10+ Application For Name Change & Correction In Bank Account

application for name change in bank account

Are you looking for application for changing your name in bank account or searching sample request letter for name correction in bank account ? then you are on the right place.

Here in this post we have 10+ sample application letter for name change & correction in bank account.

So, lets get started..

Table of Contents

1. Application for name change in bank 

To, The Bank Manager  [Bank name] [Branch name] [Name of city/vill]

Date : day/month/year

Subject : Application for changing name in bank.

Respected sir/madam,

With due respect and humble submission I beg to state to you that I am an account holder of your esteemed bank. I have legally changed my name from __ (your previous name) to __ (your present name) . I therefore wish to request you to update the information in my bank account. 

I have also attached the respective documents for the proof. Your promptness and quick action will highly be appreciated. 

Thanking you

Bank details : [Name] [Account number] [IFSC code] [Registered mobile number]

Yours sincerely  [Signature ] [Address with pin code]

2. Application for name correction in bank

To, The Bank Manager Bank name Branch name Name of city/vill

Subject : Application requesting name correction in bank.

This is to bring your humble attention to the fact that I am Leela Jain,an account holder of your reputed bank. My name mentioned in your bank account is incorrect and I would like to request you to kindly correct it. The needful documents are attached with the application.

My bank account details are cited below: [Name] [Account number] [IFSC ] [ATM card number] [Registered mobile number]

I therefore request you to kindly do the needful and look into the matter at the earliest possible.

Yours faithfully [Signature] [Address with pin code]

Also Read: Application For Mobile Number Change In Bank Account Request Letter

3. Application to change name in bank account after marriage

To, The Bank Manager [Bank name] [Branch name] [Name of city/vill]

Subject : Application to change name in bank account after marriage.

The prime intention of writing this application is to make you aware of the fact that I am a savings account holder in your esteemed bank . Recently I have gotten married and have changed my surname. I want to request you to kindly update my details in my savings account.

Bank account details: [ Name ] [Account  number]  [IFSC code] [ATM card number] [Registered mobile number ]

I have also attached the required documents for the process. I am hopeful that you will update the details at the earliest.

4. Application for name and address change in bank

To, The Bank Manager [Bank name]  [Branch name] [Name of city/vill]

Subject : Application for name and address change in bank.

The intent behind writing the application is that I am an account holder in your bank, __ (branch name) . Very recently I have tied knots and moved into a new city. I have changed my surname from __ (your previous surname) to __ (your present surname) .

Hence I want you to update my address and surname in my bank account. The required documents for the process are attached with the application. 

My bank account details:

[Name ] [Account number] [IFSC code] [ATM card number] [Registered mobile number]

I therefore request you to kindly do the needful at the earliest possible and help me out.

Thanking you 

Yours faithfully  [Signature] [Address with phone number]

Also Read: Application To Bank Manager For Atm Card – New, Lost, Expired, Block

5. Application for father name correction in bank account

To, The Bank Manager [Bank name ] [Branch name ] [ Name of city/vill ]

Date : day/month/year 

Subject : Application requesting father name correction 

With the subject cited above I wish to draw your kind attention to the fact that I have a savings account in your distinguished bank, __ (branch name) . It has come to my notice that my father’s name has been misspelt in the bank documents. I urge you to kindly correct it. His correct name is __ (your father’s name) .

Bank details:

[Name] [Account number] [ATM card number [IFSC code] [Registered mobile number]

I shall be hopeful that you will do the needful at the earliest and help me out with this matter at the earliest. The mandatory documents are attached with this application.

Yours sincerely [Signature] [Address with phone number]

6. Application for change of name in bank passbook 

Subject : Application to change name in bank passbook.

This is to bring your kind attention to the fact that my name is mentioned incorrectly in the bank passbook. Kindly change it to __ (write your correct name) . 

Bank details :

I shall be eager to have your cooperation and coordination in this endeavour. I shall always be grateful to you for this act of kindness.

7. Application for name correction in SBI bank account.

To,  The Bank manager State Bank of India [Branch name] [Name of city/vill]

Subject : Application for name correction in bank account.

The solemn purpose of this application is to let you know that I have been an account holder in your SBI branch. I wish to state to you that my name has been recorded incorrectly and I wish you to kindly change it. 

[Name] [Account number] [IFSC code] [ATM card number]

I shall be hopeful that the needful will be done at the earliest possible. I have attached all the crucial documents for verification and other purposes. I shall always be grateful to you for your promptness and swift action,

8. Application for name correction in PNB bank account.

To, The Bank Manager Punjab National Bank [Branch name] [Name of city/vill]

Subject : Application requesting name correction.

This is to draw your kind attention that I am an account holder of your PNB branch. I am writing this letter to inform you that my name is written incorrectly. I want you to correct it so that I can carry out my transactions and other work without any hassle. Kindly change my name from __ (incorrect name) to __ (correct name) . 

I shall oblige with your kind cooperation. I have attested all the necessary documents with this application.

Bank account details:

Name] [Account number] [IFSC code [ATM card number]. [Registered mobile number]

Yours sincerely  [Signature] [Address with pin code ]

9. Application for name spelling correction in bank 

To, The Bank Manager [Bank name] [Branch name] [Name of vill/city]

Subject : Application for name spelling correction.

Respected sir/madam

I am Salim Ali, an account holder at your esteemed bank. My account number is __ (your account number) . It has come into my notice that my name is spelled wrongly in the documents of my bank account. I request you to kindly correct the spelling.

My account details :

Your promptness and swift action regarding this matter will be highly appreciated.

10. Name change request letter sample in bank

Subject : Letter requesting name change.

I am writing this letter to let you know that I am an account holder of your esteemed bank, __ (branch name) . My name is written wrongly in the documents of my current account.

I urge you to kindly correct it to __ (your correct name) . 

My account details are provided below:

[Name] [Account number] [IFSC code] [ATM number]

I therefore request you to kindly work on this matter at the earliest possible. 

Yours faithfully  [Signature] [Address with pin code]

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About the author.

Golam md

Golam Md is the founder of Applicationloop.in, a blog that is exclusively dedicated to providing helpful tips, Samples and advice on writing effective application letters.

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  • Application To Bank For Name Change Of Account Holder

These four templates serve as formal applications to a bank for a name change of the account holder. Whether due to marriage, a legal name change, or personal preference, individuals can use these templates to request that their bank update the name associated with their account from the old name to the new one. Each template maintains a professional tone, includes essential details such as the account number and reason for the change, and assures the bank of the enclosed supporting documentation. The applicants express readiness to comply with any additional requirements and kindly request prompt attention to their requests. These templates provide a structured and courteous approach to facilitate a smooth name change process with the respective bank.

Template Formal Name Change Request to Bank

[Your Name] [Your Address] [City, State, ZIP Code] [Your Email Address] [Your Phone Number] [Date]

[Bank Name] [Bank Address] [City, State, ZIP Code]

Subject: Request for Name Change on Bank Account

Dear Sir/Madam,

I am writing to request a change in the name associated with my bank account [Account Number]. The current name on the account is [Old Name], and I would like to update it to [New Name]. This change is necessary due to [Explain the reason for the name change, such as marriage, legal name change, or personal preference].

Please find enclosed the necessary supporting documents, including a copy of my updated government-issued identification (e.g., passport or driver's license) and any legal documentation that validates the name change.

I kindly request your assistance in processing this name change promptly and efficiently. If there are any additional forms or procedures I need to follow, please do not hesitate to inform me. I understand that the bank may need time to update its records and issue a new debit/credit card with the updated name.

I appreciate your prompt attention to this matter and request that you acknowledge the receipt of this request. You can contact me at [Your Phone Number] or [Your Email Address] if you require any further information or clarification.

Thank you for your assistance in this matter.

[Your Signature] [Your Full Name]

Template Name Change Application for Bank Account

Subject: Application for Name Change on Bank Account

Dear [Bank Name] Customer Service,

I hope this letter finds you well. I am writing to request a name change on my bank account [Account Number]. Currently, the account is registered under the name [Old Name], and I would like to change it to [New Name]. The reason for this name change is [Explain the reason for the name change].

To facilitate this change, I have attached the necessary documents, including a copy of my updated identification and any legal documentation supporting the name change. I understand that the bank may require some time to update its records, and I am willing to comply with any additional requirements or paperwork needed for this process.

I kindly request your prompt attention to this matter and ask for your confirmation once the name change is successfully processed. If there are any forms or procedures I need to complete, please do not hesitate to inform me.

You can reach me at [Your Phone Number] or [Your Email Address] if you have any questions or need further information. Your cooperation in this matter is greatly appreciated.

Thank you for your assistance.

Template Request for Bank Account Name Change

Subject: Request for Change of Account Holder's Name

Dear [Bank Name] Customer Service Team,

I am writing to formally request a change in the name associated with my bank account, [Account Number]. Currently, the account is registered under the name [Old Name], and I wish to update it to [New Name]. The reason for this name change is [Explain the reason for the name change].

Enclosed with this letter are the necessary supporting documents, including an updated government-issued identification card and any legal documents substantiating the name change. I am prepared to fulfill any additional requirements or procedures necessary for the successful completion of this request.

I kindly request your prompt attention to this matter and appreciate your assistance in updating the account information accordingly. Please provide me with confirmation once the name change has been processed.

Should you require any further information or clarification, please do not hesitate to contact me at [Your Phone Number] or [Your Email Address].

Thank you for your understanding and cooperation.

Template Name Change Application for Bank Account Holder

Subject: Application for Changing Account Holder's Name

Dear [Bank Name] Customer Support,

I am writing to formally request a name change on my bank account, [Account Number]. The current name on the account is [Old Name], and I wish to change it to [New Name]. The reason for this name change is [Explain the reason for the name change].

I have enclosed all necessary documentation to support this request, including an updated government-issued ID and any legal documents validating the name change. I am prepared to fulfill any additional requirements or paperwork as needed to facilitate this process.

I kindly request your prompt attention to this matter and ask for confirmation once the name change is completed. If there are any forms or procedures I need to follow, please provide guidance.

Feel free to reach out to me at [Your Phone Number] or [Your Email Address] if you have any questions or require further information. Your assistance in this matter is greatly appreciated.

Thank you for your cooperation.

We are delighted to extend our professional proofreading and writing services to cater to all your business and professional requirements, absolutely free of charge at Englishtemplates.com . Should you need any email, letter, or application templates, please do not hesitate to reach out to us at englishtemplates.com. Kindly leave a comment stating your request, and we will ensure to provide the necessary template at the earliest.

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Application for Name Change in Bank Account – 11+ Samples, Formatting Tips, and FAQs

In India, it is uncommon for people to change their names, but it is not unusual for them to change their names in important documents such as bank accounts due to marriage, divorce, or any other personal reasons. The name change process in bank accounts involves a specific application procedure that must be followed for a successful name change.

In this article, we will guide you through the process of application for name change in bank account with a focus on the format and samples, and help you understand the necessary legal requirements and documentation you need to have to successfully change your name in a bank account.

Additionally, we’ll share useful tips and best practices that will help you navigate the process with ease and avoid common mistakes. Whether you are a first-time applicant or someone who has applied previously, our tips and insights will help ensure that your name change process goes smoothly.

So, if you are planning on changing your name in your bank account for any reason, read on and discover what you need to know to apply for a name change in a bank account.

  • 1 Sample Application for Name Change in Bank
  • 2 Application for Name Correction in Bank Example
  • 3 Sample Application to Change Name in Bank Account After Marriage Format
  • 4 Application for Name and Address Change in Bank Account Format
  • 6 Example Application for Father Name Correction in Bank Account
  • 7 Sample Application for Change of Name in Bank Passbook
  • 8 Application for Name Correction in SBI Bank Account Format
  • 9 Example Application for Name Correction in PNB Bank Account Format
  • 10 Sample Application for Name Spelling Correction in Bank Account
  • 11 Name Change Request Letter Sample in Bank Example
  • 12 Sample Application for Name Change in Bank in Hindi
  • 13.1 Components of a Proper Application
  • 13.2 Structuring the Application
  • 14 FAQs on Application for Name Change in Bank Account

Sample Application for Name Change in Bank

To, The Branch Manager, [Name of the Bank], [Branch Address]

Subject: Application for name change in bank

Respected Sir/Madam,

I would like to request you to kindly update my name in your bank records from the existing [Current Name] to [New Name]. My account details are as follows:

Account Holder’s Name: [Current Name] Account Number: [xxxx-xxxx-xxxx-xxxx] Branch Name: [Branch Name] IFSC Code: [IFSC code]

The reason for the name change is [Insert Reason]. I have attached the necessary documents, which include [Insert Document Names], to support my request for the name change.

I kindly request you to initiate the necessary steps to update my name in your bank records at the earliest and oblige.

Thanking you for your assistance in this matter.

Sincerely, [Your Name]

Application for Name Change in Bank

Application for Name Correction in Bank Example

To, The Branch Manager [Name of Bank] [Branch Name and Address] City, State – Pin Code

Subject: Request for correction of my name in bank record

I am writing this letter to request the correction of my name in the bank records. My name is [Current Name] and it has been misspelled as [Erroneous Name] in the bank records. The correct spelling of my name is [Correct Name]. I request you to kindly make the necessary changes to my account details and update the records accordingly.

The reason for this correction is that my name has been misspelled by mistake and therefore, it has been causing inconvenience while transacting. To avoid any future confusion and discrepancies, I kindly request you to make the necessary changes in my account records.

I have attached a copy of my ID proof for your reference, which clearly shows my correct name. I request you to kindly update the details as soon as possible and notify me once the changes have been made.

Thank you for your kind understanding and cooperation.

[Your Name]

Application for Name Correction in Bank

Sample Application to Change Name in Bank Account After Marriage Format

To, The Branch Manager [Name of the Bank] [Branch Address]

Subject: Application to Change Name in Bank Account After Marriage

I, [Your Name], hold a savings/current account in your bank with account number [Account Number]. Recently, I got married and have changed my name from [Old Name] to [New Name] as per the marriage certificate attached to this application.

Therefore, I request you to kindly update my name in the bank records and issue a new passbook/cheque book in my new name. I have attached all the necessary documents required for the name change process.

I urge you to do the needful as soon as possible so that I can continue to use my account without any inconvenience. I assure you that all future transactions from this account will be in my new name only.

Thank you for your understanding and cooperation.

Yours sincerely,

Application to Change Name in Bank Account After Marriage

Application for Name and Address Change in Bank Account Format

To, The Branch Manager [Bank Name] [Branch Address] [City, State]

Subject: Request for Name and Address Change in Bank

Dear Sir/Madam,

I have been maintaining a savings account with your esteemed bank bearing account no. [Enter Account Number]. I would like to bring to your notice that my name and address have been changed due to personal reasons .

Hence, I am requesting you to change my name and address in the bank records. My new name is [New Name] and my new address is [New Address]. I have attached the necessary documents such as Aadhaar Card, PAN Card, and Address Proof for verification.

I kindly request you to update my details as soon as possible and confirm the same to me at the earliest.

Thank you for your prompt attention to this matter.

Application for Name and Address Change in Banks

Example Application for Father Name Correction in Bank Account

To, The Branch Manager, [Bank Name], [Branch Address],

Subject: Application for father name correction in bank account

I am writing this letter to request a correction in my father’s name in my bank account. My account number is [account number]. The current name in the account is [father’s name in account] which is incorrect. The correct name of my father is [correct father’s name].

I have attached a copy of my father’s Aadhar card as proof of the correction required. I request you to kindly update the records and make the necessary changes in my account.

I apologize for any inconvenience caused and thank you in advance for your assistance in this matter.

Yours sincerely, [Your Name], [Account Holder], [Account Number]

Application for Father Name Correction in Bank Account

Sample Application for Change of Name in Bank Passbook

To, The Branch Manager, XYZ Bank, Address

Subject: Application for change of name in bank passbook

I am writing this application to request you to change my name in the bank passbook from the old name, “ABC” to the new name, “DEF. I recently got married, and due to the change in my marital status, I have changed my name. I have attached a copy of my marriage certificate to this application.

I request you to please update the name in my passbook as soon as possible so that I don’t face any inconvenience during the banking transaction and official works.

Thank you for your time and consideration.

Yours faithfully,

Application for Change of Name in Bank Passbook

Application for Name Correction in SBI Bank Account Format

To, The Branch Manager State Bank of India (SBI) [Branch Name and Address]

Subject: Application for Name Correction in SBI Bank Account

I am [Your Name] and I am an account holder of SBI Bank with Account Number [Your Account Number]. I am writing this letter to request you to kindly make a correction in my name in your bank records.

The correct spelling of my name is [Your Correct Name], but it has been wrongly recorded as [Your Wrong Name] in your bank records. Due to this error, I am facing difficulties in processing transactions and availing of various bank services.

Therefore, I request you to kindly correct my name in the bank records as soon as possible. I have attached a self-attested copy of my PAN card as proof of my correct name.

I would be grateful if you could look into this matter and make the necessary corrections as soon as possible.

Thanking you.

Yours faithfully, [Your Name]

Application for Name Correction in SBI Bank Account

Example Application for Name Correction in PNB Bank Account Format

To, The Branch Manager, PNB Bank, [Branch Address],

Subject: Application for name correction in PNB bank account.

I, [Your Name], am an account holder in your esteemed bank with account number [Your Account Number]. I am writing this application to request you to kindly correct my name in your records.

The current name in my PNB bank account is registered as [Current Name], but it should be corrected as [Correct Name]. The reason for this correction is that my name was misspelled during the process of account opening, which needs to be rectified now.

I have attached a copy of my Aadhar card as proof of my correct name for your reference. I request you to make the necessary name correction in my account records at the earliest possible to avoid any future inconvenience.

Thanking you in anticipation.

Application for Name Correction in PNB Bank Account

Sample Application for Name Spelling Correction in Bank Account

To, The Branch Manager, XYZ Bank, (Address)

Subject: Application for Name Spelling Correction in Bank

I, (Your Name), am an account holder of your bank branch with account number (Your Account Number). I am writing this application to request a correction in my name spelling in the bank records.

The mistake happened due to a clerical error while opening the account. My name is (Your Correct Name) but in the bank records, it is registered as (Wrong Name). This mistake has caused inconvenience while making transactions.

Therefore, I request you to kindly make the necessary corrections and update my name in the bank records as (Corrected Name). I have attached a copy of my Aadhaar card as proof of identity.

I kindly request your assistance in completing this process as soon as possible. Thank you for considering my request.

Sincerely, (Your Name)

Application for Name Spelling Correction in Bank

Name Change Request Letter Sample in Bank Example

To The Branch Manager [Bank Name] [Branch Address] [City, Pin]

Subject: Request for Name Change in My Bank Account

I am writing this letter to request you to please update my name in your records. My current name is [Current Name] but I want to change it to [New Name]. I have changed my name legally due to [Reason for Name Change].

I am holding the savings account [#Account Number] with your bank under my old name. I would be grateful if you could please update my name as soon as possible as I need to use my new name for all official documentation.

Kindly let me know if any other formalities need to be fulfilled from my end. I have enclosed all the necessary documents along with this letter to verify my identity.

Thank you so much for your prompt attention to this request.

[Your Name] [Account Number] [Old Name] (New Name)

Name Change Request letter Sample in Bank

Sample Application for Name Change in Bank in Hindi

प्रिय संबंधित अधिकारी,

मैं _______ (अपना नाम) संभवतः आपकी बैंक का एक ग्राहक हूँ। मुझे अपने बैंक खाते के नाम में संशोधन करवाना है। मेरा नया नाम _______ (नया नाम) होगा।

मैं इस नाम बदलाव करवाने का कारण _______ (वजह) बताना चाहूंगा। मैं इस नए नाम से अपनी सभी बैंक संबंधित डॉक्युमेंट अपडेट करवाना चाहता हूँ।

इसलिए, मैं अपने खाते के नाम में यह संशोधन करवाना चाहता हूं। कृपया इस प्रार्थना को मंजूर कर दें।

आपकी कंपनी का धन्यवाद।

आपका विश्वासपात्र ग्राहक,

_______ (अपने नाम)

खाता संख्या: _____

Application for Name Change in Bank in Hindi

Application for Name Change in Bank Account: Things to Consider

Changing your name in a bank account is a process that requires a proper application format to ensure successful completion. In this article, we’ll share insights on the components of a perfect application for name change in bank account format, and tips on how to structure the application for a smooth name change process.

Components of a Proper Application

In India, you must fill out your name change application form based on the Government’s Gazette notification of your name change. Some of the essential components that must be included in a name change application form include:

  • Personal Information – Your personal information such as your current name, address, and contact number needs to be included in the application form.
  • Reason for Name Change – Explain the reason or reasons why you want to change your name in the bank account.
  • Old and New Name – The application form must clearly mention your old name and the new name you want to change it to, as per the Gazette notification.
  • Signature and Date – You will need to sign and date the application form once you have filled it out.

Structuring the Application

The application structure plays an important role when it comes to getting your name change request approved. Here are some tips for structuring your name change application for a bank account:

  • Use Clear and Concise Language – Clearly mention the necessary details in the application form and avoid confusion.
  • Attach the Required Documents – Attach all the required documentation, such as Government Gazette Notification, your PAN Card, Aadhar Card, and passport.
  • Avoid Typos and Errors – Spell your old and new name correctly and avoid typographical errors and other errors that could confuse the reader.
  • Double-Check for Accuracy – Before submitting your application, double-check all the information and documents attached and make sure they are correct.

In conclusion, a proper application for name change in bank account format is essential for a successful name change process. By keeping the above tips in mind and structuring your application appropriately, you can ensure that your name change request gets approved without any issues.

FAQs on Application for Name Change in Bank Account

1. How do I apply for a name change in my bank account?

You need to submit a written application to the bank along with supporting documents like ID proof, address proof, and the legal document supporting the name change.

2. What documents do I need to submit for a name change in my bank account?

You need to submit your updated ID proof and address proof, along with the legal document supporting your name change like marriage certificate, court order, or gazette notification.

3. How long does it take to reflect the name change in my bank account?

Once you submit a complete application along with all the required documents, your bank will process your request and update your account details. It usually takes 7-10 working days for the name change to reflect in your bank account.

4. Is there any fee for applying for a name change in my bank account?

Yes, most banks charge a nominal fee for processing the name change request. The fee may vary from bank to bank. You can check with your bank for the exact fee amount.

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application letter for name change in bank

Home » Letters » Bank Letters » Application to Bank for Name Change After Marriage

Application to Bank for Name Change After Marriage

application letter for name change in bank

Table of Contents:

  • Sample Letter

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How to use live assistant, additional template options, download options, share via email, share via whatsapp, copy to clipboard, print letter, request letter for name change in bank account due to marriage.

To, The Branch Manager, __________ (Name of Bank) Bank, __________ (Branch)

Date: __/__/____ (Date)

Subject: Application for Surname/ Last name Change for Account No. _________

I, __________ (Applicant Name) W/o _________ (Spouse Name) Resident of ________ (Address) holding a _________ (savings) account bearing account number __________ (Account Number) in your _________ (branch address). I have got married to _______ (Spouse Name) on _______ (date of marriage) and after marriage my name changed to ________ (new name).

I request you to kindly correct my name to ________ (new name) in my _________ (savings) account having  account number __________ (Account Number). I hereby enclose the marriage certificate, customer request form, KYC documents, and ______ (other specified documents) along with the application.

Yours Truly, __________ (Name) __________ (Account Number) __________ (Contact No.) __________ (Address)

Note: For Name Correction In Bank Account, Bank may ask for the marriage certificate, Affidavit, customer request form, KYC documents, and all other required documents as per Bank norms. For a change in name request you to Kindly contact your Bank Branch.

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  • Start Typing: Enter your letter content in the "Letter Input" textarea.
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  • Choose a Template: Click one of the template buttons ("Start with Sample Template 1", "Start with Sample Template 2", or "Start with Sample Template 3").
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If you want to copy the text of your letter to the clipboard:

  • Copy to Clipboard: Click the "Copy to Clipboard" button after composing your letter.
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  • Typically, documents such as the marriage certificate, customer request form, KYC documents, and any other specified documents are required.
  • Yes, it's important to mention the reason for the name change, especially if it's due to marriage, to facilitate the processing of the request.
  • The processing time may vary depending on the bank's internal procedures, but it's advisable to follow up with the bank if there's a delay.
  • Yes, you can request name changes in all your bank accounts simultaneously by submitting the necessary documents to each bank.
  • If there are any errors in your updated name, you should promptly inform the bank and provide the correct information along with supporting documents for correction.

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Sample Letter to Bank for Change of Name in Bank Account

application letter for name change in bank

Anyone who has changed their name legally is also required to change it at the bank they have an account with. The best way to do this is to write a letter addressed to the Branch Manager. How to write an application letter to bank for change of name in bank account is discussed below.

  • Surname change after marriage
  • Reverting to maiden name after divorce
  • Remarriage of widow
  • Complete name change post marriage
  • Name change after religion change
  • Adding an alias to the name
  • Changing name legally
  • Wanting to include middle name to the name registered with bank
  • Matching the name with the bank with that to other legal documents, such as PAN card, Adhaar card etc

When to make an application for change of name in your bank account

Writing an application for name change in bank account.

  • Bank account number, along with customer ID or CIF number
  • Mention your name in the communication followed by the name you want entered in your account – place the new name in capital letters/bold for legibility
  • Mention the reason for change in name – choose from the options given above, or another legitimate reason
  • Confirm whether you will be changing your signature as well – you will need to make a fresh application for that
  • Provide your postal and email addresses and mobile number

Essential documents for changing name in a bank account

  • Copy of the marriage certificate from the office of the marriage registrar. To obtain a copy, register your marriage at the marriage registrar's office.
  • If the name change is due to any of the other reasons then a copy of the Gazette notification that mentions both your old and new names should be enclosed. This is a legal document, and the copy will have to be notarized.
  • Also include an affidavit declaring your name change.
  • A photocopy of the name change announcement published in the newspaper should also be included.
  • Copy of self-attested Photo Identification documents, such as PAN card/Aadhar card/Passport etcetera

Sample Letter to Bank for Change of Name

To, The Bank Manager Name of Bank Branch Postal Address of the Branch From, Your name as in bank records Your mailing address as available in the bank records Mobile number Email id Date Subject: Application for Name Change in Bank Account Dear Sir / Madam, I [state your old name here] have a savings/current account [mention account number here] with your bank. I have changed my name legally and wish to update the new name in your records linked with the aforementioned account. Please find the necessary details below: Account number Customer ID/CIF number Your current/old name in the bank records Your new legal name [mention it in capital/bold] Mention the reason for change Enclosed herewith please find attested photocopies of supportive documents for your reference: Include a list of all the documents that you will be submitting Check the list of documents given above and include copies of the most relevant ones Ensure that certificates such a marriage and name change Gazette notification are attested by a competent authority Copies of documents of personal identification like your PAN card and Aadhar card should be certified and attested by you I am returning unused and canceled cheque leafs [mention cheque numbers] issued against my old name. I confirm that no cheques have been issued or awaiting clearance. All ECS mandates have also been canceled. I understand that the bank is authorized to dishonor any instrument drawn on my old name. I am also returning my credit and debit cards that bear my old name. I request that a new cheque book and credit and debit cards, with my new name, be issued to me at the earliest. Thanking you Yours sincerely [Place your signature, followed by your old name and date]

Final note of caution

  • Before you submit the letter to bank for change of name, ensure that your account is active. The bank will not comply with your request if the account is dormant.
  • It is mandatory to enclose documents pertaining to your new name. The bank will not entertain requests where proper proof of name change is not attached with the application.

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Sample Letter to Bank for Name Change after Marriage

Changing your name after marriage is a significant life event, and one of the essential steps is to update your name with various institutions, including your bank. Informing your bank about your name change ensures that all your financial documents and accounts reflect your new legal name. 

Writing a letter to your bank is a professional and formal way to communicate this change. This article will guide you through the step-by-step process of writing a letter to the bank for a name change after marriage.

Step 1: Format and Structure

Start by formatting your letter in a professional and business-like manner. Use a formal letterhead if available, which includes your current address, contact details, and the date. 

If you don’t have a letterhead, align your address and contact details on the top left corner of the page. Leave a blank line and then include the bank’s name, branch address, and contact information aligned on the left side as well. Skip another line and write a polite salutation, such as “Dear Sir/Madam” or “To the Branch Manager.”

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Step 2: opening paragraph.

Then, provide a brief explanation of the purpose of your letter, which is to request a name change after your recent marriage. Express your gratitude for being a valued customer and for the bank’s prompt attention to your request.

Step 3: Explanation and Supporting Documents

It is essential to provide supporting documents to validate your request. Include a photocopy of your marriage certificate or any legal documentation that verifies your name change. Mention that these documents are enclosed with the letter.

Step 4: Updating Account Information

Step 5: contact information, step 6: gratitude and closing, step 7: proofread and enclosures, sample letter to bank for name change after marriage.

[Your Name] [Your Current Address] [City, State, ZIP Code] [Email Address] [Phone Number] [Date]

[Bank Name] [Branch Address] [City, State, ZIP Code]

Dear Sir/Madam or To the Branch Manager,

Subject: Request for Name Change after Marriage

I hope this letter finds you well. I am writing to inform you about my recent marriage and to request a name change in my bank records.

I am an account holder at your esteemed institution, and my current account details are as follows:

Account Holder Name: [Your Current Full Name] Account Number: [Your Account Number] Branch: [Branch Name]

I am pleased to inform you that I recently got married on [Date of Marriage]. As per the legal procedures, I will be changing my name to [Your New Full Name] after marriage. I have attached a photocopy of my marriage certificate as supporting documentation for this name change.

I kindly request you to update my account information accordingly. Please ensure that my new name, [Your New Full Name], is reflected in all your records and systems. This includes updating my name on account statements, checks, debit/credit cards, passbook, and any other relevant documents associated with my account.

Additionally, I would like to provide my updated contact information as follows:

New Address: [Your New Address] Phone Number: [Your New Phone Number] Email Address: [Your New Email Address]

I request you to kindly update your records with this new information to ensure seamless communication regarding my account.

I appreciate your prompt attention to this matter and your continued excellent service. I am grateful for your cooperation in making this name change process smooth and hassle-free. Should you require any further information or documentation, please do not hesitate to contact me at the provided contact details.

Thank you for your assistance. I look forward to receiving confirmation of the name change and updated account information.

[Your New Full Name]

[Signature]

Enclosures:

Photocopy of Marriage Certificate

Frequently Asked Questions (FAQs)

Q: what is a “letter to bank for name change after marriage”.

Answer : A “Letter to Bank for Name Change after Marriage” is a formal written communication that an individual sends to their bank to notify them about their recent marriage and request a change in their name on the bank’s records and account-related documents.

Q: Why is it necessary to write a letter to bank for name change after marriage?

Answer : Writing a letter to bank is an official way to inform them about your name change after marriage. It ensures that your bank records are updated with your new legal name, and all your account-related documents reflect the correct information. This helps in avoiding any confusion or discrepancies in financial transactions.

Q: What should be included in the letter?

Answer : The letter should include your current name and account details, a brief explanation of the purpose of the letter, the date of your marriage, the new name you wish to adopt, and supporting documentation such as a photocopy of your marriage certificate. You should also request the bank to update your account information and provide any updated contact details.

Q: How should the letter be formatted?

Answer : The letter should be formatted in a professional manner. If you have a letterhead, use it to include your current address and contact details. If not, align your address and contact details on the top left corner of the page. Include the bank’s name, branch address, and contact information below your details. Use a polite salutation such as “Dear Sir/Madam” or “To the Branch Manager.”

Q: Is it necessary to provide supporting documents?

Answer : Yes, it is essential to provide supporting documents to validate your name change request. Include a photocopy of your marriage certificate or any other legal documentation that proves your name change. Enclose these documents with the letter.

Q: How should the letter be concluded?

Answer : The letter should be concluded by expressing gratitude for the bank’s cooperation and prompt attention to your request. Use a polite and professional tone throughout the letter. Sign off with a closing, such as “Sincerely” or “Yours faithfully,” followed by your current full name. Leave space for your signature and print your name below it.

Q: How should the letter be proofread before sending?

Answer : Before sending the letter, proofread it carefully for any spelling or grammatical errors. Ensure that all the necessary details are included and accurate. Verify that you have attached the required supporting documents. Taking these steps will help ensure that your letter is clear, error-free, and professional.

Q: How long does it take for the bank to process the name change request?

Answer : The processing time for a name change request may vary depending on the bank’s internal procedures. Generally, it can take a few days to a couple of weeks. It is advisable to follow up with the bank if you haven’t received confirmation or any updates regarding the name change within a reasonable period.

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application letter for name change in bank

Sample Name Change Request Letter Template in PDF Format

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application letter for name change in bank

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Name Change Request Letter Sample to Bank After Marriage

A name change request letter is a written document used to officially inform a bank of a change in a customer’s name due to marriage. This letter serves as proof of the name change and is used to update the customer’s account information with the bank. The sample letter provides a format and content guide for the customer to follow when drafting their own name change request letter to their bank.

It typically includes details such as the customer’s previous name, new name, account number, and any relevant documentation supporting the name change. The letter should be sent to the bank’s attention, addressed to the relevant department, and signed by the customer.

Use our name change request letter sample to inform your bank of your change in name & address after marriage. Includes all necessary details & evidence. Note: Some banks may require an official application form, available at their branch or website.

Date : __________

From (Name of the Account-holder) (Complete Address) (Telephone Number)

To, The Branch Manager (Name of the Bank) (Name of the Branch)

Sub .: Request for Name and Address Change in Savings Account

Dear Sir/Madam,

I hope this letter finds you in good health and spirits. I am writing to inform you that I am the sole holder of the savings account bearing account number __________ in your bank at the _________ branch. I recently got married on (Date), and as a result, I have undergone a name change and a change in my residential address. I kindly request that you update my account information with the following details:

Old name before marriage: __________________ New name after marriage: ___________________

Old address before marriage: _________________ New address after marriage: __________________

I am enclosing self-attested copies of the following documents to support the changes: (1) Marriage certificate, (2) Marriage invitation card, (3) Gazette notification, (4) Updated PAN card, and (5) Updated Aadhar card.

I kindly request that you update my account information and any linked services in a timely manner. I would appreciate your prompt attention to this matter.

Thank you for your time and consideration.

Yours faithfully,

(Signature) (Name of the Account-holder)

Encl.: As above

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How To Write Bank Account Name Change Application?

How to Change Your Bank Account Name | DBS Bank

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A detailed account of the process for Bank Account Name Change

Key Takeaways

  • Changing your name is a 3-step legal process.
  • You have to write an application to the bank to change your name on your bank account.
  • You must provide relevant documents supporting the name change.
  • You can also have your name changed on passbooks, cheque books, debit cards etc.
  • You can change your name for various reasons like marriage, change in spelling, etc.

Introduction

Miss Sheena Melvin Das recently got married. Upon becoming a Missus, she decided to honour her husband by taking his last name. She decided to change her name to Sheena Raymond Diaz. She needed to ensure all her documents legally had her new name, including her bank accounts. Like Ms. Das, you too may want to change your name for a legit reason. This article highlights a few reasons why one may wish to change their name, how they can go about it and how they can update their changed name with their banks.

application letter for name change in bank

Most Likely Reasons You Would Want a Name Change

  • Changing First and/or Last Name after marriage.
  • Changing Name after Divorce
  • Combining Two Last Names after marriage
  • Changing name for various other reasons (religious, numerological, personal etc.)

3-Step Process to Change Your Name Legally

Before changing your name in the bank or your identity proofs, e.g., PAN card, Aadhar Card or Driving License etc., you need to change your name legally. It is a 3-step process involving notarised Affidavit, Newspaper Advertisement and Gazette Notification.

  • You must sign an affidavit on the suggested stamp paper stating your reason for the name change along with your new name, and the affidavit should be notarised.
  • Publish an advertisement in two local newspapers, informing about the name change. You must also get your name published in your state gazette by submitting the relevant forms and newspaper publications.
  • You will receive copies of the Gazette on which the name change notification has been published.

Only after legally changing your name can you apply for a name change in banks and other institutions.

Steps to Change Your Bank Account Name

You must present a signed written application to the bank. You can refer to the following sample letter.

The Branch Manager

(Bank name, address)

Subject: Application for Changing the Name of the Bank Account.

I, (your name), hold a bank account with account number (your bank account number), in your branch (your current branch). I have legally changed my name and would like to update the new name in my bank account. A copy of the notarised affidavit, gazette notification and newspaper publications are enclosed for your reference.

Kindly do the needful at the earliest.

Yours Sincerely

(Name and Signature)

  • Attach the Notarised Name Change Affidavit, Gazette Notification, Marriage Certificate (in case of name change after marriage) and copies of Newspaper Publications.
  • After your application is verified and acknowledged, the bank will initiate the process to change your name in its system.
  • Once this process is completed, the bank will notify you via SMS or email.
  • You can apply for your new name to be printed on the passbooks, cheque books, debit cards , credit cards etc., as well.

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application letter for name change in bank

If you change your name, you must follow the above process. Only after you change your name legally can you apply to change it in your bank accounts. You can send your bank account name change application online as well as by visiting your bank branch.

With the DBS Bank app, you can open a new savings account online in a few minutes! Download the app to get started.

*Disclaimer: This article is for information purposes only. We recommend you get in touch with your income tax advisor or CA for expert advice.

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  • Name Change Request Letter Sample

In today’s world, anything can become a trend quite easily. We can take name changes as an example. Earlier, only women used to change their names after marriage, but today the case is different. Today, many youngsters are not satisfied with their names and feel like changing them. The name change may be done for various reasons. After changing our names, we have to update all the documents with our new name and also inform our offices, banks, universities, etc. by writing a name change request letter. Read the whole article to get an understanding of the name change request letter.

Name Change Request Letter

Why is the Name Change Request Letter Written?

The name change request letter is written when we are informing someone regarding the changes in our names and to get them updated in their documents so that we don’t face any legal issues in the future due to the mismatch of the names. In today’s time, everything needs document verification, and if we have mismatched names, our work may get delayed due to the rejection of documents.

The name change request letter should contain the necessary attachments, which include the proof document of your name change and a copy of your updated aadhar card/driving license/passport with your new name on it. In the case of a change of name for the children, their parents have to write a letter wherever the need may arise. Below is the format to correctly write the name change request letter.

The Format of a Name Change Request Letter

Name change request letters should always be written in a formal format and should be attached with all the required documents that are needed as proof. Make sure you have a polite and respectful tone while writing the letter.

  • The letter starts with the ‘From’ address, which is your address.
  • The date should be mentioned on which the letter was written.
  • Next is the ‘To’ address, which is the address of the receiver.
  • The subject of the letter is “Name change request letter.”
  • Salutation is done, e.g. Dear Sir or Madam, Respected Sir/Ma’am.
  • Then the main body of the letter is written, which includes your old name and your new name, and a request to update it.
  • Thank you/Thank you in anticipation/Thank you in advance.
  • End the letter with “Yours faithfully, Yours sincerely.”
  • The signature of the person sending the letter and his name in block letters.
  • Proof documents have to be attached which include an affidavit duly signed by the applicant and attested by Judicial Magistrate and your updated photo id with your new name.

Is it still unclear to you how the name change request letter should be drafted? Here are some samples of letters you can use as a guide.

Sample Letter 1 – Name Change Request Letter to School

Paul Dsouza

211, Siddharth Apartments

Daman-651441

Date- 19 September 2022

The Principal

Don Bosco School.

Nahar Nagar

Sub: Requesting a Change of Name in School Documents

Respected Ma’am,

I am Paul Dsouza, the father of Joseph Dsouza. My son is studying at your school in the 8th standard. I would like to inform you that our son’s name has been changed from Joseph Dsouza to Jeff Dsouza. The name change has been done for some personal reasons.

If possible, please make the necessary changes to the school documents as soon as possible. I have attached all the documents required as proof of the new name of my son.

I hope you will do the needful.

Yours faithfully,

(Signature)

PAUL DESOUZA

Attachments-

Updated photo id with a new name.

A legal affidavit attested by a magistrate

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Sample Letter 2 – Name and Address Change Request Letter to the Office

Vinita Khanna

24, Ganesh Housing Society

Gandhi Nagar

Mumbai-401661

Date: June 1, 2022

Dell Inspiron Ltd.

Mumbai-401651

Sub: Requesting a Change in Name and Address in Official Records.

Dear Rajesh Sir,

I, Vinita Khanna, an employee of Dell Inspiron Ltd. with employee id # 6012, would like to inform you that I have changed my name and address after my marriage.

Previous name and address

Name-Vinita Khanna

Address: Ganesh Housing Society, 24,

Gandhi Nagar, Mumbai-401661

New name and address:

Name-Vinita Oberoi

Address-44, Bangla Sahib Society, Hariwal Nagar, Mumbai-601441

I would humbly request that you make the changes to the official records as soon as possible so I don’t have any issues in the future. I have attached all the supporting documents with the letter.

Thank you in anticipation.

Yours sincerely,

VINITA KHANNA

Phone: 9999999999

Attachments –

Frequently Asked Questions on Name Change Request Letter

Question 1. In which format is the name change request letter written?

Answer: Name change request letters can only be written in a formal format. The letter should be respectful and polite.

Question 2. Is it necessary to write a name change request letter after changing our names?

Answer: Yes. A name change request letter has to be written to update our new names in the records of our offices, universities, banks, etc. If we don’t update our new names by writing a name change request letter, we may face issues in the future, such as documents being mismatched due to different names.

Question 3. Which documents act as proof of name change?

Answer: An affidavit duly signed by the applicant and attested by a Judicial Magistrate and your updated photo ID with your new name. Photo ID may be an Aadhar card, driving license, or passport.

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How to Write Letter to Branch Manager to Change Name in SBI Account?

We have got the freedom to change our name in the world, no one will stop you doing it. But to make it official and make it reflect in all the legal documents you need to carry out a legal procedure. If you are looking for a sample letter to the branch manager or application to bank manager. Then you can find the sample letter in this guide. There are many procedures which you need to follow in India to get your name changed which includes some updates to the Gazette of India . You can follow this link to read the articles and guides about the Gazette of India.

But the most important link which I would like to share with you people is the Name Change Procedure in Gazette of India . I highly recommend you to read that article before you proceed with this sample letter to change name in SBI account.

This guide which you are reading is just about the application to bank manager which you need to write to update your name in the bank records. But the above-linked article will let you know the Gazette procedure which you need to follow.

Sample Letter to Change Name in SBI Account [Application to Bank Manager]

SBI is one of the oldest operating banks in India with many branches and thousands of people holding their accounts with the bank. I have come across very few complaints about the SBI. If you want to share your experience with the bank then you can do that by commenting below.

Sample Letter to Change Name in SBI Account

It will help the other people to know how the bank is and it might help them to decide if they should open a bank account with this bank or no. So now let’s have a look at the sample letter to change name in SBI account. You can follow this sample format to write the application to bank manager, but you need to make few changes which I will let you know in the further part of this guide.

To:

Branch Manager,

SBI,

Branch Name,

City, State

Request to Change Name in the Bank Records

Respected Sir/Madam,

I Mr./Miss XYZ having the bank account with the number xxx-xxx-xxx-xxx in your branch of SBI residing at #202, 18th Cross Bhagyanagar, Angol, Belagavi. Today I am writing this letter to you because I want to reflect my name change in the bank records too.

I have recently changed my name legally by following all the Gazette of India Procedures and I have received the Name Change Notification also.

I have attached all the required documents with this application letter which are required to prove my name change. So I request you to process my request and change my name in the SBI account.

Thanking You,

Your Faithfully,

XYZ (Your Signature and Date)

Things which you need to change this sample application to bank manager to change name are as mentioned below.

Branch Name:  Write the name of your branch in this place. For example, Railway Station Branch, Belagavi, Karnataka.

City, State:  Mention the name of your city and the state.

XYZ:  Write your name as it is mentioned in the bank passbook of your SBI account.

xxx-xxx-xxx:  Mention your bank account number.

Address:  The underlined part of the above letter which is a sample address. You need to replace this address with your residential address as it is mentioned in your bank passbook and records.

Your Name and Signature with Date:  Here you have to mention your name and make your signature to make the application letter to close the bank account valid.

So this is the sample letter to change name in SBI account. You have to write the application to bank manager as prescribed above. I hope you are clear with all the information and details which is mentioned above. But if you have any kind of doubts in your mind then you can comment down below.

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Name Change Request Letter Sample | Check Format and Sample Letters

If you have gone through a passport verification process, you would know how important it is to have the same name and address in your passport application and all the other supporting documents you are providing. So, it is important to make sure you change your name legally (if you ever want to change your name) and also get it updated in all official documents and identification cards, even if it is just an alphabet. Most often, a person changes their name for some personal or other reasons.

In this article, you will learn what a name change request letter is and how to write one in this article.

Table of Contents

How to write a name change request letter, name change request letter to bank, application for surname change, surname change request letter to office, frequently asked questions on name change request letter sample.

A name change letter can be raised to banks, offices, government offices, etc. It should include information like your name, address, date, bank or organisation, address of the organisation, your previous name and the changed name or surname. Also, see to that you attach a copy of the proof of name change and other supporting documents.

To further understand the format better, refer to the name change request letter samples provided below.

Name Change Request Letter Samples

As mentioned, in order to change the name or surname, you will have to write a letter to your organisation following the name change letter format. It is similar to that of a formal letter . For instance, in case a child’s name is changed, then the parents will have to write an application letter to the principal of the school requesting to change their name in the register. Refer to the below-provided sample letters for a better understanding of the format.

Ayushi Sharma 567, Satya Nagar Bhubaneswar, Odisha – 751002

17th February, 2022

Shiva Kumar Mishra Branch Manager HDFC Bank Satya Nagar, Odisha – 751002

Sub: Request to change my name in the bank records

I have been a customer of your bank for a few years with account number (mention your account number). I am writing this letter to bring to your kind attention that I have changed my name for some personal reasons, and I want to change the same in the bank records as well. Since my name is now legally changed, I would like to request you to change my name from ARUSHI SHARMA to AYUSHI SHARMA. For your reference, I have attached the legal proof of my name change with this letter.

I request you to do the needful at the earliest possible, and I shall be highly obliged for the same. You can contact me on 9999999999 or at my mail address ([email protected]) for any further clarifications.

Yours sincerely,

Ayushi Sharma

Attachment:

  • Legal proof of name change
  • Copy of Aadhaar card with changed name

Chinmayee Das 448 Saheed Nagar Bhubaneswar, Odisha – 751007

The Principal Vikash Residential School Khandagiri, Odisha – 751036

Sub: Request to change my name and address in school records

I, Chinmayee Das, TGT English, am writing this letter to bring to your kind notice that I have changed my surname after my marriage. I have legally changed my name and address with my husband’s details, and the same has been updated in my certificates also.

Previous name – Chinmayee Das

New name – Chinmayee Das Mohanty

Changed address – 654 Mahatma Gandhi Road, Berhampur, PIN – 751090.

I would like to request you to kindly make the changes as per the proof so that there won’t be any further issues legally. I have enclosed the supporting documents along with the letter. Please do the needful at the earliest.

Chinmayee Das TGT English

  • Legal proof of surname and address change
  • Aadhaar card with new details

Ashima Chakraborty Shiv Krupa Building Dairy Circle, Koramangala Bangalore- 560043

The HR Manager UIV Solutions Ring Road, Mahadevpura Bangalore – 560016

Sub: Request to change my surname as per records

I, Ashima Dutta, with employee ID E09876, have now changed my surname and address details after my marriage. The details have been changed legally, and the necessary changes have also been made in the documents. I request you to update my details as mentioned below:

Before marriage:

Name – Ashima Dutta

Address – B Narayanapura, #98, 2nd Cross Road, Mahadevpura, Bangalore- 560016

After Marriage:

Name – Ashima Chakraborty

Address – Shiv Krupa Building, Dairy Circle, Koramangala, Bangalore- 560043

Kindly do the needful as early as possible to avoid any further miscommunication.

Ashima Chakraborty Contact: 9999999999 Mail id: [email protected]

Attachments:

  • Aadhaar card with the changed name
  • Legal proof of surname changed

How can I change my name in my bank loan account?

After your name or address has been changed legally, write a name change request letter to the branch manager of your bank, mentioning the old name and the changed name that has to be updated with your account details and legal proof of name change.

Can I write to the bank manager for the change of my surname in my current account?

You can write to the branch manager where your account is registered with the proof of legal changes made against your name.

Which documents can be considered as proof of name change?

An affidavit with the signature of the applicant and attested by the Judicial Magistrate/Notary will be considered as the legal proof of your name change.

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Application for Name change in Bank, Request Letter

March 13, 2023 by admin Leave a Comment

Application for Name Change in Bank: If you changed your name for personal reasons or may be entered incorrectly in your bank account, here are various samples for different reasons. You can use it for your application.

Usually, while legally changing your Name, inform your bank through the Name Change letter to the bank manager by mentioning the reason and requesting to change it politely.

Also, attach the related documents with your application for reference. Confirming the update with your changed name takes almost 8 to 10 days.

Here you can get samples of a Name change request letter and how to write an application for a name change in bank instructions.

  • 1 Application for Name change in Bank
  • 2 How to write an application for name change in a bank
  • 3 Application for Change Name in bank account
  • 4 Application for Name Change in bank after Marriage
  • 5 Application Format for Name Change in Bank Account
  • 6 Bank Account Name Change Application
  • 7 Bank Account Name change letter
  • 8 Name Change request letter sample in bank
  • 9 Application for Changing Name in bank
  • 10 Name change letter format to bank
  • 11 Name change letter to bank

Application for Name change in Bank

To The Branch Manager, State bank of India (Your Bank Name) 30 DR, Dr B.N. Reddy Rd, T. Nagar, (Your Bank Address) Chennai – 600017

Date: DD/MM/YYYY

Subject – Application for Name change in Bank

Respected Sir/ Madam, The major purpose of writing this application is to bring your kind consideration that myself _________ having bank account in your distinguished bank for eight years.

I changed my name at the beginning of the month for easy pronunciation. Hence I request you change my name in the bank documents and update the new name.

My Bank details are listed below. Account Holder Name: Account Number: IFSC code:

I have submitted all the required certificates for your verification. I hope you will do the process as early as possible.

Old Name: New Name:

Thanking You

Yours Faithfully, (Signature) Name (Contact Details) Copy of gazette certificate Copy of affidavit document

Application for Name change in Bank

How to write an application for name change in a bank

1. Start to write the application to the Bank Manager, Followed by mentioning the bank’s name and address of the branch.

2. Write the exact date of your application.

3. Write the subject in a single line. i.e., Application for Name Change in Bank.

4. Now, you can write the main content by pointing out why you must legally change your name.

5. Mention the Old and the New names and request the manager the update your bank account.

6. At the end of the letter, greet the bank manager to Thank You.

7. Close the Application with your signature.

Application for Change Name in bank account

To The Branch Manager, Bank of Baroda (Your Bank Name) 21/10, TT Krishnamachari Rd, Alwarpet, (Your Bank Address) Chennai – 600018

Subject – Application for change name in Bank

Respected Sir/ Madam,

With cordial regards, I wish to let me inform you that I have been maintaining a bank account in your reputable bank. My name is Preethi which is wrongly printer in my bank details as Preeti. Therefore I need to change my misspelled name and correct the name I provided.

You can contact me if you need further clarification regarding the name change. The mandatory certificates are attested with this application for your reference. I request you do the procedure quickly; it will be highly appreciable.

Yours Faithfully, (Signature) Name (Contact Details)

Application for Name Change in bank after Marriage

To The Branch Manager, ICICI Bank (Your Bank Name) 12, Conron Smith Rd, Gopalapuram, (Your Bank Address) Chennai – 600086

Subject – Application for Name change in Bank after marriage

This is to convey to you that I am __________, an account holder of your bank for the past six years. I got married two weeks ago, and I wish to change.

My surname is legally combined with my husband’s name in my bank account records. Therefore I humbly request you change my name in my bank details and include my husband’s name.

The essential documents are submitted with this application for your reference.

My Bank details are listed below.

Account Holder Name: Account Number: IFSC code:

I shall be grateful always for your kind gesture.

Application Format for Name Change in Bank Account

To The Branch Manager, HDFC Bank (Your Bank Name) No 36, Plot No 1259, 1st Floor, Jubilee Hills (Your Bank Address) Hyderabad – 500033

Subject – Name Change Application in Bank

I am writing this letter to portray you that I have been holding a bank account in your distinguished bank for eight years. I was intense in religious conversion and decided to change my old name ________ into ________ for my sake. My name is legally changed, which is proven in the gazetted document.

So I urge you to change my name in all bank account data. I humbly request you change my name as soon as possible. I am so grateful for your constant support and good response.

Yours Faithfully, (Signature) Name (Contact Details) Gazette certificate Photograph with a name change a new name for identification

Bank Account Name Change Application

To The Branch Manager, Bank of Baroda (Your Bank Name) PLOT NO.83, PHASE, Street Number 9, (Your Bank Address) Hyderabad – 500085

Subject – Bank account name change application

With due respect, this is to indicate to you that I am _ maintaining a bank account in your eminent bank for five years. In all my bank records, my father’s name is misspelled with my full name.

Therefore, I am in a condition to change the improper name to the correct one. Hence I request you to do the procedure properly. My sincere gratitude for your action will stay forever.

Thank you in advance. If you have any queries, please get in touch with my contact number.

Bank Account Name change letter

To The Branch Manager, Punjab National bank (Your Bank Name) 4, Street Number 4, AP Textbook Colony, (Your Bank Address) Hyderabad – 500007

Subject – Bank account name change letter

I want to let you know that I am ________, processing a bank account in your esteemed bank with account number _________.

My name is Combined with my husband’s name as a surname. Due to a mutual separation, I must eliminate his surname from my name. I humbly request you change the name.

I have attached the affidavit certificate gazette copy and this application as evidence for your verification. I shall be highly obliged for your kind concern and positive approach.

Name Change request letter sample in bank

To The Branch Manager, Union Bank (Your Bank Name) Door No. 8-2-460, 2/1, Street No. 4, (Your Bank Address) Hyderabad – 500034

Subject – Name change request letter

This is to bring your kind attention to the fact that I am ________, an account holder of your bank for the past six years.

I want to inform you that I have changed my name to the stylish name due to the humiliation and outdated.

The legal documents for changing my name are produced with this letter. I request you change the remaining name in my bank account and update the new name for my bank benefits. Please acknowledge my situation and accept my appeal.

Many thanks for considering my request.

Related: Application for Signature Change in Bank

Application for Changing Name in bank

To The Branch Manager, Indian Bank (Your Bank Name) 9FVW+4JQ, Barkathpura Cir, Barkatpura, (Your Bank Address) Hyderabad – 500027

Subject – Application for changing name in bank

I am writing to express my intention through this application to hold a bank account in your well-distinguished bank.

I have changed my name ________ into _________ due to the impact of astrology. According to my personal belief, my surname has been altered. So I need to remove my old name from all my bank details. Please respond to me to update the new name I mentioned in this letter. 

The photograph with the new name advertised in the newspaper and other significant documents are enclosed with this letter for your confirmation. 

Therefore I request you do the process in a short time. Your prompt responses are much appreciated.

Thank you for being so supportive.

Name change letter format to bank

To The Branch Manager, JK Bank (Your Bank Name) 9FPG+FC5, JN Road, Chandra Vihar, (Your Bank Address) Hyderabad – 500001

Subject – Request Name change letter

I am writing to get your attention that my name is _________ maintain a bank account in your bank with account number as a transgender person.

I wish to affirm my gender identity after my transition, so I officially changed my name two weeks back.

I request you to please remove the name which is denoted in my bank data and update my new name for my further transaction without any problem.

I am enclosing documents of gazetted copy, Affidavit copy and published advertisement newspaper for your reference.

My old name: My new name:

If you have any queries regarding the name change, you can get in touch at any time. Thank you so much for your valuable time and for considering my application.

Must Read: Cheque Book Request Letter to Bank

Name change letter to bank

To The Branch Manager, Indian Overseas Bank (Your Bank Name) Ground Floor, Tajmahal Hotel Lane, (Your Bank Address) Hyderabad – 500001

Subject – Name change Request letter to bank

I am writing this letter to let me notify you that I am handling a bank account in your outstanding bank for a decade.

The name that is held in my bank details was lengthy. So I decided to have a short and single name. I have changed my name officially in recent days. Now I have decided to update my new name ________ instead of in my bank account.

I request you make this happen as early as possible. I have submitted the essential documents as proof of your name change confirmation. Thank you in advance for your amazing response to this application.

Thank you in advance for your amazing response to this application.

  • Application for Opening Bank Account
  • Application for Bank Statement
  • Application for Bank Account Transfer

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Sample letter format to change your name in bank account.

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Application for Bank Account Branch Transfer (with Samples & PDFs)

I have listed sample templates to help you craft an effective and professional application for bank account branch transfer.

Also, I would like to point out that you can also download a PDF containing all the samples at the end of this post.

Application for Bank Account Branch Transfer Request

First, find the sample template for application for bank account branch transfer below.

Subject: Application for Bank Account Branch Transfer

Respected Sir/Madam,

I am [Your Name], a customer of [Current Bank Branch Name], holding savings account number [Current Account Number]. I am writing to request a transfer of my bank account to another branch of the same bank due to my relocation to a new area.

I kindly request your assistance in transferring my account to the [New Bank Branch Name] located at [New Bank Branch Address]. The new branch is closer to my current residence, which will make it more convenient for me to manage my banking needs.

I would appreciate it if you could process this request at your earliest convenience and provide me with any necessary guidance or forms required for the transfer. I assure you of my cooperation and prompt completion of any formalities needed for the smooth transfer of my account.

Thank you for your attention to this matter.

Sincerely, [Your Name] [Your Contact Information]

Below I have listed 5 different sample applications for “application for bank account branch transfer” that you will certainly find useful for specific scenarios:

Application for Bank Account Branch Transfer

Application for Bank Account Branch Transfer

To, The Manager, [Current Bank Name], [Current Bank Branch Address], [City, State, Pin Code]

I am writing this letter to request the transfer of my bank account from [Current Bank Name], [Current Bank Branch Address] to [New Bank Branch Address]. I have recently shifted to a new locality and find it inconvenient to visit the current branch for my banking needs.

My account details are as follows: Account Holder Name: [Your Name] Account Number: [Your Account Number] Current Branch: [Current Bank Branch Name] New Branch: [New Bank Branch Name]

I appreciate your assistance in this matter and look forward to a smooth transition to the new branch. Thank you for your attention to this request.

Yours sincerely,

[Your Name]

Application for Bank Account Name Correction

Application for Bank Account Name Correction

To, The Branch Manager, [Name of the Bank], [Branch Address], [City, State, Pin Code].

Subject: Application for Bank Account Name Correction

I am writing this letter to inform you that there is an error in my bank account details. I recently noticed that my account name is misspelled as [Incorrect Name] instead of my correct name [Correct Name].

I kindly request you to make the necessary correction in your records to reflect my correct name. I have attached a copy of my identity proof (Aadhar Card/Driving License) for your reference.

Thank you for your cooperation.

[Your Name] [Your Account Number] [Your Contact Number]

Application for Bank Account Joint Holder Addition

Application for Bank Account Joint Holder Addition

I, [Your Name], a proud account holder of Savings Account No. XXXXXXXX at your esteemed [Bank Name] branch, kindly request you to add [Name of the Person to be Added] as a joint holder to my existing bank account.

I have enclosed all the necessary documents for the addition of [Name of the Person] as a joint holder. I kindly request you to process this request at the earliest convenience.

Yours faithfully,

Application for Bank Account Closure

Application for Bank Account Closure

Subject: Application for Bank Account Closure

I am writing to inform you that I would like to close my bank account with your branch. My account details are as follows: Account Holder’s Name: [Your Name] Account Number: [Your Account Number]

I request you to kindly process the closure of my account at the earliest. Please transfer the remaining balance, if any, to my new bank account provided below: Bank Name: [New Bank Name] Account Number: [New Account Number] IFSC Code: [IFSC Code]

Application for Bank Account Upgrade

Application for Bank Account Upgrade

Subject: Application for Bank Account Upgrade

I am writing to request an upgrade for my bank account. My current account number is [Your Account Number]. I have been a loyal customer of [Bank Name] for [Number of Years] years and have always valued the services provided by your esteemed bank.

I would like to upgrade my account to a [Type of Account] account as it offers additional benefits and features that would be beneficial to me. I believe that this upgrade will help me manage my finances better and make banking easier for me.

Thank you for considering my application. I look forward to continuing my banking relationship with [Bank Name] and experiencing the enhanced services that come with the upgraded account.

How to Write Application for Bank Account Branch Transfer

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application letter for name change in bank

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application letter for name change in bank

  • Entering and staying in the UK
  • Rights of foreign nationals in the UK
  • Rights of nationals from outside the EU and EEA
  • Right to work checks: an employer's guide
  • Immigration Enforcement
  • UK Visas and Immigration

Employer's guide to right to work checks: 21 June 2024 (accessible version)

Updated 2 July 2024

application letter for name change in bank

© Crown copyright 2024

This publication is licensed under the terms of the Open Government Licence v3.0 except where otherwise stated. To view this licence, visit nationalarchives.gov.uk/doc/open-government-licence/version/3 or write to the Information Policy Team, The National Archives, Kew, London TW9 4DU, or email: [email protected] .

Where we have identified any third party copyright information you will need to obtain permission from the copyright holders concerned.

This publication is available at https://www.gov.uk/government/publications/right-to-work-checks-employers-guide/employers-guide-to-right-to-work-checks-21-june-2024-accessible-version

21 June 2024

About this guidance

This guidance advises an employer how to conduct a right to work check and sets out the specific actions you can take to prevent liability for a civil penalty. This is called ‘establishing a statutory excuse against liability for a penalty’.

This guidance applies to right to work checks conducted on or after 13 June 2024 to establish or retain a statutory excuse from having to pay a civil penalty for employing a person who is not permitted to do the work in question.

Previous versions of this guidance

Where the employment commenced on or after 29 February 2008, and a statutory excuse was established for the duration of that person’s employment before 16 May 2014, the document checks set out in the ‘Full guide for employers on preventing illegal working in the UK’ published in October 2013 continue to apply.

Where the employment commenced on or after 16 May 2014, and a statutory excuse was established for the duration of that person’s employment before 28 January 2019, the document checks set out in the ‘Employer’s guide to right to work check’ , last published on 29 June 2018, continue to apply.

For example, since 16 May 2014, for those people in the UK who require permission to work and reside, an immigration endorsement must be in a current passport to demonstrate a right to work. However, if you conducted a check between 29 February 2008 and 15 May 2014 and accepted an immigration endorsement in a passport that had expired or has since expired, your statutory excuse continues because this was an acceptable document at the time you conducted the check. You are only required to conduct follow up checks on an employee if their right to work is time-limited.

Since 28 January 2019, employers have been able to rely on the Home Office online service, ‘Check a job applicant’s right to work: use their share code’ to establish a statutory excuse.

Where the employment commenced on or after 28 January 2019, and a statutory excuse was established for the duration of that person’s employment before 1 January 2021, the document checks set out in the ‘Employer’s guide to right to work checks’ , last published on 28 January 2019, continue to apply.

Where the employment of an EEA citizen or non-EEA family member commenced on or after 1 January 2021, and a statutory excuse was established for the duration of that person’s employment before 1 July 2021, the document checks set out in the ‘Employer’s guide to right to work checks’ , last updated on 17 March 2021, continue to apply.

Applicants to the EU Settlement Scheme (EUSS) have their rights protected whilst their application is determined. Where the employment of an EEA citizen or non-EEA family member commenced on or after 1 July 2021, and a statutory excuse was established for the duration of that person’s employment before 31 August 2021, the document checks set out in ‘An employer’s guide to right to work checks’ continue to apply. Where the employment of an EEA citizen or non-EEA family member commenced on or after 31 August 2021, and a statutory excuse was established for the duration of that person’s employment, the document checks set out in the relevant employer’s guide at the time of the check continue to apply (guidance: 31 August 2021 , 17 January 2022 or 6 April 2022 ).

On 6 April 2022, changes came into force regarding the use of biometric cards. Holders can no longer use their physical card as evidence of a right to work, and are now required to use the Home Office online service. Changes also enabled employers to use Identity Document Validation Technology (IDVT) via the services of an Identity Service Provider (IDSP) to complete the digital identity verification element of right to work checks for British and Irish citizens who hold a valid passport (including Irish passport cards). Therefore, where employment commenced on or after 6 April 2022, and a statutory excuse was established for the duration of that person’s employment before 26 January 2023, the document checks set out in the ‘Employer’s guide to right to work checks’ , updated on 6 April 2022, continue to apply

On 26 January 2023, changes were made to enable some individuals with an outstanding, in-time application for permission to stay in the UK, or an appeal, or administrative review (3C leave) to prove their right to work using the Home Office online checking service. Therefore, where employment commenced on or after 26 January 2023, and a statutory excuse was established for the duration of that person’s employment before 17 October 2023, the document checks set out in the ‘ Employer’s guide to right to work checks ’, updated on 28 February 2023, continue to apply.

On 9 August 2023, changes were made to the EU Settlement Scheme (EUSS) to tackle spurious applications and prevent abuse of the EUSS Certificate of Application (CoA). For a late application to the EUSS made from 9 August 2023 to be valid and a CoA issued, the applicant needs to show the Home Office there are reasonable grounds for their delay in making their application.

On 18 October 2023, changes reflected that employers are no longer required to verify a digital Certificate of Application (CoA) with the Employer Checking Service (ECS) when conducting a right to work online check involving an outstanding EUSS application made on or after 1 July 2021. Therefore, where the employment of an EEA citizen or non-EEA family member commenced on or after 17 October 2023, and a statutory excuse was established for the duration of that person’s employment before 13 February 2024, the document checks set out in the ‘Employer’s guide to right to work checks’, last updated on 18 October 2023, continue to apply.

On 13 February 2024 changes came into force to reflect that the civil penalty for employers, which was last increased in 2014, will be raised up to £45,000 per illegal worker for a first breach from £15,000, and up to £60,000 for repeat breaches from £20,000.

Summary of changes in this issue of the guidance

This guidance was last updated on 21 June 2024.

The most significant updates contained in this guidance relate to:

Right to work checks involving EEA citizens and their non-EEA family members with presettled status under the EUSS.

Clarification on the role of the Department for Science and Innovation Technology (DSIT), within the accreditation process of IDSPs and holding a certificate against a current version of the UK Digital Identity and Attributes Trust Framework (UKDIATF).

Clarification on follow-up checks involving holders of short-dated Biometric Residence Permits (BRPs) and the Home Office transition to online evidence of immigration status (eVisa).

Application Registration Card (ARC) holders granted permission to work in jobs on the Shortage Occupation List or Immigration Salary List. In addition, clarification on follow-up checks of this cohort via the Home Office Employer Checking Service (ECS).

Clarification that List A, item 6 of the acceptable documents list also includes consular birth certificates.

1. Introduction

All employers in the UK have a responsibility to prevent illegal working. You do this by conducting simple right to work checks before you employ someone, to make sure the individual is not disqualified from carrying out the work in question by reason of their immigration status.

This guidance provides information on how and when to conduct a right to work check. You should also refer to the following documents:

Code of practice on preventing illegal working: Civil penalty scheme for employer

Code of practice for employers: avoiding unlawful discrimination while preventing illegal working

If you conduct the checks as set out in this guide and the code of practice, you will have a statutory excuse against liability for a civil penalty in the event you are found to have employed someone, who is disqualified from carrying out the work in question, by reason of their immigration status. This means that if we find that you have employed someone who does not have the right to do the work in question, but you have correctly conducted right to work checks as required, you will not receive a civil penalty for the illegal worker in question.

In addition to the codes of practice and this guidance, there are a range of tools available on GOV.UK to support you in conducting right to work checks.

Why do we need to prevent illegal working?

The ability to work illegally is a driver of illegal migration. It leaves people vulnerable to exploitation and results in unscrupulous employers undercutting compliant businesses. It can also negatively impact on the wages of lawful workers and is linked to other labour market abuse such as tax evasion, breach of the national minimum wage and exploitative working conditions, including modern slavery in the most serious cases.

Legislation

The law on preventing illegal working is set out in sections 15 to 25 of the Immigration, Asylum and Nationality Act 2006 (the 2006 Act), section 24B of the Immigration Act 1971 , and Schedule 6 of the Immigration Act 2016 .

The 2006 Act replaced section 8 of the Asylum and Immigration Act 1996 (the 1996 Act) in respect of employment commencing on or after 29 February 2008.

Under section 15 of the 2006 Act, an employer may be liable for a civil penalty if they employ someone who does not have the right to undertake the work in question if that person commenced employment on or after 29 February 2008.

Who is this guidance relevant for?

Employers, including their Human Resource staff and those staff within the same business with delegated responsibility for the recruitment and employment of individuals, should read this guidance to understand their responsibility to correctly carry out right to work checks, and, therefore, ensure compliance with the law.

This guidance applies to employers who employ staff under a contract of employment, service or apprenticeship, whether express or implied and whether oral or in writing.

As the employer, you (and not the members of your staff carrying out the checks, whether they are your employees or workers engaged by your business) are liable for the civil penalty. Where you have used an Identity Service Provider (IDSP) to carry out digital identity checks on British and Irish citizens who hold a valid passport (including Irish passport cards), you will retain obligations set out in this guidance to ensure compliance under the Scheme. If you choose to use an IDSP, you (rather than the IDSP) are still liable for the civil penalty should the employee later be found to be working without the requisite permission and it is reasonably apparent the check has not been completed correctly. Other than where you use an IDSP for checks on British and Irish citizens who hold a valid passport (including Irish passport cards), you cannot establish a statutory excuse if the check is performed by a third party, such as a recruitment agency or your professional adviser.

Even if you are not the direct employer of the workers involved in your business, there are compelling reasons why you should seek to know that your workers have a right to work. If illegal workers are removed from your business, it may disrupt your operations and result in reputational damage. There could be adverse impacts on your health and safety and safeguarding obligations, as well as the potential invalidation of your insurance if the identity, qualifications, and skill levels of your workers are not as claimed. Accordingly, you may wish to check that your contractors conduct the correct right to work checks on people they employ.

References in this guidance

‘3C leave’ (Section 3C of the Immigration Act 1971) extends existing immigration permission, and any associated conditions, to a person who makes an ‘in-time’ application to extend their stay in the UK. ‘In-time’ means the application was made before the existing permission expired. The individual will continue to hold 3C leave while they are awaiting a decision on that application and while any appeal or administrative review they are entitled to is pending.

‘Breach’ means that section 15 of the Immigration, Asylum and Nationality Act 2006 has been contravened by employing someone who is subject to immigration control; and

aged over 16; and

not allowed to carry out the work in question because either they have not been granted immigration permission or because their permission:

(i) is invalid;

(ii) has ceased to have effect (meaning it no longer applies) whether by reason of curtailment, revocation, cancellation, passage of time or otherwise; or

(iii) is subject to a condition preventing them from accepting the employment.

‘Certificate of Application’ (CoA) is a digital, or ’non-digital’, document which individuals can rely on to demonstrate their eligibility to work, rent, and access to benefits and services. This document is issued when a valid application is made to the EU Settlement Scheme.

‘Civil Penalty Notice’ means a notice given under section 15(2) of the Immigration, Asylum and Nationality Act 2006 that requires an employer to pay a penalty of a specified amount.

‘Current document’ means a document that has not expired.

‘Document’ means an original document unless specified that a copy, electronic or screenshot is acceptable.

‘EEA’ means citizens of EEA countries or Switzerland.

The EEA countries are: Austria, Belgium, Bulgaria, Croatia, Republic of Cyprus, Czech Republic, Denmark, Estonia, Finland, France, Germany, Greece, Hungary, Iceland, Ireland, Italy, Latvia, Liechtenstein, Lithuania, Luxembourg, Malta, Netherlands, Norway, Poland, Portugal, Romania, Slovakia, Slovenia, Spain and Sweden.

‘EUSS’ means the EU Settlement Scheme. The EUSS provides a basis for European Economic Area (EEA) and Swiss citizens resident in the UK by 31 December 2020 and their eligible family members, to apply for the UK immigration status which they require to remain here.

‘eVisa’ refers to a digital visa provided by the Home Office as evidence of a person’s immigration status (permission to enter or stay in the UK).

‘Home Office Employer Checking Service’ refers to the enquiry and advice service operated by the Home Office that employers are required to contact in certain circumstances to check whether a person is allowed to work in the UK and, if so, the nature of any restrictions on that person’s right to do so.

‘Home Office online right to work checking service’ means the online system allowing employers to check whether a person is allowed to work in the United Kingdom and, if so, the nature of any restrictions on that person’s right to do so. This system is accessible for employers on the ‘Check a job applicant’s right to work use their share code’ page on GOV.UK. No other online portal relating to immigration status may be used instead for right to work checking purposes.

‘Identity Document Validation Technology’ (IDVT) are forms of technology operated for the purpose of verifying the identity of a person, whereby a digital copy of a physical document relating to that person is produced for verification of the document’s validity, and whether that person is the rightful holder of the document.

An identity service provider (IDSP) is a provider of identity verification services using IDVT. In the context of this guidance, an IDSP may be certified to provide identity verification to specific levels of confidence, specified by government standards. IDSPs are sometimes referred to as ‘identity providers’.

‘Immigration permission’ (also known as ‘leave’) should be read as ‘Permission to Enter / Leave to Enter or Permission to Stay / Leave to Remain.

A ‘Joining Family Member’ is an individual of any nationality (including EEA) who was not themselves resident in the UK by 31 December 2020, but is joining an EEA national or relevant sponsor in the UK who either holds EUSS status or, in limited circumstances, would be eligible for EUSS status if they applied.

‘Leave to Enter’ or ‘Leave to Remain’ see ‘Permission to Enter’ and ‘Permission to Stay’

‘Level of Confidence’ (LoC) is determined through a process required of IDSPs called ‘identity checking’ which is made up of 5 parts. Each step of the identity checking process is scored, and these scores are used to determine the Level of Confidence which has been achieved.

‘Negative Verification Notice’ (NVN) is a negative confirmation that a person does not have the right to work from the Employer Checking Service. If an employer receives an NVN, but continues to employ this person, the employer will not have a statutory excuse and may be liable for a civil penalty or be committing a criminal offence.

‘Non-EEA citizens’ means the citizens of countries outside the EEA.

An ‘online right to work check’ means the response generated by the Home Office online right to work checking service in relation to a person.

‘Permission to Enter’ also known as ‘Leave to Enter’. Immigration documents and guidance may refer to either term, both are appropriate. This means that a person has permission from the Home Office to enter the UK.

‘Permission to Stay’ also known as ‘Leave to Remain’. Immigration documents and guidance may refer to either term, both are acceptable. This means that a person has permission from the Home Office to be in the UK.

‘Positive Verification Notice’ (PVN) is a positive confirmation of a person’s right to work from the Employer Checking Service. This will provide the employer with a statutory excuse for six months from the date specified in the Notice.

‘Pre-settled status (PSS)’ means limited leave to enter or remain issued under the EU Settlement Scheme. Pre-settled status is initially given for five years and will be extended unless the person no longer meets the requirements for it.

‘Right to work’ means allowed to be employed by virtue of qualifying immigration status.

‘Right to work checks’ refer to prescribed manual document checks, prescribed Home Office online right to work checks and prescribed use of an Identity Service Provider (IDSP).

‘Settled status’ means indefinite leave to enter or remain issued under the EU Settlement Scheme. The person will usually have lived in the UK for a continuous five-year period and not have left the UK for more than five years in a row since then. A person with settled status can stay in the UK indefinitely.

‘Statutory excuse’ “refers to an employer’s defence against liability for a civil penalty, which can be obtained where the prescribed right to work checks have been carried out.

‘Valid application’ means individuals who comply with the validation requirements of an application process, including the enrolment of biometrics, if required, and the provision of evidence of nationality and identity.

‘Check a job applicant’s right to work: use their share code’ means the Home Office online checking service on GOV.UK which enables employers to check whether a person has a right to work and, if so, the nature of any restrictions on that person’s right to do so.

‘We’ or ‘us’ in this guidance mean the Home Office.

‘You’ and ‘your’ in the guidance mean the employer.

2. How to establish a statutory excuse for right to work checks

You must conduct a right to work check before you employ a person to ensure they are legally allowed to do the work in question for you. If an individual’s right to work is time-limited, you should conduct a follow-up check shortly before it is due to come to an end.

A statutory excuse is an employer’s defence against a civil penalty. In order to establish a statutory excuse against a civil penalty in the event that an employee is found to be working illegally, employers must do one of the following before the employee commences employment:

a manual right to work check (all)

a right to work check using IDVT via the services of an IDSP (British and Irish citizens only)

a Home Office online right to work check (non-British and non-Irish citizens)

Conducting any of these checks as set out in this guidance and in the code of practice will provide you with a statutory excuse.

You can also use the Employer Checking Service where an individual has an outstanding application, administrative review or appeal and their digital profile is not yet enabled to evidence this, or if their immigration status requires verification by the Home Office, for example in the case of Crown Dependencies.

Conducting a manual document-based right to work check

There are three steps to conducting a manual document-based right to work check. You need to complete all three steps before employment commences to ensure you have conducted a check in the prescribed manner, in order to establish a statutory excuse.

Step 1: Obtain

You must obtain original documents from either List A or B of the acceptable documents at Annex A.

Step 2: Check

You must check that the documents are genuine and that the person presenting them is the prospective or existing employee, the rightful holder and allowed to do the type of work you are offering. You must check that:

  • photographs and dates of birth are consistent across documents and with the person’s appearance in order to detect impersonation;
  • expiry dates for permission to be in the UK have not passed;
  • any work restrictions to determine if they are allowed to do the type of work on offer (for students who have limited permission to work during term-times, you must also obtain, copy and retain details of their academic term and vacation times covering the duration of their period of study in the UK for which they will be employed);
  • the documents are genuine, have not been tampered with and belong to the holder; and
  • the reasons for any difference in names across documents can be explained by providing evidence (for example, original marriage certificate, divorce decree absolute, deed poll). These supporting documents must also be photocopied and a copy retained.

Step 3: Copy

You must make a clear copy of each document in a format which cannot manually be altered and retain the copy securely: electronically or in hardcopy. You must also retain a secure record of the date on which you made the check. Further information can be found under ‘Retaining Evidence’ below.

You must copy and retain copies of:

Passports: any page with the document expiry date, the holder’s nationality, date of birth, signature, immigration permission, expiry date, biometric details, photograph and any page containing information indicating the holder has an entitlement to enter or remain in the UK (visa or entry stamp) and undertake the work in question (the front cover no longer has to be copied).

All other documents: the document in full, including both sides of an Immigration Status Document and an Application Registration Card.

All copies of documents taken should be kept securely for the duration of the worker’s employment and for two years afterwards. The copy must then be securely destroyed.

We recommend you use our:

employers’ ‘ Right to Work Checklist ’ to ensure you have correctly carried out all the steps you need to; or

online interactive tool ‘ Check if someone can work in the UK ’, which will take you through the process by asking you a series of questions.

Both will help you to confirm that you have undertaken each step correctly to establish your statutory excuse.

Acceptable documents

The documents you may accept from a person to demonstrate their right to work are set out in two lists – List A and List B as set out in Annex A of this guidance.

List A contains the range of documents you may accept for a person who has a continuous right to work in the UK (including British and Irish citizens). If you conduct the right to work checks correctly before employment begins, you will establish a continuous statutory excuse for the duration of that person’s employment with you. You do not have to conduct any follow-up checks on this individual.

List B contains a range of documents you may accept for a person who has a temporary right to work in the UK. If you conduct the right to work checks correctly, you will establish a time-limited statutory excuse. You will be required to conduct a follow-up check in order to retain your statutory excuse.

Checking the validity of documents

When you are checking the validity of the documents, you should ensure that you do this in the presence of the holder. This can be a physical presence in person or via a live video link. In both cases you must be in physical possession of the original documents. For example, an individual may choose to send their documents to you by post to enable you to conduct the check with them via live video link. You may not rely on the inspection of the document via a live video link or by checking a faxed or scanned copy of the document.

The responsibility for checking the document is yours. Whilst it may be delegated to your members of staff (this includes agency workers engaged by you and working under your control), you will remain liable for the penalty in the event the individual is found to be working illegally and the prescribed check has not been correctly carried out. You may not delegate this responsibility to a third party where you are carrying out a manual check of original documents.

Whilst you may use a third party to provide support in terms of technical knowledge or specialised equipment to prevent the employment of illegal workers, the responsibility for performing the check (in order to obtain a statutory excuse from a civil penalty) will remain with you as the employer.

If you are given a false document, you will only be liable for a civil penalty if it is reasonably apparent that it is false. This means that a person who is untrained in the identification of false documents, examining it carefully, but without the use of technological aids could reasonably be expected to realise that the document in question is not genuine.

You will not obtain a statutory excuse if:

it is reasonably apparent that the person presenting the document is not the person referred to in that document, even if the document itself is genuine.

you know that the individual is not permitted to undertake the work in question.

you know that the documents are false or do not rightfully belong to the holder.

You may wish to read the online guidance about recognising fraudulent identity documents. Guidance on examining identity documents can be found on GOV.UK. You can also compare identity and travel documents against the images published on:

PRADO - Public Register of Authentic travel and Identity Documents Online

These are archives of identity and travel documents.

If you wish to access Home Office online training on document fraud, please contact the Immigration Enforcement Checking & Advice Service training team at: [email protected]

If someone gives you a false document or a genuine document that does not belong to them, you should use this link to report the individual to us or call our Employer Enquiry helpline on 0300 790 6268 (Monday to Thursday, 9am to 4:45pm; Friday 9am to 4:30pm).

Retaining evidence

You must keep a record of every document you have checked. This can be a hardcopy or a scanned copy in a format which cannot be manually altered, such as a jpeg or pdf document. You should keep the copies securely for the duration of the person’s employment and for a further two years after they stop working for you. The file must then be securely destroyed.

You should also be able to produce these document copies quickly in the event that you are requested to show them to demonstrate that you have performed a right to work check and retain a statutory excuse.

You must also make a note of the date on which you conducted the check. This can be by either making a dated declaration on the copy or by holding a separate record, securely, which can be shown to us upon request. This date may be written on the document copy as follows: ‘the date on which this right to work check was made: [insert date]’ or a manual or digital record may be made at the time you conduct and copy the documents which includes this information. You must be able to show this evidence if requested to do so in order to demonstrate that you have established a statutory excuse. You must repeat this process in respect of any follow up check.

You may face a civil penalty if you do not record the date on which the check was performed. Simply writing a date on the copy document does not, in itself, confirm that this is the actual date when the check was undertaken. If you write a date on the copy document, you must also record that this is the date on which you conducted the check.

COVID-19 temporary adjusted checks

The temporary adjustments to right to work checks, introduced on 30 March 2020, ended on 30 September 2022.

Since 1 October 2022, employers must carry out one of the prescribed checks as set out in this guidance before employment begins.

You do not need to carry out retrospective checks on employees who had a COVID-19 adjusted check between 30 March 2020 and 30 September 2022 (inclusive). You will maintain a statutory excuse against liability for a civil penalty if the check undertaken during this period was done in the prescribed standard manner or as set out in the COVID-19 adjusted checks guidance . However, any individual identified with no lawful immigration status in the UK may be liable to immigration enforcement action.

Using an Identity Service Provider (IDSP)

Since 6 April 2022, employers have been able to use IDVT via the services of an IDSP to complete the digital identity verification element of right to work checks for British and Irish citizens who hold a valid passport (including Irish passport cards).

Digital identity verification conducted by IDSPs is the process of obtaining evidence of the prospective employee’s identity, checking that it is valid and belongs to the person who is claiming it.

If you use the services of an IDSP for digital identity verification, holders of valid British or Irish passports (or Irish passport cards) can demonstrate their right to work using this method. This will provide you with a continuous statutory excuse. It is your responsibility to obtain evidence of the IDVT check from the IDSP. You will only have a statutory excuse if you reasonably believe that the IDSP has carried out their checks in accordance with this guidance.

You must not treat those who do not hold a valid passport, or do not wish to prove their identity using an IDSP less favourably. You must provide individuals with other ways to prove their right to work and should carry out a manual document-based right to work check in these circumstances.

Prior to the 6 April 2022 changes to right to work checks, employers were already able to use IDSPs to enhance their pre-employment checking processes and minimise the risk of fraud. The Home Office previously published guidance on the use of IDVT for this purpose. You may, therefore, find IDSPs who offer their services in relation to supporting manual checks of physical documents, or checks via the Home Office online right to work checking service.

However, other than where you use an IDSP expressly for right to work checks of British or Irish citizens with a valid passport (or Irish passport card), it is not possible to establish a statutory excuse against liability for a civil penalty if the manual document-based check, or online service right to work check, is performed by an IDSP.

For a detailed guide on how to complete a right to work check using an IDSP, please refer to Annex C of this guidance.

Basic steps to conducting a RTW check using an IDSP:

IDSPs can carry out digital identity verification to a range of standards or levels of confidence. The Home Office recommends that employers only accept checks via an IDSP that satisfy a minimum of a Medium Level of Confidence. A list of certified providers is available for you to choose from on GOV.UK: Digital identity certification for right to work, right to rent and criminal record checks . It is not mandatory for you to use a certified provider: you may use a provider not featured within this list if you are satisfied that they are able to provide the required checks.

Satisfy yourself that the photograph and biographic details (for example, date of birth) on the output from the IDVT check are consistent with the individual presenting themselves for work (i.e., the information provided by the check relates to the individual and they are not an imposter). This can be done in person or by video call.

You must retain a clear copy of the IDVT identity check output for the duration of employment and for two years after the employment has come to an end.

Should you be found to be employing individuals without their identity and eligibility being verified correctly in the prescribed manner, you will not have a statutory excuse in the event the individual is found to be working illegally by reason of their immigration status. The employer remains liable for any civil penalty if there is no statutory excuse.

Conducting a Home Office online right to work check

A Home Office online right to work check will provide you with a statutory excuse against a civil penalty in the event of illegal working involving the subject of the check. You can do an online check by using the online service, entitled ‘Check a job applicant’s right to work: use their share code’ on GOV.UK.

It will not be possible to conduct a Home Office online right to work check in all circumstances, as not all individuals will have an immigration status that can be checked online. The online right to work checking service sets out what information you will need to complete an online check. In circumstances in which an online check is not possible, you should conduct the manual check.

Currently, the Home Office online service supports checks for a range of individuals, depending on the type of immigration documentation they are issued with. The use of digital proof of immigration status forms part of our move towards a UK immigration system that is digital by default. This will be simpler, safer and more convenient.

Some individuals have been issued with an eVisa and can only use the online service to prove their right to work.

Biometric Residence Card (BRC), Biometric Residence Permit (BRP) and Frontier Worker Permit (FWP) holders are also only able to evidence their right to work using the Home Office online service. This means you cannot accept or check a physical BRC, BRP or FWP as proof of right to work.

How does the service work?

Individuals using the service must select one of the three reasons for sharing their immigration status. For prospective or existing employees, they must select choose to prove their right to work in the UK.

After selecting the correct option, in this case ‘Prove your right to work to an employer: get a share code’ the individual can then generate a 9-character long share code that can be passed on to an employer which, when entered alongside the individual’s date of birth, enables you to access the required information.

The share code will be valid for 90 calendar days from the point it has been issued and can be used as many times as needed within that time.

Share codes can only be used for the purpose they were originally selected for. All share codes begin with a letter denoting the purpose the share code can be used for. Where a share code begins with the letter ‘W’, this will indicate that the share code has been generated by a prospective or existing employee to evidence their right to work. Employers will not be able to accept or use share codes which begin with the letter ‘R’ or ‘S’ as these are designed for other services.

If a share code has expired, or the individual has used a code generated by another service, you must ask them to resend you a new right to work share code.

Where an individual provides you with a share code, you must carry out the check by accessing the employer part of the online service at ‘Check a job applicant’s right to work: use their share code’ page on GOV.UK in order to obtain a statutory excuse against a civil penalty. It is not sufficient to view the details provided by the prospective or existing employee on the migrant part of the service.

The online service allows checks to be carried out by video call. You do not need to see physical documents as the right to work information is provided in real time directly from Home Office systems.

Step 1: Use the Home Office online service

The individual may provide the share code to you directly, or they may choose to send this to you via the service. If they choose to send it to you via the service, you will receive an email from [email protected].

To check the person’s right to work details, you will need to:

access the service Check a job applicant’s right to work: use their share code

enter the ‘share code’ provided to you by the individual, and

enter their date of birth

It is not sufficient to simply view the details provided to the individual on the migrant part of the service and doing so will not provide you with a statutory excuse.

Screenshot of an email providing the share code. The email has the following title: "You can now view Felicia Thais' right to work details". Underneath there is a bullet point which reads "share code W73 GZX YF6".

The above image is an example of the message an employer receives when an individual has sent their share code to the employer via the online service.

You must check that the photograph on the online right to work check is of the individual presenting themselves for work (i.e. the information provided by the check relates to the individual and they are not an imposter). This can be done in person or by video call.

If the image of the individual on their digital profile is showing incorrectly or is of poor quality, you should advise the individual to update the image on their account. They can do this by visiting: Update your Visas and Immigration account details . Further information and support is also available via the UKVI Resolution Centre .

You must only employ the person (or continue to employ an existing employee, if you are conducting a follow-up check) if the online check confirms they have the right to work and are not subject to a condition preventing them from doing the work in question.

If you employ someone on the basis of the online check, but it is reasonably apparent from the photograph that the individual working is not the individual to whom the information provided in the check relates, you may face a civil penalty in the event of illegal working or risk being found guilty of a criminal offence.

Screenshot from the online service showing the individual has a continuous right to work.

The above image is from the online service and shows the individual has a continuous right to work.

Screenshot from the online service showing the individual has a time-limited right to work and confirms the date that their permission to enter or stay expires.

The above image is from the online service and shows the individual has a time-limited right to work and confirms the date that their permission to enter or stay expires.

Screenshot from the online service showing the individual has a restricted, time-limited right to work. It confirms the hours they can work and the date that their permission to enter or stay expires.

The above image is from the online service and shows the individual has a restricted, time limited right to work. It confirms the hours they can work and the date that their permission to enter or stay expires.

Step 3: Retain evidence of the online check

You must retain evidence of the online right to work check. This should be the ‘profile’ page confirming the individual’s right to work. This is the page that includes the individual’s photo and date on which the check was conducted. You will have the option of printing the profile or saving it as a PDF or HTML file.

You should store this securely, (electronically or in hardcopy) for the duration of employment and for two years afterwards. The file must then be securely destroyed. You should also be able to produce these document copies quickly in the event that you are requested to show them to demonstrate that you have performed a right to work check and retain a statutory excuse.

You must repeat this process in respect of any follow up check.

Biometric Residence Permits

Biometric Residence Permits (BRPs) provide evidence of the holder’s immigration status in the UK. They contain the holder’s unique biometric identifiers (fingerprints, digital photograph) within the chip. They also display a photograph and biographical information on the face of the document and details of entitlements, such as access to work and/or public funds.

As part of the development of a border and immigration system that is digital by default, physical documents are to be phased out by the end of 2024, replaced with a system of digital immigration status (eVisa) . Therefore, you may see BRP cards with an expiry date of 31 December 2024 where the holder has permission to stay in the UK that ends after that date. This is not an error and the holder’s rights and entitlements are unaffected as the date refers to the expiry of the document only, and not to the holder’s immigration status. When the holder provides you with a share code to prove their right to work, their online profile will display the expiry date of their immigration permission, rather than the card expiry date of 31 December 2024.

A follow up check is not needed until the employee’s permission is due to expire. Where the 31 December 2024 was taken as the expiry date, a follow up check will be required.

Further information about BRPs and the Home Office transition to eVisas is available at:

Biometric residence permits (BRPs): What a BRP is

Online immigration status (eVisa)

For migrants overseas who are granted permission to enter the UK for more than six months, they are issued with a vignette (sticker) in their passport which is valid for 90 calendar days to enable them to travel to the UK. Following their arrival, they will have 10 calendar days or before their vignette expires (whichever is later) to collect their BRP from the Post Office branch detailed in their decision letter.

BRP holders must still collect their card, but they prove their right to work using the Home Office online service rather than showing the physical document. Those permitted to work in the UK are strongly encouraged to collect their BRP before they start work in order to use the information to generate a right to work share code. If they need to start work for you prior to collecting their BRP, they will be able to evidence their right to work by producing the short validity vignette in their passport which they used to travel to the UK. You will need to conduct a manual right to work check on the basis of this vignette, which must be valid at the time of the check. However, as this will expire 90 calendar days from issue, you will have to repeat the check using the online service, for the statutory excuse to continue.

If you employ someone on the basis of the short validity vignette and they are unable to access their BRP information to use the online service when the vignette time expires, you are not required to immediately terminate the employment if you believe the employee continues to have the right to work. However, once the 90 calendar days has expired, you will not be able to establish a statutory excuse if it transpires that the employee is working illegally.

Biometric Residence Permits (BRPs) and National Insurance numbers

Some individuals are automatically issued a National Insurance Number (NiNo) as part of their immigration application. This currently applies to most migrants and dependants who have been granted permission in any skilled worker category or as a refugee, including those granted settled status through a protection route. In such cases, the NINo will appear in the remarks on the reverse of the BRP or on their online profile. In these cases, there is no need for the migrant or the employer to make a separate application to the Department for Work and Pensions to obtain one.

Changes to the way in which biometric cards are used to evidence right to work

The way in which Biometric Residence Card, Biometric Residence Permit and Frontier Worker Permit (“Biometric cards”) holders evidence their right to work has changed.

Since 6 April 2022, biometric card holders are required to evidence their right to work using the Home Office online service only. Employers cannot accept physical cards for the purposes of a right to work check even if it shows a later expiry date. Biometric cards have been removed from the lists of acceptable documents used to conduct a manual right to work check.

Retrospective checks will not be required on biometric card holders who, before 6 April 2022, used their physical card to demonstrate their right to work. Employers will maintain a statutory excuse against a civil penalty if the initial checks were undertaken in line with the guidance that applied at the time the check was made.

If an employer chooses to undertake a retrospective check and identifies an existing employee who no longer has a right to work, they are required to take the appropriate action.

When to contact the Home Office Employer Checking Service to verify right to work

In certain circumstances, you will need to contact the Home Office’s Employer Checking Service (ECS) to establish a statutory excuse. These are when:

You are presented with a document (non-digital CoA or an acknowledgement letter or email) confirming receipt of an application to EUSS on or before 30 June 2021.

You are presented with a non-digital CoA confirming receipt of an application to the EUSS on or after 1 July 2021.

You are presented with a valid Application Registration Card stating that the holder is permitted to undertake the work in question. Any work will be restricted to employment in a shortage occupation.

You are satisfied that you have not been provided with any acceptable documents and are unable to carry out a check using the online service.

The person presents other information indicating that they have an outstanding application for permission to stay in the UK with the Home Office, which was made before their previous permission expired or has an appeal or administrative review pending and, therefore, cannot provide evidence of their right to work.

You consider that you have not been provided with any acceptable documents, but the person presents other information indicating they are a long-term resident of the UK who arrived in the UK before 1988.

In the above circumstances, you will establish a statutory excuse only if you are issued with a Positive Verification Notice (PVN) confirming that the named person is allowed to carry out the type of work in question.

You should not contact the ECS where employment commenced before 29 February 2008 and has been continuous ever since. You will receive a Negative Verification Notice because this employment is out of scope of the civil penalty scheme. This notice does not require you to take action and does not indicate that they do not have the requisite permission to work.

The ECS aims to provide a response within five working days of receiving a valid request. It is your responsibility to inform the person you intend to employ, or continue employing, that you are carrying out this check on them.

To find out if you need to request a verification check from the ECS and to conduct that check, you should use the online tool ‘ Use the Employer Checking Service - GOV.UK (www.gov.uk) ’.

Application Registration Card and asylum seekers

The Application Registration Card (ARC) is the card used by asylum claimants to demonstrate they have made an asylum claim. Since 2017, ARC closely resemble the Biometric Residence Permit, including extra security features, a biometric facial image and an expiry date. Whilst the earlier version of the ARC is no longer being issued, the cards already in circulation will continue to be acceptable until they expire.

Asylum claimants are provided with accommodation and support to meet their essential living needs if they would otherwise be destitute. Asylum claimants can apply for and may be granted permission to work if their claim has been outstanding for more than 12 months through no fault of their own.

Claimants granted permission to work on or before 3 April 2024 are restricted to working in jobs on the shortage occupation list published by the Home Office. Their ARC will state “work permitted shortage OCC”.

You may accept a new biometric style or an old-style ARC, provided you verify the right to work and any work restrictions by obtaining a Positive Verification Notice (PVN) issued by the ECS. This excuse will expire six months from the date of the PVN, when a follow-up check must be undertaken if the statutory excuse is to be retained.

The follow up check must be carried out before the six-month statutory excuse expires. Any permission to work granted will come to an end if their claim is refused and any appeal rights are exhausted. Provided you have obtained a PVN from the ECS, you will continue to have a statutory excuse for the duration stated in the PVN unless you become aware that the worker is working illegally within that six-month period and you continue to employ them in spite of that knowledge.

Anyone who is granted permission to stay in the UK as a refugee, or who is granted humanitarian protection has unrestricted access to the labour market. A refugee may demonstrate their right to work through the Home Office online service (if they have a BRP) or Immigration Status Document, requiring a manual check (an older form of document issued to refugees and certain other categories of migrant prior to the introduction of the BRP).

Outstanding applications, Appeals and Administrative Reviews

If you request verification from the ECS, because the employee or potential employee has an outstanding application with us or appeal or administrative review against a Home Office decision, you should wait at least 14 calendar days after the application, appeal or administrative review has been delivered or posted to us or the court, before requesting a verification check. This is because it takes this amount of time for most cases to be registered with the Home Office.

In order to make the verification request with the ECS, you must obtain confirmation from your employee or potential employee of when the application, appeal or administrative review was made to the Home Office. This information must be included in the request form.

In-time applications (3C leave)

Where an in-time application to extend or vary leave is made and the application is not decided before the person’s existing leave expires, section 3C of the Immigration Act 1971 extends the person’s existing leave.

An application for further immigration permission to stay in the UK must be made before existing permission expires for it to be deemed ‘in-time’. Upon doing this, any existing rights (including a right to work) will continue until that in-time application (and any appeal or administrative review) has been determined. Where section 3C is triggered, it will extend leave while any appeal or administrative review they are entitled to is pending.

The Home Office online service now supports a range of individuals, who have outstanding, in-time applications for permission to stay in the UK. Where an individual advises you that they have an outstanding, in-time application, and they are an eVisa holder, you should ask them to provide you with a share code. Once in receipt of the share code, you can use the online service to carry out the right to work check as set out in this guidance.

In such circumstances, the online service will provide confirmation of the individual’s right to work and will provide you with a statutory excuse for a period of six months. This is the standard duration when right to work checks are conducted on individuals who have an outstanding, in-time immigration application. Upon any subsequent application to renew the right to work, you must carry out a follow-up check.

Some users may not be supported by the online service at this time as work continues to move to digital by default. In circumstances where the individual is unable to provide you with a share code, yet they have an outstanding, in-time application, please contact the ECS for verification of this.

Appeals and Administrative Reviews

Administrative reviews have replaced some rights of appeal where the applicant believes our decision to refuse their application is incorrect. For decisions made in the UK, the review application must be made within 14 calendar days from notification of the decision. Any previous permission to work continues during the period that an administrative review can be made and, if made, will continue until the administrative review has been determined (decided or withdrawn). This will normally be within 28 calendar days.

Where an application for an administrative review is brought after the period for making an application has expired, we may decide to accept the application as valid. If so, any permission to work will continue from the date that the administrative review is accepted. This will be confirmed by a PVN from the ECS. The individual will not be permitted to work between the date that their previous permission to work expired and the date the administrative review was deemed valid.

Further detail on administrative reviews can be found on GOV.UK.

Windrush generation individuals

The Government has put in place additional safeguards to ensure that those who have lived lawfully in the UK since before 1988 are not denied access to work.

In some circumstances, individuals of the Windrush generation (those who arrived in the UK before 1973) and those non-UK citizens who arrived in the UK between 1973 and 1988, may not be able to provide documentation from the lists of acceptable documents to demonstrate their entitlement to work in the UK. The Home Office has established the Windrush Help Team which is handling applications under the Windrush Scheme for confirmation of indefinite leave to remain, including a biometric residence permit or applications for British citizenship.

In these circumstances, you should contact the Employer Checking Service (ECS).

The ECS will notify the Windrush Help Team, who will contact the individual to confirm their circumstances and arrange for their status to be resolved. Working with the Windrush Help Team, the ECS will be able to confirm an individual’s right to work in these circumstances and will do so by issuing you with a PVN.

A PVN issued by the ECS will provide you with a statutory excuse for six months from the date stated in the PVN. The information provided by the ECS will clearly set out whether a repeat check will be required, and if so, when.

The Windrush Help Team can offer support and guidance about the Windrush Scheme and advise individuals on how to apply. It can also help vulnerable people or those who need additional support. If a prospective or existing employee has been affected, they can contact the Windrush Help Team via the above link or by calling 0800 678 1925.

EEA citizens

Following the UK’s exit from the EU, the Immigration and Social Security Coordination (EU Withdrawal) Act 2020 ended free movement law in the UK on 31 December 2020 at 23:00 (11pm) GMT. There followed a grace period of six-months during which relevant aspects of free movement law were saved to allow eligible EEA citizens and their family members resident in the UK by 31 December 2020 to apply to the EUSS. This period ended on 30 June 2021.

Right to work checks for EEA citizens since 1 July 2021

EEA citizens and their family members are required to have immigration status in the UK. They can no longer rely on an EEA passport or national identity card to prove their right to work as this only confirms their nationality. They are required to provide evidence of lawful immigration status in the UK, in the same way as other foreign nationals.

There is no requirement for a retrospective check to be undertaken on EEA citizens who entered into employment before 1 July 2021. You will maintain a continuous statutory excuse against liability for a civil penalty if the initial checks were undertaken in line with the guidance that applied at the time you made the check.

If you choose to carry out retrospective checks, you must ensure that you do so in a non-discriminatory manner. The Code of practice for employers: avoiding unlawful discrimination while preventing illegal working provides practical guidance on how to avoid unlawful discrimination when conducting right to work checks.

Irish citizens

Irish citizens continue to have unrestricted access to work in the UK. They can prove their right to work using their Irish passport or Irish passport card (in either case, whether current or expired), or their Irish birth or adoption certificate together with an official document giving the person’s permanent National Insurance number and their name issued by a government agency or a previous employer.

Eligible Irish citizens may choose to apply to the EUSS (see below for information on how to check the right to work of an EUSS status holder).

Irish citizens can also apply for a frontier worker permit, this permit can be issued digitally or as a physical permit, so they can prove their right to work using the Home Office online right to work service .

How EEA citizens are required to prove their right to work

Eea citizens granted status under the eu settlement scheme (euss).

The majority of EEA citizens now prove their right to work using the Home Office online service.

The Home Office no longer requires employers to carry out repeat checks on holders of presettled status. Accordingly, a right to work check on holders of pre-settled and settled status granted under the EUSS is only required prior to the commencement of employment.

Where initial checks were correctly undertaken prior to the commencement of employment on a holder of pre-settled status, and providing you are not knowingly employing someone without the right to work, the Home Office shall not take civil penalty action against you.

If you choose to carry out follow-up checks, you must ensure that you do so in a nondiscriminatory manner. The Code of practice for employers: avoiding unlawful discrimination while preventing illegal working provides practical guidance on how to avoid unlawful discrimination when conducting right to work checks.

Frontier workers

A ‘frontier worker’ is an EEA citizen who is resident outside the UK but is economically active (employed or self-employed) in the UK. They have rights under the Withdrawal Agreement, the EEA European Free Trade Association (EFTA) Separation Agreement and the Swiss Citizens’ Rights Agreement (‘the Agreements’) to enter the UK and work for as long as they remain a frontier worker.

Frontier workers are issued with a frontier worker permit either digitally or, in a small number of cases, physically. Using the online service, as set out in this guidance, will provide you with a statutory excuse against liability for a civil penalty.

It is mandatory for frontier workers to obtain a frontier worker permit as evidence of their right to enter the UK. However, it is not mandatory for frontier workers, who have rights under the Agreements, to use a frontier worker permit to evidence their rights (including their right to work) in the UK.

Consequently, it is open to any frontier worker protected under the Agreements to demonstrate the existence of their rights in a different way to using the online service. To obtain a statutory excuse against liability for a civil penalty in such cases, if a frontier worker chooses not to provide a share code, or they were issued with a physical permit, you must request a right to work check from the ECS.

In these cases, you must obtain a copy of the employee’s documents which evidence that they were exercising rights as a frontier worker on 31 December 2020 and have continued to do so, as these will form part of your statutory excuse.

Before providing you with a response, the ECS may contact you and ask you to send them a copy of the documents you have checked. The ECS will confirm if the individual has the right to work, and when you need to carry out a follow-up check. Where the ECS can issue a Positive Verification Notice (PVN) in the absence of a frontier worker permit, you will be required to carry out a follow-up ECS check in six months to maintain your statutory excuse.

If you choose to employ the individual as a frontier worker, without checking their frontier worker permit via the online service or securing a PVN from the ECS, you will not establish a statutory excuse against liability for a civil penalty should the individual be found to be working illegally.

Evidence required in the absence of a frontier worker permit:

evidence of the applicant’s own identity and that they are an EEA citizen – such as a passport or national identity card

evidence they are primarily resident outside of the UK, such as utility bills or bank statements which include proof of address outside the UK

evidence they were working in the UK as an employed or self-employed person on 31 December 2020

evidence they have continued to be employed or self-employed in the UK since 31 December 2020

Retained frontier worker status

A frontier worker who has (or had) temporarily stopped working can still be treated as a worker if they can provide proof that they are, or were:

temporarily unable to work because of illness or an accident

in duly recorded involuntary unemployment

involuntarily unemployed and in vocational training

temporarily unable to work following pregnancy or childbirth

voluntarily stopped working to start vocational training related to their previous occupation

Guidance on what is considered sufficient evidence for retaining frontier worker status can be found in the frontier worker permit case working guidance here: Frontier Worker Permit Scheme Guidance .

Service provider from Switzerland

A ‘Service provider from Switzerland’ (SPS) is an individual of any nationality, who is required by their employer (who must be based in Switzerland) or Swiss national who is self-employed, to execute contracts to temporarily provide services for a party based in the UK. The contract to carry out work must have been signed and started before 11pm on 31 December 2020. Eligible companies have rights under the Swiss Citizens’ Rights Agreement to enable employees, or self-employed Swiss nationals to travel to the UK to provide services for up to 90 calendar days per year. An SPS must obtain their visa in advance of travel.

An SPS visa is a hard copy document without an online checking function. The visa will be in the form of a vignette and will identify the individual as a ‘Service Provider from Switzerland’, and can be issued in two ways:

(All nationalities) within a passport

(Swiss citizens only) on an official form (“Form for Affixing a Visa”) - If the individual is a Swiss citizen, they can choose to apply to the immigration route using their Swiss identity card. In this circumstance, the vignette will be attached to an official Home Office form

As an employer you are not required to carry out a right to work check on an individual with an SPS visa, as they are not in your employment. You may, however, be asked to provide a copy of the contract held with the Swiss company for which the visa holder is carrying out work or services.

The SPS visa specifies that an individual is permitted to provide services for up to 90 calendar days per calendar year or less if there is another employee working on the same contract. The 90 days’ work can be spread over the entire calendar year. The visa allows the individual to enter and leave the UK multiple times during the visa period.

Further information is available in the Service Providers from Switzerland Guidance .

Applications submitted to the EU Settlement Scheme (EUSS)

EEA citizens, and their family members, who have made a valid application to the EUSS have temporary protection of rights under the Withdrawal Agreement, the EEA EFTA Separation Agreement or the Swiss Citizens’ Rights Agreement, which gives them a right to work until their application is finally determined. This includes pending the outcome of any administrative review or appeal against a decision to refuse status. Employers should not treat those with an outstanding, valid application less favourably.

Certificate of Application (CoA)

Where an individual has been issued with a CoA, you must first check whether this is a ‘digital’ or ‘non-digital’ CoA. A CoA is evidence that an individual has made a valid application to the EUSS and should be used to evidence their right to work until their application (and any appeal or administrative review) is finally determined.

Digital Certificate of Application

Most individuals with an outstanding valid application made to the EUSS have been issued with a digital CoA. In this instance, you should check with the individual and ask them to provide you with a share code. This means you can check their right to work immediately via the online service and do not need to contact the ECS. The online service will provide confirmation of their right to work and advise when a follow-up check is required.

Previously, where the individual had a digital CoA to evidence a valid application made to the EUSS on or after 1 July 2021, the online service would direct the employer to verify this via the ECS. Since 1 October 2023, employers have no longer been directed to verify such a check with the ECS.

Non-digital Certificate of Application

A ‘non-digital’ CoA is a PDF document attached to an email or a letter, sent to the individual, advising them how prospective employers can verify their right to work. Where a prospective employee provides you with a ‘non-digital’ CoA as evidence of an application made to the EUSS, you should check with the individual and ask them to provide you with a share code to verify their right to work as per the ‘Digital Certificate of Application’ section above.

If they have not been issued a digital version and are unable to provide you with a share code, you should contact the ECS. You must make a copy of the ‘non-digital’ CoA and retain this copy, together with a PVN from the ECS. In doing so, you will have a statutory excuse for six months from the date stated on the PVN.

You can request a right to work check from the ECS using the online form ‘request a Home Office right to work check’ on GOV.UK.

EU Settlement Scheme status granted by a Crown Dependency

The Crown Dependencies (the Bailiwick of Jersey, the Bailiwick of Guernsey, and the Isle of Man) each operate their own equivalents of the EUSS for those eligible to apply. The UK and the Crown Dependencies recognise status granted under each other’s scheme, so an individual granted settled or pre-settled status by a Crown Dependency will be considered to have settled or pre-settled status in the UK.

The Isle of Man and Guernsey issue a letter to those granted EUSS status. Jersey issues a letter and operates an immigration status checker service for individuals to obtain confirmation of their status at any point.

When presented with a letter or email confirmation of EUSS leave from a Crown Dependency, you must request a right to work check from the ECS. You must keep a copy of the Crown Dependency letter or email and retain this with the response from the ECS to have a statutory excuse against liability for a civil penalty.

The Home Office will no longer require employers to carry out repeat checks on holders of presettled status. Accordingly, a right to work check on holders of pre-settled and settled status granted under the EUSS will only be required prior to the commencement of employment. Where initial checks were correctly undertaken prior to the commencement of employment on a presettled status holder, and provided you are not knowingly employing someone without the right to work, the Home Office shall not take civil penalty action against you.

Outstanding EU Settlement Scheme applications in a Crown Dependency

Where an individual has an outstanding application to the EUSS of the Crown Dependencies they will have a letter or email notification confirming their outstanding application. You must request a right to work check from the ECS.

You must retain a copy of the letter or email notification with the response from the ECS to have a statutory excuse against liability for a civil penalty.

EEA citizens with Indefinite Leave to Enter or Remain

EEA citizens with Indefinite Leave to Enter or Remain (ILE/R) are not required to make an application to the EUSS but can do so if they wish.

Since 1 July 2021, EEA citizens with ILE/R are required to prove their right to work in the same way as other foreign nationals who do not have a digital status. You can carry out a manual check of their Home Office documentation such as an endorsement / vignette in a current passport stating ‘Settlement’, ‘Indefinite Leave to Enter or Remain’ or ‘No Time Limit’. Some citizens may have a current Biometric Residence Card (BRC) to confirm their ILE/R and this can be used to access the online right to work service.

Further information:

If you encounter EEA citizens who believe that they have ILE/R but do not have a document to confirm this, please encourage them to:

  • apply to the Windrush Scheme to get proof of their ILE/R status
  • see if they are eligible to apply to the EU Settlement Scheme , if they have reasonable grounds for the delay in making their application

If they are from Malta or Cyprus, they may also be able to apply for British citizenship through the Windrush Scheme .

Applications for either scheme are free of charge.

Points-Based Immigration System

EEA citizens who come to the UK to live, work or study since 1 January 2021 need to obtain immigration status under the points-based system in the same way as other foreign nationals. The majority of EEA citizens will be provided with an eVisa. However, this will be dependent upon the immigration route and how they made their application. Some EEA citizens will have a Biometric Residence Permit (BRP). Those with a valid BRP must use the online right to work service.

To prove their right to work from 1 July 2021, individuals will provide you with a share code and their date of birth which will enable you to check their Home Office immigration status via the online service, ‘Check a job applicant’s right to work: use their share code’ available on GOV.UK.

EEA citizens and non-EEA family members without lawful immigration status

We recognise that employers wish to have a lawful and stable workforce and maintain compliance with the Right to Work Scheme. You will have a continuous statutory excuse against a civil penalty if you carried out an initial right to work check in the prescribed manner as set out in legislation and guidance that applied at the time you completed the check. For example, where an EEA citizen provided their valid passport or national identity card to you to prove their right to work prior to 30 June 2021.

There may be situations in which you identify an EEA citizen or non-EEA family member in your workforce who has not applied to the EUSS and does not hold any other form of permission to stay in the UK.

You may become aware of this if you have chosen to carry out a retrospective check, completed an internal audit or have been made aware that your employee does not have a lawful status in the UK.

If an employer identifies an existing employee who no longer has a right to work, they are required to take the appropriate action. This may include contacting the Home Office for support or taking steps to terminate employment.

If an EEA citizen, or a non-EEA family member, applies for a job but has not applied to the EUSS and has no alternative immigration status in the UK, then they will not be able to pass a right to work check.

It should be noted that the criminal offence of employing an illegal worker is generally reserved for the most serious cases of non-compliance with the Right to Work Scheme. It is not intended for employers who have employed EEA citizens or non-EEA family members in good faith having completed a right to work check in the prescribed manner.

Family members

Where they were resident in the UK before 11pm GMT on 31 December 2020, non-EEA family members of EEA citizens are required to make an application to the EUSS to continue living in the UK after 30 June 2021. They will provide a share code and their date of birth which will enable you to check their Home Office immigration status via the online service, Check a job applicant’s right to work: use their share code available on GOV.UK.

Eligible family members of persons of Northern Ireland who were resident in the UK by 31 December 2020 can apply for an EUSS family permit to join or visit their family member in the UK. EUSS family permits are valid for six months.

Those with a valid passport will be issued with a EUSS family permit vignette. Where an individual presents a vignette, the employer must take a copy of the passport as well as the vignette and ensure the photographs are of the same person. For more information please see EU Settlement Scheme Family Permit guidance on GOV.UK.

Family members who wish to stay in the UK beyond the validity of their family permit should apply to the EUSS within 3 months of arriving in the UK. Where a joining family member makes a valid application to the EUSS, they will receive a CoA issued by the Home Office. They will be able to use their CoA for the purpose of a right to work check, please see the section above which gives more details regarding CoAs.

Support for employees and employers carrying out a right to work check

Employer enquiry helpline / ukvi resolution centre.

If you need help carrying out a right to work check you should call the Employer Enquiry helpline: Telephone: 0300 790 6268 Monday to Thursday, 9am to 4:45pm Friday 9am to 4:30pm. If you need access to a device or the internet, many local libraries have computers where you can access the internet. Please visit your local library to access these facilities.

If you wish to access Home Office online training on right to work checks, please contact the Immigration Enforcement Checking and Advice Service training team at: [email protected] .

Further support available

If any of your existing or prospective employees require further advice or support with regard to their immigration status, they can access information on ‘ View and prove your immigration status: get a share code ’ on GOV.UK. This also provides further information on how to prove immigration status, how to update personal details, and support available.

If your employee needs help accessing or using their Home Office online immigration status services, they can contact the UKVI Resolution Centre: Telephone: 0300 790 6268, select option 3, Monday to Friday (excluding bank holidays), 8am to 8pm Saturday and Sunday, 9:30am to 4:30pm.

3. Who do you conduct checks on?

You should ask all prospective employees to demonstrate their right to work through a manual document check, using the services of an IDSP, or by using the Home Office online right to work checking service. You cannot mandate how an individual proves their right to work. To ensure that you do not discriminate against anyone, you should provide every opportunity to enable an individual to prove their right to work.

Discrimination

You should not discriminate when conducting right to work checks. You should:

be consistent in how you conduct right to work checks on all prospective employees, including British citizens

ensure job selections are made on the basis of suitability for the post

ensure that no prospective job applicants are discouraged or excluded, either directly or indirectly, because of known or perceived protected characteristics.

You should not:

discriminate when conducting right to work checks

only check the status of those who appear to you likely to be migrants

make assumptions about a person’s right to work in the UK or their immigration status on the basis of their colour, nationality, ethnic or national origins, accent, surname or the length of time they have been resident in the UK.

Otherwise, you may be acting in a discriminatory manner, and it could be used as evidence against you in proceedings under the Equality Act 2010 or the Race Relations (Northern Ireland) Order 1997, as amended.

The Code of practice for employers: Avoiding unlawful discrimination while preventing illegal working provides practical guidance on how to avoid unlawful discrimination when employing individuals and conducting right to work checks. We strongly recommend that you refer to this code and the Code of practice on preventing illegal working: Civil penalty scheme for employers when conducting right to work checks.

Anyone who believes that they have been discriminated against, either directly or indirectly, by an employer, a prospective employer or an employment agency, because of their race or a protected characteristic may bring a complaint before an Employment Tribunal, or an Industrial Tribunal in Northern Ireland. If the claim is upheld, the Tribunal will normally order the employer to pay compensation, for which there is no upper limit.

If you need expert advice and support on discrimination, you can call the Equality Advisory Support Service (EASS) on 0808 800 0082.

In Northern Ireland the advisory service is provided by the Equality Commission for Northern Ireland . The telephone helpline number is 028 90 500600.

4. When do you conduct follow up checks?

You need to recheck the right to work of those individuals who have time-limited permission to work in the UK. This should occur when their previous permission comes to an end. The follow-up check is designed to prevent people from overstaying their immigration permission where this is time-limited. The Employer Checking Service (ECS) can confirm the right to work of an individual who has an outstanding application or appeal to the immigration system.

Contacting the Home Office

On the date on which your employee’s permission expires, to continue to employ them you must be reasonably satisfied they:

have submitted an in-time application to extend or vary their permission to be in the UK

have made an appeal or an administrative review against a decision on that application which is outstanding

are unable to provide acceptable documentation but presents other information indicating they are a long-term lawful resident of the UK who arrived here before 1988.

In such cases, your statutory excuse will continue from the expiry date of your employee’s permission for a further period of up to 28 calendar days to enable you to obtain a positive verification from the ECS or carry out a Home Office online check . This ‘grace period’ does not apply to checks carried out before employment commences. In such circumstances, you should delay employing the individual until such time you are able to carry out a prescribed check or you receive a six-month PVN from the ECS.

During either the initial 28 calendar days, or the six-month PVN period your employee provides evidence that their case has been determined with permission to stay granted, you can maintain a statutory excuse for the duration of their immigration permission by conducting a check in the normal way. A letter from a solicitor indicating a successful case outcome or a copy of a successful court judgment will not provide you with a statutory excuse.

You can reasonably satisfy yourself of a pending application through, for example, a Home Office acknowledgment letter or a Home Office or appeal tribunal reference number and proof of date of postage. If your employee cannot provide this evidence, this does not necessarily mean that they have not made an application, appeal or applied for an administrative review.

In the event a follow-up check confirms an employee is working illegally in your workforce, you are advised to take steps to terminate employment and report the circumstances to the Home Office via the UKVI Helpline on 0300 790 6268 select the employer’s option, Monday to Friday (excluding bank holidays), 8am to 8pm Saturday and Sunday, 9:30am to 4:30pm. You must state that you are reporting illegal working in your workforce and request a Unique Reference Number (URN).

Transfer of undertakings

Transfer of Undertakings (Protection of Employment) (TUPE) Regulations 2006 provide that right to work checks carried out by the transferor (the seller) are deemed to have been carried out by the transferee (the buyer). As such, the buyer will obtain the benefit of any statutory excuse established by the seller.

However, if the seller did not conduct the original checks correctly, the buyer would be liable for a penalty if an employee, who commenced work on or after 29 February 2008, is later found to be working illegally. Also, a check by the buyer may be the only way to determine when any follow-up check should be carried out in respect of employees with time-limited permission to work in the UK.

For these reasons, employers who acquire staff in cases of TUPE transfers are advised to undertake a fresh right to work check on those staff they have acquired. Employers are not required to have a statutory excuse in respect of employment which commenced before 29 February 2008, where the individual has been in continuous employment prior to that date. This includes where employment has continued as part of a TUPE transfer.

We recognise that there may be practical problems in undertaking these checks before employment commences for workers acquired as part of a TUPE transfer, and for this reason a grace period has been provided during which you should undertake the check. This period runs for 60 calendar days from the date of the transfer of the business to correctly carry out fresh right to work checks in respect of those TUPE employees acquired. There is no grace period for any subsequent follow-up checks.

This 60-day grace period applies in all situations where there is a “relevant transfer” [footnote 1] , even if the transferring business is subject to “terminal” insolvency proceedings falling within regulation 8(7) of the 2006 TUPE Regulations, such as cases involving compulsory liquidation [footnote 2] .

Changes in the Employer’s legal constitution

Where the employer is a corporate body and there has only been a change in the employer’s legal constitution, for example, a change from a private limited company to a public limited company or change from a partnership to a limited company or a limited liability partnership or a TUPE transfer within the same group of companies, the right to work check does not need to be repeated because of this change. This is only the case when the employer is effectively the same entity and is only changing its legal status. Where there is any doubt, we recommend that the employer checks the person’s right to work, rather than risking liability for a civil penalty should an employee be found to be working illegally.

5. What are the sanctions against illegal working?

Illegal working is tackled through a ‘whole government approach’. Co-ordination across agencies in government, including HMRC, to ensure that illegal working is detected more effectively, is conducted through the sharing of intelligence and joint enforcement operations. When illegal working is identified, a range of sanctions are applied.

If you are found to be employing someone illegally and you have not carried out the prescribed checks, you may face sanctions including:

civil penalty of up to £60,000 per illegal worker

in serious cases, a criminal conviction carrying 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 director

not being able to sponsor migrants

seizure of earnings made as a result of illegal working

review and possible revocation of a licence in the alcohol and late-night refreshment sector and the private hire vehicle and taxi sector.

You may also appear in the publication of non-compliant employers in Employers: illegal working penalties .

This is a quarterly report showing the total number of civil penalties for illegal working issued to non-compliant employers in each region of the UK. The report shows the number of illegal workers found and the value of the penalty issued.

Employment of illegal workers within the previous three years means you have been issued with a civil penalty or warning notice in respect of a breach of the 2006 Act for one or more workers which occurred within three years of the current breach, and where your liability was maintained following the exercise of any objection and/or appeal, or you have committed an offence under section 21 of the 2006 Act, as amended by the Immigration Act 2016, during the same period.

Civil penalties

The amount of any civil penalty issued is determined on a case-by-case basis. The ‘Code of practice on preventing illegal working’ explains how a penalty is calculated, including mitigating factors which may reduce the penalty amount.

If you are found liable, you will be issued with a Civil Penalty Notice setting out the total penalty amount you are required to pay, and the date by which you must pay it. It will also inform you how you can exercise your right to object, following which you will be able to appeal. The employer must always object against the penalty notice before appealing to the court, except if served with a penalty notice for a higher amount following an objection.

Further information is contained in the ‘Employer’s guide to administration of the civil penalty scheme’ which sets out in more detail the stages of the civil penalty process, how the penalty is calculated, the range of notices you may receive and the deadlines by which you need to take action at each stage.

Receipt of a civil penalty could also affect your ability to sponsor migrants who come to the UK in the future (including those under the points-based immigration system) or your eligibility to hold a Gangmaster’s licence. Being issued with a civil penalty may also affect your ability to hold a licence in the private hire and taxi sector and the alcohol and late-night refreshment sector.

If an employee is undertaking a role which is different from that for which the certificate of sponsorship was issued and permission to enter or stay was granted, you are employing the worker illegally. Further information on sponsoring migrants may be found on Sponsorship: guidance for employers and educators .

If you are an employer who is subject to immigration control, you should also be aware that if you are liable for a civil penalty, this will be recorded on Home Office systems and may be taken into account when we consider any future immigration application that you make.

The offence of employing an illegal worker

You will commit a criminal offence under section 21 of the Immigration, Asylum and Nationality Act 2006, as amended by section 35 of the Immigration Act 2016, if you know or have reasonable cause to believe that you are employing an illegal worker. You may face up to five years’ imprisonment and/or an unlimited fine.

It is illegal to employ someone aged 16 or over who is subject to immigration control and who is not allowed to undertake the work in question (by reason of their immigration status). The civil penalty scheme is the sanction applied in most routine cases involving the employment of illegal workers. If you know that you are employing someone who is not allowed to carry out the work in question, you will not have a statutory excuse, regardless of whether you have conducted right to work checks. However, in more serious cases, prosecution may be considered where it is deemed the appropriate response to the non-compliance encountered.

The offence of illegal working

Working illegally is a criminal offence. Illegal workers face having their wages seized. They may also be prosecuted and can be imprisoned for up to six months.

The Immigration Act 2016 made it an offence to work illegally in the UK. A person commits this offence if they are subject to immigration control, and they work when they are disqualified from working by reason of their immigration status. The offence applies when they know, or have reasonable cause to believe, that they are disqualified from working.

‘Disqualified from working by reason of their immigration status’ means that they:

have not been granted leave to enter or remain in the UK; or

their leave to enter or remain in the UK

is invalid,

has ceased to have effect (whether by reason of curtailment, revocation, cancellation, passage of time, or otherwise), or

is subject to a condition preventing the person from doing work of that kind.

As well as including those working illegally under a contract of employment, the offence also applies to work undertaken by those who are self-employed. The offence covers both informal and formal working arrangements.

The offence carries a maximum penalty of six months’ imprisonment and/or an unlimited fine in England and Wales and six months’ imprisonment and/or a fine of the statutory maximum in Scotland and Northern Ireland. Wages gained from illegal working may be seized as the proceeds of crime and assets may be confiscated.

Closure notices and compliance orders

The 2016 Act (Section 38 and Schedule 6) introduced illegal working closure notice and compliance order provisions to provide a power to deal with those employers who have continued to flout the UK’s laws by using illegal labour where previous civil and/or criminal sanctions have not curbed their non-compliant behaviour. Serious or persistently non-compliant employers may face temporary closure of their business. The employer is then placed under special conditions to support compliance, as directed by the Court, and may be inspected by Immigration Officers.

The provisions commenced on 1 December 2016. The notice prohibits access to the premises and paid or voluntary work on the premises, unless it is authorised in writing by the Home Office. The closure notice does not prevent access to the premises by any person who habitually lives there. In addition to the issue of the notice, consideration will also be given to the service of penalties or prosecution for illegal working and other immigration offences.

Whenever an illegal working closure notice has been issued, and which has not been cancelled, the Home Office must make an application by complaint to a Magistrates’ Court for a compliance order. The application is sent to the Court and served on the respondent before the hearing and forms the basis of the application to the court for the compliance order. The aim of a compliance order is to prevent an employer operating at the premises from employing illegal workers. The employer is placed under special conditions to support compliance, as directed by the Court, and may be inspected by Immigration Officers.

Preventing illegal working in licensed sectors

The Immigration Act 2016 amended existing licensing regimes in high-risk sectors of the economy (private hire vehicles and taxi sector and the alcohol and late-night refreshment sector). Licences will not be issued to those who break the UK’s immigration laws and may be revoked where an existing licence holder commits immigration crime or receives a civil penalty for employing illegal workers.

Licensing authorities carry out right to work checks when considering applications for licences in the taxi and private hire vehicle sector and the alcohol and late-night refreshment sector. Applicants need to provide evidence of their right to work in the UK and licences will not be issued to those who do not have the right to do the work in question.

Where the holder of a licence breaches immigration laws or receives a civil penalty, this will be grounds for licensing authorities to review, suspend or revoke a licence. In the case of licences for sale and supply of alcohol and late-night refreshment, the Home Office as a responsible authority under the Licensing Act 2003 receives a copy of these applications and may make representations to the relevant licensing authority when we believe that to grant a licence will be prejudicial to preventing immigration crime and illegal working in licensed premises.

Immigration Enforcement have the same power of entry as licensing enforcement officers to facilitate joint operations and inspections for immigration offences in relation to the licensable activity. Provisions commenced in April 2017 in England and Wales. Equivalent provisions in regulations will be made for Scotland and Northern Ireland.

6. Do you have any questions?

In the first instance, please refer to the relevant section in this guidance:

The online interactive tool: ‘ Check if someone can work in the UK ’

The online interactive tool: ‘Employer Checking Service Enquiries’

An employer’s ‘Right to Work Checklist’

The code of practice on preventing illegal working: Civil penalty scheme for employers

The code of practice for employers: Avoiding unlawful discrimination while preventing illegal working

Guidance on ‘ An employer’s guide to the administration of the civil penalty scheme ’

If you cannot find the answer to your question, please contact the Employer Enquiry helpline on 0300 790 6268.

7. Annex A: Lists of acceptable documents for manual right to work checks

Where a right to work check has been conducted using the online right to work checking service, the information is provided in real-time directly from Home Office systems and there is no requirement to check any of the documents listed below.

List A – acceptable documents to establish a continuous statutory excuse

A passport (current or expired) showing the holder is a British citizen or a citizen of the UK and Colonies having the right of abode in the UK.

A passport or passport card (in either case, whether current or expired) showing that the holder is an Irish citizen.

A document issued by the Bailiwick of Jersey, the Bailiwick of Guernsey or the Isle of Man, which has been verified as valid by the Home Office Employer Checking Service, showing that the holder has been granted unlimited leave to enter or remain under Appendix EU(J) to the Jersey Immigration Rules, Appendix EU to the Immigration (Bailiwick of Guernsey) Rules 2008 or Appendix EU to the Isle of Man Immigration Rules.

A current passport endorsed to show that the holder is exempt from immigration control, is allowed to stay indefinitely in the UK, has the right of abode in the UK, or has no time limit on their stay in the UK [footnote 3] .

A current Immigration Status Document issued by the Home Office to the holder with an endorsement indicating that the named person is allowed to stay indefinitely in the UK, or has no time limit on their stay in the UK, together with an official document giving the person’s permanent National Insurance number and their name issued by a government agency or a previous employer.

A birth or adoption certificate issued in the UK, together with an official document giving the person’s permanent National Insurance number and their name issued by a government agency or a previous employer [footnote 4] .

A birth or adoption certificate issued in the Channel Islands, the Isle of Man or Ireland, together with an official document giving the person’s permanent National Insurance number and their name issued by a government agency or a previous employer.

A certificate of registration or naturalisation as a British citizen, together with an official document giving the person’s permanent National Insurance number and their name issued by a government agency or a previous employer.

List B Group 1 – documents where a time-limited statutory excuse lasts until the expiry date of permission to enter or permission to stay

A current passport endorsed to show that the holder is allowed to stay in the UK and is currently allowed to do the type of work in question [footnote 5]

A document issued by the Bailiwick of Jersey, the Bailiwick of Guernsey or the Isle of Man, which has been verified as valid by the Home Office Employer Checking Service, showing that the holder has been granted limited leave to enter or remain under Appendix EU(J) to the Jersey Immigration Rules, Appendix EU to the Immigration (Bailiwick of Guernsey) Rules 2008 or Appendix EU to the Isle of Man Immigration Rules.

A current Immigration Status Document containing a photograph issued by the Home Office to the holder with a valid endorsement indicating that the named person may stay in the UK, and is allowed to do the type of work in question, together with an official document giving the person’s permanent National Insurance number and their name issued by a government agency or a previous employer.

List B Group 2 – documents where a time-limited statutory excuse lasts for six months

A document issued by the Home Office showing that the holder has made an application for leave to enter or remain under Appendix EU to the immigration rules (known as the EU Settlement Scheme) on or before 30 June 2021 together with a Positive Verification Notice from the Home Office Employer Checking Service.

A Certificate of Application (non-digital) issued by the Home Office showing that the holder has made an application for leave to enter or remain under Appendix EU(J) to the Jersey Immigration Rules or Appendix EU to the Immigration Rules (Bailiwick of Guernsey) Rules 2008, or Appendix EU to the Isle of Man Immigration Rules together with a Positive Verification Notice from the Home Office Employer Checking Service.

A document issued by the Bailiwick of Jersey, the Bailiwick of Guernsey or the Isle of Man showing that the holder has made an application for leave to enter or remain under Appendix EU(J) to the Jersey Immigration Rules or Appendix EU to the Immigration Rules (Bailiwick of Guernsey) Rules 2008, or Appendix EU to the Isle of Man Immigration Rules together with a Positive Verification Notice from the Home Office Employer Checking Service.

An Application Registration Card issued by the Home Office stating that the holder is permitted to take the employment in question, together with a Positive Verification Notice from the Home Office Employer Checking Service.

A Positive Verification Notice issued by the Home Office Employer Checking Service to the employer or prospective employer, which indicates that the named person may stay in the UK and is permitted to do the work in question.

8. Annex B: Employment of specific categories of workers

Sponsored work routes.

You will usually need a sponsor licence to employ someone to work for you from outside the UK. This includes EEA citizens who arrived in the UK after 31 December 2020.

You will not need a sponsor licence to employ certain categories of workers, including:

those with settled or pre-settled status under the EUSS

those with indefinite leave to remain / settlement in the UK

For an overview of the requirements for a sponsor licence, see ‘ UKVI Visa sponsorship for employers on GOV.UK ’.

For detailed information on the requirements, see ‘ Workers and Temporary Workers: guidance for sponsors ’ on GOV.UK.

Supplementary Employment

A worker can take supplementary employment if they have been granted entry clearance or permission on any of the following routes:

  • Skilled Worker
  • the Intra-Company routes in place before 11 April 2022
  • Senior or Specialist Worker (but only if they qualify under a transitional arrangement )
  • T2 Minister of Religion
  • International Sportsperson
  • Creative Worker
  • Government Authorised Exchange
  • International Agreement (but only if the worker has been granted as an employee of an overseas government or international organisation)
  • Religious Worker

In addition to the job specified on the certificate of sponsorship (CoS), workers sponsored on these routes are able to carry out supplementary employment, provided it meets the following conditions:

  • in either a job on the Immigration Salary List or a job in the same profession and at the same professional level as the job for which the CoS was assigned; and
  • is for no more than 20 hours a week; and
  • the individual continues to work for their sponsor and any supplementary work takes place outside of their contracted hours for their sponsored employment.

Overtime with the employer, and in the employment, specified on the worker’s CoS is not considered to be supplementary employment but forms part of the worker’s sponsored employment. Any overtime must comply with the Working Time Regulations and meet the relevant salary criteria of the route on which the worker is being sponsored.

Where you are providing supplementary employment to a sponsored worker, you must carry out a right to work check in accordance with this guidance. The check must confirm they can do supplementary employment.

You should also take steps to ensure the supplementary employment meets the above requirements by, for example, asking the worker to provide a letter or other evidence from their sponsor confirming:

  • They’re still working for their sponsor;
  • The job description and occupation code of their sponsored employment (if their supplementary employment is not in on the Immigration Salary List ;
  • Their normal working hours

You should also ask the worker if they are doing any other supplementary employment with another employer to ensure they will not be doing more than 20 hours a week in total of supplementary employment.

For further information on supplementary employment, see Sponsor a worker: sponsor guidance part 2 - GOV.UK (www.gov.uk) section S8 of Part 2 of the sponsor guidance (sponsor a worker).

Not all international students are entitled to work while they are in the UK, but some are allowed to take limited employment if the conditions of their permission to study permit this.

A student who has been granted permission to be in the UK and is permitted to work may have an endorsement in their passport which states that they are permitted to work and the number of hours of work permitted during term time, for example,10 hours or 20 hours a week. Alternatively, they may have an eVisa or a BRP which will also show this information online, in which case employers can do a check by using the online service, entitled ‘Check a job applicant’s right to work: use their share code’ on GOV.UK.

A week is considered in this context to run from Monday to Sunday. If permission to work is not stated in one of these documents, the student is not permitted to work. Students who have the right to work are permitted to work full-time before their course starts, during vacations or during the period they hold permission for after they have completed their course.

Study term times may end on any day of the week, depending upon the education provider. Therefore, if the educational institution’s term time ends on a Friday, full-time work would be permitted from the next day (in this scenario, a Saturday). Students should confirm with their sponsor what the term end date is and verify this with their employer as part of the right to work checking process when considering working full time hours. This will allow employers to ensure students are not in breach of their visa conditions.

Students are not permitted to fill a permanent full-time vacancy unless they are applying to switch into the Skilled Worker or Graduate routes during their study. Changes to the Immigration Rules allow students with valid applications for these routes to take up permanent, full-time vacancies either, up to three months prior to the course completion date for the Skilled Worker route, or once they have successfully completed their course of study for the Graduate route) or where they have permission under the Doctorate Extension Scheme. Students are not permitted to work as an entertainer or professional sportsperson.

For students who have limited permission to work during term-times, you must also obtain, copy and retain details of their academic term and vacation times covering the duration of their period of study in the UK for which they will be employed.

The dates should be provided by the sponsoring education provider, either directly or indirectly if the student is providing a letter or email, they have received from their sponsoring education provider setting out the required details.

It would be for you, as the employer, to determine if the information provided is sufficient, whether received from the sponsoring education provider directly or via the student. For instance, where information showing course dates on the education provider’s website differs from that in any letter received, you may wish to seek further clarification.

More information about student work entitlements is available in the Student route caseworker guidance .

Work placements

Work placements are intended to enable the student to gain specific experience of working in the field for which they are studying. Work placements are distinct from any employment that a student may (if permitted) take while they are following a course of study.

Students, including child students aged 16 or over, are allowed to undertake work placements where they are integral and related to the course and are assessed as part of the course. Where their student sponsor is a Probationary Sponsor, such courses must be at least RQF level 6 or SCQF level 9. Activity as part of a course-related work placement is restricted to no more than one third of the total length of the course undertaken in the UK unless:

the student is following a course at degree level or above and is sponsored by Higher Education Provider (HEP) with a track record of compliance, or by an overseas HEI to undertake a short-term Study Abroad Programme in the UK, in which case the work placement is restricted to no more than 50 per cent of the total length of the course.

the student is a child student aged 16 or over, in which case the work placement can form no more than 50 per cent of the total length of the course.

there is a statutory requirement for the course to include a specific period of work placement which exceeds this limit.

Student sponsors should provide a letter addressed to you as the work placement provider confirming that the work placement forms an integral and assessed part of the course and does not, by itself or in combination with other periods of work placement, breach the above restrictions. The letter must also include the terms and conditions of the work placement, including the work that the student will be expected to do, and how and when they will be assessed. You are strongly advised to obtain and retain such a letter as evidence of the work placement and that the work placement restrictions have not been breached as you may be liable for a civil penalty if your student employee does not comply with their immigration conditions.

While your student employee is undertaking a work placement as required by their course, this period of placement does not count towards the period of term time employment permitted by their immigration conditions.

Further information on Student visa , including work placements, is available on GOV.UK.

The student route replaced Tier 4 on 5 October 2020. Where a student holds Tier 4 leave, they will be considered to hold the same work rights as someone who holds Student immigration permission.

Impact of a change in circumstances on a student’s right to work

The student has made an application to the Home Office to vary their immigration permission – If the student is in the UK and has made a valid in-time immigration application (one made before their existing immigration permission expired), their existing conditions and work entitlements continue until their application is decided. If the application is approved, their immigration permission will be varied, and they will get new conditions of permission to stay. If the application is refused, their existing conditions continue to apply until their immigration permission expires.

The student has stopped studying or their sponsor has lost its licence – If there has been a significant change in the student’s circumstances which means they no longer qualify for their grant of Student immigration permission, the Home Office will curtail their permission. Any permission to work will expire on the new date that the student’s leave will expire following curtailment. Curtailment can be with immediate effect or take effect 60 calendar days from the date the student was notified that their leave was curtailed.

Voluntary Work

Individuals, including students, who have been granted immigration permission to be in the UK are permitted to volunteer. Visitors can volunteer for a registered charity for a maximum of 30 calendar days during their visit, but volunteering cannot be the main purpose of their visit. Individuals who have limited permission to work in the UK may not carry out any voluntary work.

The legal distinction between volunteering and voluntary work can be quite complex. However, there are some key questions to consider when assessing whether an activity is voluntary work.

It is likely to be voluntary work if:

there is an obligation on the individual to perform the work and in return an obligation on the organisation to provide it. The obligation does not have to be in writing.

the individual is rewarded for that work, either through money or benefits in kind.

An obligation to work or receipt of remuneration is likely to mean that the individual is working under a mutuality of obligation. Where there is mutuality of obligation, it is voluntary work.

However, as the legal distinction is not always clear, we recommend that those involved seek independent legal advice for their specific activity.

An individual who is not permitted to work might commit a criminal offence by engaging in voluntary work when they are subject to contractual obligations. In such circumstances, their employer might also be liable for a civil penalty for employing an illegal worker.

Students, including child students aged 16 and over, can do voluntary work if they are permitted to work, but this work and any other (for example, paid) work must not exceed the total number of hours they are permitted to work during term time. For example, if a student is permitted to work 20 hours a week during term-time and has paid work of 15 hours a week during term time, they cannot do more than 5 hours voluntary work. If they are not permitted to work they cannot do voluntary work.

9. Annex C: Digital identity verification – Guidance for employers and Identity Service Providers (IDSPs)

1.1 This guidance follows the Home Office announcement of 27 December 2021 and updated information available on GOV.UK about digital identity certification for right to work, right to rent and criminal record checks . It sets out how employers can comply with their responsibilities to conduct right to work (RTW) checks, when using Identity Service Providers (IDSPs) to complete the identity verification element of checks involving British and Irish citizens who hold a valid passport (including Irish passport cards).

1.2 ‘Identity Document Validation Technology (IDVT)’ are forms of technology operated for the purpose of verifying the identity of a person, whereby a digital copy of a physical document relating to that person is produced for verification of the document’s validity, and whether that person is the rightful holder of the document.

1.3 ‘Identity Service Provider (IDSP)’ is a provider of identity verification services using IDVT. In the context of this guidance, an IDSP may be certified to provide identity verification to specific levels of confidence, specified by government standards. IDSPs are sometimes referred to as ‘identity providers’.

1.4 ‘IDVT identity check’ means the response generated by an IDSP, using IDVT, when undertaking identity verification with respect to a person.

1.5 The relevant changes to legislation came into force from 6 April 2022.

1.6 IDSPs act on behalf of the employer (with the employer becoming a ‘relying party’ in that transaction).

1.7 This guidance sets out the required steps to verify a person’s identity and eligibility using IDVT, for the purposes of RTW checks in order to obtain a statutory excuse against liability for a civil penalty.

1.8 Employers and IDSPs must discharge their duties in accordance with this guidance and RTW legislation.

1.9 Changes to the RTW regulations permit the use of IDSPs for identity verification, enabling employers to delegate elements of the checking process to IDSPs. This allows employers and IDSPs to utilise IDVT to carry out remote digital checks when using these services. Where the services of an IDSP are used, employers are encouraged to:

Use an IDSP that is a certified provider.

Provide appropriate training and guidance to their staff for example, on what information they must obtain from an IDSP to confirm verification of identity, what the information can be used for, and the additional steps they must take to establish eligibility to work.

1.10 The 2018 Identity Document Validation Technology guidance recognises the role of IDSPs in identity verification and should be read in conjunction with this guidance.

1.11 This guidance makes extensive reference to the UK Digital Identity and Attributes Trust Framework . The UKDIATF will make provision for IDSPs to be certified as providers of identity verification services.

1.12 Certification provides a number of benefits. It is capable of providing reassurance the services can be trusted and are secure. It allows a single identity provider to complete a fully remote pre-employment checking process. It can also provide certainty for employers in an evolving technology and digital identity framework.

1.13 The UKDIATF defines:

the organisational responsibilities of IDSPs that must be met, in order to be certified, and references the Government Good Practice Guide 45 (GPG45) as the standard that is used to define how identities should be verified.

the ‘levels of confidence’ (LoC) in identity verification and ‘identity profiles’ that can meet the aforementioned levels of confidence.

2. A right to work check using IDVT via the services of an IDSP

2.1 The Home Office prescribes the nature of the checks required and the information that must be retained by employers in order to have a statutory excuse against liability for a civil penalty. The responsibility for the check remains with the employer, and they must ensure the IDSP they select to complete the identity verification element of the check carries out a prescribed check prior to the commencement of employment.

2.2 Employers will obtain a statutory excuse where they can demonstrate that they have complied with all the statutory requirements to conduct right to work checks. Where they have used an IDSP, the statutory excuse will only be obtained where that IDSP has also complied with the required steps. Should they be found to be employing an individual without their identity and eligibility being checked correctly in accordance with legislation and this guidance, the employer will not have a statutory excuse in the event the individual is found to be working illegally by reason of their immigration status.

3. Documents

3.1 For the purposes of verifying identity for RTW checks through IDVT, only the following specified documents can be accepted:

valid British passports

valid Irish passports

valid Irish passport cards

3.2 For employers to be able to rely upon the IDVT identity check carried out by an IDSP to prove eligibility for the purpose of a RTW check and obtain a statutory excuse, a valid British or Irish passport (including passport cards) must be provided to the IDSP and checked by them using IDVT for the purposes of identity verification.

3.3 If an individual is reliant upon an expired British or Irish passport (including passport cards) to prove their eligibility for the purpose of a RTW check, an IDVT check is not valid. The employer will need to carry out a manual check of the original document in the prescribed manner to obtain a statutory excuse.

4. Required steps to be taken by the IDSP

4.1 The IDSP must take all reasonable steps to check the validity of the document and take all reasonable steps to verify the prospective employee is the rightful holder of the document. The IDSP must also record in a format that cannot subsequently be altered the date on which the check was carried out.

4.2 For each identity verified by the IDSP using IDVT, the following information must be obtained during the check. This must be provided to the employer (relying party) in a clear, legible format which cannot be altered, and must be stored securely by the relying party in electronic or hard copy for audit and investigation purposes:

Subject Mandatory / Optional Sent to Relying Party
Forename Mandatory Y
Middle names Mandatory if applicable Y
Present surname(s) Mandatory Y
Date of birth Mandatory Y
Image of the biometric page of the identity document, including details of:

- the holder’s personal details including name, date of birth and nationality

- the holder’s photograph

- the date of expiry of the identity document

In the case of an Irish passport card, an image must be taken of the document in full.
Mandatory Y
Photograph / image

IDSPs are required to verify that the image supplied with the IDSP check matches the identity document.

Employers are required to verify that the image supplied with the check from the IDSP matches the prospective employee
Mandatory Y
Identity verified (Y/N) Mandatory Y
Evidence checked by Mandatory Y
Date of ID check Mandatory Y
GPG45 profile Mandatory N

5. Required steps to be taken by the employer

5.1 Where an IDSP is used, employers retain obligations that they must comply with under the RTW Scheme. The employer needs to complete the following steps before employment commences to ensure a prescribed check has been undertaken, in order to establish a statutory excuse.

Use an IDSP to check a prospective employee’s valid British or Irish passport (or Irish passport card) using IDVT.

Obtain an output of the IDVT identity check from the IDSP containing a copy of the IDVT identity check, and the document checked, in a clear, legible format that cannot be altered.

Carry out their own due diligence to satisfy themselves to a reasonable belief that their chosen IDSP has completed the check correctly in the prescribed manner.

Satisfy themselves that the photograph and biographic details (for example, date of birth) on the output from the IDVT identity check are consistent with the individual presenting themselves for work (i.e., the information provided by the check relates to the individual and they are not an imposter).

Where names differ between documents, the employer must establish why this is the case and must not employ that individual unless they are satisfied that the documents relate to them. A statutory excuse will not be obtained where it is reasonably apparent that the prospective employee is not the individual linked to the identity which was verified by the IDSP.

Employers must retain this information securely for the duration of employment and for a further two years after the employment has ended. The copy must then be securely destroyed.

The following parts of this guidance set out various recommendations in addition to the requirements set out above.

6. Verifying identities IDSPs

6.1 This guidance recommends that, in order for an IDSP to carry out an identity check, the IDSP should undertake identity verification following GPG45. Verifying an individual’s identity following GPG45 requires IDSPs to follow a process known as ‘identity checking’. This process is made up of 5 parts:

get evidence of the claimed identity

check the evidence is genuine or valid

check the claimed identity has existed over time

check if the claimed identity is at high risk of identity fraud

check that the identity belongs to the person who’s claiming it

6.2 Each step of the process is scored, and these scores are used to determine what Level of Confidence (LoC) has been achieved.

7. Identity profiles

7.1 There are several ways to combine the scores for each part of the identity checking process. These combinations are known as identity profiles. GPG45 has four LoCs. IDSPs can carry out digital identity verification to a range of standards or levels of confidence. The Home Office recommends that employers only accept checks via an IDSP that satisfy a minimum of a Medium LoC.

7.2 This is the minimum LoC recommended for RTW checks. Employers may choose an IDSP who proofs individuals to a higher LoC (i.e., in employment situations, where there may be a requirement for a Standard, Enhanced, or Enhanced with Barred Lists DBS check) if their business needs require, but this is not needed for the purposes of undertaking eligibility checks for RTW.

7.3 An activity history or identity fraud check is not required to meet some identity profiles. The Home Office recommends, where possible, an identity fraud check is undertaken on the claimed identity for all profiles, including those where GPG45 profile does not require it.

7.4 GPG45 treats all profiles within a level of confidence as being equal. The Home Office recommends that the strongest piece of evidence available is used to prove the identity exists, such as a passport, and the strongest method of matching the individual to this evidence.

8. Operational Procedures Manual (OPM) for identity verification

8.1 The OPM (available at Appendix A) details how IDSPs can complete identity verification to the recommended LoC, in relation to GPG45.

9. Certification and audit of IDSPs

9.1 Whilst it is not mandatory for employers to use a certified IDSP for the purposes of right to work checks, the Home Office recommends employers use a certified IDSP. This will provide assurance that their chosen IDSP has been independently assessed as being capable of providing ID verification services in accordance with this guidance and the standards set out in the trust framework. However, as set out above and regardless of whether or not the IDSP is certified, the responsibility for the check remains with the employer, and they must ensure the IDSP they select to complete the identity verification element of the check carries out a prescribed check prior to the commencement of employment.

9.2 The UKDIATF is currently in its ‘beta’ version (v0.3) following two earlier prototypes (or ‘alphas’). IDSPs who choose to become certified, to carry out RTW checks on behalf of employers must have a valid certificate against a current version of the UKDIATF. To remain certified, IDSPs must maintain their UKDIATF certification, including uplifting to any new publications in line with the dates specified within the UKDIATF, IDSPs will be required to undertake annual surveillance audits and biennial recertification against the version of the UKDIATF which is current at the time.

9.4 In addition to this guidance, an Operational Procedures Manual (OPM) is available at Appendix A for IDSPs. The OPM provides additional guidance around how to verify an individual’s identity, alongside how GPG45 should be used to meet government guidance for digital identity verification.

9.5 IDSPs who choose to become certified will be certified by an independent certification body to assure that they are capable of providing identity verification services in accordance with this guidance and meet the standards set out in the UKDIATF. Further information about the certification bodies available to certify IDSPs can be found here .

9.6 This guidance recommends that, in order for an IDSP to carry out an identity check, the IDSP should undertake identity verification following GPG45. The Home Office has adopted specific profiles of GPG45 as the basis of this guidance for IDSPs carrying out RTW checks. This guidance is consistent with the standards set out in the UKDIATF.

9.7 Therefore, IDSPs that are certified and assessed to meet the terms of the UKDIATF, and whose certification includes those specific profiles, will be able to demonstrate to employers that they are capable of complying with this guidance.

9.8 Certified IDSPs carrying out identity verification for RTW checks must be:

9.8.1 Certified they are aware of the purpose of the checks (i.e., to demonstrate they know that the identity checking is to determine eligibility to work in the UK. IDSPs must be aware and acknowledge the sanctions and criminal offences that supplement the RTW Scheme and identity checking in the event of noncompliance.

9.8.2 Certified that the requirements in 9.8.1 are also met by ensuring appropriate training of their employees and members of staff involved in the identity checking process, with appropriate records maintained of such training.

9.8.3 Certified to demonstrate the information security requirements in section 10.1 –10.2 are met.

9.8.4 Certified to demonstrate the identity assurance requirements in 11.1 – 11.3 are met.

10. Certified against industry standards for information security

10.1 Certified IDSPs must have appropriate information security management systems in place to look after people’s data and keep it secure.

10.2 They must be certified to confirm that they meet an industry standard for information security management. This involves demonstrating that they have adequate processes in place to look after information securely and safely, and how they set up, maintain, and continuously improve an information security management system (ISMS). The ISMS must meet the requirements of ISO/IEC 27001:2013 or another recognised standard that includes all the requirements of ISO/IEC 27001:2013.

11. Certified against government standards for identity assurance

11.1 Certified companies also have to be certified by an independent certification body, to assure that their service meets recommended Home Office standards for identity assurance.

11.2 Certification must be conducted by a certification body which is approved by the Department for Science, Innovation and Technology (DSIT). This will require the certification body to be accredited by, or part of the pilot assessment to become accredited by the United Kingdom Accreditation Service (UKAS) against the UKDIATF.

11.3 Certification will confirm the IDSP meets the recommended standards set out in this guidance, for example, that they have reached a medium level of confidence and identify profiles required.

Appendix A: Right to Work Scheme digital identity operational procedures manual (OPM)

1.1 This OPM provides additional guidance for identity service providers (IDSPs) to undertake identity verification, on behalf of employers for the purposes of verifying an individual’s identity, as part of a right to work (RTW) check.

1.2 This OPM references the UK digital identity and attributes trust framework (UKDIATF) and the Government Good Practice Guide 45 (GPG45).

1.3 Therefore, the UKDIATF and GPG45 should be followed as normal unless otherwise specified.

2. Verifying identities

2.1 This section should be read with reference to the guidance in Annex D above.

Choosing an identity profile

2.2 GPG45 treats all profiles within a Level of Confidence (LoC) as being equal. Home Office recommends that the strongest piece of evidence available is used to prove the identity exists (for example, a valid passport), and the strongest method of matching the individual to this evidence.

Medium level of confidence

2.3 To achieve a ‘medium’ level of confidence, the following profiles can be used. A single document is acceptable using digital means, as long as it meets the strength, validity, and verification scores detailed below.


Profile

Strength

Genuine / Valid

Activity history

Identity fraud

Verification

M1A

4

2

N/A

1

2

M1B

3

2

1

2

2

M1C

3

3

N/A

N/A

3

M1D

2

2

2

1

3

M2A

2

2

3

2

2


2

2




M2B

3

2

1

1

2


2

2




M2C

3

2

N/A

1

3


2

2




M3A

2

2

2

2

2


2

2





2

2



2.4 Profiles marked as ‘M1’ only require a single high-strength document. Profiles marked as ‘M2’ require two documents - the second document is only checked for ‘Strength’ and ‘Genuine / Valid’. Profiles marked ‘M3A’ require three documents.

2.5 Although some identity profiles do not require an activity history or identity fraud check to be completed, the Home Office recommends, where possible, an identity fraud check is undertaken on the claimed identity for all profiles, including those where GPG45 profile does not require it.

3. Scoring identity evidence

3.1 GPG45 provides a detailed explanation of how identity evidence is scored. This document details specific guidelines applicable to Home Office RTW check requirements. Home Office guidance may restrict how evidence is scored or may provide additional guidance where it is considered that GPG45 does not provide sufficient clarity to enable IDSPs to operate as Home Office intends.

3.2 Where an IDSP is certified, they will have a valid certificate against a current version of the UKDIATF, following GPG 45 guidance as specified in a current version of the UKDIATF, and must, therefore, refer to the published versions of both UKDIATF and GPG45.

3.3 IDSPs applying to become certified will be required to undergo a specific audit and certification.

3.4 In so doing, IDSPs must be certified by an independent certification body, which is approved by the Department for Science, Innovation and Technology (DSIT). This will require the certification body to be accredited by, or part of the pilot assessment programme to become accredited by the United Kingdom Accreditation Service (UKAS) against the UKDIATF. Certification will confirm the IDSP has been independently assessed as being capable of providing ID verification services in accordance with this guidance and the standards set out in the UKDIATF.

3.5 The following information provides additional clarity to enable IDSPs to operate as Home Office intends. Please note, headings correlate to those within GPG45.

Get evidence of the claimed identity:

3.6 No amended or supplementary requirements to GPG45.

If the user has changed their name:

3.7 No amended or supplementary requirements to GPG45.

Scoring evidence of the claimed identity:

3.8 score 1.

Evidence that only score 1 are not acceptable.

3.9 Score 2

No amended or supplementary requirements to GPG45.

3.10 Score 3

3.11 score 4, check the evidence is genuine or valid:, 3.12 score 1, 3.13 score 2.

Detailed below are some clarifications to the GPG45 requirements and a number of examples.

If the evidence is being checked by a person, they must:

be trained in how to detect false documents by a specialist trainer; evidence of the trainer’s specialist capability will be required to be presented to the certification auditor

refresh their training at least every 3 years

All other requirements are as documented in GPG45.

3.14 Score 3

The requirement to confirm any physical security features are genuine and assess UV or IR security features is for physical, in person checks only.

Any evidence protected by cryptographic security features will have a score of 3 if it is ensured that these security features are genuine. Therefore, for a mobile-based automated process, mobile chip checking capability must be used to obtain a minimum score of 3.

All requirements are as documented in GPG45.

3.15 Score 4

Document validation technology:.

3.16 Please refer to Identity Document Validation Technology guidance .

Check the claimed identity has existed over time – activity history

3.17 No amended or supplementary requirements to GPG45.

Check if the claimed identity is at higher risk of identity fraud

3.18 The Home Office recommends an identity fraud check is undertaken on the claimed identity for all profiles, including those where GPG45 profile does not require it.

Check that the identity belongs to the person who’s claiming

3.19 The Home Office recommends the highest-strength identity document available is used to prove the identity belongs to the individual claiming it.

This means that biometric verification of an individual should be used where documents containing biometric information have been used to prove the identity is real. Sources such as digital authentication of bank accounts as verification of identity are preferred to knowledge-based verification (KBV) as they present a simpler user journey and are less susceptible to user error. All other requirements are as documented in GPG45.

Reusable Identities

IDSPs or attribute service providers who want to create a reusable digital identity or attribute service, must link the digital identity and/or attributes to an authenticator (such as a password, piece of software, or device).

In addition to GPG45, you must follow the guidance on using authenticators to protect an online service . This is also known as GPG44.

The reusable digital identity must be protected in accordance with GPG44 medium protection and include medium quality authentication factors as a minimum. It is recommended that one of the authentication factors used is biometric information.

Right to work checks and an employer’s statutory excuse against liability for a civil penalty are not transferrable from one employer to another.

The IDSP must be able to assure the employer, at the time the identity is asserted, that there exists in relation to the employee a relevant IDVT document. A relevant IDVT document is a current British or Irish passport (or Irish passport card). If the document has expired the assertion is not valid for the purposes of the Scheme. The check must be completed prior to the commencement of employment.

It is the responsibility of the IDSP to ensure that the asserted identity meets the identity assurance requirements and the prescribed requirements specified in legislation and this guidance at the time the identity is asserted. An employer will only obtain a statutory excuse if they are reasonably satisfied that the IDSP has complied with the requirements of the Scheme at the time the identity is asserted.

Further information on the required steps to be taken by an IDSP and an employer when carrying out the checks in line with the requirements of the Scheme can be found in sections 4 and 5 of Annex C in this guidance.

Appendix B: Glossary

Certification.

Is when an independent auditor checks that organisations follow the rules of the trust framework.

Independent certification builds trust that approved IDSPs will protect an individual’s privacy and keep their data safe and secure.

Certification will be undertaken by an independent certification body to assure their service is capable of providing ID verification services in accordance with this guidance and the standards set out in the UKDIATF.

Disclosure and Barring Service

The Disclosure and Barring Service (DBS delivers disclosure and barring functions on behalf of government. This includes DBS checks for England, Wales, Jersey, Guernsey, and the Isle of Man, and barring functions for England, Wales, and Northern Ireland. More information about DBS and their work to make recruitment safer can be found on the DBS website .

Enhanced DBS check/certificate

An Enhanced DBS certificate is a DBS product that shows spent and unspent convictions, cautions plus any information held by local police that is considered relevant to the role being applied for.

Enhanced with Barred Lists DBS check/certificate

An Enhanced with Barred Lists DBS certificate is a DBS product that shows the same as an Enhanced DBS certificate, alongside whether the applicant is on the Adults’ Barred List, Children’s Barred List, or both.

Good Practice Guide 45

The Good Practice Guide 45 (GPG45) is the government standard for identity verification, against which IDSPs will be certified.

Identity profile

GPG45 has four levels of confidence in terms of proof of identity. These are:

low confidence

medium confidence

high confidence

very high confidence

This guidance document refers to medium confidence and high confidence only.

There are several ways to combine the scores you get for each part of the identity checking process. These combinations are known as ‘ identity profiles ’.

Identity service providers

An identity service provider (IDSP) is a provider of identity verification services. In the context of this Home Office guidance document, they may be certified to provide identity verification to specific levels of confidence, specified by government standards. IDSPs are sometimes referred to as ‘identity providers’.

Identity verification

Identity verification (IDV) refers to the process of proving that an identity exists and that the individual making the claim is the owner of the identity.

Level of confidence

Completion of the identity proofing process will result in a proof that has a ‘level of confidence’ (LoC). The higher the LoC, the stronger the evidence required to support that LoC. The evidence needed to achieve an LoC is defined within GPG45.

Operational procedures manual

The operational procedures manual (OPM) is a document that provides detailed procedures for IDSPs to meet the Home Office guidance. The OPM aims to aid interpretation of GPG45, to allow IDSPs to develop solutions with certainty and provide a simple reference for auditors to certify against.

Relying party

The role of relying party is defined in the UKDIATF as an organisation that receives, interprets, and, depending on the use case, stores information received from other trust framework organisations. Relying parties do not need to be certified against the UKDIATF. The employer is the relying party when a right to work (RTW) check is carried out.

Standard DBS check/certificate

A Standard DBS certificate is a product of DBS that shows spent and unspent convictions, cautions.

UK digital identity and attributes trust framework

The UK digital identity and attributes trust framework (UKDIATF) is published by the Department for DScience, Innovation and Technology. This guidance is being created in line with the UKDIATF.

11. Annex D: Employment of Ukrainian nationals

Introduction.

In response to the evolving conflict in Ukraine, the Home Office has introduced visa schemes to support Ukrainian nationals, and their family members, to come to the UK. Those who are granted a visa under these schemes are able to work, rent a home, and access, benefits and public services, such as medical treatment and education.

On 14 February 2022, changes were made to the Standard Family Visa route to make it easier for dependants of British citizens who were resident in Ukraine to apply. Successful applicants were issued with a visa in their passport. On 1 March 2022, the scheme was extended to include family members who were not living in the Ukraine as a family unit. Where requirements for a Standard Family Visa were not met, visas were issued in some cases stating Leave Outside the Rules (LOTR). These visas allowed travel to the UK, where they then collect a Biometric Residence Permit (BRP). The Standard Family Visa concession then closed on 4 March 2022, as the established Ukraine Schemes were introduced.

The Ukraine Schemes

On the following dates, further visa routes were launched:

4 March 2022 - the Ukraine Family Scheme

18 March 2022 - the Homes for Ukraine Scheme

3 May 2022 - the Ukraine Extension Scheme

These schemes are fee free and do not include salary or language requirements for applicants.

Under these schemes, successful applicants are able to stay in the UK for up to three years.

Under each scheme individuals are able to work, study, rent a home and access benefits in the UK.

Ukrainians with a valid Ukrainian Passport

A concession to the Ukraine Schemes was introduced on 15 March 2022, which allowed those with a valid Ukrainian passport to submit an application, without attending an overseas Visa Application Centre (VAC) to submit biometrics. Those who are assessed without submitting their biometrics are issued with a permission to travel letter. Permission to travel letters are not evidence of immigration rights to access work benefits and services in the UK.

Since 7 December 2023, the Home Office ceased this concession and aligned the Ukraine scheme application processes with those used by other visa nationals to the UK, requiring all new applicants to attend an overseas VAC to provide their full biometrics prior to the consideration of their application.

If their application is approved, they will need to collect their visa before traveling to the UK. Applicants who applied to the schemes before 7 December 2023 will continue the pathway they used to apply. Therefore, those who have already received a Permission to Travel Letter will still be able to use this to travel to the UK.

On arrival, Border Force should stamp the passport with permission to enter the UK, valid for six months with no restrictions on taking employment or recourse to public funds – Leave Outside the Rules (LOTR). This is a Code 1A or Amended Code 1 endorsement.

Where Border Force have granted LOTR for six months, the individual will need to obtain a Biometric Residence Permit (BRP) which will be endorsed with up to 36-month permission to stay. This can be done at any point during the six-months validity of the stamp.

Those with a stamp or a visa in their valid Ukrainian passport, granting permission to stay under the Ukrainian Schemes, have a time-limited right to work. If an employer manually checks this document as outlined in this guidance and records it correctly, this will give them a time-limited statutory excuse. These endorsements are already included in the acceptable documents for a manual check under Annex A of this guidance, List B, Group 1, Number 1.

Employers will need to carry out a follow-up check of those individuals who have time-limited permission to work in the UK. This should occur when their previous permission comes to an end. All Ukrainian nationals arriving under the Schemes should obtain a BRP granting them up to 3 years (36 months) leave. BRP holders will need to use the Home Office online checking service as set out in this guidance to prove their right to work in the UK.

Example Code 1A and Code 1 stamps, endorsed with an Immigration Officer’s date stamp

Example Code 1A stamp

In a small number of cases, when the Schemes went live, a Code 1A was not available, in place of this a Code 1 was used with the “no recourse to public funds” scored out in ink and possibly initialled by the Officer.

Example Code 1 stamp

Similarly, a Code1/Code 1A may have been endorsed in Ukrainian passports, if those individuals had entry stamps to Ireland from 25 February 2022. The stamps were manually amended from ‘Leave to enter’ to ‘Leave to remain’ possibly with the Officer’s initials.

There may be situations in which you identify an individual who has an Irish entry stamp in their passport but does not have a Code 1/Code 1A stamp and does not hold any other form of permission to stay in the UK. In these situations, you must point the individual to the Home Office to make an application to stay in the UK.

Any prospective employee who is a Ukrainian national, who has not applied for permission to stay in the UK, will not have a right to work. This means you should not employ them until they have taken action to regularise their status in the UK.

Example Ukraine Scheme Entry Clearance Vignette / Visa

Example Ukraine Scheme Entry Clearance Vignette / Visa

Ukrainian nationals who do not have a valid Ukrainian passport

If an individual does not have a valid Ukrainian passport, they will be required to provide their biometric information at a VAC and will then be provided with an entry clearance vignette attached to a ‘Form for Affixing the Visa’ (FAV). Shortly after arrival, a BRP is available for collection, and this can be used to access the Home Office online checking service as set out in guidance to prove a right to work. Where necessary, individuals can use their FAV document as proof of their right to work, in conjunction with confirmation from the Home Office Employer Checking Service (ECS) in the form of a Positive Verification Notice (PVN).

Therefore, once an individual with an entry clearance vignette attached to a FAV is in the UK, they are expected to collect their BRP urgently, which can be used for right to work checks as normal, and a statutory excuse obtained for the full period of permission to stay. This means, once they have collected their BRP employers are not required to make a check with the ECS. Where employers contact the ECS and Home Office systems show that the individual has a BRP available, employers will receive a response from the ECS directing them to advise the individual to collect their BRP and prove their right to work using the Home Office online checking service. In this scenario ECS will not issue a PVN to provide a statutory excuse and employers should use the online checking service.

Example of a Form for Affixing the Visa (FAV)

Example of a form for affixing the visa (FAV)

as defined by Regulation 3 of the Transfer of Undertakings (Protection of Employment) Regulations 2006 (the “TUPE Regulations”)  ↩

The employment protections set out in Regulations 4 (continuation of employment) and 7 (protection from dismissal) of the TUPE Regulations are dis-applied in Regulation 8(7) cases.  ↩

‘Definition includes those with a document which shows that the holder is entitled to readmission to the UK (RUK endorsement)’.  ↩

Definition includes a full birth certificate issued by a UK diplomatic mission (British Embassy or British High Commission) and consular birth certificates.  ↩

This includes a current passport endorsed with a stamp showing an individual has been granted leave to enter and there are no work-related conditions attached. If, under the conditions of the individual’s leave, work was restricted or prohibited the endorsement placed in the individual’s passport would explicitly set that out as a condition.  ↩

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