Right to Work Share Code: What It Is & How to Get It 2026

Section A: What is a Right to Work Share Code?

A Right to Work share code is a 9-character alphanumeric code generated via GOV.UK that allows non-British, non-Irish workers with digital immigration status to prove their right to work online to UK employers. Each code links to the individual’s Home Office record so that employers can see through a digital Right to Work check, in real time, whether the person has permission to work in the UK and on what terms, without relying on physical documents.

1. Role of the Right to Work Share Code

The purpose of the Right to Work share code system is to give employers a straightforward, secure way to carry out a Right to Work check on an individual’s immigration status directly against Home Office records. Where a worker’s status is digital, the share code removes the need for them to present specific original documents and allows employers to rely on a single, consistent process aligned with the prevention of illegal working regime and their Right to Work obligations.

Right to Work share codes are valid for 90 days from the date it is generated, used by most non-British, non-Irish citizens whose immigration status is held digitally. They are issued through the Home Office online service and are commonly used by visa holders, EU Settlement Scheme status holders and those with eVisas whose status is recorded in a UKVI account instead of a physical document. Each Right to Work share code starts with the letter “W”, which distinguishes it from other Home Office codes such as right to rent codes that begin with different letters.

2. How Right to Work Share Codes are used

Employers use the share code by going to the GOV.UK “check a job applicant’s right to work” service at gov.uk/view-right-to-work, entering the worker’s share code and date of birth, then viewing the live Home Office record. The service confirms whether the person has permission to work in the UK, any limits on the type of work they can do and, where relevant, the date their permission expires so employers can judge whether the role on offer complies with those conditions.

The share code itself is created when the worker uses the “Prove your right to work to an employer” function of the online service at GOV.UK. To generate a share code, the individual needs details from their digital status or linked identity document, such as their eVisa on their UKVI account, their Biometric Residence Permit (BRP) number, or the passport or national identity card linked to their UKVI account. Once the steps online are complete, the Home Office system generates the 9-character Right to Work share code, which can then be given to an employer.

Using the share code, the employer can quickly check the person’s immigration status against real-time information from the Home Office. The information returned will include whether the individual is allowed to work in the UK, the types of work that they are allowed to do and, if there is a time limit, the date their permission ends. The same service can again be used later to conduct any follow-up check required where the person’s right to work is time limited.

Workers are not required to provide a share code where a manual right to work document check or Digital Verification Service (DVS) check is available and acceptable. Employers should avoid insisting on a single route in a way that could be discriminatory, and instead use any of the prescribed check types that will establish a statutory excuse.

For most non-British, non-Irish workers whose status is held digitally, the Right to Work share code is now the main prescribed route to a statutory excuse, and for many eVisa holders it is the only route, because expired BRPs and BRCs are no longer acceptable evidence and the Employer Checking Service will not usually issue a PVN where an eVisa is available.

Section B: Who Needs a Right to Work Share Code?

You will usually need a Right to Work share code if you are not a British or Irish citizen and your immigration status is held digitally, for example through an eVisa or EU Settlement Scheme status. British and Irish citizens do not receive Right to Work share codes and instead prove their status through physical documents or, for passports, through digital IDVT checks. For most other workers with a digital immigration record, a Right to Work share code is now the standard way to prove their Right to Work to an employer.

The Right to Work share code is required by individuals who are not British or Irish citizens and who need to prove their immigration status digitally. The online service supports right to work checks for individuals whose immigration status is held digitally in a UKVI account or via certain Home Office digital documents, including eVisas, EU Settlement Scheme status, biometric residence documents and frontier worker permits.

Right to Work share codes are not issued to British and Irish citizens. They prove their right to work using manual document checks (for example, a UK or Irish passport, or birth/adoption certificate plus NI evidence) or, if the employer chooses, via a Digital Verification Service (DVS) check on a valid British or Irish passport or passport card.

Where an individual holds an eVisa and has made an in-time application to extend or vary their permission, their existing conditions normally continue under section 3C leave. The employer should first use the online service with a Right to Work share code. If the individual cannot yet evidence their updated status online and you are reasonably satisfied they have an outstanding application, appeal or administrative review, you can contact the Employer Checking Service for a Positive Verification Notice (PVN), which provides a six-month statutory excuse. However, if the Home Office systems show that an eVisa is available, ECS will not issue a PVN and will instead direct you to use the online service.

1. Who Can Use a Right to Work Share Code?

The following types of workers can obtain and provide a Right to Work share code to their prospective or current employers:

a. New Hires from the EU, EEA, and Switzerland: Individuals from the EU, EEA and Switzerland who moved to the UK after 31 December 2020 and do not have settled or pre-settled status need a visa, for example a Skilled Worker visa, and will have a digital immigration status. They are expected to use a Right to Work share code to prove their Right to Work.

b. Existing Employees with a Change in Immigration Status: Existing employees whose immigration status changes, for example switching from a Student visa to a Skilled Worker visa, need to provide a new Right to Work share code so that the employer can carry out a fresh check reflecting the new permission.

c. Temporary or Seasonal Workers: Non-UK nationals engaged in temporary or seasonal work, for example under the Seasonal Worker visa route, will generally have a digital status and need to provide a Right to Work share code to prove their Right to Work during their assignment.

d. Zero-Hours Workers, Freelancers, Gig Workers and Contractors: Employers are not currently required to carry out Right to Work checks on genuinely self-employed individuals, such as freelancers or independent contractors. However, if the working relationship amounts to employment in substance, regardless of title, the organisation may be legally required to carry out checks. Where a Right to Work share code is required, the worker needs to provide it.

e. Students with Work Permissions: International students with valid Student visas who are permitted to work, for example part-time during term and full-time during vacations, will usually have a digital status and use a Right to Work share code to prove their Right to Work. Employers also need to confirm working hour restrictions based on term times.

2. Individuals Without a Share Code

British and Irish citizens never need to use a share code. Although they still have to prove their right to work, as they are not subject to immigration control, they can rely on original physical documents, as prescribed in List A, such as their British passport, for a manual check.

The Home Office’s online share code system now covers most non-British, non-Irish workers, yet the current employer guidance is clear that employers may need to fall back on prescribed alternatives when a share code is unavailable.

If an existing or prospective worker says they have an in-time application, appeal or administrative review pending, or they are protected by section 3C leave, the starting point is to see whether their status can be checked online. For many eVisa holders, the Home Office online service now supports checks during outstanding, in-time applications and will confirm their right to work and give a six-month statutory excuse when a share code is used.

If you cannot complete an online or manual check in line with the guidance, for example because the person’s status is not yet visible online or they hold a non-digital Certificate of Application or ARC, you should request confirmation through the Employer Checking Service (ECS) and retain the resulting Positive Verification Notice (PVN), which protects you for six months.

Occasionally, a worker with an eVisa may be unable to generate a functioning share code because of an image error or other technical fault. The guidance advises giving the individual a reasonable opportunity to resolve the issue via the UKVI Resolution Centre; if the problem persists the employer should again turn to the ECS for written verification.

Certain categories have no share code functionality at all. Asylum seekers with an Application Registration Card (ARC) that expressly permits work, and individuals relying on non-digital Certificates of Application under the EU Settlement Scheme, need to be checked by contacting the Employer Checking Service and retaining the Positive Verification Notice as evidence, unless the individual can instead generate a valid Right to Work share code in line with the latest guidance. The same route applies to Windrush cases where historical status is being regularised.

Employers must, however, treat all applicants consistently to avoid discrimination, providing reasonable time for a person to prove their status and diarise any follow-up checks where the PVN or List B document confers only time-limited protection.

Section C: How to Get a Right to Work Share Code Step by Step

Obtaining a Right to Work share code is a straightforward process designed to help non-UK citizens verify their eligibility to work in the United Kingdom. This digital code simplifies the verification process for both employers and employees, ensuring compliance with immigration laws. The following are the steps involved in requesting a share code:

Step 1: Visit the Official Government Website

Go to the UK Government’s official website for proving your right to work. The direct URL is gov.uk/prove-right-to-work. Always use the official GOV.UK site rather than third-party links.

Step 2: Start the Process and Log In

Click on the link that says “Start now” or similar, which will direct you to the login page of the online service. If you already have a UKVI account linked to your immigration status, log in using your credentials. If not, you will need to create an account by providing your personal details and setting up security measures so that your digital status can be accessed.

Step 3: Documentation

You will need to have one of the following to request the share code:

• Access to your eVisa on your UKVI account
• Your BRP or BRC number (used to access your UKVI account and digital status – the physical card itself is no longer acceptable proof of right to work)
• Your passport or nationality identity card

Step 4: Enter Personal Information and Document Details

Once logged in, you will be prompted to enter personal information such as your name, date of birth and immigration details. You will then need to enter the details of your chosen ID document, for example your eVisa reference, BRP or BRC number or passport details. Make sure that the information entered matches exactly what is on your official documents.

Step 5: Generate the Right to Work Share Code

After entering all the required information, the system will process your details and generate a unique Right to Work share code. This 9-character alphanumeric code is normally valid for 90 days and can be used by employers during that period to verify your Right to Work. If the code expires before your employer has used it, you will need to log back into the service and generate a new Right to Work share code.

Step 6: Receive Confirmation

You will receive a confirmation email or notification that includes your Right to Work share code and instructions on how to share it with employers. Keep this information safe so that you can provide it when requested.

Step 7: Share the Code with Your Employer

Inform your prospective or current employer that you will be providing a Right to Work share code to verify your eligibility. This can be done through email, phone or in person during the hiring process. Provide your employer with the unique Right to Work share code and your date of birth. You can send the code via email, text or any other written form that your employer prefers, as they will need both the code and your date of birth to run the check.

The share code will be valid for 90 days and can be used as many times as necessary during that time. If the code has expired, or the individual has used a code generated by a different service, such as the right to rent service, the employer has to ask them to resend a new Right to Work share code. It is also not sufficient to view the details provided by the employee on the migrant part of the service; the employer needs to use the official employer-facing GOV.UK checker to gain a statutory excuse.

Section D: How Employers Check a Right to Work Share Code

Having been given permission by a prospective or existing employee to access and view their Home Office record, and having been provided with a valid share code, the process to conduct compliant checks using a share code for employers is as follows. Employers need to use the employer-facing GOV.UK service, not screenshots or the worker’s own “view your status” page, if they want a statutory excuse against a civil penalty.

Step 1: Visit the Official Government Website

Employers will need to go to the UK Government’s online service for checking a job applicant’s right to work. The direct URL is gov.uk/view-right-to-work. Only this checker gives the statutory excuse; viewing the individual’s status on their own device or using a different GOV.UK service does not.

Step 2: Enter the Share Code

On the verification page, employers will enter the Right to Work share code provided by the employee. Only share codes that start with the letter “W” are valid for Right to Work checks; codes beginning with other letters, for example “R” for right to rent, relate to different services. If the worker supplies a code that does not start with “W”, the employer needs to ask them to generate and provide a new Right to Work share code.

Step 3: Enter the Employee’s Date of Birth

Employers will also need to enter the employee’s date of birth as provided along with the share code. This ensures that the code is matched with the correct individual.

Step 4: View the Verification Results

The online service will display the employee’s right to work status, including any restrictions or conditions on their employment. Employers should review this information carefully to ensure compliance. Provided the individual has the right to work in the UK and to do the work on offer, the employer can go on to employ them or continue to employ them.

Step 5: Record Keeping

Once the online right to work check has been conducted using the share code checker, the employer is required to retain evidence of that check. This means printing out or saving the profile page of the employee in question, including their photo and the date when the check was undertaken. The employer will be given the option of printing the profile page or saving it as a PDF or HTML file. The employer then needs to securely store either an electronic or hard copy of the response provided for as long as that person is in their employment plus an extra 2 years afterwards, after which the file should be securely destroyed. This retained profile page is the evidence the Home Office will expect to see if an issue later arises and it underpins the statutory excuse against a civil penalty.

Section E: Alternatives to Share Codes

If a worker cannot produce a Right to Work share code, employers have three alternative routes to complete a compliant Right to Work check, depending on the person’s nationality, immigration status and the way their permission is held. In some cases, where the employee holds only digital status, the online share code checker may be the only option available, for example, eVisa holders can typically only prove their Right to Work through the online service. In other cases, an online check may not be available for the employee or the employee may not have provided a share code for employers.

In these circumstances, employers should take advice to ensure they are complying with the regulations and avoid enforcement action.

Alternative ways of conducting a right to work check include:

1. Manual Document Checks

When conducting a manual right to work check, the employer will need to request certain documents from the prospective or existing employee, either from List A or B of acceptable documents. List A documents will show a permanent right to work in the UK, whilst List B documents will show a temporary right to work in the UK. These can be found at GOV.UK.

The documents provided by the employee must be originals, and must be checked over with the individual present. Provided that the person is the rightful holder of the document(s), they are permitted to do the type of work on offer, the date for their right to work in the UK has not expired and the document(s) appear genuine, the employer can go on to employ them or continue to employ them.

The employer will need to make and retain copies in a format that cannot be manually altered. They must also record the date of the check, and securely store this evidence for at least 2 years after that person has stopped working for them.

2. Digital Right to Work Checks

A digital right to work check is where the employer uses a Digital Verification Service (DVS) (sometimes called an identity service provider) to complete the identity verification element of the check.

Even though an employer can delegate elements of the checking process to IDSPs, the responsibility for right to work checks remains with the employer. This means that, before employment commences, the employer must obtain a copy of the IDVT identity check from the IDSP, plus the document checked, so as to satisfy themselves to a reasonable belief that their chosen provider has completed the check correctly in the prescribed manner, as well as satisfying themselves that the biographic details and photograph on the IDVT identity check are consistent with the individual presenting themselves for work.

The employer should also securely retain the data provided by the IDSP, either in electronic format or by way of hard copy, for the duration of employment, plus two years.

3. Employer Checking Service

Where an overseas national has an outstanding Home Office application made prior to their previous leave expiring, or an outstanding review or appeal of a Home Office decision, it may not be possible in some cases to conduct either an online or manual right to work check. If the employer is reasonably satisfied that this is the case, they can instead request a positive verification notice from what is known as the Employer Checking Service (ECS).

To request an ECS check, the employer will need to provide details of their business, the individual’s personal details and job title, as well as the Home Office reference number or case ID. If the person is permitted to work in the UK, the employer should receive a positive verification notice confirming this, which they will need to retain for their records.

For prospective employees, the employer must delay their start date until they are in receipt of confirmation from the Home Office of that person’s right to work. For existing employees applying to extend their permission to stay in the UK, in most cases they should be able to carry on working pending any decision on their application, provided that they submitted their application prior to expiry of their last grant of leave.

4. Common Right to Work Share Code Problems and How to Resolve Them

In some situations, the issue is not that a share code is inappropriate, but that the worker cannot provide one when needed.

Where a prospective or existing worker explains that they have an in-time application, appeal or administrative review pending, or they are protected by section 3C leave, you should first see whether their status can now be checked online. For many eVisa holders, the online service supports right to work checks during outstanding, in-time applications and will give a six-month statutory excuse when you use a share code.

If the individual cannot be checked online or manually in line with the guidance (for example because they hold an ARC or non-digital Certificate of Application), the correct route is to request confirmation through the Employer Checking Service and retain the resulting Positive Verification Notice (PVN), which protects the employer for six months.

Occasionally, a worker with an eVisa may be unable to generate a functioning Right to Work share code because of an image error or other technical fault with their UKVI account. The guidance advises giving the individual a reasonable opportunity to resolve the issue via the UKVI Resolution Centre so that a valid share code can be produced. If the problem persists and a Right to Work share code still cannot be generated, the employer should again turn to the Employer Checking Service for written verification.

Certain categories have no Right to Work share code functionality at all. Asylum seekers with an Application Registration Card that expressly permits work, and individuals relying on non-digital Certificates of Application under the EU Settlement Scheme, need to be checked via the Employer Checking Service, with a PVN kept on file. The same approach applies to Windrush cases where historical status is being regularised. In all of these scenarios, employers should treat applicants consistently to avoid discrimination, provide reasonable time for a person to prove their status and diarise any follow-up checks where the PVN or List B document confers only time-limited protection.

Section F: Employer Penalties for Right to Work Breaches

Incorrect use of a Right to Work share code, for example accepting an expired code or failing to save the Home Office profile page from the GOV.UK checker, removes the statutory excuse and exposes the employer to the civil penalties described in this section.

Every UK employer has a duty to prevent illegal working, although this can usually be discharged by conducting a simple online right to work check using a share code for employers. In this way, before taking someone on, an employer can ensure that their new recruit is not disqualified from working in the UK, or from undertaking the work on offer, by reason of their immigration status. The employer can then conduct a follow-up check, at a later date, where any right to work in the UK is time limited.

If an employer fails to carry out a prescribed right to work check, or a follow-up check where required, the consequences can be serious. This is because if an overseas national is later found to be working illegally, it is only by having conducted a right to work check that the employer will have a statutory excuse against any civil penalty of £45,000 per illegal worker for a first breach, and up to £60,000 for repeat breaches.

More seriously, if an employer knows or has reasonable cause to believe that an individual does not have permission to work in the UK, or to do the work on offer, and they employ them anyway, they may be prosecuted. Employing illegal migrants in the UK is punishable by up to 5 years in prison, an unlimited fine, or both. Employing illegal workers can also result in the loss of the employer’s sponsor licence, the loss of those migrant employees with a legitimate right to work in the UK and serious damage to the employer-brand.

Section G: Summary

Right to Work share codes are alphanumeric codes generated by the Home Office online service that allow non-British, non-Irish workers with a digital immigration status to prove their permission to work. Employers enter the code and the individual’s date of birth into the government portal and receive a record that can be downloaded and kept as evidence.

Reliance on digital status is helping to streamline recruitment, but it also brings compliance duties. Incorrect or expired codes, information errors or failure to complete the check before employment begins remove the statutory excuse and expose the business to civil penalties of up to £45,000 for a first breach.

Section H: Need Assistance?

DavidsonMorris’ business immigration specialists provide guidance to employers on all aspects of Right to Work compliance, including correct use of share codes. Our services include right to work audits; process, document and system reviews; right to work training and e-learning; and support with conducting right to work checks. For expert advice or support, tailored to your organisation’s specific needs, contact us.

Section I: Right to Work Share Code FAQs

What is a Right to Work Share Code?

A Right to Work Share Code is a unique, digital code issued by the UK Home Office that allows non-UK citizens to prove their right to work in the UK. It simplifies the verification process for employers and helps ensure compliance with immigration laws.

Who needs a Right to Work Share Code?

Most non-British, non-Irish citizens with a digital immigration status now use a Right to Work share code to prove their right to work, including many BRP holders, EU Settlement Scheme status holders and international students. Where a share code is not available, other prescribed documents or an Employer Checking Service result may still be acceptable.

How do I obtain a Right to Work Share Code?

You can obtain a Right to Work Share Code by visiting the UK Government’s official website logging in or creating an account, and entering the required personal and document details. The system will then generate a share code for you.

How do I share my Right to Work Share Code with an employer?

Provide your employer with the unique share code and your date of birth. This can be done via email, text, or any written format. Employers will use this information to verify your right to work status through the government’s online service.

How can employers verify a Right to Work Share Code?

Employers can verify the share code by visiting the UK Government’s online service for checking right to work, entering the share code and the employee’s date of birth, and viewing the verification results.

What happens if the share code expires?

The share code is valid for 90 days from the date of issue. If it expires before your employer has had a chance to verify it, you will need to generate a new share code and provide it to your employer.

What should I do if my employer is unable to verify my share code?

Ensure that the share code and your date of birth are correct. If the problem persists, generate a new share code and provide it to your employer. If technical problems continue, you should contact the UKVI Resolution Centre for help with your UKVI account or digital status.

What are the consequences of not having a Right to Work Share Code?

Where an individual’s status is held digitally and they cannot provide a valid Right to Work share code or acceptable alternative evidence, an employer may be unable to complete a compliant check and may lawfully decide not to proceed with employment. Employers who fail to carry out a prescribed check face civil penalty and, in serious cases, criminal and reputational consequences. Employers who fail to verify the right to work status can face civil penalties, criminal charges, and damage to their business reputation.

How often do employers need to check the right to work status?

Employers must conduct right to work checks before employment begins and carry out follow-up checks for workers with time-limited permission, before their current permission expires. If the initial check confirms that the employee has indefinite leave to remain or status under the EU Settlement Scheme, no follow-up check is required.

Can I use a share code for multiple employers?

Yes, you can use the same share code for multiple employers within the 90-day validity period. Each employer can verify your right to work using the same code and your date of birth.

Is the share code system secure?

Yes, the share code system is designed to be secure, protecting both the employee’s personal information and the integrity of the right to work verification process.

Section J: Glossary

Section K: Additional Resources