- Job offers should be made in writing to help avoid any misunderstandings about the terms and conditions offered
- Care must be taken when discussing the role with the candidate not to indicate terms which are inconsistent or differ from the written offer (verbal terms can be binding and equate to contractual promises)
- Conditional offers should be made where the employer needs to verify information about the employee before confirming employment
- Any checks to verify information must be transparent and made with the consent of the employee
- Where a clear conditional offer is made and the condition is not met, the employer will generally be entitled to withdraw the offer
- Employers must not discriminate in the terms offered to employees.
It has been announced that from 6 April 2022, right to work checks for those with a biometric residence card (BRC), biometric residence permit (BRP) or frontier worker permit (FWP) can only be done online.
In order to complete these checks, the employer will need the individual's date of birth and right to work share code.
Retrospective online checks for checks that were completed manually on or before 5 April 2022 will not be required.