Compliance that gives clients confidence

At Val Wade Recruitment…
compliance isn’t an afterthought, it’s built into every placement we make.

We carry out Right to Work checks on every worker before they start, using recognised digital verification processes and retain the appropriate evidence and audit trail to support those checks. We’ve been doing this for over 5 years. 

We also monitor time-limited permissions, work visas, carry out follow-up checks where required and ensure that our recruitment processes are applied consistently and fairly.

The rules are changing.

From 1 October 2026, revised Right to Work requirements come into force, extending the framework beyond traditional employees to cover a wider range of working arrangements, including workers and certain subcontractors. There are also new requirements governing the use of digital verification services.

For employers, getting these checks right is increasingly important. Correctly carrying out the prescribed checks can provide a statutory excuse against a civil penalty if someone is subsequently found not to have the right to work. (GOV.UK⁠)

For our clients, our approach means:

• Right to Work checked before assignment
• Appropriate documentation and evidence retained
• Follow-up checks where permission is time limited
• Clear compliance and audit trails
• Processes continually reviewed against current Home Office guidance

The result is reduced compliance risk and greater peace of mind when hiring through Val Wade Recruitment.

As legislation evolves, so do our processes.

Good recruitment isn’t just about finding the right person. It’s about making sure they’re right to work too.