Go-live date confirmed for Right to Work checks: what you need to know

The UK government has indicated that expanded Right to Work (RTW) checks are expected to become mandatory from 1 October 2026, extending compliance responsibilities beyond traditional employment arrangements to include self-employed subcontractors and contingent labour.

Businesses engaging subcontractors will need robust processes in place to avoid potentially significant penalties and operational disruption.

For construction firms and labour providers, the changes signal a growing emphasis on workforce compliance, identity verification and accurate worker engagement practices.

Simon Brookes, Managing Director of Mineral Payroll, said:

“The extension of Right to Work requirements reinforces the direction of travel for the construction sector - stronger compliance, greater transparency and more rigorous workforce verification. Businesses relying on subcontract labour need systems and partners that can manage these obligations efficiently without creating unnecessary administrative burden.”

He added:

“At Mineral Payroll, we work closely with contractors, agencies and labour suppliers to simplify complex compliance requirements. Preparing early for the new Right to Work regime will help businesses reduce risk, maintain operational continuity and protect their workforce supply chain.”

As regulatory expectations continue to evolve, organisations should review onboarding procedures, payroll arrangements and compliance frameworks to ensure they are prepared ahead of implementation.

Contact us on 0330 052 5200 or email sales@mineralpayroll.com for more information.