The number of businesses registered to sponsor overseas workers has risen by more than 300% since the UK's points-based immigration system was introduced in 2020, an analysis of government figures shows.
Yes. An employee who has "no recourse to public funds" because of their immigration status will be entitled to statutory family-related pay and statutory sick pay, provided that ...
Updated to reflect that sponsors will no longer need to renew sponsor licences every four years and all licences valid on 6 April 2024 will be extended automatically.
Updated to reflect the removal from government guidance of a 28-day grace period that allowed for continued employment while the employee made a late application to the EU settlement scheme.
Updated to reflect that government guidance on right to work checks no longer provides for a grace period during which an employee can make a late application to the EU settlement scheme and maintain the right to work with their current employer.
Louise Haycock, partner and immigration solicitor at law firm Fragomen, discusses the challenges and opportunities arising in immigration in 2023 for HR and employers, including the sponsored worker regime, changes to right to work checks and benefits and issues arising from hybrid and remote working.
Many employers that have introduced hybrid working arrangements are finding that employees who have worked remotely from overseas want to continue to do so. Employers may therefore have additional considerations when formulating any hybrid and return-to-work policies.