According to the Home Office, more than 17,400 enforcement visits were carried out between July 2024 and the end of December 2025 resulting in over 12,300 arrests, up 83% on the previous period.

Hospitality, construction, car washes, nail bars and takeaway outlets in the south-east have been particular targets, but enforcement activity has been reported nationwide and across sectors.

The figures underline the government’s increasingly proactive approach to tackling illegal working. For businesses, the message is clear: right to work compliance is no longer a background HR task but a frontline legal responsibility.

All UK employers are required to carry out prescribed right to work checks before employment begins. Failure to do so can result in civil penalties of up to £60,000 per illegal worker, potential criminal liability in cases of knowing employment, and loss of sponsor licences.

In addition to financial penalties, enforcement action may lead to licence reviews, business closure orders or ongoing compliance visits. Public reporting of raids can also have a lasting impact on customer confidence and commercial relationships.

Chris Dewey, employment law Solicitor at Ward Gethin Archer commented: “Many employers assume that if a document looks genuine, that is enough. In reality, the checks must follow strict Home Office guidance, including verifying original documents or using the online checking service where appropriate, retaining copies correctly and diarising follow-up checks for time-limited visas.

“A procedural gap, rather than deliberate wrongdoing, is often what leads to penalties.”

Businesses using agency, subcontracted or seasonal labour are being warned to take particular care. While responsibility for checks may be delegated contractually, liability can still arise if proper systems and oversight are not in place. Clear internal processes, training for managers involved in recruitment, and regular compliance audits are increasingly important.

Chris added: “With enforcement activity at historic highs, employers should think about reviewing recruitment policies, ensuring their record-keeping is robust and making sure those responsible for hiring understand and are kept updated on current requirements.”

ly applied right to work procedure is likely to be one of the simplest and most effective safeguards a business can put in place.”

Right to work checks: an employer's guide