Keep every worker’s right to work evidence, follow-up dates and records in one place — across employees and contractors. Complys is the record-keeping and readiness layer for right to work compliance. It keeps the evidence in order; it does not perform the check itself.
Doing a single right to work check is straightforward. Keeping the evidence for every worker, in a tamper-proof format, with the date recorded, and knowing which time-limited permissions are about to expire — across a mixed workforce of employees, workers and subcontractors — is where compliance actually breaks down. A statutory excuse you cannot prove later, or one you lost because a follow-up date slipped, is the same as no excuse at all. That evidence and expiry problem is exactly what Complys is built to solve.
Store each worker’s right to work evidence with the date of check, kept securely alongside their wider compliance record.
Track time-limited permission and ECS notices, and get reminded before a follow-up check is due — so the excuse is never lost to a missed date.
Hold the same evidence consistently across employees, workers and individual subcontractors — important as the duty widens from 1 October 2026.
Keep records for the duration of engagement plus two years, then manage secure disposal, without a filing cabinet of certificates.
Right to work sits with training, qualifications, cards and documents in one worker record, not a separate silo.
Expiring permissions, cards and documents are surfaced and chased, not discovered at an audit.
From 1 October 2026 the right to work duty widens to include people under a worker’s contract, individual subcontractors and workers sourced through online matching services. That means the population you need evidence for grows beyond payroll employees. Complys already holds worker records across your workforce and onboarded contractors, so the same right to work evidence and expiry tracking applies consistently to everyone — see the 1 October 2026 changes.
We are building toward connecting digital identity verification — and, where appropriate, right to work verification — into the worker record through a specialist provider, so that a verification result can sit alongside the evidence Complys already keeps. This is planned and provider-dependent: until it is live and the provider’s certified status is confirmed, Complys does not perform identity or right to work verification, and we will not describe it as if it does. If that capability matters to you, tell us — it helps us prioritise.
In practice, right to work sits inside the wider onboarding you already run. As a worker or contractor is added, their right to work evidence is attached to their record with the date of the check; any follow-upfor time-limited permission is diarised automatically; and the evidence is held for the required retention period and then flagged for secure disposal. Because it lives in the same record as the person’s training, qualifications, cards and documents, you get a single ready / action-required view of each worker rather than a separate right to work spreadsheet that no one remembers to update.
The businesses that feel this most are the ones with large, mixed and moving workforces. Recruitment agencies and labour providers place many workers quickly and must evidence each one. Care and healthcare providers combine right to work with DBS and training requirements on every hire. Construction firms engage employees, subcontractors and agency labour side by side — exactly the mix the 1 October 2026 expansionbrings fully into scope. For all of them, the value is holding one consistent, current evidence trail across every kind of worker, not a different process per engagement type.
Right to work is rarely the only check that matters for a worker. Depending on the role there may be DBS suitability, professional registrations, tickets and cards, mandatory training and site inductions — each with its own renewal date. Complys keeps right to work alongside all of them in one worker record, so a single view tells you whether someone is genuinely ready, and what is missing or expiring if they are not. That is the difference between managing compliance and merely storing certificates.
Most right to work problems start with where the evidence lives. Copies sit in inboxes, a shared drive and a spreadsheet of expiry dates that someone has to remember to update; when a worker moves between sites or entities, the evidence does not move with them. The result is checks that were genuinely done but cannot be found, and follow-up dates that slip because the spreadsheet was nobody’s job. Complys replaces that with a single record per worker where the right to work evidence, its date and its follow-up live permanently — so “can you prove you checked this person?” is always a five-second answer, not an afternoon of searching.
Instead of a list of documents, you get a status: which workers have a current right to work record, which have a time-limited permission and when it expires, and which are missing evidence or overdue a follow-up. Because it sits with the rest of the worker’s compliance, you can tell at a glance whether someone is genuinely ready — right to work in order, plus whatever training, cards and checks their role needs — rather than checking several systems and hoping.
The moment that matters is when someone — the Home Office, a client, an auditor — asks you to produce the evidence. With everything dated, unaltered and retained for the right period in one place, you can produce a named worker’s right to work evidence and its history immediately. That is the practical difference Complys makes: it does not change your legal duty, but it means the evidence behind that duty is always current and always to hand, across your whole workforce.
Complys is a compliance layer, not a replacement for your HR system, payroll or applicant-tracking tool. It sits alongside them and focuses on the thing those systems tend to handle poorly: the evidence and expiryof each worker’s checks and documents. You keep hiring and paying people where you do today; Complys makes sure the right to work evidence — and the wider compliance record — behind each worker is captured, current and producible, across both employees and the contractors your other systems may not even hold.
Getting going is deliberately simple: add your workers and contractors, attach each person’s right to work evidence with the date of the check, and let Complys hold it with the rest of their record and remind you before anything expires. You can start free, bring your existing evidence across, and expand into training, cards, documents and the wider worker record as you go — there is no need to solve everything on day one.
Workforces move. A worker leaves one site and starts another; a contractor works for two of your entities; an agency places the same person on different jobs. When right to work evidence lives in a folder tied to a single site or a single hiring manager, it does not travel — so the same person gets re-checked unnecessarily, or worse, is taken on with the evidence sitting somewhere no one can find. Because Complys holds the evidence against the worker, not a location, a valid check and its expiry stay with that person wherever they work in your organisation, and you can see at a glance whether the check already exists before asking for it again.
The organisations that struggle with right to work are usually the ones treating each check as a one-off task rather than a routine built into how every worker is taken on. Complys makes the check part of the standard onboarding step, captures the evidence and date in the same place every time, and keeps the follow-up and retention running in the background. That consistency is what turns a widening, mixed-workforce obligation from an anxious periodic scramble into a quiet, repeatable process — and it is what an auditor or client is really looking for when they ask how you manage it.
To be unambiguous: Complys does not perform Home Office right to work checks, does not verify a share code, does not decide anyone’s immigration status, is not a registered Right to Work Digital Verification Service provider, and does not guarantee a statutory excuse or legal compliance. Those depend on you carrying out the prescribed check correctly. What Complys guarantees is that the evidence and the dates are organised, current and there when you need them.
No. You carry out the check through the prescribed routes. Complys stores the evidence, records the check date, and tracks follow-up and retention.
Yes. Time-limited permissions and ECS notices carry their expiry, and Complys reminds you before the follow-up date so the statutory excuse is not lost.
Digital identity verification is planned and provider-dependent. It is not a current capability, and we do not describe Complys as performing it until it is live and the provider’s status is confirmed.
Yes — the same evidence and expiry tracking applies across employees, workers and individual subcontractors, which matters as the check duty widens from 1 October 2026.
General information about Complys and about right to work compliance, not legal advice. Right to work obligations are set by the Home Office; confirm your duties against current guidance. See our right to work checks for employers guide. Reviewed 26 September 2026.
