{"id":254,"date":"2026-10-15T11:28:38","date_gmt":"2026-10-15T11:28:38","guid":{"rendered":"https:\/\/accordbps.com\/?post_type=news&#038;p=254"},"modified":"2026-10-15T11:30:40","modified_gmt":"2026-10-15T11:30:40","slug":"right-to-work-changes-what-businesses-should-consider","status":"publish","type":"news","link":"https:\/\/accordbps.com\/index.php\/news\/right-to-work-changes-what-businesses-should-consider\/","title":{"rendered":"Right to Work Changes \u2013 What Businesses Should Consider"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\"><strong>We are encouraging businesses to review their workforce arrangements following changes to the Right to Work Scheme.<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Introduced on 1 October 2026, the changes extend responsibilities beyond traditional employees to cover a wider range of working arrangements, including workers\u2019 contracts and individual subcontractors.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Businesses should not assume their existing recruitment or onboarding processes automatically meet the revised requirements. In some contractual arrangements, organisations may also have responsibilities where another supplier provides the people carrying out the work.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Suzanne Wallace, Operations and HR Director at Accord BPS, said, \u201cThe key message for businesses is not to assume their existing processes cover the new requirements. Where different parties are involved in supplying or managing personnel, it is important to be clear about where responsibility sits and what evidence needs to be retained.\u201d<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Describing someone as self-employed does not automatically place them outside right to work requirements. Businesses should review who is carrying out work on their behalf and how each individual is engaged.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This is particularly important where several parties are involved in supplying or managing personnel. However, the changes do not automatically apply to every existing arrangement, with the timing and nature of each engagement important considerations.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Accord BPS supports clients with the practical immigration and right to work requirements surrounding their workforce. This includes support with the relevant processes and access to specialist advice where required.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employers who are unsure how the changes affect their workforce arrangements are encouraged to review their current procedures and seek appropriate advice.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>We are encouraging businesses to review their workforce arrangements following changes to the Right to Work Scheme. Introduced on 1 October 2026, the changes extend responsibilities beyond traditional employees to cover a wider range of working arrangements, including workers\u2019 contracts and individual subcontractors. Businesses should not assume their existing recruitment or onboarding processes automatically meet [&hellip;]<\/p>\n","protected":false},"featured_media":256,"template":"","class_list":["post-254","news","type-news","status-publish","has-post-thumbnail","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v22.6 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Right to Work Changes \u2013 What Businesses Should Consider - Accord Business<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/accordbps.com\/index.php\/news\/right-to-work-changes-what-businesses-should-consider\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Right to Work Changes \u2013 What Businesses Should Consider - Accord Business\" \/>\n<meta property=\"og:description\" content=\"We are encouraging businesses to review their workforce arrangements following changes to the Right to Work Scheme. Introduced on 1 October 2026, the changes extend responsibilities beyond traditional employees to cover a wider range of working arrangements, including workers\u2019 contracts and individual subcontractors. 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