Employers are being urged to review their recruitment procedures after new figures revealed that immigration enforcement raids have reached record levels across the UK.
According to the Home Office, more than 17,400 enforcement visits were carried out between July 2024 and the end of December 2025, resulting in over 12,300 arrests, an 83% increase on the previous period.
Hospitality, construction, car washes, nail bars and takeaway outlets in the south-east have been key areas of focus, but enforcement activity has been reported nationwide and across sectors.
The figures underline the government’s increasingly proactive approach to tackling illegal working. For businesses, the message is clear: right-to-work compliance is no longer a routine administrative exercise but a critical legal and operational responsibility.
All UK employers are required to carry out prescribed right-to-work checks before employment begins. Failure to do so can result in civil penalties of up to £60,000 per illegal worker, potential criminal liability in cases of knowing employment, and the suspension or loss of sponsor licences.
In addition to financial penalties, enforcement action may lead to licence reviews, business closure orders or ongoing compliance monitoring. Public reporting of enforcement activity can also have a lasting impact on brand reputation, customer confidence and key commercial relationships.
Many employers assume that if a document looks genuine, that is enough. In reality, the checks must follow strict Home Office guidance, including verifying original documents or using the online checking service where appropriate, retaining copies correctly, and diarising follow-up checks for time-limited visas. A procedural gap, rather than deliberate wrongdoing, is often what leads to penalties.
Businesses using agency, subcontracted or seasonal labour are being warned to take particular care. While responsibility for checks may be delegated contractually, liability can still arise if appropriate systems, due diligence and oversight are not in place. Clear internal processes, training for managers involved in recruitment, and regular compliance audits are now essential components of an effective risk-management strategy.
With enforcement activity at historic highs, employers should proactively review recruitment policies, ensure record-keeping is robust and make sure those responsible for hiring understand and keep up to date with current requirements.
Having a clearly documented and consistently applied right to work procedure is one of the simplest and most effective safeguards available to employers seeking to minimise legal, financial and operational risk.
Right to work checks: an employer’s guide
About the author
Karen Cole is a Partner and Head of the Employment team at RIAA Barker Gillette. She has a range of expertise based on her employment law, dispute resolution, and litigation background. Karen provides employment law advice to businesses and individuals, whether contentious or not. She is a member of the Employment Lawyers Association (ELA) and the Association of Regulatory and Disciplinary Lawyers (ARDL).