My employer will not accept my share code

Get a code through Prove your right to work. Check that you gave it correctly, together with the correct date of birth. Your employer must open their official service: looking at your image or personal account is not enough.

Ask them to clarify the problem: the code does not open, the photo does not match, work restrictions are shown or they are asking for a physical card. If a technical problem prevents you from getting a code or the digital status from being checked, your employer can contact the Employer Checking Service. Contacting this service does not in itself allow you to start work without a proper check.

If your status details are incorrect, report the error to UKVI at the same time. Keep your reference number. Do not create a new account just to get around the error, and do not give your employer one-time sign-in codes.

Here is my right to work share code and date of birth. Please check them using the GOV.UK employer service. Could you explain what prevents the check from being completed?

• Employer check
• Employer Checking Service
• eVisa error

The current Home Office guidance describes ways to check the right to work. For an online check, the employer uses their service and matches the result to the person, including the photo and the type of work permitted. An expired BRP is not accepted as physical proof of the right to work.

Identity can be checked in person, by video call or through a registered digital checking service provided for in the guidance. Getting a code does not in itself require an employer to offer you a job or remove Seasonal Worker restrictions. If the check cannot be completed, find out the specific reason.

• Current Home Office guidance for employers

A refusal does not always mean discrimination: there may be a technical error or restrictions on your permission. But a demand for an unsuitable document, different requirements for different people or degrading remarks are worth recording and discussing with an independent service.

Keep the date, messages, the staff member's name, your valid code and an account of what happened. Ask for a written explanation; if they do not give one, write down the conversation in your own words. Not having a written refusal does not mean that help or making a complaint is impossible.

• Acas — employment relations in Great Britain
• EASS — help with discrimination issues

The Right to Rent check applies to England and is different from a right to work check. You get a separate code for it through the rental service. An employer's code is not suitable for this purpose.

Give your landlord the appropriate code and your date of birth, as well as a link to their official service. Ask for the reason for the refusal. Do not assume that Right to Rent rules apply in the same way in Scotland, Wales and Northern Ireland; it is better to discuss a legal rental question with a specialist adviser.

• Get a code for renting in England
• Checking service for landlords

Ask HR or farm management to clarify the reason and explain the next steps in writing. Tell your sponsoring scheme operator about the problem. Keep your contract, rota, payslips and correspondence, especially if payments have stopped or housing is affected.

Check the validity period of your permission and your work conditions. A technical eVisa problem and an employment dispute are dealt with through different processes: UKVI corrects the government record, while an independent employment adviser helps you understand the employer's actions. Do not start another job just because your previous farm has stepped back.

• Correct an eVisa error
• Seasonal Worker conditions
• Get help from Acas

In England, Scotland and Wales, you can contact Acas about employment issues; in Northern Ireland, contact the Labour Relations Agency. For questions specifically about your right to stay or work, contact a regulated immigration adviser.

The time limit for bringing an employment tribunal claim depends on the date of the event and the type of claim. Acas reports a change from 1 October 2026: for most earlier events, the time limit is 3 months minus 1 day; for most events from that date, it is 6 months minus 1 day. There are exceptions, including separate time limits in Scotland and urgent procedures. Do not calculate your deadline from one general statement on a website.

An internal complaint to your employer does not stop the time limit. Under Acas rules, timely notification and early conciliation can pause it. Check your own situation straight away; for Northern Ireland, use the local service.

• Acas: contact
• Acas: current time limits
• Northern Ireland: Labour Relations Agency
• Regulated immigration adviser

The correct code helps the check take place but does not guarantee a job offer, a return to your shift or the outcome of a complaint. Not every refusal is a breach of the rules. Independent help is needed to assess the documents and circumstances.

You still have specific steps you can take: check the code, get the reason, keep evidence, tell your scheme operator and contact the appropriate service. Svoi does not collect your documents or handle individual cases.