For the complete documentation index, see llms.txt
For the complete documentation index, see llms.txt
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Interpret Your Candidate's UK Right to Work Results on Zinc
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## UK citizens
UK citizens can show they have the right to work in the UK using any of these documents:
- Valid British or Irish passport
- Expired British or Irish passport
- British birth certificate and proof of National Insurance number
- British certificate of naturalisation stating you are a British citizen and proof of your National Insurance number
- British certificate of adoption and proof of National Insurance number
When candidates submit these documents to Zinc, you'll get one of two results: **Clear** or **Consider**.
### Clear result
**What this means**: A valid (not expired) British passport will give you a **clear** result on Zinc. This means we successfully checked the candidate's passport and can provide you with the results.
**What Zinc does:** Zinc uses an Identity Service Provider (IDSP), Onfido, that helps verify someone's right to work in the UK online.
When the candidate has completed the digital identity verification process, you should only accept results that meet at least a " **Medium Level of Confidence** " - otherwise, you'll need to check their passport manually.
**What you need to do:** To establish a statutory excuse, the employer must conduct an imposter check.
- This involves verifying, either in person or via video call, that the individual presenting themselves for work matches the photograph and biographic details provided in the IDVT check output.
Only once this consistency is confirmed will the employer have a statutory excuse for the right to work check.
**Keep records:** You must keep a clear copy of the digital identity check results for as long as the person works for you, plus two years after they leave.
In order to demonstrate that the imposter check has been completed, you can use the [Comments](https://help.zincwork.com/hc/hm54ky7yrc/article/a7f39f7b-how-to-use-the-comments-section-on-a-candidates-report) on the candidate's report to record when and how the check was completed, and by whom.
Whilst this step is not explicitly documented in the Home Office guidance, it is inferred and adherence to the requirement cannot be demonstrated if not recorded.
### Consider result
**What this means:** An expired British or Irish passport, or a British birth certificate, British naturalisation certificate, British adoption certificate with National Insurance proof will give you a **consider** result. This means you need to check the documents yourself.
**What you need to do:**
1. Get the original documents from the candidate
2. Check them carefully in person
3. Make copies to keep
4. Keep all copies securely for as long as they work for you, plus two years after which after this period they should be securely destroyed
**You must have the actual physical documents with you - not just photos or scans. The candidate must be present when you check their documents (either in person or on video call).**
**Finishing up:** After doing this, you will have established statutory excuse for the right to work check.
Once you've completed all checks, click the button in the top right corner of the candidate's report to mark it as "Reviewed."
For more detailed guidance, see the official [Employer's Guide to Right to Work Checks](https://www.gov.uk/government/publications/right-to-work-checks-employers-guide) from the UK Home Office.
## Non-UK citizens
Non-UK Citizens can prove their right to work through any of the following documents:
- Share Code
- Immigration Documents
When submitted to Zinc, the result can either come back as a **Clear** result or a **Consider** result
### Share codes
**What this means:** A share code with no restrictions, expiry dates, and conditions will produce a **clear** result unless specified directly by your organisation on the Zinc system to flag for these.
A share code with an expiration date, restrictions, or conditions submitted to Zinc will provide a **consider** result.
**What you need to do:** When an individual provides a share code via Zinc, Zinc will initially provide an indicative result based on this code.
However, in order to obtain a statutory excuse against a civil penalty, you must both independently verify the individual's right to work using the official online service yourself, and conduct an imposter check to ensure that the share code belongs to the individual you are looking to hire.
It is strongly recommended that you combine these steps, whether conducting the checks in person or via video link.
This approach is necessary, as the guidance clearly states:
_"Other than where you use an IDSP for checks on British and Irish citizens who hold a valid passport (including Irish passport cards), you cannot establish a statutory excuse if the check is performed by a third party, such as a recruitment agency or your professional adviser." (_[ _source)_](https://www.gov.uk/government/publications/right-to-work-checks-employers-guide/employers-guide-to-right-to-work-checks-26-june-2025-accessible)
**How to do the combined check:**
- Meet with the candidate (in person or video call)
- Use the government website to check their right to work ([https://www.gov.uk/view-right-to-work](https://www.gov.uk/view-right-to-work))
- Compare their appearance with the photo from the government check
- Record everything: date, verification method, steps taken to confirm identity, and who did the check
- Use the Comments section on the candidate's report to record this information
**Good news:** You don't need to see physical documents - the right to work information is provided in real time directly from Home Office systems.
### Consider result for immigration documents
**What this means:** If a candidate provides immigration documents to Zinc, you'll get a **consider** result and need to check manually.
**What you need to do:**
1. Get the original documents from the candidate
2. Check them carefully in person
3. Make copies to keep
4. Keep all copies securely for as long as they work for you, plus two years after which after this period they should be securely destroyed
**You must have the actual physical documents with you - not just photos or scans. The candidate must be present when you check their documents (either in person or on video call).**
By following each of the steps in the process prescribed in that document, you will have established a statutory excuse against civil penalty (up to £60,000 per illegal worker).
**Finishing up:** After doing this, you will have established a statutory excuse for the right to work check. Once you've completed all checks, click the button in the top right corner of the candidate's report to mark it as **Reviewed**.
For additional details, see the [Employer’s Guide to Right to Work Checks](https://www.gov.uk/government/publications/right-to-work-checks-employers-guide/employers-guide-to-right-to-work-checks-23-september-2024-accessible-version#annex-c-digital-identity-verification---guidance-for-employers-and-identify-service-providers-idsps) by the UK Home Office.
