Right to Work

A right-to-work check is the specific legal obligation, in force in many countries, requiring an employer to confirm that a worker is legally permitted to work in that country, for that employer, in that role, before or shortly after employment begins. It is narrower and more legally precise than general workforce screening: it isn't about criminal history or prior employment, it's specifically about immigration and work-authorization status, and getting it wrong carries direct legal consequences for the employer, not just a hiring-quality risk.

Because immigration law is set nationally, "right to work" means a genuinely different check depending on the country. Some regimes require a document check performed by the employer directly; others have moved to digital verification through government-accredited third-party checking services; still others tie work authorization to a separate permit process the worker (not the employer) obtains in advance. There is no single international standard: a right-to-work check is only ever correct relative to one specific country's law, applied to one specific worker's circumstances.

Who actually built this

Every major version of this check comes from a national government, not a standards body. In the UK, the Home Office administers the regime under the Immigration, Asylum and Nationality Act 2006, which introduced civil penalties for employers who hire someone without the right to work, later sharpened by the Immigration Act 2016's criminal offence for doing so knowingly; since 2022, digital right-to-work checks can be performed through Identity Service Providers certified under the UK's digital identity and attributes trust framework, rather than only via a manual document check. In the United States, the equivalent obligation runs through Form I-9, Employment Eligibility Verification, required by the Immigration Reform and Control Act of 1986 and enforced by USCIS and DHS, with the voluntary (and, for federal contractors and in some states, mandatory) E-Verify system able to cross-check I-9 data electronically. Türkiye's closest analog is a different question entirely, a foreign national's own work-permit authorization under the International Labor Force Law (No. 6735, 2016), rather than an employer-side check of the UK/US kind. None of this is Solidus's design, and Solidus holds no accreditation, certification, or recognized status under any of these regimes.

Solidus today

Nothing here is built. right_to_work appears as a named proof-type in internal Solidus workforce-vertical planning documents, a placeholder in a design sketch, not a shipped feature. No jurisdiction's right-to-work law has been mapped to a Solidus credential claim in any legally reviewed way, no government accreditation (as an Identity Service Provider in the UK, an E-Verify-integrated party in the US, or any equivalent elsewhere) exists, and no employer is a customer. Any right-to-work capability would require jurisdiction-by-jurisdiction legal review and accreditation work that has not started.

See also

Workforce Screening is the broader employment-vetting category right-to-work checks are often bundled inside, but the two are legally distinct obligations. KYC, IDV, and Level of Assurance are the general identity-verification concepts any future right-to-work capability would need to build on.