OUR MISSION & VISION
Working Status was founded in 2011 as a result of a simple observation: it wasn’t easy for employers to quickly and accurately check if individuals had the right to work in the UK. But it was easy to unknowingly hire illegal workers. The legal requirement on all employers to guarantee the working status of their workforce was causing a real business problem.
This led Anne Morris and James Meyer to create the vision for a complete Right to Work compliance solution.
With our powerful, easy to use, integrated hardware and software applications, employers can capture, check and comply with their Right to Work obligations. Working Status has a mission to make Right to Work compliance easier and less costly for employers.
Sections 15 to 25 of the Immigration, Asylum and Nationality Act 2006 (the ‘2006 Act’) set out the law on the prevention of illegal migrant working. These provisions came into force on 29 February 2008, replacing the previous offence under section 8 of the Asylum and Immigration Act 1996.
The Act provides that an employer who employs someone subject to immigration control who is not entitled to undertake the work in question will be liable to pay a civil penalty of up to £20,000 per illegal worker, regardless of whether this was premeditated or an oversight.
Since November 2008, the fines issued amount to many millions and to date the single largest fine issued to one company has been £300,000
The consequences of illegal employment are not purely financial.
UK Visas and Immigration actively publicises those companies found to be in breach causing substantial reputational damage. Penalties can be far reaching, including removal of the right to sponsor migrants, or in extreme cases prosecution under Section 21 of the Act.
Sections 15 to 25 of the Immigration, Asylum and Nationality Act 2006 (the ‘2006 Act’) set out the law on the prevention of illegal working.
These provisions came into force on 29 February 2008, replacing the previous offence under section 8 of the Asylum and Immigration Act 1996. The Act also sets out what measures an employer must take to establish a statutory excuse against liability for payment of a civil penalty.
‘The excuse’ can be established by checking, copying and retaining certain original documents before an individual starts in employment and retaining the correct documentation throughout the period of employment and for two years after termination.
Those documents will vary depending on the immigration status of the individual and an employer must categorise workers as List A & List B Grp 1 and Grp 2 depending on their nationality, visa status and visa expiry.
If at any time during the period of the employment an employer discovers that they are employing a person who is not permitted to work, then they will no longer be entitled to the excuse. This may constitute a criminal offence for which the employer can face a fine of up to the statutory maximum for each person employed illegally, and/or imprisonment for up to 2 years.