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Do employers need to carry out retrospective checks on EU employees?

The Home Office does not require employers to find out whether or not employees who began working for them by 30 June 2021 have applied under the EUSS.

So long as a compliant right to work check has been done, and provided there was no time limit on the right to work, you will be able to keep employing the EU national after 1 July 2021 without doing another check or seeing evidence of their status under the EUSS.

This is because you will receive the statutory excuse as a result of your compliant right to work check.  As a result, if an employee hasn’t applied under the EUSS and has become an overstayer – such that they don’t have the right to work – you as the employer can rely on the statutory excuse as a defence to employing them illegally.

The exception to this is that if you know or have reasonable cause to believe that they don’t have the right to work after 30th June 2021 e.g. because they haven’t applied or their application was rejected – this will render your statutory excuse null and void and expose the business to the civil penalty of £20,000 per illegal worker as well as a criminal offence.

Read more about this and other questions in our

Right to work checks and civil penalties section.

Disclaimer

Given the fast pace of change, we would stress that this information is designed to be informative, not advisory and represents our understanding of English law and practice as at the date indicated. We would always recommend that you should seek specific guidance on any particular legal issue.

As a hub, we have included references to articles and explainers from third parties. We have no control over and are not responsible for the content, use by you or availability of those third party websites, for any products or services you buy through those sites or for the treatment of any personal information you provide to the third party.

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