Recruitment businesses were collectively fined £175,000 for hiring illegal workers in the third quarter of 2025, new figures have revealed.
4 UK businesses were handed penalties between £40,000 and £45,000 between July and September 2025, according to Home Office data analysed by Caredemy, which provides professional training for employees and businesses, including food hygiene courses.
The list itself is published by the Home Office and highlights employers who have broken right-to-work rules. It usually includes businesses that haven’t paid their fines within 28 days after exhausting any appeals, or those that have received repeat penalties.
According to the Home Office, employers can face unlimited fines and even up to five years in prison if they don’t carry out proper identity and right-to-work checks, which shows just how seriously these breaches are taken.
Jabhor Recruits, in Birmingham, was hit with a £45,000 fine for breaking right-to-work rules. This penalty is part of a major crackdown on illegal working in the UK, where fines for employers are tripled to up to £45,000 per illegal worker.
A Caredemy spokesperson said: “This is a wakeup call for recruitment businesses to ensure they are carrying out proper right-to-work checks and closely monitoring worker hours, particularly where visa restrictions apply. These checks need to be thorough and consistent to prevent anything being overlooked, as even small gaps can lead to significant financial penalties.
“We understand the pressure recruitment businesses are under, with shrinking margins and rising recruitment costs. But this can’t result in shortcuts or decisions that break the rules. Even minor errors can have serious consequences, including hefty fines and damage to a business’s reputation.
“In a fast-paced environment, it’s essential for consultants, managers, and compliance teams to be fully trained and up to date with current regulations. Rules can change, so regular refreshers are important to ensure everyone involved in onboarding, placement, and working hours understands their responsibilities and any legal limitations.
“Recruitment businesses should have robust systems in place to track documentation and working hours, and to flag any risks early. When it comes down to it, this is about protecting workers, supporting clients, and maintaining trust across every step of the recruitment process.”
