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Due to the Covid-19, Our Client was made redundant by their previous employer and received a curtailment letter from the Home Office advising them they had 60 days to submit an application for Further Leave to Remain. The Client was able to find a new job and following a thorough recruitment process, she was offered a Job.

The Client was quick to provide us all the documents which our Immigration team reviewed and provided feedback on almost immediately. A concern was that Our Clients employer required an increase in their CoS allocations. We advised them on how to increase their CoS allocation but more importantly how we could try to expedite the request.

We were able to liaise with the Business Help Desk Team at the Home Office and received the CoS within 2 working days. During this time our team drafted the online application form and was ready to submit the application.

After completing the biometric process, Our Client received the decision within 3 weeks and is now working for her sponsor.

At the time our Client approached us, her Tier 5 visa was due to expire within 3 weeks. We prepared and submitted the application for the sponsor licence however, the client’s visa expired, and the client then returned to her home country prior to the expiration of the Visa.

During the processing of the Sponsor Licence, the Home Office announced proposed changes to the Immigration rules regarding the Tier 2 (General) Visas and replaced it with the Skilled Worker Visa. We reviewed the proposed changes and advised the Our Client that the best option for her will be to wait until the new rules come into effect and apply under the Skilled Worker visa rules.

Once the documents were provided to us, we were able to review the documentation and provide feedback to her. Whilst she gathered the remaining documents, we prepared the Online Visa Application Form and our Legal Representations.

Following a wait of 2 weeks after her biometric appointment at the Visa Application Centre, our Client was advised that her application was successful.

Our client had previously entered the UK on a Tier 2 ICT visa. After few years of her residence on the Tier 2 ICT Visa, she was offered a role for which her employer was willing to sponsor her on Tier 2 General visa. The employer assigned the CoS and our Client submitted her application having prepared it herself.

The application was refused by the Home Office and our client’s Tier 2 ICT visa expired the next day.

The starting point was to review the refusal to ensure the points were addressed appropriately. We noted that there was an error in the SOC Code used by the Sponsor on the Certificate of Sponsorship. We advised the Client to liaise with her employer and request the CoS to be corrected. Our Client followed the advice and the employer agreed to correct and reissue the CoS.

Our Client was notified of the positive decision following a short wait of 9 days.

The Home Office conducted a compliance visit to the business premises and found that the employer fell short of their compliance duties. As a result, the licence was revoked by the Home Office which meant that all the sponsored employees received a letter to curtail their leave to remain.

Our Client sought different employment and received a job offer from a start-up company based in London which did not have a sponsor licence and the management of the company was reluctant to applying for the licence.

We first assisted the Sponsor with their Sponsor Licence application and were granted within 10 days following a request for the application to be fast tracked. As the role was listed in the Shortage Occupation list, the Sponsor was exempt from conducting a Resident Labour Market Test (RLMT).

We then assisted our client in collating the supporting documents in support of his application for Tier 2 General. Our representations included a detailed explanation about how our client was a suitable candidate for the role.

We submitted the application in time and our client was granted the visa for leave to remain under Tier 2 of the points based system.

Our Client received a job offer from a UK based company who holds a Sponsor Licence. We had previously assisted the company with their Sponsor Licence application.

Our first step was to identify the correct SOC code for the role. Our Client’s job description was matching more than one SOC Codes however as per the visa rules, only one SOC Code can be allocated in the CoS. Our team discussed the duties with the Employer in detail and were able to identify the SOC Code which was most closely linked with the job duties.

We requested the specified documents from the Applicant in support of her application for the Tier 2 (General) Visa including the CoS assigned by the sponsor.

Within 3 weeks our client was granted the visa to enter the UK and she is currently awaiting flight to come to the UK.

We were instructed by a leading restaurant in London who were looking to employ a Sous Chef specialising and Mexican cuisines.

The management of the restaurant instructed us to advise them in relation to the process of applying for the certificate of sponsorship and subsequently apply for entry clearance for the applicant.

We identified the relevant SOC Code for the role and advised the sponsor that the role is on the shortage occupation list and therefore they were exempt from the Resident Labour Market Test. We advised the client about the point-based system rules and listed down the specified documents required in support of the application.

Following a wait of approximately 4 weeks, Our Client was informed that he had been granted his Visa.