The short answer
It can be normal for an employer to ask to see your passport when they are checking your identity and right to work. In the UK, employers must carry out prescribed right-to-work checks before employing someone, and a passport may be one of the documents that proves both identity and immigration status.
The important point is how the request is made. A legitimate employer should explain the purpose of the check, tell you which documents are accepted and handle your information securely. You should be cautious if someone asks for a passport before giving basic details about the role or pressures you to send an unredacted scan through an informal channel.
What a right-to-work check usually involves
A right-to-work check is designed to confirm that a person is allowed to do the work in question. Depending on nationality and immigration status, the employer may check an original document, use an approved digital service or follow a prescribed online process. The employer should record that the check took place and keep the record for the required period.
A passport can be relevant because it may show nationality and identity. For people with visas or settled status, a digital status check may be required instead. Requirements change, so both employers and applicants should use the latest official guidance rather than relying on an old checklist.
When should you be careful?
Be cautious when the request arrives before an interview, when the job description is vague or when the sender uses a personal email address that does not match the organisation. Fraudsters sometimes use fake recruitment processes to collect identity documents. A passport contains valuable personal information and should not be shared casually.
Ask who will see the document, why it is needed, how long it will be stored and whether an official portal is available. You can also verify the organisation independently using contact details from its genuine website rather than replying to the original message. Our guide to passport services and applications covers the wider importance of keeping document information accurate and controlled.
Should you send a copy?
Sometimes an employer will need a copy or a record of the document. If a copy is requested, ask whether you can show the original in person or use a secure verification system. Avoid sending passport images through an unencrypted chat if there is a safer option.
If you do need to share a copy, ask whether the employer accepts a watermark stating the purpose and date. Do not obscure information that is required for the check without asking first, because an incomplete document may not be accepted. Keep a note of what you sent and to whom.
Know your privacy rights
Employers should collect only the personal information they need for a lawful purpose and should protect it against unauthorised access. You can ask for the organisation’s privacy notice and find out how long right-to-work records are retained. If the employer cannot explain its process, that is a reason to pause.
For current UK rules, use official government guidance rather than advice on social media. If you are applying in another country, check that country’s labour and immigration authority because requirements vary.
The bottom line
A passport request is not automatically suspicious. It is common in legitimate recruitment when an employer needs to complete a right-to-work check. The safe approach is to confirm the role, verify the organisation, understand the purpose and use the most secure route available.
If you are unsure, ask a direct question and do not let urgency override your judgement. Explore our latest passport guidance for more practical reading, or contact us with a general question about passport services.