Document review needs a defined process. A hurried “looks fine” decision is difficult to explain later, while a claim that every forgery is detectable creates false confidence.
Start with an eligible evidence route
Consult the current employer guide. Establish whether the person uses a manual route, Home Office online service, eligible digital provider or Employer Checking Service. Use that route's required evidence and actions.
For a manual check, inspect the specified originals and compare the identity with the person. A video identity comparison is possible where the employer physically holds the originals. An emailed image alone does not become a manual check because a reviewer views it during a call.
Record the concern precisely
Check for inconsistencies in the identity details, photograph, relevant dates and stated work permission. Record what appears inconsistent rather than making an unsupported allegation about how a document was produced.
The guide addresses falsity that is reasonably apparent. It does not require an ordinary reviewer to guarantee detection of every sophisticated forgery. Seek the appropriate official result or advice when the issue cannot be resolved within the prescribed process.
Preserve a fair and useful review trail
Give the candidate a clear explanation of the evidence needed. Apply the process consistently without relying on perceived nationality. Restrict access to documents and avoid circulating suspected fraudulent material more widely than needed for the review.
Keep the original evidence, check date, reviewer, concern and outcome. A later corrected record should not silently imply that the original check was completed correctly or at an earlier date. A missing file alone is not proof that the worker lacks permission.
Certifyd supports evidence organisation and review ownership. It does not replace prescribed employer checks, provide a forensic authenticity guarantee or decide a person's immigration status.