THE GOVERNMENT’S TOUGH STANCE ON ILLEGAL WORKING IS ABOUT TO GET SHARPER – ARE YOU READY?
What Does the New Immigration White Paper Mean?
Before we explore the proposals, it’s important to note that a white paper does not, by itself, alter the law or the immigration rules. It merely puts forward changes the government intends to make in the future.
The UK government’s latest immigration white paper signals a clear and forceful shift in how the country will enforce immigration laws. For business owners and HR departments – particularly those who may not place employment compliance at the top of their agenda – the time to pay attention is now.
At its heart, the paper presents a toughened stance: enforcement is no longer a passive process but an active mission. “Where rules and laws are broken or ignored, for too long enforcement has failed,” says the paper. That era, it insists, is now over.
A Step-Change in Enforcement Tactics
The government is deploying 1,000 redeployed staff into enforcement and returns roles. This isn't abstract policymaking — it's real, and it’s already happening. With enforcement teams increasingly using digital tools like eVisas, biometric tech, mobile identity kits, and even body-worn cameras, businesses employing individuals without proper documentation are more likely to be identified than ever before.
For employers, this means:
Surprise immigration enforcement raids may increase, particularly in sectors like hospitality, logistics, construction, agriculture, and the gig economy.
It will be far easier for authorities to match illegal workers to rogue employers.
Digital Identity and the Rise of eVisas
The rollout of eVisas — digital permits tied to biometric data — will make it significantly easier for authorities to track visa compliance. This system will give enforcement officers real-time access to who should and shouldn’t be working in the UK.
Why this matters for HR teams:
Outdated practices like photocopying passports or relying on paper records may no longer be defensible.
You’ll need to verify employees’ rights to work using new digital systems — and keep those checks regularly updated.
Tighter Links with HMRC
A significant, and perhaps underestimated, part of this strategy involves cooperation with HMRC. Visa holders who haven’t paid taxes they owe could be targeted for enforcement, likewise those being sponsored may also be checked to ensure they are being paid the correct salary, which could pull non-compliant employers into the spotlight.
Businesses that:
Pay workers off the books,
Misclassify workers (e.g., treating full-time workers as contractors),
Or fail to file correct payroll and tax information,
could find themselves caught in a new wave of joined-up enforcement efforts.
Faster Removal of Illegal Workers
The white paper proposes a streamlined removal processes and expanded powers for the Home Office to take action quickly. This has implications not just for workers but for employers who could face serious reputational and legal damage from association with illegal employment practices.
What Should Employers Do Now?
If your business has viewed right-to-work checks as a ‘box-ticking’ exercise, that mindset must change. The following steps are essential:
Audit your workforce immediately. Make sure all current employees have valid, recorded right-to-work evidence.
Train HR teams. Ensure staff understand the new digital verification systems and are prepared to handle audits or spot checks.
Review subcontractors and supply chains. Future changes may result in you being held accountable if illegal working is found in your contracted labour.
Engage with legal advisors. Especially if you rely on international talent or have informal employment practices in place.
A Final Word: Compliance is not Optional
In previous years, businesses might have calculated the risk of non-compliance as manageable or unlikely. That calculation is changing fast. With stronger laws, digital tracking tools, and an expanding enforcement workforce, the cost of ignorance — or inaction — could be severe.
Whether it’s fines, reputational risk, or direct legal consequences, employers who don’t get ahead of these changes may find themselves exposed.
Now is the time to tighten hiring processes and get your compliance in order. The government's message is clear: enforcement is coming — and it’s coming with technology, coordination, and intent.
