As an employer, you are obligated to verify the identity of your employees based on their (original and valid) passports/proof of identity.  

Please be watchful of identity fraud and compare the actual person with the photo on the passport/proof of ID. 

When applying for a work permit, authorities often require a background check and ask employees to complete an antecedent statement. 

While the sponsor is generally not responsible for the information the employee provides, it's crucial to pay close attention to one aspect: criminal offenses.

All documents pertaining to the employment relationship and the right to stay and work in the specific country must be securely maintained within the administration and readily accessible for inspection at any time. 

Compliance with statutory reporting obligations is crucial, meaning that all information requested by authorities must be provided diligently, and duly signed and stamped if required, and all relevant changes concerning work and residency conditions must be reported.

To ensure that posted workers in the EU receive the minimum terms of employment, the employer in the home country must inform host country authorities about employees working in their country. Additionally, a contact person must be designated to liaise with the host country authorities.

Sponsors are responsible for the return of their employees after sponsorship has been terminated. The former employee must either depart the host country or secure an alternative work or residence permit. 

Statutory compliance is more than just a legal obligation; it's fundamental to building trust, safeguarding reputation, and upholding ethical practices within operations.

A robust Immigration Compliance Framework, Policy and File proactively identifies potential areas of non-compliance risk and establishes a comprehensive framework of internal controls and risk management procedures.