The UK’s immigration landscape is undergoing a fundamental transformation. By the end of 2024, traditional physical documents such as Biometric Residence Permits (BRPs) will be replaced entirely by digital eVisas. While positioned as a move toward improved security and administrative efficiency, this change demands a strategic and proactive response from employers, particularly HR teams. This is more than an administrative update; it is a pivotal moment that invites leadership, foresight, and operational discipline.
Why the eVisa Demands Attention
As of October 2024, the Home Office ceased issuing BRPs, with all existing permits set to expire on 31 December 2024, irrespective of the visa’s actual end date. The replacement, the eVisa, is a digital, secure means for individuals to prove their legal right to live, work, or study in the UK.
Yet this new model brings risks. Without an eVisa, individuals may face significant disruption when travelling, renting accommodation, or opening bank accounts. For organisations, the consequences of non-compliance can be severe—fines of up to £60,000 per illegal worker remain firmly in place.
This is a Leadership Test, Not Just a Compliance Task
The eVisa transition challenges organisations to go beyond box-ticking. It’s an opportunity for HR teams to lead with clarity, demonstrate value, and fortify trust across the workforce.
1. Reassess and Update Right-to-Work Processes
Right-to-work checks are central to maintaining legal hiring practices. With BRPs no longer valid, HR leaders should:
- Conduct a detailed audit of employee records, particularly where BRPs or paper-based documentation formed the basis of earlier checks.
- Ensure manual checks performed before April 2022 are revalidated using the Home Office’s digital share code service to retain a statutory excuse.
In short, this is the time to reinforce the integrity of your records and correct historical gaps before they compromise your compliance position.
2. Lead Through Communication and Clarity
Many employees will be unaware of the change, or unsure about how to act. This is where HR must lead with confidence and precision.
- Issue clear internal communications explaining the transition, who is affected, and what actions are required.
- Facilitate Q&A sessions or provide practical guidance to help employees navigate the process with ease.
The aim is to remove ambiguity, reduce anxiety, and ensure everyone knows their responsibilities and rights.
3. Build a Forward-Facing Immigration Framework
Beyond immediate action, the eVisa marks a broader turning point in how organisations manage immigration and right-to-work procedures.
- Transition to fully digital workflows wherever possible, moving away from physical documents entirely.
- Train HR staff and hiring managers in how to use the UKVI’s systems, including share code checks and the “View and Prove” service.
- For nuanced or international cases, consider bringing in legal specialists to ensure accuracy and minimise risk.
Understanding the Employee Journey
For most staff, applying for an eVisa is a relatively simple process:
- Create a UKVI account using their BRP, UAN, and passport details.
- Verify identity via the “UK Immigration: ID Check” app.
- Submit a short form that links their digital identity to their visa record.
- Receive confirmation within a few days, with access to the “View and Prove” online status tool.
For employees holding non-digital or legacy documents, such as passport stamps, the process is longer. They may need to apply for a digital “No Time Limit” status. Early action is essential.
The Next Chapter: Electronic Travel Authorisations (ETAs)
Further changes are coming. The UK is introducing ETAs in 2025:
- From January, most non-European nationals will require an ETA to enter the country.
- From April, this requirement will expand to European nationals.
British and Irish citizens, permanent residents, and current visa holders (e.g., Skilled Worker route) are exempt. However, employers should ensure international staff are fully briefed before business travel is arranged.
From Compliance to Competitive Advantage
It’s easy to see immigration reform as a bureaucratic burden. But this moment offers far more: a chance to lead from the front, reduce organisational risk, and signal to current and future employees that your business takes both compliance and care seriously.
Your strategic checklist:
- Audit all right-to-work records and verify they meet updated requirements.
- Educate your workforce and provide the tools they need to act.
- Modernise your processes by embracing digital systems and training your teams accordingly.
This is not a moment to simply react. It is an opportunity to lead with intent, demonstrating both operational excellence and a people-first mindset.
Stay Ahead of the Curve
If this article reflects the type of challenges your HR team is currently navigating, then you’re not alone. Follow for practical insights on the future of work, strategic HR, and building cultures of excellence.
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