London Chamber of Commerce and Industry s Response to UKBA s Consultation on Employment-related settlement, Tier 5 and Domestic Workers

Size: px
Start display at page:

Download "London Chamber of Commerce and Industry s Response to UKBA s Consultation on Employment-related settlement, Tier 5 and Domestic Workers"

Transcription

1 London Chamber of Commerce and Industry s Response to UKBA s Consultation on Employment-related settlement, Tier 5 and Domestic Workers London Chamber of Commerce and Industry (LCCI) is the capital s largest and most representative business organisation, with some 2,500 members across Greater London, ranging in size from multi-national companies to SMEs and sole traders. LCCI has contributed on a number of occasions to consultations published by both the Migration Advisory Committee (MAC) and UK Border Agency (UKBA) and welcomes this latest call for evidence. LCCI continues to understand the political pressures around migration, however, LCCI is extremely concerned about the lack of flexibility inherent in the caps implemented in April 2011 which may have a detrimental effect on London s competitiveness and productivity. Furthermore the government s decision to limit the number of Tier 2 non-eu migrants to 21,700 a year (and a further monthly limit) was an unwelcome surprise which could deprive London of some of the best and brightest professionals in the world. LCCI is calling on the government to implement an immigration system that minimises damage to London based firms. For this to happen, LCCI feels a reversal of the arbitrary caps that were implemented in April 2011 is necessary. The proposed reforms for settlement will again impact on the capital s firms. It is in this capacity that LCCI is responding to this consultation, outlining the views of our member businesses below. Attracting the best and brightest LCCI welcomes the government s introduction of an exceptional talent route in order to attract highly skilled individuals to the UK. However many highly skilled workers will be unable to apply for this route (which has a limit of 1000 places, and individuals must be nominated by one of only four professional bodies). The government must realise that in order to attract the most talented workers, and for the capital to remain a global competitor, then the current caps on Tier 2 non-eu migration must be reversed. Furthermore, defining Tier 2 as temporary will simply deter skilled migrant workers from coming to work in the capital in the first instance. Those workers with a family, for example, will be particularly discouraged from working in London under what will be deemed a temporary route, damaging the UK s reputation as open for business. Businesses must have access to the best talent available. LCCI is aware of the need to tackle the current skills shortage within the UK and to look at where skills shortages lie within London;

2 however, this is essentially a long-term task. In order to remain competitive, firms must be able to recruit from overseas. For example, the UK is a world leader in terms of its education industry and the capital is seen as a high quality research centre. In order to remain internationally competitive and to retain the best international academics, the government must take a more flexible approach to the length of time Tier 2 migrant workers can stay in the UK. For some businesses in certain industries, there is no longer a route through which they can recruit the necessary highly skilled workers for the job. Speaking about a client, one LCCI member said that an international fine dining restaurant is currently struggling to bring over highly skilled head chefs to work in their London restaurants. Although head chefs are on the shortage list, some do not have the required level of English proficiency to come to the UK under Tier 2 (General). Furthermore they cannot come and work in the UK via the Intra- Company Transfer route as chefs are not graduate level occupations. There is therefore a gap in the hospitality sector for highly skilled workers to come to the capital. London is a renowned cosmopolitan city and is known for its strong cultural mix, however the current immigration system and the continual reforms is not relaying this image to the rest of the world. The government are right to say they want the best and brightest to come to the UK but the current system and new proposals do not allow the most talented workers within each sector to fill vacancies in the UK. One LCCI member that runs a hotel and conference centre in the capital also raised the issue of certain sectors being overlooked such as hospitality and leisure. General hospitality occupations are not defined by UKBA and the government as skilled however high level management is very much a skilled profession and expectations from customers are high. Some businesses are concerned with the government and UKBA s definition of highly skilled and would like to see the term redefined in order to allow the most qualified people within each sector to work in the UK. Businesses also voiced their concerns about the government introducing reforms too hastily. One LCCI member spoke of a firm within the aviation industry that had recruited a senior figure which was initially granted under the visa airport-based operation ground staff on an overseasowned airline. This was a specialised visa that was withdrawn on 27 November The only way to extend this visa was to transfer to Tier 2 (General), as Tier 2 (ICT) was not available to them. However, there were no means to extend the migrant s visa during the transition period (July 2010 to April 2011) as the regulations simply failed to consider extensions to ground staff visas. The regulations overlooked this category of skilled migrant workers. There are anxieties within the business community that examples such as these will surface again as the government introduces more and more reforms. Allowing settlement to be an option Although settlement is not always the number one priority for business when deciding whether to recruit overseas workers, denying this option in its entirety will make it more difficult for firms to attract the most talented migrants that the government is eager to encourage to the UK. There is still a significant proportion of businesses that look at the option of settlement when deciding to accept a job offer within the UK. Although an employer may bring over a migrant worker with the initial plan being for them to stay for the maximum period before returning, circumstances may change. Developments and growth within the business or accelerated career progression from the worker may lead to the worker applying for settlement. Highly skilled migrant workers often bring overseas knowledge and expertise to the capital. In order to maintain this growth and potential expansion of an organisation, it may be appropriate for them

3 to apply for settlement. Furthermore, some overseas workers will be deterred from entering the UK, if after five years they are not granted some form of status, such as the ability to settle. LCCI feel that restricting the ability of skilled and highly skilled migrants to permanently settle in the UK creates a wide range of uncertainties surrounding recruitment and expansion plans for the capital s businesses. Removing the option to settle makes it harder for businesses to make meaningful investment in overseas staff. This consequently has negative impacts on businesses growth and expansion plans at a time when it is essential for firms to grow to recover from the current economic climate. Furthermore, the government s proposals on implementation - to bring in changes to migrants who have come to the UK since April will create further uncertainty among employers and employees alike as to what reforms apply to them. Uncertainty is a major concern among businesses of all sizes. Although some projects and work streams are short-term, many continue into the medium or long-term and may require workers to come to the UK for more than five years. The proposals will make it difficult for firms to plan ahead and will hamper their decision-making processes. For example, many firms bring over senior officials under Tier 2 (General). After three of four years, these workers gain expertise in their organisation. Businesses feel that it is not productive to send someone back after five (or three) years when they have gained extensive knowledge within a company, to then have to recruit another worker from overseas to re-train again. A commercial law firm based in the capital has a number of clients who bring over senior officials to manage more than one project although some workers will be bought over for short term projects, the most qualified senior figures who are good project managers need the flexibility to stay longer if required. Moreover, the proposed reforms will simply deter highly skilled migrants from coming to the UK altogether. Highly skilled workers are often recruited to fulfil a specialist role that means that new business, investment and jobs that support those skilled jobs follow, thus expanding the labour market. The view that migrant workers are displacing domestic workers is somewhat short sighted given the serious skills shortages in both the capital and the rest of the UK. For some firms, the right skill set is not available domestically and for that reason they must recruit from overseas. Restrictions on settlement will affect the competitive ability of businesses to recruit the best talent even further. Need for flexibility LCCI is calling for greater flexibility on the length of time migrant workers under Tier 2 (General) can stay in the UK. As mentioned above, any arbitrary cap may lead to businesses losing skilled migrants half way through a project. A more flexible approach would allow firms to ensure the best people can remain in the UK. Migrant workers substantially boost the London economy. A 2009 LCCI survey of business leaders found that 65 per cent of companies say that on balance immigration has a positive effect on London s economy. It also showed that seven in ten London firms believe the capital would be less competitive without migrant workers. Essentially, by capping the maximum stay at five years, the government is cutting off further contributions that can be made to the economy, at a time when it is very much needed. The proposals suggest the possibility of creating a new category for exceptional Tier 2 (General) migrants to switch and apply for settlement. If the government is to go ahead with the proposals

4 to make Tier 2 a temporary route, then they must create this route to allow Tier 2 migrants to apply for settlement. However LCCI is concerned about the government s use of exceptional, how this will be defined and what criteria will be set. The consultation proposes a robust selection criteria as well as a limit on the number of migrants allowed to switch. However LCCI believe there should not be any limit or cap on the number of Tier 2 migrants who wish to switch and apply for settlement. The government will also need to think carefully about the selection process. The newly introduced exceptional talent route has a limit of 1000 places per year and prospective applicants are to be put forward by The Royal Society, Arts Council England, The Royal Academy of Engineering or the British Academy. If the government put in place a similar selection process and limit, then London will undoubtedly lose its international competitive edge. Any selection process should be clear and coherent whilst allowing employers to demonstrate the capabilities of their employee and the contribution that individual makes to their business and the UK economy. The proposed five years or possible three year limit will also affect businesses turnover. Firms want to retain staff and a high turnover of employees inevitably has a negative impact on an organisation. Any set limit will automatically increase a business s turnover rate and may impact the productivity of that organisation. Impacts of caps to Tier 1 and Tier 2 must be considered first The new proposals will significantly reduce London and the UK s international competitiveness. The current complexities surrounding Tier 2 migration have prevented some companies from recruiting altogether. Others say they spend much of the recruitment process on the UKBA website looking to seek information on what the immigration system s rules and regulations are following the changes implemented in April Speaking on behalf of their clients, a Londonbased solicitor, said that there have been so many changes to the UK s immigration system in recent years that for some companies it is becoming less and less viable to employ a migrant worker, despite demand remaining the capital s labour market. The arbitrary caps to Tier 2 non-eu migrants introduced in April 2011 will undoubtedly have significant impacts on London s competitiveness. Businesses are still struggling to understand the new reforms and adhere to new regulations. Moreover, the government is yet to assess the impacts these caps have had on business and the UK economy overall. LCCI feel that the current Tier 2 route is far too complex, bureaucratic and burdensome on employers. There is a need to immediately address these real and on-going issues before additional reforms are made to the UK immigration system. Referring to the proposal to retrospectively implement the changes to those entering the UK since April 2011, a professional business network, within LCCI membership, highlighted the need for firms to know of the changes prior to implementations, in order for businesses to carry out full risk assessments as well as plan for the future. The retrospective way that the proposed changes will be applied make it difficult for businesses to determine how long employees are entitled to stay in the UK. Therefore LCCI propose that the government does not make any additional changes to Tier 1 or Tier 2, including defining them as either temporary or permanent until a full assessment has been made of the caps introduced in April At the earliest, the government should not look at making any reforms to the immigration system until April 2012 and not until the Migration Advisory Committee has been commissioned and completed a report on the impacts of the caps on the UK economy. LCCI is calling on the government to take this into careful consideration before going forward with additional immigration reforms.

5 Tier 2 is currently running under half of its capacity. This makes it likely that the government will cut the numbers again in April However the government and UKBA must consider that these low figures are due to the complexity and lack of understanding among the business community as to how to bring a worker to the UK under the newly reformed Tier 2 route. Therefore the impacts of the caps may not be seen this year but will undoubtedly be felt in the upcoming years. Furthermore the lower number of migrants coming to the UK under this route is likely to be due to the continued fallout from the recession making firms less likely to recruit. When the economy begins to pick up and grow again, businesses will be creating new jobs. Although many firms will recruit within the resident workforce, some may need to source labour from overseas; additional caps will prevent firms from hiring the best people for the job. For example, many Indian IT companies recruit workers under Tier 2. Although in some cases the value of migrant workers still outweighs the costs and complexities of obtaining a visa for them, some firms have told LCCI that they have not recruited migrants from India, who are best for the job, in order to escape the burdensome processes and strict criteria that now apply to Tier 2 migrant workers. It is for this reason that Tier 2 is currently running under capacity. UK immigration system should be seen as a competitive factor Having focused predominantly on proposals of settlement and limiting the maximum stay to five years, LCCI believe there is also a need to address the possible impacts of requiring dependents to have set English language proficiency. LCCI is somewhat thrown by the idea that the proposed changes would require dependents of skilled migrants to pass an English proficiency test. To LCCI knowledge, there are no other globally competitive countries that require such a criterion from a dependent. The proposal for a certain level of English proficiency for dependents will, among others, particularly impact Indian IT companies. Although some spouses and dependents do have a strong level of English, not all dependents will have to the standard proposed by UKBA. Therefore, LCCI proposes that the government scrap any English requirement for dependents. If the government go ahead with this proposal then this will discriminate against those workers with dependents. This will not only foster an environment of unequal treatment, but also mean the potential loss in economic rewards associated with them, such as private schools and housing. UKBA must also take into consideration that obtaining any visa in the first instance is a commitment from both the employer and migrant worker. Obtaining a visa is often a difficult and lengthy process, especially in terms of securing sponsorship and firms can be penalised for minor mistakes. Moreover, routine audits by UKBA require a substantial amount of time and resources for a firm. An LCCI member told how a major financial institution was audited recently, which required a great deal of preparation time and resources to ensure that they had all the necessary information available for the UKBA. This reputable institution sponsors thousands of migrants under Tier 2, and has a 99.9 per cent compliance rate however a small technicality for that 0.1 per cent was enough for UKBA to issue a penalty. UKBA must understand the time and resources dedicated by a sponsor during an audit and that changes to rules and regulations and lack of clarity burdens businesses further. Businesses need clear sight of the future. The government cannot expect businesses to make investments in people if the future is unclear. Both the government and UKBA must also take into account the time and resources employers spend on complying with the ever-changing rules and regulations around obtaining visas. Moreover, the cost of obtaining a UK visa is expensive especially for those SMEs who are

6 licensed sponsors. Reforms to the system have significant financial impacts for small businesses. London is a renowned financial hub and UKBA sometimes focuses on this industry when determining salary-based criteria for allowing migrants into the UK, and to settle in the UK. However there are certain industries and sectors that struggle to meet current salary criteria. UKBA continues to increase the minimum salary, which can be an issue for those within sectors such as engineering, IT and pharmaceuticals. The government must not forget that some migrant workers have vital supporting roles, which may not meet the minimum salary requirements. This is also true for the technology sector. The government want the UK and London in particular to become more involved in the hi-tech industry especially in East London; however migration regulations will prevent essential migrants in this sector from coming to the UK. LCCI members have also raised concerns on the impact continual changes to the UK immigration system will have on inward investment. A solicitors based in the capital said that some international clients had raised concerns about setting up in the UK. Although the government introduced the new Tier 1 route, it is the changes to the system that are still deterring both investment from international companies into the capital and potential entrepreneurs from setting up in London. Furthermore, we have already heard from some members that difficulties are also arising under the Tier 1 (Entrepreneur) route. For example applying for an extension can be onerous and some firms are struggling to meet the strict extension requirements, particularly in the current economic climate. Conclusion Businesses understand that the changed economic and political climate in recent years has bought about new changes; however retaining regulatory certainty is critical for the capital s firms to plan for the future and grow. Radical reforms to Tier 1 and Tier 2 non-eu migration have already heavily burdened businesses and restricted their ability to recruit the best possible workers. The coalition government has pledged to reduce net migration; however growth and job creation should remain the prime focus. In order to remain globally competitive, businesses must have access to the best pool of talent so that firms can prosper and lead the way to a full economic recovery. If you would like to discuss this matter further from a business community perspective, please do not hesitate to contact me at hhill@londonchamber.co.uk or on (0) Yours sincerely Dr Helen Hill Director of Policy and Public Affairs

London Chamber of Commerce and Industry Response to UK Border Agency (UKBA) Consultation on Limits on Non-EU Economic Migration

London Chamber of Commerce and Industry Response to UK Border Agency (UKBA) Consultation on Limits on Non-EU Economic Migration London Chamber of Commerce and Industry Response to UK Border Agency (UKBA) Consultation on Limits on Non-EU Economic Migration Introduction The London Chamber of Commerce and Industry (LCCI) is the capital

More information

EEF response to Review of Balance of Competences: Free Movement of Persons

EEF response to Review of Balance of Competences: Free Movement of Persons EEF response to Review of Balance of Competences: Free Movement of Persons Overview 1. EEF, the manufacturers organisation, is the voice of manufacturing in the UK, representing all aspects of the manufacturing

More information

International Recruitment 2015. International Recruitment 2015. International Recruitment 2015 1

International Recruitment 2015. International Recruitment 2015. International Recruitment 2015 1 International Recruitment 2015 International Recruitment 2015 International Recruitment 2015 1 Contents Executive summary 1 The UK nursing labour market 1 Recruitment 1 International recruitment 2 Retention

More information

Routes to settlement in the UK in the light of the changes introduced into the Immigration Rules in April 2012

Routes to settlement in the UK in the light of the changes introduced into the Immigration Rules in April 2012 Routes to settlement in the UK in the light of the changes introduced into the Immigration Rules in April 2012 Topics of the presentation Working in the UK on completion of studies after closure of PSW

More information

Senior care workers and immigration

Senior care workers and immigration Law Centre (NI) Information Briefing This briefing was compiled for an advice and training session for UNISON members. Senior care workers and immigration Changes to Tier 2 of the Points Based system The

More information

April 2014. Changes To Tier 2 Policy: An Immigration Update

April 2014. Changes To Tier 2 Policy: An Immigration Update April 2014 Changes To Tier 2 Policy: An Immigration Update Your Fragomen Team & Contacts Nadine Goldfoot Partner NGoldfoot@fragomen.com Natasha Catterson Senior Manager (Solicitor) NCatterson@fragomen.com

More information

International Students A Guide for Employers. Recruiting International Graduates

International Students A Guide for Employers. Recruiting International Graduates International Students A Guide for Employers Recruiting International Graduates At PricewaterhouseCoopers LLP (PwC) we are not just looking for one type of person but for those from many different backgrounds

More information

Tier 2 the noose continues to

Tier 2 the noose continues to magrath LLP Tier 2 the noose continues to tighten As part of a continuing drive to tighten the rules around sponsorship of foreign nationals and the ability of those nationals to settle permanently in

More information

Worlds Apart. Making the immigration system work for London businesses

Worlds Apart. Making the immigration system work for London businesses Worlds Apart Making the immigration system work for London businesses July 2015 Immigration and The uk political landscape Net migration is at its highest level in ten years. 641,000 people moved to the

More information

Briefing Note. Obtaining a Sponsorship Licence

Briefing Note. Obtaining a Sponsorship Licence Briefing Note Obtaining a Sponsorship Licence September 2008 Becoming a Sponsor under the Points Based System The UK s immigration rules have been radically overhauled by the Home Office. Out have gone

More information

Call for Evidence. Partial review of the Shortage Occupation List: Nurses. Migration Advisory Committee

Call for Evidence. Partial review of the Shortage Occupation List: Nurses. Migration Advisory Committee Call for Evidence Partial review of the Shortage Occupation List: Nurses Migration Advisory Committee November 2015 Migration Advisory Committee, 3rd Floor, Seacole Building, 2 Marsham Street, London,

More information

Accountancy & Finance Salary Guide 2015 www.sigmar.ie

Accountancy & Finance Salary Guide 2015 www.sigmar.ie www.sigmar.ie Accountancy & Finance Salary Guide 2015 Sigmar Recruitment Sigmar Recruitment, established 2002, is a leading Irish recruitment services company with 15 specialist divisions across the entire

More information

Immigration Law Update

Immigration Law Update Immigration Law Update Summer 2015 Contents: Key changes Health surcharge Marriage and civil partnership Banking Illegal working Right to rent checks Current Immigration Options Investors Entrepreneurs

More information

HR MANAGERS INTRODUCTION TO UK IMMIGRATION COMPLIANCE

HR MANAGERS INTRODUCTION TO UK IMMIGRATION COMPLIANCE HR MANAGERS INTRODUCTION TO UK IMMIGRATION COMPLIANCE SR3200 Introduction This paper is aimed at guiding HR Managers through the Tier 2 (ICT) and (General) Points Based System (PBS) application process

More information

EMPLOYING A CROATIAN NATIONAL IN THE UK

EMPLOYING A CROATIAN NATIONAL IN THE UK EMPLOYING A CROATIAN NATIONAL IN THE UK What is this leaflet about? This leaflet explains what employers need to do in order to legally employ a Croatian national from 1 July 2013. Issues covered include

More information

Call for Evidence. The economic impact of the Tier 1 (Entrepreneur) route. Migration Advisory Committee

Call for Evidence. The economic impact of the Tier 1 (Entrepreneur) route. Migration Advisory Committee Call for Evidence The economic impact of the Tier 1 (Entrepreneur) route Migration Advisory Committee March 2015 Migration Advisory Committee, 3rd Floor, Seacole Building, 2 Marsham Street, London, SW1P

More information

IMPLEMENTATION OF LABOUR MARKET TESTING IN THE STANDARD TEMPORARY WORK (SKILLED) (SUBCLASS 457) VISA PROGRAM. Response from AIIA

IMPLEMENTATION OF LABOUR MARKET TESTING IN THE STANDARD TEMPORARY WORK (SKILLED) (SUBCLASS 457) VISA PROGRAM. Response from AIIA IMPLEMENTATION OF LABOUR MARKET TESTING IN THE STANDARD TEMPORARY WORK (SKILLED) (SUBCLASS 457) VISA PROGRAM Response from AIIA AUGUST 2013 INTRODUCTION The Australian Information Industry Association

More information

Public Bill Committee on the Immigration Bill Universities UK written evidence November 2013

Public Bill Committee on the Immigration Bill Universities UK written evidence November 2013 Public Bill Committee on the Immigration Bill Universities UK written evidence November 2013 Summary 1. Universities UK, which represents university vice-chancellors, is concerned about provisions in the

More information

Immigration Guidance. Working in the UK after your studies. Tier 4 (General) Students moving to Tier 2 (General)

Immigration Guidance. Working in the UK after your studies. Tier 4 (General) Students moving to Tier 2 (General) Immigration Guidance Working in the UK after your studies Tier 4 (General) Students moving to Tier 2 (General) For students on a Tier 4 General visa moving to Tier 2 (General) visa to work in the UK after

More information

Developing The College of Social Work

Developing The College of Social Work Research, Policy and Planning (2010) 28(2), 129-137 Developing The College of Social Work Dorit Braun 1 and Bridget Robb 2 1 Social Care Institute for Excellence (SCIE) 2 British Association of Social

More information

OUR FUTURE TOGETHER. New Zealand Settlement Strategy

OUR FUTURE TOGETHER. New Zealand Settlement Strategy OUR FUTURE TOGETHER New Zealand Settlement Strategy Foreword Over the last 20 years, the world has changed there is more competition for skills, more risks at the border and people are more mobile. These

More information

Review of the Migration Occupations in Demand List. Issues Paper No.1, 1 August 2009. Australian Nursing Federation

Review of the Migration Occupations in Demand List. Issues Paper No.1, 1 August 2009. Australian Nursing Federation Review of the Migration Occupations in Demand List Issues Paper No.1, 1 August 2009. Australian Nursing Federation Level 1, 365 Queen Street, Melbourne VIC 3000 P: 03-9602 8500 F: 03-9602 8567 E: industrial@anf.org.au

More information

Recruiting international students: A guide for employers. Our students. Your future. Careers Service www.imperial.ac.uk/careers

Recruiting international students: A guide for employers. Our students. Your future. Careers Service www.imperial.ac.uk/careers Recruiting international students: A guide for employers Our students. Your future. Careers Service www.imperial.ac.uk/careers Imperial College London attracts some of the best and most talented students

More information

Post-study Working Visas for International Students for Manchester Metropolitan University 5 th June 2013

Post-study Working Visas for International Students for Manchester Metropolitan University 5 th June 2013 Post-study Working Visas for International Students for Manchester Metropolitan University 5 th June 2013 Presented by Nicky Dean, Immigration Solicitor TIER 2 (GENERAL) Route for skilled workers to do

More information

NMI Report. For. Migration Advisory Committee Tier 2 Consultation. Dr Derek Boyd Chief Executive. 25 th Sept 2015

NMI Report. For. Migration Advisory Committee Tier 2 Consultation. Dr Derek Boyd Chief Executive. 25 th Sept 2015 NMI Report For Migration Advisory Committee Tier 2 Consultation Dr Derek Boyd Chief Executive 25 th Sept 2015 NMI wishes to acknowledge the support of Neil Dickins and his team at IC Resources in responding

More information

Job Market Trends. General Trends. Some general changes in the workforce include the following:

Job Market Trends. General Trends. Some general changes in the workforce include the following: Job Market Trends Are you thinking about future employment? If so, you will probably have questions about employment market trends and where future job opportunities will be. This leaflet will briefly

More information

Managing gaps in medical staff cover - an operational framework for employers

Managing gaps in medical staff cover - an operational framework for employers Managing gaps in medical staff cover - an operational framework for employers This framework is designed to assist employers in making appropriate arrangements to ensure adequate medical cover, and the

More information

STATEMENT OF INTENT: CHANGES AFFECTING STUDY, POST-STUDY WORK AND MAINTENANCE REQUIREMENTS FOR STUDENTS AND WORKERS. February 2012

STATEMENT OF INTENT: CHANGES AFFECTING STUDY, POST-STUDY WORK AND MAINTENANCE REQUIREMENTS FOR STUDENTS AND WORKERS. February 2012 STATEMENT OF INTENT: CHANGES AFFECTING STUDY, POST-STUDY WORK AND MAINTENANCE REQUIREMENTS FOR STUDENTS AND WORKERS February 2012 Contents Introduction...3 Interim limit...4 Maximum time in Tier 4 at degree

More information

Family Migration Inquiry

Family Migration Inquiry Joint Council for the Welfare of Immigrants Written Submission (2013) Family Migration Inquiry APPG on Migration Page 1 of 6 RESPONSE BY JOINT COUNCIL FOR THE WELFARE OF IMMIGRANTS TO THE ALL PARTY PARLIAMENTARY

More information

DOCTORATE EXTENSION SCHEME OVERVIEW AND FREQUENTLY ASKED QUESTIONS

DOCTORATE EXTENSION SCHEME OVERVIEW AND FREQUENTLY ASKED QUESTIONS 1 DOCTORATE EXTENSION SCHEME OVERVIEW AND FREQUENTLY ASKED QUESTIONS 28 March 2013 DOCTORATE EXTENSION SCHEME OVERVIEW AND FREQUENTLY ASKED QUESTIONS From 6 April 2013, students completing a PhD or other

More information

HIRING,EMPLOYING & DISMISSING MIGRANT WORKERS - THE ESSENTIALS FOR UK HR

HIRING,EMPLOYING & DISMISSING MIGRANT WORKERS - THE ESSENTIALS FOR UK HR HIRING,EMPLOYING & DISMISSING MIGRANT WORKERS - THE ESSENTIALS FOR UK HR 28 February 2013 Rose Carey Head of Immigration Anne-Marie Balfour Senior Solicitor, Employment Rose Carey Rose Carey Partner &

More information

Q1 2016 CAPITAL 500: QUARTERLY ECONOMIC SURVEY

Q1 2016 CAPITAL 500: QUARTERLY ECONOMIC SURVEY Q1 21 CAPITAL 5: QUARTERLY ECONOMIC SURVEY January March 21 LCCI COMMENTARY THE BUSINESS VIEW Our revamped Quarterly Economic Survey Capital 5 is now two years old, with eight s of data allowing us to

More information

IMMIGRATION LAW UPDATE 2015

IMMIGRATION LAW UPDATE 2015 IMMIGRATION LAW UPDATE 2015 Doyle Clayton and GCS Seminar An update on UK Immigration Law Changes in 2015 1 July 2015, Reading Owen Jones, Partner and Head of Business Immigration Anita Pali, Associate

More information

Migration Advisory Committee 3rd Floor Seacole Building 2 Marsham Street London SW1P 4DF

Migration Advisory Committee 3rd Floor Seacole Building 2 Marsham Street London SW1P 4DF Migration Advisory Committee 3rd Floor Seacole Building 2 Marsham Street London SW1P 4DF From the Physical Secretary and Vice-President Professor Alexander Halliday FRS, and the Foreign Secretary and Vice-President

More information

A guide for employers recruiting international students and graduates

A guide for employers recruiting international students and graduates We need international students and graduates to help us exploit overseas market opportunities, we need an international mindset. Recruitment manager of a large consumer product company Crown Copyright

More information

Your immigration newsletter

Your immigration newsletter www.pwclegal.co.uk Your immigration newsletter October 2013 Statement of changes to the Immigration Rules On 6 September 2013, the Government laid before Parliament a set of proposed changes to the Immigration

More information

TIER 2 Version 11/15. Tier 2 of the Points Based System Policy Guidance

TIER 2 Version 11/15. Tier 2 of the Points Based System Policy Guidance TIER 2 Version 11/15 Tier 2 of the Points Based System Policy Guidance This guidance is to be used for all Tier 2 applications made on or after 19 November 2015 CONTENTS Contents PART 1: INTRODUCTION...

More information

Guide to the 457 Program. May 2012

Guide to the 457 Program. May 2012 Guide to the 457 Program May 2012 Background information Introduction Australia has a number of skilled migration programs each with a different aim and purpose. The 457 visa program is the simplest and

More information

London Demands The business agenda for General Election 2015

London Demands The business agenda for General Election 2015 London Demands The business agenda for General Election 2015 London Chamber of Commerce and Industry (LCCI) is the capital s most representative business organisation with members ranging from small and

More information

Project Agreements. Information for employers requesting a project labour agreement May 2015

Project Agreements. Information for employers requesting a project labour agreement May 2015 Project Agreements Information for employers requesting a project labour agreement May 2015 Table of Contents What is a project agreement?... 4 What is a labour agreement... 5 Duration of a labour agreement...

More information

A Labour Agreement allows an employer to recruit skilled overseas workers for occupations approved under the agreement.

A Labour Agreement allows an employer to recruit skilled overseas workers for occupations approved under the agreement. 1 Labour Agreement information A Labour Agreement is a formal arrangement negotiated between an employer and the Australian Government and will only be considered where a genuine skills shortage exists

More information

Maximising employment opportunities in a changing NHS

Maximising employment opportunities in a changing NHS Briefing The NHS is changing and the NHS workforce is changing with it. The NHS is no longer experiencing either the workforce shortages of the 1980s and 90s, or the rapid growth in workforce numbers initiated

More information

Building towards solid growth

Building towards solid growth Business Factors Index Q3 2014 Building towards solid growth Issue 10 Business Factors Index Issue 10 Q3 2014 Page 2 A changing environment David Postings UK CEO, Bibby Financial Services 140 130 Q1 Q2

More information

immigration helping to make the most of your new opportunities

immigration helping to make the most of your new opportunities immigration helping to make the most of your new opportunities Did you know? In 2014, the UK attracted the highest number of foreign direct investment projects in Europe 1 1 in 7 (14%) of all UK companies

More information

Call for Evidence. Review of Tier 2. Migration Advisory Committee

Call for Evidence. Review of Tier 2. Migration Advisory Committee Call for Evidence Review of Tier 2 Migration Advisory Committee July 2015 Migration Advisory Committee, 3rd Floor, Seacole Building, 2 Marsham Street, London, SW1P 4DF https://www.gov.uk/government/organisations/migration-advisory-committee

More information

Economic impacts of immigration to the UK

Economic impacts of immigration to the UK Economics: MW 235 Summary The impact of immigration into the UK on GDP per head a key measure of prosperity - is essentially negligible. There is tentative evidence to show that immigration of non-eu workers

More information

Guide to the 457 Program for the Tourism and Hospitality Industries. November 2011

Guide to the 457 Program for the Tourism and Hospitality Industries. November 2011 Guide to the 457 Program for the Tourism and Hospitality Industries November 2011 2 Background information Introduction Australia has a number of skilled migration programs each with a different aim and

More information

SUBMISSION TO DEPARTMENT OF INDUSTRY ON THE ENERGY WHITE PAPER ISSUES PAPER

SUBMISSION TO DEPARTMENT OF INDUSTRY ON THE ENERGY WHITE PAPER ISSUES PAPER SUBMISSION TO DEPARTMENT OF INDUSTRY ON THE ENERGY WHITE PAPER ISSUES PAPER u CHAMBER OF COMMERCE AND INDUSTRY QUEENSLAND SUBMISSION 7 February 2014 1 Chamber of Commerce & Industry Queensland The Chamber

More information

Department of Immigration and Border Protection. 457 Integrity Review: Training Fund Contribution. Submission of

Department of Immigration and Border Protection. 457 Integrity Review: Training Fund Contribution. Submission of Department of Immigration and Border Protection 457 Integrity Review: Training Fund Contribution Submission of Recruitment and Consulting Services Association (RCSA) August 2015 Recruitment & Consulting

More information

Immigration guide for employers

Immigration guide for employers IMMIGRATION Immigration guide for employers April 2013 Immigration Guide for Employers - April 2013 1 IMMIGRATION GUIDE FOR EMPLOYERS This guide will help you decide the right category for workers you

More information

Employer Guide to Apprenticeships

Employer Guide to Apprenticeships Employer Guide to Apprenticeships Shelley Thompson, Training Manager Angels The Costumiers 2 Employer Guide to Apprenticeships About us The National Apprenticeship Service supports the delivery of apprenticeships

More information

redefining financial recruitment salary survey 2016

redefining financial recruitment salary survey 2016 redefining financial recruitment salary survey 2016 INTRODUCtion & background It is no surprise that this phenomenal escalation in demand for finance professionals both part and fully qualified has intensified

More information

The National Conference of State Legislatures (NCSL) recognizes the challenges facing our

The National Conference of State Legislatures (NCSL) recognizes the challenges facing our Immigration Official Policy The National Conference of State Legislatures (NCSL) recognizes the challenges facing our country in matters related to immigration. Federal immigration policy must strike a

More information

Changes in Immigration Rules affecting Tier 2 (General)

Changes in Immigration Rules affecting Tier 2 (General) Changes in Immigration Rules affecting Tier 2 (General) 1. These notes accompany a presentation and discussion at a meeting of Kanlungan on Saturday, 26 th May 2012. 2. In 2011, the Government conducted

More information

Glasgow Caledonian University UKBS Points Based Sytem: Tier 4 Briefing Document for Staff

Glasgow Caledonian University UKBS Points Based Sytem: Tier 4 Briefing Document for Staff Glasgow Caledonian University UKBS Points Based Sytem: Tier 4 Briefing Document for Staff This is a Web Document. The Policy and Regulations governing Tier 4 sponsorship are revised and updated regularly

More information

REPORT. Potential Implications of Admission Criteria for EU Nationals Coming to the UK. www.migrationobservatory.ox.ac.uk

REPORT. Potential Implications of Admission Criteria for EU Nationals Coming to the UK. www.migrationobservatory.ox.ac.uk REPORT Potential Implications of Admission Criteria for EU Nationals Coming to the UK AUTHOR: CARLOS VARGAS-SILVA PUBLISHED: 06/05/2016 www.migrationobservatory.ox.ac.uk Executive Summary In the debate

More information

Re: FEE responds to the public consultation on the Small Business Act

Re: FEE responds to the public consultation on the Small Business Act DG Enterprise and Industry, Unit D.4 SME Policy development and Small Business Act Sent via e-mail: ENTR-SBA@ec.europa.eu 16 December 2014 Re: FEE responds to the public consultation on the Small Business

More information

Subject specialist teaching in the sciences: definitions, targets and data

Subject specialist teaching in the sciences: definitions, targets and data Subject specialist teaching in the sciences: definitions, targets and data 1. OVERVIEW 1. The SCORE member organisations have considered three issues related to specialist teaching in the school sciences

More information

Post-study Working Visas for International Students for Salford University June 18 th 2013. Presented by Nicky Dean, Immigration Solicitor

Post-study Working Visas for International Students for Salford University June 18 th 2013. Presented by Nicky Dean, Immigration Solicitor Post-study Working Visas for International Students for Salford University June 18 th 2013 Presented by Nicky Dean, Immigration Solicitor Ways to Post Study Working Visas Several different ways to get

More information

Legal Private Practice Market Report & Salary Survey 2012/2013 Hong Kong

Legal Private Practice Market Report & Salary Survey 2012/2013 Hong Kong Legal Private Practice Market Report & Salary Survey 2012/2013 Hong Kong Introduction Welcome to the Taylor Root Hong Kong Private Practice market report for 2012/2013. Our report includes an appraisal

More information

Immigration guide for employers JULY 2011

Immigration guide for employers JULY 2011 DEPARTMENT OF LABOUR IMMIGRATION Immigration guide for employers JULY 2011 1 IMMIGRATION GUIDE FOR EMPLOYERS This guide will help you decide the right category for workers you may need to support through

More information

Symposium report. The recruitment and retention of nurses in adult social care

Symposium report. The recruitment and retention of nurses in adult social care Symposium report The recruitment and retention of nurses in adult social care Overview 1. Social care employers providing nursing care services have been raising concerns about nursing recruitment and

More information

RECRUITMENT OF HIGHLY SKILLED LABOUR ABROAD OECD COUNTRIES THE PRACTICE OF SELECTED. DICE Reports

RECRUITMENT OF HIGHLY SKILLED LABOUR ABROAD OECD COUNTRIES THE PRACTICE OF SELECTED. DICE Reports RECRUITMENT OF HIGHLY SKILLED LABOUR ABROAD THE PRACTICE OF SELECTED OECD COUNTRIES The dynamic development of the information technology industry has led to bottlenecks in the labour market for highly

More information

E: Business support and access to finance

E: Business support and access to finance E: Business support and access to finance 41 The North East Local Enterprise Partnership area benefits from a committed workforce, a good business environment and a competitive cost base. However, the

More information

UNIVERSITY OF GREENWICH. Is your management team ready to face the challenges of 21st Century business?

UNIVERSITY OF GREENWICH. Is your management team ready to face the challenges of 21st Century business? Is your management team ready to face the challenges of 21st Century business? Is your management team ready to face the challenges of 21st Century business? 82 % Recent reports indicate that business

More information

Guidance on Sponsorship

Guidance on Sponsorship Guidance on Sponsorship (Recruiting and Employing Non-EEA Nationals under Tier 2 of the UK s Points Based System) Human Resources 1 Introduction 1.1 These guidance notes set out the requirements in place

More information

Russell Group response to the Home Office consultation on regulating migrant access to health services in the UK

Russell Group response to the Home Office consultation on regulating migrant access to health services in the UK Russell Group response to the Home Office consultation on regulating migrant access to health services in the UK 1. Summary We urge the Government not to introduce charges for temporary migrants for access

More information

2010-2011 Migration Program Consultations

2010-2011 Migration Program Consultations 2010-2011 Migration Program Consultations Comments on issues raised during Canberra stakeholder meeting, 13 January 2010 10 February 2010 Contact: Kate Hurford Associate Director Public Policy International

More information

Working in the UK after your studies. Louise Saunderson International Student Support Co-ordinator October 2015

Working in the UK after your studies. Louise Saunderson International Student Support Co-ordinator October 2015 Working in the UK after your studies Louise Saunderson International Student Support Co-ordinator October 2015 Tier 4 (General) visa Once you have completed your studies, you should have 4 months left

More information

How To Retain Engineering Expertise In An Engineering Job

How To Retain Engineering Expertise In An Engineering Job SUBMISSION TO THE INQUIRY INTO POTENTIAL REFORMS OF NATIONAL SECURITY LEGISLATION AUGUST 2012 Institution of Engineers Australia 2012 All rights reserved. Other than brief extracts, no part of this publication

More information

Recruitment Sector. Consultation on prohibiting employment agencies and employment businesses from advertising jobs exclusively in other EEA countries

Recruitment Sector. Consultation on prohibiting employment agencies and employment businesses from advertising jobs exclusively in other EEA countries Recruitment Sector Consultation on prohibiting employment agencies and employment businesses from advertising jobs exclusively in other EEA countries JULY 2014 Contents Contents... 2 Prohibiting employment

More information

Financial services mis-selling: regulation and redress

Financial services mis-selling: regulation and redress Report by the Comptroller and Auditor General Financial Conduct Authority and Financial Ombudsman Service Financial services mis-selling: regulation and redress HC 851 SESSION 2015-16 24 FEBRUARY 2016

More information

Beyond the Cuts Children s charities adapting to austerity

Beyond the Cuts Children s charities adapting to austerity Beyond the Cuts Children s charities adapting to austerity [Blank page] Foreword The children and young people s charity sector works to support some of society s most vulnerable children, young people

More information

NEW JOB - YES, NEW COUNTRY - YES, NEW VISA WAIT, NEW WHAT? Immigration Law Sub-commission. National Report of Canada

NEW JOB - YES, NEW COUNTRY - YES, NEW VISA WAIT, NEW WHAT? Immigration Law Sub-commission. National Report of Canada NEW JOB - YES, NEW COUNTRY - YES, NEW VISA WAIT, NEW WHAT? Immigration Law Sub-commission National Report of Canada Larry Markowitz Redpath Holdings 1155 René-Lévesque Boulevard West, Suite 2500 Montreal,

More information

Please confirm what instructions were given to Tier 4 sponsors in relation to ETS TOEIC. Please specifically confirm if:

Please confirm what instructions were given to Tier 4 sponsors in relation to ETS TOEIC. Please specifically confirm if: Freedom of Information Team Customer Service Operations North East, Yorkshire and the Humber Responder Hub PO Box 3468 Sheffield S3 8WA Hasil Makkar Email: request-212930-0a4679ca@whatdotheyknow.com Fax:

More information

Independent review of 457 visa programme

Independent review of 457 visa programme 5 May 2014 Independent Review Panel Department of Immigration and Border Protection PO BOX 6022 Canberra ACT 2600 Via email to: 457.Integrity.Review@immi.gov.au To whom it may concern Independent review

More information

Re: Simplification of the Tax and National Insurance treatment of termination payments

Re: Simplification of the Tax and National Insurance treatment of termination payments Sarah Radford, Employment Income Policy Team, HMRC, Room 1E/08, 100 Parliament Street, London SW1A 2BQ 16 October 2015 Dear Ms Radford, Re: Simplification of the Tax and National Insurance treatment of

More information

How To Get Back To Work After You Have Been Injured At Work

How To Get Back To Work After You Have Been Injured At Work Information for injured workers Disclaimer This publication may contain work health and safety and workers compensation information. It may include some of your obligations under the various legislations

More information

UK immigration policy outside the EU

UK immigration policy outside the EU European Union: MW 371 Summary 1. This paper outlines a possible immigration system in the event of a British exit from the European Union. Some have claimed that a British exit would not affect net migration,

More information

Review of Collective Measures IoD response to UKCES consultation

Review of Collective Measures IoD response to UKCES consultation Review of Collective Measures IoD response to UKCES consultation Carol Stanfield Senior Research Manager UK Commission for Employment and Skills carol.stanfield@ukces.org.uk 31 July 2009 UK Commission

More information

Contact Centre. Providing Qualified Professionals. Be Well Connected

Contact Centre. Providing Qualified Professionals. Be Well Connected Providing Qualified Professionals About us Our Approach Recruitment Process Compliance Management Information Support Our Clients Contact About us Our specialist contact centre recruitment division has

More information

Advantage HCM for Oil and Gas An affordable workforce management solution for improved corporate performance

Advantage HCM for Oil and Gas An affordable workforce management solution for improved corporate performance Advantage HCM for Oil and Gas An affordable workforce management solution for improved corporate performance Registered 2 Advantage HCM for Oil and Gas The oil and gas workforce challenge Achieving a more

More information

Points Based System Tier 2. Summary Guidance

Points Based System Tier 2. Summary Guidance Points Based System Tier 2 Summary Guidance This document provides a summary of the policy guidance for Tier 2 (Skilled Workers) of the Points Based System (PBS). Tier 2 replaces the current Work Permit

More information

Skilled Occupation List (SOL) 2015-16

Skilled Occupation List (SOL) 2015-16 Skilled Occupation List (SOL) 2015-16 Tracking Code: XVLVD5 Name Individual * Robert Boyd-Boland, CEO Organisation Australian Dental Association What are the industry/industries and ANZSCO occupation/s

More information

trust When you choose an accountant, you need someone you can trust. This trust does not come from a job title - it needs to be earned.

trust When you choose an accountant, you need someone you can trust. This trust does not come from a job title - it needs to be earned. about us trust When you choose an accountant, you need someone you can trust. This trust does not come from a job title - it needs to be earned. At Duncan & Toplis we understand this and our clients trust

More information

Contractors Guide. Introduction. To be or not to be? The pros and cons of contracting

Contractors Guide. Introduction. To be or not to be? The pros and cons of contracting Contractors Guide Introduction Bright Purple is proud to work with a huge network of talented freelance contractors, placing them into roles where they can add real value to our clients, especially within

More information

How To Get A Visa From The Uk

How To Get A Visa From The Uk Visa fees From Entry Clearance Visas Non PBS Applications made outside the UK New 6 th % Increase Visit visa short up to 6 months 115 80 83 4.0% Visit visa - long up to 2 years 115 278 300 8.0% Visit visa

More information

RECRUITING INTERNATIONAL STUDENTS. A Guide for Employers. uel.ac.uk

RECRUITING INTERNATIONAL STUDENTS. A Guide for Employers. uel.ac.uk RECRUITING INTERNATIONAL STUDENTS A Guide for Employers uel.ac.uk ABOUT THE UNIVERSITY OF EAST LONDON The University of East London (UEL) attracts a vibrant and diverse community, with over 26,000 students

More information

Hospitality: driving local economies

Hospitality: driving local economies Hospitality: driving local economies A Report by the British Hospitality Association Presentation by Phil Evans- Head of Strategy, VisitEngland Themes we will be covering What is the BHA? BHA recommendations

More information

Salary Survey 2014. legal talent

Salary Survey 2014. legal talent Salary Survey 2014 legal talent legal talent Welcome to the 2014 edition of enl Legal s annual salary survey. This has been compiled using results gathered from a comprehensive national survey of law firms

More information

Stirling s Economic Strategy A Strategy for Jobs

Stirling s Economic Strategy A Strategy for Jobs Stirling s Economic Strategy A Strategy for Jobs Contents Vision for Stirling s Economy 2 Background 3 Stirling s Economic Development and Support Services 4 Purpose of Stirling s Economic Strategy 6

More information

The State Of The UK IT Recruitment Market

The State Of The UK IT Recruitment Market The State Of The UK IT Recruitment Market www.itjobboard.co.uk T: 020 7307 6300 Report Background The purpose of the report is to summarise the current state of the IT recruitment market in The UK. This

More information

Accountancy Services Taxation Services Bookkeeping services VAT Returns PAYE Returns Company Secretarial Services Business Start Ups

Accountancy Services Taxation Services Bookkeeping services VAT Returns PAYE Returns Company Secretarial Services Business Start Ups Accountancy Services Taxation Services Bookkeeping services VAT Returns PAYE Returns Company Secretarial Services Business Start Ups Company Profile Daniel Chartered Certified Accountants is an independent

More information

OPEN What We Heard January 2014

OPEN What We Heard January 2014 OPEN What We Heard January 2014 Introduction Table of Contents Overall, Small Business is thriving in Alberta. Small businesses make up 95 percent of all Alberta businesses, and are key contributors to

More information

BIS: Collective Redundancies, Consultation on Changes to the Rules

BIS: Collective Redundancies, Consultation on Changes to the Rules BIS: Collective Redundancies, Consultation on Changes to the Rules The Law Society of Scotland s Response September 2012 The Law Society of Scotland 2012 1 INTRODUCTION The Law Society of Scotland aims

More information

General Election 2015 A Manifesto for Jobs and Growth

General Election 2015 A Manifesto for Jobs and Growth General Election 205 A Manifesto for Jobs and Growth Making the best city in the world in which to do business Making the best city in the world in which to do business has long been seen as one of the

More information

Worldwide Microsoft Dynamics Recruitment

Worldwide Microsoft Dynamics Recruitment Worldwide Microsoft Dynamics Recruitment Introduction Staffing is often the most difficult, and yet, the most overlooked part of any dynamics project. At Hunter Charles we focus on the supply of MS Dynamics

More information

COLLEGES, INSTITUTES AND COMMUNITIES PARTNERS IN RURAL SUSTAINABILITY

COLLEGES, INSTITUTES AND COMMUNITIES PARTNERS IN RURAL SUSTAINABILITY COLLEGES, INSTITUTES AND COMMUNITIES PARTNERS IN RURAL SUSTAINABILITY ACCC SUBMISSION TO THE STANDING SENATE COMMITTEE ON SOCIAL AFFAIRS, SCIENCE AND TECHNOLOGY Brief prepared by: Association of Canadian

More information

HR 2014 Salary & Employment Insights The Rocky Road to Recovery

HR 2014 Salary & Employment Insights The Rocky Road to Recovery The Rocky Road to Recovery 2 Contents UK Overview 3 Adapting to the changing economic conditions 4 The rocky road to recovery 5 Uncertainty versus the upturn 7 The ticking time bomb The employer/employee

More information

new challenges and how its delivery can be improved in order to maximise its impact in the future.

new challenges and how its delivery can be improved in order to maximise its impact in the future. Contribution of the Kent, Greater Essex and East Sussex Local Enterprise Partnership to the consultation on the conclusions of the Fifth Cohesion Report on Economic, social and territorial cohesion: the

More information