Insightful blogs on employment law, immigration, and workplace HR matters. Stay informed, compliant, and create a thriving work environment.
The Home Office does not need to visit your premises to identify salary compliance failures. Through data-sharing with HMRC, it can identify discrepancies between the salary declared on a Certificate of Sponsorship and the wages actually paid, without prior notice and without a compliance visit.
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The hospitality sector faces a unique combination of employment law and immigration challenges. High staff turnover, irregular hours, tipping obligations, a heavy reliance on overseas workers,
Discrimination claims remain one of the most serious areas of employment tribunal risk for UK employers. Unlike unfair dismissal, compensation is uncapped.
In 2025, the Home Office revoked 3,100 sponsor licences, the highest annual figure since the sponsorship system was introduced. In the final quarter of 2025 alone,
If you run a care home, a healthcare agency, or any business in the health and social care sector, 2026 is bringing a wave of changes that you need to be ready for.
If your business is based overseas and you are thinking about expanding into the UK, the UK Expansion Worker visa could be the route that gets you there.
Since 8 January 2026, overseas workers applying for a Skilled Worker, Scale-up, or High Potential Individual visa must prove their English at B2 level.
The 12-week protection limit for striking workers is gone. If you dismiss someone for taking part in lawful industrial action, it is now automatically unfair — no matter how long the action lasts.
When is a Skilled Worker visa curtailed? A sponsored worker’s Skilled Worker visa may be cancelled (“curtailed”) by the Home Office where: the individual is dismissed or resigns and sponsorship ends; the sponsor’s licence is revoked or surrendered; or other cancellation grounds apply (for example criminality, deception or breach of conditions).
Employer alert: Having good reasons to dismiss isn’t enough Many employers believe that if they have solid grounds to dismiss an employee—such as poor performance, misconduct, or redundancy—they can simply let that person go.
