The Importance Of Sponsorship

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Register to read the introduction… If you are already in the UK and were initially granted leave in Tier 2 (General) under the
Rules in place on or after 14 June 2012 and you have not since been granted leave to remain, entry clearance or leave to enter in any other route, you can apply to extend your stay for the maximum period of 6 years. Please note that you will not be able to extend beyond 6 years. You will also not be able to reapply to return to the UK under Tier 2 until 12 months after your last leave under Tier 2 expired or can show you have been outside the UK for 12 months, whichever is sooner, unless you will be paid a gross annual salary of
£155,300 or more. This will be the case even if you have been in Tier 2 for less than 6 years.
The Certificate of Sponsorship must confirm that the job is at or above NQF level 6 (or the equivalent in Scotland). The Certificate of Sponsorship must also confirm that you will be paid at or above the appropriate rate for the job. These requirements are set out in the codes of practice on our website at: www.gov.uk/government/collections/sponsorshipinformation-for-employers-and-educators.
78. Your job does not have to meet the skills thresholds described in the previous three
paragraphs
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219. A change of employment application is not required for other changes to your job. For example if:


you are remaining with the same employer and change jobs to a different job within the same SOC code, or you are moving under TUPE (or similar) protection due to a takeover, merger, de-merger or any other circumstances in which TUPE is triggered; or



you are undertaking a professional examination(s), for example an Objective Structured
Clinical Examination (OSCE) or Professional and Linguistic Assessments Board (PLAB), to assess whether your skills meet UK standards before you commence working for your sponsor, where this is a regulatory requirement of the job shown on your Certificate of
Sponsorship and you continue to be sponsored during such period; or your salary is reduced due to maternity, paternity, shared parental or adoption leave, and/or a period of sick leave that lasted for one month or longer; or



changes to your core duties which mean your job changes within the same SOC code
(provided your new salary rate is at or above the appropriate rate for the job as set out in the codes of

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