The judgment is a powerful reminder of the importance of strictly adhering to Immigration Rules. While Home Office guidance can offer useful clarification, it cannot justify actions that conflict with the rules or statutory provisions.
The sponsor licence was suspended for a care provider putting immigration status of 60 sponsored workers and their families on risk. This blog recounts the journey from the initial unannounced Home Office visit to the successful reinstatement of the sponsor license on 17 January 2025.
By understanding the distinctions between minor and significant errors, sponsors can maintain compliance with UKVI requirements and ensure a smooth sponsorship process for their migrant workers.
The proposed changes will be debated in Parliament and are subject to approval by both Houses. If approved, the new fees will be introduced through amendments to the Immigration and Nationality (Fees) Regulations 2018, as soon as Parliamentary time allows.
An IT and technology company, client of ours recently secured a Sponsor Licence to hire skilled migrant workers.
Understanding and adhering to the Home Office guidance on delayed work start dates is essential for any sponsor. Non-compliance can have far-reaching consequences, emphasizing the importance of staying vigilant and proactive in managing your sponsorship duties.
Through our expert intervention and use of the Pre-Action Protocol (PAP), we successfully secured a reconsideration of her case by the Home Office.
A care provider approached NARA Solicitors after their Sponsor Licence application was refused by the Home Office. The refusal, based on alleged issues with right-to-work checks. Our team took swift action to challenge the decision, resulting in the Home Office overturning the refusal, waiving the cooling-off period, and agreeing to refund the application fee.
By adhering to the guidance and fostering a culture of compliance, sponsors can maintain their licenses and support their workforce, while contributing to a lawful and ethical business environment in the UK.
The Home Office’s recent updates underline the importance of compliance for sponsors of Skilled Workers and Temporary Workers. By proactively reviewing employment contracts, educating internal teams, and seeking legal guidance, employers can ensure they meet regulatory requirements while safeguarding their sponsor licence and business reputation.
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