Certificates of Sponsorship (CoS) are electronic records assigned to each migrant worker an employer wishes to sponsor. These certificates possess unique reference numbers, facilitating visa applications for applicant workers.
To obtain a CoS from the Home Office, sponsoring employers must complete a CoS form, providing essential information such as the migrant’s personal details, contact information, UK work address(es), job description, hours, salary, and employment dates. The CoS must mirror the details stated in the worker’s passport.
It is the employer’s responsibility to inform the applicant worker when a CoS is assigned. A CoS is single-use and expires if not utilized by the worker within three months of assignment.
Assigning a CoS does not guarantee a visa. Applicant workers must still submit successful visa applications under relevant categories of the points-based system, including Skilled Worker, Intra Company, Minister of Religion, Sportsperson, or Temporary Worker.
To learn how our immigration solicitors can aid your business in obtaining a sponsorship licence, contact our business immigration team at +44 (0) 207 183 8043 or complete the enquiry form below.
Our business immigration solicitors specialize in aiding employers with applying for and assigning Certificates of Sponsorship to their workers while ensuring compliance with Immigration Rules and Sponsor Guidance.
For assistance with your Certificate of Sponsorship needs, contact our immigration solicitors today. We look forward to helping you navigate the immigration process seamlessly.
As a sponsor licence holder, you may undergo inspections by the Home Office during the validity period of your licence. These audits ensure the accuracy of information provided in your sponsor licence application and your ongoing compliance with sponsor duties.
Temple Gate Solicitors leverage their expertise in Home Office compliance requirements to conduct immigration audits of your business prior to any Home Office inspection.
For expert assistance in immigration audits and compliance, contact our immigration solicitors. We are committed to ensuring your compliance with immigration regulations and safeguarding your business interests.
Our immigration solicitors utilize their knowledge of Home Office compliance requirements to conduct a simulated immigration audit of your business, ensuring preparedness for any Home Office inspection.
Our immigration solicitors at Temple Gate Solicitors empowers your business with proactive compliance measures, safeguarding against potential issues and enhancing readiness for Home Office inspections.
A UK Sponsorship Licence Renewal allows sponsorship licence holders to continue legally hiring foreign workers in the UK. Renewal must be initiated within three months of the current licence’s expiration, though extensions may be possible under certain conditions.
We offer expert visa and sponsor advice to firms looking to hire and retain foreign workers. For help with your application for a sponsor licence renewal, contact us at +44 (0) 207 183 8043.
Renewing your sponsor licence enables you to continue hiring and employing foreign workers for your firm. Follow these steps to ensure a smooth renewal process:
Submit a Renewal Request via SMS: Use the Sponsor Management System (SMS) to initiate your renewal request. Note that the renewal cost varies based on the size of your business.
Ensure all information in the SMS is accurate before submitting your application.
Verify the details for the SMS users, including the authorising officer and Level 1/2 users.
Update any changes in these positions since your initial licence was issued.
Confirm that all employee records and any new company websites are updated in the SMS. Inaccurate or missing information can lead to a denial of your renewal application.
After submitting your application and payment to UK Visas and Immigration (UKVI), you will receive a sheet generated by the SMS following the licence renewal declaration screen.
Fill out, sign, and mail this sheet to the Sponsor Licensing Unit.
For assistance with your sponsor licence renewal application, contact us at +44 (0) 207 183 8043
After you submit your sponsor licence renewal application, the Home Office will carefully evaluate it to ensure you meet all requirements for eligibility and compliance.
Eligibility and Compliance Check: The Home Office will verify that you continue to meet all eligibility criteria and policies regarding sponsor licence holders. This includes confirming that you have appropriate HR systems, personnel, and procedures in place to manage overseas workers effectively.
The Home Office will review every certificate of sponsorship your company has issued to date. This review helps ensure that your use of the sponsorship licence has been compliant and appropriate.
The Home Office may contact you for additional documents to support the evaluation of your application.
If additional documents are requested, you must provide them within five days of the initial request. Failure to do so may result in the rejection or revocation of your renewal application, or a reduction in the number of certificates of sponsorship you are granted.
For assistance with your sponsor licence renewal application, contact us at +44 (0) 207 183 8043
It is advisable to renew your sponsorship licence approximately three months before it expires. In some cases, the Home Office may request an earlier renewal, and you will be notified by UK Visas and Immigration (UKVI) through a formal letter.
Validity Period: Sponsor licences are typically valid for up to four years. The expiration date of your existing licence can be found on the summary page of the Sponsor Management System (SMS).
Timely Renewal: Ensure that your renewal application is submitted well in advance of the expiration date. Once your licence expires, you will no longer be able to submit a renewal request. This precaution helps avoid any disruptions and prepares you for any unforeseen circumstances.
Our immigration solicitors prioritize proactive and accessible assistance tailored to your business needs, ensuring successful sponsor licence renewal and compliance with immigration regulations.
Upon receiving a decision on your sponsor licence application from the Home Office, you’ll be informed of approval or refusal. While there’s no right of appeal against a refusal, avenues exist to challenge such decisions.
Navigating sponsor licence refusals requires careful consideration of available remedies and adherence to procedural requirements. Our immigration solicitors offer guidance tailored to your circumstances, ensuring effective resolution and compliance.
Facing a sponsor licence refusal can significantly impact businesses reliant on skilled migrant workers.
When faced with a sponsor licence refusal, trust our immigration solicitors to provide expert guidance and advocacy, safeguarding your business’s ability to access skilled migrant workers effectively.
If UK Visas and Immigration (UKVI) considers that you are breaching your sponsorship duties and posing a threat to immigration control, you may be subject to a sponsor licence suspension while they conduct further investigations.
When your sponsor licence is suspended, you will be prohibited from sponsoring new migrants, and your business will be removed from the public register of sponsors for the duration of the suspension. However, your current sponsored migrants will not be affected by the suspension and can continue their employment.
There are several reasons why a sponsor licence might be suspended, including:
Failing to maintain appropriate records for sponsored migrants.
Unlawful variations in the salaries of sponsored migrants.
An authorising officer being inappropriately qualified to hold their position.
During the suspension period, you must continue to comply with all your sponsor duties. If your licence is set to expire during the suspension, you are still required to apply for a Sponsor Licence Renewal if you wish to retain your licence.
If you receive notice that your sponsor licence has been suspended, you have 20 working days to seek a review of the decision. Your response must be submitted in writing, clearly setting out the grounds you believe to be incorrect and providing supporting evidence.
The Home Office will make a final decision based on your written response, so it is crucial that all mitigating arguments and evidence are clearly presented.
Upon completing its enquiries, UKVI may:
We understand that a sponsor licence suspension can be disruptive, costly, and distressing for both employers and sponsored workers. Our immigration solicitors are experienced in working with sponsors to secure the reinstatement of their sponsor licences following suspension decisions. We ensure that a robust case is presented to UKVI, addressing all issues raised in the suspension notice.
Our approach is both approachable and proactive, focusing on understanding and meeting the specific needs of our business clients. We are a highly driven team, dedicated to providing clear, reliable immigration advice directly to UK employers as part of a professional and friendly service. We aim to mitigate the impact of a suspension and guide you through the review process to achieve the best possible outcome for your business.
If UK Visas and Immigration (UKVI) determines that you are seriously failing to meet your sponsor duties or have ceased operations in the UK, your sponsor licence will be revoked.
When your sponsor licence is revoked, any migrants you sponsor will have their leave curtailed. They will be given 60 calendar days to either find alternative sponsorship or leave the UK. If their visa has less than 60 days remaining, it will not be curtailed, but they must find alternative sponsorship or depart the UK before their visa expires.
Several serious breaches can lead to the revocation of a sponsor licence, including:
There is no right of appeal against a decision to revoke a sponsor licence. Additionally, you will be barred from applying for a new sponsor licence until the end of the specified cooling-off period from the date of revocation.
While you cannot appeal a revocation decision directly, our immigration solicitors can assess the potential for applying for Judicial Review. Judicial Review can challenge the lawfulness of the decision to revoke your licence. If deemed appropriate, our team can provide representation in Judicial Review proceedings.
After the cooling-off period, you may submit a fresh Sponsor Licence Application. This new application must address the reasons for the previous licence revocation and demonstrate compliance with all sponsorship duties.
We understand that a sponsor licence revocation can be highly disruptive, costly, and distressing for both employers and sponsored workers. Our immigration Solicitors specialize in:
We pride ourselves on being approachable and proactive, thoroughly understanding and meeting our business clients’ needs. Our team is dedicated to delivering clear, reliable immigration advice directly to UK employers as part of a professional and friendly service. We aim to mitigate the impact of revocation and guide you through the process to achieve the best possible outcome for your business.
To get assistance with your immigration matter from a specialist lawyer at Temple Gate Solicitors, contact us now on +44 (0) 207 183 8043 or email us on info@templegatesolicitors.com
Ensuring compliance with right to work checks is paramount for UK employers, safeguarding against civil penalties and legal ramifications. Our immigration solicitors offer tailored support to navigate these complex requirements, protecting your business interests and reputation.
Count on our immigration solicitors to guide you through the intricacies of right to work checks and civil penalty challenges, empowering your business to navigate immigration compliance with confidence.
To get assistance with your immigration matter from a specialist lawyer at Temple Gate Solicitors, contact us now on +44 (0) 207 183 8043 or email us on info@templegatesolicitors.com
The UK Skilled Worker Visa is available to individuals of all nationalities (excluding British and Irish citizens) who possess an offer for an eligible skilled job in the UK from a sponsor approved by the Home Office. This pathway offers a route to settlement, and applicants can bring dependent partners and children along.
To secure a UK Skilled Worker Visa, you must be sponsored for a specific job that meets designated skill and salary criteria by an employer licensed by the Home Office. Separate guidance is available for UK employers contemplating applying for a Skilled Worker sponsor license.
If you’re interested in establishing a new business in the UK or already own one, you might be eligible for a Skilled Worker visa through self-sponsorship, which involves being sponsored by your own UK company. Specific details on the self-sponsored Skilled Worker visa are provided separately.
There is no limit on the number of individuals who can enter the UK via the UK Skilled Worker route.
To qualify for a UK Skilled Worker Visa, you must satisfy UK Visas and Immigration that:
Specific requirements may vary based on individual circumstances, so seeking advice from an immigration solicitor at Temple Gate Solicitors for personalized guidance is advisable.
To discuss your UK Skilled Worker Visa or Skilled Worker Sponsor Licence application with one of our immigration solicitors, please contact our Skilled Worker Route lawyers at +44 (0) 207 183 8043 or complete our enquiry form below.
To obtain a UK Skilled Worker Visa, you must possess a valid Certificate of Sponsorship for the intended job. This certificate should be issued by an employer authorized by the Home Office to sponsor roles under the UK Skilled Worker route. You can learn more about applying for a Skilled Worker Sponsor Licence or read about successful Skilled Worker Sponsor Licence cases.
Your sponsor must be listed as A-rated on the Home Office’s register of licensed sponsors, except if you were most recently granted permission as a UK Skilled Worker and are applying to continue working for the same sponsor.
The Certificate of Sponsorship should be issued no more than 3 months before your UK Skilled Worker application date. It should include specific mandatory details, such as your name, job, salary, and a start date within 3 months of your visa application date. Additionally, it must confirm that the certificate hasn’t been used in a previous application that was granted, refused, withdrawn by the sponsor, or cancelled by the Home Office.
To be granted a UK Skilled Worker Visa, you must demonstrate to the Home Office that the sponsored job is genuine and that you are capable of fulfilling it. If there are reasonable suspicions that the job doesn’t exist, is a sham, or has been created primarily for visa purposes, your application will be refused. Moreover, the Home Office will verify that you haven’t entered into arrangements involving temporary or permanent positions, or contract work serving a third party not your sponsor.
Your sponsor must have fully paid any required Immigration Skills Charge. This charge is applicable for each foreign worker the sponsor seeks to employ and must be paid whenever a Certificate of Sponsorship is assigned to a migrant.
The job you are sponsored for must meet a minimum skill level requirement, typically at or above RQF level 3 (roughly equivalent to A-levels). Qualifications aren’t necessary to meet this requirement; it’s the skill level of the job that matters. Eligible jobs and their skill levels are outlined in an Appendix to the Immigration Rules, each with an occupation code. Your sponsor must choose the appropriate occupation code, and failure to do so may result in visa refusal. The Home Office evaluates whether the chosen code accurately reflects the job’s genuine need and your suitability based on skills, qualifications, experience, and the sponsor’s compliance history.
To qualify for a UK Skilled Worker Visa, you must demonstrate English language proficiency at least at level B1 (intermediate) across all four components: reading, writing, speaking, and listening. Prospective employees can meet this requirement if they:
Employers recruiting under the UK Skilled Worker route must pay their skilled workers a salary that meets both a general salary threshold and the ‘going rate’ for the occupation, or a minimum hourly rate if applicable, whichever is higher. Here are the key points:
The salary requirement ensures that skilled workers are fairly compensated and helps maintain labor standards in the UK.
A job in a shortage occupation refers to skilled roles where employers face challenges in recruiting sufficient workers with the necessary skills to fill their vacancies. The Home Office maintains a list of such occupations, and if an individual has a job offer for a role on this list, the salary threshold requirement for their UK Skilled Worker Visa application will be reduced.
New entrants to the labour market encompass several categories, including individuals under the age of 26 at the time of application (or those switching from a Student or Graduate Visa), individuals sponsored in postdoctoral research positions, and those working towards professional qualifications, registration, or chartered status. If an applicant qualifies as a new entrant to the labour market, the salary threshold requirement for their UK Skilled Worker Visa application will be reduced. However, individuals won’t qualify as new entrants if granting their application would exceed a combined permission period of 4 years in total as a Skilled Worker, Tier 2 Migrant, and/or Graduate.
Applicants typically need to have cash funds of at least £1,270 available, held for at least 28 consecutive days ending not more than 31 days before the date of their UK Skilled Worker Visa application. However, exemptions apply. For instance, applicants may be exempt from the financial requirement if they have an ‘A-rated’ sponsor willing to cover their maintenance costs up to the end of the first month of employment. Additionally, applicants who have been in the UK with permission for 12 months or more at the date of application meet the financial requirement and do not need to show funds.
For certain jobs, such as those in the health, care, welfare, and education sectors, applicants applying for entry clearance and being sponsored may need to provide a criminal record certificate for any country in which they have been present for 12 months or more since the age of 18, within the 10 years preceding the application date.
Employers sponsoring skilled workers under the UK Skilled Worker Visa route do not need to undertake a Resident Labour Market Test, unlike the previous route. However, sponsors still must be genuinely seeking to fill a vacancy.
Individuals with leave to remain in another immigration category may extend their stay by switching into the UK Skilled Worker route, provided they meet the eligibility criteria and are not in certain excluded categories such as Visitors, Short-term students, or Domestic Workers in a Private Household.
Under the UK Skilled Worker route, the 12-month ‘cooling off period’ present in the previous Tier 2 (General) route has been eliminated. Applicants for entry clearance or switching into the UK Skilled Worker route are not restricted by any cooling off period, allowing them to apply at any time without waiting.
If your application for a UK Skilled Worker Visa is successful, you will be granted entry clearance or permission to stay for a duration ending 14 days after the expiration of your Certificate of Sponsorship. The maximum validity period of the Certificate of Sponsorship can be up to 5 years from its start date.
Unlike the former Tier 2 (General) route, which had a maximum six-year stay restriction, the UK Skilled Worker route does not impose any limit on the length of stay. Applicants can remain in this route for as long as they continue to meet the visa requirements.
UK Skilled Worker Visa holders are allowed to work in the sponsored job and may engage in supplementary employment alongside, provided they continue to work in the sponsored role. They are also permitted to study, subject to any necessary ATAS (Academic Technology Approval Scheme) requirements. However, access to public funds is not allowed.
To qualify for settlement as a UK Skilled Worker, applicants must demonstrate:
For most applicants seeking Indefinite Leave to Remain (ILR), the salary must be at least £26,200 per year or the ‘going rate’ for the occupation, whichever is higher. However, certain applicants have a reduced salary requirement of £20,960 per year or the going rate, whichever is higher:
Dependents of UK Skilled Workers include partners over 18 years old and dependent children under 18 years old, who may accompany or join the Skilled Worker in the UK.
Our team of business immigration solicitors assists both employers and skilled workers in various industries and companies of all sizes. We can aid in planning to meet start dates and align career progression with immigration goals. Additionally, we help UK employers obtain Skilled Worker sponsor licences, maintain compliance, and fulfill sponsor duties.
We prioritize being approachable, proactive, and dedicated to understanding and fulfilling our clients’ needs. Our goal is to provide clear and reliable immigration advice in a professional and friendly manner.
The UK Scale-up Visa is designed for talented individuals recruited by UK Scale-up Sponsors, contributing skills crucial for the growth of Scale-up businesses. This route offers a path to settlement in the UK and allows applicants to be accompanied by partners and dependent children.
To qualify for a UK Scale-up Visa via the Sponsored Application route, applicants must:
For the Unsponsored Application route, applicants must:
Specific requirements may vary based on individual circumstances, prompting consultation with an immigration lawyer for tailored advice. Our immigration solicitors at Temple Gate Solicitor are available to discuss UK Scale-up Visa applications and provide expert guidance. Contact our business immigration team for assistance.
To obtain a UK Scale-up Visa through a Sponsored Application, you must possess a valid Certificate of Sponsorship (CoS) for the intended job. The CoS must be issued by an employer authorized by the Home Office to sponsor Scale-up Workers. Employers can register as UK Scale-up Sponsors through either the standard pathway or the endorsing body pathway.
To qualify for a UK Scale-up Visa, you must demonstrate to the Home Office that the job you are being sponsored for is genuine. If there are grounds to believe otherwise, such as if the job doesn’t exist, is a sham, or has been created solely for visa purposes, your application will be rejected. Additionally, you should not be involved in arrangements where you fill a position with a third party or undertake contract work for a third party unrelated to your sponsor.
For a Sponsored Application, the job you are being sponsored for must be at or above a minimum skill level of at least RQF level 6. The Home Office provides a list of eligible jobs for the Scale-up route, including occupation codes and related titles. While being on this list usually meets the skill level requirement, the sponsor must choose the appropriate occupation code. Failure to do so may lead to application refusal.
The salary for the sponsored job must meet or exceed both £34,600 per year and the ‘going rate’ for the job, as outlined in the relevant occupation code. The assessment considers guaranteed basic gross pay for up to 48 hours per week, excluding other pay or benefits. In cases of irregular working patterns, work exceeding 48 hours in some weeks can contribute to meeting the £34,600 threshold, as long as the average over a regular cycle (not exceeding 17 weeks) does not exceed 48 hours per week.
To qualify for a UK Scale-up Visa via an Unsponsored Application, you must have had monthly PAYE earnings in the UK equivalent to at least £34,600 per year during at least 50% of your time spent with leave as a Scale-up Worker. The assessment considers guaranteed basic gross pay recorded through UK-based PAYE, with other sources of income not considered. Absences due to specific reasons like statutory leaves are treated as periods where you earned at least £34,600 per year.
Your PAYE earnings must be genuine to be granted a Scale-up Visa. If there are reasonable grounds to believe that your earnings have been fabricated or inflated or do not relate to genuine employment, your application will be refused.
All Scale-up Visa applicants need to demonstrate English language ability to at least level B1 (intermediate) in all four components (reading, writing, speaking, and listening) according to the Common European Framework of Reference for Languages.
You need to have at least £1,270 available, held for 28 consecutive days ending not more than 31 days before the date of your Scale-up Visa application. However, this requirement can be waived if your sponsor agrees to cover your maintenance costs for the first month of employment. If you’ve been in the UK with permission for 12 months or more at the date of application, you meet the financial requirement without showing funds.
UK Scale-up Sponsors are not required to pay the Immigration Skills Charge.
You can extend your stay by switching into the Scale-up route from another immigration category, except for specific exclusions such as Visitors, Short-term students, etc.
If granted a UK Scale-up Visa via the Sponsored Application route, you’ll receive entry clearance or permission to stay for 2 years. If granted via the Unsponsored Application route, you’ll receive entry clearance or permission to stay for 3 years.
If granted a UK Scale-up Visa via the Sponsored Application route, you must be employed in the sponsored job for an initial 6-month period. After this, your immigration status won’t be tied to your original sponsoring employer, allowing you to continue working for them or undertake additional work, study, or voluntary activities. Access to public funds is not permitted. If granted leave as a UK Scale-up Worker via the Unsponsored Application route, you have full right to work from the outset, without being tied to a sponsoring employer. You’re also permitted to study, but cannot access public funds.
To qualify for indefinite leave to remain as a UK Scale-up Worker, you must have spent a continuous 5-year period in the UK with valid leave, comprising time spent in various routes including Scale-up, Skilled Worker, Global Talent, etc. You need to be employed in the UK with a salary of at least £34,600 per year, with specific PAYE earnings requirements. Absences due to specific reasons like statutory leaves are considered towards the earnings calculation. Your earnings must be genuine to qualify for settlement.
UK Scale-up Visa holders can be joined or accompanied by dependent partners over 18 and dependent children under 18.
Our business immigration solicitors can assist talented individuals with a highly-skilled job offer from qualifying UK Scale-up businesses. They can help with immigration applications to ensure they align with your career goals and provide guidance to employers on sponsor licences and compliance. We prioritize understanding and meeting clients’ needs, offering clear and reliable immigration advice in a professional and friendly manner.
To get assistance with your immigration matter from a specialist lawyer at Temple Gate Solicitors, contact us now on +44 (0) 207 183 8043 or email us on info@templegatesolicitors.com
The UK Intra-Company Transfer Visa program is no longer accepting new applicants. Instead, individuals seeking to undertake an intra-company transfer in a senior or specialist capacity should consider applying for a Global Business Mobility – Senior or Specialist Worker Visa.
This visa category was designed for multinational company employees who need to relocate to a UK branch of their employer to fulfill a skilled role.
Specific requirements may vary based on individual circumstances, and seeking advice from an immigration lawyer is recommended.
For inquiries or assistance with UK Intra-Company Transfer Visa applications, individuals can contact the business immigration team at +44 (0) 207 183 8043 or submit an enquiry form.
To acquire a UK Intra-Company Transfer Visa, you must possess a valid Certificate of Sponsorship (CoS) for the intended job. This certificate must be issued by an employer authorized by the Home Office to sponsor roles under the Intra-Company Transfer route.
Your sponsoring employer must be listed as A-rated on the Home Office’s register of licensed sponsors, unless you are continuing to work for the same sponsor from your last Intra-Company Transfer permission.
The CoS must be issued within 3 months prior to your visa application and include essential details such as your name, job particulars, and salary. It should also confirm your overseas employment for at least 12 months, unless you qualify as a high earner. The start date should not exceed 3 months from the visa application date, and it must not have been previously used, withdrawn, or canceled.
You must demonstrate to the Home Office that the sponsored job is genuine. Any suspicion that the role doesn’t exist, is a sham, or is created solely for visa application purposes will result in refusal. Additionally, the Home Office must be assured that you’re not filling a temporary or permanent position, undertaking contract work unrelated to your sponsor, or providing routine services to a third party.
The job sponsored for the UK Intra-Company Transfer Visa must meet a minimum skill level or higher. The Home Office maintains a list of eligible jobs for this visa category, specifying occupation codes, job types, and related titles. Usually, if your job is on this list, it meets the skill level requirement. However, your sponsor must select an appropriate occupation code. Failure to do so, if deemed unreasonable by the Home Office, will lead to visa refusal. Factors considered include genuine job need, your qualifications and experience matching the job, and your sponsor’s compliance history with immigration regulations.
Employers utilizing the UK Intra-Company Transfer route must ensure that their skilled workers receive a salary equal to or exceeding both the general salary threshold and the ‘going rate’ for the occupation. The general salary threshold stands at £41,500 annually. Therefore, applicants generally must be paid a salary of at least £41,500 per year or 100% of the going rate for the occupation, whichever is higher. Salary assessment includes guaranteed basic gross pay (up to 48 hours weekly) plus any guaranteed allowances for the duration of UK employment.
Sponsors are obligated to fully pay any applicable Immigration Skills Charge for each foreign worker they seek to employ. This charge applies each time a sponsor assigns a Certificate of Sponsorship to a migrant.
Subject to exemptions, applicants must demonstrate funds of at least £1,270. These funds must be held for at least 28 consecutive days within the 31 days prior to the visa application date. However, exemption from this requirement is possible if the sponsor agrees to cover the applicant’s maintenance costs up to £1,270 for the first month of employment, as confirmed on the Certificate of Sponsorship. Applicants who have been in the UK with permission for 12 months or more are also exempt from this financial requirement.
Individuals with leave to remain in another immigration category may extend their stay by switching into the UK Intra-Company Transfer route, except in certain circumstances such as having Visitor status or being outside the Immigration Rules.
Upon approval, applicants receive entry clearance or permission to stay for either the duration specified on the Certificate of Sponsorship plus 14 days, a period of 5 years, or the maximum allowed in the category, whichever is shorter.
Successful applicants can extend their stay for a maximum period of either 5 years within a 6-year period (if paid less than £73,900 per year) or 9 years within a 10-year period (if paid £73,900 or more per year). The previous cooling-off requirement no longer applies.
Holders of the Intra-Company Transfer Visa are authorized to work for their sponsor in the role specified on their Certificate of Sponsorship. Additionally, they may engage in a second job for up to 20 hours weekly, provided it is either in the same profession and level as the main job or listed on the Skilled Worker shortage occupation list. Pursuing a course of study is also permissible. However, access to public funds is not allowed.
The UK Intra-Company Transfer Visa does not lead to settlement in the UK. Nonetheless, individuals may be eligible to switch into another immigration route that does offer settlement. Extending stay until eligibility for settlement based on Long Residence may also be an option.
Dependants of UK Intra-Company Transfer Visa Applicants: Visa holders can be accompanied by dependent partners over 18 years old and/or dependent children under 18 years old.
Our business immigration solicitors have extensive experience assisting employers and skilled workers across various industries and company sizes. We offer assistance with planning to ensure compliance with start dates and career progression aligns with immigration goals. Our approach is proactive, understanding, and tailored to meet our clients’ needs, delivering clear and reliable immigration advice within a professional and friendly framework.
To get assistance with your immigration matter from a specialist lawyer at Temple Gate Solicitors, contact us now on +44 (0) 207 183 8043 or email us on info@templegatesolicitors.com
The Health and Care Worker Visa is tailored for qualified professionals such as doctors, nurses, and other individuals in health and adult social care roles who aspire to work in eligible positions within the NHS, NHS suppliers, or adult social care settings.
To qualify for the UK Health and Care Worker Visa, applicants must meet the following criteria:
Specific requirements may vary based on individual circumstances. Seeking advice from an immigration lawyer is recommended for tailored guidance.
Before applying for a Health and Care Worker visa, securing a job offer from a Home Office approved sponsor is necessary. Legal representatives cannot arrange job offers or sponsor visa applicants for the UK.
For eligibility under the UK Health and Care Worker Visa, specific Standard Occupational Classification (SOC) Codes are recognized. These include:
Roles within the same sector but under different codes may not be eligible for the Health and Care Visa. However, some roles may still qualify under the general Skilled Worker category.
To secure a UK Health and Care Worker Visa, applicants must possess a valid Certificate of Sponsorship for the intended job. This certificate is an electronic record.
General Salary Requirement:
To qualify for a UK Health and Care Worker visa, proficiency in English language at least at level B1 (intermediate) on the Common European Framework of Reference scale (CEFR) is mandatory in all four components: reading, writing, speaking, and listening.
Applicants can satisfy this requirement through various means:
For certain professions such as doctors, dentists, nurses, or midwives, if applicants have already passed an English language assessment accepted by the relevant professional regulatory body, they are exempt from proving their English proficiency.
Subject to exemptions, applicants must demonstrate they have at least £1,270 in cash funds to support themselves in the UK. This amount must have been held for at least 28 consecutive days ending not more than 31 days before the date of the visa application.
Applicants who have been in the UK with permission for 12 months or more at the time of application meet the financial requirement and do not need to show funds.
Exemption also applies if the employer can cover the applicant’s costs during the first month in the UK, to an amount of at least £1,270 if necessary, confirmed by the employer on the Certificate of Sponsorship.
Applicants with leave to remain in another immigration category may extend their stay by switching into the Health and Care Worker route, except for specific categories such as Visitors, Short-term students, etc.
Under the Skilled Worker route, including the Health and Care Worker route, there is no 12-month ‘cooling off period’ restriction that was present in the predecessor Tier 2 (General) route. Applicants can apply for the UK Health and Care Worker Visa route without any time restrictions.
To qualify for settlement:
Health and Care Worker visa applicants and their dependents are exempt from paying the Immigration Health Charge.
The UK International Sportsperson visa is designed for elite sportspersons and qualified sports coaches recognized internationally at the highest level of their sport. Sponsored on a short or long-term contract, applicants need endorsement from an appropriate UK sports governing body.
To qualify, applicants must:
For personalized advice and assistance with UK International Sportsperson visa applications, individuals can contact immigration solicitors at Temple Gate Solicitors specializing in this field. Assistance includes navigating requirements, securing endorsement, and completing the application process.
The UK Representative of an Overseas Newspaper, News Agency, or Broadcasting Organization visa is designed for employees of media organizations assigned to the UK for long-term postings as representatives of their overseas employers.
To qualify for this visa, you must satisfy UK Visas & Immigration that:
If you’re considering applying for the UK Representative of an Overseas Newspaper, News Agency, or Broadcasting Organization visa, our team of immigration solicitors can provide expert guidance tailored to your situation. Contact our Media Representative visa lawyers for assistance.
The UK Graduate Visa offers international students who have finished a qualifying UK degree the opportunity to remain in the UK for up to two years (or three years for doctoral graduates) to work or seek employment after completing their studies.
Although the UK Graduate Visa doesn’t directly lead to settlement, individuals on this pathway can transition to other employment-based routes that may eventually lead to settlement.
Specific requirements vary depending on individual circumstances, and seeking advice from an immigration lawyer at Temple Gate Solicitors is advisable for personalized guidance.
To discuss your UK Graduate Visa application, you can contact our immigration solicitors at +44 (0) 207 183 80433 or complete our enquiry form.
You may also qualify for a UK Graduate Visa if you’ve been sponsored for a role as a Student Union Sabbatical Officer after completing an eligible qualification in your most recent study permission grant.
To qualify for a UK Graduate Visa, you must have held permission as a Student for a minimum duration, which depends on the length of your course.
For courses lasting 12 months or less, continuous Student permission throughout the entire course in the UK is necessary.
For courses exceeding 12 months, you must have been granted permission for at least 12 months on the Student route and spent that time studying in the UK.
The Graduate Visa Route is unsponsored, meaning applicants don’t require a job offer or a Certificate of Sponsorship (CoS) to be eligible.
Graduates on the UK Graduate Visa Route can seek employment and, once employed, have flexibility in their work. They can take on roles at any skill level without needing to meet a minimum salary requirement. Successful applicants can also switch jobs.
Duration of Stay in the UK on the Graduate Immigration Route
Successful applicants with bachelor’s or master’s degrees can stay in the UK for two years, while doctoral students can stay for three years.
Extension of stay on the UK Graduate Immigration Route is not possible.
Although the UK Graduate Visa doesn’t directly lead to settlement (Indefinite Leave to Remain – ILR), once on this route, individuals can extend their stay by transitioning to other work-based routes like the Skilled Worker, Global Talent, or Innovator Founder routes, all of which can lead to settlement. Applicants must meet the respective route’s requirements.
Existing family members in the UK with permission as your dependents can extend their stay when you apply for the Graduate Visa Route. New dependents are not allowed on this route except for dependent children born in the UK during a period of Student or Graduate leave.
Concessions for international students unable to travel to the UK due to the pandemic ended on June 30, 2022. Distance learning outside the UK between January 24, 2020, and April 6, 2022, due to COVID-19 didn’t hinder meeting the requirement to spend the relevant period studying in the UK if certain conditions were met.
International students who have completed their degree at a UK higher education institution and whose Tier 4 (General) Student leave or Student leave expired before 1 July 2021 are not eligible for the Graduate Visa. However, if you belong to this group, you may qualify to switch to another immigration route, such as the Skilled Worker, Innovator Founder, or Global Talent route, among others.
Our immigration solicitors have extensive experience in helping international students and graduates transition to or extend their stay in the UK for educational pursuits and career opportunities.
With specialized knowledge in immigration options for students and graduates, our barristers will navigate you through the intricate rules and policies of the Home Office.
We are committed to being accessible and proactive in understanding and fulfilling our clients’ requirements. As a dedicated team, we provide clear and dependable immigration advice to students, ensuring a professional and supportive service throughout.
The UK High Potential Individual Visa offers recent graduates from top global universities the opportunity to work or seek employment in the UK.
This visa route does not directly lead to settlement in the UK. However, before the visa expires, applicants may have the option to apply from within the UK to switch into another immigration route that does lead to settlement. Additionally, applicants may be accompanied by a partner and dependent children.
Specific requirements may vary depending on individual circumstances, and seeking advice from an immigration lawyer is recommended for tailored guidance.
To discuss your UK High Potential Individual Visa application, you can contact our immigration team at +44 (0) 207 183 8043 or complete our enquiry form.
To be eligible for a UK High Potential Individual Visa, you must hold an overseas degree-level academic qualification obtained within the 5 years preceding your visa application.
Your degree must have been awarded by an institution listed on the Global Universities List at the time of your graduation. This list, compiled annually by the Home Office, includes universities ranked in the top 50 by at least two of the following ranking systems:
You should select the Global Universities List corresponding to the year you graduated:
You must obtain confirmation from Ecctis that your qualification meets or exceeds the standard of a UK bachelor’s or postgraduate degree and includes the date of award.
If you’ve completed an eligible UK degree as an international student, you may qualify for the Graduate Immigration Route instead.
To qualify for a UK High Potential Individual Visa, you must demonstrate proficiency in English at least at level B1 (intermediate) across all four components: reading, writing, speaking, and listening, as per the Common European Framework of Reference for Languages.
Recent graduates seeking entry clearance or leave to remain as High Potential Individuals can fulfill the English language requirement through various means:
Unless exempted, you must have at least £1,270 in accessible funds, held continuously for at least 28 days, ending no more than 31 days before your visa application date. However, if you’ve been in the UK with permission for 12 months or more at the time of application, you’re exempt from showing funds.
If you currently hold leave to remain in another immigration category, you may extend your stay by switching to the High Potential Individual Visa route, except if your last permission was as a Visitor, Short-term student, Parent of a Child Student, Seasonal Worker, Domestic Worker in a Private Household, or granted outside the Immigration Rules.
The duration of permission granted upon approval of your UK High Potential Visa depends on the qualification used to meet the Global Universities List overseas degree requirement:
If your UK High Potential Individual Visa application is approved, you will have permission to work, including self-employment and voluntary work, with the exception of professional sports roles. You can also pursue studies not meeting the requirements of the Student route. However, access to public funds is not permitted.
Extending a UK High Potential Individual Visa is not possible. However, before your visa expires, you may apply from within the UK to switch to another immigration route. You must meet the requirements of the chosen route.
The High Potential Individual Visa does not directly lead to settlement in the UK. Yet, before your visa expires, you may apply from within the UK to switch to another immigration route that does lead to settlement, such as the Skilled Worker or Innovator Founder route. Meeting the requirements of the chosen route is essential. Details of all major immigration routes and their settlement options are available on our website.
You may also extend your stay until you qualify for settlement based on Long Residence.
UK High Potential Individual Visa holders can bring along a dependent partner over 18 years old and dependent children under 18 years old.
Our team of immigration solicitors specializes in helping graduates from top global universities settle and work in the UK. We offer guidance through the complexities of immigration rules to ensure your personal and career aspirations are realized.
We are committed to being accessible and proactive in understanding and fulfilling our clients’ requirements. As a dedicated team, we provide clear and dependable immigration advice to graduates, offering professional and friendly service throughout.
The UK Intra-Company Graduate Trainee Visa is no longer open to new applicants. Overseas workers being transferred to the UK by their employer for a work placement as part of a graduate training course leading to a senior managerial or specialist role should instead apply for a Global Business Mobility – Graduate Trainee Visa.
The UK Intra-Company Graduate Trainee Visa was designed for workers transferred to the UK by their employer as part of a structured graduate training program for a managerial or specialist role.
Specific requirements may vary based on individual circumstances, and seeking advice from an immigration lawyer is recommended for tailored guidance.
To discuss a UK Intra-Company Graduate Trainee Visa application, you can contact our business immigration team at +44 (0) 207 183 8043 or complete our enquiry form.
To qualify for a UK Intra-Company Graduate Trainee Visa, you must have worked for your overseas employer for a minimum of 3 continuous months immediately preceding your visa application. This period of work must not include any time spent working in the UK.
To secure a UK Intra-Company Graduate Trainee Visa, you must possess a valid Certificate of Sponsorship issued for the intended job role. The CoS must be issued by an employer authorized by the Home Office to sponsor positions under the Intra-Company Graduate Trainee route. Your sponsor must be listed as A-rated on the Home Office’s register of licensed sponsors, unless you’re continuing to work for the same sponsor from your last permission under the Intra-Company routes.
The CoS must be issued within 3 months before your visa application date and must contain specific mandatory information, including your name, job details, salary, confirmation of 3 months’ employment outside the UK, a start date within 3 months of the visa application, and confirmation of its non-use in previous applications.
To obtain a UK Intra-Company Graduate Trainee Visa, you must demonstrate to the Home Office that you’re sponsored for a genuine job. The job should not be fabricated or primarily created for visa application purposes. Additionally, the Home Office will scrutinize whether the job involves filling temporary or permanent positions, undertaking contract work, or providing ongoing services to a third party not affiliated with your sponsor. Any indication of such arrangements may result in visa refusal.
To be eligible for a UK Intra-Company Graduate Trainee Visa, the sponsored job must meet a minimum skill level requirement. The Home Office provides a list of eligible jobs for this visa category, including relevant occupation codes, job types, and related titles. Typically, if the sponsored job is on this list, it meets the skill level requirement.
However, it’s crucial that your sponsor selects the appropriate occupation code. If the Home Office believes otherwise, your visa application may be refused. Factors considered include whether the job is genuinely needed as described, if you possess the necessary skills, qualifications, and experience for the role, and the sponsor’s compliance history with the immigration system.
Furthermore, the sponsored job must be part of a structured graduate training program leading to progression to a managerial or specialist role within the sponsor organization. Also, your sponsor must not have assigned more than 20 Certificates of Sponsorship to Intra-Company Graduate Trainees, including yours, in the financial year of your CoS assignment.
Employers transferring employees under the UK Intra-Company Graduate Trainee route must pay them a salary meeting or exceeding both a general salary threshold and 70% of the ‘going rate’ for the occupation. The general salary threshold is £23,000 per year. Hence, in most cases, the salary for this visa must equal or exceed £23,000 annually or 70% of the going rate for the occupation, whichever is higher.
Assessment of salary considers guaranteed basic gross pay (up to 48 hours per week) plus guaranteed allowances for the UK employment duration or mobility premiums. The Home Office provides a list of going rates for eligible UK Intra-Company Graduate Trainee occupation codes, with annual salaries calculated based on a 39-hour work week, to be adjusted for other work patterns.
Your sponsor must have fully paid any required Immigration Skills Charge for each foreign worker they seek to employ under the UK Intra-Company Graduate Trainee Visa. This charge is applicable each time a sponsor assigns a Certificate of Sponsorship to a migrant.
Unless exempt, you must have accessible funds of at least £1,270. These funds must have been held continuously for at least 28 consecutive days, ending not more than 31 days before your visa application date. An exemption applies if your sponsor agrees to cover your maintenance costs up to £1,270 until the end of the first month of employment, confirmed on your Certificate of Sponsorship. If you’ve been in the UK with permission for 12 months or more at the time of application, you’re exempt from showing funds.
You may extend your stay by switching into the UK Intra-Company Graduate Trainee route from another immigration category, except if your last permission was as a Visitor, Short-term student, Parent of a Child Student, Seasonal Worker, Domestic Worker in a Private Household, or granted outside the Immigration Rules.
Upon approval, you’ll receive entry clearance or permission to stay for the period stated on your Certificate of Sponsorship plus 14 days, 12 months, or up to the maximum allowed time in the category, whichever is shorter.
You’re permitted to stay in the UK for a maximum total period of 5 years within any 6-year period under the UK Intra-Company Graduate Trainee route. Extensions are not possible within the UK, but you may apply for a new visa from overseas. Time spent in the UK under the Intra-Company route counts towards your total permitted stay.
Visa holders can work for their sponsor in the job specified on their Certificate of Sponsorship and may engage in a second job for up to 20 hours per week, subject to certain conditions. They’re also allowed to undertake studies but cannot access public funds.
The UK Intra-Company Graduate Trainee Visa does not lead to settlement. However, you may switch to another immigration route that offers settlement. Alternatively, you may extend your stay until you qualify for settlement based on Long Residence.
Under the UK Intra-Company Graduate Trainee Visa, visa holders are allowed to bring along their dependent partner over the age of 18 and/or dependent children under the age of 18.
Our team of business immigration solicitors possesses extensive experience in assisting both employers and skilled workers across various industries and companies of all scales. We can assist you in strategic planning to ensure compliance with start dates and alignment of your career progression with your immigration objectives.
We take pride in our approachable and proactive nature, striving to understand and fulfill our clients’ requirements effectively. Our dedicated team is committed to offering clear and dependable immigration advice to employees of multinational corporations, all delivered with professionalism and a friendly demeanor.
The UK Youth Mobility Scheme visa is tailored for young adults from participating countries and territories seeking to immerse themselves in the United Kingdom for up to two years (or three years for citizens of Australia, Canada, and New Zealand).
Dependent’s are ineligible to apply under this visa route, and it doesn’t directly lead to indefinite leave to remain in the UK. However, holders of the UK Youth Mobility Scheme visa may potentially switch to a route within the UK that does lead to settlement.
To qualify for a Youth Mobility Scheme visa, you must meet the following criteria:
Quotas are in place for the number of places available on the Youth Mobility Scheme annually from various countries. For instance:
Australia – 35,000 places New Zealand – 13,000 places Canada – 8,000 places Japan – 6,000 places Republic of Korea – 5,000 places India – 3,000 places … and so on.
There’s no quota for British Overseas citizens, British Overseas Territories citizens, or British National (Overseas) citizens qualifying for a Youth Mobility Scheme visa.
Our team of business immigration solicitors specializes in assisting individuals with various types of visa applications, including those applying for the UK Youth Mobility Scheme. We have extensive experience navigating the complexities of Home Office rules and policies related to immigration.
We prioritize understanding and meeting our clients’ needs in a proactive and approachable manner. Our dedicated team is committed to providing clear and reliable immigration advice, ensuring that applicants for the UK Youth Mobility Scheme receive professional and friendly service throughout the process.
The UK Temporary Work – Creative Worker visa is designated for individuals offered short-term employment in the UK within the creative sector, spanning up to 12 months.
A creative worker encompasses various roles contributing uniquely to the UK’s creative industries, such as actors, dancers, musicians, entertainers, fashion models, or film crew members. Technical or support personnel (“entourage”) can accompany eligible creative workers.
While the UK Creative Worker visa does not lead to settlement, applicants can extend their stay up to two years with the same employer. Additionally, visa holders can be joined by dependent partners and children under 18.
Specific requirements may vary based on individual circumstances, prompting consultation with an immigration lawyer for tailored guidance.
To explore your UK Temporary Work – Creative Worker Visa application further, reach out to our immigration solicitors specializing in creative worker visas at +44 (0) 207 183 8043 or complete our inquiry form below.
To secure a UK Temporary Work – Creative Worker Visa, possessing a valid Certificate of Sponsorship (CoS) issued by a Home Office-approved sponsor for the intended job in the UK is imperative. The sponsor must hold a valid Temporary Work – Creative Worker sponsor license, primarily operating within the creative sector. This may include entities such as national arts bodies, events organizers, producers, venues, agents, promoters, production companies, or media organizations. It’s important to note that your sponsor may or may not be your direct employer.
Sponsors in the creative sector have the authority to issue certificates of sponsorship to individual creative workers or group certificates for performers and their entourage. An entourage may consist of individuals with technical or specialist skills directly related to the employment of an entertainer, cultural artist, or dramatic production.
Unless holding a valid visa in the UK for at least 12 months or with the sponsor’s agreement to cover expenses during the initial month in the UK (confirmed on the CoS), applicants must demonstrate a minimum balance of £1,270 in their bank account, held for at least 28 days, concluding not more than 31 days before the UK Creative Worker Visa application date.
English Language Requirement: The UK Temporary Work – Creative Worker Visa does not mandate an English language requirement.
Upon successful application, visa holders are allowed to enter and reside in the UK for either 12 months or the duration specified on the Certificate of Sponsorship, with an additional allowance of up to 14 days before and after the granted leave period, whichever is shorter.
Creative Workers seeking to prolong employment with the same sponsor may extend their stay for up to a maximum of 24 months. Those desiring to switch employers can only remain in the UK for a maximum of 12 months. Individuals entering the UK for up to 3 months under the UK Creative Worker Visa Border Concession cannot extend their stay on the Creative Worker route.
Settlement under the UK Temporary Work – Creative Worker Visa pathway is not feasible. However, there might be opportunities to transition into other immigration routes leading to indefinite leave to remain.
Typically, switching into the Creative Worker route from within the UK is not permitted. There’s a rare exception for individuals assigned a valid CoS on the Creative Worker route before entering the UK on or before November 8, 2022, and subsequently granted permission as a Standard Visitor engaged in permitted creative activities or as a Permitted Paid Engagement Visitor.
Successful applicants are authorized to work for their sponsor in the role specified on their Certificate of Sponsorship. Additionally, they can hold a second job within the same sector and at the same level as their primary job for up to 20 hours per week, and engage in a job listed on the Skilled Worker shortage occupation list for up to 20 hours per week.
Non-visa nationals, excluding those listed in Immigration Rules Appendix Visitor: Visa national list (e.g., EU, EEA, and Swiss citizens), holding a valid Certificate of Sponsorship for the Creative Worker route, and engaged in paid activities in the UK for three months or less, may qualify for entry without a visa. Instead, they can request entry permission upon arrival at the UK border under the UK Temporary Work – Creative Worker visa concession.
Most visa applications are processed within three weeks, with the possibility of expedited decisions if the visa application center offers a priority service. Extension applications are typically decided within eight weeks, but expedited decisions are available within five days through the Priority Service or by the end of the next working day via the Super Priority Service.
Granted visa holders can be accompanied by dependent partners and children under 18.
In case of visa refusal, applicants may consider reapplying or requesting Administrative Review of the decision.
Our team specializes in aiding creative workers and their entourage across various fields. We ensure alignment with start dates and career progression to meet immigration objectives. With a commitment to providing clear and dependable advice, we support artists, dancers, musicians, entertainers, and models through a professional and approachable service.
To get assistance with your immigration matter from a specialist lawyer at Temple Gate Solicitors, contact us now on +44 (0) 207 183 8043 or email us on info@templegatesolicitors.com
The UK Temporary Work – Seasonal Worker Visa is designed for individuals who have secured job offers in the UK for seasonal horticulture or poultry production work with an approved scheme operator acting as their sponsor.
This visa category does not lead to settlement, and applicants cannot be accompanied by dependent partners or children.
To be eligible for the UK Temporary Work – Seasonal Worker Visa, applicants must satisfy the following criteria:
Specific requirements may vary depending on individual circumstances, necessitating consultation with an immigration lawyer for tailored advice.
Prospective applicants must secure a job offer from a Home Office-approved sponsor before applying for the visa. Legal representatives cannot arrange job offers or sponsor visa applicants.
For horticulture sector roles to qualify under the Seasonal Worker Visa, they must involve the cultivation of:
Poultry production work eligible for the Seasonal Worker Visa includes roles such as:
To secure a UK Temporary Work – Seasonal Worker Visa, applicants must possess a valid Certificate of Sponsorship (CoS) tailored to the intended role. The CoS is electronically recorded and must meet specific criteria:
These requirements ensure that applicants meet the necessary standards for temporary work in the UK, promoting transparency and compliance within the seasonal labor market.
The UK Temporary Work – Charity Worker Visa facilitates voluntary work opportunities in the UK for up to 12 months.
These stringent requirements ensure compliance and transparency in the UK’s charity work sector, promoting genuine voluntary contributions while preventing misuse of the visa scheme.
Our team of business immigration solicitors specializes in various visa applications, including those for temporary workers. With extensive experience, we navigate the complexities of Home Office rules and policies on behalf of our clients.
In summary, our immigration solicitors offer comprehensive support to temporary workers, combining legal proficiency with a client-centric approach to deliver a professional and friendly service.
The UK Temporary Work – Religious Worker Visa facilitates individuals supporting the activities of a UK religious institution through religious work, including roles within a religious order, for a maximum duration of 2 years.
For expert advice and assistance with your UK Temporary Work – Religious Worker Visa application, don’t hesitate to reach out to our dedicated team of immigration solicitors.
To be eligible for a UK Temporary Work – Religious Worker Visa, applicants must obtain a valid Certificate of Sponsorship from a Home Office ‘A-rated’ licensed sponsor, unless applying for an extension with the same employer as in the previous grant of leave to remain. The sponsor must be authorized by the Home Office to sponsor the job under the Religious Worker route.
The UK Religious Worker Visa is for individuals qualified to perform religious duties within or directed by their sponsor’s organization to support the institution’s activities. However, it excludes duties falling under the role of a Minister of Religion, such as leading congregations in rites, rituals, and preaching.
These requirements ensure that Religious Worker visas are granted to individuals genuinely fulfilling religious duties while maintaining standards of fairness and labor consideration within the UK workforce.
To qualify for a UK Temporary Work – Religious Worker Visa, applicants generally need to demonstrate financial stability unless exempted. This entails having at least £1,270 in their bank account, held for a minimum of 28 consecutive days within the 31 days before the visa application date. However, exemptions apply if the applicant has been in the UK with a valid visa for over 12 months or if the sponsor agrees to cover the applicant’s costs during the first month in the UK, as confirmed on the Certificate of Sponsorship.
For comprehensive assistance with Religious Worker Visa applications and related immigration matters, our dedicated team of immigration solicitors is committed to providing professional and friendly service.
To get assistance with your immigration matter from a specialist lawyer at Temple Gate Solicitors, contact us now on +44 (0) 207 183 8043 or email us on info@templegatesolicitors.com
The UK Temporary Work – International Agreement Visa facilitates individuals who aim to provide services governed by international law, such as private servants in diplomatic households or personnel of overseas governments and international organizations. This visa permits a maximum stay of two years and allows for dependents under the age of 18 to accompany the visa holder.
To qualify for this visa, applicants must:
For private servants in diplomatic households, specific conditions apply:
For tailored guidance and legal assistance regarding UK Temporary Work – International Agreement Visa applications, individuals can reach out to immigration solicitors at Temple Gate Solicitors specializing in temporary worker visas. Contact information is available for further consultation.
By adhering to specified requirements and seeking expert advice, applicants can navigate the visa application process with confidence.
To qualify for a UK Temporary Work – International Agreement Visa as an employee of an overseas government or international organization, certain criteria must be met:
Obtaining a UK Temporary Work – International Agreement Visa necessitates a valid Certificate of Sponsorship issued by an employer holding a valid Temporary Work – International Agreement sponsor license. Key points include:
To secure a UK Temporary Work – International Agreement Visa, applicants must demonstrate the genuineness of the sponsored job:
By fulfilling these requirements, applicants can strengthen their case for obtaining a UK Temporary Work – International Agreement Visa.
For individuals applying for a UK International Agreement Worker Visa, certain financial criteria must be met:
The UK Temporary Work – International Agreement Visa does not impose an English language requirement on applicants.
Successful applicants for the UK Temporary Work – International Agreement Worker Visa are permitted to enter and remain in the UK for either:
For those seeking permission to stay on the International Agreement route, the granted leave will be for either:
International Agreement Workers may apply to extend their stay for up to a maximum of 24 months. If applying to extend permission as a private servant in a diplomatic household, continuous employment with the sponsoring employer throughout the UK stay is required, intending to continue working for the same employer.
The UK Temporary Work – International Agreement Worker Visa does not lead to settlement. However, applicants may explore switching to another immigration route from within the UK, potentially leading to indefinite leave to remain.
Switching into the International Agreement route from within the UK is not possible. Applicants must apply for a UK Temporary Work – International Agreement Visa from outside the UK.
Successful applicants can work for the sponsor in the job described on the Certificate of Sponsorship. If sponsored as an employee of an overseas government or international organization (excluding private servants in diplomatic households), a second job is permitted, provided it aligns with the job specified on the CoS.
Most applications for UK Temporary Work – International Agreement Visas are decided within 3 weeks. Expedited processing may be available through priority services offered by visa application centers.
Applicants granted entry clearance or leave to remain as International Agreement Workers can be accompanied by a dependent partner and dependent children under the age of 18.
In case of refusal, applicants may consider making a fresh application or applying for Administrative Review of the decision.
Our immigration solicitors specialize in assisting private servants in diplomatic households and employees of overseas governments and international organizations to navigate the complexities of UK immigration law. Here’s how our team can assist you:
By choosing our immigration solicitors, you can trust that you’re receiving top-quality representation and support throughout your immigration journey.
To get assistance with your immigration matter from a specialist lawyer at Temple Gate Solicitors, contact us now on +44 (0) 207 183 8043 or email us on info@templegatesolicitors.com
The UK Temporary Work – Government Authorized Exchange Visa offers individuals the opportunity to come to the UK for 12 or 24 months to participate in approved internship, training, work experience, or research programs.
Eligibility Criteria:
To qualify for the UK Temporary Work – Government Authorized Exchange Visa, applicants must meet the following requirements set by UK Visas and Immigration:
Individual circumstances may influence the specific requirements. Seeking guidance from an immigration lawyer is advisable for tailored advice.
For assistance with your UK Temporary Work – Government Authorized Exchange Visa application, reach out to our immigration solicitors at Temple Gate Solicitors
We are here to support you through the visa application process.
To secure a UK Temporary Work – Government Authorized Exchange Visa, applicants must possess a valid Certificate of Sponsorship (CoS) issued by a Home Office-approved sponsor for the intended role in the UK.
The Certificate of Sponsorship must include the following mandatory details:
Ensuring compliance with these requirements is crucial for a successful application process. Applicants should verify all details before submission.
To secure a UK Temporary Work – Government Authorized Exchange Visa, applicants must convince the Home Office of their sponsorship for a genuine job. They must genuinely intend to undertake the sponsored role without the intention of engaging in other employment activities, except as permitted.
Unless sponsored to cover expenses by the employer for the initial month, applicants must have a minimum of £1,270 in their bank account, held for at least 28 days, ending no more than 31 days before the UK Government Authorized Exchange Visa application date.
No English language proficiency test is required for the Temporary Work – Government Authorized Exchange Visa.
Applicants under 18 years old must provide written parental consent affirming support for the application, living arrangements, travel, and reception in the UK. Consent can be provided by both parents, one parent with sole legal responsibility, or a legal guardian.
The visa duration is based on the Certificate of Sponsorship plus a maximum of 14 days before and after the stated period. Extensions may be granted for up to 12 or 24 months, depending on the scheme.
The UK Temporary Work – Government Authorized Exchange Visa does not lead to settlement. However, applicants may switch to another immigration route leading to indefinite leave to remain. Generally, switching from within the UK is not allowed, except for specific cases.
Visa holders can work as per the job description on the Certificate of Sponsorship, including volunteering and job shadowing. Supplementary employment and studies are permitted, but access to public funds is restricted.
Most visa applications are decided within 3 weeks, with options for priority services for faster processing. Extension applications are typically processed within 8 weeks, with expedited services available.
Dependent partners and children under 18 can accompany Government Authorized Exchange Workers.
In case of refusal, applicants may consider reapplication or administrative review of the decision.
Our team of immigration solicitors specializes in assisting individuals aiming to participate in approved internship, training, work experience, or research programs in the UK. We offer comprehensive support to ensure your smooth transition and compliance with immigration requirements.
We provide personalized guidance to help you meet your start date and align your career progression with your immigration objectives.
Our commitment lies in understanding and addressing our clients’ specific needs. We pride ourselves on being approachable and proactive, ensuring a seamless experience throughout the immigration process.
With a focus on clarity and reliability, our highly driven team offers expert immigration advice. We are dedicated to assisting individuals who seek to participate in approved programs, delivering professional and friendly service at every step.
Whether you’re embarking on an internship, training, work experience, or research endeavor, our immigration solicitors are here to support you in achieving your goals in the UK.
The UK Ancestry Visa provides an opportunity for Commonwealth citizens with a grandparent born in the UK to live and work in the country. This visa can only be obtained from outside the UK.
To qualify for a UK Ancestry Visa, applicants must meet the following requirements set by UK Visas and Immigration:
Specific requirements may vary depending on individual circumstances. Seeking guidance from an immigration lawyer is recommended for tailored advice.
For assistance with UK Ancestry Visa applications, contact our experienced immigration solicitors:
We are dedicated to providing expert guidance and support throughout the UK Ancestry Visa application process.
A crucial aspect of a UK Ancestry visa application is establishing the UK birth of the applicant’s grandparent. It’s essential that the grandparent was born in the UK, including the Channel Islands, Isle of Man, or the Republic of Ireland before March 31, 1922, provided they were born there. Birth on a British registered ship or aircraft is also acceptable. Birth in a British colony or military base overseas won’t suffice.
Applicants can claim UK Ancestry if the grandparent is a blood grandparent or a grandparent by recognized adoption. Legitimacy of parentage is not a requirement, meaning birth within or outside marriage is acceptable. However, UK Ancestry cannot be claimed through step-parents.
UK Ancestry Visa allows individuals to live and work in the UK. Applicants don’t need to be employed when applying but must demonstrate the ability and intention to work in the UK. It’s essential to show either a job offer in the UK or a genuine intention to seek employment, considering factors like age and health.
The visa can only be obtained from outside the UK, and applications are typically processed within 3 weeks. Applicants must apply at least 3 months before traveling.
Upon successful application, visa holders can work, study, and bring dependents to the UK without restrictions. After 5 years, applicants can apply for indefinite leave to remain (ILR) based on UK Ancestry, provided they meet residency, language, and life knowledge requirements.
Our immigration solicitors specialize in UK Ancestry visa rules and can assess your eligibility and assist in preparing a successful application. We prioritize client needs, offering clear and reliable advice to ensure a smooth immigration process.
Frontier Worker Permits are available to citizens of the EU, EEA, and Switzerland who are not primarily resident in the UK but are working or self-employed in the country, commonly known as cross-border commuters.
To qualify for a UK Frontier Worker Permit, applicants must meet the following requirements set by UK Visas & Immigration:
Specific requirements may vary based on individual circumstances. Seeking advice from an immigration lawyer at Temple Gate Solicitors is recommended for personalized guidance.
Family members of Frontier Workers are eligible to apply for an EU Settlement Scheme Family Permit.
For assistance with UK Frontier Worker Permit applications, contact our experienced immigration solicitors:
We provide expert advice and support to ensure a smooth application process for Frontier Worker Permits.
If relying on frequency of travel, the traveled country must be the primary residence country, which doesn’t necessarily need to be an EU member state. Exceptional reasons for not meeting the travel requirement must demonstrate circumstances beyond control or other compelling practical or compassionate reasons preventing travel.
If not present in the UK as a worker or self-employed person for 12 months or more since January 1, 2020:
Continued retention of worker or self-employed status after the initial 12-month period requires active job seeking or registration as a jobseeker with relevant authorities. Failure to commence work or job seeking after this period leads to loss of retained worker or self-employed status.
If you plan to commence employment in the UK while residing outside the country but start working on or after January 1, 2021, you won’t be eligible for a Frontier Worker Permit. Instead, you’ll need to apply under a different work route, such as the Skilled Worker route, under the new points-based immigration system.
To enter the UK as a Frontier Worker, except for Irish citizens, you must possess a valid Frontier Worker Permit.
The UK Hong Kong BN(O) Status Holder Visa is an immigration pathway designed for Hong Kong British National (Overseas) citizens to reside, work, and study in the UK.
To qualify for the UK Hong Kong BN(O) Status Holder Visa, applicants must meet the following criteria:
The specific requirements may vary based on individual circumstances, necessitating advice from an immigration lawyer for tailored guidance.
Our team of immigration solicitors specializes in Hong Kong BN(O) Visa applications, offering expert advice and support to navigate the process seamlessly. Contact our dedicated Hong Kong BN(O) Visa lawyers for assistance tailored to your needs.
To be eligible for a UK Hong Kong BN(O) Status Holder Visa, individuals must hold British National (Overseas) status under the Hong Kong (British Nationality) Order 1986. Here are some key points regarding BN(O) status:
For tailored advice on meeting these requirements and ensuring a successful visa application, individuals may seek guidance from immigration solicitors at Temple Gate Solicitors.
If you are applying to switch into the Hong Kong BN(O) Status Holder Visa route from within the UK and you were last granted permission for 6 months or less, and you were present in a country listed in Appendix T to the Immigration Rules for more than 6 months immediately before your last grant, you will need to provide a valid TB test certificate from an approved test center issued within the last 6 months.
The in-country tuberculosis test requirement can also be fulfilled if you provided an approved TB test certificate as part of a successful application in the last 12 months.
Upon approval, your Hong Kong BN(O) Status Holder Visa will allow you to enter or remain in the UK for either 30 months or 5 years, depending on the period of leave applied for.
The UK Overseas Domestic Worker visa offers an immigration avenue for domestic workers seeking employment in the UK under their current employer for a duration of up to six months.
This visa route does not permit settlement in the UK, and accompanying dependents are ineligible to join the main applicant.
Specific requirements may vary depending on individual circumstances. Consulting an immigration lawyer for personalized guidance is advisable.
For consultation regarding a UK Overseas Domestic Worker visa application, you can reach out to our immigration solicitors at +44 (0) 207 183 8043 or complete the enquiry form below.
The term ‘overseas domestic worker’ encompasses individuals providing personal services to an employer and their family, such as cleaners, cooks, chauffeurs, and nannies. While not precisely defined in the Immigration Rules, the Home Office generally categorizes such workers as those engaged in domestic roles.
Applicants for a UK Overseas Domestic Worker Visa must submit comprehensive documentation. This typically includes a letter from the employer confirming employment, along with supporting evidence such as an employment contract, payslips, or bank statements showing salary payments, and written acknowledgment of agreed employment terms.
Successful applicants are granted entry permission to the United Kingdom for a period of six months. Departure is required before the visa expiry date or upon the employer’s departure, whichever comes first.
Holders of the UK Overseas Domestic Worker Visa are permitted to work exclusively in domestic roles and are not authorized for other employment or eligible for access to public funds.
Visa holders have the flexibility to switch employers within the UK without notifying the Home Office, provided the change occurs within the validity period of the visa.
Applicants cannot switch into the UK Overseas Domestic Worker Route from within the UK; the application must be made from outside the country.
Extensions of stay or settlement in the UK under this route are not available for Overseas Domestic Workers.
In the event of visa refusal, applicants have the option to seek an Administrative Review for any decision errors. Seeking legal advice from an immigration lawyer is recommended for expert guidance in such circumstances.
Our team of business immigration solicitors specializes in assisting with various visa applications, including the Overseas Domestic Worker Visa. With extensive experience in navigating the complexities of Home Office rules and policies, our solicitors are well-equipped to guide you through the application process.
Our solicitors possess comprehensive knowledge of the immigration options available to Overseas Domestic Worker Visa applicants. We understand the nuances of this visa category and can provide tailored advice to suit your specific circumstances.
At our firm, we prioritize being approachable and proactive in understanding and addressing our clients’ needs. Our team is committed to providing clear, reliable, and timely immigration advice, ensuring that you feel supported and informed throughout the application process.
We are a highly driven team dedicated to achieving the best outcomes for our clients. Whether you require assistance with document preparation, application submission, or navigating potential challenges, our barristers are here to provide professional guidance every step of the way.
We understand the importance of delivering our services with professionalism and a friendly approach. Our goal is to make the immigration process as smooth and stress-free as possible for Overseas Domestic Worker Visa applicants, fostering a positive client experience.
In summary, our immigration solicitors are committed to offering expert guidance and support to Overseas Domestic Worker Visa applicants, ensuring that you receive the assistance you need to navigate the complexities of the application process effectively.
To get assistance with your immigration matter from a specialist lawyer at Temple Gate Solicitors, contact us now on +44 (0) 207 183 8043 or email us on info@templegatesolicitors.com
The Skilled Worker route serves as a sponsored pathway for overseas nationals holding an eligible skilled job offer in the UK from a sponsor approved by the Home Office. To obtain a Skilled Worker visa, applicants must be sponsored for a specific job meeting certain skill and salary criteria by an employer possessing a valid Skilled Worker sponsor licence.
This article primarily caters to UK-based employers contemplating applying for authorization from the Home Office to sponsor a non-settled worker under the Skilled Worker scheme. We offer guidance on the general and route-specific requirements employers must fulfill to secure a Skilled Worker sponsor licence successfully. Additionally, readers can find insights into some of our recent successful Skilled Worker Sponsor Licence applications.
Employers must sponsor any overseas nationals they wish to employ if they are not settled workers or lack other immigration permissions to work in the UK. This encompasses most EU, EEA, and Swiss nationals arriving in the UK after 31 December 2020. Obtaining authorization from the Home Office as a licensed Skilled Worker sponsor is a prerequisite for sponsoring a Skilled Worker.
There is no cap on the number of workers that a Skilled Worker sponsor licence holder can sponsor. However, during the Skilled Worker sponsor licence application, the online form will inquire about an estimate of the number of Certificates of Sponsorship (CoS) the applicant may intend to assign in the first year. Assigning a CoS to any sponsored worker is necessary before they can apply for a Skilled Worker visa. Therefore, employers must carefully consider the anticipated number of employees they plan to hire in the initial year and justify their Certificate of Sponsorship allocation request.
To obtain a Skilled Worker sponsor licence, applicants must satisfy various general and route-specific requirements.
As part of the Skilled Worker sponsor licence application, organizations must demonstrate to the Home Office that:
When applying for a Skilled Worker sponsor licence, specific requirements tailored to the Skilled Worker route must be met to satisfy the Home Office:
Before proceeding with a Skilled Worker sponsor licence application, employers must ensure compliance with specific requirements tailored to the Skilled Worker route:
Employers must accurately select an appropriate occupation code when applying for the Skilled Worker sponsor licence. Failure to choose the correct code may lead to the refusal of the worker’s Skilled Worker visa application.
It is crucial for employers to meticulously evaluate whether the job offered meets both the skill and salary level requirements stipulated by the Skilled Worker route before initiating the sponsorship process.
For further assistance or clarification regarding Skilled Worker sponsor licence requirements, employers are encouraged to consult with our immigration barristers. Contact our business immigration team at +44 (0) 207 183 8043 or complete the enquiry form below.
The Home Office maintains a list of skilled roles where employers face challenges in recruiting workers with the required skills. Jobs listed in the Appendix Shortage Occupation List qualify for reduced salary threshold requirements when sponsoring a worker.
New entrants include individuals under 26 years old at the application date (or switching from a Student or Graduate Visa), those in postdoctoral research positions, and those working towards professional qualifications, registration, or chartered status. Sponsoring a worker classified as a new entrant leads to reduced salary threshold requirements.
Employers must pay a minimum hourly rate of £10.75 under certain conditions, such as if the worker applies after April 6, 2021, and the occupation falls under Table 1 of Appendix Skilled Occupations. The hourly rate requirement does not apply to eligible health or education occupations listed in Table 2 of Appendix Skilled Occupations.
The Home Office requires assurance of a genuine vacancy meeting skill and salary requirements under the skilled-worker route. Applications deemed to lack credible need for the role or are potentially sham will be refused.
Sponsorship should not entail filling temporary or permanent positions for a third party, or engaging in contract work involving ongoing or routine roles for a third party. A direct employer-employee relationship is essential, with the sponsor being responsible for paying the worker.
Key personnel, including an Authorizing Officer, Key Contact, and Level 1 User, must be appointed to manage the sponsorship licence. Each person must meet specific eligibility criteria and be based in the UK during their tenure in the role.
Sponsors estimate and justify the number of CoS they require in the first year upon application. The Home Office allocates CoS for the year upon approval, which can be used within 12 months. Applications for CoS increase within the year are possible but may take time.
Employers apply for a Skilled Worker Sponsor Licence online, providing supporting documents specified in Appendix A to the sponsor guidance within 5 working days of submission. While a legal representative can assist in completing the application, the sponsor must submit the form themselves.
For further guidance or assistance with your sponsor licence application, contact our immigration solicitors at +44 (0) 207 183 8043 or complete our enquiry form below.
To get assistance with your immigration matter from a specialist lawyer at Temple Gate Solicitors, contact us now on +44 (0) 207 183 8043 or email us on info@templegatesolicitors.com
The Global Business Mobility – UK Expansion Worker Visa is a sponsored route for overseas businesses intending to establish a branch or subsidiary in the UK. This allows eligible businesses to sponsor senior managers or specialist workers temporarily assigned to the UK for business expansion purposes.
Any overseas national employed to establish a UK branch or subsidiary must be sponsored if they lack settled status or other immigration permission. This includes most EU, EEA, and Swiss nationals arriving in the UK post-December 31, 2020. Authorization from the Home Office is necessary to sponsor a UK Expansion Worker. Sponsors are limited to a maximum of 5 workers at any given time, with the ability to replace individuals within this allocation.
To apply for a UK Expansion Worker sponsor licence, several general and route-specific requirements must be met.
To obtain a UK Expansion Worker sponsor licence, specific criteria must be met:
For assistance with your UK Expansion Worker sponsor licence application, contact our immigration solicitors at +44 (0) 207 183 8043 or complete our enquiry form below.
To obtain a UK Expansion Worker sponsor licence, specific criteria must be met:
For assistance with your UK Expansion Worker sponsor licence application, contact our immigration solicitors at +44 (0) 207 183 8043 or complete our enquiry form below.
Our team of business immigration solicitors specializes in aiding UK employers to secure the appropriate sponsor license, maintain its highest rating, and fulfill sponsor duties diligently.
Whether you seek an evaluation of your chances for successfully acquiring a UK Expansion Worker sponsor license, guidance on the requisite company documentation to bolster your application, or assistance in crafting a persuasive business case that aligns with Home Office standards, our immigration solicitors are poised to handle your UK Expansion Worker sponsor license application seamlessly.
We pride ourselves on our accessibility and proactive approach in comprehending and addressing the unique needs of our business clientele. With a dedicated and driven team, we are committed to delivering transparent and dependable immigration counsel directly to employers, all within the framework of a professional and amicable service.
A UK Sponsorship Licence Renewal allows sponsorship licence holders to continue legally hiring foreign workers in the UK. Renewal must be initiated within three months of the current licence’s expiration, though extensions may be possible under certain conditions.
We offer expert visa and sponsor advice to firms looking to hire and retain foreign workers. For help with your application for a sponsor licence renewal, contact us at +44 (0) 207 183 8043.
Renewing your sponsor licence enables you to continue hiring and employing foreign workers for your firm. Follow these steps to ensure a smooth renewal process:
Submit a Renewal Request via SMS: Use the Sponsor Management System (SMS) to initiate your renewal request. Note that the renewal cost varies based on the size of your business.
Ensure all information in the SMS is accurate before submitting your application.
Verify the details for the SMS users, including the authorising officer and Level 1/2 users.
Update any changes in these positions since your initial licence was issued.
Confirm that all employee records and any new company websites are updated in the SMS. Inaccurate or missing information can lead to a denial of your renewal application.
After submitting your application and payment to UK Visas and Immigration (UKVI), you will receive a sheet generated by the SMS following the licence renewal declaration screen.
Fill out, sign, and mail this sheet to the Sponsor Licensing Unit.
For assistance with your sponsor licence renewal application, contact us at +44 (0) 207 183 8043
After you submit your sponsor licence renewal application, the Home Office will carefully evaluate it to ensure you meet all requirements for eligibility and compliance.
Eligibility and Compliance Check: The Home Office will verify that you continue to meet all eligibility criteria and policies regarding sponsor licence holders. This includes confirming that you have appropriate HR systems, personnel, and procedures in place to manage overseas workers effectively.
The Home Office will review every certificate of sponsorship your company has issued to date. This review helps ensure that your use of the sponsorship licence has been compliant and appropriate.
The Home Office may contact you for additional documents to support the evaluation of your application.
If additional documents are requested, you must provide them within five days of the initial request. Failure to do so may result in the rejection or revocation of your renewal application, or a reduction in the number of certificates of sponsorship you are granted.
For assistance with your sponsor licence renewal application, contact us at +44 (0) 207 183 8043
It is advisable to renew your sponsorship licence approximately three months before it expires. In some cases, the Home Office may request an earlier renewal, and you will be notified by UK Visas and Immigration (UKVI) through a formal letter.
Validity Period: Sponsor licences are typically valid for up to four years. The expiration date of your existing licence can be found on the summary page of the Sponsor Management System (SMS).
Timely Renewal: Ensure that your renewal application is submitted well in advance of the expiration date. Once your licence expires, you will no longer be able to submit a renewal request. This precaution helps avoid any disruptions and prepares you for any unforeseen circumstances.
Our immigration solicitors prioritize proactive and accessible assistance tailored to your business needs, ensuring successful sponsor licence renewal and compliance with immigration regulations.
Upon receiving a decision on your sponsor licence application from the Home Office, you’ll be informed of approval or refusal. While there’s no right of appeal against a refusal, avenues exist to challenge such decisions.
Navigating sponsor licence refusals requires careful consideration of available remedies and adherence to procedural requirements. Our immigration solicitors offer guidance tailored to your circumstances, ensuring effective resolution and compliance.
Facing a sponsor licence refusal can significantly impact businesses reliant on skilled migrant workers.
When faced with a sponsor licence refusal, trust our immigration solicitors to provide expert guidance and advocacy, safeguarding your business’s ability to access skilled migrant workers effectively.
To get assistance with your immigration matter from a specialist lawyer at Temple Gate Solicitors, contact us now on +44 (0) 207 183 8043 or email us on info@templegatesolicitors.com
When faced with a sponsor licence suspension by UK Visas and Immigration (UKVI), swift and strategic action is crucial to mitigate disruptions and safeguard business interests.
In the face of sponsor licence suspensions, trust our immigration solicitors to provide expert guidance and advocacy, working tirelessly to protect your business interests and facilitate a positive resolution.
To get assistance with your immigration matter from a specialist lawyer at Temple Gate Solicitors, contact us now on +44 (0) 207 183 8043 or email us on info@templegatesolicitors.com
Facing a sponsor licence revocation by UK Visas and Immigration (UKVI) demands swift and strategic action to mitigate disruptions and safeguard both employer and sponsored worker interests.
In the face of sponsor licence revocations, trust our immigration solicitors to provide expert guidance and advocacy, working tirelessly to protect your business interests and facilitate a positive resolution.
To get assistance with your immigration matter from a specialist lawyer at Temple Gate Solicitors, contact us now on +44 (0) 207 183 8043 or email us on info@templegatesolicitors.com
It is crucial for all UK employers to ensure they do not employ individuals without the legal right to work. Conducting thorough document checks is key to safeguarding against civil penalties and legal prosecution.
Employers bear the responsibility of verifying that every employee possesses the right to work before commencing employment. For workers from outside the European Economic Area, they must possess or obtain permission to work in the UK.
Documentation from either Home Office’s List A or List B is required. List A pertains to individuals permitted to work in the UK indefinitely, while List B covers those entitled to work for a limited period. Ensuring correct document acquisition and retention in the prescribed format grants a ‘statutory excuse’ against civil penalties in case of later discovery of unauthorized work. Failure to obtain the exact listed documents forfeits this excuse.
Checks must be conducted in the presence of the document holder before employment begins, with various document properties scrutinized. Maintaining an unalterable copy of each document for at least two years after employment cessation is mandatory.
Additional checks are necessary if an individual’s permission to work is time-limited and expires.
Employment discrimination based on race is illegal. Employers should check the right to work documents of all potential employees to avoid discrimination. Failure to provide proof of right to work should result in non-employment or cessation of employment if already employed.
Appropriate right to work checks prevent civil penalties. However, knowingly employing unauthorized workers or negligently failing to verify may result in prosecution.
The Home Office publicly lists civil penalties imposed on companies and may issue press releases naming those found to have employed illegal workers.
A history of illegal employment impacts Tier 2 or 5 Sponsor Licence applications.
Our immigration solicitors are well-versed in required right to work checks, collaborating with businesses to strengthen HR processes and conduct audits. We simplify the process, protecting businesses from immigration compliance issues.
We prioritize approachability and proactivity, offering clear and dependable immigration advice to employers within a professional, friendly service framework.
To get assistance with your immigration matter from a specialist lawyer at Temple Gate Solicitors, contact us now on +44 (0) 207 183 8043 or email us on info@templegatesolicitors.com
Employing a worker illegally can lead to significant civil penalties, with each unauthorized worker attracting a penalty.
Upon receiving a notice from the Home Office regarding potential civil penalties, you can object or appeal if you believe:
The maximum penalty per illegal worker is £20,000 (£5,000 for Croatians), with the actual amount contingent on factors like prior offenses, cooperation with authorities, and compliance with employer duties.
Payment options include reduced penalties for prompt payment or installment plans. Failure to respond by the due dates may lead to court action, resulting in a County Court Judgment affecting your credit rating and directorial role.
Knowingly employing illegal workers or neglecting to verify their right to work constitutes a criminal offense, punishable by imprisonment and fines.
Conducting appropriate right to work checks provides a ‘statutory excuse’ against civil penalties. However, it does not shield against prosecution if you knowingly employed unauthorized workers.
The Home Office publicly lists imposed civil penalties and may issue press releases naming violators.
A history of illegal employment affects Sponsor Licence applications.
If you receive a Notification of Liability for a Civil Penalty, our immigration solicitors can evaluate your likelihood of establishing a statutory excuse, assist in objections to the Civil Penalty Compliance Team, and provide legal representation in civil penalty appeals.
We prioritize accessibility and proactive service, delivering clear and dependable immigration advice tailored to employers within a professional, friendly framework.
As a sponsor licence holder, undergoing scrutiny from the Home Office is inevitable during your licence’s validity period. These inspections ensure the accuracy of information provided in your licence application and your continued adherence to sponsor duties.
Our immigration solicitors leverage their expertise in Home Office compliance to conduct thorough immigration audits of your business prior to any official inspection.
Expect scrutiny of record-keeping, reporting processes, immigration status monitoring, and documentation during these visits.
Our immigration solicitors conduct mock immigration audits, offering insights into Home Office practices and ensuring sponsor compliance.
Following the audit, you’ll receive a detailed report identifying risk areas and expert recommendations. We also offer follow-up audits to assess implemented changes.
The UK stands as a global epicenter for the creative sector, attracting talents spanning actors, musicians, dancers, and other performing artists. Our immigration solicitors based in Covent Garden possess extensive knowledge of the diverse UK visa options tailored to artists and entertainers seeking opportunities in the UK.
To engage in artistic or entertainment endeavors in the UK, securing a visa typically falls under the tiers of the points-based system. This system offers specialized categories and regulations specifically designed for individuals in the creative and entertainment fields. In most instances, sponsorship by an employer is requisite. However, for brief visits or single events, visitor visa categories may offer a more suitable pathway.
If you’re a UK organization seeking to employ an individual in the country, sponsorship may be necessary, unless their visit is brief or they qualify under a different basis granting work permission. To sponsor an employee, obtaining a sponsor license is essential. However, if the individual won’t be directly employed by you, they might be eligible for a Standard Visitor visa or a Permitted Paid Engagement visa.
For festival or cultural event organizers, inclusion on the Home Office’s list of permit-free festivals significantly streamlines and reduces the cost of performers entering the UK. If your event is listed, performers can enter with a Standard Visitor visa without the need for sponsorship under the points-based system, and they can also receive payment. To be eligible for inclusion, your event must have been established for at least three years, with a minimum audience of 15,000 at each of the last three festivals, and an expected audience of at least 15,000 for the next event.
Our specialist immigration solicitors collaborate closely with professionals, employers, and event organizers within the creative and entertainment sectors, including film, television, music, performing arts, and fashion. We ensure their immigration and visa needs are addressed effectively.
To get assistance with your immigration matter from a specialist lawyer at Temple Gate Solicitors, contact us now on +44 (0) 207 183 8043 or email us on info@templegatesolicitors.com
The UK stands as a premier destination for athletes and sporting professionals across a wide array of disciplines. Whether you’re a sportsperson, coach, or club, our immigration solicitors possess comprehensive knowledge of the various UK visas available to those in the sporting realm seeking opportunities in the UK.
For individuals intending to engage in sporting activities in the UK, obtaining an International Sportsperson visa is typically required. This necessitates sponsorship on a short or long-term contract and endorsement by a relevant UK sports governing body. However, for brief visits or single events, visitor visas may serve as a suitable alternative.
For those seeking to employ individuals without the right to work in the UK, sponsorship is necessary. Obtaining a Sponsor Licence is a mandatory step for all companies and organizations intending to sponsor their employees.
Under the International Sportsperson route, sponsorship must come from a UK-based sporting body, sports club, or events organizer within the sporting sector. Agents and overseas-based organizations are ineligible to sponsor workers under this route.
Obtaining an endorsement from the governing body for your sport, recognized by the Home Office, is crucial. This endorsement confirms your organization’s legitimacy and genuine need to bring migrants to the UK as sportspersons. Planning ahead is vital if the governing body for your sport isn’t recognized, as it can take up to 6 months for approval.
Sponsoring a sportsperson entails special duties if they are on loan to another club. Player loans are only permissible if the player holds International Sportsperson permission, is sponsored by a sports club, and loans are approved by the relevant sports governing body. The player must return to your club after the loan period, with continued responsibility and adherence to sponsor duties.
Our immigration solicitors offer expert guidance on UK visa and immigration requirements for sportspersons, coaches, and clubs. We aid both professional and amateur sportspersons, employers, and event organizers across all sports to facilitate visits and sporting activities in the UK.
To get assistance with your immigration matter from a specialist lawyer at Temple Gate Solicitors, contact us now on +44 (0) 207 183 8043 or email us on info@templegatesolicitors.com
A sponsor licence can be revoked by UK Visas and Immigration (UKVI) if an organization fails to meet its sponsor duties seriously or ceases operations in the UK. Key reasons for revocation include:
Sponsored migrants will have their leave curtailed, with 60 days to find alternative sponsorship or leave the UK.
There is no right of appeal against a revocation decision.
Organizations must wait for the appropriate cooling-off period before reapplying for a sponsor licence.
Judicial Review: While there is no right of appeal, legal advice can be sought to apply for a Judicial Review of the decision.
A civil penalty notice from the Home Office informs an organization that it has employed someone who does not have permission to work in the UK, breaching the prevention of illegal working regime.
No Action Notice issued if statutory excuse is established.
Referral to Civil Penalty Compliance Team (CPCT) if no excuse is found.
Penalties vary based on previous offences within the past three years.
Penalty per illegal worker starts at £20,000 for previous offenders.
Mitigating factors like reporting suspicions to the Home Office, cooperating with investigations, and implementing right-to-work checks can reduce penalties.
Engaging legal professionals can significantly improve the chances of a successful challenge or mitigation of penalties, and help maintain compliance to avoid future issues.
For detailed support on handling a civil penalty notice or preparing for compliance audits, consulting immigration barristers or legal experts specialized in UK immigration law is advisable.
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