UK Visas and Immigration has triggered the next stage of its digital status plan. From 12 January 2026 most visit visas, and some other routes, are being issued with both an eVisa and a visa sticker, with stickers scheduled to be withdrawn later in 2026. For employers, this cements online status verification as the default for hiring and ongoing compliance.

Through 2025 the Home Office steadily reduced reliance on physical documents. Successful applicants in certain work, study and family routes applying on or after 30 October 2025 may not receive a vignette, while some main applicants on those routes moved to eVisas from 15 July 2025. UKVI now confirms stickers will be phased out entirely later this year.

Adoption has been high but not universal. By 27 February 2025, official figures showed more than 4 million people had created UKVI accounts to access an eVisa, with around 600,000 still to act. The temporary permission for carriers to accept expired BRPs and BRCs for travel ended on 1 June 2025; from 2 June, those documents ceased to be valid evidence for travel back to the UK.

For hiring managers the process is straightforward and non‑negotiable. Individuals with an eVisa must generate a nine‑character share code and employers must complete the check using the Home Office online service-no other portal is acceptable. Share codes are valid for 90 days and a manual check of an expired BRP does not provide a statutory excuse.

If a candidate cannot provide a share code because they have an outstanding application, appeal or a technical problem, the Employer Checking Service is the route to protect your statutory excuse. The ECS typically responds within five working days and issues a Positive Verification Notice where appropriate.

Business travel needs an extra sense‑check. Employees should ensure the passport they will travel on is linked to their UKVI account in advance; the Home Office advises telling them about any passport used for travel to prevent delays. Since 2 June 2025, expired BRPs and BRCs have not been acceptable evidence for re‑entry.

For new starters arriving in early 2026, expect mixed documentation during the crossover. Many visas granted on or after 12 January come with both an eVisa and a sticker, and UKVI says most people with a valid sticker issued before that date can also access an eVisa via their UKVI account. Onboarding should still revolve around the online check.

Operationally, HR teams should configure ATS and HRIS fields to capture the share code and date of birth, store the online check result, and diarise follow‑ups for time‑limited permission. Brief hiring managers so checks happen before day one and ensure recruitment partners follow the same process.

Compliance risk has risen alongside the digital shift. Home Office enforcement activity has increased since mid‑2024 and the civil penalty regime now allows fines up to £60,000 per illegal worker, with £45,000 as the starting point for a first breach under the Code of Practice. A clean, evidenced online trail is now basic risk control.

Expect pockets of friction as third‑party systems catch up. In mid‑2025, the Guardian reported that the Security Industry Authority was not yet accepting eVisas as ID due to system limitations, a reminder that some regulators and service providers update at different speeds. Test end‑to‑end hiring in regulated roles before offers go out.

The near‑term watchpoint for employers is the withdrawal of stickers later in 2026. Once stickers stop, new arrivals will rely solely on the digital record, and employers will depend entirely on the Home Office online service and the Employer Checking Service for exceptions.

A practical rule of thumb for 2026 is to design for digital by default. Ask candidates to confirm or create their UKVI account as soon as offers are accepted, request a share code during pre‑employment screening, confirm the passport used for travel and keep dated evidence of every check. It’s routine admin that protects hiring pace and the statutory excuse.