A right to work comparison needs to start with the person being checked and the appropriate process. Establish what the provider does and what remains for your organisation to complete.
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Establish the checking route, the evidence retained and the actions your organisation must complete alongside the provider.
Define the checking service
TrustID publishes identity and right to work services. Assess the specific process required, not an assumed equivalence between product labels.
Confirm the supported route
Explain the applicant circumstances you need to handle. Ask which route the proposed service supports and which employer steps remain.
After verification
Review the employer’s actions
An identity result does not complete every right to work responsibility. Check the required process against current Home Office guidance.
Price the actual process
Confirm the checks, user access and support included. Keep any additional
employee administration products separately identifiable.
Verify relevant credentials
Ask for current evidence of the credentials applicable to the service. A partner logo is not proof of equivalent certification.
Inspect the retained evidence
Check what the employer can access after a check and how it is stored.
Include further checks where required
Explain how your organisation identifies any repeat check that is due. Confirm the division between reminders and completing the check.
Discuss employee record needs
Annaizu can review wider
workforce records separately from the checking requirement. Include them only where they support your process.
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