinese employers and landlords find these inspections "troublesome" and "unnecessary." But think about it from another perspective: a compliance check takes 5 minutes, and a fine may be £60,000. More importantly, these rules protect not only your wallet, but also your business reputation and guarantee license - once revoked, it is extremely difficult to reapply.
For Chinese friends who hold work visas and are waiting for permanent residence, these new regulations are also a double-edged sword: on the one hand, employers and landlords are more cautious, and finding a job and renting an apartment may have an additional hurdle; on the other hand, eVisa and Share Code make identity verification more transparent and faster, and there is no need to worry about the embarrassment of losing or expiring BRP.
If you are counting down the days to permanent residence, you can use 永居计算器 APP (justiscript.com/ilr) to calculate the number of days you will leave the country and track the expiration date of your visa - making compliance a habit, not a burden.
💭 Interactive topic : As an employer or landlord, have you ever encountered problems with right to work/right to rent inspections? Or as an employee/tenant, has your employer/landlord asked you to provide a Share Code? Welcome to leave a message to share your experience.
Disclaimer : This article is for reference only and does not constitute legal advice. Right to Work/Right to Rent rules are complex and constantly updated. For specific questions, please consult a licensed immigration attorney or visit GOV.UK for the latest official guidance.
data source :
1. GOV.UK - Checking a job applicant's right to work: gov.uk/check-job-applicant-right-to-work
2. GOV.UK - eVisas: access and use your online immigration status: gov.uk/evisa
3. Home Office - Expanded right to work checks from 1 October 2026 (via Morgan Lewis, Lewis Silkin, theHRD and other authoritative legal media reports)
📚 Data source
· https://www.davidsonmorris.com/right-to-work/
·https://www.morganlewis.com/pubs/2026/04/uk-right-to-work-expansion-what-employers-need-to-know-now
· https://connaughtlaw.com/right-to-work-checks-uk-employer-guide/