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Employing foreign nationals

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Attracting suitable candidates

Determining the needs of the job

Employing foreign nationals

Employing young people and children

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Is it an offence to employ a foreign national who is subject to immigration control?

Under the Immigration, Asylum and Nationality Act 2006, it is not an offence to employ someone who is subject to immigration control, provided that he or she has leave to enter or remain in the UK and is not prevented from working. However, it is a criminal offence knowingly to take on a foreign national who has not been granted leave to enter or remain in the UK, or who does not have permission to work in the UK.

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Does the Immigration, Asylum and Nationality Act 2006 apply to the employment of all non-UK citizens?

Is it lawful to ask a job applicant if he or she requires permission to work in the UK?

What steps must an employer take to ensure that a foreign national has the right to work in the UK?

Is it the responsibility of the employer to require existing employees to produce documentation relating to their immigration status?

When taking steps to guard against illegal working does an employer risk being accused of race discrimination?

Is a transferee able to rely on assurances from the transferor that it carried out the necessary checks on the transferred employees' immigration status, or must it carry out its own checks?

How can employers reconcile the requirements of the Immigration, Asylum and Nationality Act 2006 with the provisions on race in the Equality Act 2010?

Can an employer refuse to employ a foreign national because of the effort involved in ensuring that he or she has a right to work in the UK?

Is it permissible to employ an asylum seeker?

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