Positive Verification Notice (Right to Work)

positive verification notice


To avoid civil penalties and the possibility of criminal prosecution, employers must verify that all of their workforce are eligible to work in the UK. There are several ways that this can be done, including manual document checks and online checks. In some circumstances, when an individual cannot provide the required documentation or digital confirmation, the employer may need to request a Positive Verification Notice from the Home Office by using the Employer Checking Service.


Proving eligibility to work 

Changes to the UK Right to Work regime over recent years mean there are now several ways that an individual can prove their eligibility to work.

These include providing a share code to the employer to conduct an online check; or providing the employer with certain acceptable documentation, as prescribed within Home Office guidance. A document from List A of the guidance will demonstrate that the holder has an indefinite right to work in the UK without restriction.

If an employee produces a document from List A, such as a British passport, the statutory excuse will apply for the duration of employment.

List B contains documents that demonstrate the holder has a time-limited right to work in the UK.

If an employee produces a document from List B, an employer must conduct follow-up checks when the right to work displayed in the document has expired.

In some cases where the individual cannot provide the required documentation from the relevant list, the employer may have to use the Home Office’s employer checking service to establish the individual’s working status, which may result in a Positive Verification Notice being issued.


What is a Positive Verification Notice?

An employer is required to contact the Home Office and verify that a person had the right to work in the UK, if the individual cannot show their documents or online immigration status. This would be due to

  1. a Certificate of Application, less than six months old, indicating that the holder is permitted to undertake the work in question;
  2. an Application Registration Card, indicating that the holder is permitted to undertake the work in question; or
  3. no acceptable documents can be produced because the person has an outstanding application with the Home Office or appeal/administrative review against the Home Office.

Where this verification is required, the Home Office’s Employer Checking Service (ECS) can be contacted via their website. The Employer Checking Service is a free online service.

Within five working days, the ECS will respond with either a Positive or Negative Verification Notice.

A Positive Verification Notice confirms that an employee presently has the right to work in the UK. An employer can rely on this document to establish the statutory excuse for the period the Notice is valid.

A Negative Verification Notice confirms that an employee does not have the right to work in the UK.

Any employer that continues to employ a person after receiving a Negative Verification Notice may be liable to civil and criminal penalties.


What is a Negative Verification Notice?

A Negative Verification Notice (NVN) is a letter issued by the Home Office following an Employer Checking Service (ECS) check, informing the employer that an individual does not have the right to work in the UK.

There are a number of reasons why an employee might receive an NVN, including:

  • Their visa has expired.
  • Their biometric residence permit (BRP) has expired.
  • Their status under the EU Settlement Scheme has expired.
  • Their right to work in the UK has been revoked.


If you receive an NVN for an employee, you will need to take action. Continuing to employ someone knowing that they do not have the right to work is an offence that can result in civil penalties and criminal proceedings. However, you must ensure that you follow a fair and lawful dismissal procedure, or risk unfair dismissal claims. Take professional advice to ensure you do not fall foul of your employment law obligations.


Pending applications, appeals or administrative reviews

Where an employee has an application, appeal or administrative review pending, their continued right to work will depend on whether they have commenced that process within the prescribed time period.

If a person makes an application to extend or vary their leave to stay in the UK before their current leave expires, any existing right to work will continue until the application is determined. The Home Office will provide a Positive Verification Notice in these circumstances.

Appeals and administrative reviews must typically be made within 14 days of the original decision. If made within that time, any existing permission to work continues during the review period.

Administrative reviews may be heard outside of this time period if the Home Office considers it would be unjust not to do so. Where this occurs, leave to work will continue from the date the administrative review is accepted.

If at any stage an employee can present a document from List A or List B: Group 1, verifying that their application, appeal or administrative review has been determined favourably, then the statutory excuse will be established by checking these documents in the usual way.

Only a prescribed document or a further Positive Verification Notice will establish the statutory excuse. A letter from a solicitor indicating that an appeal or administrative review has been successful is insufficient.


Validity of positive verification notices

In the first instance, where an employee provides an employer with a document that requires a Positive Verification Notice, there is a 28-day grace period where the statutory excuse will continue while the employer contacts the Home Office.

This grace period does not apply to prospective employees that have not yet commenced employment.

In these circumstances, the employment should be delayed until a Positive Verification Notice is received.

If a Positive Verification Notice is received, the employer will be able to rely on the Notice to support the statutory excuse for six months from the date of receipt.

However, as is always the case, if at any time an employer becomes aware that the employee actually does not have the right to work (if, for example, an employee has had their application or review rejected), then the statutory excuse will no longer be valid.

Employers may also face criminal prosecution where they should reasonably have been aware that the employee did not have the right to work.


Need assistance?

We have substantial experience advising employers on right to work compliance and avoiding and appealing civil penalties. If you have any queries about civil penalties or the working status of your employees, please contact one of our team.


Positive verification notices FAQs

What is a positive verification notice?

A Positive Verification Notice confirms to an employer that a job applicant or employee has a valid right to work in the UK. An employer can rely on this document to establish the statutory excuse for the period the notice is valid.

What does a negative verification notice mean?

A Negative Verification Notice confirms that an individual does not have the right to work in the UK. Any employer that continues to employ the individual having received the negative notice is in breach of the prevention of illegal working regulations and may be liable for a civil penalty.

What counts as proof of eligibility to work in the UK?

Under a manual check, the individual has to present documents from either List A or List B of the Home Office guidelines to confirm their right to work. The list to use will depend on the individual's UK immigration status, for example, whether they have settled status or time-limited permission to work in the UK.

How long does it take to check right to work?

When using the employer checking service, the verification notice is usually returned within minutes, but can sometimes take up to an hour.

How can DavidsonMorris help with positive verification notices?

DavidsonMorris are experienced UK business immigration lawyers. We work with employers of all sizes and from across the economy to support with right to work compliance, sponsor licence applications and management, as well as visa and Home Office application management.

Last updated: 3 October 2023


Founder and Managing Director Anne Morris is a fully qualified solicitor and trusted adviser to large corporates through to SMEs, providing strategic immigration and global mobility advice to support employers with UK operations to meet their workforce needs through corporate immigration.

She is a recognised by Legal 500and Chambers as a legal expert and delivers Board-level advice on business migration and compliance risk management as well as overseeing the firm’s development of new client propositions and delivery of cost and time efficient processing of applications.

Anne is an active public speaker, immigration commentator, and immigration policy contributor and regularly hosts training sessions for employers and HR professionals

About DavidsonMorris

As employer solutions lawyers, DavidsonMorris offers a complete and cost-effective capability to meet employers’ needs across UK immigration and employment law, HR and global mobility.

Led by Anne Morris, one of the UK’s preeminent immigration lawyers, and with rankings in The Legal 500 and Chambers & Partners, we’re a multi-disciplinary team helping organisations to meet their people objectives, while reducing legal risk and nurturing workforce relations.

Legal Disclaimer

The matters contained in this article are intended to be for general information purposes only. This article does not constitute legal advice, nor is it a complete or authoritative statement of the law, and should not be treated as such. Whilst every effort is made to ensure that the information is correct at the time of writing, no warranty, express or implied, is given as to its accuracy and no liability is accepted for any error or omission. Before acting on any of the information contained herein, expert legal advice should be sought.

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