Complygate Blog

  RIGHT TO WORK CHECKS – GEARING UP FOR CHANGES UP AHEAD During the Covid19 pandemic the UK Visas & Immigration amended the Temporary Right To Work checks , and from January 01 a Points Based immigration system will be implemented in the UK, and will be applicable both to EU and non-EU citizens. Be prepared for the changes to come. Learn more about it in this blog post on our website.  https://www.complygate.co.uk/blog/right-to-work-checks-gearing-up-for-changes-up-ahead

  Managing Long-term Sickness Absence Management of short-term and long-term sickness absenteeism requires different approaches, despite presenting similar challenges for employers. Understand the sensitivity of long-term sickness situations and learn how to approach it, building a sensitive, complete and effective absence policy. learn more here:  https://www.complygate.co.uk/blog/managing-long-term-sickness-absence-hr-Guidance  

  The UK's new points-based system: What it means for businesses and much more Free movement of people will end from 01 January 2021 and UK will introduce points-based system (PBS). A lot of immigration categories withing the UK are already points-based system. So how is this different? The new points-based system is part of a wider multi-year plan of change, led by whitehall which will transform the operation of the UKVI. Who is UKVI? UK Visas & Immigration (UKVI) is responsible for making millions of decisions every year about who has rights to visit or stay in the UK, with a firm emphasis on national security. This includes considering applications for British citizenship from overseas nationals who wish to settle here permanently; running the UK’s asylum service offering protection to those eligible under the 1951 Geneva Convention; deciding on applications from employers and educational establishments who want to join the register of sponsors; managing appeals from unsucce...

  What you missed: Latest in the UK Migration Number of non-EU Workers surpasses that of EU Workers Modern immigration started in the UK after the end of World War II. The British Nationality Act, enacted in 1948, allowed the existing subjects of Europe and the Commonwealth States to live and work in the UK without a visa; migration was initially sought only to fill the gaps in labour shortages and facilitation of mass migration was never intended. Migration was generally motivated by economic prospects and rose from 3,000 persons per year in 1953 to 136,400 persons per year in 1961. A Cabinet committee was formed in 1950 to find ways to check immigration.   According to a report published by the University of Oxford’s Migration Observatory, the number of non-EU workers has spiked up recently, overtaking that of EU workers for the first time since 2006. Earlier, EU migrant workers numbered two-thirds of the total UK migrant worker population. The introduction of UK’s points-ba...

  Tier 2 Sponsor Licence Compliance Requirements In this ‘Tier 2 Licence Compliance Requirements’ article, we throw light on the duties and responsibilities of a Tier 2 sponsor licence holder. It is imperative that Tier 2 sponsor licence holders understand their duties and responsibilities and develop best practices and processes to strictly ensure that compliance is met, as otherwise their Tier 2 sponsor licence can be suspended or even revoked. The consequences can have grave ramifications on an organization, its developmental curve and business – organizations shall have to forgo and lose its talented employees, who may also be forced to leave the UK unless they obtain a position with another licenced employer within a stipulated period of time. The support of a legal professional, in the long run, definitely tilts the scales in favour of the company holding a Tier 2 sponsor licence. It is highly advised to have a solicitor who can act as a one-stop expert on immigration laws, k...

  Right to work checks, Immigration Control, Documents which are not acceptable for providing a right to work and employing workers from European Economic Area (EEA) FAQs about the illegal working civil penalty scheme, Right to work checks, Immigration Control, Documents which are not acceptable for providing a right to work and employing workers from European Economic Area (EEA)? Introduction Employer may be liable for a civil penalty if they employ someone who does not have the right to work in the UK under Section 15 of the Immigration, Asylum and Nationality Act 2006 (‘’The Act’’). Employers have a duty to prevent illegal working by people who are subject to immigration control. If an employer fails to comply, they may face a financial penalty (civil penalty) and in some cases, prosecution. Employers can be sent to jail for 5 years and pay an unlimited fine if they are found guilty of employing someone who did not have the right to work in the UK. Right to work checks Q1. Why d...

The impact of # Brexit on the UK’s Immigration system remains to be seen. The UK has a long tradition of being a stable parliamentary democracy that nurtures a stable base for families from all over the world. UK will continue to be an attractive immigration option for individuals who are able to contribute to the UK’s economy. The UK has a visa regime in place for individuals outside European Economic Area (EEA) who wish to reside in the UK. The most common visa is the UK-based employer sponsored visa. This is known as Tier 2 Sponsor visa. In order to sponsor an immigrant, companies need to have Tier 2 Sponsor license from the # UKVI . UK’s immigration policy toward societal multiculturalism appears central to comfort that new immigrant experience. The UK Home Office places significant trust on sponsors. With this trust comes a massive responsibility to act in accordance with the UK immigration rules and regulations. In the last quarter of 2017 alone, the Home Office issued ...