Right to Work Changes Now in Effect: Stonebridge Contracting’s Approach

From 1 October 2026, Right to Work requirements have expanded to cover a wider range of working arrangements, including individual subcontractors. This represents a significant change for the construction and contracting sector, with businesses needing to understand their responsibilities across the labour supply chain.

For Stonebridge Contracting, however, the changes haven’t meant starting from scratch. We already carry out Right to Work checks across our contingent workforce, including individuals engaged on a self-employed basis, supported by ongoing monitoring and expiry controls. Ahead of the changes, we took the opportunity to review, audit and further strengthen these existing processes.

An established approach to verification

Our approach combines multiple layers of identity verification with checks completed by our trained Registrations team. We cross-reference documentation, photographic ID and worker identity, using digital identity verification through TrustID, our Identity Service Provider (IDSP), where appropriate. We also complete online Right to Work verification using Home Office share codes, where applicable.

These checks are supported by ongoing monitoring and reverification where an individual has a time-limited Right to Work. Ahead of the October changes, we also completed a full audit of our active contingent workforce.

Through the Stonebridge Client Portal, clients have real-time visibility of relevant Right to Work documentation, verification information and expiry dates.

Further digitising our registration process

We are also close to launching our new app-based registration process. This will introduce further digital identity verification alongside our existing human checks, building on the processes already in place.

For us, the October changes are about strengthening and further digitising an established process, rather than introducing a new one.

What do the changes mean for businesses?

Businesses engaging individual subcontractors and other workers should ensure that Right to Work checks are built into their onboarding process and completed before work begins.

They should also understand how to complete a valid check according to the individual’s circumstances. This may involve a Home Office online check, an approved digital verification service or a manual document check.

Alongside completing the appropriate checks, businesses should ensure that:

• The correct evidence is recorded and retained.

• Follow-up checks are completed where an individual has a time-limited Right to Work.

• Responsibilities are clear throughout the labour supply chain, particularly where subcontractors are engaged or supplied through different parties.

Failure to comply can result in significant civil penalties and reputational risk, with penalties of up to £60,000 per worker in applicable cases.

Our ongoing focus

Stonebridge Contracting’s focus remains the same: robust verification, ongoing monitoring and clear visibility for our clients.

If you would like to understand more about the Right to Work changes or Stonebridge’s approach to Right to Work compliance, please contact compliance@sbcontracting.co.uk. Our team will be happy to help.