Right to work rules widened in October 2026. Your systems need to keep up.
Digital identity checks, wider right to work rules, a new enforcement body and tighter expectations on AI screening all change how candidates are onboarded. We build recruitment platforms and integrations with the checks, records and human review built in.
- Free 30-minute call
- Fixed quote in writing
- Code you own
Recruitment and HR, in numbers.
Recruitment is a large UK industry, and digital onboarding now has to meet Home Office, employment and data protection rules at the same time.
The rules shaping your software.
The regulations and standards that change what your systems, website and data handling need to do, each with its date and a link to the source.
What we build for recruitment agencies and hr teams.
Not sure where to start? Talk it through with an engineer.
Thirty minutes with a senior engineer, free and with no obligation. Bring the problem, not a brief.
What we will not claim.
We cannot give you a statutory excuse. That comes from carrying out the checks correctly, and the employer stays liable. No AI screening tool is bias-free, and we are not approved by the Home Office or the ICO. We build checks, records and human review into the process so you can show your working.
Sources: REC, UK Recruitment Industry Status Report 2024 to 2025; ICO, AI tools in recruitment audit outcomes report.
Where to start.
Frequently asked questions.
Can you integrate digital right to work checks?
Yes. We connect your applicant tracking system to a certified digital identity service for British and Irish citizens and to the Home Office online check for others, store the evidence and set re-check reminders. The employer stays liable for the check, so the records are built to show it was done properly.
Is it legal to use AI to screen candidates?
Yes, with safeguards. Since February 2026, automated decisions have been allowed if candidates are told, can make representations, can get human review and can contest the outcome. We add a data protection impact assessment, bias monitoring and a person reviewing rejections.
What changed on 1 October 2026?
Right to work rules were widened to cover more types of worker, such as some gig, platform and subcontracted workers, beyond traditional employees. If your platform onboards those workers, its checks and records need to cover them too.
Can you automate recruiter admin?
Yes. Interview scheduling, candidate updates, timesheet collection and client reports are good first automations, because they are high volume and rule based. A person still approves anything that affects a candidate's chances.
Still have a question? Ring 07723 431000 and speak to an engineer.