Right to Work Share Code: Prove & Check Immigration Status

A 9-Character Share Code Links Directly to Your Home Office Immigration Record

A share code connects directly to an individual’s live Home Office record to display real-time immigration parameters. The system operates across two separate government portals based on the user’s role:

1. For employees: You generate a share code at gov.uk/prove-right-to-work.
2. For employers: You verify the code at gov.uk/view-right-to-work.

A right-to-work share code always begins with the letter “W” (e.g., W12 345 67G). A code generated to prove your right to rent will begin with “R” and cannot be used for employment checks. You must select the correct purpose when generating your code. Each code is valid for 90 days and can be used multiple times during that period, so you can share the same code with several employers if you are applying to more than one job.

The share code service is free because it is a mandatory government function for immigration verification. If a code expires before your employer uses it, simply generate a new one at no cost.

Employers see your work permissions and photo, never your contact details or finances

When an employer enters the share code alongside your date of birth using the online checking service, they can see:

• The types of work you are permitted to do
• How long you are allowed to work in the UK
• Any restrictions attached to your immigration permission
• Your photograph for identity verification
• The date on which the check took place

The GOV.UK service never shares your personal contact details, travel history, or financial information. Never give your UKVI account password or security codes to anyone, including an employer.

Every Non-British, Non-Irish Worker with an eVisa Needs a Share Code to Get Hired

You must get a share code online if you are a non-British, non-Irish citizen with a digital immigration status.

You can generate a share code if you have:

• A UK Visas and Immigration (UKVI) account linked to your immigration status
• An eVisa, the digital record of your immigration status accessed through a UKVI account
• Pre-settled or settled status under the EU Settlement Scheme
• A UK visa, such as a Skilled Worker, Student, or Graduate visa
• A Biometric Residence Permit (BRP). You can use an expired BRP to sign in to your UKVI account and generate a share code, even though BRPs expired on 31 December 2024
• Status through specific routes like the Hong Kong BN(O) visa or Ukrainian schemes

You will usually have a UKVI account if you applied to the EU Settlement Scheme, used the UK Immigration: ID Check app, or set up an account to access your eVisa after a successful application. If you have not already set up your UKVI account, you can create one for free at GOV.UK using your passport or expired BRP details.

British and Irish citizens cannot obtain a share code because their identification documents serve as proof of their right to live and work in the UK. Acceptable proof includes a current or expired passport, or a birth certificate combined with proof of a National Insurance number.

BRPs expired in December 2024, and eVisas now replace all physical immigration documents

The Home Office is replacing physical immigration documents with eVisas, digital records of your immigration status that you access through a UKVI account.

All Biometric Residence Permits expired on 31 December 2024. While you can still use an expired BRP to sign in to your UKVI account and obtain a share code, it is no longer a valid standalone document for a manual right-to-work check.

Visa stickers placed in passports, known as vignettes, are also being phased out. The Home Office intends to stop issuing vignettes altogether in 2026, so successful applicants receive only an eVisa. As physical documents are withdrawn, share codes are becoming the primary method for most non-British and non-Irish workers to prove their right to work.

Your Immigration Status Determines Whether You Can Work and What Restrictions Apply

The following groups automatically have the right to work in the UK:

• British or Irish citizens
• Holders of settled or pre-settled status under the EU Settlement Scheme, including those awaiting a decision
• Anyone granted indefinite leave to enter or remain
• Family permit holders under the EU Settlement Scheme
• Commonwealth citizens or others with right of abode in the UK

If any of these apply, you do not need a visa to work. You still need to prove your right to work to your employer.

Visa restrictions may limit your working hours, job type, or employer

You may have the right to work on a time-limited visa, but it may come with restrictions.

• Standard Visitor visa: You generally cannot work in the UK on a Standard Visitor visa. Limited exceptions exist, such as attending meetings, conferences, or training, or carrying out specific “permitted paid engagements” like giving a lecture at a university.
• Student visa: You may be allowed to work a limited number of hours during term time (generally 20 hours per week). Full-time work is usually permitted only during vacation periods.
• Employer-sponsored visa: If your sponsored job ends, the Home Office may shorten your permission to stay. If that happens, you will receive a letter with a deadline to find a new sponsor, switch to another visa route, or leave the UK.

Most asylum applicants cannot work unless their ARC says “Work permitted”

Most asylum applicants are not permitted to work while the Home Office considers their application. If your Application Registration Card says “Work permitted,” the specific check method for ARC holders is covered in the immigration routes section below. If you are unsure whether you have the right to work, contact your nearest Citizens Advice for free and confidential guidance.

Generate Your Share Code in Seven Steps Through the GOV.UK Service

Generating a share code is free. You can generate as many as you need. The process takes a few minutes and is done entirely online.

To start, gather your UKVI account details, your identity document (passport, national identity card, or BRP), and your date of birth.

1. Go to the GOV.UK service.

   Visit the official government page, gov.uk/prove-right-to-work/get-a-share-code-online and click “Start now.”

2. Choose your immigration status.

   Select the option that applies to you: UKVI account holder, EU Settlement Scheme status, or BRP holder.

3. Enter your identity document details.

   Select the type of identity document you used in your application (e.g., passport, national identity card, or BRP). Enter the document number and your date of birth.

4. Verify your identity.

   The system will send a 6-digit security code to the phone number or email address registered to your UKVI account. Enter this code to proceed.

5. View your immigration status.

   The next screen shows your current immigration status, name, and photograph. Review it for accuracy. Scroll to the bottom and click “Continue” to proceed.

6. Choose what you want to prove.

   Select the option to prove your right to work to an employer. Do not select “Right to Rent” or “Another reason.” The code generated must be specific to employment.

7. Generate and share your code.

   The service will generate your unique 9-character share code, which you can copy, print, download as a PDF, or email directly from the page. Give this share code to your employer along with your date of birth.

Your employer then enters the code and your date of birth using the employer checking service to complete the check.

Recover your UKVI account through GOV.UK if your login fails

Make sure you have access to the phone number or email address registered to your account, along with your identity document number or unique application number (UAN). If you still cannot get in, use the GOV.UK “Contact UKVI” tool to find the right contact route. Common issues include forgotten login credentials, expired contact details, or duplicate accounts created during different visa applications.

Match Your Immigration Status to the Correct Check Method: Online, Manual, or ECS

The UK uses three verification methods: the online share code check, the manual document check, and the Digital Verification Service (DVS). Which method applies depends on your immigration status. The table below shows the correct route for each situation.

In short, British and Irish citizens prove their right to work with a passport or birth certificate, either through a manual check or via DVS. All other workers with a digital immigration status generate a share code. If no share code is available, the employer contacts the Employer Checking Service. The sections below cover the procedure for each method.

Specific Immigration Routes That Require Extra Steps or Alternative Documents

The table above covers the standard mapping from immigration status to the check method. The situations below involve additional steps, alternative documents, or exceptions that the table alone cannot capture.

A valid passport with a Home Office stamp or vignette still works for a manual check

You can prove your right to work with a current passport if it contains a Home Office endorsement, such as a wet-ink stamp or a vignette sticker. The endorsement should confirm one of the following: you have indefinite leave to enter or remain in the UK, there is no time limit on your stay, you have a certificate of entitlement proving right of abode, or you are exempt from immigration control. Your passport must be valid to use it for a manual check.

Prove your right to work with a Home Office immigration status document and NI number

You may have an immigration status document issued by the Home Office if your status is not held digitally. These documents cover permission types including Refugee Status, Discretionary Leave, and Humanitarian Protection. Your document must be current and presented alongside an official document showing your National Insurance number.

ARC holders with “Work permitted” status cannot use a share code; employers must use the ECS

An Application Registration Card is given to asylum seekers. It does not automatically grant the right to work. If an ARC holder has been given permission to work (the card must say “Work permitted”), they cannot generate a share code. Their employer must use the Employer Checking Service to verify their eligibility.

Use your share code or Certificate of Application while awaiting an EUSS decision

If you submitted an application to the EU Settlement Scheme before the deadline and are awaiting a decision, you may be able to generate a share code. If you cannot, provide your Certificate of Application to your employer, who will use the Employer Checking Service to confirm your right to work.

Crown Dependencies status does not automatically transfer; employers must verify through the ECS

Status granted by the Crown Dependencies is valid in those jurisdictions. If you intend to work in the UK, your employer should verify your right to work through the Employer Checking Service using the Home Office letter or email confirming your status.

Ukraine scheme visa holders may need alternative documents if the online service is unavailable

Individuals with permission under the Ukraine Family Scheme, Homes for Ukraine Scheme, or the Ukraine Extension Scheme have the right to work and normally prove it by generating a share code. If you cannot use the online service, you may have evidence such as an endorsed passport or, in some cases, an entry clearance vignette sticker. Your employer will need to verify your right to work through the Employer Checking Service.

Commonwealth citizens with the right of abode can use a share code or an endorsed passport

Some Commonwealth citizens have the right of abode in the UK, which means they can live and work here without any immigration restrictions. You can prove your right to work with a share code or a current passport with a Home Office endorsement.

If you are settled in the UK but do not have documentation to prove it, you may be eligible to apply to the Windrush Scheme. You can apply for a document to confirm your right to live and work in the UK if one of the following applies:

• You came to the UK from a Commonwealth country before 1973
• Your parents or grandparents came to the UK from a Commonwealth country before 1973
• You came to the UK from any country before 31 December 1988, and you are now settled here

You may also be entitled to apply for citizenship for free if you are a Commonwealth citizen and were settled in the UK before 1 January 1973, or if you are the child of someone who was.

Frontier Worker permit holders must maintain their status to keep UK work rights

Individuals with a Frontier Worker permit can prove their right to work in the UK using the online share code service. A frontier worker is a citizen of an EU country, Norway, Iceland, Switzerland, or Liechtenstein who works in the UK but lives abroad (excluding Irish citizens).

If you cannot provide a Frontier Worker permit or share code, your employer must verify your right to work through the Employer Checking Service. They may ask you for evidence that you are from the EU/EEA or Switzerland, that you live outside the UK, that you began working in the UK while living abroad by 31 December 2020, and that you have worked in the UK at least once every 12 months since you began.

You must hold a valid Frontier Worker permit to work in the UK under this route. Working without the correct permission is a breach of immigration law.

How Employers Verify Right to Work: Four Check Methods and When Each Applies

Employers must complete a right-to-work check before a worker’s first day. The check method depends on the worker’s immigration status, as mapped in the table above. All four methods below establish a statutory excuse if completed correctly, and all are subject to the same record retention and penalty rules covered in the compliance section at the end of this article.

Verify a share code on GOV.UK before the start date

Employers must use the official GOV.UK online service to check a job applicant’s right to work. Accepting a screenshot or PDF from the applicant is not sufficient.

The process:

1. Obtain the 9-character share code (starting with “W”) and the applicant’s date of birth.
2. Go to gov.uk/view-right-to-work and enter the details.
3. Verify that the photograph on the online profile matches the person presenting themselves for work (either in person or via a live video call).
4. Check for any work restrictions and ensure the job offered complies with them.
5. Save a clear, unalterable copy of the results page and record the date the check was conducted.

If a share code returns an error or no result, check that the code has been entered correctly (including the capital “W” at the start), confirm the worker’s date of birth matches exactly, and check that the code has not expired. If everything looks correct, ask the worker to generate a fresh code. A common cause of errors is a recent change in visa status. For example, if a worker recently switched from a Student visa to a Skilled Worker visa, their old share code may no longer reflect their current status. A new code generated after the visa change should resolve the issue. If the problem persists, use the Employer Checking Service.

Verify British and Irish passports remotely through a certified Digital Verification Service

Digital Verification Services (DVS), formerly Identity Service Providers (IDSPs), are certified companies that conduct remote identity checks. DVS checks are available only for British and Irish citizens who hold a valid passport.

To conduct a digital right-to-work check:

1. Confirm the candidate holds a valid UK or Irish passport or an Irish passport card.
2. Engage a certified DVS provider from the official GOV.UK list.
3. The prospective employee uploads a digital copy of their passport or passport card and a selfie image in the DVS system.
4. The system checks the document’s validity, confirms whether it belongs to the individual pictured, and produces a verification output.
5. The employer reviews the output to confirm that the photograph and biographical information match the individual presenting for work.

Despite using a DVS provider, the employer remains responsible for compliance. If an employee is later found to be working unlawfully, the employer (not the DVS provider) could face civil penalties unless they have established a statutory excuse.

Inspect original documents in person when no digital check route is available

A manual check involves physically inspecting a person’s original documents. Manual checks now apply primarily to British and Irish citizens who present their passport or birth certificate.

To conduct a manual check:

1. Obtain the individual’s original identity documents. Do not accept biometric residence cards or permits. Ask the applicant for a share code instead.
2. Verify the documents’ validity in the individual’s presence (in person or via a live video call).
3. Confirm that photographs match across all documents and resemble the person presenting them.
4. Check that dates of birth are consistent across all documents.
5. If names differ between documents, confirm the applicant has supporting records such as a marriage certificate or deed poll.
6. Securely copy and retain the documents, noting the initial check date.

For non-British/Irish citizens who cannot use the online service and present physical documents, also verify that the dates permitting the candidate to work have not lapsed, the candidate is authorised to perform the type of work offered (including any constraints on working hours), and if the candidate is a student, confirm their term dates and vacation periods to check against any hour limits.

Use the Employer Checking Service when a share code is unavailable or returns an error

The Employer Checking Service (ECS) is a fallback when a share code cannot be used. Employers must use the ECS when an individual:

• Has a pending visa or settlement application with the Home Office
• Holds an Application Registration Card with permission to work
• Arrived in the UK before 1989 and does not have modern documents
• Is experiencing technical issues with the online share code service
• Has evidence that requires Home Office verification rather than an online check (for example, certain Certificates of Application under the EU Settlement Scheme)
• Has status evidenced through specific letters, emails, or records from Crown Dependencies

You will not need the Employer Checking Service when the worker can provide a share code and complete the online check as normal, or when a manual document check is permitted and can be completed properly.

The ECS aims to respond within five working days. A positive response provides a statutory excuse for six months.

Complete the Check Before Employment Starts to Establish a Statutory Excuse Against Penalties

A “statutory excuse” is an employer’s legal defence against a civil penalty if an employee is later found to be working illegally. You establish this excuse by conducting a correct right-to-work check before the employee starts work.

Without a statutory excuse, an employer is liable for fines regardless of whether they knew the worker was ineligible. The online share code check, when done correctly, provides a statutory excuse for the duration of the employee’s permission to work.

Penalties, Record Retention, and Enforcement Under the Immigration Acts

The consequences of employing someone without a valid right to work are set out in the Immigration, Asylum and Nationality Act 2006 (strengthened by the Immigration Act 2016). Civil penalty amounts were tripled in February 2024.

Civil and criminal penalties for employing illegal workers

• A civil penalty of up to £45,000 per illegal worker for a first breach
• Up to £60,000 per illegal worker for repeat offences
• In serious cases, a criminal conviction carries a prison sentence of up to five years and an unlimited fine
• Closure of the business and a compliance order issued by the court
• Disqualification as a company director
• Loss of the ability to sponsor migrant workers
• Seizure of earnings made as a result of illegal working
• Publication on the Home Office’s list of non-compliant employers

Carrying out right-to-work checks correctly is not just a legal formality. It is the primary defence against penalties and the only way to establish a statutory excuse.

Record retention: two years after employment ends

Employers must retain a clear, unalterable copy of every right-to-work check result for the duration of the worker’s employment and for two years after employment ends. The requirement applies to all check methods: online share code results, DVS verification reports, manual document copies, and Employer Checking Service responses. Secure storage is essential to comply with UK GDPR.

Employers cannot refuse a valid share code or check only workers who appear foreign

Employers must not discriminate against workers based on nationality or immigration status. The Equality Act 2010 protects workers from race discrimination, which includes nationality and ethnic origin.

An employer cannot:

• Refuse an application because the worker has a time-limited visa.
• Only check the right-to-work status of people who appear foreign.
• Insist on a specific document, like a British passport, when a valid share code has been provided.

Workers who believe they have been discriminated against can contact the Advisory, Conciliation and Arbitration Service (ACAS) for free and impartial advice.

Repeat the Right-to-Work Check Before a Time-Limited Visa Expires

If an employee has a time-limited right to work, the employer must conduct a follow-up check before their permission expires.

A critical update in June 2024 confirmed that follow-up checks are no longer required for individuals with pre-settled status under the EU Settlement Scheme. If you have not switched to settled status before it expires, the Home Office will automatically extend it by a further five years. You do not need to apply for the extension. However, the Home Office still encourages you to apply for settled status as soon as you are eligible, as it provides the strongest proof of your right to remain.

Report Errors in Your Online Immigration Record to the UKVI Resolution Centre Immediately

If you believe your online immigration status record is incorrect, report the error immediately. You can do this using the official service at gov.uk/report-error-evisa or by calling the UKVI Resolution Centre on 0300 790 6268.

Anyone Can Incorporate a UK Company, but Working in It Requires the Right Immigration Status

Having the right to work in the UK and the right to set up a company (right to form) are two separate things. You do not need a share code to incorporate a UK limited company. Anyone, regardless of nationality or residence, can register a company in the UK.

However, being a company director and being employed by the company are different in the eyes of immigration law. If you plan to receive a salary, carry out operational work, or be physically based in the UK as an employee of the business, your visa conditions will determine what you can and cannot do.

The table below separates the legal boundaries between corporate ownership and UK employment compliance:

Holding shares and a director title does not require a UK visa. Entering the UK to manage staff, handle day-to-day operations, or draw a salary does. Non-resident directors should confirm their planned activities fall within their visa permissions before starting work. An immigration law specialist can advise on which visa route fits your situation.

Our international formation packages handle the incorporation side: company registration, registered office address, and filing with Companies House. The immigration side requires separate legal advice.