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uk Work & employment crises work authorisation under review • right to work questioned • right to work recheck • share code not working • immigration status under review • visa application pending • employer checking service request • positive verification notice • sponsored worker compliance check • sponsor asks for documents • security clearance under review • vetting status review • clearance access paused • site pass withdrawn • background check flagged • hr compliance escalation • told you cannot work • employment eligibility questioned • paperwork mismatch at work

What to do if…
your work authorisation or security clearance is suddenly marked under review

Short answer

Pause and get the exact reason in writing (what is “under review”, by which team/system, and what they need from you). Then use the official right-to-work and/or security processes — and do not keep doing restricted work if your access has been paused.

Do not do these things

  • Do not resign, “quit before you’re fired”, or agree to a rushed change of contract while you’re shocked.
  • Do not keep doing restricted work if you’ve been told your access/clearance is paused — even “just to finish something”.
  • Do not send work files (especially sensitive material) to personal email/cloud “for safekeeping”.
  • Do not guess what caused it or confront colleagues in a heated way (it often starts as an admin check or records mismatch).
  • Do not pay a “fixer” or share passport/visa details with anyone outside HR/security/legal channels.
  • Do not ignore deadlines in any written notice (HR/security checks often have short response windows).

What to do now

  1. Get clarity, in writing, on what is being reviewed. Ask HR/security for:

    • Whether it’s your right to work (immigration permission) or your security clearance/vetting, or both.
    • What label they’re using (for example: “right to work re-check”, “Home Office check”, “clearance review”, “access suspended pending review”).
    • Exactly what they need from you, by when, and who the decision-maker is internally.

  2. If it’s right to work: prove your status using the recognised route (don’t argue).

    • If you have digital status, generate a new right-to-work share code and give it to HR.
    • If you cannot prove your right to work through the online route (for example, your status can’t be checked online, or you’re awaiting a Home Office decision), ask HR to use the Home Office Employer Checking Service.
    • If the Employer Checking Service confirms your right to work, HR may receive a Positive Verification Notice (PVN) — this gives the employer a statutory excuse for 6 months from the date on the notice, so ask HR what follow-up check will happen before it expires.

  3. If it’s security clearance: go straight to your organisation’s security contact.

    • Ask who your organisation’s Security Controller / security officer / vetting team is and speak to them (not just a line manager).
    • Ask whether your access is temporarily suspended or restricted and what you must do right now (badge/pass, remote access, “need-to-know” limits, handling rules).
    • If you need to ask UKSV a case question, use the UKSV Helpdesk route your security team directs you to (many enquiries are handled via the sponsor/security channel).

  4. Stabilise your work situation for the next 48 hours.

    • Ask HR/security: “Am I expected to stop work entirely, or can I be temporarily reassigned to non-restricted duties while this is checked?”
    • If you’re sent home or locked out of systems, ask for that instruction in writing and ask what happens with pay while it’s reviewed.

  5. Create a simple record pack (this protects you later).

    • Save copies of: the message saying “under review”, any instructions, dates/times, and who you spoke to.
    • Keep a short timeline: what you were told, what you provided (share code, documents), and when.

  6. Get the right kind of support (not general advice from friends).

    • For right-to-work issues: consider an OISC-regulated immigration adviser or immigration solicitor.
    • For clearance issues: if you have a union/professional association, contact them; otherwise ask your security team what formal routes exist to raise errors or ask for clarification.

What can wait

  • You do not need to decide today whether to change jobs, leave the UK, or “start over”.
  • You do not need to write a long explanation of your life history. Only answer what is asked, through the proper channel.
  • You do not need to disclose personal details widely at work. Keep it to HR/security/legal contacts.

Important reassurance

This kind of flag often begins as a records mismatch, routine re-check, or an internal admin/security trigger — not a final decision. The safest approach is calm, written clarity, and using the official verification routes, while you avoid any action that could create a separate problem.

Scope note

These are first steps to stop the situation getting worse and to buy time. Any later decisions (appeals, grievances, legal action, or immigration strategy) depend on the exact reason for the review and should be taken with specialist help if needed.

Important note

This is general information, not legal advice. Policies vary by employer, contract, and role, and national security vetting decisions can involve specific procedures and restrictions. If you are unsure whether you are allowed to keep working or accessing sensitive material, treat it as “pause until confirmed” and follow your security team’s written instructions.

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