Client Payment Portal

Brexit & What It Means for European Employees in the UK

Mar 3, 2020 | Global

Background: While Brexit occurred on January 31, 2020, there will be no practical changes to immigration until January 1, 2021. Still, there are important steps EU citizens need to take in order to secure their immigration status.

Next Steps: European employees and their family members will need to register with the government’s EU settlement scheme to remain in status after January 1, 2021.

Deadline: Registration must be completed before January 1, 2021.

Definitions: The EU settlement scheme will classify EU citizens residing in the UK in one of two categories.

Settled Status – for those who can prove they have been in the UK continuously for five years.

Pre-settled status – for those living in the UK for shorter periods of time.

Required Documentation:

    • Proof of Identity* (e.g. passport, biometric residence card, biometric resident permit)
    • National Insurance Number (recommended) – You can provide your National Insurance Number to allow an automated check of your residence based on tax and certain benefit records. If this check is successful, you will not need to provide any documents as proof of residence.
    • Evidentiary proof of residency – If there is not enough data to prove your residency status through the automated check, you will be asked to provide additional evidence.  Accepted documents include but are not limited to rental agreements, household bills, letters from employers, plane tickets, and passport entry stamps. Click here for a list of documents you can provide.

*Note: If you’re not an EU, EEA or Swiss citizen, you will also need to submit provide proof of your relationship to your family member from the EU, EEA or Switzerland.

Criminal convictions: For persons 18 or over, the Home Office will check that you have not committed serious or repeated crimes or pose a security threat. You will also be asked to declare any convictions in the UK or overseas.

WR’s Global Immigration Team provides expert counsel on policy changes related to Brexit. Further, we can assist with registration in the EU settlement scheme.

Related Posts:

COLOMBIA: Update on Entry Permit Reform

Several updates have been announced with respect to reform of entry permits, including a new special permit for Venezuelans. Reform of Entry Permits As of December 1, 2019, Resolution 3167 of 2019 issued by Migración Colombia is effective. This resolution establishes new guidelines for the entry, stay, and departure from the national territory of nationals and foreigners. The new resolution reorganizes the entry and stay permits (PIP) in three categories, which will allow foreigners of unrestricted nationalities to enter the country not intending to establish a domicile or profit, for short periods. The length of stay of PIPs will vary according to each category. See http://www.tannus.co/en/reform-of-entry-and-residence-permits/ New Special Permit for Venezuelans The Colombian government has continued simplifying the immigration regulations for Venezuelan nationals so they can continue to enter and regularize their immigration status in the country. Among the measures established by the Ministry of Foreign Affairs is the possibility of their entering, transiting, and leaving the national territory, even if the Venezuelan passport has expired. See http://www.tannus.co/en/new-special-permit-for-venezuelans/

Read More

TURKEY: Overview of Employer Sponsorship Criteria

A Turkish work permit cannot be self-sponsored; it must be sponsored by a Turkish legal entity (a joint stock company, joint venture, limited liability company, or liaison office), with the exception of domestic workers, who may be sponsored by the appropriate individual. A Turkish entity that sponsors the work permit application (and acts as the local employer) must meet certain requirements that must be maintained over the life of the work permit. The employer must have at least five Turkish citizen employees per registered worksite per foreign applicant as evidenced on payroll records (termed the “5:1 ratio”), and the employer’s “paid in capital” cannot be less than 100,000 Turkish Lira (TL). In the alternative to the capital requirement, the employer can show a gross (assumedly annual) sales amounting to 800,000 TL annually, or exports with a gross annual value of USD $250,000. Certain exemptions for the 5:1 ratio exist but are not often granted by the Ministry. The employer must maintain the criteria throughout the work permit period. As of February 26, 2018, any sponsor of a work permit must have an e-signature tool issued by the government-designated agencies. This means that no work permit applications can be logged in […]

Read More