Is your organisation ready for the Right to Work changes?
From 1 October 2026, significant changes to the UK's right to work regime will affect how many organisations assess and manage their workforce and supply chain arrangements.
The changes will bring a wider range of workers within scope and extends potential liability for civil penalties into the supply chain.
Could your organisation be affected?
Our checklist will help you identify whether the October 2026 changes could affect your workforce, contractors or supply-chain arrangements, and highlight areas you may need to review before the new rules take effect.
Right to Work changes coming in October 2026: What employers need to know
From 1 October 2026, the Right to Work Scheme will cover a wider range of working arrangements, potentially bringing new organisations within the civil penalty regime. Find out what is changing and what employers should do now to prepare.
Understand what the changes mean for your organisation
We've answered some of the key questions employers should be asking ahead of 1 October 2026, from who could be affected to where responsibility may sit and what you should review now.
From 1 October 2026, the Right to Work Scheme will cover a wider range of working arrangements. Find out whether contractors, freelancers, subcontractors, substitutes and other non-traditional working arrangements could bring your organisation within scope.
The new rules could extend potential liability beyond the organisation directly engaging a worker. Explore what the changes could mean for organisations using agencies, contractors and complex supply chains, and understand where responsibility for right to work checks may sit.
With the changes approaching, now is the time to review your workforce arrangements, supply chains, contracts and verification processes. Find out what practical steps your organisation should consider.