Immigration enforcement in the UK has reached a level that many businesses have never experienced before. According to a recent Home Office update, immigration raids and arrests are now at their highest level in British history. Raids on businesses have risen sharply, arrests linked to illegal working have increased significantly and removals of people without legal status are also up.
What makes this update particularly relevant for employers is where enforcement activity is taking place. These raids are not limited to large criminal operations or headline grabbing cases. They are increasingly focused on everyday businesses, including nail bars, car washes, barbers, takeaways and other high street premises.
The same report referenced enforcement action in Greater Manchester, with multiple warrants executed across areas including Bolton, Sale, Bramhall, Salford, Leigh and Cheadle. In one case, police investigated a suspected people smuggling and money laundering operation after a man was stopped at Manchester Airport. Raids followed at homes and businesses, leading to multiple arrests and the seizure of cash, phones and documents.
For many legitimate employers, stories like this prompt an uncomfortable question. Could your business be hiring someone who does not have the right to work, without you realising it?
Why this matters for ordinary businesses
It’s easy to assume that immigration enforcement only affects businesses acting deliberately outside the law. In reality, many cases of illegal working involve employers who believed they were doing the right thing.
Enforcement teams don’t just look for intent. They’re checking for compliance. If checks are missing, incomplete or outdated, that can be enough to trigger penalties, even if the business owner acted in good faith.
With enforcement activity increasing, businesses are under greater scrutiny. Employers are expected to show clear evidence that proper checks were carried out and maintained over time.
This is why the recent figures matter. They’re not just statistics. They signal a tougher and more visible approach that affects businesses of all sizes.
How businesses can unknowingly employ someone illegally
Most employers who fall foul of illegal working rules don’t set out to break them. Problems often arise because of everyday hiring pressures and assumptions. For example:
Limited permission to work
One common issue is time limited permission to work. An employee may have had the legal right to work when they were hired, but that permission later expired. If a follow up check isn’t carried out at the right time, the business may continue employing them unlawfully without realising it.
Documentation
Another risk area is documentation. Some documents appear genuine but are expired, altered or no longer valid for the role being carried out. In other cases, the document may belong to someone else entirely. Without using the correct Home Office checking method, these issues can be hard to spot.
Changes in visa conditions
Changes in visa conditions can also catch employers out. A worker’s status may change, restricting their hours or limiting who they can work for. If this isn’t communicated clearly, the employer may unknowingly breach the rules.
Agencies or subcontractors
Agency and subcontractor labour creates another layer of risk. Many businesses assume that compliance sits entirely with the agency providing the staff. While agencies do have responsibilities, the business using the labour can still face disruption, reputational damage and difficult questions if something goes wrong.
Informal hiring
Finally, rushed or informal hiring is a frequent cause of non compliance. Trial shifts, short notice cover and cash in hand work are all high risk scenarios. Even one shift without proper checks can lead to penalties.
The consequences of getting it wrong
If illegal working is identified, the consequences can be serious. Civil penalties can reach tens of thousands of pounds per worker. Directors may face further investigation if it is believed they should have known about the situation.
There is also the operational impact to consider. Raids disrupt businesses, staff are interviewed, documents are seized and normal operations can grind to a halt. In many cases, the reputational damage caused by enforcement action is more harmful than the financial penalty itself.
For businesses that rely on trust, reputation and client confidence, being associated with illegal working can have long term effects.
How businesses can protect themselves
The foundation of compliance is a clear and consistent right to work process. Checks should be standardised across the business and applied to every role, without exception.
Employers should:
- Use the correct checking method for each individual
- Keep dated records of what was checked
- Diarise follow up checks where permission to work is time limited
Anyone involved in recruitment should understand the basics, so compliance doesn’t depend on one person or memory alone.
However, right to work checks only answer one part of the picture…
Where background checks become relevant
Right to work checks confirm whether someone is legally allowed to work in the UK. They do not verify whether someone is being fully truthful about who they are or their background.
This is where professional background checks can add value.
Background checks help employers verify identity, confirm consistency in personal and employment history and identify potential red flags early. They provide an additional layer of due diligence, particularly for roles involving access to cash, stock, sensitive data or unsupervised premises.
For businesses operating in regulated sectors, cash based environments or roles of trust, background checks can help reduce risk and demonstrate that reasonable steps were taken during the hiring process.
They can also be valuable if a business is ever questioned by authorities. Being able to show that proportionate checks were carried out strengthens your position and shows a proactive approach to compliance.
A smarter approach to hiring
The recent increase in immigration enforcement isn’t about targeting honest businesses. But it does mean that mistakes are more likely to be uncovered.
Employers who rely on informal processes or outdated assumptions are more exposed than ever. Those who invest in clear procedures, documented checks and appropriate due diligence are far better protected.
Hiring legally is not just about avoiding penalties. It is about safeguarding your business, your reputation and the people who rely on you.
Need help with background checks?
If you’re concerned about someone’s personal or professional history, a professional background check can help you make informed decisions with confidence.
At M19 Solutions, our fully trained UK investigators carry out thorough background checks for individuals and businesses across the UK. We uncover inconsistencies, red flags and relevant history so you can proceed with confidence or step away before problems arise.
Our background checks can include employment history, financial records, address history, personal background and discreet media analysis. Every case is handled with absolute confidentiality and professionalism.
Whether you’re hiring staff, entering a business partnership, managing tenants or dealing with a personal concern, background checks provide clarity when it matters most.
To arrange a free, no obligation and completely confidential consultation, contact M19 Solutions today on 0161 706 0057 or email info@m19solutions.co.uk.
