eVisas will replace biometric resident permits (BRPs). The Home Office stopped issuing physical BRPs on 31st October 2024. The UK government has recently introduced a new eVisa system alongside the end of physical biometric resident permits (BRPs). Employees who currently hold a physical permit will need to register for an eVisa before 31st December 2024. This marks a significant shift in the immigration process for non-citizens residing in the country. The update is part of the UK’s ongoing efforts to streamline immigration services and modernise the system.
The transition to eVisas and the end of physical BRPs will impact both employees working in the UK and the employers responsible for conducting right-to-work checks. The UK Home Office requires employers to verify that employees are legally allowed to work in the UK. The new eVisa system will play a central role in this verification process.
The introduction of eVisas and the discontinuation of physical BRPs means that UK residents who hold certain visas will no longer receive a physical document, such as a BRP, to confirm their immigration status. Instead, their visa information will be stored electronically and accessed via a digital system. The government is moving towards a fully digital process, which aims to simplify verification and improve security.
With the transition to eVisas, the UK Home Office is consolidating digital services to improve efficiency and ensure easier access to visa information for both individuals and employers. This change does not affect the type of visa, its rights, or conditions, but will alter how individuals and employers verify and manage immigration status.
The shift to digital visa status also enhances security by reducing the risk of document fraud, as digital information is harder to manipulate than physical documents. However, it places more responsibility on employers to ensure they are checking the correct and up-to-date information from the Home Office’s online system.
The Home Office provides an online platform where individuals can check their status. Employees will need to go to the gov.uk website and create a UKVI account and confirm their identify using the ‘UK immigration ID check’ app.
To create their UKVI account, they will need either:
Employees who have been issued an eVisa should ensure their details are correctly stored and accessible in the Home Office’s digital system. Unlike the physical BRP, employees with an eVisa will access their immigration status online and can share their visa details through a secure digital verification process.
It also allows employees to share this information with employers when required, replacing the need for the physical card. Employees should familiarise themselves with how to access their visa details and share them digitally with their employers to complete the necessary checks. Additionally, those with a pending visa application should ensure they follow the guidance for receiving their eVisa once approved.
Those who fail to apply for an eVisa will not lose their immigration status, but it will make it difficult for migrants to demonstrate their immigration status. This could cause problems when proving their right-to-work and right to rent, as well as delays when travelling.
Employers will play a key role in this transition. With the end of physical BRPs, employers need to adjust their procedures to remain up to date with the latest right-to-work guidelines. The guidelines now focus on checking the employee’s online record rather than relying on a physical document. The government has provided guidance on how employers can verify employees’ right to work using the eVisa system. Employers should adapt their policies to accept digital evidence of immigration status. This can include using the online Home Office system to verify the immigration status of employees.
Employers will be responsible for conducting right-to-work checks by accessing employees’ immigration details through the Home Office online services, rather than relying on physical documents. The right-to-work check must be carried out before the employee starts work, and failure to comply with the new process could result in penalties for the employer.
Employers should also remind their employees about the changes, especially if they are transitioning from a physical BRP to an eVisa, so employees can access and share their digital immigration status when required. This could involve sending out notifications or including information about the new process in employee handbooks or induction materials.
In conclusion, the new eVisa system and the end of physical BRPs signal a major change in the UK’s immigration process. Both employees and employers must adjust to this new approach. In particular, employers must ensure they are prepared to conduct right-to-work checks electronically and help employees transition smoothly to the new system.
To find out more information or if you require any advice regarding the new eVisa system and conducting right-to-work checks please get in contact with our team of experts.
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