The United Kingdom continues to attract professionals from across the world, and whether you are applying for a role as a Private Chef in London, a Housekeeper in Edinburgh, or a Personal Assistant to a UHNW family anywhere in the country, understanding your right to work in the UK is essential.
Achieve Hospitality is a global recruitment agency placing private household, estate, family office, and luxury hospitality talent across the UK and internationally.
This guide covers what the right to work means, how candidates obtain it, and what employers must do to check it correctly under current 2026 Home Office rules.
What is the Right to Work in the UK?
The right to work in the UK means you are legally allowed to take up paid employment in the country. Since the end of the Brexit transition period and the subsequent move to a digital immigration system, the rules have changed significantly. The three main categories are:
- UK and Irish nationals – have the right to work automatically and do not require a visa or any additional documentation beyond standard identity checks.
- EEA and Swiss nationals – no longer have automatic rights. Those who applied to the EU Settlement Scheme and hold settled or pre-settled status have the right to work. They evidence this digitally via the Home Office online service using a share code. No physical document is required or accepted.
- Non-EEA nationals – must hold a relevant visa or immigration permission, now issued as an eVisa rather than a physical Biometric Residence Permit (BRP). Physical BRPs ceased to be issued in October 2024 and are no longer valid as standalone proof of right to work.
Pathways to Obtain the Right to Work in the UK
Skilled Worker Visa
The Skilled Worker Visa is for individuals who have a job offer from a UK employer that holds a valid sponsor license. The job must meet the minimum salary and skill requirements.
Steps to Apply:
- Secure a job offer from a UK employer who is a licensed sponsor.
- Your employer will provide you with a Certificate of Sponsorship.
- You must score a minimum of 70 points under the UK’s points-based immigration system:
Job offer from an approved sponsor (20 points)
Job at an appropriate skill level (20 points)
English proficiency (10 points)
Salary meets the threshold (20 points)
Salary must meet the general minimum threshold of £38,700 per year as of April 2025. Lower rates apply for shortage occupations and certain sectors.
Application Process:
- Apply online via the UK government website.
- Provide supporting documents, including your Certificate of Sponsorship, proof of English proficiency, and personal identification.
- Pay the application fee and the Immigration Health Surcharge.
Global Talent Visa
The Global Talent Visa is for individuals who are leaders or potential leaders in academia, research, arts and culture, and digital technology.
Steps to Apply:
- Obtain an endorsement from a recognised UK body in your field.
- Apply for the visa after receiving the endorsement.
Application Process
- Apply online and submit your endorsement letter, identification and supporting documents.
- Pay the application fee and the Immigration Health Surcharge.
Temporary Worker Visa
For short-term employment, the Temporary Worker Visa is divided into several categories, including Creative and Sporting, Charity, Religious Workers, and Government Authorised Exchange.
Steps to Apply:
- Secure a temporary job offer from a UK employer with a valid sponsor license.
- Your employer will issue a Certificate of Sponsorship.
Application Process
- Apply online with your Certificate of Sponsorship.
- Submit required documentation and pay the necessary fees.
Graduate Visa
International students who have completed a degree in the UK can apply for a Graduate Visa, allowing them to stay and work in the UK for up to two years (or three years for doctoral graduates).
Steps to Apply:
- Complete an eligible course at a UK higher education provider.
- Apply before your student visa expires.
Application Process
- Apply online, providing proof of graduation and other necessary documents.
- Pay the application fee and the Immigration Health Surcharge.
How Achieve Hospitality Supports International Placements
At Achieve Hospitality, we work with private households, estates, and UHNW families across the UK and internationally, placing candidates in roles ranging from Private Chefs and Housekeepers to Estate Managers and Personal Assistants.
As a global recruitment agency, we regularly work with candidates from a wide range of nationalities and backgrounds. We understand that right to work status is one of the first practical considerations in any international placement, and we factor this into every search from the outset.
It is important to note that we do not provide immigration advice or assist candidates with visa applications. For guidance on obtaining the right to work in the UK, candidates should consult a qualified immigration adviser or refer directly to GOV.UK. What we do is ensure that every placement we facilitate is compliant – working closely with both the employer and candidate to confirm the right checks are in place before any hire is made.
Checking Your Right to Work
How Employers Must Check Right to Work in 2026
The UK’s right to work checking regime has moved to a digital-first model. Employers must carry out a check before a new employee starts work. Failing to do so correctly removes any statutory excuse against a civil penalty of up to £45,000 per illegal worker for a first offence, and up to £60,000 for repeat breaches (in force since February 2024).
There are three routes depending on who you are hiring.
British and Irish Citizens
Employers can verify right to work manually using a valid passport or Irish passport card, or digitally using a certified Identity Service Provider (IDSP). If using a digital check, the employer must confirm the photograph and biographical details match the individual in person or by video call.
eVisa holders (non-British, non-Irish)
Physical BRPs are no longer valid as standalone proof. Candidates with an eVisa must provide their employer with a share code and their date of birth. The employer then uses the Home Office online service to verify status.
The three steps for a compliant eVisa check are:
- Obtain the share code – a 9-character alphanumeric code from your UKVI account is generated. It is valid for 90 days.
- Verify via the employer portal – enter the share code and date of birth at the official “View a job applicant’s right to work details” page on GOV.UK. Use the employer-facing portal, not the candidate-facing page.
- Record and retain – download the profile page from the Home Office portal and store it securely for the duration of employment plus two years.
EU Settlement Scheme holders
Candidates with settled or pre-settled status evidence their right to work exclusively through the Home Office online service using a share code. No physical document is required or accepted.
A note on expired BRPs
Some individuals still hold BRP cards that expired on 31 December 2024. These cards are not valid as standalone proof of right to work. However, holders can still use their BRP card number to access their UKVI account and generate a share code for up to 18 months after the expiry date printed on the card. Employers should always complete the online check using the share code – not accept the physical card alone.
Working with a Global Recruitment Agency
If you are a luxury hospitality leader, private household or estate employer looking to hire internationally, or a candidate exploring roles in the UK, Achieve Hospitality can support you through the process. We have experience placing candidates across a broad range of visa categories and nationalities, and we work with employers to ensure right to work checks are completed correctly every time.
We do not advise on visas or immigration status, but we can help you understand what documentation and checks will be required as part of the recruitment process, and connect you with the right professionals where immigration advice is needed.
To discuss an upcoming hire or explore available roles, get in touch with the Achieve Hospitality team.
Summary
Obtaining the right to work in the UK involves navigating various visa categories and ensuring compliance with immigration law. It is essential to understand which visa category suits your situation and to follow the application process carefully. For employers, completing the correct right to work check before a new hire starts is a legal requirement, not an optional step. If you are unsure about your obligations, seek guidance from a qualified immigration adviser or refer to the current GOV.UK employer guidance.
FAQs
It means you are legally allowed to take paid employment in the UK. The exact proof you need depends on your nationality and immigration status, and employers must check this before you start work.
Not as standalone proof. Physical BRPs are no longer valid for manual right to work checks, but some holders can use their BRP number to generate a share code through the Home Office online service.
They must use the Home Office online checking service with the worker’s share code and date of birth. The employer should save the profile page as evidence and keep it for the full employment period plus two years.
A share code is a 9-character code generated from a UKVI account. It lets an employer view a worker’s immigration status and right to work online, and it is usually valid for 90 days.
They can lose their statutory excuse and face a civil penalty. The current maximum penalties are £45,000 for a first offence and £60,000 for repeat breaches, and serious cases can also lead to criminal liability.
No. British and Irish citizens do not use the Home Office share code system for right to work checks. Employers should verify their identity using acceptable original documents or a certified digital identity service.
No. The legal obligation to check right to work sits with the employer, not the recruitment agency. At Achieve Hospitality, we support employers through the process and ensure all placements are compliant, but the formal check must be completed by the hiring employer before the candidate starts work.
