In the government’s latest report on illegal working penalties, 321 UK employers were fined between as of 29/08/25, racking up over £5 million in civil penalties. The report, published by the Home Office, names every business penalised for employing individuals who did not have the right to work in the UK.
The message is clear: whether you made an honest mistake or not, if someone on your payroll doesn’t have valid documentation, your organisation is at risk.
A Harsh Reality: Innocent Mistakes Still Cost Thousands
While some of these cases may involve deliberate wrongdoing, it’s clear that many of these fines are likely the result of administrative errors, misjudged assumptions, or poorly managed onboarding processes. But the Home Office doesn’t distinguish. If you’re found to be employing someone who lacks the legal right to work, whether intentionally or not, you are liable.
In fact, the current maximum civil penalty for illegal working is £60,000 per illegal worker. That kind of fine is enough to cripple small businesses or push charities and care providers over the edge. Some of the organisations named in the report were fined over £200,000, with the highest being £320,000
It’s easy to look at these numbers and assume it’s about cracking down on serious abuse, but there’s another angle here: this is easy money for the government. The system is structured so that even a minor error in your Right to Work process can cost you thousands.
Could This Happen to You?
The truth is, no industry or business is immune. The list of fined employers includes:
- Restaurants and takeaways
- Construction firms
- Car washes
- Care homes
- Convenience stores and off-licences
- Recruitment agencies
- Nail salons
Some of these businesses were penalised for one or two illegal workers. Others were fined for employing several individuals without the correct documentation.
When you look at the list, it’s easy to imagine how some of these errors happened:
- A passport that looked valid but was expired
- It was assumed someone had the Right to Work because they’ve been working in the UK for a long time
- An overseas worker who had the right to work, but their visa expired and no follow-up check was done
- A scanned ID uploaded during remote onboarding that never got reviewed
In many cases, these are not malicious employers. These are overstretched managers, under-trained staff, and outdated HR processes. Now they’re paying the price.
Why Right to Work Checks Are Not Optional
Right to Work checks are a legal requirement for every UK employer. If you can show that you carried out a compliant Right to Work check before the employee started work, you may be protected from civil penalties under what’s known as a Statutory Excuse.
But the keyword here is compliant.
A quick glance at a passport, a photocopy buried in a filing cabinet, or a screenshot of an email isn’t enough. Neither is outsourcing your recruitment without checking that compliant Right to Work checks were carried out.
You need a clear, documented process that proves:
- The check was completed before employment began
- The documentation was valid and genuine
- The check was carried out in line with Home Office guidance
- Follow-up checks were done if the employee had a time-limited right to work
How Our Free Right to Work System Helps You Stay Compliant
At Employment Tools, we offer a fully compliant, easy-to-use Right to Work system that helps you carry out, document, and manage all your checks in one secure platform.
Here’s how it protects your organisation:
- Full audit trail: Every check is logged and time-stamped, with evidence stored securely
- Right to Work via ID Checks: When available, an applicants Right to Work is automatically checked when doing an ID check
- Free Reminders for follow-up checks: Receive both emails and dashboard notifications when a Right to Work is due to expire
- Photo and video capture: Meet Home Office standards for digital checks
- Share code integration: Confirm status directly from the Home Office for EU nationals
If you’re ever audited, your entire Right to Work history is accessible in one place, with no paperwork to dig out.
Did we mention that it’s completely free to use? You can upload your RTW proof and receive reminders without spending a penny. Feel free to sign up for an account below, and test it for yourself!
You can also read more about our Right to Work checking service by clicking here.
Right to Work Mistakes Are Easy to Make – And Costly to Fix
Too many organisations still rely on spreadsheets, paper forms, or loosely defined procedures. In a world of remote working, staff turnover, and growing immigration complexity, that just isn’t enough.
When you consider that a single mistake can lead to a fine of £60,000, the risk is enormous.
Would the Home Office care that your HR assistant was off sick that week? Or that your manager didn’t realise the visa had expired? Unfortunately, no. The government’s report makes it clear: if your records aren’t right, you will be fined.
What Else Employers Need to Know
- Even volunteers may require Right to Work checks, depending on the nature of the role
- You must check all employees, regardless of nationality. Failing to check a British citizen is just as serious as failing to check someone from abroad
- Fines can be issued even if you terminate the worker once an issue is discovered. The offence is in employing them in the first place
It’s also worth remembering that civil penalties are just one part of the risk. Illegal working fines can be accompanied by licence revocation (e.g. for sponsors or alcohol licences), reputational damage, and even criminal sanctions in serious cases.
Final Thoughts: Prevention Is Better Than Penalty
£5.2 million in fines in 8 months, over 300 employers, and many of them likely thought they were doing enough.
You don’t need to be one of them.
By putting a proper Right to Work process in place, you reduce your risk and protect your business. Whether you’re hiring one person or a hundred, Employment Tools gives you everything you need to stay compliant, stay informed, and avoid becoming another name on next quarter’s report.
If you’d like to learn more or see how our system works, get in touch with our team today.
About The Author
John Schofield-Antoncich
John is an employment compliance specialist with years of hands-on experience in DBS checks and other employment check processes. Having overseen thousands of applications, he’s your trusted source for accurate, up-to-date guidance.