In a commentary published on 8 July by People Management, immigration lawyer Emma Morgan urged UK employers to “get ahead of the curve” as the Home Office makes right-to-work enforcement a central plank of its post-Brexit strategy. Civil penalties for illegal working jumped to £130 million in 2025 and nearly 2,000 sponsor licences were revoked in a single year. Key reforms include a draft Code of Practice—now out to consultation—that would extend mandatory right-to-work checks beyond traditional employees to gig-economy contractors, sub-contractors and individuals engaged via on-line marketplaces. The code could take effect as early as 1 October 2026, catching many organisations that rely on flexible workforces. Morgan also highlighted policy shifts already in force: English-language requirements for Skilled Worker applicants rose to CEFR B2 in January, salary thresholds increased to £41,700 (or the occupation’s going-rate), and immigration fees and the skills charge climbed sharply in April. Together, the changes cut Skilled Worker approvals by 44 per cent in the year to March 2026. For multinational employers, the practical advice is clear. Boards should update risk registers, budget for higher sponsorship costs, and mandate internal audits of right-to-work files and sponsor-management systems. Training should be rolled out to HR, talent-acquisition and line managers so that new reporting and record-keeping duties are understood before UK Visas & Immigration compliance teams come knocking. Failure to act, Morgan warns, risks not only financial penalties but reputational damage and the loss of critical sponsor licences—jeopardising future international assignments, graduate rotations and client-facing projects that depend on mobile talent.
Source: People Management
