The coronavirus pandemic has brought about a slew of changes to the legal system that affects both British citizens and foreign nationals working and living within the United Kingdom.
On 24 March 2020, Home Secretary Priti Patel announced a visa extension for anyone unable to return to their home country due to travel restrictions and/or self-isolation, and whose leave expired between 24 January 2020 and 31 May 2020. This extension was automatic. These concessions changed when global travel restrictions lifted as applicants were expected to take all reasonable steps to leave the UK to make applications where appropriate.
However, in light of the travel ban that was put in place at the end of 2020, these concessions remain in place. Therefore, if a visa holder intends to leave the UK but has not been able to do so (i.e., because of a travel ban or they have the coronavirus) and their leave expires on or before 30 September 2021, they can request additional time to stay in the UK knows as ‘exceptional assurance’. If granted, this does not give the applicant leave to remain in the UK, but it will protect them from any adverse consequences where they would otherwise be regarded as an overstayer. If the conditions allow, the applicant can continue working in the UK.
Requests for exceptional assurance are made by emailing firstname.lastname@example.org. Details of what needs to be included in the email can be found here and evidence to show why you cannot leave the UK must be included.
If you have already been granted exceptional assurance previously but you are still unable to leave the UK on the date previously given, you must reapply using the same process. You must clearly state you are making a subsequent application and must provide updated evidence to support the application.
In order to remain in the UK, applicants will need to apply for the relevant permission to stay. Where eligible, they can submit a permission to stay application form from within the UK.
Applicants can make an application for permission to stay in the UK if they hold permission in a route that would normally allow them to do so, or if their current permission or visa expires before 1 July.
They will need to meet the requirements of the route they’re applying for and pay the UK application fee. They cannot apply for a route for which there is no provision in the Immigration Rules for making an in-country application, such as T5 Youth Mobility Scheme, or Adult Dependant Relative.
The terms of their current permission will remain the same until their application is decided. If they are switching into work or study routes they may be able to commence work or study whilst their application is under consideration, depending on the terms of their current permission.
If an applicant’s visa or leave expired between 24 January 2020 and 31 August 2020 there will be no future adverse immigration consequences if they didn’t make an application to regularise their stay during this period. However, if they have not applied to regularise their stay or submitted a request for an exceptional assurance they must make arrangements to leave the UK
Most UK Visa and Citizenship Application Centres have now re-opened for existing customers. Applicants can check which UKVCAS centres are open and book an appointment using the following link.
UKVCAS Service Points and Service and Support Centres will remain open throughout the UK. Applicants should expect delays in support as Service and Support Centres are offering a reduced number of appointments. However, if an application is made before the expiry of their current leave the applicant can remain in the UK while an application is processed.
The Government has confirmed that if a Visa Application Centre is still closed, the applicant can apply online and select a Visa Application Centre in any country worldwide, subject to that country’s entry requirements, to submit their application and biometrics. This concession will be available until 31 December 2021.
The UK Government has confirmed that if an individual had a 90-day vignette that has subsequently expired, they must apply for a replacement by completing an online form. They are also required to resubmit their biometric data and pay £154 to replace the vignette.
It is strongly advised that an application for a new visa or a replacement of an expired vignette is only completed if the individual is confident that they can travel to the UK. The new vignette will only be valid for a period of 90 days, thus if the individual cannot travel during this time, they may need to apply again to update the vignette.
If the individual has applied for a replacement vignette but is still waiting for a decision but no longer wants to travel, they should make a withdrawal request at the same Visa Application Centre that they applied from. This will release their passport back to them.
Front-line health and social care workers and their families whose visas expire between 1 April 2021 and 30 September 2021 may be eligible for a free extension. If this is the case, the dependents of health care workers could also get their visas extended for a year. The immigration health surcharge does not apply to health care workers or their dependents.
However, if their visa is due to expire after 30 September 2021, or if they are changing employers, they are not eligible for a free visa extension.
NHS staff can also work at any NHS hospital during the pandemic without notifying the Home Office, providing their sponsor can continue with their sponsor duties such as monitoring and reporting work activity. Further, NHS staff can work as many hours as they wish in any role, regardless of skill level, during the outbreak. The idea of the extension is to allow front line staff to focus fully on combating COVID-19 instead of worrying about their visas expiring or their restrictions.
The Government has also lifted restrictions on the number of hours student doctors and nurses can work for the NHS to get more doctors and nurses on the frontline. There are also no limits on the number of hours migrant workers can work for the NHS where it is their second job.
Adding to this, the deadline to sit the Occupational Structured Clinical Examination (OSCE) for pre-registered nurses in the UK had been extended to 31 September 2021. If the nurses did not pass on the first attempt, they will have until 31 December 2021 to pass the exam. This means sponsors do not need to stop sponsoring pre-registered nurses who have not sat the OSCE within 3 months or achieved full registration within 8 months.
Finally, the government has confirmed that family members of frontline workers who die from COVID-19 will be offered indefinite leave to remain.
On 21 May 2020, the government announced that NHS and care workers will be exempt from paying the IHS (a levy on migrant workers to go towards the cost of using the NHS). This will be welcomed particularly as the IHS increased to £624 per adult per year from October 2020.
Ordinarily, those with a Tier 1 Entrepreneur visa must employ at least 2 people for 12 consecutive months each as a condition of their visa. This rule has been relaxed where business has been disrupted due to COVID-19 and the 12-month period can now be made up of multiple jobs across different months. In a shift in position, time spent on furlough will now count towards the 12-month period provided staff are paid at least 80% of their normal pay. If the Tier 1 visa holder has not been able to meet the requirements of their visa by the time their visa expires, they can temporarily extend their stay by up to 2 years in order to do so, provided that certain conditions are met. This concession will apply to Tier 1 Entrepreneur applications made after 31 May 2020, providing that the employment relied on is disrupted due to COVID-19.
The Government temporarily adjusted right to work checks to make them easier for employers to carry out during the pandemic. As of 30 March 2020, checks could be carried out over video call. Applicants and existing workers could send scanned documents, or a photo of the documents for checks using a mobile App or via email.
However, these temporary measures will only remain in place until 31 August 2021. From 1 September 2021, employers will revert to face-to-face and physical document checks and must either:
More information on the temporary measures and the procedure to follow after 1 September 2021 can be found here. Other helpful guidance includes:
Employers do not need to carry out retrospective checks on those who had COVID-19 adjusted checks between 30 March 2020 and 31 August 2021 (inclusive). You will maintain a defence against a civil penalty if the check you have undertaken during this period was done in the prescribed manner or as set out in the COVID-19 adjusted checks guidance.
If the job applicant/existing worker cannot produce their documents the employer must contact the Home Office Employer Checking Service. If the person has a right to work, the Employer Checking Service will send a ‘Positive Verification Notice’. This provides the employer with a statutory excuse for 6 months from the date in the notice.
The Home Office has confirmed that is it waiving several requirements on sponsors in light of COVID-19. The full guidance can be found here.
The Home Office has confirmed that it will not take enforcement action against sponsors who continue to employ sponsored employees who are absent from work without pay for more than 4 weeks due to the coronavirus.
Given the delays in visa applications, the Home Office is allowing sponsored employees to start employment before their visa is issued provided the sponsor have assigned them a CoS and:
The sponsor’s reporting obligations, however, begin from the date they assign the certificate of sponsorship to the sponsored worker, and while they will not be able to report via the sponsor management system in the usual way, sponsors must keep a record of any reportable activity. Any changes that may impact the consideration of the sponsored employee’s visa must be updated on the certificate of sponsorship as normal. If the application is rejected or refused, employment must immediately end.
If sponsors are unable to pay sponsored employees’ salaries due to a shortage of trading, sponsors can reduce pay by up to 80% or £2,500 per month, whichever is lower. This reduction must be part of a company-wide policy to avoid redundancies and all workers must be treated the same. Any reduction must also be temporary, with the employee’s pay returning to normal once the policy ends. This allows sponsors to access the Coronavirus Job Retention Scheme for sponsored employees.
The Home Office guidance for sponsors confirms sponsored employees can have their pay reduced in this way, even if this means their pay falls below the prescribed minimum salary threshold, provided appropriate records are kept.
These changes should also be reported to the Home Office.
An alternative to furloughing/reducing salaries is requesting that sponsored employees take annual and/or unpaid leave. In normal circumstances, sponsored employees can take up to 4 weeks of unpaid leave in each calendar year, according to their normal working pattern. For example, if a sponsored employee works 3 days per week, they can take up to a total of 12 unpaid days leave per year.
Following updated guidance by the Home Office, sponsored employees can take more than 4 weeks of unpaid leave if due to coronavirus. Specific examples include illness, isolation, or travel restrictions. It may also include absences due to childcare responsibilities. These absences do not need to be reported but clear records should be kept.
As has been the case for many months, sponsors are not required to report home working to the Home Office but other changes in working arrangements must be reported as normal.
The Home Office will continue to accept scanned copies of supporting documents for example where a business applies to become a licensed sponsor, but the Home Office can still request original or certified copies and applications will be refused if the evidence or documents is not provided or the business does not contact the Home Office to agree on an extension to the deadline to provide the information.
Please note that sponsors should take care not to treat their sponsored employees more or less favourably because of their visa status in response to these temporary alterations to the guidance.
It is also important to keep up to date on developments, including the new changes to the immigration system which started to take effect from 1 December 2020. If sponsors are considering applying for or making any changes to their sponsor licence and/or sponsored employees’ working arrangements, we recommend that the sponsor first seek legal advice.
Global Talent applicants whose endorsement has expired because they have been unable to travel to the UK may still be eligible for a visa. Moreover, if the applicant’s endorsement from an endorsing body has expired because they have not been able to make an application for a visa, they may still be eligible if:
Applications that do not meet these requirements will be considered on a case-by-case basis.
Temporary concessions have been implemented for Global Talent applicants who are undertaking COVID-19-related research.
The Government have announced further action to minimise travel across international borders and reduce the risk of Covid-19 transmission.
On 21 May, all counties were rated as red, amber or green. The list of countries can be found here [https://www.gov.uk/guidance/red-amber-and-green-list-rules-for-entering-england] although slightly different rules may apply depending on whether entry is in England, Wales, Scotland or Northern Ireland. The rules for people arriving to the UK from abroad also changed and what individuals need to do depends on where they have been in the 10 days before they arrive in the UK. The rules currently are:
These rules apply even if the individual has vaccinated. The Department of Health and Social Care has laid out a limited number of scenarios where an individual may apply for an exemption from the requirement to enter managed quarantine on arrival in the UK on medical and compassionate grounds.
Individuals should consider the guidance on entering the UK (outlined below) before applying for a visa. Applications for transit visas and visas for work, study or residence in the UK continue to be processed from all red, amber and green list locations.
The UKVI are accepting applications for visitor visas from all countries. However, applications from red list countries are currently on pause until the travel restrictions are lifted.
If an individual needs to travel urgently to the UK for compassionate reasons, they’ll still need to apply for a visa in the usual way, including submitting biometrics at their chosen Visa Application Centre (VAC). They should clearly explain the compelling or compassionate reasons for their visit in their application form and alert the VAC staff during biometric submission. They’ll be contacted by UKVI once their application has been received.
If the individual does not hear from UKVI or their request is exceptionally urgent, they can contact UK Visas and Immigration for help but note that this is a chargeable service for overseas customers.