Right to work: say whether you sponsor visas

Why it matters

Plenty of people have the right to work in the UK without a British passport. Plenty of others need a sponsored visa. When an advert says nothing, both groups guess. Some apply for roles that can never hire them, and others don’t apply for roles that could.

For employers

Use the same sentence in every advert: “You need the right to work in the UK by the start date. We can / cannot sponsor a visa for this role.” Pick “can” or “cannot” and mean it.

Ask about right to work, not nationality. Rejecting someone because they aren’t British is race discrimination. The Home Office’s code of practice on right-to-work checks says so plainly. Never write “British only”, “UK nationals” or “must hold a UK passport”.

Ask every applicant at the same stage the same question, and do the formal check the same way for everyone you offer a job to. Don’t pick people out for extra questions because of their name or accent.

The narrow exception is a role that needs security clearance with nationality rules. If that applies, say so and name the clearance.

For candidates

Before you apply, check you’ll have the right to work in the UK by the start date, or that the advert says it can sponsor. If it says it can’t, and you’d need sponsorship, skip it.

Answer the right-to-work question truthfully. If your status is changing, say when. “My visa is being processed and I expect a decision by March” is useful. Leaving it out isn’t.

Questions

Can an employer ask about my visa at the first stage? Yes, if it asks everyone the same question. It shouldn’t ask where you’re from.

What if I have time-limited permission to work? You have the right to work. Say how long it lasts if you’re asked.