As of 13 August 2026, AI can only partly create a UK right to work checklist for onboarding.

What to actually do

1. Hand it to a person

   The route this page recommends

   A person who owns the outcome does this end to end, worth it when the failure is dear.

2. Use a tool built for this

   Second choice

3. Do it yourself

   The distant third

   A chat interface, chat-fluent skill, and roughly 30 minutes until you can act on the result.

   How to actually do it

   1. Open the current GOV.UK right to work guidance and the relevant GOV.UK pages for online checks, acceptable documents and follow-up checks.
   2. Gather your organisation's checking method, named HR contact, record location, access permissions and process for monitoring expiry or follow-up dates.
   3. Remove unnecessary candidate information, then paste the organisation details, the specific situation covered and the copied GOV.UK source text into the prompt.
   4. Ask the chatbot to produce the checklist and source table, and to flag every point it cannot support from the pasted GOV.UK material.
   5. Open each cited GOV.UK page and compare its current wording with every legal or procedural instruction in the draft, correcting the checklist where the page has changed.
   6. Send the corrected checklist to the responsible HR colleague or employment law solicitor for approval, especially the escalation rules, record requirements and follow-up process.
   7. Save the approved version with its source links and access date, then give the final checklist only to the authorised people who carry out the checks.

   Prompt

   Create a UK right to work checklist for onboarding, using only the current GOV.UK guidance I paste below and the organisation details I provide. Treat the GOV.UK pages as the source of truth and flag anything they do not answer. Do not guess, summarise immigration law from memory, or decide whether a particular person has the right to work.
   
   Organisation details:
   - Organisation type and sector: [insert]
   - People who may carry out checks: [insert]
   - Whether checks are normally in person, online, or both: [insert]
   - How records are stored and who can access them: [insert]
   - How follow-up dates are monitored: [insert]
   - Internal escalation contact: [insert]
   
   Candidate or worker situation covered by this checklist:
   - Role and start process: [insert]
   - Nationality or immigration route, if already known and lawfully provided: [insert]
   - Whether the person has a share code: [insert]
   - Any known expiry or follow-up date: [insert]
   
   GOV.UK source pages and copied guidance:
   [paste the URLs and relevant text here]
   
   Produce:
   1. A short purpose and scope section.
   2. A numbered checklist for the person carrying out the check, separated into checks before work starts, the check itself, recording the result, and follow-up checks.
   3. Separate instructions for an online share-code check and an eligible document check, only where supported by the pasted GOV.UK material.
   4. The exact information to record, without requesting unnecessary personal data.
   5. A list of cases that must be escalated to the named HR contact or an employment law solicitor.
   6. A source table showing which GOV.UK page supports each important step, including the page title and access date of 2026-08-13.
   7. A final section called 'Human approval required' listing every point that a responsible HR person must confirm before use.
   
   Use plain British English. Make clear that the checklist is an internal process aid, not a decision about an individual's immigration status. Do not include guessed deadlines, document lists, penalties, or legal conclusions. If the source material is incomplete or contradictory, say so and stop at that point.

   Open it prefilled in ChatGPT or Claude, or copy it into Gemini, which takes no prefill link.