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uk Work & employment crises provide work authorisation urgently • right to work check urgent • taken off the rota • taken off the schedule • hr asks for passport now • asked for share code • prove right to work today • employer right to work audit • right to work documents request • immigration status check at work • asked for visa proof urgently • last minute right to work • work authorisation documents uk • rota threatened documents • asked for passport scan work • worried request is a scam • employer checking service request

What to do if…
you are told to provide work authorisation documents urgently or be taken off the schedule

Short answer

Respond fast, in writing, and offer a standard right-to-work route you can do today (often an online share code, or showing original documents in person). Don’t send sensitive ID to an unverified contact or by an insecure method.

Do not do these things

  • Do not ignore the message if you want to stay on the schedule — reply promptly, even if it’s just to confirm you’re arranging the check.
  • Do not send passport/visa/immigration document images to a random email, WhatsApp, or personal number you cannot verify as your employer/HR.
  • Do not send original documents by post/courier or let a manager “hold onto” them.
  • Do not offer extra identity or immigration paperwork “just in case” — stick to what’s needed for a right to work check.
  • Do not argue only by phone while panicked — move the request into a short written record.

What to do now

  1. Confirm this is really your employer (not a scam or spoofed message).
    Use a trusted route you already have (HR portal, official HR email address from onboarding, number on a payslip/contract). Ask: “Is this a right to work check request, and what is the approved secure way to provide evidence?”

  2. Ask what check route they want to use and the exact deadline.
    Write: “I can provide right to work evidence. Please confirm whether you want an online check (share code), a manual in-person check of original documents, or an IDSP check if you offer that.”

  3. If you can generate a share code today, do that first (fastest for many people).
    Generate a right to work share code and send only the share code (and your date of birth if HR asks) through the employer’s verified channel.

  4. If you are British or Irish and they’re asking for proof, offer the simplest accepted option you have.

    • If you have a British passport or Irish passport/passport card, offer to show it in person to HR/manager for the check.
    • If your employer offers an online identity service (IDSP) for passports, ask for the official link/instructions and use that route.

  5. If you don’t have a passport/passport card available, don’t guess — ask HR exactly what combination they will accept for a manual check.
    For some people this is two documents together (for example, a birth/adoption certificate or naturalisation document plus an official document showing your name and National Insurance number). Offer to bring what you have to HR to confirm it meets their checklist.

  6. If you cannot provide a share code or acceptable documents immediately, ask the employer to use the Employer Checking Service.
    Write: “I can’t provide a share code / the right document today. Please use the Employer Checking Service to confirm my right to work, and confirm in writing you will keep me scheduled while that check is done.”

  7. Offer a same-day appointment to complete whatever route applies.
    Suggest a time window (before your shift / after your shift) and a place (HR office/site). The goal is to remove the “urgent” excuse without sending risky documents.

  8. Save a simple record.
    Keep screenshots/emails of: the request, the threat to remove shifts, what you provided, when you provided it, and any HR replies.

  9. If you think you’re being singled out or pressured for “specific” documents, get early advice.
    If you’re being treated differently from colleagues (for example, asked for extra documents because of nationality/accent), contact ACAS for guidance on discrimination and next steps.

What can wait

  • You do not need to decide today whether to quit, make a formal complaint, or threaten legal action.
  • You do not need to disclose your full immigration history — only what’s required for the right-to-work route (share code/manual/IDSP/Employer Checking Service).
  • You do not need to negotiate wider scheduling issues until the immediate right to work check is stabilised.

Important reassurance

These urgent requests often happen because HR files are missing, a new manager is “tidying up,” or the employer is doing a compliance check. A quick, secure, standard-process response usually stops the situation escalating.

Scope note

This is first steps only — to help you respond safely and keep your shifts while the employer completes the right to work check. If the employer refuses to follow standard routes or you suspect discrimination, you may need specialist advice.

Important note

This guide is general information, not legal advice. Rules and employer procedures can change and your situation may be specific. If you’re unsure which route applies, keep communications in writing, use verified channels, and seek independent advice.

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