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The landscape of UK immigration law continues to evolve, and staying compliant is more important than ever for employers. At EA Law, we’ve summarised the key immigration developments for employers this month, from expanded right to work checks to critical deadlines and new agreements with the EU.

Expansion of Right to Work Checks: A New Compliance Challenge for Employers

In May 2025, the UK Government introduced a significant amendment to the Border Security, Asylum and Immigration Bill, proposing to expand the right to work check requirements. This update reflects a shift in employment practices and aims to close loopholes that currently allow certain workers to evade compliance checks.

What’s Changing?

The proposed new law would require businesses to conduct right to work checks not only on traditional employees but also on:

  • Individuals under a worker’s contract
  • Self-employed contractors
  • Individuals providing services via online platforms

This expansion means that businesses could face civil penalties of up to £60,000 per illegal worker—even in cases where there is no formal contract or clear knowledge of the individual’s working arrangement.

The government intends to hold a formal consultation with affected businesses and stakeholders. While this legislation is not expected to come into effect until at least 2026, employers should start preparing now as part of their 2026/27 compliance planning.

UK-EU Youth Mobility Scheme: A Step Toward Reconnection

On 19 May 2025, Prime Minister Keir Starmer announced a new UK-EU agreement that could reshape youth mobility post-Brexit. A key feature of this agreement is the creation of a reciprocal youth experience scheme, allowing young people to live, work and travel between the UK and the EU.

What We Know So Far

The UK currently operates a Youth Mobility Scheme with 11 countries, allowing young people to work in the UK for two to three years. The EU version is expected to mirror this scheme, including:

  • An annual cap
  • A time-limited visa
  • A reciprocal arrangement for both UK and EU nationals

While this agreement marks a positive development, it’s still in its early stages. Employers should not rely on this scheme for their short-term recruitment plans, as details such as eligibility criteria and start dates remain unclear.


Biometric Residence Permit (BRP) Expiry Deadline – 1 June 2025

Employers should be aware that from 1 June 2025, expired Biometric Residence Permits (BRPs) will no longer be valid for travel. All BRP holders must transition to an eVisa by creating a UKVI account to access their digital immigration status.

What We Know So Far

With summer holidays approaching, now is the time to ensure that employees holding BRPs have made the necessary updates. There have been no extensions to this deadline, so timely action is essential to avoid disruptions in travel and work status.

Enforcement in Action: Suffolk Case Underscores the Risks

A recent case in Suffolk is a stark reminder of why immigration compliance matters. A car wash business was found to be employing four illegal workers, resulting in:

  • A £180,000 fine
  • A seven-year disqualification of the company director from managing any business

This example underlines the importance of maintaining a robust right to work check system. Employers must regularly review their internal processes in line with UK immigration enforcement laws. 

Seven-year ban for Suffolk car wash owner who employed illegal workers – GOV.UK

Need Immigration Compliance Support?

At EA Law, we help businesses stay ahead of evolving immigration legislation. Whether you need help reviewing your right to work procedures, managing employee visa applications, or understanding new policy changes, our team of expert immigration solicitors is here to support you.

📞 Contact us today for a brochure of our Immigration services for employers- info@ealaw-solicitors.com