Watchtower/Law library/Right to work checks: an employer's guide/Volunteering, voluntary work and...
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Right to work checks: an employer's guide · Volunteering, voluntary work and voluntary fieldwork

Volunteering, voluntary work and voluntary fieldwork

employer s guide to right to work checks 1 october 2026 chunk 128 · in force: unknown

Captured source text (L5)

Volunteering, voluntary work and voluntary fieldwork

| A volunteer is not the same as a voluntary worker. Volunteers are those who give their | | | | | | | | | --- | --- | --- | --- | --- | --- | --- | --- | | time for free to charitable or public sector organisations willingly without compensation | | | | | | | | | and any contractual obligation or entitlement. | | | | | | Visitors can volunteer for a registered | | | charity for a maximum of 30 calendar days during their visit, but volunteering cannot | | | | | | | | | be the main purpose of their visit and they cannot do voluntary work. Asylum seekers | | | | | | | | | can also volunteer whilst their claim is considered without being granted permission to | | | | | | | | | work | | , but they can only carry out paid work if they have been granted permission to | | | | | | | work under | | | | Paragraph 360 or 360C of the Immigration Rules | | | . | | An individual is generally understood to be a genuine volunteer (and not a worker) if | | | | | | | | | there is no intention to create legal relations i.e. there is no contractual relationship, | | | | | | | | | they are not obliged to work and are unpaid (except some limited expenses). | | | | | | | | | Voluntary workers would have a contractual obligation to personally perform work or | | | | | | | | | provide services and carry out specific tasks. The contract does not have to be in | | | | | | | | | writing. | | | | | | | | | An individual will only be a Voluntary Worker if they work for (or are employed by) a | | | | | | | | | charity; a voluntary organisation, an associated fund-raising body (e.g., a charity shop) | | | | | | | | | or a statutory body (e.g., a school or hospital) in circumstances in which the worker | | | | | | | | | receives: | | | | | | | | | | | | | | | | | | • no money payments of any description, or no monetary payments except: | | | | | | | | | | | | | | | | | | | | | o in respect of expenses actually incurred in the performance of the | | | | | | | | | worker’s duties; or | | | | | | | | | | | | | | | | | | o reasonably estimated as likely to be or to have been so incurred in the | | | | | | | | | performance of their duties. | | | | |
| • no benefits in kind of any description other than the provision of some or all of the | | --- | | worker’s subsistence or of such accommodation as is reasonable in the | | circumstances of the performance of their duties. |
| A worker is not a Voluntary Worker and will need permission to work (paid or unpaid) | | | --- | --- | | if they work for an organisation other than those listed above, and/or they receive any | | | other kind of monetary payments or benefits in kind. | | | Some individuals who have been granted immigration permission are permitted to | | | carry out voluntary work. | Students, including child students aged 16 and over, can do | | voluntary work if they are permitted to work, but must not exceed the total number of | | | hours they are permitted to work. For example, if a student is permitted to work 20 | | | hours a week during term-time and has paid work of 15 hours a week, they cannot do | | | more than 5 hours voluntary work. If they are not permitted to work, they cannot do | | | voluntary work. | | | | |
Charitable organisations looking to employ a voluntary worker for up to twelve months may need to apply for a sponsorship licence under the Charity Worker route in certain
73
circumstances. Under that route, sponsors must ensure the role meets the requirements for voluntary work and that the worker is not paid or otherwise remunerated, including receipt of benefits in kind, except for reasonable expenses as defined in the National Minimum Wage Act 1988.
Full captured verbatim text
| A volunteer is not the same as a voluntary worker. Volunteers are those who give their | | | | | | | |
| --- | --- | --- | --- | --- | --- | --- | --- |
| time for free to charitable or public sector organisations willingly without compensation | | | | | | | |
| and any contractual obligation or entitlement. | | | | | | Visitors can volunteer for a registered | |
| charity for a maximum of 30 calendar days during their visit, but volunteering cannot | | | | | | | |
| be the main purpose of their visit and they cannot do voluntary work. Asylum seekers | | | | | | | |
| can also volunteer whilst their claim is considered without being granted permission to | | | | | | | |
| work | | , but they can only carry out paid work if they have been granted permission to | | | | | |
| work under | | | | Paragraph 360 or 360C of the Immigration Rules | | | . |
| An individual is generally understood to be a genuine volunteer (and not a worker) if | | | | | | | |
| there is no intention to create legal relations i.e. there is no contractual relationship, | | | | | | | |
| they are not obliged to work and are unpaid (except some limited expenses). | | | | | | | |
| Voluntary workers would have a contractual obligation to personally perform work or | | | | | | | |
| provide services and carry out specific tasks. The contract does not have to be in | | | | | | | |
| writing. | | | | | | | |
| An individual will only be a Voluntary Worker if they work for (or are employed by) a | | | | | | | |
| charity; a voluntary organisation, an associated fund-raising body (e.g., a charity shop) | | | | | | | |
| or a statutory body (e.g., a school or hospital) in circumstances in which the worker | | | | | | | |
| receives: | | | | | | | |
| | | | | | | | |
| • no money payments of any description, or no monetary payments except: | | | | | | | |
| | | | | | | | |
| | | | o in respect of expenses actually incurred in the performance of the | | | | |
| | | | worker’s duties; or | | | | |
| | | | | | | | |
| | | | o reasonably estimated as likely to be or to have been so incurred in the | | | | |
| | | | performance of their duties. | | | | |

| • no benefits in kind of any description other than the provision of some or all of the |
| --- |
| worker’s subsistence or of such accommodation as is reasonable in the |
| circumstances of the performance of their duties. |

| A worker is not a Voluntary Worker and will need permission to work (paid or unpaid) | |
| --- | --- |
| if they work for an organisation other than those listed above, and/or they receive any | |
| other kind of monetary payments or benefits in kind. | |
| Some individuals who have been granted immigration permission are permitted to | |
| carry out voluntary work. | Students, including child students aged 16 and over, can do |
| voluntary work if they are permitted to work, but must not exceed the total number of | |
| hours they are permitted to work. For example, if a student is permitted to work 20 | |
| hours a week during term-time and has paid work of 15 hours a week, they cannot do | |
| more than 5 hours voluntary work. If they are not permitted to work, they cannot do | |
| voluntary work. | |
| | |

Charitable organisations looking to employ a voluntary worker for up to twelve months
may need to apply for a sponsorship licence under the Charity Worker route in certain

73

circumstances. Under that route, sponsors must ensure the role meets the
requirements for voluntary work and that the worker is not paid or otherwise
remunerated, including receipt of benefits in kind, except for reasonable expenses as
defined in the National Minimum Wage Act 1988.

What this provision means

Model summary, checked against the text on the left.

Relevance to Signicat: 2/3 · detailed summary (L4) Status: no_gain · Stored artifact; current recipe verification unavailable

Employers and sponsors must distinguish genuine volunteers from voluntary workers subject to right to work restrictions and sponsorship rules.

| A volunteer is not the same as a voluntary worker. Volunteers are those who give their | | | | | | | | | --- | --- | --- | --- | --- | --- | --- | --- | | time for free to charitable or public sector organisations willingly without compensation | | | | | | | | | and any contractual obligation or entitlement. | | | | | | Visitors can volunteer for a registered | | | charity for a maximum of 30 calendar days during their visit, but volunteering cannot | | | | | | | | | be the main purpose of their visit and they cannot do voluntary work. Asylum seekers | | | | | | | | | can also volunteer whilst their claim is considered without being granted permission to | | | | | | | | | work | | , but they can only carry out paid work if they have been granted permission to | | | | | | | work under | | | | Paragraph 360 or 360C of the Immigration Rules | | | . | | An individual is generally understood to be a genuine volunteer (and not a worker) if | | | | | | | | | there is no intention to create legal relations i.e. there is no contractual relationship, | | | | | | | | | they are not obliged to work and are unpaid (except some limited expenses). | | | | | | | | | Voluntary workers would have a contractual obligation to personally perform work or | | | | | | | | | provide services and carry out specific tasks. The contract does not have to be in | | | | | | | | | writing. | | | | | | | | | An individual will only be a Voluntary Worker if they work for (or are employed by) a | | | | | | | | | charity; a voluntary organisation, an associated fund-raising body (e.g., a charity shop) | | | | | | | | | or a statutory body (e.g., a school or hospital) in circumstances in which the worker | | | | | | | | | receives: | | | | | | | | | | | | | | | | | | • no money payments of any description, or no monetary payments except: | | | | | | | | | | | | | | | | | | | | | o in respect of expenses actually incurred in the performance of the | | | | | | | | | worker’s duties; or | | | | | | | | | | | | | | | | | | o reasonably estimated as likely to be or to have been so incurred in the | | | | | | | | | performance of their duties. | | | | |
| A worker is not a Voluntary Worker and will need permission to work (paid or unpaid) | | | --- | --- | | if they work for an organisation other than those listed above, and/or they receive any | | | other kind of monetary payments or benefits in kind. | | | Some individuals who have been granted immigration permission are permitted to | | | carry out voluntary work. | Students, including child students aged 16 and over, can do | | voluntary work if they are permitted to work, but must not exceed the total number of | | | hours they are permitted to work. For example, if a student is permitted to work 20 | | | hours a week during term-time and has paid work of 15 hours a week, they cannot do | | | more than 5 hours voluntary work. If they are not permitted to work, they cannot do | | | voluntary work. | | | | |
circumstances. Under that route, sponsors must ensure the role meets the requirements for voluntary work and that the worker is not paid or otherwise remunerated, including receipt of benefits in kind, except for reasonable expenses as defined in the National Minimum Wage Act 1988.

Only the one-line summary above is stored for this provision; the text itself is the evidence.

Refers to

No captured references.

Referred to by

No captured references.

Part summaries

0 of 0 parts have a verified summary.

L1 unavailable for current verification: the overall summary needs every part verified. Provisions and the verified summaries remain readable.

Verification findings (273)

synthesis coverage: missing/unverified L2 main

synthesis coverage: missing evaluation uk:govuk/right-to-work-employers-guide#right-to-work-checks-employers-guide-chunk-1

synthesis coverage: missing/unverified L2 employer-s-guide-to-right-to-work

synthesis coverage: missing evaluation uk:govuk/right-to-work-employers-guide#employer-s-guide-to-right-to-work-checks-1-october-2026-employer-s-guide-to-right-to-work

synthesis coverage: missing/unverified L2 checks

synthesis coverage: missing evaluation uk:govuk/right-to-work-employers-guide#employer-s-guide-to-right-to-work-checks-1-october-2026-checks

synthesis coverage: missing evaluation uk:govuk/right-to-work-employers-guide#employer-s-guide-to-right-to-work-checks-1-october-2026-chunk-112

synthesis coverage: missing/unverified L2 1-october-2026

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synthesis coverage: missing/unverified L2 contents

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synthesis coverage: missing evaluation uk:govuk/right-to-work-employers-guide#employer-s-guide-to-right-to-work-checks-1-october-2026-chunk-5

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synthesis coverage: missing/unverified L2 1-introduction

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synthesis coverage: missing/unverified L2 legislation

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synthesis coverage: missing/unverified L2 references

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synthesis coverage: missing/unverified L2 checking-the-validity-of-documents

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synthesis coverage: missing/unverified L2 impersonation-and-imposters

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synthesis coverage: missing/unverified L2 step-1-use-the-home-office-online-service

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synthesis coverage: missing/unverified L2 step-2-check

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synthesis coverage: missing/unverified L2 3-conducting-a-right-to-work-check-using-a-rtw-dvsp

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synthesis coverage: missing/unverified L2 what-checks-are-rtw-dvsps-permitted-to-do

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synthesis coverage: missing/unverified L2 information-to-be-provided-to-the-employer-by-the-rtw

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synthesis coverage: missing/unverified L2 dvsp

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synthesis coverage: missing/unverified L2 holder-services

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synthesis coverage: missing/unverified L2 ecs-to-verify-right-to-work

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synthesis coverage: missing/unverified L2 application-registration-card-arc-asylum-seekers-and

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synthesis coverage: missing/unverified L2 refugees

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synthesis coverage: missing/unverified L2 biometric-residence-permits-brps

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synthesis coverage: missing/unverified L2 outstanding-applications-appeals-and-administrative-reviews

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synthesis coverage: missing/unverified L2 in-time-applications-3c-leave

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synthesis coverage: missing/unverified L2 windrush-generation-individuals

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synthesis coverage: missing/unverified L2 right-to-work-checks-for-eea-citizens

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synthesis coverage: missing/unverified L2 irish-citizens

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synthesis coverage: missing/unverified L2 euss

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synthesis coverage: missing/unverified L2 certificate-of-application-coa

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synthesis coverage: missing/unverified L2 notification-of-updates-to-the-right-to-work-scheme

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synthesis coverage: missing/unverified L2 statutory-excuse

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synthesis coverage: missing/unverified L2 list-b-group-1-acceptable-documents-where-a-time-limited

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synthesis coverage: missing/unverified L2 excuse-lasts-for-six-months

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synthesis coverage: missing/unverified L2 categories-of-workers

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synthesis coverage: missing/unverified L2 sponsored-work-routes

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Instrument tier unavailable

Change history as published

Final employer RTW guidance added for 1 October, · 2026-10-01T08:30:15Z

Updated DRAFT: Employer’s guide to right to work checks. · 2026-09-11T11:06:55Z

The guidance has been updated. · 2026-07-16T13:45:35Z

Updated Welsh version of guidance. · 2025-07-31T16:20:26Z

An accessible version of the guidance has been added. · 2025-07-10T12:10:44Z

This guide has been updated throughout. The most significant updates are a simplification of the content, a revision of terminology and further clarification that expired physical Biometric Residence Permits (BRPs) are not acceptable proof of right to work. · 2025-06-26T09:27:22Z

Updated the employers' guide to right to work checks. A full list of changes can be found in the guidance. · 2025-02-12T12:58:39Z

Added Welsh version of guidance. · 2024-12-23T16:21:21Z

Added an accessible version. · 2024-11-13T15:28:00Z

Employer's guide to right to work checks has been updated. · 2024-09-23T11:39:40Z

An accessible version of this guidance has been added. · 2024-07-02T08:34:56Z

This guidance has been updated throughout. A full list of changes is on page 7. · 2024-06-21T08:30:03Z

Accessible version updated. · 2024-02-09T09:18:10Z

Guidance updated, changes are detailed on page 6. · 2024-02-08T16:18:08Z

Guidance updated, changes include removing the requirement for employers to verify a digital Certificate of Application (CoA) with the Home Office Employer Checking Service (ECS) when conducting a right to work online check involving an outstanding EU Settlement Scheme application made on or after 1 July 2021. Also the removal of reference to Immigration Enforcement 28-day notices in respect of EEA citizens and their non-EEA family members which are no longer in use. · 2023-10-18T16:39:14Z

The adjustments to right to work checks introduced on 30 March 2020 as part of the response to COVID-19 ended on 30 September 2022. · 2023-03-28T09:05:48Z

Updated to the latest version of the guidance. · 2023-02-28T16:47:10Z

Updated information for employers carrying out right to work checks from 1 October. · 2022-09-27T13:26:25Z

Added accessible version of employer's guide to right to work checks: 6 April 2022 and Ukrainian nationals and right to work checks. · 2022-04-27T09:46:34Z

New Ukrainian nationals and right to work checks guide added. · 2022-04-12T16:00:06Z

Added new version of right to work checks: an employer's guide, which came into force on 6 April 2022. A summary of the changes can be found in the guide. · 2022-04-06T13:20:57Z

Added draft version of guidance which will come into force on 6 April 2022. · 2022-03-11T16:20:10Z

Added web version of the employer's guide. · 2022-02-15T08:09:53Z

Update on the use of BRP/Cs to prove right to work. Guidance for employers and Identity Service Providers (IDSPs) regarding the use of digital identity verification. · 2022-01-17T16:20:42Z

Updated guide to highlight changes for EEA Citizens and non-EEA family members without lawful immigration status after 30 June 2021, and added Annex E describing changes for biometric card holders. · 2021-12-17T10:18:18Z

Changes to the way those with outstanding applications to the EUSS evidence their right to work and changes to the lists of acceptable documents: a) removal of duplication from list B, group 1, no.5; b) amendment to list B, group 2, no.2 c) addition at list B, group 2, no.5. Extension to the COVID-19 temporary adjusted right to work checking process. · 2021-08-31T12:07:50Z

Guidance updated with changes to the acceptable document list. Amendments also made to the section on ‘Outstanding UK EU Settlement Scheme applications made up to and including 30 June 2021’ and ‘EEA citizens without lawful immigration status after 30 June’. · 2021-07-02T15:42:07Z

Guidance updated with changes to the way EEA citizens evidence their right to work. · 2021-06-18T14:13:30Z

Updated to provide further guidance for employers on right to work checks for EEA and Swiss nationals during the grace period (1 January to 30 June 2021). · 2021-03-17T00:15:02Z

Updated guidance includes information on right to work checks for EEA and Swiss nationals during the grace period (1 January to 30 June 2021). · 2020-12-21T11:41:36Z

Because of coronavirus (COVID-19) there are temporary changes to the way you can check documents. Added a link to guidance about the adjusted process. · 2020-04-06T11:50:05Z

Updated to add 28 January 2019 edition · 2019-01-28T09:02:15Z

Attached updated guidance. · 2018-06-29T10:23:57Z

Updated guidance. · 2017-08-16T15:00:22Z

Updated guidance. · 2016-07-12T10:11:57Z

Updated guidance on right to work checks. · 2015-05-12T15:50:18Z

Updated guide · 2014-12-22T16:13:05Z

Updated right to work document · 2014-12-17T00:00:01Z

added link to new online employer checking service form · 2014-11-24T16:08:21Z

Updated guidance, 28/07/2014. · 2014-07-29T15:55:07Z

First published. · 2014-05-15T23:00:00Z

Pending effects amendments not yet applied to this text

No captured pending effects.

Provenance

Every claim the system makes about this text is traceable to these identifiers.

Instrument
uk:govuk/right-to-work-employers-guide
Part
Volunteering, voluntary work and voluntary fieldwork
Version
47492d45c85668bb5f9c734b…
Content hash
sha256 b6bf320628e4f0f190f80cc1…
Source
gov.uk/government/publications/right-to-work-checks-employers-guide