Homes for Ukraine: What Employers Should Know

The Homes for Ukraine scheme was launched by the UK government in March 2022 in response to Russia’s full-scale invasion of Ukraine. It provided a route for Ukrainian nationals and their immediate family members to come to the UK and stay for up to three years from the date of visa grant. The scheme allowed those fleeing conflict to access work, public services, education, and housing, without needing a job offer or employer sponsorship.

For UK employers, this scheme offered an important opportunity to welcome skilled and motivated individuals into the workforce at a time of widespread labour shortages. From health and care services to logistics and hospitality, many sectors benefitted from the immediate right to work granted to Ukrainian arrivals under the scheme.

However, the scheme is now closed to new applicants. As of 19 February 2024, no new sponsorship offers can be made, and only those already granted permission under the scheme can continue to live and work in the UK for the remainder of their visa term.

While the route is closed, it remains relevant for employers. Many Ukrainian nationals are still active in the UK workforce, and their status — including rights, duration of leave, and future options — must be properly understood. Employers must also remain compliant with right to work rules and be prepared for upcoming visa expiries and workforce changes.

This guide provides UK employers with a practical overview of the Homes for Ukraine scheme as it stands today. It explains what rights visa holders retain, what obligations employers must meet, and how to plan ahead when integrating Ukrainian workers into long-term workforce strategy.

 

Section A: What Was the Homes for Ukraine Scheme?

 

Purpose and timeline of the scheme

 

Launched in March 2022, the Homes for Ukraine scheme was a UK government initiative designed to offer sanctuary to Ukrainian nationals fleeing the war in Ukraine. It allowed individuals without close family ties in the UK to apply for a visa based on a sponsorship model — with UK households, charities, and community groups offering accommodation. In contrast to standard immigration routes, the scheme removed the need for a job offer or employer sponsorship.

The scheme operated alongside the Ukraine Family Scheme (which was based on family relationships) and allowed those accepted to live, work, and access public services in the UK for an initial period of up to three years from their visa start date. Although launched as a humanitarian response, the scheme also contributed to easing labour shortages in many sectors during the post-pandemic recovery.

The scheme officially closed to new applications from first-time applicants on 19 February 2024, though extensions remain available for some existing visa holders.

 

Key features relevant to employers

 

For employers, the most important aspect of the Homes for Ukraine scheme was that successful visa holders were granted immediate right to work in the UK. This meant:

• No sponsorship or employer involvement was needed to recruit Ukrainian nationals under this scheme
• Visa holders could take up employment, self-employment, or voluntary work
• Employers were required to carry out standard right to work checks using the visa documentation or a Share Code

 

The housing aspect of the scheme — i.e. securing accommodation through sponsors — was completely separate from employment. This allowed employers to engage with individuals who were already housed and had resolved basic settlement issues. As a result, many Ukrainian arrivals were able to begin working quickly after their arrival, filling immediate labour gaps in logistics, care, retail, and hospitality.

 

Comparison with Ukraine Family Scheme and other routes

 

It’s important for employers to distinguish between the Homes for Ukraine scheme and other immigration routes that supported Ukrainian nationals:

• Ukraine Family Scheme: Open to Ukrainian nationals with immediate or extended family members in the UK. Also granted the right to work but did not rely on housing sponsorship
• Ukraine Extension Scheme: Allowed individuals already in the UK on other visas (e.g. visitor or work visa) to extend their stay without needing to leave the country
• Skilled Worker and Student visas: These remain available to Ukrainians through standard immigration procedures, requiring sponsorship or enrolment

 

While all these routes enabled Ukrainians to work in the UK, only the Homes for Ukraine and Family Scheme routes offered a free-standing, unsponsored right to work, which significantly streamlined hiring.

 

Summary: A Humanitarian Scheme with Workforce Impact

 

The Homes for Ukraine scheme was not designed as a labour migration route, but its structure — allowing unsponsored work access and separated housing support — made it highly impactful for employers. Understanding the distinctions between this and other Ukraine-related routes helps employers verify right to work correctly, manage compliance risks, and support Ukrainian employees who may still be navigating their immigration status.

 

Section B: Rights of Ukrainian Nationals Under the Scheme

 

Understanding the entitlements granted under the Homes for Ukraine scheme is key for employers who have already hired, or are currently employing, Ukrainian nationals under this route.

While the scheme is no longer open to new applicants, existing visa holders retain significant rights in the UK, including the right to work, access to public services, and permission to remain for up to three years from the visa grant date. Importantly for employers, these individuals are not sponsored workers — which affects compliance obligations and internal HR processes.

 

Right to work in the UK

 

Ukrainians who entered the UK under the Homes for Ukraine scheme were granted full permission to work — including employment, self-employment, and voluntary work. This right was automatic and unrestricted:

• There was no minimum salary threshold
• There were no restrictions on sectors or job types
• Workers could move freely between jobs or employers without notifying the Home Office

 

For employers, this meant that hiring Ukrainian nationals under this scheme was similar to employing British citizens from a legal perspective — aside from needing to complete a right to work check using the worker’s visa or Share Code.

 

Access to benefits, housing, healthcare, and education

 

In addition to work rights, individuals under the scheme had access to:

• Public funds: Including Universal Credit, Child Benefit, and other income-based support
• Healthcare: Immediate access to NHS services at no charge
• Education: Free schooling for children and eligibility for further/higher education (subject to residency rules)
• Social housing: Although limited and subject to local authority availability

 

This level of entitlement helped to stabilise newly arrived individuals and supported their ability to participate in the workforce without immediate financial insecurity. For employers, this reduced the burden of providing relocation support or welfare assistance.

 

Biometric Residence Permit (BRP) and visa conditions

 

Successful applicants were issued a visa — either as a physical vignette in their passport or through a Biometric Residence Permit (BRP) once they arrived in the UK. The BRP served as formal proof of identity, immigration status, and right to work.

Employers should be aware that BRPs issued under this scheme:

• Typically have an expiry date aligned with the three-year permission
• Must be checked during onboarding (or rechecked if extended)
• Will not need to be reported under sponsor licence systems, as these are not sponsored roles

 

For right to work purposes, employers must retain evidence of the visa expiry date and follow up before it lapses, even though no sponsor duties apply.

 

No sponsorship required from employers under the scheme

 

A key distinction for employers is that the Homes for Ukraine scheme did not require any form of sponsorship or employer involvement. The visa was granted based on the applicant’s relationship with an approved host, not their employment offer.

This means:

• Employers were not responsible for visa applications
• There was no need to issue Certificates of Sponsorship (CoS)
• The roles did not need to meet salary or skills thresholds

 

As a result, employers could benefit from increased workforce availability without taking on immigration compliance duties — a rare and temporary situation under UK immigration law.

 

Summary: Work-Ready Status Without Sponsorship

 

Ukrainian nationals under the Homes for Ukraine scheme had the legal right to work, access public services, and live in the UK for up to three years, all without requiring employer sponsorship. For employers, this removed many of the usual barriers to hiring overseas nationals. Although the scheme is now closed, many Ukrainian workers remain in the UK under this visa, and employers should understand their ongoing rights, visa conditions, and how to conduct compliant right to work checks.

 

Section C: Employer Responsibilities When Hiring Ukrainians

 

Although Ukrainian nationals under the Homes for Ukraine scheme were not sponsored workers, UK employers still had to comply with core legal responsibilities when hiring them. These duties primarily relate to preventing illegal working, ensuring fair treatment during recruitment, and supporting successful onboarding. Employers need to understand how the usual rules apply — and where flexibility or additional care might be required due to the unique background and circumstances of displaced individuals.

 

1. Right to work checks and use of Share Codes

 

Before employing any Ukrainian national, employers are legally required to conduct a right to work check. For most individuals under the Homes for Ukraine scheme, this involved one of the following:

• Viewing their Biometric Residence Permit (BRP), or
• Using the Home Office online right to work service via a Share Code

The process includes:

• Accessing the GOV.UK “View a job applicant’s right to work” service
• Checking that the person presenting themselves matches the photo and personal details
• Ensuring the visa conditions allow work
• Retaining evidence (e.g. a dated PDF or screenshot)

This step secures a statutory excuse against a civil penalty should the individual later be found to be working illegally.

 

2. Record-keeping and statutory excuse

 

To maintain compliance with UK immigration law, employers must retain:

• A clear copy of the right to work check (either physical or digital)
• The individual’s full name, date of birth, job title, start date, and visa expiry date
• A diary reminder for follow-up checks (if the visa has a time limit)

This creates a statutory excuse, protecting the employer from liability if the worker is later found to be without status. The records must be kept for at least two years after the employment ends.

While the scheme offered broad work rights, expiry dates still apply. Employers should ensure these dates are monitored to avoid inadvertent illegal working.

 

3. Avoiding discrimination in recruitment

 

Ukrainian nationals may present a variety of documents depending on their visa status, but employers must not discriminate against applicants based on nationality or immigration status.

Key points:

• Do not assume someone needs a visa or is ineligible to work based on accent, name, or appearance
• Apply the same right to work check process to all candidates
• Do not demand specific documents (e.g. BRP only) if the law allows for different evidence

The Equality Act 2010 prohibits discrimination on the basis of race, which includes nationality and ethnic origin. Employers must balance compliance with a fair, inclusive recruitment process.

 

4. Additional onboarding considerations (language, trauma support)

 

While not legal obligations, good practice suggests that employers take additional steps to support Ukrainian hires, many of whom may have experienced disruption or trauma due to the war.

Suggested measures include:

• Providing induction materials in Ukrainian or Russian, where possible
• Offering access to interpreters or language training
• Ensuring that HR and line managers are briefed on mental health awareness
• Signposting employees to support organisations, including refugee charities or trauma counselling services
• Being flexible with start dates, working hours, or family responsibilities

Supporting Ukrainian workers in this way can boost retention, morale, and integration, especially in sectors where cultural or language barriers may be more prominent.

 

Summary: A Balanced Approach to Compliance and Support

 

Hiring Ukrainian nationals under the Homes for Ukraine scheme required employers to carry out the usual right to work checks, retain evidence for the statutory excuse, and maintain inclusive recruitment practices. Although these individuals were not sponsored migrants, they were still subject to immigration status conditions, including visa expiry. At the same time, employers were encouraged to show flexibility and awareness when onboarding workers who may have fled conflict. A compliance-conscious but human approach ensures lawful hiring and contributes to workplace stability and employee wellbeing.

 

 

Section D: Supporting Ukrainian Employees in Practice

 

Once employment has begun, supporting Ukrainian workers effectively goes beyond legal compliance. Many of those who arrived under the Homes for Ukraine scheme may have endured significant upheaval, with complex housing, family, and wellbeing needs. Employers who actively support these individuals in their day-to-day working lives can help create more stable, productive teams and contribute to longer-term integration into the UK workforce.

 

1. Offering flexibility and wellbeing support

 

Many Ukrainian workers may still be adapting to life in the UK, coping with trauma, or managing disrupted family arrangements. In this context, workplace flexibility becomes especially important.

Employers should consider:

• Allowing flexible working hours or reduced hours to manage school runs, health appointments, or family responsibilities
• Providing additional paid or unpaid leave in exceptional circumstances
• Offering access to Employee Assistance Programmes (EAPs) or mental health services
• Ensuring line managers are trained to respond sensitively to signs of stress or trauma

Such measures demonstrate compassion, enhance employee retention, and build a more inclusive culture.

 

2. Signposting to housing, legal aid, and community resources

 

Employers are not expected to provide accommodation or legal representation, but signposting can be a powerful support tool.

Helpful referrals may include:

• Local housing support teams or refugee organisations
• Charities offering legal advice on immigration, visas, or family reunification
• Language classes, ESOL providers, or voluntary sector services
• Ukrainian community groups or social support networks

HR teams should build a list of trusted local or national contacts so they can direct staff promptly if issues arise. Signposting can be integrated into onboarding packs or staff handbooks.

 

3. Awareness of visa expiry and extension options

 

Although the Homes for Ukraine scheme initially granted up to 3 years’ leave, visas will begin to expire from 2025 onwards. Employers should:

• Monitor visa expiry dates and set reminders
• Discuss renewal or extension options with staff well in advance
• Understand the Ukraine Permission Extension Scheme and other potential routes
• Offer practical support such as time off to attend appointments or gather evidence for applications

Failing to track visa timelines can result in illegal working risks — and place the employee’s livelihood at risk. Clear internal processes are key.

 

4. Managing hybrid and remote work considerations

 

Ukrainian workers may face housing instability or rely on host family arrangements. Employers offering hybrid or remote work should be mindful of:

• Data security and the need for appropriate home-working setups
• Ensuring staff have access to necessary equipment, connectivity, and guidance
• Health and safety responsibilities, including DSE assessments
• Isolation risks — regular check-ins, team integration, and support systems matter

Employers should balance flexibility with structure, helping remote Ukrainian workers feel part of the team and well-supported in their role.

 

Summary: Compassionate Practice Builds Stronger Workforces

 

Supporting Ukrainian employees is not just a matter of HR policy — it’s a long-term investment in people. Flexibility, signposting, proactive visa management, and sensitive hybrid working practices can make a significant difference to retention, wellbeing, and productivity. Employers who embrace compassionate, structured support are better placed to build resilient teams and fulfil their ethical obligations in the post-crisis environment.

 

 

Section E: After the Scheme Closure — What Now?

 

As of 19 February 2024, the Homes for Ukraine scheme has formally closed to new applicants. This means no further visa applications can be submitted under the route, and UK-based sponsors can no longer bring new Ukrainian nationals to the UK through this mechanism. However, the scheme’s legacy continues through the tens of thousands of Ukrainians who remain in the UK with valid leave. For employers, understanding the implications of the scheme’s closure is crucial for workforce planning, compliance, and long-term retention of Ukrainian employees.

 

1. The scheme is closed to new applicants (as of February 2024)

 

The UK government officially closed the Homes for Ukraine visa route to new applicants on 19 February 2024. This marked the end of one of the most generous temporary protection schemes offered in response to a humanitarian crisis. While individuals already granted leave under the scheme can remain for up to three years (from their grant date), no new sponsorships or applications under the route are being accepted.

Employers must be aware that no future recruitment can rely on this route. Any new hires from Ukraine will need to qualify under other UK immigration categories, such as the Skilled Worker route or student and family-based routes.

 

2. Status of current visa holders and their rights

 

Those who arrived in the UK under the Homes for Ukraine scheme retain their granted immigration status until their leave expires. Most were granted up to 3 years of permission to remain, allowing:

• Unrestricted right to work in the UK
• Access to public services, including the NHS and state education
• Entitlement to certain benefits and housing assistance

These individuals are not subject to sponsorship and can be employed like any other lawful migrant worker — provided that right to work checks are properly completed.

Employers should maintain up-to-date records of visa expiry dates and continue to conduct right to work follow-up checks in accordance with Home Office guidance.

 

3. Route to extension or switching to other UK immigration categories

 

As visa expiry dates begin to approach from 2025 onwards, eligible Ukrainian nationals may be able to:

• Apply to the Ukraine Permission Extension Scheme (UPES), which provides further temporary protection
• Switch to other immigration routes, such as the Skilled Worker, Student, or Family visa categories

Employers can play a key role in supporting employees through these transitions. This may involve:

• Issuing a Certificate of Sponsorship where the employee qualifies for sponsorship
• Providing evidence of employment or references for family or settlement applications
• Allowing time off or flexible hours to prepare applications or attend biometric appointments

It is essential to encourage early discussions with affected employees and refer them to reputable immigration advice where needed.

 

4. Employer considerations for long-term retention

 

The closure of the scheme does not mean the end of employer involvement. Many Ukrainian employees have built stable working lives in the UK and wish to remain long term. Employers looking to retain this talent should:

• Audit workforce records to track leave expiry dates and plan ahead
• Consider sponsoring skilled employees through formal routes, such as the Skilled Worker visa
• Offer practical support or signposting to immigration advisers
• Ensure managers are aware of the closure and its implications for their teams

Retention planning should begin at least six months before an employee’s leave expires to avoid unnecessary disruption or compliance risks.

 

Summary: Planning Beyond the Scheme

 

Although the Homes for Ukraine scheme is now closed to new entrants, its legacy workforce remains an important part of many UK organisations. Employers must stay proactive in managing the future immigration status of these employees, understand the available extension or switching options, and put retention strategies in place. Taking early action ensures continuity for the business and stability for Ukrainian employees seeking to build a life and career in the UK.

 

 

Section F: Strategic Workforce Planning Post-Ukraine Scheme

 

With the closure of the Homes for Ukraine scheme, UK employers must look ahead to how they address workforce needs through alternative immigration routes. While the scheme was unique in its humanitarian objectives, it also offered valuable insight into how quickly migrant workers can integrate and contribute when immigration barriers are removed. Employers now have the opportunity to reassess their approach to international hiring, apply lessons from the scheme, and consider their future role in responding to global mobility and humanitarian challenges.

 

1. Filling skills gaps via other immigration routes

 

For employers who benefitted from hiring Ukrainian nationals under the Homes for Ukraine scheme, the question now is how to continue addressing labour shortages without access to this route. Options include:

• Skilled Worker visa: A long-term solution for filling vacancies in eligible roles across sectors such as healthcare, construction, engineering, and IT. Employers must hold a sponsor licence and meet specific salary and skill thresholds.
• Seasonal Worker visa: A temporary route for employers in agriculture and, in limited cases, the poultry sector. This allows for short-term recruitment of overseas nationals during peak demand periods.
• Graduate and Youth Mobility routes: Useful for accessing young, educated talent with work rights for limited durations, often without the need for sponsorship.
• Family and Student dependants: Individuals already in the UK on other routes may have work rights and should not be overlooked in local recruitment strategies.

To maximise these routes, employers must invest in HR and compliance capability, stay updated on immigration rule changes, and budget appropriately for visa-related costs.

 

2. Lessons for employers from Homes for Ukraine

 

The Homes for Ukraine scheme offered several lessons that can inform broader workforce planning:

• Speed of integration: Many Ukrainian nationals entered the workforce quickly, demonstrating that, with the right support, humanitarian migrants can fill immediate roles and contribute meaningfully.
• Importance of onboarding and pastoral care: Employers who provided additional support (e.g. housing guidance, English lessons, mental health support) saw better retention and performance outcomes.
• Need for flexibility: Employers who adapted their policies to accommodate trauma, family disruption, or visa logistics were often better able to manage their Ukrainian workforce effectively.

These lessons reinforce the value of treating migrant workforce planning not just as a legal process but as part of broader people and culture strategy.

 

3. Opportunities for employer involvement in future humanitarian schemes

 

While the Homes for Ukraine scheme is closed, it will not be the last instance of the UK government launching a humanitarian route with potential workforce implications. Employers may have the opportunity in future to:

• Sponsor individuals under new humanitarian schemes tied to global crises or refugee resettlement programmes
• Collaborate with local authorities and NGOs to support the integration of humanitarian migrants
• Engage in policy consultation via industry groups to help shape future immigration responses that align humanitarian goals with workforce needs

Proactive employers may be well positioned to participate in pilot schemes or sector-specific programmes that emerge from future humanitarian responses.

 

Summary: Adapting Strategy After the Scheme

 

The end of the Homes for Ukraine scheme should not signal the end of employer engagement with international talent. On the contrary, it provides a valuable opportunity to formalise strategic workforce planning using established visa routes, embed support structures into recruitment processes, and prepare for future humanitarian initiatives. Employers who take a long-term, strategic approach to migrant hiring — learning from past schemes and building capability around immigration compliance and employee support — will be best placed to fill vacancies and build resilient, diverse teams in an increasingly global labour market.

 

 

FAQs: Employing Ukrainian Nationals After the Homes for Ukraine Scheme

 

1. Is the Homes for Ukraine scheme still open to new applicants?
   No. The scheme closed to new visa applicants on 19 February 2024. Only certain extension applications for existing visa holders may be permitted under transitional arrangements.
2. Can Ukrainian nationals already in the UK under the scheme continue to work?
   Yes. Ukrainian nationals with valid permission under the Homes for Ukraine scheme retain their right to live and work in the UK for the duration of their visa (typically 3 years from the date of issue).
3. Do employers need a sponsor licence to employ Ukrainian nationals under this scheme?
   No. The Homes for Ukraine route granted visa holders unrestricted work rights, and employers were not required to sponsor them under the Skilled Worker or any other immigration category.
4. What right to work checks must be carried out?
   Employers must carry out a compliant right to work check using the employee’s Share Code and the Home Office online checking service. A dated record of the check must be retained to establish the statutory excuse against illegal working.
5. Can Ukrainian nationals switch to another visa route when their Homes for Ukraine visa expires?
   Possibly. Ukrainian nationals may be eligible to extend their permission or switch to other routes such as Skilled Worker, Student, or Family visas, depending on their circumstances and whether they meet the requirements.
6. Are Ukrainian employees entitled to public services and benefits?
   Yes. Individuals under the Homes for Ukraine scheme had access to NHS healthcare, Universal Credit, schooling, and housing support, subject to local authority arrangements.
7. Should employers adjust onboarding or support processes for Ukrainian hires?
   Ideally, yes. While Ukrainian employees do not require sponsorship, employers are encouraged to provide additional onboarding support, particularly in areas such as language assistance, housing signposting, wellbeing, and adjusted expectations given potential trauma or displacement.
8. What happens if an employer hires a Ukrainian national after their visa has expired?
   This could result in a civil penalty of up to £60,000 if no valid right to work check was completed and recorded. Employers must ensure they are aware of visa expiry dates and conduct repeat checks where needed.
9. Are employers obligated to help Ukrainian employees switch to a new visa route?
   No, there is no legal obligation, but employers may choose to assist with visa sponsorship or extensions, particularly where the individual is filling a long-term or skilled role that meets sponsorship criteria.
10. What can employers expect in future regarding similar humanitarian schemes?
    While no replacement for Homes for Ukraine has been announced, the UK government may launch future humanitarian or displacement schemes. Employers should stay informed and prepare their HR and legal teams to respond quickly if such opportunities arise.

 

 

Conclusion: Lessons from the Homes for Ukraine Scheme for UK Employers

 

Although the Homes for Ukraine scheme is now closed to new applicants, its legacy continues to shape how UK employers approach workforce planning, diversity, and immigration readiness. The scheme allowed thousands of Ukrainian nationals to settle and work in the UK without employer sponsorship — offering a unique window into the value of responsive, humanitarian-driven immigration pathways for filling urgent skills gaps.

For employers, the scheme provided more than just a source of available labour. It highlighted the importance of flexible onboarding, trauma-informed HR practices, and the role of employers as community anchors in times of crisis. Even after the scheme’s closure, many Ukrainian employees remain in the UK workforce, and businesses must ensure they remain compliant with right to work checks, visa monitoring, and post-scheme immigration options.

Looking forward, the key takeaway is clear: employers need agile, well-informed immigration strategies — not only to respond to humanitarian schemes like Homes for Ukraine, but to plan sustainably for future skills needs. By learning from this initiative, employers can strengthen their internal systems, contribute meaningfully to refugee and resettlement efforts, and remain legally and ethically prepared for future schemes the UK government may introduce.

The Homes for Ukraine scheme may be over, but its workforce impact endures. Understanding its structure, benefits, and limitations is essential for any UK employer seeking to balance compliance, compassion, and strategic workforce growth.

 

Term	Definition
Homes for Ukraine Scheme	A UK government initiative launched in March 2022 to provide sanctuary to Ukrainian nationals fleeing the war, allowing them to live and work in the UK without employer sponsorship.
Ukraine Family Scheme	A visa route for Ukrainian nationals with family members in the UK, offering similar rights to live and work in the UK.
Ukraine Extension Scheme	A scheme allowing Ukrainians already in the UK on other visas to extend their stay without leaving the UK.
Biometric Residence Permit (BRP)	A card issued to some visa holders confirming their identity, immigration status, and right to work in the UK.
Right to Work Check	A legal obligation for UK employers to confirm a worker’s legal status to work in the UK, either through physical documents or the Home Office’s online Share Code system.
Statutory Excuse	A legal defence for employers against civil penalties if they can demonstrate a compliant right to work check was carried out.
Share Code	A unique code generated by migrant workers that allows employers to verify their right to work online through the Home Office service.
Employer Sponsorship	The process of a UK employer sponsoring a migrant worker for a visa under specific routes such as the Skilled Worker visa.
Skilled Worker Visa	A UK immigration route that allows employers to sponsor overseas workers for eligible skilled roles that meet salary and skill thresholds.
Ukraine Permission Extension Scheme (UPES)	A scheme allowing Ukrainian nationals to extend their leave to remain in the UK after their initial visa expires.

 

 

Resource	Description
Homes for Ukraine Scheme Guidance	Official UK government guidance on the Homes for Ukraine visa route, including eligibility and application details.
Employer’s Guide to Right to Work Checks	Comprehensive Home Office guidance on conducting right to work checks and maintaining a statutory excuse.
Prove a Right to Work to an Employer	Service for migrant workers to generate a Share Code and prove their right to work in the UK.
Ukraine Extension Scheme	Information about how Ukrainian nationals in the UK can apply to extend their stay.
Employing Refugees: A Guide for Employers	UK government guidance to help employers understand how to recruit and support refugees in the workplace.
ACAS – Equality Act 2010 Guidance	Advice on avoiding discrimination in recruitment and employment practices under UK equality law.
Refugee Council	A charity supporting refugees and asylum seekers, offering resources for both individuals and employers.
Employer Hub – Refugee Employment Support	Resources and toolkits for UK employers seeking to hire and support refugees, including Ukrainians.