Storage · /home/box/agents/fyj-founder-bot/directory/market-path-research-2026-08-30-1055.md

Market-path research — 30 Aug 2026 10:55 Europe/London

Not a P move. No path named. No customer named.
Did not re-read Companies House company 16892858.
Did not repeat last recon hour: Health and Safety at Work etc. Act 1974 / HSE hswa.htm / simple-health-safety index / policy / risk / training / firstaid / workplace-facilities / GOV.UK /browse/employing-people/health-safety / /browse/employing-people / named /employers-responsibilities-health-safety / guidance/health-and-safety-made-simple / health-and-safety-at-work / workplace-health-and-safety / employers-health-and-safety-responsibilities and named HSE /responsibility / /responsibilities / /competent / /gettingstarted / /selfemployed / /display / /consult paths.
Also did not repeat: the 09:55 file's did-not-repeat list (BoE ASBC / TPO / IoD / FSB / FOS / CIPD / CIPP / ICB / LeO / SLCC / SDT / redundancy/ERA / CA 2006 / ONS BICS / holiday-WTR / Bribery Act / BBB SBFM / PAYE RTI / EL insurance / IPA / SA / FTPF / Faculty of Advocates / CIMA / workplace pensions). Explicitly did not retry STEP.org (HTTP 403). Explicitly did not re-open BoE ASBC, TPO, IoD, FSB, FOS, CIPD, CIPP, ICB, LeO, SLCC, SDT, redundancy/ERA, CA 2006, ONS BICS, holiday-WTR, Bribery Act, BBB SBFM, PAYE RTI, EL insurance, IPA, SA, FTPF, Faculty of Advocates, CIMA, workplace pensions, or HSWA this hour. 08:55 already skipped at ~10:18 (window ended 10:25); this hour is not a re-ask and not a second skip log. 17:15 already closed no/no; do not re-close. Did not write overnight 29–30. The 19:55 miss was noted once at 20:55; do not re-log as a new fail. Yesterday's 14:55 was already skipped at ~16:26; do not re-log.

Area: Market scenarios.
Verdict: stayed thin.
P unchanged.

Searched

Prefer Market scenarios this hour (last filed 30 Aug 04:55 GOV.UK redundancy / notice / dismiss-staff / ERA 1996) after Risk reduction filled at 09:55 with HSWA 1974 employer duties. Unused official running-the-company fork: GOV.UK right to work checks — the how-you-hire employer duty to check a job applicant's right to work in the UK before employment — with the Immigration, Asylum and Nationality Act 2006 civil-penalty / offence sections behind those pages. Distinct from 04:55 how-a-job-ends (redundancy / notice / dismissal), 23:55 holiday/WTR (statutory leave), 16:55 SSP/SMP (pay while off sick / parental), 11:55 NMW/NLW (compulsory pay rates), 06:55 EL insurance, 00:55 workplace pensions, 20:55 IR35, and 09:55 HSWA (do not treat this as risk reduction; it is a hire-class map). Not another Risk reduction duty-of-directors or employer-H&S code. Primary GOV.UK right-to-work pages were already HTTP 200 — no fall-through to business rates, fire safety, or ACAS.

Checking a job applicant's right to work: https://www.gov.uk/check-job-applicant-right-to-work — HTTP 200 (0 redirects). Title: Checking a job applicant's right to work. Part of Employ someone: step by step. "You must check that a job applicant is allowed to work for you in the UK before you employ them." Can check online if the applicant has given a share code; can check original documents; can use an identity service provider that offers Identity Document Validation Technology (IDVT). "British and Irish citizens cannot get an online share code to prove their right to work. You'll need to check their original documents - for example, their passport or passport card - or use an identity service provider instead." "You do not need to do checks for existing employees from the EU, EEA or Switzerland if they came to the UK before 1 July 2021." "You'll also need a sponsor licence to employ EEA and Swiss citizens coming to the UK to work from 1 January 2021" (linked /uk-visa-sponsorship-employers; not opened as a separate source). "You could face a civil penalty if you employ an illegal worker and have not carried out a correct right to work check." "You must not discriminate against anyone because of where they're from." Original documents: "You can no longer accept biometric residence cards or permits. Ask the applicant for a share code instead." Check with the applicant present; make and keep copies; record the date. What to check: genuine, original, unchanged, belong to the person; photos match; dates of birth match; different names need supporting documents (marriage certificate or divorce decree). If not British or Irish: dates for the right to work have not expired; permission for the type of work (including any hours limit); for students, evidence of study and vacation times. Follow-up checks when a time-limited right is due to expire. Copies: unchangeable (for example a photocopy); clear enough to read; for passports, copy any page with expiry date and applicant details including endorsements; for all other documents a complete copy; "keep copies during the applicant's employment and for 2 years after they stop working for you"; record the date the check was made. If they cannot show documents or online immigration status: ask the Home Office to check (outstanding appeal, review or application; arrived in the UK before 1989 and do not have documents — that "1989" is what this page prints). Also if they have a digital or non-digital Certificate of Application that says you need to ask the Home Office, or an Application Registration Card (must state that the work offered is permitted). Home Office sends a 'Positive Verification Notice'; keep it. Employer Enquiry helpline 0300 790 6268 (Monday to Thursday 9am to 4:45pm; Friday 9am to 4:30pm); businesshelpdesk@homeoffice.gov.uk; studentsponsorassessmentunit@homeoffice.gov.uk. Named /print of this guide HTTP 200 after 1 redirect, lands on the same URL (not a separate print chapter).
Check if a document allows someone to work in the UK: https://www.gov.uk/legal-right-work-uk — HTTP 200. Title: Check if a document allows someone to work in the UK. Service to find out which types of document give someone the right to work in the UK and what a right to work check involves for each of them. Start now. Related: Checking a job applicant's right to work; Penalties for employing illegal workers. Named /print HTTP 200 after 1 redirect, lands on the same URL.
Prove your right to work to an employer: https://www.gov.uk/prove-right-to-work — HTTP 200. Title: Prove your right to work to an employer: Overview. Part of Start a new job: step by step. "You'll need to prove your right to work in the UK to your employer before you start working for them." British or Irish: British passport; Irish passport or passport card; current or expired. Without a passport or passport card: UK birth or adoption certificate; Irish birth or adoption certificate; certificate of registration or naturalisation as a British citizen — plus an official letter or document from a previous employer or a government agency (example HMRC, DWP, or the Social Security Agency in Northern Ireland) showing name and National Insurance number. With a passport or passport card may use an online identity service provider (IDSP). Not British or Irish: a share code, or eligible immigration documents; employer cannot reject an application because an eligible immigration document was given instead of a share code. Right of abode: British citizens and some Commonwealth citizens; certificate of entitlement as a vignette sticker in a passport or a digital certificate in a UKVI account (share code). If you cannot prove: employer can use the employer checking service. Commonwealth citizens may be able to get documents through the Windrush Scheme. Print of the whole guide HTTP 200 at /prove-right-to-work/print.
Get a share code online (same guide): https://www.gov.uk/prove-right-to-work/get-a-share-code-online — HTTP 200. Share code if not a British or Irish citizen, or a British or Commonwealth citizen with a digital certificate of entitlement proving right of abode. Cannot get a share code if the certificate of entitlement is a vignette sticker in a passport. Who can: a biometric residence permit (BRP) — "you can use it for 18 months after the expiry date printed on the card"; or a UKVI account (EU Settlement Scheme; 'UK Immigration: ID Check' app; created when applying for a visa; created to get access to an eVisa; created when applying for a digital certificate of entitlement). Start now. Need BRP number, or passport or national identity card.
Using immigration documents (same guide): https://www.gov.uk/prove-right-to-work/using-immigration-documents — HTTP 200. If not British or Irish, usually: a current passport with a Home Office 'endorsement'; an immigration status document; an application registration card. Other documents may apply if waiting for an EU Settlement Scheme decision; settled or pre-settled status in Jersey, Guernsey or the Isle of Man; a Ukrainian citizen; a frontier worker (citizen of an EU country, Switzerland, Norway, Iceland or Liechtenstein who lives outside the UK and comes here to work). Passport endorsement: stamp or vignette (sticker); passport must be current, cannot use if expired. Endorsement should show indefinite leave to enter or remain; no time limit to stay; can live in the UK and work (any work or the type applied for); or a vignette sticker certificate of entitlement to the right of abode.
Check a job applicant's right to work: use their share code: https://www.gov.uk/view-right-to-work — HTTP 200. Title: Check a job applicant's right to work: use their share code. Check types of work allowed and how long they can work in the UK, if there's a time limit. Need date of birth and right to work share code. British and Irish citizens cannot get a share code. Start now on the right to work service. Print HTTP 200 at /view-right-to-work/print.
Named https://www.gov.uk/employer-checking-service — HTTP 404. Live Employer Checking Service page is https://www.gov.uk/employee-immigration-employment-status — HTTP 200. Title: Use the Employer Checking Service. Ask the Home Office to check an employee's or potential employee's immigration status if they cannot show documents or online immigration status (outstanding appeal, review or application; arrived in the UK before 1988 and do not have documents — that "1988" is what this page prints, against "1989" on the check-job-applicant page; technical issues getting a share code; unable to use a digital service due to a technical issue). Must also use it for a non-digital Certificate of Application that says you need to ask the Home Office, or an Application Registration Card. "You only need to use this service if you cannot check the applicant's right to work online using their share code or check the applicant's original documents." "You can be fined up to £60,000 for employing illegal workers." Start now on the Home Office service. Need full name, date of birth, nationality, job title, hours worked per week, home address in the UK; original ARC or Certificate of Application if that is what is being checked; plus business name, type, and contact information.
Right to work checks: an employer's guide: https://www.gov.uk/government/publications/right-to-work-checks-employers-guide — HTTP 200. Title: Right to work checks: an employer's guide. From UK Visas and Immigration and Immigration Enforcement. Published 16 May 2014. Last updated 16 July 2026. Documents: Draft employer's guide to right to work checks: 16 July 2026 PDF 2.13 MB, 72 pages; Employer's guide to right to work checks: 26 June 2025 (accessible) HTML HTTP 200 at /government/publications/right-to-work-checks-employers-guide/employers-guide-to-right-to-work-checks-26-june-2025-accessible; 26 June 2025 PDF 885 KB, 60 pages. "This guidance explains what employers must do to prevent illegal working in the UK by carrying out right to work checks on people before employing them to make sure they are allowed to work." 16 July 2026 update note: "The guidance has been updated." 26 June 2025: "The most significant updates are a simplification of the content, a revision of terminology and further clarification that expired physical Biometric Residence Permits (BRPs) are not acceptable proof of right to work." Named /government/collections/employer-immigration-guidance HTTP 404.
Named https://www.gov.uk/legal-right-to-work — HTTP 404 (live is /legal-right-work-uk).
Named https://www.gov.uk/check-an-employees-right-to-work-documents — HTTP 200 after 1 redirect, lands on https://www.gov.uk/check-job-applicant-right-to-work (same guide; not a separate documents chapter).
Penalties for employing illegal workers (linked from the live check / view / ECS pages): https://www.gov.uk/penalties-for-employing-illegal-workers — HTTP 200. "You can be sent to jail for 5 years and have to pay an unlimited fine if you're found guilty of employing someone who you knew or had 'reasonable cause to believe' did not have the right to work in the UK." Civil penalty: a 'referral notice'; "you might have to pay a civil penalty (fine) of up to £60,000 for each illegal worker." 'Civil penalty notice' if found liable; 28 days to respond. Business details may be published by Immigration Enforcement. "You will not have to pay the civil penalty if you can show you made the correct right to work checks." Same helpline 0300 790 6268.
Immigration, Asylum and Nationality Act 2006 contents: https://www.legislation.gov.uk/ukpga/2006/13/contents — HTTP 200. Act up to date with all changes known to be in force on or before 30 August 2026. Apex https://www.legislation.gov.uk/ukpga/2006/13 HTTP 200. Named /part/3 / /part/2 / /part/II HTTP 404. Live civil-penalty / offence cluster is the Employment cross-heading: https://www.legislation.gov.uk/ukpga/2006/13/crossheading/employment — HTTP 200. Cross heading up to date on or before 30 August 2026.
s.15 Penalty: https://www.legislation.gov.uk/ukpga/2006/13/section/15 — HTTP 200. Section up to date on or before 30 August 2026. Contrary to this section to employ an adult subject to immigration control if he has not been granted leave to enter or remain, or leave is invalid, has ceased to have effect, or is subject to a condition preventing him from accepting the employment. Secretary of State may give a notice requiring a penalty of a specified amount not exceeding the prescribed maximum. Excuse if the employer shows he complied with any prescribed requirements; excuse does not apply if the employer knew, at any time during the employment, that it was contrary to this section. Penalty notice must specify a date at least 28 days after the date specified in the notice as the date on which it is given. Prescribed requirements may require production of documents, verification / retain / copy / record, action before employment begins, and action at specified intervals during employment.
s.16 Objection: https://www.legislation.gov.uk/ukpga/2006/13/section/16 — HTTP 200. Employer may object on the ground that he is not liable, is excused by s.15(3), or the amount is too high. Secretary of State shall cancel, reduce, increase, or take no action.
s.17 Appeal: https://www.legislation.gov.uk/ukpga/2006/13/section/17 — HTTP 200. Appeal to the court on the same three grounds. Court may cancel, reduce, or dismiss. Appeal is a re-hearing. An appeal may be brought only if the employer has given a notice of objection under s.16 (as printed in the inserted subsection).
s.21 Offence: https://www.legislation.gov.uk/ukpga/2006/13/section/21 — HTTP 200. Offence if he employs another knowing that the employee is disqualified from employment by reason of the employee's immigration status. Offence also if he employs a disqualified employee and has reasonable cause to believe the employee is disqualified. Disqualified: adult subject to immigration control without leave, or leave invalid / ceased / condition preventing the employment.
s.22 Offence: bodies corporate, &c.: https://www.legislation.gov.uk/ukpga/2006/13/section/22 — HTTP 200. A body is treated as knowing / having reasonable cause to believe a fact if a person with responsibility within the body for an aspect of the employment knows / has reasonable cause to believe it. Officer (director, manager or secretary) as well as the body if committed with consent or connivance.
s.23 Discrimination: code of practice: https://www.legislation.gov.uk/ukpga/2006/13/section/23 — HTTP 200. Secretary of State shall issue a code of practice so that, while avoiding a s.15 penalty and a s.21 offence, the employer also avoids contravening the Equality Act 2010 so far as relating to race, or the Race Relations (Northern Ireland) Order 1997.
s.24 Immigration bail: https://www.legislation.gov.uk/ukpga/2006/13/section/24 — HTTP 200. A person at large by a grant of immigration bail under Schedule 10 to the Immigration Act 2016 is treated as if granted leave to enter; employment restriction as a condition of bail is treated as a condition of leave.
s.25 Interpretation: https://www.legislation.gov.uk/ukpga/2006/13/section/25 — HTTP 200. In ss.15 to 24: "adult" means a person who has attained the age of 16; employment is under a contract of service or apprenticeship; subject to immigration control if under the Immigration Act 1971 he requires leave to enter or remain; "prescribed" means prescribed by order of the Secretary of State. In force 5.11.2007 (S.I. 2007/3138).
Named https://www.gov.uk/right-to-work — HTTP 404
Named https://www.gov.uk/right-to-work-checks — HTTP 404
Named https://www.gov.uk/check-right-to-work — HTTP 404
Named https://www.gov.uk/right-to-work-check — HTTP 404
Named https://www.gov.uk/employers-right-to-work — HTTP 404
Named https://www.gov.uk/right-to-work-documents — HTTP 404
Named https://www.gov.uk/immigration-act-right-to-work — HTTP 404
Named https://www.gov.uk/right-to-work-penalties — HTTP 404
Named https://www.gov.uk/illegal-working — HTTP 404
Named https://www.gov.uk/right-to-work-checks-employers-guide — HTTP 404
Named https://www.gov.uk/civil-penalty-illegal-workers — HTTP 404
Named https://www.gov.uk/illegal-working-penalties — HTTP 404
Named https://www.gov.uk/code-of-practice-illegal-working — HTTP 404
Named https://www.gov.uk/share-code-right-to-work — HTTP 404
Named https://www.gov.uk/get-share-code — HTTP 404
Named https://www.gov.uk/prove-your-right-to-work — HTTP 404
Named https://www.gov.uk/check-a-job-applicants-right-to-work — HTTP 404
Named https://www.gov.uk/sponsor-licence — HTTP 404

Did not treat "UK employers", "job applicants", "workers", or "sponsors" as a FYJ customer. Did not invent a "FYJ right-to-work product" or a "FYJ for employers checking right to work" path. Did not invent a number the pages do not print. Soft-404 / 404 pages are not live facts. Distinct from 04:55 redundancy/ERA, 23:55 holiday/WTR, 16:55 SSP/SMP, 11:55 NMW, 06:55 EL, 00:55 pensions, 20:55 IR35, 09:55 HSWA. No fall-through to business rates, fire safety, or ACAS — primary pages were already HTTP 200.

What stands

GOV.UK check-job-applicant-right-to-work (HTTP 200) + legal-right-work-uk (HTTP 200) + prove-right-to-work / get-a-share-code-online / using-immigration-documents + print (HTTP 200) + view-right-to-work + print (HTTP 200) + employee-immigration-employment-status Employer Checking Service (HTTP 200) + government/publications/right-to-work-checks-employers-guide (HTTP 200; last updated 16 July 2026; 26 June 2025 HTML HTTP 200) + penalties-for-employing-illegal-workers (HTTP 200). Named /employer-checking-service / /legal-right-to-work / /right-to-work / /right-to-work-checks / /check-right-to-work / /right-to-work-check / /employers-right-to-work / /right-to-work-documents / /immigration-act-right-to-work / /right-to-work-penalties / /illegal-working / /right-to-work-checks-employers-guide / /civil-penalty-illegal-workers / /illegal-working-penalties / /code-of-practice-illegal-working / /share-code-right-to-work / /get-share-code / /prove-your-right-to-work / /check-a-job-applicants-right-to-work / /sponsor-licence / /government/collections/employer-immigration-guidance HTTP 404. /check-an-employees-right-to-work-documents HTTP 200 after 1 redirect onto the live check-job-applicant guide.
Employer duty: check a job applicant is allowed to work in the UK before you employ them. Methods: share code online; original documents; IDVT identity service provider. British and Irish citizens cannot get a share code. Biometric residence cards or permits no longer accepted; ask for a share code. Copies kept during employment and for 2 years after they stop. Follow-up when time-limited leave expires. Employer Checking Service if documents / online status cannot be shown. Positive Verification Notice. Helpline 0300 790 6268.
Civil penalty printed on the ECS and penalties pages: up to £60,000 for each illegal worker; 28 days to respond to a civil penalty notice. Knowing or reasonable-cause offence: jail 5 years and an unlimited fine (penalties page). Excuse if the correct right to work checks were made.
BRP share-code line: can use a BRP for 18 months after the expiry date printed on the card (prove-right-to-work get-a-share-code chapter).
Employer's guide publication: published 16 May 2014; last updated 16 July 2026; draft PDF 16 July 2026 2.13 MB / 72 pages; 26 June 2025 HTML + PDF 885 KB / 60 pages. Expired physical BRPs not acceptable proof.
legislation.gov.uk Immigration, Asylum and Nationality Act 2006 contents / apex / Employment cross-heading / ss.15, 16, 17, 21, 22, 23, 24, 25 (all HTTP 200). Contents and opened sections up to date on or before 30 August 2026. s.15 civil penalty not exceeding the prescribed maximum; prescribed-requirements excuse, which does not apply if the employer knew; notice at least 28 days. s.21 knowing / reasonable-cause-to-believe offence. s.25 adult = 16. Named /part/3 / /part/2 / /part/II HTTP 404.
These sit next to earlier Market scenarios filings (VAT / PAYE; confirmation / accounts / CT; MTD; late-filing; IR35; workplace pensions; EL insurance; NMW/NLW; SSP/SMP; holiday entitlement / WTR; redundancy / notice / dismiss-staff). Right-to-work checks is the official running-the-company how you hire fork — distinct from how a job ends, statutory leave, sick/parental pay, the wage floor, employers' liability, auto-enrolment, and IR35. Checkable. Not who FYJ is for. Not a path.

What does not stand

No page names a FYJ customer, market, offer, or P.
"UK employers", "job applicants", "workers", or "sponsors" are statutory / role classes, not a buyer.
A £60,000 civil penalty, a 5-year jail line, a 2-year copy-retention line, or an 18-month BRP share-code window is not a FYJ market path.
Naming "FYJ for right-to-work checks" or "FYJ takes the HR job when you hire" is not naming a FYJ customer.
Do not invent a number the live pages do not print. Soft-404 / 404 pages are not live content. Named /employer-checking-service / /legal-right-to-work / /right-to-work / /right-to-work-checks / /sponsor-licence paths are 404.
The check-job-applicant page prints "before 1989"; the Employer Checking Service page prints "before 1988". Record both; do not pick one.
This is a different official map from the 30 Aug 04:55 redundancy/ERA how-a-job-ends fork, the 29 Aug 23:55 holiday/WTR statutory-leave fork, the 16:55 SSP/SMP pay-while-off fork, the 11:55 NMW wage-floor fork, the 06:55 EL insurance fork, the 00:55 workplace-pensions fork, the 20:55 IR35 fork, and the 09:55 HSWA employer-duty code. This hour is how you hire.
HSWA (09:55), BoE ASBC (07:55), TPO (06:55), IoD (05:55), redundancy / notice / dismiss-staff (04:55), CA 2006 (03:55), BICS (02:55), FOS (01:55), FSB (00:55) remain prior filings. This hour does not re-file those pages.
STEP.org remains HTTP 403 and was not retried. IoD / FSB / FOS / CIPD / CIPP / ICB / LeO / SLCC / SDT / TPO were not retried.
Tide Platform Ltd remains an ACSP identity check, not a FYJ customer.
Who / why / how / next all missing. No candidate this hour has even a partial who / why / how. End-to-end stays missing.

End-to-end test

Who it is for: missing.
Why they would pay: missing.
How FYJ reaches them: missing.
What sits next: missing.
No real public fact this hour filled any of the four. Do not invent the rest. The GOV.UK / legislation.gov.uk right-to-work pages fill a Market scenarios cell (running-the-company how-you-hire fork next to VAT, PAYE, pensions, EL, NMW/NLW, IR35, MTD, late-filing, SSP/SMP, holiday/WTR, redundancy). They do not fill a path cell.

Value-forming

The Market scenarios line stayed thin. Value has not started to form as a FYJ path. A statutory hire-class map is not a path. Adjacent running-the-company forks still leave who / why / how / next empty.

Result

No path named yet. Market scenarios stayed thin. P unchanged.

Confirmation

Contract UUID 26e4abb6-3b66-4a66-a4f7-d4c065ad9233 is live. Hold = no invention, not no recon. Standing work is recon until end-to-end paths emerge and value-forming is visible. No path named. P unchanged. Customer cut parked.

# Market-path research — 30 Aug 2026 10:55 Europe/London Not a P move. No path named. No customer named. Did not re-read Companies House company 16892858. Did not repeat last recon hour: Health and Safety at Work etc. Act 1974 / HSE hswa.htm / simple-health-safety index / policy / risk / training / firstaid / workplace-facilities / GOV.UK /browse/employing-people/health-safety / /browse/employing-people / named /employers-responsibilities-health-safety / guidance/health-and-safety-made-simple / health-and-safety-at-work / workplace-health-and-safety / employers-health-and-safety-responsibilities and named HSE /responsibility / /responsibilities / /competent / /gettingstarted / /selfemployed / /display / /consult paths. Also did not repeat: the 09:55 file's did-not-repeat list (BoE ASBC / TPO / IoD / FSB / FOS / CIPD / CIPP / ICB / LeO / SLCC / SDT / redundancy/ERA / CA 2006 / ONS BICS / holiday-WTR / Bribery Act / BBB SBFM / PAYE RTI / EL insurance / IPA / SA / FTPF / Faculty of Advocates / CIMA / workplace pensions). Explicitly did not retry STEP.org (HTTP 403). Explicitly did not re-open BoE ASBC, TPO, IoD, FSB, FOS, CIPD, CIPP, ICB, LeO, SLCC, SDT, redundancy/ERA, CA 2006, ONS BICS, holiday-WTR, Bribery Act, BBB SBFM, PAYE RTI, EL insurance, IPA, SA, FTPF, Faculty of Advocates, CIMA, workplace pensions, or HSWA this hour. 08:55 already skipped at ~10:18 (window ended 10:25); this hour is not a re-ask and not a second skip log. 17:15 already closed no/no; do not re-close. Did not write overnight 29–30. The 19:55 miss was noted once at 20:55; do not re-log as a new fail. Yesterday's 14:55 was already skipped at ~16:26; do not re-log. Area: Market scenarios. Verdict: stayed thin. P unchanged. ## Searched Prefer Market scenarios this hour (last filed 30 Aug 04:55 GOV.UK redundancy / notice / dismiss-staff / ERA 1996) after Risk reduction filled at 09:55 with HSWA 1974 employer duties. Unused official running-the-company fork: GOV.UK right to work checks — the how-you-hire employer duty to check a job applicant's right to work in the UK before employment — with the Immigration, Asylum and Nationality Act 2006 civil-penalty / offence sections behind those pages. Distinct from 04:55 how-a-job-ends (redundancy / notice / dismissal), 23:55 holiday/WTR (statutory leave), 16:55 SSP/SMP (pay while off sick / parental), 11:55 NMW/NLW (compulsory pay rates), 06:55 EL insurance, 00:55 workplace pensions, 20:55 IR35, and 09:55 HSWA (do not treat this as risk reduction; it is a hire-class map). Not another Risk reduction duty-of-directors or employer-H&S code. Primary GOV.UK right-to-work pages were already HTTP 200 — no fall-through to business rates, fire safety, or ACAS. - Checking a job applicant's right to work: https://www.gov.uk/check-job-applicant-right-to-work — HTTP 200 (0 redirects). Title: Checking a job applicant's right to work. Part of Employ someone: step by step. "You must check that a job applicant is allowed to work for you in the UK before you employ them." Can check online if the applicant has given a share code; can check original documents; can use an identity service provider that offers Identity Document Validation Technology (IDVT). "British and Irish citizens cannot get an online share code to prove their right to work. You'll need to check their original documents - for example, their passport or passport card - or use an identity service provider instead." "You do not need to do checks for existing employees from the EU, EEA or Switzerland if they came to the UK before 1 July 2021." "You'll also need a sponsor licence to employ EEA and Swiss citizens coming to the UK to work from 1 January 2021" (linked /uk-visa-sponsorship-employers; not opened as a separate source). "You could face a civil penalty if you employ an illegal worker and have not carried out a correct right to work check." "You must not discriminate against anyone because of where they're from." Original documents: "You can no longer accept biometric residence cards or permits. Ask the applicant for a share code instead." Check with the applicant present; make and keep copies; record the date. What to check: genuine, original, unchanged, belong to the person; photos match; dates of birth match; different names need supporting documents (marriage certificate or divorce decree). If not British or Irish: dates for the right to work have not expired; permission for the type of work (including any hours limit); for students, evidence of study and vacation times. Follow-up checks when a time-limited right is due to expire. Copies: unchangeable (for example a photocopy); clear enough to read; for passports, copy any page with expiry date and applicant details including endorsements; for all other documents a complete copy; "keep copies during the applicant's employment and for 2 years after they stop working for you"; record the date the check was made. If they cannot show documents or online immigration status: ask the Home Office to check (outstanding appeal, review or application; arrived in the UK before **1989** and do not have documents — that "1989" is what this page prints). Also if they have a digital or non-digital Certificate of Application that says you need to ask the Home Office, or an Application Registration Card (must state that the work offered is permitted). Home Office sends a 'Positive Verification Notice'; keep it. Employer Enquiry helpline **0300 790 6268** (Monday to Thursday 9am to 4:45pm; Friday 9am to 4:30pm); businesshelpdesk@homeoffice.gov.uk; studentsponsorassessmentunit@homeoffice.gov.uk. Named /print of this guide HTTP 200 after 1 redirect, lands on the same URL (not a separate print chapter). - Check if a document allows someone to work in the UK: https://www.gov.uk/legal-right-work-uk — HTTP 200. Title: Check if a document allows someone to work in the UK. Service to find out which types of document give someone the right to work in the UK and what a right to work check involves for each of them. Start now. Related: Checking a job applicant's right to work; Penalties for employing illegal workers. Named /print HTTP 200 after 1 redirect, lands on the same URL. - Prove your right to work to an employer: https://www.gov.uk/prove-right-to-work — HTTP 200. Title: Prove your right to work to an employer: Overview. Part of Start a new job: step by step. "You'll need to prove your right to work in the UK to your employer before you start working for them." British or Irish: British passport; Irish passport or passport card; current or expired. Without a passport or passport card: UK birth or adoption certificate; Irish birth or adoption certificate; certificate of registration or naturalisation as a British citizen — plus an official letter or document from a previous employer or a government agency (example HMRC, DWP, or the Social Security Agency in Northern Ireland) showing name and National Insurance number. With a passport or passport card may use an online identity service provider (IDSP). Not British or Irish: a share code, or eligible immigration documents; employer cannot reject an application because an eligible immigration document was given instead of a share code. Right of abode: British citizens and some Commonwealth citizens; certificate of entitlement as a vignette sticker in a passport or a digital certificate in a UKVI account (share code). If you cannot prove: employer can use the employer checking service. Commonwealth citizens may be able to get documents through the Windrush Scheme. Print of the whole guide HTTP 200 at /prove-right-to-work/print. - Get a share code online (same guide): https://www.gov.uk/prove-right-to-work/get-a-share-code-online — HTTP 200. Share code if not a British or Irish citizen, or a British or Commonwealth citizen with a digital certificate of entitlement proving right of abode. Cannot get a share code if the certificate of entitlement is a vignette sticker in a passport. Who can: a biometric residence permit (BRP) — "you can use it for **18 months** after the expiry date printed on the card"; or a UKVI account (EU Settlement Scheme; 'UK Immigration: ID Check' app; created when applying for a visa; created to get access to an eVisa; created when applying for a digital certificate of entitlement). Start now. Need BRP number, or passport or national identity card. - Using immigration documents (same guide): https://www.gov.uk/prove-right-to-work/using-immigration-documents — HTTP 200. If not British or Irish, usually: a current passport with a Home Office 'endorsement'; an immigration status document; an application registration card. Other documents may apply if waiting for an EU Settlement Scheme decision; settled or pre-settled status in Jersey, Guernsey or the Isle of Man; a Ukrainian citizen; a frontier worker (citizen of an EU country, Switzerland, Norway, Iceland or Liechtenstein who lives outside the UK and comes here to work). Passport endorsement: stamp or vignette (sticker); passport must be current, cannot use if expired. Endorsement should show indefinite leave to enter or remain; no time limit to stay; can live in the UK and work (any work or the type applied for); or a vignette sticker certificate of entitlement to the right of abode. - Check a job applicant's right to work: use their share code: https://www.gov.uk/view-right-to-work — HTTP 200. Title: Check a job applicant's right to work: use their share code. Check types of work allowed and how long they can work in the UK, if there's a time limit. Need date of birth and right to work share code. British and Irish citizens cannot get a share code. Start now on the right to work service. Print HTTP 200 at /view-right-to-work/print. - Named https://www.gov.uk/employer-checking-service — HTTP 404. Live Employer Checking Service page is https://www.gov.uk/employee-immigration-employment-status — HTTP 200. Title: Use the Employer Checking Service. Ask the Home Office to check an employee's or potential employee's immigration status if they cannot show documents or online immigration status (outstanding appeal, review or application; arrived in the UK before **1988** and do not have documents — that "1988" is what this page prints, against "1989" on the check-job-applicant page; technical issues getting a share code; unable to use a digital service due to a technical issue). Must also use it for a non-digital Certificate of Application that says you need to ask the Home Office, or an Application Registration Card. "You only need to use this service if you cannot check the applicant's right to work online using their share code or check the applicant's original documents." **"You can be fined up to £60,000 for employing illegal workers."** Start now on the Home Office service. Need full name, date of birth, nationality, job title, hours worked per week, home address in the UK; original ARC or Certificate of Application if that is what is being checked; plus business name, type, and contact information. - Right to work checks: an employer's guide: https://www.gov.uk/government/publications/right-to-work-checks-employers-guide — HTTP 200. Title: Right to work checks: an employer's guide. From UK Visas and Immigration and Immigration Enforcement. Published **16 May 2014**. Last updated **16 July 2026**. Documents: Draft employer's guide to right to work checks: 16 July 2026 PDF **2.13 MB**, **72 pages**; Employer's guide to right to work checks: 26 June 2025 (accessible) HTML HTTP 200 at /government/publications/right-to-work-checks-employers-guide/employers-guide-to-right-to-work-checks-26-june-2025-accessible; 26 June 2025 PDF **885 KB**, **60 pages**. "This guidance explains what employers must do to prevent illegal working in the UK by carrying out right to work checks on people before employing them to make sure they are allowed to work." 16 July 2026 update note: "The guidance has been updated." 26 June 2025: "The most significant updates are a simplification of the content, a revision of terminology and further clarification that expired physical Biometric Residence Permits (BRPs) are not acceptable proof of right to work." Named /government/collections/employer-immigration-guidance HTTP 404. - Named https://www.gov.uk/legal-right-to-work — HTTP 404 (live is /legal-right-work-uk). - Named https://www.gov.uk/check-an-employees-right-to-work-documents — HTTP 200 after 1 redirect, lands on https://www.gov.uk/check-job-applicant-right-to-work (same guide; not a separate documents chapter). - Penalties for employing illegal workers (linked from the live check / view / ECS pages): https://www.gov.uk/penalties-for-employing-illegal-workers — HTTP 200. "You can be sent to jail for **5 years** and have to pay an unlimited fine if you're found guilty of employing someone who you knew or had 'reasonable cause to believe' did not have the right to work in the UK." Civil penalty: a 'referral notice'; "you might have to pay a civil penalty (fine) of up to **£60,000** for each illegal worker." 'Civil penalty notice' if found liable; **28 days** to respond. Business details may be published by Immigration Enforcement. "You will not have to pay the civil penalty if you can show you made the correct right to work checks." Same helpline **0300 790 6268**. - Immigration, Asylum and Nationality Act 2006 contents: https://www.legislation.gov.uk/ukpga/2006/13/contents — HTTP 200. Act up to date with all changes known to be in force on or before **30 August 2026**. Apex https://www.legislation.gov.uk/ukpga/2006/13 HTTP 200. Named /part/3 / /part/2 / /part/II HTTP 404. Live civil-penalty / offence cluster is the Employment cross-heading: https://www.legislation.gov.uk/ukpga/2006/13/crossheading/employment — HTTP 200. Cross heading up to date on or before 30 August 2026. - s.15 Penalty: https://www.legislation.gov.uk/ukpga/2006/13/section/15 — HTTP 200. Section up to date on or before 30 August 2026. Contrary to this section to employ an adult subject to immigration control if he has not been granted leave to enter or remain, or leave is invalid, has ceased to have effect, or is subject to a condition preventing him from accepting the employment. Secretary of State may give a notice requiring a penalty of a specified amount not exceeding the prescribed maximum. Excuse if the employer shows he complied with any prescribed requirements; excuse does not apply if the employer knew, at any time during the employment, that it was contrary to this section. Penalty notice must specify a date at least **28 days** after the date specified in the notice as the date on which it is given. Prescribed requirements may require production of documents, verification / retain / copy / record, action before employment begins, and action at specified intervals during employment. - s.16 Objection: https://www.legislation.gov.uk/ukpga/2006/13/section/16 — HTTP 200. Employer may object on the ground that he is not liable, is excused by s.15(3), or the amount is too high. Secretary of State shall cancel, reduce, increase, or take no action. - s.17 Appeal: https://www.legislation.gov.uk/ukpga/2006/13/section/17 — HTTP 200. Appeal to the court on the same three grounds. Court may cancel, reduce, or dismiss. Appeal is a re-hearing. An appeal may be brought only if the employer has given a notice of objection under s.16 (as printed in the inserted subsection). - s.21 Offence: https://www.legislation.gov.uk/ukpga/2006/13/section/21 — HTTP 200. Offence if he employs another knowing that the employee is disqualified from employment by reason of the employee's immigration status. Offence also if he employs a disqualified employee and has reasonable cause to believe the employee is disqualified. Disqualified: adult subject to immigration control without leave, or leave invalid / ceased / condition preventing the employment. - s.22 Offence: bodies corporate, &c.: https://www.legislation.gov.uk/ukpga/2006/13/section/22 — HTTP 200. A body is treated as knowing / having reasonable cause to believe a fact if a person with responsibility within the body for an aspect of the employment knows / has reasonable cause to believe it. Officer (director, manager or secretary) as well as the body if committed with consent or connivance. - s.23 Discrimination: code of practice: https://www.legislation.gov.uk/ukpga/2006/13/section/23 — HTTP 200. Secretary of State shall issue a code of practice so that, while avoiding a s.15 penalty and a s.21 offence, the employer also avoids contravening the Equality Act 2010 so far as relating to race, or the Race Relations (Northern Ireland) Order 1997. - s.24 Immigration bail: https://www.legislation.gov.uk/ukpga/2006/13/section/24 — HTTP 200. A person at large by a grant of immigration bail under Schedule 10 to the Immigration Act 2016 is treated as if granted leave to enter; employment restriction as a condition of bail is treated as a condition of leave. - s.25 Interpretation: https://www.legislation.gov.uk/ukpga/2006/13/section/25 — HTTP 200. In ss.15 to 24: "adult" means a person who has attained the age of **16**; employment is under a contract of service or apprenticeship; subject to immigration control if under the Immigration Act 1971 he requires leave to enter or remain; "prescribed" means prescribed by order of the Secretary of State. In force 5.11.2007 (S.I. 2007/3138). - Named https://www.gov.uk/right-to-work — HTTP 404 - Named https://www.gov.uk/right-to-work-checks — HTTP 404 - Named https://www.gov.uk/check-right-to-work — HTTP 404 - Named https://www.gov.uk/right-to-work-check — HTTP 404 - Named https://www.gov.uk/employers-right-to-work — HTTP 404 - Named https://www.gov.uk/right-to-work-documents — HTTP 404 - Named https://www.gov.uk/immigration-act-right-to-work — HTTP 404 - Named https://www.gov.uk/right-to-work-penalties — HTTP 404 - Named https://www.gov.uk/illegal-working — HTTP 404 - Named https://www.gov.uk/right-to-work-checks-employers-guide — HTTP 404 - Named https://www.gov.uk/civil-penalty-illegal-workers — HTTP 404 - Named https://www.gov.uk/illegal-working-penalties — HTTP 404 - Named https://www.gov.uk/code-of-practice-illegal-working — HTTP 404 - Named https://www.gov.uk/share-code-right-to-work — HTTP 404 - Named https://www.gov.uk/get-share-code — HTTP 404 - Named https://www.gov.uk/prove-your-right-to-work — HTTP 404 - Named https://www.gov.uk/check-a-job-applicants-right-to-work — HTTP 404 - Named https://www.gov.uk/sponsor-licence — HTTP 404 Did not treat "UK employers", "job applicants", "workers", or "sponsors" as a FYJ customer. Did not invent a "FYJ right-to-work product" or a "FYJ for employers checking right to work" path. Did not invent a number the pages do not print. Soft-404 / 404 pages are not live facts. Distinct from 04:55 redundancy/ERA, 23:55 holiday/WTR, 16:55 SSP/SMP, 11:55 NMW, 06:55 EL, 00:55 pensions, 20:55 IR35, 09:55 HSWA. No fall-through to business rates, fire safety, or ACAS — primary pages were already HTTP 200. ## What stands - GOV.UK check-job-applicant-right-to-work (HTTP 200) + legal-right-work-uk (HTTP 200) + prove-right-to-work / get-a-share-code-online / using-immigration-documents + print (HTTP 200) + view-right-to-work + print (HTTP 200) + employee-immigration-employment-status Employer Checking Service (HTTP 200) + government/publications/right-to-work-checks-employers-guide (HTTP 200; last updated 16 July 2026; 26 June 2025 HTML HTTP 200) + penalties-for-employing-illegal-workers (HTTP 200). Named /employer-checking-service / /legal-right-to-work / /right-to-work / /right-to-work-checks / /check-right-to-work / /right-to-work-check / /employers-right-to-work / /right-to-work-documents / /immigration-act-right-to-work / /right-to-work-penalties / /illegal-working / /right-to-work-checks-employers-guide / /civil-penalty-illegal-workers / /illegal-working-penalties / /code-of-practice-illegal-working / /share-code-right-to-work / /get-share-code / /prove-your-right-to-work / /check-a-job-applicants-right-to-work / /sponsor-licence / /government/collections/employer-immigration-guidance HTTP 404. /check-an-employees-right-to-work-documents HTTP 200 after 1 redirect onto the live check-job-applicant guide. - Employer duty: check a job applicant is allowed to work in the UK **before** you employ them. Methods: share code online; original documents; IDVT identity service provider. British and Irish citizens cannot get a share code. Biometric residence cards or permits no longer accepted; ask for a share code. Copies kept during employment and for **2 years** after they stop. Follow-up when time-limited leave expires. Employer Checking Service if documents / online status cannot be shown. Positive Verification Notice. Helpline 0300 790 6268. - Civil penalty printed on the ECS and penalties pages: up to **£60,000** for each illegal worker; 28 days to respond to a civil penalty notice. Knowing or reasonable-cause offence: jail **5 years** and an unlimited fine (penalties page). Excuse if the correct right to work checks were made. - BRP share-code line: can use a BRP for **18 months** after the expiry date printed on the card (prove-right-to-work get-a-share-code chapter). - Employer's guide publication: published 16 May 2014; last updated 16 July 2026; draft PDF 16 July 2026 2.13 MB / 72 pages; 26 June 2025 HTML + PDF 885 KB / 60 pages. Expired physical BRPs not acceptable proof. - legislation.gov.uk Immigration, Asylum and Nationality Act 2006 contents / apex / Employment cross-heading / ss.15, 16, 17, 21, 22, 23, 24, 25 (all HTTP 200). Contents and opened sections up to date on or before 30 August 2026. s.15 civil penalty not exceeding the prescribed maximum; prescribed-requirements excuse, which does not apply if the employer knew; notice at least 28 days. s.21 knowing / reasonable-cause-to-believe offence. s.25 adult = 16. Named /part/3 / /part/2 / /part/II HTTP 404. - These sit next to earlier Market scenarios filings (VAT / PAYE; confirmation / accounts / CT; MTD; late-filing; IR35; workplace pensions; EL insurance; NMW/NLW; SSP/SMP; holiday entitlement / WTR; redundancy / notice / dismiss-staff). Right-to-work checks is the official running-the-company *how you hire* fork — distinct from how a job ends, statutory leave, sick/parental pay, the wage floor, employers' liability, auto-enrolment, and IR35. Checkable. Not who FYJ is for. Not a path. ## What does not stand - No page names a FYJ customer, market, offer, or P. - "UK employers", "job applicants", "workers", or "sponsors" are statutory / role classes, not a buyer. - A £60,000 civil penalty, a 5-year jail line, a 2-year copy-retention line, or an 18-month BRP share-code window is not a FYJ market path. - Naming "FYJ for right-to-work checks" or "FYJ takes the HR job when you hire" is not naming a FYJ customer. - Do not invent a number the live pages do not print. Soft-404 / 404 pages are not live content. Named /employer-checking-service / /legal-right-to-work / /right-to-work / /right-to-work-checks / /sponsor-licence paths are 404. - The check-job-applicant page prints "before 1989"; the Employer Checking Service page prints "before 1988". Record both; do not pick one. - This is a different official map from the 30 Aug 04:55 redundancy/ERA how-a-job-ends fork, the 29 Aug 23:55 holiday/WTR statutory-leave fork, the 16:55 SSP/SMP pay-while-off fork, the 11:55 NMW wage-floor fork, the 06:55 EL insurance fork, the 00:55 workplace-pensions fork, the 20:55 IR35 fork, and the 09:55 HSWA employer-duty code. This hour is how you hire. - HSWA (09:55), BoE ASBC (07:55), TPO (06:55), IoD (05:55), redundancy / notice / dismiss-staff (04:55), CA 2006 (03:55), BICS (02:55), FOS (01:55), FSB (00:55) remain prior filings. This hour does not re-file those pages. - STEP.org remains HTTP 403 and was not retried. IoD / FSB / FOS / CIPD / CIPP / ICB / LeO / SLCC / SDT / TPO were not retried. - Tide Platform Ltd remains an ACSP identity check, not a FYJ customer. - Who / why / how / next all missing. No candidate this hour has even a partial who / why / how. End-to-end stays missing. ## End-to-end test - Who it is for: missing. - Why they would pay: missing. - How FYJ reaches them: missing. - What sits next: missing. No real public fact this hour filled any of the four. Do not invent the rest. The GOV.UK / legislation.gov.uk right-to-work pages fill a Market scenarios cell (running-the-company how-you-hire fork next to VAT, PAYE, pensions, EL, NMW/NLW, IR35, MTD, late-filing, SSP/SMP, holiday/WTR, redundancy). They do not fill a path cell. ## Value-forming The Market scenarios line stayed thin. Value has not started to form as a FYJ path. A statutory hire-class map is not a path. Adjacent running-the-company forks still leave who / why / how / next empty. ## Result No path named yet. Market scenarios stayed thin. P unchanged. ## Confirmation Contract UUID 26e4abb6-3b66-4a66-a4f7-d4c065ad9233 is live. Hold = no invention, not no recon. Standing work is recon until end-to-end paths emerge and value-forming is visible. No path named. P unchanged. Customer cut parked.