Online right to work checks with share codes
The online route is often misunderstood because teams treat it like a digital document upload instead of a separate Home Office verification flow.
A share-code check is not a nicer-looking manual check. It is its own Home Office route for workers whose status is held digitally. That matters because the employer record is different, the evidence capture is different, and the follow-up posture can change if permission is time limited. A recruiter who asks for a passport copy instead of completing the online flow has not simplified the process, they have moved into the wrong lane.
Good teams build this route into the hiring handoff. The person scheduling onboarding should know when to request a share code, who completes the online review, and what screenshot or record belongs in the file once the result is shown. That keeps the workflow clear even when several people touch the same hire across recruiting and ops.
The practical risk is false confidence during remote hiring. If the worker says they have digital status, the employer should finish the official online process and record it cleanly. If the facts no longer support the standard online route, the workflow should switch to ECS or an internal review instead of improvising around partial evidence.