Last reviewed: May 2026
Key facts:- A right to work share code is a 9-character code generated on gov.uk that allows an employer to verify the immigration status of a job applicant.
- Each share code is valid for 90 days and can only be viewed by the employer using the applicant date of birth.
- Since April 2022 most non-British and non-Irish nationals must use a share code for right to work checks rather than physical documents.
UK Visa and Immigration Hub › Right To Work Share Code
Right to work share codes are the standard way that non-British and non-Irish nationals prove their immigration status to UK employers. The code is generated by the applicant through the Home Office View and Prove service and shared with the employer, who looks it up on the corresponding Check service. This upgraded guide explains how to generate, share and check codes, and the legal framework that requires their use.
What a Share Code Is
A right to work share code is a 9-character alphanumeric code generated on the gov.uk View and Prove your immigration status service. It allows an employer to verify the applicant immigration status quickly and securely without handling physical documents.
Share codes are part of the wider digitisation of UK immigration. Since the introduction of eVisas, biometric residence permits and EU Settlement Scheme status are increasingly held digitally rather than as physical cards. The share code provides controlled access to the underlying immigration record.
Each code is valid for 90 days. After 90 days, a new code must be generated. The code can only be viewed by the employer when combined with the applicant date of birth, which provides a second factor of verification.
Generating a Share Code
Applicants generate a share code through the View and Prove your immigration status service on gov.uk. The service is signed in to using a UKVI account, which is normally created when the applicant first applied for their visa or status.
After signing in, the applicant selects the purpose of the share code (right to work, right to rent, or other proof of immigration status), generates the code, and sends it to the recipient. The code can be sent by email, text message or by other means.
Where the applicant has lost their UKVI account credentials, they can recover them through the gov.uk account recovery process. Without UKVI account access, no share code can be generated, so applicants are encouraged to keep their account details secure.
Employer Verification Process
Employers use the gov.uk Check a job applicant right to work service. They enter the 9-character share code and the applicant date of birth. The service returns a profile page showing the applicant photograph, date of birth, immigration status and any conditions or restrictions.
The employer must save a clear copy of the profile page and keep it for the duration of the employment plus two years afterwards. This satisfies the statutory excuse against the civil penalty for employing illegal workers under section 15 of the Immigration, Asylum and Nationality Act 2006.
The check must be carried out before employment starts. A check completed after the start date does not provide a statutory excuse for any preceding illegal working period. Where the immigration status is time-limited, follow-up checks are required at the expiry date.
Illegal Working Penalties
Employers who fail to carry out proper right to work checks are subject to civil penalties under section 15 of the Immigration, Asylum and Nationality Act 2006. The maximum penalty was increased from 20,000 to 60,000 pounds per illegal worker from 13 February 2024.
Penalty notices are issued by the Home Office Civil Penalty Compliance Team. Employers can object to a penalty within 28 days and appeal to a county court if the objection is rejected. The statutory excuse defence relies on having carried out a proper check.
Repeat offenders face higher penalties. The Home Office publishes a regular list of penalised employers. Penalties are in addition to any criminal liability under section 21 of the same Act, which targets employers who knowingly employ illegal workers.
Special Cases - British and Irish Citizens
British citizens and Irish citizens prove their right to work using their passport or other British or Irish identity documents. They do not need a share code. The list of acceptable documents is published in the Home Office Employer Right to Work Checks Code of Practice.
British and Irish citizens have always retained the right to work after Brexit because their right derives from citizenship rather than from immigration status. The Common Travel Area arrangements between the UK and Ireland are protected by the Belfast Agreement and continue regardless of EU developments.
Citizens of certain countries with specific arrangements (such as Crown Dependencies residents) may also be able to prove the right to work using physical documents. The Employer Right to Work Checks Code of Practice is the authoritative source for the documents accepted.
Specific Scenarios and How They Are Handled
Time-limited visa with employer reliance. Where a worker has a visa with a specific employer sponsor (such as a Skilled Worker visa), the right to work is tied to that sponsor. Changing employer requires a new visa application, not just a fresh share code. The share code shows the sponsor.
Outstanding extension application. Where the visa has expired but an extension is in process, the worker may have continuing leave under section 3C of the Immigration Act 1971. The Employer Checking Service is used to verify this rather than a fresh share code.
Pre-settled status holders. EU Settlement Scheme holders with pre-settled status have time-limited status. The share code shows the expiry date and any restrictions. Most pre-settled status holders qualify for settled status after five years and the employer follow-up check confirms this.
Dependents with their own right to work. Dependent visas often include the right to work. The share code shows this. Some dependents have restrictions (e.g. no PhD students partner restrictions) and these are also shown on the profile.
Where to Get Free Independent Help
The Office of the Immigration Services Commissioner (OISC) regulates immigration advisers in the UK. The OISC adviser register at gov.uk lists qualified advisers who can provide regulated immigration advice on right to work share code. Advice from a non-regulated person is a criminal offence under the Immigration and Asylum Act 1999.
The Joint Council for the Welfare of Immigrants (JCWI) is a charity that provides free advice and casework support on immigration and nationality issues. JCWI is OISC-regulated and can take on representation in some cases. The JCWI website at jcwi.org.uk lists current services.
Citizens Advice provides free initial advice on right to work share code and can refer onwards to OISC-regulated immigration advisers for casework. Some local Citizens Advice offices have OISC accreditation for level 1 or 2 immigration advice.
Refugee Council, Refugee Action and similar charities provide specialist advice for refugees and asylum seekers. The British Red Cross also operates an immigration and refugee service. For asylum-related queries, the Migrant Help national service is the first point of contact.
For employment-related immigration issues (Skilled Worker visa sponsorship, right to work checks, etc.), the Home Office sponsor compliance team is the relevant body. The gov.uk sponsor licence pages set out the rules and obligations for licensed sponsors.
The Immigration Tribunal handles appeals against Home Office decisions on visas, settlement and citizenship. The tribunal is independent of the Home Office and decides cases on the evidence. The First-tier Tribunal (Immigration and Asylum Chamber) is the entry point; appeals go to the Upper Tribunal and ultimately to the Court of Appeal.
Putting It All Together
The rules above set out the legal framework, the practical steps and the support routes available. Where the situation is straightforward, the gov.uk pages and the official tools should be enough to act on. Where the situation is more complex, the free advice services listed in the previous section can usually clarify the position and identify the right next step. Many issues that look intractable at first turn out to be resolvable once the right service is engaged.
Keeping written records of communications and decisions throughout is good practice. Where a decision needs to be challenged later - through an internal complaint, an ombudsman, a tribunal or a court - the quality of the contemporaneous record often decides the outcome. Dates, names, reference numbers and copies of correspondence are the building blocks of any later dispute. The gov.uk advice pages and the relevant ombudsman or tribunal websites all set out the evidence they consider when reviewing decisions, and gathering that evidence from the start is one of the most effective protections available.
Frequently Asked Questions
How do I generate a share code?
Sign in to the View and Prove your immigration status service on gov.uk using your UKVI account. Select the purpose of the code (right to work, right to rent, other) and generate the 9-character code.
How long is a share code valid?
90 days from generation. After 90 days, a new code must be generated. The code is single-use in the sense that the employer must access it within the 90-day window.
Can I send the same code to two employers?
Yes, until it expires. A single code can be used by multiple employers within the 90-day validity window, although best practice is to generate a fresh code for each employer.
What if I forget my UKVI account password?
Use the gov.uk account recovery process. The recovery typically uses the email address associated with the original application and may require additional identity verification.
Do British citizens need a share code?
No. British and Irish citizens prove the right to work using their passport or other British or Irish identity documents. Share codes are for non-British and non-Irish nationals.
What if my employer asks for a physical BRP card?
Since April 2022, most non-British nationals prove their status digitally via share code, not by physical BRP card. Employers who insist on physical documents may be operating under outdated guidance; the gov.uk employer code of practice is the current authority.
Can my employer demand a fresh share code each year?
Yes. Where the right to work is time-limited, follow-up checks are required before each expiry date. The employer requests a fresh share code from the employee. Each check is saved separately.
What if I change visa during my job?
The employer must carry out a fresh right to work check using a new share code. The new check is saved alongside the previous one. The retention period restarts from the date of the new check.
Are pre-settled status holders treated as workers or visitors?
Workers with the right to work. The share code shows the right to work and any restrictions. Once the holder qualifies for settled status, they should apply and update their employer with a fresh check using the new status.
Does my employer need to keep my passport copy?
No, since the digital share code system replaced physical document checks for non-British and non-Irish nationals in April 2022. British and Irish citizens still use passport or other identity documents.
How We Verified This
Information is taken from section 15 of the Immigration, Asylum and Nationality Act 2006 on legislation.gov.uk, the Home Office Employer Right to Work Checks Code of Practice on gov.uk, the gov.uk View and Prove your immigration status service guidance, and the Home Office statement of changes to the immigration rules.
