2021 has been an eventful year for business immigration. Brexit and the UK’s new points-based immigration system mean that HR and global mobility professionals face the following challenges:
EEA (excluding Irish) and Swiss candidates without an existing right to work in the UK now require sponsorship – previously, this was only the case for non-EEA/Swiss nationals
There are myriad new sponsorship-related rules and compliance obligations to understand and implement – even for existing sponsors
More companies now hold a Worker Sponsor Licence or are considering applying for one – it is vital that new sponsors are aware of their ongoing sponsor compliance obligations
As COVID-19 restrictions are lifted, we have seen an increase in in-person Home Office sponsorship compliance visits, which can take place with or without advance warning. Now is the time for sponsors to get to grips with their compliance obligations, including record-keeping (in line with Appendix D), monitoring sponsored workers, reporting changes of sponsor and worker circumstance, and the prevention of illegal working.
In this session, partner Annabel Mace and senior associate May Cheung will share their insights on:
Key sponsor compliance obligations
How to get “audit-ready”
Dealing with Home Office compliance visits and requests for information
What can happen if you get it wrong
There will also be time for audience Q&A.
This session is aimed at any organisation with a Worker Sponsor Licence (or considering applying for one), including HR, global mobility and talent acquisition professionals, as well as anyone holding authorising officer, key contact and level 1 user responsibilities.