Please sign in with your existing account details.
Register to access exclusive content, sign up to receive our updates and personalise your experience on brownejacobson.com.
Privacy statement - Terms and conditions
Forgotten your password?
You have exceeded the maximum number of login attempts for this email address and your account has been locked. An email has been sent to member of Browne Jacobson's web team and some one will be contacting you over the next two working days with details of how to change your password.
Are you sure you want to remove this item from you pinned content?
Find out more
Immigration policy remains firmly at the forefront of political debate given the government’s promise to reduce net skilled migration to the tens of thousands.
Brexit has created uncertainty for businesses and staff in relation to the status of EEA nationals in the future.
For those businesses that need to recruit from outside of the EEA, it can be a struggle to navigate the ambiguous and ever-changing requirements of the points-based system and ensure that onerous obligations to the Home Office are met. Getting it wrong could result in the revocation of a sponsor licence and a ban on recruiting migrant workers.
If businesses do not conduct the correct right to work checks, they risk significant penalties and damage to reputation.
Our experienced immigration team is here to support your business with these issues by providing clear, practical and tailored solutions. As all of our team are specialists in employment law, we can also provide added-value advice on connected HR matters.
We have developed competitively priced products to help navigate the immigration rules and regulations, including:
Sponsor Licence applications - renewals; revocations; and suspensions.
Product innovation - navigate the immigration rules and regulations via our competitively priced Immigration Checker; one-stop Licence to Sponsor and visa application product; and Level 1 User offering.
Specialists in employment law - providing clients with added-value advice on connected HR matters, such as the termination of illegal workers; document checking and recruitment.
Advising on in-country and visa applications from abroad under the Points Based System (e.g. skilled workers; intra-company transfers; entrepreneurs; investors; students; sole representatives; charity workers; sportspersons; exceptional talent; and youth mobility).
Providing training to those who are responsible for compliance with immigration rules and regulations.
Reviewing HR systems and recordkeeping to support with UKVI audits.
Advising on other jurisdictions via our network of carefully selected overseas lawyers.
Acting as Key Contact, Level 2 User and Level 1 User for the Sponsor Licence.
Advising on compliance with the Government’s prevention of illegal working requirements.
Advising on alternative routes into the UK, such as business visitor visas; indefinite leave to remain; UK ancestry; and British citizenship.
Organisations who wish to employ migrant workers are likely to have to apply for a Licence to Sponsor.
The UK Visa and Immigration can audit a holder of a Licence to Sponsor at any time within the 4 year life span of that license.
Many employers will require a licence to sponsor in order to be able to recruit non-EEA migrant workers and students.
All UK employers are required to ensure that anyone employed under a contract for service or apprenticeship has the right to work in the UK, including those who claim to be UK or European Economic Area (EEA) nationals.
On 21 November 2016, Part 7 of the Immigration Act 2016 came into force, requiring public authorities to ensure that any person who works for them in a customer-facing role speaks fluent English.
Part 7 of the Immigration Act 2016 requires public authorities to ensure that any person working in a customer-facing role speaks fluent English.
With a huge amount of the UK’s employment law deriving from various EU obligations currently, Richard Barlow, Head of Public Sector, and Alan Trench, academic and policy advisor, take a look at how Britain's exit from the EU may affect public sector workforces.
Section 54 of the Modern Slavery Act 2015 now requires any commercial organisation which supplies goods or services in the UK and has an annual turnover of £36m or more to publish an annual slavery and human trafficking statement.
I highly recommend this firm. They take something that can be overwhelming and simplify it with a personal touch that makes your application feel like you're the only client they have.
Helen understands the needs of our business and provides clear, practical and commercial immigration advice to enable us to recruit key strategic hires. We can trust her to provide a service which is value for money and which meets demands, often within tight deadlines. I would have no hesitation in recommending Helen's services to others.
Advising a financial services provider on UKVI audit requirements and the urgent renewal of its Licence to Sponsor in order for it to continue to recruit senior executives from the US which were key to the success of the business.
Advising a FTSE 100 retailer on a Sponsor Licence application and urgent Tier 2 (General) visa application for an executive director and his dependents - visas were obtained successfully within a month of instruction.
Advising an NHS Trust on the prevention of illegal working and the fair dismissal of an illegal worker, leading to their successfully passing a UKVI audit.
Providing significant support to a US actress/producer on her eligibility to apply for a Tier 1 exceptional talent visa.
Advising a US clothes retailer on their ability to appeal a fine issued by the Home Office for continuing to employ an illegal worker.
Further information has been published by the Home office in relation to the Immigration Skills Levy for Sponsors of non-EEA workers in the Tier 2 General and ICT categories, set to come into force on 6 April 2017.
The immigration minister suggested yesterday that, in addition to the immigration skills charge that will be introduced in April 2017 for non- EEA workers, the same would be helpful for EU migrants who were employed by UK businesses post-Brexit.
Employment law expert, Elish Kennedy, outlines changes to the immigration rules due to come into force on 24 November 2016.
From 12 November 2015, it will be easier for foreign technology specialists from outside the EEA to work in the UK
Keep up with the latest content from Browne Jacobson:
© Copyright Browne Jacobson LLP 2017 - All rights reserved