**The big picture:** The UK is significantly broadening its right-to-work compliance requirements, extending verification obligations beyond traditional employees to include contractors, gig workers, and supply chain personnel. **Why it matters:** This regulatory shift introduces wider liability for businesses, with potential civil penalties up to £60,000 for non-compliance, impacting operational frameworks and contractual relationships. **Between the lines:** - New rules take effect October 1, 2026, under the Border Security, Asylum and Immigration Act 2025. - Businesses higher up the supply chain can be held liable for illegal workers engaged by their contractors. - Defense against penalties requires appropriate contracts, substitution controls, and identity-checking processes. **Staffing & HR impact:** Staffing firms and HR departments must update onboarding, due diligence, and audit processes for contingent workers and suppliers to mitigate significant compliance risks and potential financial penalties. **The bottom line:** UK businesses must proactively review and adapt their labor supply arrangements and contracts to navigate these expanded right-to-work obligations.