With the rise in document fraud, verifying the authenticity of identity documents is vital. For UK employers and registered sponsors, it is a requirement to ensure that individuals under your employment or sponsorship hold genuine documentation. Failure to do so can result in serious compliance breaches and liability for illegal working.

The Home Office has recently released updated guidance to help organisations identify fraudulent documents and strengthen right to work checks. This blog summarises the key points from that guidance to help you stay compliant and protect your business.

What Types of Documents Should You Check?

The most commonly used identity documents include UK and foreign passports, Biometric Residence Permits (BRPs), Application Registration Cards (ARCs), immigration status documents and national ID cards.

Employers must ensure these are checked in person and in original form, in conjunction with approved digital verification systems.

• Poor-quality printing or inconsistent fonts
• Photographs that appear glued on or tampered with
• Laminates that are bubbling, peeling or look recently replaced 
• Misspelled words or incorrect English
• Missing or damaged watermarks, holograms or embossed features
• Inconsistencies between the document and the individual presenting it (age, appearance, signature) 

Although not legally required, many organisations use tools like magnifiers or lights to detect altered or forged features as best practice.

What to Look Out For In Specific Documents:

Passports 

Check that the photo page is intact, the photo matches the individual and the security features (e.g. holograms, watermarks) are present and undamaged.

BRPs and ARCs:

Confirm that the photograph matches the holder and that biographical data align with other documentation. Pay attention to any conditions printed on the card (e.g. “no work”, “restricted work” or “limited leave”). 

Using Checklists and Technology

The Home Office provides two official checklists under their guidance on examining identity documents to assist with document validation. These outline the expected security features for various identity documents and offer guidance on spotting irregularities.

Regularly reviewing these checklists during onboarding or right to work checks can help you build a standardised, defensible process.

Employers may also benefit from using Identity Document Validation Technology (IDVT), which can analyse document templates and flag potential issues more efficiently than a visual check alone. Using certified providers can significantly improve accuracy and reduce the likelihood of human error during checks. 

What to Do If You Suspect Fraud

If a document appears to be fraudulent or tampered with:

• Do not confront the individual
• Consult reference tools such as PRADO (Public Register of Authentic Documents Online) and EdisonTD, which offer visual comparisons of genuine documents from across the world.
• If you encounter a suspected false document then contact the police or your local immigration enforcement office.

Useful Links:

Document fraud poses a significant compliance risk for UK employers and sponsors. For more detailed information on examining identity documents, see the full Home Office guidance.

Guidance on examining identity documents (accessible) – GOV.UK

As of 22 July 2025, significant changes have been made to the Immigration Rules, particularly in relation to work routes. These updates will have a major impact on both sponsor licence holders and individuals holding Skilled Worker visas.

The Home Office has made it clear that its goal is to focus the Skilled Worker route on highly skilled occupations, specifically those at RFQ Level 6 or above. This marks a shift away from lower-skilled roles, which have been subject to misuse under the previous system.

Moving forward, only occupations classified at RQF Level 6 or higher will generally be eligible for sponsorship. However, there are limited exceptions, which we’ll cover in this guide.

Key Exceptions to the New Rules

Despite the stricter criteria, some roles below RFQ Level 6 will still be eligible for sponsorship under specific circumstances:

• Roles listed on the Immigration Salary List (ISL)
• Occupations on the new Temporary Shortage List (TSL)
• Skilled Workers who were already in the UK before 22 July 2025

The changes rely heavily on the updated tables in Appendix Skilled Occupations. These tables are essential but can be difficult to interpret. Below is a breakdown to help you identify which table applies to your candidate.

Table 1

This table contains all of the occupations that will be eligible for sponsorship after the 22nd July 2025.

All occupations listed on this table are considered to be at a skill level of RQF Level 6 or above.

You may be referred to this table if your candidate fits into Tradeable Points Options A-E found in the Skilled Worker caseworker guidance. 

Table 1a

This table contains roles which are at RQF Level 3-5, in addition to care workers (RQF Level 2).

This table only applies to Skilled Workers who were already in the UK before 22nd July 2025, except in relation to Option D or occupations on the TSL.

Table 2a

Contains roles that used to be considered Level 3-5, but are now considered below Level 3.

This table is mainly limited to extension applications with the same sponsor. The applicant must have been in the UK as a Skilled Worker before 4 April 2024 and the application must be made prior to 4 April 2030.

These roles are only valid for Skilled Worker route, not eligible for Global Business Mobility or Scale-up.

Table 2b

Occupation codes in this table were previously considered RQF Level 6, but have been re-evaluated and considered to be below this.

This table is only available under Global Mobility routes. Applicants must have been in the UK under this route continuously since 4 April 2024, and apply before 4 April 2030.

Table 3

Health and education roles where salaries are based upon national pay scales. Some roles have been removed from the list of eligible occupations in this table for new candidates.

Eligible for Skilled Worker, Global Business Mobility and Scale-up, except for roles below Agenda for Change Band 5, which are ineligible for the Global Business Mobility and Scale-up routes.

Table 3a

Similar to Table 3, but used for people already in the UK so will include the codes now excluded from Table 3.

RQF Level 3-5. Only eligible for Skilled Worker, not Global Business Mobility or Scale-up. 

Table 4

Healthcare codes by administration or band.

Band 1 and 2 jobs are not eligible for sponsorship at all.

Band 1-4 roles are not eligible for sponsorship under GBM or Scale Up routes.

Unless Option D or the TSL applies, this will only be relevant to Skilled Workers here prior to 22nd July 2025. 

Table 5

Education roles by administration or role.

Table 6

Roles which are not eligible for sponsorship under Skilled Worker, Global Business Mobility or Scale-up routes. 

Roles in Table 1a, 2aa, 2a, 2b and 3a are also not eligible for these routes except for in the exceptions outlined above them.

Immigration Salary List (ISL)

The Immigration Salary list will continue to exist after 22nd July 2025 with the existing roles, however occupations at RQF Level 3-5 which have been identified by the MAC as being shortage occupations will also be on there.

You will need to check the ISL to see if the role you are looking to sponsor is listed. The tables relevant to the ISL are likely to be 1a and 2aa, depending on the circumstances of your candidate.

Temporary Shortage List (TSL)

This is a new introduction to the Immigration Rules as on 22nd July 2025.

This list contains occupations at RFQ Levels 3-5 which the Department for Business and Trade and His Majesty’s Treasury have identified as being important for the UK’s Modern Industrial Strategy.

Both of the above lists are considered to be temporary measures and the roles on them will be automatically removed as of 31/12/2026, unless extended.

Useful Links:

• Immigration Rules – Immigration Rules Appendix Skilled Occupations – Guidance – GOV.UK
• Skilled Worker visa: immigration salary list – GOV.UK
• Skilled Worker visa: temporary shortage list – GOV.UK

Navigating the Skilled Worker visa route can be a complex process, with specific requirements and deadlines that must be carefully followed. Whether you are a business looking to sponsor an overseas employee, a student ready to transition into the workforce, or an individual aiming to switch visa categories, understanding the key elements of the Skilled Worker visa is crucial. This blog addresses some of the most frequently asked questions about switching to the Skilled Worker visa.

Can I make my Skilled Worker visa application without a Certificate of Sponsorship (CoS) being assigned to me? 

No, you will need to wait until your CoS has been assigned to you, in order to proceed with your application. The CoS number is required to be included in your application. We know that applications have been refused on these grounds.

How long do CoS take to be granted for those switching in the UK?

Undefined Certificates of Sponsorship can take up to 18 weeks to be granted once requested from the Home Office. There is a priority service available which offers a 5 working day processing time, the Home Office fee for this service is £200.  

Are there additional requirements for Students switching into the Skilled Worker visa route?

Students should generally be able to evidence that they have completed their course of study, or are on track to do so, in order to switch into the Skilled Worker visa.

Can individuals switching into the Skilled worker visa route as a Health & Care Worker make applications for their dependants?

No, anyone switching into the Skilled worker visa as a Care Worker after 11 March 2024 will not be able to have dependants, even if their dependants are already with them in the UK under their current visa.

If I am switching into the Skilled Worker visa, do I need to meet the English language requirement?

Yes, you must meet the requirement in one of the following ways:

• A UKVI approved English test
• Have a degree level qualification taught in English but which took place abroad, as well as an ECCTIS certificate
• A UK degree
• You are a national of one of the listed majority English speaking countries

Do I need to submit my Skilled Worker visa application prior to the expiry of my current leave in the UK?

Yes, you must have valid leave in the UK in order to make a Skilled Worker visa application.

Can I work for my sponsor before my Skilled Worker visa is granted?

You can work for your sponsor before your Skilled Worker visa is granted if you comply with the conditions of your current visa. Your immigration document or online ‘share code’ will illustrate your right to work and any restrictions you may have on the work which you can carry out. You can only start your sponsored work once your new visa is granted.

How long will it take for my Skilled Worker visa to be granted?

In-country Skilled Worker visa applications, once submitted, can take up to 8 weeks to receive a decision. The exception to this is Health and Care visas, which can take up to 3 weeks. Visa applications may carry longer processing times if a case is deemed complex, or the Home Office requests more information or an interview.