International students permitted to stay after graduation

After the announcement that the government will allow international students to stay in the UK for two years after graduation to find a job,
Online magazine Recruiter contacted Migrate UK for their comments.

Karendeep Kaur, Migrate’s senior immigration consultant, thinks that while the proposal is welcome news for recruiters and international students, some areas of the proposal still require clarification.

She asks, would this two-year, post study work style visa, be automatically added to a student’s visa from 2020, as with the original proposed plans from MAC [Migration Advisory Committee] from 2021 or will students need to apply for these two years upon completion of their course?

It has been suggested that there will be no cap on the numbers who can apply (unlike the current quota for restricted certificates of sponsorship), allowing the student to switch in country to a work visa. In addition, there has been no indication as to whether this is a ‘free for all’ or whether it will be limited to science, technology, engineering or mathematics degrees.

Read the full article here:
https://www.recruiter.co.uk/news/2019/09/international-students-can-apply-work-rather-leave-uk

Shortage of occupation list expanded to include more jobs

With effect from 6th October 2019, the Home Office will include more jobs in the UK that qualify as a shortage occupation. The full list of eligible occupations will be published in Appendix K of the Immigration Rules.

The changes will be very welcome by employers who need to sponsor overseas workers under Tier 2 General of the Points Based System. Those vacancies that meet the shortage of occupation criteria will not need to undergo a Resident Labour Market test. Furthermore, qualifying jobs are awarded a high number of points under the monthly quota system which means that applicants have a very good chance of being awarded a Certificate of Sponsorship.

Jobs to be published on the forthcoming list include:

  • Engineering roles (SOC codes 2121, 2122, 2123, 2124, 2126, 2127, 2129, 2461)
  • IT business analysts and designers (2135)
  • Programmers and software development professionals (2136)
  • Web designers (2137)
  • Cyber security specialists (2139)
  • Medical practitioners (2211)
  • Veterinarians (2216)
  • Architects (2431)
  • Quantity Surveyors (2433)
  • Occupational Therapists (2222)
  • Graphic Designers (3421)

EU citizens moving to the UK after a no-deal Brexit will be able to access temporary immigration status

Home secretary Priti Patel has confirmed that EU citizens will be able to access temporary immigration status until the new skills based immigration system comes into force at the start of 2021.

People Management asked Karen Kaur for her comments.

‘EU nationals are still encouraged to apply for settled or pre-settled status in the UK before 31 October. Employers will need to plan and ensure that any EU workers entering the UK prior to 31 October apply for their pre-settlement status to avoid the Euro temporary leave to remain status which is only valid for three years and thereafter UK immigration rules will apply.’

Read the full article here:

https://www.peoplemanagement.co.uk/news/articles/employers-relieved-government-eases-no-deal-brexit-migration-rules

Home Office consider ending freedom of movement

The Home Office’s announcement that the government is reconsidering allowing a transition period for EU nationals has HR professionals perturbed.

Upon this announcement, People Management magazine’s Elizabeth Howlett spoke to Migrate UK and Karen Kaur had this to say:

“Prime Minister Boris Johnson’s unwillingness to phase out the current immigration rules will not allow EU nationals currently in the UK, or those looking to enter before 2021, to organise their affairs. 

Although reassurances had been made that the rights of EU nationals currently living in the UK would be protected and that they would be able to remain under settled status, this would still depend on what new immigration laws come into force.

New rules have not been put in place, and the threat to end free movement is a mere 72 days away. This only adds to the uncertainty of EU nationals currently in the UK and employers across the country, who until yesterday had been planning for a December 2020 deadline.”

Read the full article here

https://office365.eu.vadesecure.com/safeproxy/v3?f=_i48Ug_WiBjLof2d_DkA4bXy3VMb0-B5rQPv-8Y1wJEdEFTX7alRiPjA_JnQN_Zh&i=PanKpFB-ar2nFxFW3fmJ4kcCUM1tCpfbIhtCpTT3qcPaXSCswXq_ZkwtHjY2Jo7MFrEiRB5sqiHkRrpWihL7JA&k=1NdM&r=0_hR11HfKddDzX9V9hHxF9VUgB59O2Ei4sH-zWRWOqb1FbubDBSdu3Th-IGSpFtL&u=http%3A%2F%2Fview.comms.cipdmail.com%2F%3Fqs%3D5c61aa293bb5ea9dee2157232a1c0f7d3d8e9c622f3b40cb73d3c9b41e5959deff5e8f53090c564a162cb8b3dba39fee6537b91cec2d614ffdba52e7abeddc65112e18647ede0cb81e903cd1d6614d6d

More than one million EU citizens granted settled or pre-settled status

It has been four months since EU citizens could apply for settled or pre-settled status. People Management magazine consider how successful this initiative has been.

Elizabeth Howlett, of People Management magazine, asked Karen Kaur for her comments.

“The process has proved to be simple, straightforward with an average time of 30 mins to complete the online application and uploading of documents.

Decisions were being provided within 24 hours, sometimes sooner, and despite initial concerns that the system would crash under the number of applications, it was so far proving to be stable.

There is no excuse not to apply, as the process is proving to be efficient and beginning to provide clarity to those in need of this and to those who have played a part in contributing to the UK.

The government’s provided toolkit for employers meant there was no excuse for why HR departments shouldn’t be assisting their workforce make their settled status applications.

If the workforce needs reassurance, this is a way to show that an employee’s best interests are at the heart of the organisation.”

Read People Magazine’s article, click here

HR Review also quotes Karen Kaur

Business Leader Magazine seeks Migrate UK’s opinion on new Prime Minister

Barney Cotton, assistant editor for Business Leader Magazine spoke to Karen Kaur, Migrate UK’s senior immigration consultant:

‘Boris Johnson is a Prime Minister who knows that ‘playing the numbers game’ is not going to cut immigration levels as has been the Conservative manifesto since 2010 whilst Theresa May was still Home Secretary. Maybe that is why May became Prime Minister as there was the hope that migration levels will be reduced but Boris has learnt from this. Although migration from EU member states has dwindled, the rest of the world is still open for business and continues to compete for a place in the UK market.’

‘Although Boris doesn’t commit to reducing immigration levels, he does propose to put in place a stringent points-based system like Australia, which will see an elitist immigration system which takes into consideration a migrant’s level of skill, education, age and English language proficiency thus, side-lining the lower skilled migrants.’

‘However, the Migration Advisory Committee (MAC) is proposing to drop the skill level to RQF level 3 so Boris’s request to the MAC to focus on an Australian points-based system to ‘control’ migration as oppose to ‘lowering’ it, may well be taken into consideration but without his desired result.’

‘It would be much better to see the quota system abolished alongside lowering of skill levels as MAC proposes, as there is a need for both highly skilled migrants and those that work in key manual and seasonal roles. Boris’s assertion that the migrant’s professional and personal skill levels be taken into account, will no doubt be a welcomed viewpoint on the way in which migration should be handled but his blasé approach with failing to comment on the cut to immigration levels has swung in his favour. He hasn’t promised to cut migration, but he has shown the intention to curb it.’

Revised minimum skills levels for overseas workers: RFQ levels 3 and 4 with salary between £20k and £30k?

HR Magazine invited Migrate UK’s MD Jonathan Beech to consider whether lowering salary thresholds for foreign workers from £30,000 to £20,00 would solve the skills crisis.

Published on 24th July 2019, read Jonathan’s article here:

http://www.hrmagazine.co.uk/article-details/will-lowering-salary-thresholds-solve-the-skills-crisis/356473/?utm_content=Will%20lowering%20salary%20thresholds%20solve%20the%20skills%20crisis%3F&utm_campaign=HR24July19&utm_source=HR%20Magazine&utm_medium=adestra_email&utm_term=http%3A%2F%2Fwww.hrmagazine.co.uk%2Farticle-details%2Fwill-lowering-salary-thresholds-solve-the-skills-crisis%2F%24AMF_FIELD_mab_userid%24%2F

HR magazine speaks to University of London, Unison, Migrate UK

The Tory leadership race: What will a new prime minister mean for HR?

Column written by Alex Roberts, published July 04, 2019

As employers consider the two final candidates, HR magazine sought to find out what UK employers want from a new prime minister.

Five different perspectives were considered: academia (professor of transformational leadership), low skilled sector (farming), trade union, career management and immigration.

HR magazine approached Migrate’s MD Jonathan Beech for his perspective.

‘It is unlikely that 31 October will end up being the date EU citizens will have to enter the UK, to enjoy all the benefits currently available, but the rhetoric being used about exiting sooner rather than later, indicates that employers have look at their recruitment plans and current EU workforce now’

Read the full article here:

http://www.hrmagazine.co.uk/article-details/the-tory-leadership-race-what-will-a-new-prime-minister-mean-for-hr

Financial Times quotes Migrate UK’s research

In 2018, Migrate UK commissioned a survey of 1,000 human resource directors. The results indicated 66% were struggling to find sufficient skills since the Brexit referendum. Especially within banking (86%), finance (83%) and IT (79%) sectors.

This survey was referenced in Pilita Clark’s column, published in the Financial Times 1 July 2019, ‘A Brexit storm has already hit, and employers are paying for it’.
Ms Clark’s analysis of job ads on LinkedIn indicates a noticeable drop in the UK’s share of EU job searches. She notes that some experts have said that businesses are being driven to offer ‘lavish pay and perks’ to employees.

Migrate UK’s survey did indicate that higher salaries, bigger bonuses, extra holidays and new company car schemes were among extra incentives being offered.

Ms Clark writes that Migrate UK’s survey results match a more recent polling undertaken by Coleman Parkes research firm for LinkedIn.

Both surveys has been quoted in the Irish World Newspaper (Perks and payrises as UK businesses struggle to stop skilled employees saying goodbye) and the Irish times (Britan faces a drought and it’s Brexit’s fault).

Salary thresholds for future immigration

Salary thresholds for future immigration are to be considered by the Migration Advisory Committee.

The Home Secretary has asked the committee to consider how future salary thresholds should be considered and where there should be exceptions.

Personnel Today and Chartered Institute of Personnel and Development asked Jonathan Beech for his comments:

Salary thresholds should be based on job role rather than an arbitrary limit (currently £30,000). There needs to be a focus on the rate of pay a settled worker receives for a particular job.
The current threshold is very “London-centric”, so the suggestion that rates of pay should be set based on region is very welcome.

“Regional salary variations and a more targeted approach at job rate of pay will certainly help improve the immigration system for businesses struggling to attract and retain skills but must be managed carefully and regularly.”

Jonathan points out that the salary thresholds were just one aspect of the government’s proposed immigration rules. Other considerations include the removal of the resident labour market and a reform of the immigration skills charge. However, so far, Migrate UK has not noticed changes in the way employers are recruiting. “Due to the lack of available skills, most are willing to pay the skills charge”.

Read the full article here: