UK Spouse Visa Salary Requirements (2025 Guide)

Section A: What Is a UK Spouse Visa?

 

The UK Spouse Visa is a key immigration route under the Family Migration provisions of Appendix FM of the UK Immigration Rules. It allows the non-UK partner of a British citizen or a person settled in the UK to join or remain with their partner in the UK on the basis of their relationship. The visa grants the holder the right to live, work, and study in the UK, eventually leading to settlement (Indefinite Leave to Remain) after five years, provided all eligibility criteria continue to be met.

For UK sponsors and applicants alike, understanding the legal framework of the spouse visa is crucial. It is not an automatic right but a discretionary permission based on strict eligibility requirements relating to the genuineness of the relationship, financial stability, and accommodation. The Home Office assesses whether the applicant and sponsor meet these requirements before granting permission to enter or remain in the UK.

 

1. Definition and Purpose of the UK Spouse Visa

 

The Spouse Visa (also referred to as a “partner visa” in some contexts) enables a foreign national who is married to, or in a civil partnership with, a British citizen or a person with settled status (ILR, pre-settled status under EUSS, or refugee status) to reside with their partner in the UK.

The main purposes of the visa are to:

• Facilitate family life for couples who wish to build their lives together in the UK.
• Ensure that applicants can be self-sufficient, without relying on public funds, by meeting the financial requirements.
• Provide a structured route towards settlement (ILR), typically after five years of continuous residence under the visa.

The visa is initially granted for 30 months (2.5 years) and can be extended, provided eligibility continues to be met.

 

2. Eligibility Overview: Relationship, Residency, and Application Routes

 

Applicants must satisfy multiple eligibility criteria under Appendix FM. The key requirements are:

Relationship Requirement:

• Must be legally married or in a civil partnership recognised in the UK.
• Alternatively, applicants may qualify as an unmarried partner, provided they have lived together in a relationship akin to marriage for at least 2 years.
• The relationship must be genuine and subsisting, with evidence demonstrating the couple’s intention to live together permanently in the UK.

Residency Status of the Sponsor:

• A British citizen, or
• Settled in the UK (holding ILR or permanent residence), or
• Have pre-settled status under the EU Settlement Scheme (EUSS), or
• Hold refugee status or humanitarian protection in the UK.

Application Routes:

• Entry Clearance: For applicants applying from outside the UK.
• Leave to Remain: For applicants already in the UK on a valid visa, switching to the spouse visa route.
• Extension Applications: For existing spouse visa holders nearing the end of their current leave.

Applicants must also meet financial (salary threshold), English language, and accommodation requirements to qualify.

 

3. Summary: The Foundation of Family Reunification Under UK Immigration

 

The UK Spouse Visa serves as a vital mechanism to enable families to live together in the UK, but it is subject to stringent eligibility criteria. Both applicants and sponsors must ensure that the relationship, residency status, and supporting evidence align with the Home Office’s legal requirements. Understanding the structure and purpose of this visa is the first step in navigating the more complex elements of the application, including the financial requirements covered in the next sections.

 

Section B: Spouse Visa Financial Requirement (Salary Threshold)

 

One of the most challenging aspects of the UK Spouse Visa application is the financial requirement, commonly known as the “salary threshold”. This is designed to ensure that couples are self-sufficient and will not rely on public funds. For applicants and sponsors alike, understanding how the financial requirement is calculated and applied is essential to a successful application. The Home Office imposes strict rules on how income is assessed, with little flexibility outside of prescribed exemptions.

Since 2012, the financial requirement has been a key focus of spouse visa applications, and recent updates in 2024-2025 have significantly raised the income threshold, making it even more important for sponsors to understand what is required.

 

1. The Current Salary Threshold (2025 Update)

 

As of April 2025, the minimum income requirement for a UK sponsor applying for a spouse visa is £29,000 gross per annum. This threshold was increased from the previous level of £18,600 as part of the UK Government’s efforts to reduce net migration figures and align family migration salary thresholds with economic self-sufficiency principles.

However, the increase to £29,000 is part of a phased approach, with the Government announcing plans to raise the threshold further to £38,700 in 2026. Sponsors and applicants need to be mindful that these planned increases will directly affect applications submitted in future years.

A critical point of confusion is whether the relevant threshold is determined by the application date or the decision date. The Home Office has confirmed that the threshold in effect at the date of application submission applies. This means that even if the salary threshold increases after the application is submitted but before a decision is made, the applicant will only need to meet the threshold that was in place when they applied.

• As of April 2025, the income requirement is £29,000 gross per year.
• Further increases towards £38,700 are expected.
• The applicable threshold is based on the application submission date, not the decision date.

 

2. Who Needs to Meet the Salary Requirement?

 

The financial requirement primarily applies to the UK-based sponsor — the British citizen or settled person sponsoring their spouse’s visa. The applicant’s overseas income, savings, or third-party support cannot usually be relied upon unless specified under the Immigration Rules.

Sponsors must demonstrate they meet the income threshold through:

• Employment income.
• Self-employment income.
• Certain non-employment income (e.g., rental income, dividends).
• Cash savings over £16,000 (where applicable to offset shortfalls in salary).

Exemptions from the Salary Threshold:

Certain sponsors are exempt from meeting the standard salary threshold if they are receiving specified public benefits, such as:

• Disability Living Allowance (DLA)
• Personal Independence Payment (PIP)
• Carer’s Allowance
• Severe Disablement Allowance
• Industrial Injury Disablement Benefit
• Attendance Allowance

In these cases, rather than meeting the minimum income threshold, the applicant must demonstrate that the couple will be maintained “adequately” without recourse to public funds. The adequate maintenance test involves calculating whether household income exceeds or equals the Income Support level, taking into account the household’s composition and essential expenses.

It’s important to note that the adequate maintenance route is strictly applied and often requires detailed financial evidence, including benefit award letters, bank statements, and a breakdown of household expenditure.

 

3. Summary: Salary Thresholds as a Gatekeeper to Spouse Visa Success

 

The spouse visa salary threshold is a fundamental eligibility hurdle for most applicants and sponsors. The increase to £29,000 in 2025, with further planned rises, means that more sponsors will need to carefully assess whether they meet the financial criteria before applying. While exemptions exist for benefit recipients, these are limited and require thorough documentation.

Understanding how the salary threshold applies — including which income sources are acceptable and how timing affects the application — is essential for avoiding refusals. Both applicants and sponsors should approach the financial requirement with a clear understanding of the Home Office’s strict evidential standards.

 

Section C: How Is Salary Calculated for Spouse Visa Applications?

 

Meeting the spouse visa financial requirement is not simply about earning a qualifying salary — it’s also about providing the correct evidence in the correct format. The Home Office applies strict evidential requirements, assessing not only the amount of income but also its source, regularity, and documentation. Understanding which income streams count, how they can be combined, and the specific paperwork required is essential to avoid a refusal.

This section explains how salary and income are calculated for UK spouse visa applications, including acceptable income types, combining different sources, and the evidential standards the Home Office applies.

 

1. Acceptable Sources of Income

 

UK spouse visa applicants and their sponsors can rely on several types of income to meet the financial requirement. These include:

• Employment Income (Salaried and Non-Salaried): Salaried employment refers to jobs where the sponsor is paid a fixed, regular salary as per a formal contract. Non-salaried employment involves variable hours or pay. For these, income is averaged over a relevant 6-month or 12-month period.
• Self-Employment and Dividend Income: Income from self-employment is calculated using the sponsor’s most recent completed financial year, as evidenced by tax returns and official accounts. Company directors/shareholders who receive dividends must also provide corporate accounts and dividend vouchers.
• Non-Employment Income: This includes rental income from property, dividends from investments, pension income, and maintenance payments, supported by consistent payment records.
• Cash Savings: Savings can be used either as a standalone route or to offset an income shortfall. Savings must have been held for at least 6 consecutive months before the application date.

 

2. Combining Income Sources

 

Sponsors may need to combine different income streams to meet the threshold. The rules on combining income vary depending on the type:

• Employment and Non-Employment income can be combined directly.
• Employment income shortfalls can be offset using cash savings above £16,000.
• Self-Employment and Non-Employment income can be combined if they relate to the most recent financial year.
• To rely solely on cash savings, the sponsor must have £88,500 or more (as of April 2025).

When offsetting salary shortfalls, the formula is: (Savings – £16,000) ÷ 2.5 = amount that can be counted towards the salary requirement.

 

3. Evidence and Documentation Required

 

The Home Office applies rigorous documentation standards. Submitting the correct evidence is as important as meeting the financial figures.

• For employment income: 6 months of payslips, corresponding bank statements, and an employer letter confirming employment details.
• For self-employment: SA302 tax return, HMRC tax year overview, business accounts, and accountant’s certificate.
• For non-employment income: tenancy agreements, dividend vouchers, pension award letters, and payment records.
• For cash savings: bank statements for the past 6 months and, if applicable, evidence of the source of savings.

Documentation periods are critical. Employment income is assessed over the last 6 months, while self-employment is assessed over the most recent financial year (April to April). Any gaps, inconsistencies, or incorrect formats will likely result in refusal.

 

Summary: Accuracy and Evidence Are Key

Calculating and proving income for a spouse visa application requires meticulous attention to detail. The Home Office applies rigid criteria — not only regarding the amounts earned or saved but also in the way this income is evidenced. Applicants must ensure they provide complete and accurate documentation covering the appropriate time periods. Understanding how different income sources can be combined and what evidence is mandatory is crucial to meeting the financial requirement successfully.

 

Section D: Exceptions to the Salary Threshold

 

While the UK spouse visa financial requirement usually demands sponsors meet a strict salary threshold, certain applicants are exempt from this requirement. Instead, they may rely on the adequate maintenance test or other discretionary exceptions based on their personal or family circumstances. It’s critical for both applicants and sponsors to understand when these exemptions apply, how they are assessed, and what evidence is required.

 

1. Adequate Maintenance Rule for Benefit Recipients

 

Sponsors who are in receipt of certain permitted benefits are exempt from meeting the salary threshold (£29,000 as of April 2025). Instead, they must demonstrate they can adequately maintain and accommodate the applicant and any dependants without recourse to additional public funds.

Qualifying benefits include:

• Carer’s Allowance
• Disability Living Allowance (DLA)
• Personal Independence Payment (PIP)
• Attendance Allowance
• Severe Disablement Allowance
• Industrial Injuries Disablement Benefit
• Armed Forces Independence Payment
• Constant Attendance Allowance
• Bereavement Benefits

The adequate maintenance test calculates whether the combined household income exceeds the level of Income Support or Universal Credit a British family of equivalent size would receive. Sponsors must provide benefit award letters, bank statements, and a detailed breakdown of household expenses to evidence this.

 

2. Exceptional Circumstances and Human Rights Considerations (Appendix FM-SE)

 

Where the sponsor cannot meet the salary threshold or adequate maintenance test, but refusal would breach the applicant’s rights under Article 8 of the European Convention on Human Rights (ECHR), the Home Office has discretion to consider exceptional circumstances.

Examples include:

• Cases involving dependent British citizen children.
• Long-term lawful residence of the applicant in the UK.
• Situations where refusal would cause unjustifiably harsh consequences, such as family separation.

Applicants should submit comprehensive evidence, including personal statements, proof of family ties, medical reports, and records of lawful residence. However, reliance on exceptional circumstances is not a guaranteed route — the Home Office applies this discretion narrowly.

 

3. Discretionary Policies in Cases of Financial Hardship

 

In cases of temporary financial hardship, such as redundancy, health-related inability to work, or significant caregiving responsibilities, the Home Office may exercise discretion. However, formal policies on these exemptions are limited.

Applicants should provide:

• Proof of previous earnings and work history.
• Medical evidence (where relevant).
• A clear plan showing how the financial situation is expected to improve.

Decisions on discretionary hardship exemptions are unpredictable and must be supported by robust documentation. Professional immigration advice is strongly recommended for applicants relying on these arguments.

 

Summary: Limited but Vital Exceptions to Salary Rules

The spouse visa salary threshold is a firm requirement for most applicants, but exemptions exist for benefit recipients, those facing exceptional circumstances, and in cases of temporary financial hardship. These exemptions require thorough documentation and are assessed strictly. Sponsors who cannot meet the standard threshold should ensure they understand the rules, prepare detailed evidence, and seek professional advice where necessary to maximise their chances of success.

 

Section E: Common Challenges in Meeting the Salary Requirement

 

Meeting the UK spouse visa salary threshold can be a complex and stressful process for sponsors, especially given the strict evidential requirements and rigid Home Office rules. Even where sponsors earn sufficient income, the way that income is structured or documented can cause unforeseen problems, leading to refusals or lengthy application delays.

This section highlights the most common challenges faced by applicants and sponsors when proving they meet the financial requirement, including issues with zero-hour contracts, self-employment income, and problems arising from incomplete or inconsistent financial documentation.

 

1. Issues with Zero-Hour Contracts and Fluctuating Income

 

Sponsors employed on zero-hour contracts or with variable income face significant challenges in meeting the salary threshold. Under the Immigration Rules, non-salaried employment is assessed based on actual earnings over a 12-month period prior to the application date.

Challenges include:

• Fluctuating hours leading to inconsistent monthly earnings.
• Lack of guaranteed future income at a consistent level.
• Requirement to demonstrate total earnings of £29,000 (as of April 2025) over the relevant period.

To support their application, sponsors must provide:

• Payslips covering the full 12-month period.
• Bank statements showing salary deposits corresponding to each payslip.
• A letter from the employer confirming terms of employment and average hours worked.

Zero-hour contracts often lead to refusals if the Home Office determines the income evidence is inconsistent or falls below the required average.

 

2. Problems for Self-Employed Sponsors

 

Self-employed sponsors face distinct challenges due to reliance on historic financial data and stringent documentation requirements. The Home Office assesses self-employment income based on the sponsor’s most recent completed financial year.

Key challenges include:

• Delays in obtaining HMRC documents such as SA302 forms and Tax Year Overviews.
• Requirement to provide certified business accounts (where applicable).
• Inability to use current income if the financial year is not yet completed.

Self-employed sponsors must submit:

• Latest SA302 tax calculation.
• Tax Year Overview from HMRC.
• Business bank statements showing relevant income.
• Accountant’s certificate (for limited companies or partnerships).

Applications often fail where self-employment is recent or documentation does not fully align with Home Office evidential requirements.

 

3. Delays and Errors in Financial Documentation

 

Administrative errors and incomplete documentation are among the most common reasons for spouse visa refusals. The Home Office applies strict evidential rules regarding:

• The exact format and content of payslips and bank statements.
• Providing documents that cover precise timeframes (6 months or 12 months).
• Consistency between declared income and amounts shown in bank statements.
• Employer letters meeting detailed requirements set out in Appendix FM-SE.

Frequent documentation issues include:

• Missing salary deposits in bank statements.
• Payslips provided in incorrect formats (e.g., screenshots or missing details).
• Discrepancies between gross pay and banked amounts.
• Accountants’ letters not complying with evidential rules.

Even minor inconsistencies can result in refusal, as caseworkers are required to apply the evidential rules strictly with little discretion.

 

Summary: Proactive Preparation is Key to Avoiding Pitfalls

While the salary threshold may seem straightforward, the rigid evidential requirements and calculation methods make meeting the financial criteria a major challenge for many applicants. Sponsors on zero-hour contracts, self-employed individuals, or those with irregular income patterns face heightened scrutiny. Proactive preparation, attention to documentation detail, and, where necessary, obtaining professional immigration advice are critical to a successful application.

 

Section F: Strategies for Applicants Struggling to Meet the Threshold

 

For many UK spouse visa applicants and sponsors, meeting the financial requirement is not straightforward — particularly where income fluctuates, employment is insecure, or the sponsor has recently changed jobs. However, there are lawful strategies to address shortfalls in salary, including the use of cash savings, long-term financial planning, and seeking expert legal advice for complex cases.

This section outlines the practical options available to sponsors who may struggle to meet the income threshold through employment alone.

 

1. Using Cash Savings to Meet or Offset Salary Shortfalls

 

One of the most effective ways to meet the financial requirement when salary falls short is to rely on cash savings. Under Appendix FM-SE of the Immigration Rules, cash savings can either:

• Fully meet the financial requirement on their own, or
• Offset a shortfall in employment income.

Key points regarding cash savings:

• Minimum cash savings threshold is £88,500 (from April 2025) if relying solely on savings to meet the £29,000 requirement.
• Savings used to offset income shortfalls must exceed a base level of £16,000.
• Savings must have been held by the sponsor or applicant (or jointly) for at least 6 consecutive months before application.
• Funds must be in accessible cash form — shares, bonds, or property equity are excluded.

Combining cash savings with employment income is a common strategy for sponsors who earn below £29,000 but can demonstrate sufficient accessible savings to cover the shortfall.

 

2. Planning Ahead: Job Changes and Savings Build-Up

 

For applicants planning a future spouse visa application, proactive financial planning is essential. Sponsors should consider:

• Seeking new employment that meets or exceeds the salary threshold, ensuring at least 6 months of payslips are available prior to application.
• Negotiating increased hours or transitioning from variable to fixed salaried roles.
• Building up cash savings over time to supplement income or act as a buffer against income variability.
• Steering clear of income sources that fall outside the Home Office’s strict evidential categories.

Planning should ideally commence 6–12 months in advance of the intended application to ensure time for stabilising income and gathering compliant documentation. Last-minute applications carry a higher risk of refusal due to incomplete evidence or insufficient qualifying periods.

 

3. Seeking Legal Advice for Complex Cases

 

In cases where meeting the salary threshold is particularly challenging, such as:

• Irregular income structures or fluctuating earnings,
• Self-employment within the first financial year,
• Sponsors with recent job changes,
• Applicants relying on third-party support (family members),
• Or complex personal circumstances involving children, health issues, or human rights claims,

It is strongly advised to seek regulated immigration advice.

Specialist advisers can:

• Assess whether alternative evidential routes (e.g., adequate maintenance test) apply.
• Identify weaknesses in financial documentation and recommend corrective actions.
• Present compelling arguments where human rights considerations (Appendix FM-SE) may be applicable.
• Ensure full compliance with evidential requirements to minimise refusal risks.

Professional advice is crucial when a case involves discretionary Home Office decision-making or relies on complex evidential routes.

 

Summary: Proactive, Strategic Action Can Overcome Financial Hurdles

While the spouse visa salary threshold is strict, sponsors struggling to meet the requirement have viable strategies available. By using cash savings effectively, planning employment adjustments in advance, and seeking expert advice for complex scenarios, applicants can significantly enhance their prospects of success.

Detailed financial planning, documentation precision, and informed professional support often make the difference between approval and refusal.

 

Section G: Right to Work and Sponsor Responsibilities

 

For UK sponsors of spouse visa applicants, understanding the intersection between sponsorship obligations and right to work compliance is essential. While the financial requirement primarily relates to visa eligibility, employers who are sponsors (or where sponsored individuals are employed) must also navigate the rules on legal working, document checks, and potential enforcement risks.

This section explains the sponsor’s legal responsibilities, the importance of right to work checks, and how non-compliance can impact future extension and Indefinite Leave to Remain (ILR) applications.

 

1. Sponsor’s Obligations and Right to Work Considerations

 

A UK-based sponsor (the British citizen or settled partner) is not the same as a licensed employer sponsor under the Skilled Worker route, but they must still comply with the requirements of Appendix FM. This includes:

• Meeting the financial requirement (salary threshold or adequate maintenance).
• Providing full supporting documentation to evidence income, relationship stability, and accommodation.
• Ensuring the applicant is not in breach of immigration conditions (e.g., overstaying or working illegally).

For employers of spouse visa holders, it’s important to recognise that:

• A valid spouse visa grants unrestricted right to work in the UK (no sponsorship needed by the employer).
• Employers are still required to carry out a compliant right to work check (using a Share Code or Biometric Residence Permit).
• Visa expiry dates should be monitored to ensure ongoing compliance, even though the individual is not a sponsored Skilled Worker.

Failure to perform correct right to work checks may expose the employer to civil penalties of up to £60,000 per illegal worker, even if the individual was previously lawfully employed under a spouse visa.

 

2. Immigration Enforcement Risks for Non-Compliance

 

Non-compliance with right to work requirements can trigger enforcement actions from the Home Office, including:

• Civil penalties for illegal working if right to work checks are missed or incorrectly performed.
• Public naming of non-compliant employers, damaging business reputation.
• For businesses holding a Skilled Worker sponsor licence, broader non-compliance findings may lead to licence suspension or revocation.

For individual sponsors (the UK-based partner), failing to meet the financial requirement or providing false or misleading documentation can lead to:

• Spouse visa refusals or curtailment of existing leave.
• A 10-year deception ban if dishonesty is detected in financial evidence.
• Investigations into the genuineness of the relationship (e.g., allegations of sham marriages).

Employers must ensure that robust HR procedures are in place to track visa expiry dates and maintain lawful working records, even where employees are not on employer-sponsored visas.

 

3. Impact on Extension and ILR Applications

 

Maintaining lawful residence and compliance throughout the visa period is critical for future spouse visa extensions and ILR applications:

• Breaches of visa conditions (such as overstaying or unauthorised work) can reset the continuous residence period for ILR eligibility.
• Failure to meet the financial requirement at extension stages will result in the applicant moving to the 10-year family route, delaying settlement by an additional five years.
• Gaps in lawful residence due to documentation failures or delayed applications may result in visa refusals and immigration enforcement action.

Employers have a vested interest in supporting spouse visa holders to maintain lawful immigration status, as visa lapses can disrupt workforce continuity and expose the business to compliance risks.

 

Summary: Compliance is a Shared Responsibility

While the primary responsibility for meeting the spouse visa financial requirement lies with the applicant and their UK partner, employers play a key role in ensuring legal working conditions are met. Conducting proper right to work checks, tracking visa expiry dates, and fostering open communication with affected employees are essential steps to mitigate compliance risks.

Understanding both sponsor obligations and employer responsibilities enables businesses to manage immigration risks effectively while supporting staff on their route to settlement.

 

Section I: Conclusion – Navigating the Spouse Visa Salary Rules with Confidence

 

Understanding and meeting the UK spouse visa salary requirement is one of the most critical — and often challenging — aspects of the visa process. For both applicants and UK-based sponsors, the financial threshold represents a legal gatekeeper to family reunification and long-term settlement in the UK.

 

With the minimum income requirement rising to £29,000 in April 2025 and further increases planned towards £38,700, it is essential for families to stay informed and prepared. Sponsors must ensure their income meets the Home Office criteria, whether through employment, self-employment, non-employment income, or cash savings.

 

The rules are strict, and the evidential standards are high — leaving little room for error or assumptions. For applicants on zero-hour contracts, self-employed sponsors, or those facing fluctuating income, careful planning and accurate documentation are key to success.

 

Exemptions exist for benefit recipients under the adequate maintenance test, and exceptional circumstances provisions may apply in cases of disproportionate hardship. However, reliance on discretion is inherently risky and should always be approached with professional legal guidance to minimise the risk of refusal.

 

Employers, sponsors, and applicants alike must understand that failing to meet the salary threshold can result in a visa refusal or placement on the 10-year settlement route, significantly delaying eligibility for Indefinite Leave to Remain (ILR). Conversely, a well-prepared application that fully addresses the financial requirement strengthens the pathway to a stable and lawful life in the UK.

 

By approaching the financial requirement with clarity, diligence, and — where needed — expert advice, families can navigate these complex rules with greater confidence. Compliance with these requirements not only facilitates successful visa outcomes but also contributes to long-term settlement security for families seeking to build their future together in the UK.

 

Term	Definition
Spouse Visa	A visa allowing non-UK partners of British citizens or settled persons to live in the UK based on their relationship.
Appendix FM	The section of the UK Immigration Rules governing family migration routes, including spouse and partner visas.
Financial Requirement	The minimum income threshold sponsors must meet to bring their spouse to the UK under the spouse visa route.
Adequate Maintenance	An alternative financial test applied to sponsors in receipt of specified benefits, assessing if they can support their spouse without further public funds.
Appendix FM-SE	The evidential requirements section of the Immigration Rules specifying what documentation is required to meet the financial threshold.
Exceptional Circumstances	Cases where strict application of the rules would breach human rights, allowing discretionary consideration by the Home Office.
Section 3C Leave	Automatic extension of lawful stay while an in-time application is pending a Home Office decision.
Share Code	A digital code used to verify an individual’s right to work in the UK through the Home Office online checking service.
Indefinite Leave to Remain (ILR)	Permanent residence status in the UK, allowing the holder to live and work without immigration restrictions.
Self-Assessment Tax Return (SA302)	A document from HMRC summarising declared income and tax liability, required as evidence for self-employed applicants.

 

 

Resource	Link
UK Government – Family Visa Overview	https://www.gov.uk/uk-family-visa
Home Office Immigration Rules – Appendix FM	https://www.gov.uk/guidance/immigration-rules/immigration-rules-appendix-fm-family-members
Appendix FM-SE (Specified Evidence)	https://www.gov.uk/guidance/immigration-rules/immigration-rules-appendix-fm-se-family-members-specified-evidence
Right to Work Checks: Employer Guide	https://www.gov.uk/government/publications/right-to-work-checks-employers-guide
Section 3C Leave: Home Office Guidance	https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/584658/3C_and_3D_leave-v2.pdf
Citizens Advice – Family Visa Support	https://www.citizensadvice.org.uk/immigration/family-visa/
UKVI Employer Checking Service (ECS)	https://www.gov.uk/employee-immigration-employment-status
Home Office Fee Waiver Policy	https://www.gov.uk/government/publications/fee-waiver-policy