Popular search terms
Click each term for related articles
UK & Europe
Employment, Pensions & Immigration
The recent Statement of Changes in Immigration Rules contains a number of important changes to employment requirements, including for the Skilled Worker, Global Business Mobility and Youth Mobility routes. It also includes the launch later this year of a new requirement, the Electronic Travel Authorisation Category, which will significantly change the UK immigration landscape.
This update considers key issues arising out of the Statement of Changes in Immigration Rules, and the impact of these changes on:
Except where specified otherwise, all the changes set out below will be effective for applications submitted on or after 12 April 2023.
Skilled Workers: Annual salaries for eligible jobs will now be based on a 37.5 hour working week (previously 39 hours) and the ‘going rates’ for Standard Occupational Classification (SOC) codes have been updated. Minimum salary thresholds will be the higher of £26,200 (previously £25,600), £10.75 per hour or the ‘going rate’ for the role under the relevant SOC code.
GMR – Senior/Specialist Visa Category: Minimum salary thresholds for Specialist Visas, for those continuously employed overseas by the business for 12 months or more, are at least £45,800 (previously £42,800) or the ‘going rate’ for their job under the SOC Code, whichever is higher. The high earners’ threshold for those with less than 12 months’ continuous employment overseas, remains unchanged at £73,900.
YM provides employers with a cost-effective option for employing eligible nationals on a short-term basis in the UK, and is particularly well-suited to non-permanent roles. YM is not subject to the minimum Skills and Salary thresholds associated with the main GMR-sponsored employment categories. Effective 29 June 2023, New Zealand nationals will benefit from an increased age limit of 35 (from 30 years old) and an extended visa duration of 3 years (up from 2 years). Currently, due to reciprocal arrangements, these changes apply to New Zealand nationals only.
The RTW requirements for eligible employees with an outstanding “in-time” UK immigration application - that is an application made prior to their current visa expiry date - have been simplified. For “in-time” applications submitted on or after 26 January 2023, employers will be able to complete RTW checks via the employee’s e-Visa digital profile. This obviates the need for employers to obtain Positive Verification Notices via the Employer Checking Service. The scheme does not currently apply to those submitting applications on non-digital routes or for those with visas issued under the EU Settlement Scheme.
Applicants will no longer be able to rely on time spent as a visitor, short-term student or seasonal worker to count towards the continuous 10 year period required under the Long Residence provisions. Essentially, time spent on a UK visa category allowing for a maximum grant of permission of 12 months and where switching immigration category from within the UK is generally not allowed, this time spent in the UK will not count towards the relevant 10 year qualifying period.
Once fully rolled out, ETA will significantly change the current immigration landscape, particularly for non-visa nationals, adding a layer of bureaucracy and as yet unspecified cost.
ETA is not a visa – it is a digital travel authorisation, similar to the systems used in other countries such as the USA and Canada. ETA will be electronically linked to the individual’s passport and generally issued for a maximum 2 year period. It will need to be in place prior to any intended travel to the UK, without which individuals will not be able to board their international transport.
The scheme will initially be rolled out for:
Although as yet unspecified, ETA will be rolled out for all nationalities including EU (not Irish) nationals, during 2024. Individuals entering the UK under the ETA will still be subject to the same restrictions which currently apply to all visitors under the UK Immigration Rules.
If you have any questions or would like advice on any of the issues raised here, please get in touch with your usual Clyde & Co contact.