{"id":15161,"date":"2025-05-13T14:34:00","date_gmt":"2025-05-13T14:34:00","guid":{"rendered":"https:\/\/www.brightmine.com\/uk\/?post_type=resources&#038;p=15161"},"modified":"2026-02-16T15:30:52","modified_gmt":"2026-02-16T15:30:52","slug":"immigration-law-changes-2025-podcast","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/immigration\/immigration-law-changes-2025-podcast\/","title":{"rendered":"Immigration law changes 2025\u00a0&#8211; what\u00a0HR needs\u00a0to\u00a0know"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-b5fc8583 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<p class=\"\">Ferzana Ahmed and Mith Ragukaran, solicitors at law firm Fragomen, join Laura Merrylees, senior legal editor at Brightmine, to talk through the latest immigration developments and issues affecting HR professionals, including what&#8217;s on the horizon.<\/p>\n\n\n\n<p id=\"listen\" class=\"\">Listen now for actionable insights, expert analysis, and a look at what\u2019s next for HR strategy.<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-rich is-provider-spotify wp-block-embed-spotify wp-embed-aspect-21-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe title=\"Spotify Embed: Immigration law changes 2025 \u2013 what HR needs to know\" style=\"border-radius: 12px\" width=\"100%\" height=\"152\" frameborder=\"0\" allowfullscreen allow=\"autoplay; clipboard-write; encrypted-media; fullscreen; picture-in-picture\" loading=\"lazy\" src=\"https:\/\/open.spotify.com\/embed\/episode\/7EmIzNcXGLuh7rRtBEmkwC?utm_source=oembed\"><\/iframe>\n<\/div><\/figure>\n\n\n\n<details id=\"transcript\" class=\"wp-block-details has-secondary-blue-color has-text-color has-link-color wp-elements-7382fe3434d1b5a122373e228336235c is-layout-flow wp-block-details-is-layout-flow\" style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.548), 18px);\"><summary>Read the transcript<\/summary>\n<p class=\"\"><strong>Robert Shore: <\/strong>Hello, and welcome to the Brightmine podcast, formerly known as the XpertHR podcast. Brightmine is a leading provider of people data, analytics and insight, offering employment law expertise, comprehensive HR resources and reward data to meet every HR and organisational challenge and opportunity. You can find us any time of the day or night at <a href=\"\/uk\/\">www.brightmine.com<\/a>.<\/p>\n\n\n\n<p class=\"\">Hello everyone. My name is Robert Shore, and I am delighted to be welcoming to the podcast today Ferzana Ahmed and Mith Ragukaran, immigration solicitors at law firm Fragomen, who are contributors for us here at Brightmine. Ferzana and Mith are here<br>to take us through the latest immigration developments and issues affecting HR professionals, including what\u2019s on the horizon. <\/p>\n\n\n\n<p class=\"\">Also joining us is Laura Merrylees, senior legal editor at Brightmine, and who is responsible for our immigration coverage. I think we did a podcast on this subject last year, didn\u2019t we Laura, at about this time?<\/p>\n\n\n\n<p class=\"\"><strong>Laura Merrylees:<\/strong> Yes we did.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> And it looked as though it was going to be a busy year.<\/p>\n\n\n\n<p class=\"\"><strong>Laura Merrylees: <\/strong>Yep.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> And was it?<\/p>\n\n\n\n<p class=\"\"><strong>Laura Merrylees:<\/strong> It certainly was. It was a busy year. And in fact, that was with Ferzana and Mith\u2019s colleague, Louise, Louise Haycock at Fragomen also. And we looked ahead to the changes that were coming. It was a busy year. We\u2019ve had a change of government in that time but I don\u2019t think that has led to any tailing off in the volume of activity in the immigration space, and there is a sort of progression from what was happening last year into this. So very much looking forward to chatting to Ferzana and Mith about those changes.<\/p>\n\n\n\n<p class=\"\"><strong>Mith Ragukaran:<\/strong> So, earlier this year the UK Government announced that various immigration fees were looking likely to increase and on 9 April 2025, the cost for the issuance of a Certificate of Sponsorship did in fact increase from \u00a3239 to \u00a3525, which was almost a 120% increase. Some other fees for applications have also increased from this date, and Skilled Worker visa applications filed both in country and out of country have increased by approximately 7%. The fee for applying for a sponsor license for both small and large sponsors has also increased by appx. 7%.<\/p>\n\n\n\n<p class=\"\">And also as anticipated, the cost of an ETA, so an Electronic Travel Authorisation. has also increased from \u00a310 to \u00a316.<\/p>\n\n\n\n<p class=\"\"><strong>Laura Merrylees:<\/strong> So, I mean, we saw fee increases last year as well, didn\u2019t we, I think, in many fees? Am I right in recollecting that? So I think overall we\u2019re seeing this upward trend in the cost of sponsoring overseas workers for employers with these likely fee increases happening this year as well.<\/p>\n\n\n\n<p class=\"\"><strong>Mith Ragukaran: <\/strong>Definitely. That is a trend we have seen over the last few years. I think two years back there was the immigration health surcharge, which had a significant increase from around \u00a3624 a year to \u00a31035, which was a significant increase.<\/p>\n\n\n\n<p class=\"\"><strong>Laura Merrylees:<\/strong> Yeah, a significant increase. Yeah, absolutely.<\/p>\n\n\n\n<p class=\"\"><strong>Mith Ragukaran:<\/strong> And we do generally see it around April time. The UKVI Home Office does sometimes tend to increase their fees as well, so there is a trend towards increasing fees over time.<\/p>\n\n\n\n<p class=\"\"><strong>Laura Merrylees: <\/strong>And just in relation to that electronic travel authorisation, we\u2019re going to be coming onto that in a minute\u2026<\/p>\n\n\n\n<p class=\"\"><strong>Mith Ragukaran:<\/strong> Yeah.<\/p>\n\n\n\n<p class=\"\"><strong>Laura Merrylees:<\/strong> \u2026just to explain to our listeners what that\u2019s all about. So just moving onto another issue which is cost-related and all tied up with the cost of sponsoring overseas workers is a change in an employer\u2019s ability to recoup certain immigration-related costs. And this is important for employers, isn\u2019t it, Mith?<\/p>\n\n\n\n<p class=\"\"><strong>Mith Ragukaran:<\/strong> Yeah, that\u2019s correct, Laura. Employers are restricted from passing on the immigration skills charge and Certificate of Sponsorship assignment fee onto employees and doing so would be grounds for the Home Office to revoke the employer\u2019s sponsor licence itself.<\/p>\n\n\n\n<p class=\"\">There has been further clarification from the Home Office now that in relation to the Certificate of Sponsorship, any associated administrative costs incurred, such as professional legal fees, are also prohibited from being recouped from the sponsored employee.<\/p>\n\n\n\n<p class=\"\">This is applicable for Certificate of Sponsorship issued under the Skilled Worker route since 31 December 2024, and for other routes including the Global Business Mobility route, on or after 09 April.<\/p>\n\n\n\n<p class=\"\"><strong>Laura Merrylees:<\/strong> And so that means that employers need to be really careful about the documentation, the contractual position that they might have with some of these things that if there are claw-back provisions in there, well, we can\u2019t have them. You know, they need to audit that and make sure that those sort of claw-back provisions aren\u2019t operational.<\/p>\n\n\n\n<p class=\"\"><strong>Mith Ragukaran: <\/strong>Under the current arrangements they may have there are particular clauses which do currently factor in because assignment fee then, it should definitely be revisited at this point, and bills should be removed because that\u2019s definitely a cost which should not be passed onto the assignee.<\/p>\n\n\n\n<p class=\"\"><strong>Laura Merrylees: <\/strong>Yeah. It\u2019s a prohibition. Yeah, okay. No, thank you for clarifying that.<\/p>\n\n\n\n<p class=\"\"><strong>Ferzana Ahmed: <\/strong>You know, this is something that would have quite a detrimental impact on any sponsor licence. So if a sponsor is found to be passing on any costs related to COS or the immigration skills charge then this could end in a revocation of that sponsor licence.<\/p>\n\n\n\n<p class=\"\"><strong>Laura Merrylees:<\/strong> Yeah. So it\u2019s a pretty Draconian penalty for employers, isn\u2019t it? Yep. Okay.<\/p>\n\n\n\n<p class=\"\"><strong>Mith Ragukaran: <\/strong>There is also a new rule in relation to salary reductions whereby any payments from an employee to an employer will be deducted from salary calculations in relation to applications made from ninth of April 2025, if they relate to immigration costs, business costs, or investments. For salary calculation purposes, deductions will be averaged over the length of time the applicant is being sponsored for. Payments will not be deducted if they fall under an additional benefit and the employee genuinely had a choice to take them up, for example, salary sacrifice arrangements. Unfortunately the updated guidance doesn\u2019t currently provide more detail on what is meant by immigration costs, business costs and investments, and if there are any further exemptions under the term additional benefits, and how the UKVI will apply the rule in complex or delayed payment scenarios.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Right. So, let\u2019s get onto the third item, third item of eight that we\u2019re covering. And we\u2019re talking here now about the transition to EVs, and Ferzana wrote a great piece for us (which you can still find on our website, of course) at the end of last year. So Mith, can you just take us through the transition to EVs? What are the implications? <\/p>\n\n\n\n<p class=\"\"><strong>Mith Ragukaran: <\/strong>As you\u2019ll be aware immigration, the UKVI\u2019s intention is to transition to a fully digital immigration system, and at the end of 2024 we saw biometric residence permits being phased out and replaced with digital eVisas. The UKVI has confirmed that until first of June 2025 there is a grace in place and anyone who has been unable to create a UKVI account and register for an eVisa can still travel with their expired BRP card \u2013 Biometric Residence Permit, that is. This grace period was initially granted until 31st of March 2025 and has now been extended until the beginning of June to accommodate those still facing issues with registration. The deadline or first of June 2025 is not expected to be extended any further and so therefore it is advised that anyone who hasn\u2019t already done so does complete the UKVI registration account process and registering for the eVisa as soon as possible<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> UKVI. I think we mentioned a couple of times there. I\u2019m sure most people know what it stands for but just\u2026<\/p>\n\n\n\n<p class=\"\"><strong>Mith Ragukaran: <\/strong>It\u2019s UK Visas and Immigration.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>And I think you\u2019ve got some top tips for us?<\/p>\n\n\n\n<p class=\"\"><strong>Mith Ragukaran:<\/strong> Sure. So, individuals are advised to retain their old or previous immigration status documents, such as the expired BRP cards, to ensure smooth travel when entering to the UK. Once individuals have obtained their eVisas, they should just double-check that all the information recorded there is accurate, and if there are any errors these should be re ported. And for anyone who hasn\u2019t still actually created a UKVI account or registered for an eVisa, it\u2019s recommended that they do so as soon as possible.<\/p>\n\n\n\n<p class=\"\">And just one final thing is that employers don\u2019t need to be informed when existing employees are transitioning or have transitioned to the eVisa.<\/p>\n\n\n\n<p class=\"\"><strong>Laura Merrylees:<\/strong> So Mith, we were talking earlier and you were mentioning in the context of fee increases electronic travel authorisations, ETAs. Do you want to take us through what these are and what they mean for employers?<\/p>\n\n\n\n<p class=\"\"><strong>Mith Ragukaran: <\/strong>So in late 2023, the Home Office introduced electronic travel authorisations, ETAs, which was a system requiring individuals to apply for pre-authorisation before travelling to the UK as a visitor.<\/p>\n\n\n\n<p class=\"\">This was initially piloted with Qatari nationals, and it\u2019s been introduced in phases.<\/p>\n\n\n\n<p class=\"\">By March 2025 the ETA scheme has been rolled out to 49 countries and territories where you would be required to apply for the ETA prior to travelling to the UK. This included US, Canadian, Australian and other non-EU nationals who previously weren\u2019t required to apply for any pre-authorisation before travelling to the UK.<\/p>\n\n\n\n<p class=\"\">The UK ETA scheme has now completed its final stage of expansion, and is now required for all eligible European nationals since second of April 2025. The fee is now \u00a316 for an ETA application.<\/p>\n\n\n\n<p class=\"\"><strong>Laura Merrylees:<\/strong> And you say there that, you know, you could be entering as a tourist or a business visitor. So that\u2019s the part where employers will be pricking up their ears. So, somebody arguably might already have an ETA because they\u2019ve travelled to the UK as a tourist, and that\u2019s fine. If they\u2019re coming on a business visit they can use the ETA that they\u2019ve already got to come over and that will be fine. Is it two years that they have validity, an ETA? Is that right?<\/p>\n\n\n\n<p class=\"\"><strong>Mith Ragukaran: <\/strong>Yeah, it\u2019s two years.<\/p>\n\n\n\n<p class=\"\"><strong>Laura Merrylees:<\/strong> Yeah. But from an employer\u2019s perspective, if the person who is coming over on a business visit doesn\u2019t have an ETA, what would you say, from the conversations you\u2019re having with your clients etc., what\u2019s the expectation there on employers and how they handle this ETA process? Should they be the ones sort of organising, funding it? What\u2019s your view there?<\/p>\n\n\n\n<p class=\"\"><strong>Mith Ragukaran:<\/strong> Yeah. So it is definitely something that businesses should consider, especially with business travel and making sure that this is sorted out for the individuals travelling to the UK well in advance so that they\u2019re not faced with any sort of delays or issues when entering the UK.<\/p>\n\n\n\n<p class=\"\">Where non-visa nationals, I guess, are concerned, if they\u2019re applying for a business visit visa to the UK they would be applying for a visa itself, whereas the ETA scheme is different to\u2026<\/p>\n\n\n\n<p class=\"\"><strong>Laura Merrylees:<\/strong> Yeah.<\/p>\n\n\n\n<p class=\"\"><strong>Mith Ragukaran:<\/strong> \u2026applying for a visa. So with anyone who has previously just been used to booking a ticket and flying over to the UK for a business meeting where a visa wasn\u2019t required, it is important that this is something which is taken into consideration well in advance so that they just have\u2026<\/p>\n\n\n\n<p class=\"\"><strong>Laura Merrylees:<\/strong> There aren\u2019t the hiccoughs\u2026<\/p>\n\n\n\n<p class=\"\"><strong>Mith Ragukaran:<\/strong> Yeah.<\/p>\n\n\n\n<p class=\"\"><strong>Laura Merrylees: <\/strong>\u2026that you were just talking about.<\/p>\n\n\n\n<p class=\"\"><strong>Mith Ragukaran:<\/strong> Yeah.<\/p>\n\n\n\n<p class=\"\"><strong>Laura Merrylees: <\/strong>And the expectation would be for an employer to support that cost if they\u2019re coming on business rather than the individual picking that cost up. And presumably, although the cost is much lower, we\u2019re not talking about costs that you can\u2019t recoup from the employee here with the EAT?<\/p>\n\n\n\n<p class=\"\"><strong>Mith Ragukaran: <\/strong>That\u2019s correct.<\/p>\n\n\n\n<p class=\"\"><strong>Laura Merrylees: <\/strong>I mean, theoretically you could but I imagine most employers will be funding it, won\u2019t they?<\/p>\n\n\n\n<p class=\"\"><strong>Mith Ragukaran: <\/strong>Yeah.<\/p>\n\n\n\n<p class=\"\"><strong>Laura Merrylees: <\/strong>So, yeah.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Here I come again with my numbering scheme. Laura, you keep forgetting to put in the numbers! So, we\u2019re moving onto number five  now, five of eight, and something that happened at the end of January about automation. Ferzana, can I ask you to take us through that?<\/p>\n\n\n\n<p class=\"\"><strong>Ferzana Ahmed: <\/strong>Yes, of course. So, currently individuals holding pre-settled status and seeking to apply to settle in the UK must submit a further application under the EUSS. So, upon completion of five years they can make that application. However, the UK Government has announced from end of January they will start looking at individuals who hold pre-settled status that are due to expire, and the Home Office will automatically extend their pre-settled status by five years and may also email the individuals to confirm that they may shortly be considered for automated conversion to settled status. Individuals will not be required to make any formal application, and<br>under this automated conversion process the Home Office will check government-held information. So they will work with departments such as HMRC and DWP, as well as border crossing and criminal record data, to just confirm the individual has completed the five years residence and there are no reasons to refuse the individual on criminal conduct grounds.<\/p>\n\n\n\n<p class=\"\">Once the Home Office grant the settled status, they will once again email the individual and notify them of this decision. <\/p>\n\n\n\n<p class=\"\">So, the new process aims to really simplify just this transition from pre-settled to settled status for EU nationals, and it just ensures that eligible EU citizens can continue to live and work in the UK without unnecessary administrative steps.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>And so this came in at the end of January. And how is it working so<br>far in your experience?<\/p>\n\n\n\n<p class=\"\"><strong>Ferzana Ahmed:<\/strong> So, at the moment we are just waiting to see how the system works. The new process will endeavour to be less complicated. I think the Home Office will really look to prioritise individuals where they have accessible records, such as national insurance contributions, and just to really flag individuals who don\u2019t have records. If the Home Office can\u2019t verify their residence, they will not be granted settled<br>status automatically so they will still need to make an application to obtain settled status.<\/p>\n\n\n\n<p class=\"\"><strong>Laura Merrylees:<\/strong> So, moving onto number six of the eight that we will be discussing, Ferzana, can I ask you about the tougher sponsorship scrutiny that we\u2019re already seeing from the Home Office? And this is really significant for employers, isn\u2019t it, in terms of the crack-down really on non-compliance? Can you just take us through what you\u2019re aware of, what you\u2019re seeing and what you\u2019re hearing?<\/p>\n\n\n\n<p class=\"\"><strong>Ferzana Ahmed: <\/strong>Absolutely. So, over the past few years the UKVI has really made it quite crystal clear that enforcing sponsored licence compliance is a top priority. And I think with the change in government we saw the Home Secretary actually making a reference to this in her initial statement.<\/p>\n\n\n\n<p class=\"\">In 2024, the Government took a more strict and more focused approach to sponsored licence compliance. So if we look at last year, for example, we saw significant increases in compliance action by the Home Office. So they carried out many sponsor visits, but if you compare the number of licences that they suspended in 2023 (which was 428) to the number suspended in 2024 (which was 761), this was a clear indication of how strictly they\u2019re enforcing their policy.<\/p>\n\n\n\n<p class=\"\">The Home Office also revoked 222 licences in 2023, but if you compare that to 1441 sponsor licences revoked in 2024, again it just really hones in how much focus is currently on compliance.<\/p>\n\n\n\n<p class=\"\"><strong>Laura Merrylees:<\/strong> It absolutely does. So, sort of bearing that in mind, what would you suggest employers do to sort of, you know, ensure that they\u2019re not one of those\u2026you know, they don\u2019t form part of that statistic?<\/p>\n\n\n\n<p class=\"\"><strong>Ferzana Ahmed:<\/strong> Of course. So, employers should really ensure they\u2019re up to date with  their sponsorship duties and compliance obligations so that they are ready in case of any Home Office audit or visit. <\/p>\n\n\n\n<p class=\"\"><strong>Laura Merrylees: <\/strong>And that could be unannounced, presumably?<\/p>\n\n\n\n<p class=\"\"><strong>Ferzana Ahmed:<\/strong> Absolutely.<\/p>\n\n\n\n<p class=\"\"><strong>Laura Merrylees:<\/strong> Yeah, yeah.<\/p>\n\n\n\n<p class=\"\"><strong>Ferzana Ahmed:<\/strong> Yeah. And largely they are. So it\u2019s just very imperative that sponsors are aware of what their obligations are. And I think from a Home Office perspective, sponsorship is viewed as more of a privilege and not a right.<\/p>\n\n\n\n<p class=\"\">So, we expect this kind of increased scrutiny to continue in 2025. So, the UKVI has already begun implementing measures and updated its guidance to introduce a new set of restrictions on skilled worker sponsors, such as what we\u2019ve discussed, which is passing on cost of sponsor licence applications, as well as associated administrative costs to sponsored workers.<\/p>\n\n\n\n<p class=\"\"><strong>Laura Merrylees:<\/strong> Yeah. Can I just ask as well, hasn\u2019t the Employment Rights Bill sort of also flagged that the Government\u2019s going to be taking action? Because I mean, we\u2019re hearing about the Employment Rights Bill obviously a lot in the context of employment rights, but it\u2019s actually now going to sort of, kind of creep into the immigration area as well. Yeah. From what I understand.<\/p>\n\n\n\n<p class=\"\"><strong>Ferzana Ahmed:<\/strong> No, absolutely. So currently the new Employment Rights Bill is looking to introduce new measures just targeting rogue employers who abuse the UK visa system. So employers who repeatedly breach immigration rules or commit serious employment law breaches such as not paying the national minimum wage, they will face extended bans on hiring overseas workers. And repeat offenders will be barred for at least two years. They may be subject to cooling-off periods as well.<\/p>\n\n\n\n<p class=\"\"><strong>Laura Merrylees: <\/strong>Yeah. So at the moment that\u2019s all a proposal?<\/p>\n\n\n\n<p class=\"\"><strong>Ferzana Ahmed: <\/strong>Yes.<\/p>\n\n\n\n<p class=\"\"><strong>Laura Merrylees: <\/strong>But it\u2019s definitely something employers need to have when they\u2019re sort of, kind of looking at their overall compliance and, you know, the scrutiny that they might be put under. <\/p>\n\n\n\n<p class=\"\"><strong>Ferzana Ahmed:<\/strong> Absolutely. And I think our recommendation, you know, as flagged there, is that it\u2019s really important for employers to stay on top of their compliance and obligations, but also to monitor any kind of update to guidance. So if you look at the right-to-work check guidance, for example, end of last the employer\u2019s right-to-work check guidance was updated and the Home Office now strongly encourages businesses to ensure that their contractors and labour providers carry out the right-to-work checks on the people they employ, and that these checks are completed correctly.<\/p>\n\n\n\n<p class=\"\">So, prior to this update the guidance had stated employers may wish to check that the right-to-work checks have been completed correctly for contractors, whereas now it\u2019s just the language is becoming a bit more of strongly encouraging and recommendation to sponsors to make sure that these are\u2026that they have a process in place that allows them to ensure that the checks have been completed correctly.<\/p>\n\n\n\n<p class=\"\"><strong>Laura Merrylees:<\/strong> On contractors.<\/p>\n\n\n\n<p class=\"\"><strong>Ferzana Ahmed:<\/strong> Yes.<\/p>\n\n\n\n<p class=\"\"><strong>Laura Merrylees:<\/strong> So it extends beyond those people that you employ directly\u2026<\/p>\n\n\n\n<p class=\"\"><strong>Ferzana Ahmed: <\/strong>Absolutely.<\/p>\n\n\n\n<p class=\"\"><strong>Laura Merrylees:<\/strong> \u2026and \u2018strongly encouraged\u2019 is the message that\u2019s coming through.<\/p>\n\n\n\n<p class=\"\"><strong>Ferzana Ahmed: <\/strong>Absolutely.<\/p>\n\n\n\n<p class=\"\"><strong>Laura Merrylees: <\/strong>Yeah. Okay. No, thank you for clarifying that.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Right, so point number seven then \u2013 Ukraine and permission to work in the UK for Ukranians. I think the UK has done something about this.<\/p>\n\n\n\n<p class=\"\"><strong>Ferzana Ahmed:<\/strong> It has been over three years since the war in Ukraine began, and the Home Office have set up a new scheme to enable Ukranians who came to the UK under one of the humanitarian visa schemes to extend their visa by a further 18 months under the new Ukrainian permission extension scheme. So the scheme opened on 4 February, and it really is just the Home Office trying to provide a further period of temporary sanctuary to individuals who are impacted. So the process is fairly straightforward. However, individuals are still required to make an application. And I think, just from a Home Office perspective, the time spent under the scheme will not allow individuals to apply for settlement, and the time spent will not count towards any ten-year route for settlement. <\/p>\n\n\n\n<p class=\"\">So it\u2019s imperative that employers firstly ensure they complete a right\u0002to-work check before the expiry of any employee whose existing immigration permission is due to expire under the previous Ukrainian schemes. But also if you have an employee who has this status under this route, that you as an employee or the individual themselves would like to remain in the UK long-term, then consideration really should be given to switching their status into another visa route which will allow them to settle, such as the skilled worker route.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>And should the war end soon\u2026<\/p>\n\n\n\n<p class=\"\"><strong>Ferzana Ahmed:<\/strong> Fingers crossed.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> \u2026presumably it makes no difference whatsoever to the length of this<br>extension?<\/p>\n\n\n\n<p class=\"\"><strong>Ferzana Ahmed: <\/strong>Absolutely. And I think there is no indication that the scheme is reliant on how long that war goes on.<\/p>\n\n\n\n<p class=\"\"><strong>Laura Merrylees:<\/strong> So, coming onto our final point for discussion, which is looking to future changes, other future changes that we can anticipate in 2025 for sponsorship, do you want to take us through what you see on the horizon, what you see potentially coming across your desks dealing with your clients?<\/p>\n\n\n\n<p class=\"\"><strong>Ferzana Ahmed:<\/strong> So, immigration and just controlling the number of people who relocate to the UK is likely to remain a high kind of factor on the Government\u2019s agenda in 2025. At the end of 2024 following news reports that net migration to the UK was a lot higher than initially thought, the Labour Government has reasserted its intention to<br>reduce the dependence of the UK\u2019s labour market on foreign workers. In its annual 2024 report the MAC, which is the Migration Advisory Committee, has confirmed that the Government has requested a yearly assessment of key sectors\u2019 use of immigration system. So, the MAC has already been tasked with examining the use of work immigration routes for IT and engineering professionals. So you will see they will reach out to a lot of different sectors and organisations to get that information.<\/p>\n\n\n\n<p class=\"\">Now, this proposal could mean that employers will need to demonstrate a commitment to upskilling the domestic workforce before they can sponsor workers.<\/p>\n\n\n\n<p class=\"\">And these policies will undoubtedly shape the immigration policies moving forward. So we are anticipating a white paper with just further reforms of the sponsorship visa routes. And we know Labour is working on new policies and the white paper, which is still kind of in embryonic stage, with a focus on compliance due to concerns about exploitation and just reducing the migration numbers, which is always a priority.<\/p>\n\n\n\n<p class=\"\"><strong>Laura Merrylees:<\/strong> So we\u2019ve covered a lot there, Ferzana. I mean, just sort of some closing thoughts from you for our listeners in terms of what you see as the theme coming through for this year and what employers should be thinking about.<\/p>\n\n\n\n<p class=\"\"><strong>Ferzana Ahmed: <\/strong>So I think 2025 promises a year of further changes for UK immigration, certainly. So, as the UK immigration system goes fully digital employers should really stay informed about the developments to just ensure compliance. So we\u2019ve seen the expansion of the ETA scheme, as well as potential changes that may come in place for visa sponsorship linked to training. The businesses should ensure they continue to adapt to that kind of evolving landscape.<\/p>\n\n\n\n<p class=\"\"><strong>Laura Merrylees: <\/strong>Sure.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Fantastic. So we need to wrap up at this point. I should just say thank you to our guests today, Mith and Ferzana. Thank you so much for coming in. And obviously we have a lot of supporting materials on the Brightmine website. Beyond that, all I can say is until next time.<\/p>\n<\/details>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"speakers\">Brightmine host<\/h2>\n\n\n\n<div class=\"wp-block-group alignwide is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n<figure class=\"wp-block-image aligncenter size-thumbnail is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"150\" height=\"150\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2025\/01\/17154338\/Robert_Shore-150x150.webp\" alt=\"Robert Shore, HR Market Insights Editor at Brightmine\" class=\"wp-image-10115\" style=\"object-fit:cover;width:100px;height:100px\"\/><\/figure>\n\n\n\n<p class=\"has-text-align-left\"><strong>Robert Shore<\/strong><br>HR Markets Insights Editor, Brightmine<\/p>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Guest speakers<\/h3>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n<figure class=\"wp-block-image aligncenter size-full is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"150\" height=\"150\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/01\/13144636\/speaker-avatar.webp\" alt=\"\" class=\"wp-image-14506\" style=\"object-fit:cover;width:100px;height:100px\"\/><\/figure>\n\n\n\n<p class=\"has-text-align-left\"><strong>Ferzana Ahmed<\/strong><br>Solicitor, Fragomen<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n<figure class=\"wp-block-image aligncenter size-full is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"150\" height=\"150\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/01\/13144636\/speaker-avatar.webp\" alt=\"\" class=\"wp-image-14506\" style=\"object-fit:cover;width:100px;height:100px\"\/><\/figure>\n\n\n\n<p class=\"has-text-align-left\"><strong>Mith Ragukaran<\/strong><br>Solicitor, Fragomen<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n<figure class=\"wp-block-image aligncenter size-thumbnail is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"130\" height=\"150\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/10\/07033610\/laura-merrylees-headshot-130x150.webp\" alt=\"\" class=\"wp-image-9318\" style=\"object-fit:cover;width:100px;height:100px\"\/><\/figure>\n\n\n\n<p class=\"has-text-align-left\"><strong>Laura Merrylees<\/strong><br>Senior Legal Editor, Brightmine<\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-2 is-position-sticky\">\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-db4c44a6 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-4b827052 wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"\">In this resource:<\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-459ffb2a7b3dc338c93226d3be8270c8\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#listen\">Listen now<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-53b045a32da828cda288ce2a72946a2d\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#transcript\">Transcript<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-71518ad09f03d83428d3713a9cbb6f21\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#speakers\">Speakers<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a36fa716 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Navigate HR complexity with confidence<\/h3>\n\n\n\n<p class=\"\">With Brightmine, you can build powerful people strategies, implement best practices and set your organisation up for a brighter future.<\/p>\n\n\n\n<p class=\"\">Learn how our tools, resources and automation can empower you and your team.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"\/uk\/solutions\/?intcmp=cta|blog|solutions|learn-more\" style=\"border-radius:25px\">Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40)\">\n<p class=\"\"><a href=\"#top\">Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-4b7a3f7f wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-elements-166e892539612594eb90e477f3811bc8 wp-block-brightmine-resources-filter has-text-color has-primary-black-color has-background has-primary-white-background-color\">\n\n\n<div class=\"ajax-filter\">\n<div class=\"lnrs-resources-search-filter  editor-posts-filtered-topics \">\n\t\t<div class=\"search_terms_bottom\">\n\t\t\t<div class=\"bottom_left\">\n\t\t\t<div class=\"search_terms_result_count\">\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"bottom_right\">\n\t\t\t\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n<\/div>\n\n\t<div class=\"loader-container\">\n\t\t<span class=\"loader\" style=\"display: none;\"><\/span>\n\t<\/div>\n\n\n\t<div class=\"lnrs-resource-filter-widget__container\">\n\n\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/policies\/workplace-advocacy-immigrant-colleagues\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2025\/04\/23085213\/feature-diverse-employees-hands-together-1200x627px.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Commentary and Insights<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/policies\/workplace-advocacy-immigrant-colleagues\/\">Bringing advocacy to the workplace &#8211; showing up for immigrant colleagues<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">This article explores how colleagues and managers can move beyond performative inclusion to take practical, everyday action in &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/immigration\/immigration-rules-and-right-to-work\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/01\/22120831\/business-meeting-two-professionals-talking-at-desk.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Guides &#8211; How to<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/immigration\/immigration-rules-and-right-to-work\/\">Immigration rules and right to work<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">UK immigration law imposes strict obligations on employers to prevent illegal working, including carrying out right\u2011to\u2011work checks, avoiding &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/immigration\/right-to-work-checks-for-contractors-students-and-volunteers\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2025\/05\/22184423\/delivery-worker-sat-in-stairwell-looking-at-phone.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Commentary and Insights<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/immigration\/right-to-work-checks-for-contractors-students-and-volunteers\/\">Right to work checks for contractors, students &amp; more: key requirements explained<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Discover essential guidance on RTW checks for contractors, students, agency staff and more\u2014covering document requirements, timing, and avoiding &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section><\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-0fd240ca wp-block-group-is-layout-constrained\" id=\"newsletter\" style=\"margin-top:0;margin-bottom:0;padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading has-text-align-center has-large-font-size\">Sign up to receive expert HR insights from Brightmine<\/h2>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-container-core-group-is-layout-ebe15cfa wp-block-group-is-layout-constrained\">\n<p class=\"has-text-align-center\">Join our community and stay updated with industry trends, expert insights, valuable resources, webinar invites\u2026 and much more.<\/p>\n\n\n\n<p class=\"has-text-align-center\">Sign up now and receive regular updates straight to your inbox!<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-contact-form-7-contact-form-selector is-style-flex-layout\" redirectaftersubmission=\"https:\/\/www.brightmine.com\/uk\/thank-you-insights-email\/\">\n<div 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class=\"wpcf7-form-control wpcf7-text wpcf7-validates-as-required\" id=\"FirstName\" aria-required=\"true\" aria-invalid=\"false\" placeholder=\"Name\" value=\"\" type=\"text\" name=\"firstName\" \/><\/span><\/div>\n<div><span class=\"wpcf7-form-control-wrap\" data-name=\"EmailAddress\"><input size=\"40\" maxlength=\"320\" class=\"wpcf7-form-control wpcf7-email wpcf7-validates-as-required wpcf7-text wpcf7-validates-as-email\" aria-required=\"true\" aria-invalid=\"false\" placeholder=\"Business email address\" value=\"\" type=\"email\" name=\"EmailAddress\" \/><\/span><\/div>\n<div><span class=\"wpcf7-form-control-wrap\" data-name=\"Country\"><select class=\"wpcf7-form-control wpcf7-select wpcf7-validates-as-required\" aria-required=\"true\" aria-invalid=\"false\" name=\"Country\"><option value=\"\">Your country \/ region<\/option><option value=\"United Kingdom\">United Kingdom<\/option><option value=\"United States\">United States<\/option><option value=\"Afghanistan\">Afghanistan<\/option><option value=\"Aland Islands\">Aland Islands<\/option><option value=\"Albania\">Albania<\/option><option value=\"Algeria\">Algeria<\/option><option value=\"American Samoa\">American Samoa<\/option><option value=\"Andorra\">Andorra<\/option><option value=\"Angola\">Angola<\/option><option value=\"Anguilla\">Anguilla<\/option><option value=\"Antarctica\">Antarctica<\/option><option value=\"Antigua and Barbuda\">Antigua and Barbuda<\/option><option value=\"Argentina\">Argentina<\/option><option value=\"Armenia\">Armenia<\/option><option value=\"Aruba\">Aruba<\/option><option value=\"Australia\">Australia<\/option><option value=\"Austria\">Austria<\/option><option value=\"Azerbaijan\">Azerbaijan<\/option><option value=\"Bahamas\">Bahamas<\/option><option value=\"Bahrain\">Bahrain<\/option><option value=\"Bangladesh\">Bangladesh<\/option><option value=\"Barbados\">Barbados<\/option><option value=\"Belarus\">Belarus<\/option><option value=\"Belgium\">Belgium<\/option><option value=\"Belize\">Belize<\/option><option value=\"Benin\">Benin<\/option><option value=\"Bermuda\">Bermuda<\/option><option value=\"Bhutan\">Bhutan<\/option><option value=\"Bolivia, Plurinational State\">Bolivia, Plurinational State<\/option><option value=\"Bonaire, Sint Eustatius and Saba\">Bonaire, Sint Eustatius and Saba<\/option><option value=\"Bosnia and Herzegovina\">Bosnia and Herzegovina<\/option><option value=\"Botswana\">Botswana<\/option><option value=\"Bouvet Island\">Bouvet Island<\/option><option value=\"Brazil\">Brazil<\/option><option value=\"British Indian Ocean Territory\">British Indian Ocean Territory<\/option><option value=\"Brunei\n    Darussalam\">Brunei\n    Darussalam<\/option><option value=\"Bulgaria\">Bulgaria<\/option><option value=\"Burkina Faso\">Burkina Faso<\/option><option value=\"Burundi\">Burundi<\/option><option value=\"Cambodia\">Cambodia<\/option><option value=\"Cameroon\">Cameroon<\/option><option value=\"Canada\">Canada<\/option><option value=\"Cape Verde\">Cape Verde<\/option><option value=\"Cayman Islands\">Cayman Islands<\/option><option value=\"Central African Republic\">Central African Republic<\/option><option value=\"Chad\">Chad<\/option><option value=\"Chile\">Chile<\/option><option value=\"China\">China<\/option><option value=\"Christmas Island\">Christmas Island<\/option><option value=\"Cocos (Keeling) Islands\">Cocos (Keeling) Islands<\/option><option value=\"Colombia\">Colombia<\/option><option value=\"Comoros\">Comoros<\/option><option value=\"Congo\">Congo<\/option><option value=\"Congo, the Democratic Republic of the\">Congo, the Democratic Republic of the<\/option><option value=\"Cook Islands\">Cook Islands<\/option><option value=\"Costa Rica\">Costa Rica<\/option><option value=\"Cote d&#039;Ivoire\">Cote d&#039;Ivoire<\/option><option value=\"Croatia\">Croatia<\/option><option value=\"Cuba\">Cuba<\/option><option value=\"Cura\u00e7ao\">Cura\u00e7ao<\/option><option value=\"Cyprus\">Cyprus<\/option><option value=\"Czech\n    Republic\">Czech\n    Republic<\/option><option value=\"Denmark\">Denmark<\/option><option value=\"Djibouti\">Djibouti<\/option><option value=\"Dominica\">Dominica<\/option><option value=\"Dominican Republic\">Dominican Republic<\/option><option value=\"Ecuador\">Ecuador<\/option><option value=\"Egypt\">Egypt<\/option><option value=\"El Salvador\">El Salvador<\/option><option value=\"Equatorial Guinea\">Equatorial Guinea<\/option><option value=\"Eritrea\">Eritrea<\/option><option value=\"Estonia\">Estonia<\/option><option value=\"Eswatini\">Eswatini<\/option><option value=\"Ethiopia\">Ethiopia<\/option><option value=\"Falkland Islands (Malvinas)\">Falkland Islands (Malvinas)<\/option><option value=\"Faroe Islands\">Faroe Islands<\/option><option value=\"Fiji\">Fiji<\/option><option value=\"Finland\">Finland<\/option><option value=\"France\">France<\/option><option value=\"French Guiana\">French Guiana<\/option><option value=\"French Polynesia\">French Polynesia<\/option><option value=\"French Southern Territories\">French Southern Territories<\/option><option value=\"Gabon\">Gabon<\/option><option value=\"Gambia\">Gambia<\/option><option value=\"Georgia\">Georgia<\/option><option value=\"Germany\">Germany<\/option><option value=\"Ghana\">Ghana<\/option><option value=\"Gibraltar\">Gibraltar<\/option><option value=\"Greece\">Greece<\/option><option value=\"Greenland\">Greenland<\/option><option value=\"Grenada\">Grenada<\/option><option value=\"Guadeloupe\">Guadeloupe<\/option><option value=\"Guam\">Guam<\/option><option value=\"Guatemala\">Guatemala<\/option><option value=\"Guernsey\">Guernsey<\/option><option value=\"Guinea\">Guinea<\/option><option value=\"Guinea-Bissau\">Guinea-Bissau<\/option><option value=\"Guyana\">Guyana<\/option><option value=\"Haiti\">Haiti<\/option><option value=\"Heard Island and McDonald Islands\">Heard Island and McDonald Islands<\/option><option value=\"Holy\n    See (Vatican City State)\">Holy\n    See (Vatican City State)<\/option><option value=\"Honduras\">Honduras<\/option><option value=\"Hong Kong\">Hong Kong<\/option><option value=\"Hungary\">Hungary<\/option><option value=\"Iceland\">Iceland<\/option><option value=\"India\">India<\/option><option value=\"Indonesia\">Indonesia<\/option><option value=\"Iran, Islamic Republic of\">Iran, Islamic Republic of<\/option><option value=\"Iraq\">Iraq<\/option><option value=\"Ireland\">Ireland<\/option><option value=\"Isle of Man\">Isle of Man<\/option><option value=\"Israel\">Israel<\/option><option value=\"Italy\">Italy<\/option><option value=\"Jamaica\">Jamaica<\/option><option value=\"Japan\">Japan<\/option><option value=\"Jersey\">Jersey<\/option><option value=\"Jordan\">Jordan<\/option><option value=\"Kazakhstan\">Kazakhstan<\/option><option value=\"Kenya\">Kenya<\/option><option value=\"Kiribati\">Kiribati<\/option><option value=\"Korea, Democratic People&#039;s Republic of\">Korea, Democratic People&#039;s Republic of<\/option><option value=\"Korea, Republic of\">Korea, Republic of<\/option><option value=\"Kosovo\">Kosovo<\/option><option value=\"Kuwait\">Kuwait<\/option><option value=\"Kyrgyzstan\">Kyrgyzstan<\/option><option value=\"Lao People&#039;s Democratic Republic\">Lao People&#039;s Democratic Republic<\/option><option value=\"Latvia\">Latvia<\/option><option value=\"Lebanon\">Lebanon<\/option><option value=\"Lesotho\">Lesotho<\/option><option value=\"Liberia\">Liberia<\/option><option value=\"Libyan Arab Jamahiriya\">Libyan Arab Jamahiriya<\/option><option value=\"Liechtenstein\">Liechtenstein<\/option><option value=\"Lithuania\">Lithuania<\/option><option value=\"Luxembourg\">Luxembourg<\/option><option value=\"Macao\">Macao<\/option><option value=\"Macedonia, the former Yugoslav Republic\n    of\">Macedonia, the former Yugoslav Republic\n    of<\/option><option value=\"Madagascar\">Madagascar<\/option><option value=\"Malawi\">Malawi<\/option><option value=\"Malaysia\">Malaysia<\/option><option value=\"Maldives\">Maldives<\/option><option value=\"Mali\">Mali<\/option><option value=\"Malta\">Malta<\/option><option value=\"Marshall\n    Islands\">Marshall\n    Islands<\/option><option value=\"Martinique\">Martinique<\/option><option value=\"Mauritania\">Mauritania<\/option><option value=\"Mauritius\">Mauritius<\/option><option value=\"Mayotte\">Mayotte<\/option><option value=\"Mexico\">Mexico<\/option><option value=\"Micronesia\">Micronesia<\/option><option value=\"Moldova, Republic of\">Moldova, Republic of<\/option><option value=\"Monaco\">Monaco<\/option><option value=\"Mongolia\">Mongolia<\/option><option value=\"Montenegro\">Montenegro<\/option><option value=\"Montserrat\">Montserrat<\/option><option value=\"Morocco\">Morocco<\/option><option value=\"Mozambique\">Mozambique<\/option><option value=\"Myanmar\">Myanmar<\/option><option value=\"Namibia\">Namibia<\/option><option value=\"Nauru\">Nauru<\/option><option value=\"Nepal\">Nepal<\/option><option value=\"Netherlands\">Netherlands<\/option><option value=\"New Caledonia\">New Caledonia<\/option><option value=\"New Zealand\">New Zealand<\/option><option value=\"Nicaragua\">Nicaragua<\/option><option value=\"Niger\">Niger<\/option><option value=\"Nigeria\">Nigeria<\/option><option value=\"Niue\">Niue<\/option><option value=\"Norfolk Island\">Norfolk Island<\/option><option value=\"Northern Mariana Islands\">Northern Mariana Islands<\/option><option value=\"Norway\">Norway<\/option><option value=\"Oman\">Oman<\/option><option value=\"Pakistan\">Pakistan<\/option><option value=\"Palau\">Palau<\/option><option value=\"Palestinian Territory, Occupied\">Palestinian Territory, Occupied<\/option><option value=\"Panama\">Panama<\/option><option value=\"Papua New\n    Guinea\">Papua New\n    Guinea<\/option><option value=\"Paraguay\">Paraguay<\/option><option value=\"Peru\">Peru<\/option><option value=\"Philippines\">Philippines<\/option><option value=\"Pitcairn\">Pitcairn<\/option><option value=\"Poland\">Poland<\/option><option value=\"Portugal\">Portugal<\/option><option value=\"Puerto Rico\">Puerto Rico<\/option><option value=\"Qatar\">Qatar<\/option><option value=\"Reunion\">Reunion<\/option><option value=\"Romania\">Romania<\/option><option value=\"Russian Federation\">Russian Federation<\/option><option value=\"Rwanda\">Rwanda<\/option><option value=\"Saint Barth\u00e9lemy\">Saint Barth\u00e9lemy<\/option><option value=\"Saint Helena, Ascension and Tristan da Cunha\">Saint Helena, Ascension and Tristan da Cunha<\/option><option value=\"Saint\n    Kitts and Nevis\">Saint\n    Kitts and Nevis<\/option><option value=\"Saint Lucia\">Saint Lucia<\/option><option value=\"Saint Martin (French part)\">Saint Martin (French part)<\/option><option value=\"Saint Pierre\n    and Miquelon\">Saint Pierre\n    and Miquelon<\/option><option value=\"Saint Vincent and the Grenadines\">Saint Vincent and the Grenadines<\/option><option value=\"Samoa\">Samoa<\/option><option value=\"San Marino\">San Marino<\/option><option value=\"Sao\n    Tome and Principe\">Sao\n    Tome and Principe<\/option><option value=\"Saudi Arabia\">Saudi Arabia<\/option><option value=\"Senegal\">Senegal<\/option><option value=\"Serbia\">Serbia<\/option><option value=\"Seychelles\">Seychelles<\/option><option value=\"Sierra\n    Leone\">Sierra\n    Leone<\/option><option value=\"Singapore\">Singapore<\/option><option value=\"Sint Maarten (Dutch part)\">Sint Maarten (Dutch part)<\/option><option value=\"Slovakia\">Slovakia<\/option><option value=\"Slovenia\">Slovenia<\/option><option value=\"Solomon Islands\">Solomon Islands<\/option><option value=\"Somalia\">Somalia<\/option><option value=\"South Africa\">South Africa<\/option><option value=\"South Georgia and the South\n    Sandwich Islands\">South Georgia and the South\n    Sandwich Islands<\/option><option value=\"South Sudan\">South Sudan<\/option><option value=\"Spain\">Spain<\/option><option value=\"Sri Lanka\">Sri Lanka<\/option><option value=\"Sudan\">Sudan<\/option><option value=\"Suriname\">Suriname<\/option><option value=\"Svalbard and Jan Mayen\">Svalbard and Jan Mayen<\/option><option value=\"Sweden\">Sweden<\/option><option value=\"Switzerland\">Switzerland<\/option><option value=\"Syrian Arab Republic\">Syrian Arab Republic<\/option><option value=\"Taiwan\">Taiwan<\/option><option value=\"Tajikistan\">Tajikistan<\/option><option value=\"Tanzania, United Republic of\">Tanzania, United Republic of<\/option><option value=\"Thailand\">Thailand<\/option><option value=\"Timor-Leste\">Timor-Leste<\/option><option value=\"Togo\">Togo<\/option><option value=\"Tokelau\">Tokelau<\/option><option value=\"Tonga\">Tonga<\/option><option value=\"Trinidad and Tobago\">Trinidad and Tobago<\/option><option value=\"Tunisia\">Tunisia<\/option><option value=\"Turkey\">Turkey<\/option><option value=\"Turkmenistan\">Turkmenistan<\/option><option value=\"Turks and Caicos Islands\">Turks and Caicos Islands<\/option><option value=\"Tuvalu\">Tuvalu<\/option><option value=\"Uganda\">Uganda<\/option><option value=\"Ukraine\">Ukraine<\/option><option value=\"United Arab Emirates\">United Arab Emirates<\/option><option value=\"United\n    States Minor Outlying Islands\">United\n    States Minor Outlying Islands<\/option><option value=\"Uruguay\">Uruguay<\/option><option value=\"Uzbekistan\">Uzbekistan<\/option><option value=\"Vanuatu\">Vanuatu<\/option><option value=\"Venezuela,\n    Bolivarian Republic of\">Venezuela,\n    Bolivarian Republic of<\/option><option value=\"Viet Nam\">Viet Nam<\/option><option value=\"Virgin Islands, British\">Virgin Islands, British<\/option><option value=\"Wallis and\n    Futuna\">Wallis and\n    Futuna<\/option><option value=\"Western Sahara\">Western Sahara<\/option><option value=\"Yemen\">Yemen<\/option><option value=\"Zambia\">Zambia<\/option><option value=\"Zimbabwe\">Zimbabwe<\/option><\/select><\/span><\/div>\n    <\/div>\n<\/div>\n<div class=\"form-submit\">\n<button type=\"submit\" id=\"contact-us-submit-button\" class=\"wp-block-button__link wpcf7-form-control wpcf7-submit has-spinner\">Get our latest updates<\/button>\n<\/div>\n<\/div>\n<p>\n*<a href=\"https:\/\/www.brightmine.com\/uk\/\" target=\"_blank\">Brightmine<\/a> is a tradename of <a href=\"https:\/\/risk.lexisnexis.com\/group\/\" target=\"_blank\">LexisNexis Risk Solutions<\/a>. By registering your details, you understand that your personal data will be handled according to our <a href=\"https:\/\/risk.lexisnexis.com\/group\/privacy-policy\/\" target=\"_blank\">Privacy Policy<\/a>. \n<\/p><input type=\"hidden\" name=\"client_id\" class=\"client_id\" \/><input type=\"text\" class=\"elq-itemhp-tel5\" name=\"Telephone5\" value=\"\" style=\"width:100%;\" autocomplete=\"2S0OI3\">\n\t\t<input type=\"text\" class=\"elq-itemhp-tel6\" name=\"Telephone6\" value=\"\" style=\"width:100%;\" autocomplete=\"DduwX4\">\n\t\t<input type=\"text\" class=\"elq-itemhp-tel7\" name=\"Telephone7\" value=\"\" style=\"width:100%;\" autocomplete=\"8ihsaF\"><div class=\"wpcf7-response-output\" aria-hidden=\"true\"><\/div>\n<\/form>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Stay updated on 2025 immigration law changes with expert insights from Fragomen solicitors on what HR needs to know.<\/p>\n","protected":false},"author":11,"featured_media":14715,"comment_status":"closed","ping_status":"closed","template":"wp-custom-template-new-resources","categories":[19],"tags":[],"topic":[98],"class_list":["post-15161","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-podcasts","topic-immigration"],"_lnrs_read_more":"","yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Immigration law changes 2025\u00a0- what\u00a0HR needs\u00a0to\u00a0know | Brightmine<\/title>\n<meta name=\"description\" content=\"Get practical guidance on navigating immigration law changes in 2025 with insights from experienced immigration solicitors.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/immigration\/immigration-law-changes-2025-podcast\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Immigration law changes 2025\u00a0- what\u00a0HR needs\u00a0to\u00a0know | Brightmine\" \/>\n<meta property=\"og:description\" content=\"Get practical guidance on navigating immigration law changes in 2025 with insights from experienced immigration solicitors.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/immigration\/immigration-law-changes-2025-podcast\/\" \/>\n<meta property=\"og:site_name\" content=\"Brightmine UK\" \/>\n<meta property=\"article:modified_time\" content=\"2026-02-16T15:30:52+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/01\/16183629\/man-working-on-laptop-at-home-office.webp\" \/>\n\t<meta property=\"og:image:width\" content=\"1200\" \/>\n\t<meta property=\"og:image:height\" content=\"627\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/webp\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:site\" content=\"@WeAreBrightmine\" \/>\n<meta name=\"twitter:label1\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data1\" content=\"57 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/immigration\/immigration-law-changes-2025-podcast\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/immigration\/immigration-law-changes-2025-podcast\/\"},\"author\":{\"name\":\"Liz Sables\",\"@id\":\"https:\/\/www.brightmine.com\/uk\/#\/schema\/person\/64525b3771f0fe55438e9b359052d24c\"},\"headline\":\"Immigration law changes 2025\u00a0&#8211; 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