Let’s be direct. The way we manage immigration in the UK is about to change fundamentally. By the end of 2024, the physical documents we’ve relied on for years, like Biometric Residence Permits (BRPs), will be history. In their place, we’ll have digital eVisas. While the government frames this as a move towards better security and efficiency, for us in HR, it represents a significant operational challenge. This is far more than a simple administrative update; it’s a moment that calls for real leadership, foresight and a disciplined approach from every HR team in the country.
Why you can’t afford to ignore this
The timeline is not forgiving. The Home Office stopped issuing BRPs back in October 2024, and every single existing permit will expire on 31 December 2024. This is a hard deadline, regardless of the visa’s actual end date printed on the card. The replacement, the eVisa, is a purely digital record of an individual’s right to live, work or study here.
Of course, a new model brings new risks. An individual without their eVisa properly set up could face serious problems when travelling, renting a property, or even opening a bank account. For our organisations, the stakes are just as high. Let’s not forget the potential for fines of up to £60,000 per illegal worker; those penalties haven’t gone anywhere.
This is a test of our leadership, not just a compliance task
The shift to eVisas is a prime opportunity for HR to move beyond just ticking boxes. It’s a chance for us to lead with clarity, prove our value to the business, and strengthen the trust we have with our entire workforce.
1. It’s time for a right-to-work MOT
Our right-to-work checks are the bedrock of legal and responsible hiring. With BRPs becoming obsolete, what should you be doing right now?
- Conduct a thorough audit of your employee records, especially for anyone whose right-to-work was originally verified using a BRP or other paper documents.
- Have you re-validated manual checks that were done before April 2022? You’ll need to use the Home Office’s digital share code service to make sure you retain a statutory excuse against prosecution.
Put simply, now is the time to get your house in order. You need to reinforce the integrity of your records and fix any historical gaps before they become a serious compliance issue.
2. Stepping up to communicate with your people
It’s a fair assumption that many of your employees are either unaware of this change or uncertain about what they need to do. This is where HR’s leadership becomes critical.
- Draft and distribute clear, straightforward communications that explain the transition, who it affects, and precisely what actions they need to take.
- Why not host some Q&A sessions or create simple, practical guides to help employees navigate the process without stress?
Our goal here is simple: eliminate ambiguity, reduce anxiety, and ensure everyone understands their responsibilities and their rights.
3. Building a future-proof immigration framework
Looking beyond the immediate deadlines, the eVisa marks a permanent shift in how we must manage immigration and right-to-work procedures.
- If you haven’t already, now is the time to transition to fully digital workflows wherever possible and wean your organisation off physical documents.
- Invest in training for both your HR staff and your hiring managers. They must be confident using the UKVI’s systems, including the share code checks and the “View and Prove” service.
- For any complex or international cases, don’t be afraid to bring in legal specialists. It’s a smart investment to ensure accuracy and minimise risk.
What your employees actually need to do
For most of your staff, the process of applying for an eVisa account is relatively straightforward:
- They’ll need to create a UKVI account using details from their BRP, their Unique Application Number (UAN), and their passport.
- Next, they verify their identity, which is usually done through the “UK Immigration: ID Check” app on their phone.
- They then submit a short online form that links their digital identity to their existing visa record.
- Confirmation should arrive within a few days, giving them access to their status through the “View and Prove” online tool.
However, for employees with older, non-digital documents like passport stamps, the process can be longer. They might need to apply for a digital “No Time Limit” status. It’s vital they start this as soon as possible.
And then there’s the next chapter: Electronic Travel Authorisations (ETAs)
Just when you thought you had it all figured out, more changes are on the horizon. The UK is rolling out ETAs in 2025.
- From January, most non-European nationals will require an ETA to enter the country, even for short visits.
- From April, this requirement will extend to European nationals as well.
British and Irish citizens, along with permanent residents and current visa holders (for instance, those on the Skilled Worker route), are exempt. Even so, it’s crucial that employers make sure any international staff are fully briefed on this before arranging any business travel.
From a compliance headache to a competitive edge
It’s all too easy to view these immigration reforms as yet another bureaucratic burden. But I think that misses the point. This moment gives us a real chance to lead from the front, reduce organisational risk, and signal to both current and future employees that our business takes its responsibilities seriously.
Your strategic checklist:
- Audit all your right-to-work records and ensure they meet the new digital standards.
- Educate your people, giving them the confidence and tools they need to take action.
- Modernise your internal processes by fully embracing digital systems and properly training your teams.
This isn’t a time for reactive scrambling. It’s an opportunity to lead with genuine intent, demonstrating both operational sharpness and a people-first culture.
Let’s stay ahead of the curve
If these challenges feel familiar, you’re certainly not alone. It’s what we as HR professionals are navigating day in, day out. Follow for more practical conversations on the future of work, strategic HR, and how we can build cultures of true excellence.
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It’s up to us to keep building stronger, future-ready organisations together.
