UK eVisa Job Application Issues: A Complete Guide for Workers and Employers

Mar 11, 2026 | 26 min read

Since January 2025, all non-British and non-Irish workers in the UK must prove their right to work digitally using a share code generated through their UKVI (UK Visas and Immigration) account, which is linked to their eVisa. Physical Biometric Residence Permits (BRPs) are no longer valid for right to work checks. Common problems include being unable to access a UKVI account, share codes failing to generate or show the wrong information, employers refusing to accept share codes or requesting physical documents, and UKVI records containing errors. Most UK eVisa job application issues have a defined resolution pathway through GOV.UK, the UKVI Resolution Centre, or the Home Office Employer Checking Service.

Quick Takeaways

From 1 January 2025, all non-British and non-Irish workers must prove their right to work using a share code from their UKVI account – physical BRPs have been invalid for right to work checks since 1 June 2025.
Share codes are valid for 90 days from the date of generation – if your code expires before a right to work check is completed, you simply generate a new one at no cost.
As of April 2025, an estimated 300,000 UK residents had not yet set up their eVisa, leaving them potentially unable to work, rent, or access services while their situation is unresolved.
If you cannot generate a share code due to a technical fault or pending application, your employer must use the Home Office Employer Checking Service – they cannot simply reject your application.
Some employers conduct right to work checks improperly by not accepting share codes, requesting PDF proof, or requesting more than one proof of right to work – these practices are against the rules in the employer’s guide and may constitute unlawful discrimination.
If your UKVI record contains an error, report it immediately using the official service at gov.uk/report-error-evisa or by calling the UKVI Resolution Centre on 0300 790 6268.

If you are trying to apply for jobs in the UK and your eVisa is causing problems, you are not alone. The transition from physical Biometric Residence Permits to a fully digital immigration system has been one of the most disruptive changes to UK employment and immigration administration in recent years – and it has created real, documented barriers for thousands of workers navigating the job market.

New research warns that the digitalisation of the UK immigration status system is causing stress, confusion, and exclusion, placing an unfair burden on migrants to navigate a complex system and resolve errors and glitches that are beyond their control.

This guide explains exactly how the eVisa and share code system works in 2026, what the most common problems are, how to resolve each one, what your rights are as a worker when an employer handles the check incorrectly, and what employers need to do to remain compliant without inadvertently blocking legitimate candidates from employment.

What Is a UK eVisa and How Does It Affect Job Applications?

An eVisa is an online record of a person’s immigration status and the conditions of their permission to enter or stay in the UK. It replaced the physical Biometric Residence Permit (BRP) as the primary proof of immigration status from 1 January 2025.

To access your eVisa, you need a UKVI (UK Visas and Immigration) account at gov.uk. Once logged in, you can view your immigration status, check your visa conditions and expiry date, and – most importantly for job applications – generate a share code to prove your right to work to a prospective employer.

The share code is a nine-character alphanumeric code beginning with the letter W. When you provide this code to an employer alongside your date of birth, they can check your right to work status in real time through the official GOV.UK checking service. When you give a share code to an employer, they can only see information relevant to your right to work – including your photo for identity verification, the type of work you are permitted to do, and any visa expiry dates. Your personal contact details, travel history, or financial information are not shared.

The right to work share code is now the primary mechanism through which most non-British and non-Irish workers prove their employment eligibility in the UK. Those who are required to use the share code system include Skilled Worker visa holders, EEA citizens with digital status under the EU Settlement Scheme, BRP/BRC/eVisa holders, Frontier Worker Permit holders, international students, and temporary visa holders. British and Irish citizens are exempt from the share code system and can prove their right to work using a valid passport or birth certificate with National Insurance evidence.

The Scale of the Problem: Why So Many Workers Are Affected

As of April 2025, an estimated 300,000 UK residents had not set up their eVisa. Migrants often need to prove that they have immigration permission when seeking employment, housing, healthcare, and welfare benefits.

The scale of this gap is significant. The UK’s digital immigration transition was originally planned to complete by 31 December 2024, but the Home Office has extended various deadlines multiple times as technical issues, low awareness, and implementation problems accumulated. The accelerated timeline for transitioning to eVisas left little room for adjustment, and many individuals were caught off guard by the change. For those accustomed to relying on physical documents, the shift required quick adaptation to a digital-only system.

The consequences for those caught in the gap have been serious. One documented case involved Kamal, an NHS consultant surgeon, whose employer said that if he could not provide evidence of his immigration status from 1 January 2025, his employment contract would be terminated. Kamal had already made an application to switch to an eVisa but his account had not been updated and he could not view and prove his status. He was not in an irregular immigration situation – he had simply fallen victim to technical delays in a system he had no control over.

This kind of experience has been repeated across many sectors and at many career levels – from NHS clinicians to warehouse operatives, from university lecturers to retail workers.

How the Share Code System Works: Step by Step

Understanding the mechanics of the system is the first step to troubleshooting problems when they arise.

Step 1: Log in to your UKVI account. Go to gov.uk and access your UK Visas and Immigration account. You will need the email address and password you used when creating the account, or the details from your original visa application. If you set up your account using your BRP number, you can still use an expired BRP to log in even though it can no longer be accepted as a physical document.

Step 2: Navigate to “View and Prove” your status. Once logged in, you will see your immigration status including your visa type, the conditions of your permission to work, and the expiry date of your current leave.

Step 3: Select the correct type of share code. This is a step many people get wrong. There are different share codes for different purposes – proving your right to work, proving your right to rent, and proving your immigration status for other purposes. Using the wrong share code may result in your request being rejected – a right to work share code will not be valid for a social housing application, and vice versa. For a job application, you must select “prove my right to work” to generate a code beginning with W.

Step 4: Provide the nine-character code and your date of birth to your employer. The employer enters both pieces of information into the GOV.UK employer checking service at gov.uk/view-right-to-work. They will see your photo, your right to work status, and any conditions or restrictions. Employers must not accept a screenshot or PDF from the applicant as a substitute – this is not sufficient and does not provide a legal defence against civil penalty.

Step 5: The employer records and stores the result. The employer must save a copy of the results page and retain it for the duration of your employment plus two years.

Each share code is valid for 90 days from the date of generation. If it expires before the check is completed, generate a new one. There is no limit on how many share codes you can generate, and there is no charge.

Common eVisa Problems During Job Applications – and How to Fix Them

Problem 1: Cannot Access or Create a UKVI Account

This is the most fundamental issue and affects a wide range of workers, particularly those who have held ILR (Indefinite Leave to Remain) for many years and who did not expect to need to interact with the immigration system again.

Some longstanding residents of the UK secured permanent residence rights before residence permits were introduced. Their proof of these rights would be a sticker or stamp in an old passport. Replacing this paper document with an eVisa is not compulsory as such, but the Home Office is encouraging people to do so.

If you cannot access an existing UKVI account, try resetting your password through the sign-in page. If you have forgotten the email address you used, contact the UKVI Resolution Centre on 0300 790 6268. If you have never created a UKVI account, you will need to create one through gov.uk – you can use an expired BRP, a passport, or your visa application reference number as your identity credential during the registration process.

If individuals cannot see their eVisa details as soon as they create their UKVI account, they do not need to do anything further immediately – UKVI will contact them directly by email once their eVisa is available to view.

If you genuinely cannot generate a share code because your UKVI account is inaccessible or your eVisa has not yet been populated, inform your employer and ask them to use the Home Office Employer Checking Service (ECS) instead. If you cannot get a share code due to technical issues or because you have a pending immigration application, your employer must use the Home Office Employer Checking Service. The ECS provides a definitive answer on your right to work while your application is processed or technical problems are resolved.

Problem 2: UKVI Account Shows No Immigration Status or Wrong Information

This technical issue occurs when the underlying Home Office database has not been updated to reflect a person’s current or correct immigration status. It has affected a significant number of people who switched from a BRP to an eVisa, and also some people who applied using the mobile app system where the photograph matching process failed.

This may occur because the image taken during the application process via the app might be too different from the individual’s ID document, causing the automated system to fail to verify the picture. This means that a caseworker has to get involved, which takes time.

If your account shows no status or incorrect information, do not panic. Report the error immediately using the official error-reporting service at gov.uk/report-error-evisa or by calling the UKVI Resolution Centre. Keep copies of all correspondence and any decision letters or documents confirming your status. While the error is being resolved, your employer should use the Employer Checking Service rather than declining your application.

Problem 3: Share Code Not Generating or System Error

Technical errors in the UKVI platform do occur. If you receive an error message when attempting to generate a share code, try the following steps in sequence: clear your browser cache and try again; try a different browser or device; try again at a different time of day (system maintenance can cause temporary unavailability); and if the problem persists after 24 hours, contact the UKVI Resolution Centre.

If you are unable to generate a share code due to a pending immigration application rather than a technical fault, you may be eligible for a Certificate of Application (CoA). Once an employer checks your right to work using your Certificate of Application, they will receive confirmation that they can legally employ you. This confirmation is valid for six months. After this period, you must generate a new share code to prove that you are still awaiting a decision.

Problem 4: Share Code Shows Incorrect Visa Conditions or Expiry Date

If the share code check shows conditions or an expiry date that you believe to be wrong, this is a data error in the Home Office system that needs to be corrected before you can proceed. Do not attempt to start employment on the assumption that the employer will overlook the discrepancy – both you and the employer need an accurate record.

Report the specific error at gov.uk/report-error-evisa, providing as much detail as possible about what the system shows versus what your correct status should be. Include reference numbers from any decision letters or BRP documents you retain. The correction process can take time, so act immediately when you discover the error rather than waiting until a job offer is imminent.

Problem 5: Employer Refusing to Accept Share Code or Asking for Physical Documents

This is one of the most common and most frustrating problems – and it is an employer error, not a worker error. Some employers conduct right to work checks improperly by not accepting share codes, requesting proof in PDF format, or requesting more than one proof of right to work. These practices are against the rules in the employer’s guide.

Since 1 June 2025, expired BRPs can no longer be used to travel to the UK, and from 2 June 2025, individuals will need an eVisa to demonstrate permission to travel. A manual check of an original, expired BRP is not acceptable proof of right to work. No other online portal relating to immigration status may be used instead of the official GOV.UK right to work checking service for right to work checking purposes.

If an employer refuses to accept your share code, explain calmly and clearly that the share code system is the legally prescribed method for digital status holders and that accepting a share code via the official GOV.UK service establishes their full statutory excuse against civil penalty. Refer them to the Home Office Employer’s Guide to Right to Work Checks, which is publicly available at GOV.UK. If they continue to refuse, they may be acting unlawfully and you may have grounds for a complaint under the Equality Act 2010, which protects against race discrimination including on the basis of nationality.

If the employer is simply unfamiliar with the process rather than deliberately obstructive, offer to walk them through it. The checking process takes less than five minutes once both parties know what to do.

Problem 6: Share Code Expired Before the Check Was Completed

This is a straightforward administrative issue rather than a technical one. Share codes expire after 90 days. If a hiring process has been delayed and your share code has expired before the employer completes the check, simply log back into your UKVI account and generate a new one. There is no limit on the number of codes you can generate and no cost involved.

Communicate proactively with the employer when you generate the new code, noting the new expiry date. If your immigration status itself has changed between when you generated the original code and when you generate the new one, this will be reflected in the new check – which is exactly how the system is intended to work.

Problem 7: Digital Exclusion – Unable to Access the Online System

A major concern identified by digital rights groups is that not everyone has equal access to digital resources. People who lack internet access, digital literacy, or familiarity with online platforms may find it difficult to create and manage a UKVI account to access their eVisa. This is especially concerning for older adults, refugees, or individuals with limited technical experience.

If you are unable to navigate the UKVI system yourself, there are legitimate support options. Citizens Advice provides free guidance on right to work and immigration status issues through its local centres and national helpline. The Migrant Help helpline at 0808 8010 503 provides free immigration advice. ACAS can advise on employment rights if you believe your inability to complete a right to work check is causing you to be unlawfully excluded from employment opportunities.

Legal aid may be available for complex immigration status issues. Contact your local law centre or search for immigration advisers registered with the Office of the Immigration Services Commissioner (OISC) at gov.uk/find-an-immigration-adviser.

What the Law Says: Your Rights During a Right to Work Check

Understanding your legal position matters – particularly if an employer is handling the process incorrectly or refusing to make reasonable accommodations.

The right to work check system is governed primarily by the Immigration, Asylum and Nationality Act 2006, the Immigration Act 2014, and the Home Office Employer’s Guide to Right to Work Checks, updated most recently in June 2025. Employers who follow this guidance correctly obtain a statutory excuse against civil penalty, even if an employee later turns out not to have had the right to work.

Employers must not discriminate against you based on your nationality or immigration status. The Equality Act 2010 protects you from race discrimination, which includes nationality and ethnic origin. This means an employer cannot refuse to consider your application, withdraw a job offer, or treat you less favourably because of the immigration status verification process itself, provided you are cooperating with the process in good faith.

Specifically, employers cannot ask you to provide different or additional documents to those required under the share code system on the basis of your nationality or appearance. The Home Office employer guidance is explicit on this point. Requiring an EU national to provide a passport in addition to their share code, while not making the same request of other candidates, may constitute indirect race discrimination.

If you believe a job offer has been withdrawn or you have been treated unfairly specifically because of problems in the right to work check process that were caused by system issues beyond your control, you can seek advice from ACAS, Citizens Advice, or a solicitor specialising in employment and immigration law.

What Employers Must Do: Compliance Without Unlawful Exclusion

For HR professionals and hiring managers, the eVisa transition has created genuine compliance complexity. The stakes are high on both sides: failing to conduct a correct right to work check exposes an employer to civil penalties of up to £60,000 per illegal worker, while conducting checks in a discriminatory or unlawful manner exposes the employer to employment tribunal claims.

Home Office enforcement operations increased 38% during July 2024 to January 2025 compared to equivalent previous periods, with 5,424 illegal working visits and 3,930 arrests. January 2025 recorded the highest January enforcement on record with 828 visits. The message to employers is unambiguous: compliance is now actively enforced, not passively assumed.

The correct process for an employer conducting a right to work check on a digital status holder in 2026 is as follows. Ask the candidate to generate a share code through their UKVI account and provide it to you alongside their date of birth. Go to gov.uk/view-right-to-work and enter the share code and date of birth. Verify that the photograph on the online profile matches the person you are employing – either in person or via a live video call. Check for any work restrictions and confirm the role you are offering complies with them. Save a clear copy of the results page and retain it for the duration of employment plus two years.

There is no need to recheck the status of an existing employee solely because their BRP or BRC expires on 31 December 2024. Re-checks should only be performed at the point when the person’s right to work is set to expire.

If a candidate cannot produce a share code – due to technical issues, a pending application, or a UKVI account problem – the employer must not simply reject the application. If unclear, the employer must use the Employer Checking Service. The ECS produces a Positive Verification Notice valid for six months. This is the legally correct fallback – not rejecting the candidate.

Employers should also ensure that existing employees with physical immigration documents are aware of the changes and may need to re-do right to work checks where the initial check was conducted manually on a time-limited permission.

Special Situations: ILR Holders, Gurkha Veterans, Refugees, and Pending Applicants

Several specific groups have faced particular challenges during the eVisa transition that deserve specific attention.

ILR holders with old passport stamps or stickers. Some longstanding residents of the UK secured permanent residence rights before residence permits were introduced. Their proof of these rights would be a sticker or stamp in an old passport. Replacing this paper document with an eVisa is not compulsory as such, but the Home Office is encouraging people to do so. For these individuals, creating a UKVI account to access a digital record of their ILR provides much more robust, day-to-day usable proof of status than a decades-old passport stamp.

Those with pending immigration applications. If you have submitted a visa extension or status application and it is awaiting a decision, you may be protected by Section 3C leave, which extends your current leave automatically while the application is processed. During this period, you can use a Certificate of Application to prove your right to work via the Employer Checking Service. Inform any prospective employer of your position clearly and ask them to use the ECS.

Refugees and those with indefinite leave to remain granted through the asylum process. Some government departments and employers are still struggling with eVisas. In one documented case, an Afghan mother who had been granted refugee status and had indefinite leave to remain with an eVisa was told that the Child Benefit systems were currently unable to accept eVisas as proof of immigration status. Glassdoor While employment right to work checks via the official GOV.UK system should work correctly for anyone with a properly constituted eVisa, if you encounter this problem in other contexts, contact the relevant authority and, if necessary, seek advice from a specialist immigration organisation.

EU Settlement Scheme holders. EU, EEA, and Swiss citizens who applied under the EU Settlement Scheme and received Settled or Pre-Settled Status have had eVisas since the scheme launched – their digital status predates the BRP transition. For these individuals, the right to work check process via share code is well-established. If you are finding that employers are still asking for your EU passport as sole proof of right to work, remind them that EU passports no longer demonstrate right to work in the UK and that the share code is the legally correct method for checking your status.

Key Contacts and Resources

UKVI Resolution Centre – for eVisa errors, account access issues, and technical problems Phone: 0300 790 6268 Report an eVisa error online: gov.uk/report-error-evisa

Home Office Employer Checking Service – for employers when a share code cannot be provided Access via GOV.UK: gov.uk/employee-immigration-employment-status

Generate your right to work share code gov.uk/prove-right-to-work

Check a job applicant’s right to work (for employers) gov.uk/view-right-to-work

Citizens Advice – free employment and immigration rights advice citizensadvice.org.uk

ACAS – free employment law advice for workers and employers acas.org.uk | 0300 123 1100

Migrant Help – free immigration advice 0808 8010 503

Find a registered immigration adviser (OISC) gov.uk/find-an-immigration-adviser

Browse jobs currently available across the UK on UKJobsAlert and set up alerts so you never miss an opportunity in your sector.

Summary: The Most Important Things to Know

The transition to digital immigration status in the UK has been technically challenging and has created real barriers for a significant number of workers. The good news is that the core system – generating a share code through your UKVI account and providing it to an employer – is straightforward once you know how it works, and most problems have a defined resolution pathway.

The most important things to know are these. Make sure your UKVI account is set up and accessible before you start applying for jobs – do not leave this until you receive an offer. Always generate a “right to work” share code, not a general immigration status code. If you cannot generate a share code due to a technical fault, report it immediately and ask the employer to use the Employer Checking Service. If an employer refuses to accept your share code and insists on physical documents, they are acting incorrectly and potentially unlawfully. And if your UKVI record contains errors, report them as soon as you discover them – not the day before a start date.

Browse career advice for international workers on UKJobsAlert for guidance on sponsorship, visa requirements, and building your career in the UK.

5. FAQs

Q: What is a UK eVisa and how does it affect my job application?

A: A UK eVisa is a digital record of your immigration status, accessible through a UKVI (UK Visas and Immigration) account at GOV.UK. Since 1 January 2025, physical Biometric Residence Permits are no longer valid for right to work checks. To prove your right to work to a UK employer, you must log into your UKVI account, generate a nine-character share code beginning with W, and provide it to your employer alongside your date of birth. The employer then checks your status through the official GOV.UK service. British and Irish citizens are exempt and can prove their right to work using a valid passport or birth certificate with National Insurance evidence.

Q: What do I do if I cannot access my UKVI account?

A: Try resetting your password through the GOV.UK sign-in page. If you have forgotten the email address linked to your account, contact the UKVI Resolution Centre on 0300 790 6268. If you have never created a UKVI account, you can register at GOV.UK using an expired BRP, a passport, or your visa application reference number. If your account is inaccessible due to technical issues and a job offer is pending, tell your employer and ask them to use the Home Office Employer Checking Service instead. They must use this fallback – they cannot simply withdraw your application because you are unable to produce a share code due to a system issue beyond your control.

Q: My eVisa account shows wrong information or no immigration status. What should I do?

A: Report the error immediately at gov.uk/report-error-evisa or by calling the UKVI Resolution Centre on 0300 790 6268. Keep copies of all documents confirming your correct status – decision letters, old BRP cards, visa application confirmations. While the error is being corrected, ask any prospective employer to use the Home Office Employer Checking Service rather than the share code system, as the ECS can confirm your right to work independently of your UKVI account record.

Q: My employer is asking for my physical BRP or passport instead of accepting my share code. Are they allowed to do this?

A: No, for most workers. Physical BRPs are no longer valid for right to work checks from 1 June 2025. The share code checked through the official GOV.UK service is the legally prescribed method for digital status holders. An employer who insists on physical documents that no longer have legal validity, or who demands additional proof beyond the share code on grounds related to your nationality, may be acting unlawfully under both the Home Office employer guidance and the Equality Act 2010. Explain the position calmly, point them to the Home Office Employer’s Guide to Right to Work Checks, and if the problem persists, seek advice from ACAS or Citizens Advice.

Q: How long is a right to work share code valid?

A: Each right to work share code is valid for 90 days from the date you generate it. If it expires before your employer has completed the check, simply log back into your UKVI account and generate a new one. There is no limit on the number of codes you can generate and no charge for doing so. Each code is linked to your current immigration status at the time of generation, so if your status has changed between generating codes, the new code will reflect the current position.

Q: I have ILR and my status is proven by a stamp in an old passport. Do I need to get an eVisa?

A: You are not legally compelled to replace a passport stamp or old vignette proving ILR with an eVisa – the Home Office describes this as encouraged rather than mandatory for those in this position. However, practical reality means that having a UKVI account and digital eVisa record makes proving your right to work significantly easier. An employer using the share code system cannot verify a passport stamp – they can only verify digital status. If you rely on a passport stamp as your sole proof of ILR, you may encounter difficulties during right to work checks. Setting up a UKVI account and obtaining an eVisa record of your ILR is strongly advisable for anyone in this situation.

Q: My visa application is still pending. Can I still work and prove my right to work?

A: If you have submitted an application to extend or vary your leave before your current visa expired, Section 3C leave automatically extends your permission to stay and work while the application is determined. To prove your right to work during this period, you can obtain a Certificate of Application (CoA) through your UKVI account. Your employer must then use the Home Office Employer Checking Service, which will issue a Positive Verification Notice confirming you can legally work. This notice is valid for six months, after which a new check is required. Inform your employer clearly about your pending application status – transparency protects both you and the employer.

Q: What should an employer do if a candidate cannot produce a share code?

A: If a candidate cannot produce a share code due to technical issues with the UKVI system or because they have a pending immigration application, the employer must contact the Home Office Employer Checking Service rather than rejecting the application. The ECS is the correct fallback mechanism and provides a Positive Verification Notice valid for six months that establishes the employer’s full statutory excuse. An employer who simply refuses to hire a candidate because the share code system is experiencing difficulties – without attempting the ECS fallback – may be acting unlawfully and risks both an employment tribunal claim from the candidate and a failure to meet their compliance obligations.