Background and right-to-work checks: what UK employers need to run

Last updated: 11 July 2026 · 6 min read

Pre-employment checks protect you legally and operationally — they confirm a candidate is who they say they are, is allowed to work, and has the history they claim. Here's what UK employers should run, and why.

Right to work (a legal requirement)

Before someone starts, you must confirm they have the legal right to work in the UK — by checking original documents, using the Home Office online service, or an Identity Service Provider for eligible applicants. Getting this right is what gives you a statutory excuse against a civil penalty if a worker later turns out to be non-compliant. It applies to every employee, without exception, and should never be treated as a formality.

Identity verification

Confirm the candidate is who they claim to be — matching official ID to the person and the application. Identity fraud in hiring is real, and everything else you check is only as reliable as the identity behind it.

Employment history and references

Verify the roles, dates and responsibilities a candidate lists, and speak to at least one former manager. References catch inflated claims and surface how someone actually performed — the things a polished interview can hide.

Role-specific checks

Keep it lawful and proportionate

Checks involve personal data, so run them under the UK GDPR: collect only what the role justifies, tell candidates what you're checking and why, and get consent where required. Proportionate, transparent checks protect the candidate as well as you. See our GDPR page.

Pre-checked candidates, ready to interview

SkillSphere handles this front-loading for you: candidates arrive identity- and background-checked and right-to-work verified, so you can move to interview immediately and hire with confidence. Read about our vetting or how it works.