SECTION GUIDE

Immigration Videos

For guidance on immigration issues, take a look at our advice videos.

Insights from our immigration experts.

ENTITY HR Advisory

Section A: What this article is about HR advisory helps employers manage their people, workplace processes and workforce risks effectively. It combines strategic HR expertise with practical support on the

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ENTITY Workforce Compliance AB

Section A: What this article is about This guide explains workforce compliance from the perspective of a UK employer. It considers what workforce compliance means, the principal areas of law

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ENTITY Sponsor Licence OPQ

Section O. FAQs 1. Do I need a sponsor licence to employ overseas workers? Not necessarily. A sponsor licence is required where an organisation intends to sponsor a worker under

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ENTITY Sponsor Licence MN

Section M. Sponsor Licence Costs The cost of sponsoring overseas workers can involve several separate Home Office charges. Employers should distinguish between the cost of obtaining and maintaining the sponsor

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ENTITY Sponsor Licence KL

Section K. Changes to the Organisation Changes to the structure, ownership or circumstances of a licensed sponsor can have significant implications for its sponsor licence. A sponsor licence is granted

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In-depth guides with practical, actionable insights into areas of employment & immigration law and human resources & global mobility.

For specialist advice for employers, speak to our experts.

About DavidsonMorris

As employer solutions lawyers, DavidsonMorris offers a complete and cost-effective capability to meet employers’ needs across UK immigration and employment law, HR and global mobility.

Led by Anne Morris, one of the UK’s preeminent immigration lawyers, and with rankings in The Legal 500 and Chambers & Partners, we’re a multi-disciplinary team helping organisations to meet their people objectives, while reducing legal risk and nurturing workforce relations.

Read more about DavidsonMorris here

Legal Disclaimer

The matters contained in this article are intended to be for general information purposes only. This article does not constitute legal advice, nor is it a complete or authoritative statement of the law, and should not be treated as such. Whilst every effort is made to ensure that the information is correct at the time of writing, no warranty, express or implied, is given as to its accuracy and no liability is accepted for any error or omission. Before acting on any of the information contained herein, expert legal advice should be sought.