What the October 1st Right to Work Guidance Update Really Means for Employers

From 1 October, updated Home Office guidance introduces a wider definition of "employer," extended liability, and new substitution rules - changes that hit hardest in sectors built on high-volume hiring, shift-based staff, and frequent turnover. For hospitality, retail and service businesses managing large frontline teams across multiple sites, getting Right to Work checks wrong isn't just a compliance risk - it's an operational one.

Join Christie Lewis, Operations Director from TrustID, Samantha Gallagher, VP, Strategic Risk & Compliance at Harri , and James Appleton, Director of Talent Acquisition Products at Harri for a practical, no-nonsense look at what's changing, who it applies to, and how digital verification fits into a compliant, scalable hiring process - without slowing down recruitment.

In this session, you'll learn:

• What the new, extended definition of "employer" actually means for who's responsible for Right to Work checks.
• How "extended liability" changes the risk picture for multi-site and franchise operators.
• What the new substitution rules mean in practice, and how to stay compliant when staff cover shifts or roles.
• Where employers get exposed most in practice, and what enforcement looks like day to day.
• How a certified Digital Verification Service (DVS) strengthens your process, and what to look for given how much broader "employer" and "worker" now are.
• One thing every employer should check tomorrow, before the guidance takes effect.

Who should attend:

HR, talent acquisition, and operations leaders responsible for onboarding and compliance across hospitality, retail, and other high-turnover, multi-site workforces. 

This session will be recorded, and a follow-up FAQ document will be shared with all attendees.