Davenport Solicitors

14/10/2026

New Immigration Rules take effect on 8 October. Here is what sponsors and employers need to know.

The Home Office laid Statement of Changes HC 584 before Parliament on 3 September 2026. Most changes take effect on 8 October 2026, with further changes on 29 October, 30 November and 9 December.

Points most relevant to employers:
a) Skilled Workers recognised as victims of modern slavery may be permitted to work for another employer for the remainder of their existing permission

b) The Visitor rules are amended to widen and clarify certain permitted activities, which matters for businesses bringing overseas colleagues, clients or partners to the UK

c) Where an application is varied, biometrics must be enrolled within the deadline that applied to the original application

d) Suitability rules are clarified so that a person who previously frustrated immigration control can be treated as having breached immigration laws

Changes to the Minister of Religion and Religious Worker routes take effect on 29 October

Applications made before 8 October will generally be decided under the rules in force on 7 October. Sponsors should brief HR teams and SMS users this week.

Davenport Solicitors advises sponsors on compliance and Home Office rule changes. Call us on 020 7903 6888.



https://davenportsolicitors.com/ensuring-sponsor-licence-compliance-a-guide-by-davenport-solicitors/

13/10/2026

Employees now have six months to bring most tribunal claims. The change took effect on 1 October 2026.
Since 1 October 2026, the time limit for bringing most employment tribunal claims has doubled from three months to six months. The new limit applies where the act or omission complained of took place on or after 1 October. Where the issue arose before that date, the previous three month limit may still apply.
What this means for employers:
1) Exposure following a dismissal, grievance or disciplinary outcome now lasts twice as long
2) Records of meetings, decisions and reasons need to be complete, retrievable and retained for longer
3) Employees are under less pressure to act quickly, which can change the timing of settlement discussions
4) The manager who handled a process may have left by the time a claim arrives, so contemporaneous notes matter more than ever

Acas early conciliation remains a mandatory first step for most claims.

Davenport Solicitors represents employers at the employment tribunal and advises on reducing claim risk before it arises. Call us on 020 7903 6888 or email [email protected]



https://davenportsolicitors.com/employment-tribunal-representation/

24/09/2026

A personal invite from the Davenport Solicitors team.

We will be at the Dentistry Show London next week at Stand K45.

If you are attending, please do come and say hello. Whether you have a specific legal question or just want to understand your options, we are there for exactly that kind of conversation.

See you there. 👋
https://london.dentistryshow.co.uk

Join The Capital's Leading Dental Event On 9–10 October 2026 At Excel London. Discover The Latest In Dentistry. Register Now.

23/09/2026

Can a dentist on a Skilled Worker visa work as a self-employed associate? Yes. But not without careful compliance checks.

This is one of the most common questions dental practices ask us.
What practices need to understand:

1) The Home Office does recognise self-employed arrangements for sponsored workers
2) A genuine contract for services must exist between the practice and the dentist
3) The Skilled Worker salary requirements still apply, even without a fixed annual salary
4) Removing a sponsored dentist from PAYE does not automatically end their sponsorship
5) The practice must be able to evidence why PAYE is not being operated

Changing the contractual label does not remove your sponsor obligations.
Read our blog
https://davenportsolicitors.com/blogs/can-a-sponsored-dentist-be-self-employed/

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Visiting us at the Dentistry Show London?
Come and find us at Stand K45. We would love to talk through any immigration or employment law questions your practice has.
Find out more: https://london.dentistryshow.co.uk
📩 020 7903 6888 | [email protected]

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21/09/2026

Immigration Update

The Home Office is rolling out mandatory multi-factor authentication for all Sponsor Management System users by November 2026.

What sponsors need to know:
a) MFA began its phased rollout on 3 September 2026
b) Level 1 and Level 2 Users will need a one-time passcode to log in, sent by text or email
c) From 9 September 2026, sponsors can no longer appoint new Level 2 Users
d) Existing Level 2 Users must be upgraded to Level 1 or deactivated by 8 March 2027

What you need to check right now:
a) Email address registered for each SMS user
b) Mobile number registered for Level 1 Users
c) Date of birth recorded for each Level 1 User

Also, be alert to phishing. The Home Office will never ask for your password, OTP, or personal details outside the SMS. Always access the system through GOV.UK.

Contact us for more information: 020 7903 6888 | [email protected]



Read our blog

https://davenportsolicitors.com/blogs/multi-factor-authentication-introduced-for-sponsor-management-system-users/

14/09/2026

Happy Ganesh Chaturthi from Davenport Solicitors. Wishing you wisdom, success, and new beginnings this festive season.

14/09/2026

Bringing an overseas colleague to the UK for a meeting, training session or conference? The Business Visitor visa has strict limits that employers regularly misunderstand.

The UK Business Visitor visa allows individuals from overseas to come to the UK for a short period to carry out specific, permitted business activities. It is commonly used by employers to facilitate short-term visits for international colleagues, clients, suppliers and business partners. However, the permitted activities under this route are more restricted than many employers assume, and misuse can have serious consequences for both the individual and the sponsoring business.

What is permitted under the Business Visitor visa:
a) Attending meetings, conferences, seminars and interviews
b) Negotiating or signing contracts on behalf of an overseas business
c) Attending training sessions in the UK to learn techniques and skills used in their overseas role
d) Providing training to UK-based staff as part of a contractual arrangement with a UK business, in limited circumstances
e) Carrying out site visits, feasibility studies and troubleshooting

What is not permitted:
a) Working or providing a service to UK clients as part of a contract for services
b) Being paid by a UK business for work carried out in the UK
c) Taking up employment, whether formally or informally
d) Carrying out productive work that would normally require a work visa

The line between permitted visitor activity and work that requires a visa can be less clear in practice than it appears. If you are bringing overseas colleagues to the UK for extended visits, or if they will be doing anything beyond attending meetings, take immigration advice before they travel. Contact Davenport Solicitors on 020 7903 6888.


https://davenportsolicitors.com/uk-business-visitor-visa-immigration-lawyers/

03/09/2026

A Certificate of Sponsorship is not a physical document. Assigning the wrong type can put your licence at risk.

Once a sponsor licence is granted, the employer can assign Certificates of Sponsorship to workers who need to apply for or extend their visa. A CoS is a virtual document generated through the Sponsor Management System. It contains a unique reference number that the worker uses in their visa application. It records the job occupation code, salary, employment start and end dates, and details of both the sponsor and the worker.

There are two types of CoS and choosing the wrong one is a common and significant compliance error:

a) Defined CoS: used for Skilled Workers who are applying for entry clearance from outside the UK. This type must be requested from the Home Office in advance and is allocated against the sponsor's annual allocation.

b) Undefined CoS: used for Skilled Workers who are already in the UK and are applying to extend their permission to stay, or switching from a different visa category. These can be assigned by the sponsor without prior Home Office approval, subject to the allocation held.

Points every sponsor should know:

a) A CoS is valid for three months from the date it is assigned. The worker must submit their visa application within that window

b) A CoS is unique to each worker and each job. It cannot be reused or transferred

c) If the worker's role changes materially during employment, a new CoS may be required

d) Assigning an incorrect type of CoS, or providing inaccurate information in the CoS, can result in the worker's visa being refused and may trigger a compliance review of the sponsor's licence

Davenport Solicitors assists sponsors with CoS assignments, allocation requests, and SMS compliance. Contact us on 020 7903 6888.



https://davenportsolicitors.com/uk-certificate-of-sponsorship/

31/08/2026

You cannot hire most overseas workers without a sponsor licence. Here is what every employer needs to know before applying.

A UK Sponsor Licence is official permission from the Home Office that allows an employer to recruit and employ workers from outside the UK under most work visa routes. Without one, it is not possible to offer employment to most candidates from overseas, regardless of their qualifications or the employer's genuine need for their skills.

Who needs a sponsor licence:
a) Any business that wants to hire a Skilled Worker from outside the UK
b) Employers in healthcare, social care, tech, construction, hospitality and other sectors relying on international recruitment
c) Businesses transferring senior staff from overseas offices to UK operations
d) Organisations needing temporary specialist workers, creative professionals or international sportspersons

Key things employers need to have in place before applying:
a) The business must be a genuine, lawfully operating organisation with a UK physical presence
b) HR systems must include reliable processes for monitoring sponsored workers, tracking absences and keeping records
c) An Authorising Officer must be appointed a senior individual with a lawful right to work in the UK and a clean criminal and immigration record
d) Right-to-work check processes must be in place before the application is submitted

The Home Office may carry out a pre-licence compliance visit, particularly for smaller or recently established businesses. Being prepared for that visit from the outset is an important part of a successful application. Davenport Solicitors supports employers through the full application process, from eligibility assessment and documentation through to post-licence compliance. Call us on 020 7903 6888.



https://davenportsolicitors.com/uk-sponsor-licence-application-lawyers-uk/

27/08/2026

The August 2026 immigration rule changes are in force. Here's what every sponsoring employer should check this month.

The Statement of Changes HC 259 took effect on 3 August 2026, amending rules across more than thirty appendices of the Immigration Rules. Use this checklist to confirm your position.

HC 259 specific checks:
1) Applications submitted before 3 August 2026 are decided under the previous rules. Confirm which applications are in progress and check the transitional provisions for your specific route
2) From 3 August, the amended Skilled Worker suitability rules clarify that being on immigration bail will not by itself prevent a valid application where the exception applies. Review any cases where this may be relevant
3) Scale-Up sponsors: neonatal leave is now a permitted absence for earnings requirement purposes. Update records for any affected workers

Ongoing compliance checks for all sponsors:
1) Confirm payroll records for every sponsored worker show salary paid in full in each pay period, in line with the April 2026 per-pay-period rules
2) Verify that SMS records are current and accurate for every sponsored worker, including contact details, job title and salary
3) Check that right-to-work documentation is held for all employees and meets the current Home Office requirements, including for workers in non-traditional arrangements
4) Confirm that written employment rights information has been provided to all sponsored workers and that evidence is retained, as required by the March 2026 guidance update
5) Review upcoming visa expiry dates and plan extension applications with adequate lead time
6) If Level 1 or Level 2 SMS users have not received training covering the 2026 changes, arrange updated training before the Home Office conducts a compliance visit

Davenport Solicitors provides immigration audits and SMS training for sponsors across all sectors. Contact us on 020 7903 6888.



https://davenportsolicitors.com/uk-sponsor-licence-application-lawyers-uk/