Right to work share code not functioning

This is a frustrating but surprisingly common problem. Here is what you need to know and what you can do.

Understanding the share code system:

A right to work share code is generated through the Home Office online service, typically via the "View and Prove" service at gov.uk. Employers use the code along with your date of birth to verify your immigration status and right to work in the UK. The code is a nine-character alphanumeric code.

Common reasons the code may not work:

1. The code has expired. Share codes are only valid for a set period, currently 90 days from the date of generation. If it has expired, you simply need to generate a new one.

2. The code has been entered incorrectly. It is case-sensitive and easy to mistype, especially where characters like zero and the letter O, or the number one and the letter I, can be confused.

3. The employer is entering the wrong date of birth alongside the code.

4. There is a technical issue with the Home Office online checking service itself. This does happen from time to time.

5. There is an underlying issue with your immigration status record held by the Home Office, for example if your status has not been correctly linked to your identity document or biometric residence permit.

Practical steps to resolve this:

1. Try generating a fresh share code through the "Prove your right to work" service at gov.uk. Log in using your passport, biometric residence card or permit, or your UK Visas and Immigration account details.

2. Double-check the code carefully before passing it to your employer and confirm your date of birth matches exactly what is on the system.

3. Ask your employer to try again using a different browser or clearing their cache, as the employer checking service can occasionally have glitches.

4. If you still cannot generate a working code, contact the Home Office resolution centre. The specific helpline for issues with online immigration status is the UK Visas and Immigration contact centre. You can reach them on 0300 790 6268 (inside the UK). They can investigate whether there is a problem with your record.

5. If you have a biometric residence permit, a biometric residence card, or a valid visa vignette in your passport, your employer can use this as an alternative to verify your right to work through a manual document check, rather than relying solely on the online share code. This is an important fallback. Not all immigration statuses allow this alternative, but many do.

6. If you hold EU settled status or pre-settled status under the EU Settlement Scheme, you can only prove your right to work digitally. There is no physical document. In this situation, if the online service is not working, the employer should contact the Home Office employer checking service directly. Employers can use this service to obtain a positive verification notice, which then gives them a statutory excuse for employing you.

The employer's position:

It is worth being aware that employers have a legal obligation under the Immigration, Asylum and Nationality Act 2006 to verify right to work before employment begins. If they cannot verify your status, they may be reluctant to start your employment. However, the Home Office employer checking service exists precisely for situations where the online check is not producing the expected result. Your employer can contact this service and the Home Office will respond, usually within five working days, sometimes sooner. If the Home Office confirms your right to work, the employer obtains a statutory excuse and can proceed.

If the problem persists:

If the Home Office online system continues to malfunction or your record appears to be incorrect, you can raise a formal complaint with UK Visas and Immigration. If you believe the issue is causing you to lose a job offer or suffer financial loss, keep a record of everything, including correspondence with the employer, screenshots of error messages, and dates you contacted the Home Office. This evidence could be important if you need to escalate the complaint or pursue any form of redress later.

If the employer withdraws a job offer solely because of a temporary technical problem with the Home Office system, and they have not taken reasonable steps such as using the employer checking service, that may raise questions about whether they have acted properly, particularly if there are any discrimination concerns.