Hiring rules are not global. They depend on where the person works, which entity employs them, what kind of arrangement is being used, and what the role requires.
This page gives you a safe starting point. It is general information, not legal advice.
Before you progress a candidate
Confirm:
- The country and location where the work will be performed.
- The employing or contracting entity.
- Whether the arrangement is employment, contracting, or another arrangement under local rules.
- Any required license, registration, qualification, or security condition.
- Whether the candidate is authorized to work in the location.
- Which official process verifies that authorization.
- What information you need to collect and why.
- How candidate information will be stored, accessed, and deleted.
Keep eligibility separate from capability
Eligibility asks whether the person can legally perform the work in the relevant circumstances. Capability asks whether they have demonstrated evidence relevant to the role.
Do not use an AI score to decide work authorization. Do not use nationality, accent, name, appearance, or ethnicity as a proxy for eligibility. Ask a neutral, consistent question and follow the official process for the market.
Official starting points
- United States: USCIS Form I-9 and E-Verify.
- United Kingdom: GOV.UK right to work and Acas recruitment guidance.
- Australia: Fair Work Ombudsman small business and Home Affairs visa details.
- Canada: IRCC work permits and SIN requirements.
- European Union: Your Europe employment information and EU Immigration Portal.
- India: Ministry of Labour and Employment and Foreigners Regional Registration Office for foreign-national cases.
Get professional advice when
The role involves visas, cross-border work, contractor classification, regulated duties, background checks, a complex accommodation request, or uncertainty about which jurisdiction applies.
HireMike connection
Use HireMike to keep eligibility gates separate from the scored evidence used to compare candidates. The employer remains responsible for applying the relevant local process and making the final decision.