{"id":7814,"date":"2025-12-02T15:40:56","date_gmt":"2025-12-02T15:40:56","guid":{"rendered":"https:\/\/rfblegal.co.uk\/?post_type=insight&p=7814"},"modified":"2025-12-02T15:41:01","modified_gmt":"2025-12-02T15:41:01","slug":"yasadisi-calistirma-nedeniyle-uygulanan-idari-cezalar","status":"publish","type":"insight","link":"https:\/\/rfblegal.co.uk\/tr\/icgoruler\/yasadisi-calistirma-nedeniyle-uygulanan-idari-cezalar\/","title":{"rendered":"Ka\u00e7ak \u00c7al\u0131\u015fmaya \u0130li\u015fkin Sivil Cezalar"},"content":{"rendered":"

In the UK, employers have a legal responsibility to make sure that every<\/a> person they hire has the right<\/a> to work. This sounds simple, but the reality can be more complicated, especially with changing G\u00f6\u00e7menlik<\/a> rules and increased Home Office enforcement<\/a>. When something goes wrong,  even unintentionally,  the consequences<\/a> can be serious. If the Home Office believes a business<\/a> has hired someone who is not permitted to work, and the correct checks were not completed, they can issue what is known as a civil<\/a> penalty<\/a> for illegal working.<\/p>\n\n\n\n

These penalties can be financially damaging and extremely disruptive for any organisation. In recent years, the Home Office has become far more active in investigating employers, carrying out site visits and asking for employee documentation. For businesses, this can be a worrying and confusing experience, particularly when they believed they were doing everything correctly. This article can provide insight<\/a> on how civil penalties work and what we can do to help.<\/p>\n\n\n\n

Yasad\u0131\u015f\u0131 \u00c7al\u0131\u015fma Durumunda Uygulanan \u0130dari Para Cezas\u0131 Nedir?<\/h2>\n\n\n\n

A civil penalty is a financial fine issued by the Home Office to an employer who is believed to have hired someone who is not legally allowed to work in the UK. Although it is not a criminal<\/a> conviction, it can still cause serious harm to a business because the penalties are high.<\/p>\n\n\n\n

As of February 2024, employers can now face up to \u00a345,000 per worker for a first breach<\/a> and up to \u00a360,000 per worker for repeat breaches<\/a> within three years. These fines apply per worker, meaning the total amount can add up quickly if more than one worker is involved.<\/p>\n\n\n\n

A worker is considered to be working illegally if they do not have permission<\/a> to work in the UK, if their visa has expired, if their visa conditions<\/a> do not allow them to do the particular job, or if they relied on false or invalid documents<\/a>. Importantly, an employer can still face a penalty even if they genuinely did not realise there was an issue if the proper right to work checks were not carried out, the employer may still be held liable.<\/p>\n\n\n\n

Brexit Durumu Nas\u0131l De\u011fi\u015ftirdi?<\/h2>\n\n\n\n

Brexit<\/a> brought about<\/a> one of the most significant changes to right to work rules in decades. Before Brexit, EU, EEA and Swiss citizens could work in the UK freely. Employers only needed to check a passport or national ID card, and many businesses relied on this for years. After Brexit, this changed completely, most European nationals<\/a> now need immigration permission in the same way as non-EU nationals, unless they have status under the EU Settlement<\/a> Scheme. A European passport alone is no longer enough to prove the right to work. In many cases, employers must carry out a Home Office online right to work check.<\/p>\n\n\n\n

Bu de\u011fi\u015fiklik, \u00f6zellikle Brexit \u00f6ncesindeki uygulamalara g\u00fcvenmeye devam eden i\u015fverenler i\u00e7in kafa kar\u0131\u015f\u0131kl\u0131\u011f\u0131na ve kas\u0131ts\u0131z kurallara ayk\u0131r\u0131l\u0131klara yol a\u00e7m\u0131\u015ft\u0131r. Sonu\u00e7 olarak, \u0130\u00e7i\u015fleri Bakanl\u0131\u011f\u0131 denetim faaliyetlerini art\u0131rm\u0131\u015f ve idari cezalar\u0131 daha h\u0131zl\u0131 uygulamaya ba\u015flam\u0131\u015ft\u0131r. \u0130\u015fletmelerin art\u0131k \u00e7ok daha dikkatli olmas\u0131 ve \u00e7al\u0131\u015fanlar\u0131n\u0131n g\u00fcncellenen kurallar\u0131 anlad\u0131\u011f\u0131ndan emin olmas\u0131 gerekmektedir.<\/p>\n\n\n\n

Soru\u015fturmalar Nas\u0131l Ba\u015flar?<\/h2>\n\n\n\n

A Home Office investigation can begin in several ways, sometimes it starts with an on site visit. In other cases, the Home Office receives information from another<\/a> agency, a compliance audit<\/a> reveals issues, or the business holds a Sponsor Licence<\/a> and is subject to routine checks.<\/p>\n\n\n\n

During an investigation, the Home Office may request copies of employment<\/a> contracts, right to work checks, payroll<\/a> information, rotas, and details<\/a> about who is responsible for recruitment and HR decisions<\/a>. They will<\/a> look closely at how the business operates and whether the correct procedures were followed.<\/p>\n\n\n\n

If they believe a breach has occurred, they will issue a Civil Penalty Notice, which outlines the penalty amount, the evidence<\/a> relied upon, and the employer\u2019s rights to challenge<\/a> the penalty.<\/p>\n\n\n\n

\u0130dari Ceza Bildirimi D\u00fczenlendi\u011finde Neler Olur?<\/h2>\n\n\n\n

Under Section 15 of the Immigration, Asylum and Nationality Act 2006, the Home Office have the authority to impose a civil penalty if an organisation has employed someone who is not allowed to work in the UK and they cannot rely on a statutory<\/a> excuse.<\/p>\n\n\n\n

Bununla birlikte, bir \u0130dari Para Cezas\u0131 Bildirimi almak, \u00f6zellikle kurallara uyduklar\u0131n\u0131 d\u00fc\u015f\u00fcnen i\u015fletmeler i\u00e7in olduk\u00e7a zorlay\u0131c\u0131 bir durum olabilir. Olas\u0131 itiraz gerek\u00e7elerini belirlemenize yard\u0131mc\u0131 olabilir ve s\u00fcre\u00e7 boyunca \u015firketinize rehberlik ederek kurulu\u015f \u00fczerindeki etkisini en aza indirgemek i\u00e7in destek sa\u011flayabiliriz.<\/p>\n\n\n\n

Many penalties can be reduced or cancelled if the employer can show that they did not employ the individual<\/a>, that the correct right-to-work checks were done, or that the Home Office made an error. A well-prepared response, supported by evidence, can significantly improve the employer\u2019s chances of achieving a positive outcome<\/a>.<\/p>\n\n\n\n

M\u00fc\u015fteri Ba\u015far\u0131lar\u0131<\/h2>\n\n\n\n

B\u00fcromuz, bir\u00e7ok i\u015fverenin idari para cezas\u0131 soru\u015fturmalar\u0131n\u0131 ba\u015far\u0131yla atlatmas\u0131na yard\u0131mc\u0131 olmu\u015ftur. Yak\u0131n zamanda g\u00f6r\u00fclen bir vakada, \u0130\u00e7i\u015fleri Bakanl\u0131\u011f\u0131 m\u00fcvekkilimizin tesislerinden birine rutin bir denetim ziyareti ger\u00e7ekle\u015ftirmi\u015f ve m\u00fcvekkilimizin bir i\u015f\u00e7iyi yasad\u0131\u015f\u0131 olarak istihdam etti\u011fini iddia etmi\u015ftir. M\u00fcvekkilimiz anla\u015f\u0131l\u0131r bir \u015fekilde endi\u015feye kap\u0131lm\u0131\u015ft\u0131 ve olas\u0131 para cezas\u0131 olduk\u00e7a y\u00fcksekti.<\/p>\n\n\n\n

The Home Office referred our client to the Civil Penalty Compliance Team<\/a> who issued our client a Referral Notice and they were required to respond within 10 working days.<\/p>\n\n\n\n

\u015eirket i\u00e7inde bir inceleme yapt\u0131k ve s\u00f6z konusu ki\u015finin \u015firketimizde hi\u00e7 \u00e7al\u0131\u015fmad\u0131\u011f\u0131n\u0131 tespit ettik. Bu ki\u015fiye ait herhangi bir istihdam kayd\u0131, maa\u015f bordrosu kayd\u0131 veya s\u00f6zle\u015fmeye dayal\u0131 bir ili\u015fki bulunmamaktayd\u0131. Ayr\u0131ca, \u015firketin yap\u0131s\u0131n\u0131 a\u00e7\u0131klayarak, personel al\u0131m\u0131 kararlar\u0131n\u0131n grup b\u00fcnyesindeki ayr\u0131 bir birim taraf\u0131ndan al\u0131nd\u0131\u011f\u0131n\u0131 net bir \u015fekilde belirttik. Kan\u0131tlar\u0131 toplad\u0131k, ayr\u0131nt\u0131l\u0131 yaz\u0131l\u0131 a\u00e7\u0131klamalar haz\u0131rlad\u0131k ve \u0130\u00e7i\u015fleri Bakanl\u0131\u011f\u0131'na net bir a\u00e7\u0131klama sunduk.<\/p>\n\n\n\n

\u0130ddialar\u0131m\u0131z\u0131 inceledikten sonra, \u0130\u00e7i\u015fleri Bakanl\u0131\u011f\u0131 m\u00fcvekkilimizin i\u015fveren olmad\u0131\u011f\u0131n\u0131 kabul etti ve ba\u015fka bir i\u015flem yapmad\u0131. Bu sayede, \u00f6nemli bir para cezas\u0131 \u00f6nlendi ve i\u015fletmenin itibar\u0131 korundu.<\/p>\n\n\n\n

Sonu\u00e7<\/h2>\n\n\n\n

Yasad\u0131\u015f\u0131 istihdam nedeniyle uygulanan idari cezalar, \u00f6zellikle beklenmedik bir anda geldi\u011finde ya da i\u015fletmenizin t\u00fcm kurallara tam olarak uydu\u011funu d\u00fc\u015f\u00fcnd\u00fc\u011f\u00fcn\u00fczde, \u00e7ok a\u011f\u0131r gelebilir. Cezalar y\u00fcksek, kurallar kat\u0131 ve \u0130\u00e7i\u015fleri Bakanl\u0131\u011f\u0131 genellikle h\u0131zl\u0131 hareket ediyor.<\/p>\n\n\n\n

Bununla tek ba\u015f\u0131n\u0131za u\u011fra\u015fmak zorunda de\u011filsiniz. Do\u011fru hukuki rehberlik ve iyi haz\u0131rlanm\u0131\u015f bir cevapla bir\u00e7ok ceza itiraz edilebilir, indirilebilir veya tamamen iptal edilebilir.<\/p>\n\n\n\n

If you have received a Civil Penalty Notice, or if the Home Office has contacted you about an investigation, please get in touch with us as soon as possible. Early action makes a significant difference to the outcome. Our immigration team is here to destek<\/a> you, protect your business and help you achieve the best possible result. <\/p>","protected":false},"author":12,"featured_media":7815,"parent":0,"menu_order":0,"template":"","format":"standard","meta":{"_acf_changed":false,"om_disable_all_campaigns":false,"_uf_show_specific_survey":0,"_uf_disable_surveys":false,"footnotes":""},"categories":[68],"tags":[],"class_list":["post-7814","insight","type-insight","status-publish","format-standard","has-post-thumbnail","hentry","category-immigration"],"acf":[],"aioseo_notices":[],"aioseo_head":"\n\t\t\n\t\n\t\n\t\n\t\n\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t