About Elifar

Elifar (Every Life is for a Reason) is a small but impactful charity dedicated to improving the quality of life for children and young adults with profound disabilities. It funds the purchase of specialised equipment—often unavailable through traditional channels—for use both in residential care and at home. Our own Partner, Steph Kierans, continues to serve as a proud Ambassador for the charity.

Team Sherrards: Determined and United

This year, Sherrards entered a spirited team of seven, led by Team Captain Tabeer Hussain, a Solicitor in the Corporate and Commercial Team. Joining Tabeer were Erin Gibbs-Charles, Daniel Gibson, Gabriel Cooke, Maddie Collins, Natasha Giudice and Max Marmor.

The event took place at Beaconsfield Rugby Club, generously hosted by Neil Hockins, Elifar trustee and valued client of the firm.

A Day of Challenges, Chaos and Camaraderie
Throughout the day, Team Sherrards tackled a whirlwind of challenges ranging from pub quizzes and volleyball to a rotating wipeout arm, tug of war, giant Jenga, and even building a free-standing Eiffel Tower out of newspapers and tape. There were also moments of quick thinking in the ‘Gimme 5!’ word game, chaos in a Nerf gun-powered battleship battle, and some agile frisbee-throwing in a high-energy game of Ultimate Frisbee. The result? A lot of laughter, plenty of teamwork, and just a little friendly rivalry.

The Result: Not the Trophy—But a Triumph Nonetheless

While Sherrards placed 19th out of 20 teams, the day was a resounding success in terms of teamwork, laughter, and high spirits. The team threw themselves into every challenge with enthusiasm and good humour, truly embracing the spirit of the Elifar Challenge. Though we may not have walked away with silverware, we left with memories, stronger bonds, and a shared sense of pride in supporting such a worthy cause.

Supporting a Worthy Cause

Most importantly, the event was a resounding success in its mission. Funds raised on the day amounted to a quarter of Elifar’s annual income, enabling the charity to expand its grant scheme and support even more families throughout the year.

We are proud to have played a part in such a meaningful initiative and are already looking forward to next year’s challenge—perhaps with our sights a little higher on the leaderboard!

The Statement of Changes published on 1^st July introduces changes which will have significant impact on businesses and individuals looking to apply for a visa under the Skilled Worker, Global Mobility and Scale-up routes.

We strongly encourage employers to consider whether they are in a position to expedite any applications, to ensure anyone impacted by the change to skill and salary thresholds can be sponsored.

New Salary Thresholds

The salary thresholds have been updated in line with the 2024 Annual Survey of Hours and Earnings (ASHE). The below thresholds are as follow:

• The new general salary threshold: £38,700 → £41,700
• The new salary under the New Entrant provision or under Immigration Salary List: £30,960 → £33,400
• The new salary for PhD graduates after 4 April 2022: £34,830 → £37,500
• The new reduced salary for applicants originally sponsored before 4^th April 2024: £29,000 → £31,300
• The new salary for PhD graduates before 4 April 2022: £26,100 → £28,200
• The new general salary threshold for Global Business Mobility visa: £48,500 → £52,500
• All going rates for specific occupations will increase in line with the Annual Survey of Hours and Earnings (2024), for example:
  • Financial managers and directors (Code 1131): £70,000 → £75,100
  • Marketing, sales and advertising directors (Code 1132): £83,000 → £87,300
  • IT project managers (Code 2131): £51,900 → £58,200
  • Programmers and software development professionals (Code 2134): £49,400 → £54,700

Salary thresholds will be regularly reviewed by the Migration Advisory Committee (MAC).

Transitional provisions apply to those who obtained their visas or were issued Certificates of Sponsorship prior to 22^nd July 2025.

Increased Skill Level

Sponsored jobs will now need to be in a skilled occupation at level 6 of the Regulated Qualifications Framework (RQF). This means that the sponsored role must be at a degree level, and 111 roles will be no longer eligible for sponsorship after 22 July 2025. Examples of the roles that will no longer be eligible for sponsorship include public service professionals (3560), buyers and procurement officers (3551), finance officers (4124), human resources and industrial relations officers (3571), veterinary nurses (3240).

Occupations with lower skills level of 3-5 will be removed from the sponsored roles, but some of those that were identified in MAC reviews from 2023-2024 to be in shortage will remain eligible for sponsorship, but will be moved to two separate lists:

• The Immigration Salary List (ISL) – the existing list with added two occupations of care managers (1232) and nursing assistants (6131) will be in place until 31^st December 2026
• The Temporary Shortage List (TSL) – the list will be provisionally in place until 31^st December 2026 and is subject to regular reviews by Migration Advisory Committee.

Applicants already sponsored in the UK under one of the affected occupations and those with Certificate of Sponsorship assigned before 22^nd July 2025 will be eligible to apply for extension, switch or apply for supplementary work permission. There is no set deadline for extensions under these transitional arrangements, but explanatory memorandum states that they will not be in place indefinitely and will be reviewed in due course.

The Temporary Shortage list includes the following occupations:

• 1243 Managers in logistics
• 1258 Directors in consultancy services
• 3111 Laboratory technicians
• 3112 Electrical and electronics technicians
• 3113 Engineering technicians
• 3114 Building and civil engineering technicians
• 3115 Quality assurance technicians
• 3116 Planning, process and production technicians
• 3120 CAD, drawing and architectural technicians
• 3131 IT operations technicians
• 3132 IT user support technicians
• 3133 Database administrators and web content technicians
• 3412 Authors, writers and translators
• 3414 Dancers and choreographers
• 3417 Photographers, audio-visual and broadcasting equipment operators
• 3422 Clothing, fashion and accessories designers
• 3429 Design occupations not elsewhere classified – only the following job types: Industrial and product designers, Packaging designers, Performance make-up artists, Set designers, Visual merchandising managers and designers
• 3512 Ship and hovercraft officers
• 3520 Legal associate professionals
• 3532 Insurance underwriters
• 3533 Financial and accounting technicians
• 3541 Estimators, valuers and assessors
• 3544 Data analysts
• 3549 Business associate professionals not elsewhere classified – only the following job types: Business support officers, Business systems analysts
• Contract administrators, Clinical coders, Clinical trials administrators, Research coordinators
• 3552 Business sales executives
• 3554 Advertising and marketing associate professionals
• 3571 Human resources and industrial relations officers
• 3573 Information technology trainers
• 4121 Credit controllers
• 4122 Book-keepers, payroll managers and wages clerks
• 4129 Financial administrative occupations not elsewhere classified – only the following job types: Box office assistants, Grants officers, Mortgage administrators, Revenue assistants (excludes National and Local government revenue occupations), Treasury assistants
• 4132 Pensions and insurance clerks and assistants
• 5213 Welding trades
• 5214 Pipe fitters
• 5223 Metal working production and maintenance fitters
• 5225 Air-conditioning and refrigeration installers and repairers
• 5231 Vehicle technicians, mechanics and electricians
• 5232 Vehicle body builders and repairers
• 5233 Vehicle paint technicians
• 5235 Boat and ship builders and repairers
• 5241 Electricians and electrical fitters
• 5242 Telecoms and related network installers and repairers
• 5244 Computer system and equipment installers and servicers
• 5245 Security system installers and repairers
• 5249 Electrical and electronic trades not elsewhere classified
• 5311 Steel erectors
• 5315 Plumbers and heating and ventilating installers and repairers
• 5319 Construction and building trades not elsewhere classified – only the following job types: Builders, Divers, Fence erectors, Industrial climbers
• Remotely Operated Vehicle (ROV) operators, Steel fixers and underpinners
• 5322 Floorers and wall tilers
• 5323 Painters and decorators
• 5330 Construction and building trades supervisors
• 8133 Energy plant operatives

Dependents

Importantly, new UK visa applicants under occupations on the TSL or ISL will not be able to include dependents. Exemptions apply to:

• children born in the UK
• where the visa holder is the sole surviving parents or has sole parental responsibility for the child
• where the other parent holds a Skilled Worker visa being sponsored in a relevant occupation codes under transitional provisions 

Care Workers

Occupations for care workers and senior care workers (occupation codes 6135 and 6136) are no longer eligible to apply for sponsored visa from 22^nd July 2025, unless exemptions apply. Transitional arrangements are in place until 22^nd July 2028 and available to those who are already in the UK sponsored for work in one of the eligible occupation codes for at least three months ending on the date of Certificate of Sponsorship was assigned.  

What Next

Further changes expected by the end of 2025 include an increase in the Immigration Skills Charge by 32%; higher English language requirements across visa categories for both principal and dependents; and a new ‘family policy framework’ to be introduced in Parliament.

The statement of changes remains silent about widely discussed change in requirement from the current 5 years to 10 years of continuous residency for settlement. It is worth to mention that applicants applying for settlement after 22^nd July 2025 must meet the salary going rate as in place on or after 22^nd July 2025. 

It is expected that the changes to settlement eligibility might take place in 2026 following a consultation in 2025, however the exact timeline has not been officially confirmed by the Government.

Summary

The above changes to the Immigration Rules will apply to visa applications submitted on or after 22^nd of July 2025. Applicants with assigned Certificates of Sponsorship assigned prior to this date, can apply under the pre-22^nd July 2025 rules and remain under transitional arrangements.

Employers are urged to review their current workforce needs, check if any Graduate visa holders who are already with the business will be affected after their current visa expires. It may be worthwhile to bring forwards any hiring and sponsorship if the roles will be affected by the changes in skills and salary.

The assigned Certificate of Sponsorship is valid for 3 months which gives applicants time until 22^nd September to apply for the visa. Employers looking to sponsor a worker under the current rules should assign their Certificate of Sponsorship before 22^nd July. Employers should monitor their Certificate of Sponsorship allocation and in case further allocation is required, it is recommended that businesses submit requests to increase allocation as a matter of urgency.

Whilst the deadline for UK immigration rules implementation is 22^nd July, we have previously seen that the Sponsor Management System can be shut down a few days earlier. We therefore suggest not to wait until last day and ensure the necessary certificates of sponsorship can be assigned as early as possible.

The UK immigration department at Sherrards supports and educates their clients on the UK right to work and other UK immigration compliance regulations. If you have questions about your UK immigration compliance, please reach out to your usual Sherrards contact, or reach out to Nelli Shevchenko directly.

The White Paper and Immigration Reforms

On 12 May 2025, the UK government released a White Paper titled ‘Restoring control over the immigration system’ outlining significant proposals to reform the current immigration system. The document sets out a wide range of changes to key visa routes and general immigration requirements. Below is a summary of the most important proposed reforms:

Skilled Worker visa updates

The proposed changes to the Skilled Worker route focus on raising thresholds and tightening eligibility criteria.

• Increase in the Immigration Skills Charge (ISC):
  The government proposes a 32% increase in the ISC, raising it from £1,000 to approximately £1,320 per year of sponsorship. Introduced in 2017, the ISC is a mandatory fee paid by UK employers when sponsoring skilled migrant workers. The funds are allocated to the Department for Education to support local workforce training, further education, and apprenticeships. In 2022/23, ISC revenue reached £553 million according to the Migration Advisory Committee Annual Report 2024.
• Raising the Skills Threshold:
  The proposed shift to allow sponsorship of roles at RQF Level 6 (degree-level roles only) would make a significant number of jobs, estimated at over 170 occupations, ineligible for sponsorship. These roles could in theory be added to a new Temporary Shortage Occupation List, with the existing Immigration Salary List abolished, but the government claims the new list will be under constant review.
• Increase in Salary Thresholds:
  Although not confirmed, there is speculation that the base salary requirement could rise to approximately £50,000, following the exclusion of lower-skilled jobs form sponsorship.
• Closure of visa sponsorship for care workers:
  This route will close to new overseas senior care workers, though in-country extensions will be allowed until 2028. The change shifts pressure onto adult social care providers to rely on the domestic workforce, amid already stretched local authority budgets.

Extended settlement (Indefinite Leave to Remain)
The UKVI proposes an extension of the qualifying period for settlement from 5 to 10 years for all work visa routes. A move has raised alarm among migrants already on the pathway to ILR, because the UKVI has not confirmed that it will not include existing visa holders. At the same time, the government indicated that faster settlement routes may be available for individuals who make significant economic or societal contributions. There will be consultations over this proposal during 2025, so we expect the new legislation to be in place by spring 2026.

Graduate visa update
The Graduate Visa duration is planned to be reduced from 24 months to 18 months. The government argues that graduates should transition more quickly into higher-skilled roles, because in practice many currently take up lower-skilled jobs.

Student Visa compliance for sponsors
Proposed changes include:

• Introduction of a levy on higher education provider income from international students, to be reinvested into the UK’s higher education sector.
• Stricter compliance requirements for universities, including enhanced monitoring of student attendance and course completion rates.

Other economic routes
To support innovation and economic growth, the White Paper proposes enhancements to various business immigration routes:

• Expansion of research internship schemes, particularly in Artificial Intelligence (AI).
• Extension of the Global Talent Visa to include more scientific and design professionals.
• Extend Innovator Founder visa options to support university-based entrepreneurs.
• Doubling of the Expansion Worker licence sponsorship quota for companies establishing a UK presence.
• Broadening eligibility for the High Potential Individual (HPI) route to include graduates from more global institutions.

General Immigration Requirements
Several overarching changes are also proposed:

• Higher English language requirements:
  • Main applicants for certain work visas may need to meet a B2 CEFR level of English, which is currently set at B1.
  • New English language requirement to be introduced for dependents starting at A1 CEFR level.
• Stricter compliance rules for employers and educational sponsors, who should expect to face tighter scrutiny and enforcement.
• Digital transformation of border control. The UK will continue implementing its Digital Border initiative, including the rollout of contactless eGates, ending issuing vignettes and passport collection at Visa Application Centres (VACs) for key visa routes. Indeed, UKVI latest eVisa guidance update on 9 June 2025 confirmed that UK visa vignettes will no longer be issued by UKVI (UK Visas and Immigration) after June 11, 2025. Instead, UKVI will require a UKVI account and digital immigration status (eVisas) for travel to the UK. This change applies to all visa categories, including student, work, and other visas.

These proposals signal a decisive shift in UK immigration policy toward higher-skilled migration and stricter controls, while also aiming to invest more in domestic talent development. The government is expected to open a consultation period before finalising any legislative changes later in 2025.

Tech Nation to remain the Endorsing Body for Global Talent visa in technology

Following over 2 years of uncertainty, Tech Nation confirmed they are to remain the Government approved authority for Digital Technology endorsements for Global Talent visa applicants for further 3 years. They are expected to continue endorsing Global Talent applicants in the digital technology sector, and it remains to be seen whether the process will change as a result of new contract with the UKVI.

Youth Mobility Scheme can include EU nationals

The UK Government is exploring possibility of expanding Youth Mobility Scheme to EU countries as part of the recent EU-UK trade deal.
The scheme allows young people to spend up to 2 (or 3) years in countries participating in the program. The UK has currently reciprocal Youth Mobility agreements with Australia, New Zealand, Canada, South Korea, Andorra, Iceland, Japan, Monaco, San Marino and Urugay. A similar scheme is in place with India that is limited by ballot and higher healthcare charge.
The European Union and the UK has agreed in principle to further co-operate on the Scheme which would allow young British and EU citizens to freely travel and work in the respective countries for a time-limited period.

Biometric UK visa appointments in Russia

Visa applicants applying from Russia keep experiencing a shortage of biometric appointment slots. Applicants are unable to secure appointments in any VFS locations in Russia which significantly delays visa processing times. Those applying from Russia can expect a long wait to secure the appointment and where possible, consider applying from another location.

BRP and eVisa deadline on 1 June 2025

The grace period for using BRP card for travelling overseas ends on 1 June 2025. From this date, individuals traveling to the UK can no longer rely on expired BRP cards for international travel and must produce an eVisa to prove their right to enter the UK. The UKVI still advises to keep your expired BRP card as it may help with future applications to stay in the UK, and it can also still be used for generating share codes within the UK as a proof of rent or right to work.

As of April 2025 data, over 4 million people had successfully created a UKVI account to access their eVisa. This still leaves an estimated 550,000 immigration status holders who need to create a UKVI account. We therefore advise all those who have a UK visa to register for eVisa account with their passport as soon as possible.

Ecctis & overseas qualifications assessment

The UKVI has announced new updated services provided by Ecctis Ltd under a new contract effective from 1 May 2025. Eccits is a UKVI appointed body to conduct assessments of overseas qualifications for visa and nationality applications. The process now includes identity check for applicants and direct contact with educational institutions.

The assessment time has increased to 20 working days and expedited priority services are no longer available. The enhanced services include closer examination of overseas qualifications with as direct qualification verification. There will also be an automatic closure of application if awarding institution does not respond to Ecctis. Applicants are strongly advised to contact their awarding institution before applying. If the institution fails to verify an applicant’s qualification to Ecctis within 20 working days, the application will be closed automatically.

Applicants looking to file a visa application with a language or qualification requirement must allow sufficient time for assessment or seek alternative ways to meet the criteria, such as passing an English test instead of relying on the degree.

UK immigration department at Sherrards supports and educates their clients on the UK right to work and other UK immigration compliance regulations. If you have questions about your UK immigration compliance, please reach out to your usual Sherrards contact, or reach out to Nelli Shevchenko directly.

Expanding Our Legal Horizons: New Practice Areas and Strategic Appointments

In September 2024, Sherrards proudly launched a new Family Law practice with Alex Anastasiou joining us as Legal Director. With over 17 years’ experience advising high-net-worth individuals, Alex brings extensive expertise in complex financial settlements, offshore trusts, and private children disputes. His focus on Alternative Dispute Resolution reinforces Sherrards’ ethos of providing straightforward and pragmatic legal advice while reducing the emotional and financial burden on clients.

Our Corporate & Commercial team also welcomed two high-calibre hires:

• Stephen McNeill, Partner, joined in September 2024. With a strong background in cross-border M&A, private equity and strategic investment—particularly in the consumer, energy and financial services sectors—Stephen adds significant firepower to our transactional team.
• Peter Millican, Partner and Yasmin Khalil, Solicitor followed in April 2025, bringing further depth and commercial acumen to a thriving department supporting UK and international businesses.

Continuing Growth in Key Practice Areas

Our Employment & Immigration team has seen continued investment, with two strategic hires:

• Christine Wang, Solicitor, joined in November 2024.
• Nelli Shevchenko, Senior Associate, arrived in January 2025. With a decade of experience advising corporate and private clients—including US-based businesses—Nelli adds particular strength in managing complex, high-stakes immigration matters.

Meanwhile, our Private Wealth practice expanded with the arrival of Francesca Rossi as Partner and Head of our Italian Desk in December 2024. Francesca’s cross-border expertise in UK and Italian succession, tax and estate planning further bolster our international client services, particularly for high-value clients with assets spanning both jurisdictions. She was joined by two further appointments of Legal Directors, David Mulholland and Jacki Hockin, who joined the team on 14 April and 19 May respectively.

Recognising Internal Talent: Promotions Across the Firm

Sherrards remains committed to recognising and nurturing talent from within:

• In October 2024, Gregory Pooler, Arthur Byng Nelson, and Laurel Zhang were all promoted to Partner, reinforcing our Litigation, International, and China-focused capabilities respectively.
• In May 2025, further promotions saw Emma O’Meara and Masood Haider elevated to Legal Director, with James Crook becoming Senior Associate and Tom Clark promoted to Associate. These internal successes reflect the strength and potential that runs throughout the firm.

Positioned for the Future

This exceptional period of growth demonstrates Sherrards’ focused strategy to evolve with client needs and expand into new areas while maintaining our hallmark approach: personable, practical legal advice delivered with clarity. With a strengthened team and an enhanced offering, we are better placed than ever to support our clients in an increasingly complex legal and commercial landscape.

The LFMC is shaping and influencing the future of law firm development across the globe. Its  mission is to be the  leading global forum for the exchange of best practices and law firm leadership, through sharing and discussing concepts, experiences, knowledge and trends in law firm management.  The LFMC is open to all with an interest in this area, ranging from “big law” law firms to smaller, mid-tier, mid-market firms, welcoming senior partners, managing partners, emerging talent, allied legal professionals and General Counsel.

Established in 1947, shortly after the creation of the United Nations, the IBA was born out of the conviction that an organisation made up of the world’s bar associations could contribute to global stability and peace, through the administration of justice.  The present membership is comprised of more than 80,000 individual international lawyers from most of the world’s leading law firms and some 190 bar associations and societies, spanning more than 170 countries.  The LFMC has over 5,000 members.

Upholding the rule of law remains as important now as it was when the UN was created. Here Paul is with Polish Minister of Justice Adam Bodner who gave a keynote speech on what it takes to uphold the rule of law.  Minister Bodner was speaking at an LFMC conference in Warsaw on Building The Perfect Law Firm of The Future in the CEE Region.

Earlier in the year Paul co-chaired the main conference in the Middle East focussing on these issues, held in Dubai.

Through our membership and active involvement in organisations such as the IBA and Alliott Global Alliance, Sherrards Solicitors have the world covered in terms of our access to law firms and professionals at the highest level across the globe, at the drop of a hat.  These are not just names on a list – these are people and firms that we know well, and often very intimately, and we are delighted to share those contacts with you: the friends, clients and associates of the firm.

Recently, Paul chaired a meeting of the LFMC Officers at the IBA mid year officers meeting in Milan

Given Paul’s prominent position within the IBA, if you are interested in getting involved in the LFMC then now is the perfect time to reach out to Paul.

For more information on our international offering, speak to our Head of International, Paul Marmor, on +44 (0) 20 7478 9010 or pdm@sherrards.com or Tessa Herring on tlh@sherrards.com.

Karen Dobson, Partner in Dispute Resolution and Corporate Recovery & Insolvency at Sherrards, recently attended the highly anticipated R3 2025 Annual Conference, held this May in Malta.

This year’s conference centred on the theme “Embracing Change: Shaping the Profession to be Fit for the Future”, highlighting the evolving landscape of the insolvency profession.

The event explored key issues such as attracting and nurturing the next generation of professionals, leveraging emerging technologies—including artificial intelligence—and responding to shifting workplace expectations across generational divides.

Karen described the conference as “truly excellent,” praising not only the quality of the venue, speakers, and delegates, but also the opportunity to engage in valuable networking in a stunning setting with great weather.

It was lovely to hear presentations by younger professionals in the industry, who spoke extremely well and many of whom shared inspiring personal stories of their unconventional routes into the industry one of whom  starting off working as a waitress in a cocktail bar where she met a customer who influenced her into becoming a lawyer.

The keynote speaker, Dr Paul Redmond, a renowned expert on generational trends in the workplace, delivered a standout session that combined humour and insight. His talk struck a particular chord with attendees, including Karen, who found herself playfully teased by colleagues for her ‘baby boomer’ credentials—culminating in a light-hearted photo of her in the stocks, ostensibly for one-finger texting!

Throughout the conference, Karen strengthened her close ties with her long-time industry peers as well as reconnecting with familiar faces and she relished the opportunity to network with many key figures across the profession.

Karen’s participation in the R3 Annual Conference exemplifies Sherrards’ ongoing commitment to industry engagement, future-facing dialogue, and client-focused development in the ever-evolving insolvency landscape.

For more information about Sherrards’ insolvency offering, speak to Karen Dobson on +44 (0) 1727 832 830 or kd@sherrards.com.

Art History Link-Up delivers free, accredited courses in Art History for state school students, with a particular focus on outreach and inclusion. The charity is currently piloting a new initiative for students aged 13 to 15, which incorporates an accredited Higher Project Qualification (HPQ) – equivalent to up to half a GCSE. Now in its third pilot phase at the Courtauld, Somerset House, London the course continues to attract strong demand. The current cohort is the most diverse to date, with 71% of students identifying as from ethnic minorities and 45% from widening participation backgrounds.

Arthur brings specialist experience to the charity’s governance, combining legal expertise with a deep personal and professional engagement in the arts. At Sherrards, he advises individuals and families on matters related to art, heritage assets, and philanthropic giving. He is also a trustee of a grant-making charitable trust and studied History of Art at both A-level and Edinburgh University.

In joining the Board, Arthur will work alongside newly appointed Chair Maureen Hooft Graafland and fellow Trustee Victoria Yanakova. His appointment comes at a time of growth for the charity as it seeks to expand its educational offering and strengthen its long-term impact.

Arthur commented: “Art History Link-Up is doing vital work to open up access to a subject that enriches cultural understanding and critical thinking. I’m looking forward to supporting the charity’s vision and helping it reach even more young people across the UK.”

Find the charity’s full press release by click here.

For individuals, families or organisations seeking expert legal advice on matters relating to art collections, heritage assets or philanthropic structures, please contact Arthur here.

Promotion to Legal Director

Emma O’ Meara has demonstrated exceptional professionalism and leadership since joining our Employment and Immigration team over 3½ years ago. Her insightful legal expertise and strong client relationships have significantly contributed to our firm’s continued success. Emma’s promotion reflects the deep respect and admiration she commands across our firm.

Masood Haider has been a vital part of the London Residential team for just over 3 years, providing remarkable input through his attention to detail and proactive approach. His consistent performance and unwavering commitment to excellence have made him an invaluable asset. This promotion is recognition of Masood’s outstanding dedication to clients and colleagues alike.

Promotion to Senior Associate

James Crook has significantly impacted our London Company and Commercial team over the past 2½ years. His strong commercial insight, collaborative spirit, and reliability have been instrumental in his professional growth. James’s promotion to Senior Associate is a testament to his expanding role and the high esteem in which he is held by peers and clients.

Promotion to Associate

Tom Clark has shown impressive professional growth within the London Litigation team, where he has quickly become a key contributor over nearly 2 years. His enthusiasm, positivity, and dedication have significantly enriched our team’s dynamic. Tom’s promotion recognises his hard work and continuous development.

Join us in warmly congratulating Emma, Masood, James, and Tom on these well-deserved promotions. We look forward to their ongoing success and continued contribution to our firm.

Immigration fees rise – What you need to know

The UK Home Office announced that most UK visa, sponsorship, and nationality fees will increase on April 9, 2025, impacting various categories, including work, visit, and settlement visas, as well as sponsorship and electronic travel authorization (ETA) fees.

Summary of main changes are below:

UK Visitor visa fee:

• Up to 6 months entry – from £115 to £125
• Up to 2 year entry – from £432 to £475
• Up to 5 year entry – from £771to 848
• Up to 10 year entry – from 963 to £1,059
• ETA – from £10 to £16

Skilled Worker & Global Business Mobility visa fee:
Applying outside the UK:

• Up to 3 years – from £719 to £769
• Up to 5 years – from £1,420 to £1,519

Applying inside the UK:

• Up to 3 years – from £827 to £885
• Up to 5 years – from £1,636 to £1,751

Sponsor licence application fee:

• Small company – from £536 to £574
• Medium or large company – from £1,476 to £1,579

Notably, a definition of ‘small’ company has changed on 6 April 2025 and the thresholds on turnover was increased from £10.0 million to £15 million or less, and balance sheet is increased from 5.1 million to 7.5 million or less. This means that more companies can now fall under the lower fee.

Certificate of sponsorship (CoS) fee:

• Change from £239 to £525

Settlement & Naturalisation fee:

• Indefinite Leave to Remain – from £2,885 to £3,029
• Naturalisation as adult British citizen – from £1,500 to £1,605

Global Talent application fee:

• Stage 1 – from £524 to £561
• Stage 2 – from £192 to £205

Spouse & Family visa fee:

• Fee change from £1,846 to £1,938

The full list of the latest UKVI fees can be found on the Government website here.

Sponsored workers salary deductions and new entrant

Significant updates to the Immigration Rules took effect from 9 April 2025, impacting how salary thresholds for Skilled Worker visas are assessed. Under the new rules, certain payments made by the applicant to their employer (or a related entity) will be deducted from the applicant’s salary when determining whether the minimum salary requirement has been met. Specifically, the following types of payments must now be subtracted from the gross salary:

• Deductions from salary (e.g. regular payroll deductions for immigration-related expenses)
• Repayments of loans provided by the sponsor or a related party (e.g. repayment of loans given to cover visa fees or the Immigration Health Surcharge (IHS))
• Investments made by the applicant into the sponsor’s business (e.g. contributing capital in return for a higher declared salary)

These deductions will be averaged over the entire period of sponsorship. Importantly, even if these payments are made voluntarily or via informal agreements between the employer and employee, they will still reduce the salary figure used for compliance. Only payments that are genuinely optional benefits, such as salary sacrifice schemes (e.g. cycle-to-work or pension contributions), which the applicant is not compelled to take, will be exempt from deduction—provided they are not connected to immigration or business costs.

This clarification is part of the government’s broader effort to strengthen the sponsorship system and prevent the exploitation of sponsored workers through inflated or misleading salary declarations. Employers should take immediate steps to audit current practices, including any standard deductions for immigration costs, and adjust HR and recruitment processes accordingly.
Additionally, the new rules confirm that “new entrant” salary discounts based on training must now relate to a UK-recognised professional qualification only.

With a White Paper on immigration policy expected in May 2025 and the Migration Advisory Committee’s review of the IT and engineering sectors pending, further changes may be on the horizon. Sponsors must ensure continued vigilance to avoid non-compliance as enforcement action by UKVI continues to rise.

Electronic Travel Authorisation (ETA) is mandatory for all visitors

From 2 April 2025, all foreign nationals require an Electronic Travel Authorisation (ETA) prior to arriving to the UK as visitors for up to 6 months. Previously, non-visa nationals did not require a pre-arrival authorisation to come to the UK and were able to seek entry upon arrival. Since 2024, the UK government has started implementing in stages a requirement for ETA for visitors. ETA applies to all foreign non-visa nationals, unless they are British or Irish, or already have a UK immigration status (visitor visa, eVisa, or settlement).

The ETA is valid for 2 years or for the validity of the passport, whichever expires first. This is a multiple entry authorisation record and is only applicable to one passport. It currently costs £10 going up to £16 from 9 April 2025.

Current processing time is stated as 3 days but can take longer in certain complex circumstances. According to the UKVI statistics, 98% of all current applications is decided within 24 hours but they see an increased demand in ETA that can affect the processing times.

The UKVI is also going to enforce the requirement for visitors to have an ETA before they board the plane, train or ferry to the UK, making all carriers responsible for checking all passengers’ UK immigration documents. You can be refused boarding if you come to the UK without a necessary documentation.

If you are refused an ETA, you are required to apply for UK Visitor visa in advance of your trip and it can take up to a month to get a UK visa.

Therefore, it is important to apply for ETA in advance of your UK trip to avoid disappointment. Global mobility and HR teams should ensure that all business travellers have a valid ETA or visa before they travel to the UK.

Legal obligations for the UKVI eVisa account holders

Th UK visa system is being digitalised with introduction of eVisas and UKVI accounts for all UK immigration status holders linked directly to the identity documents. The UKVI account allows the visa holder to view and prove their immigration status electronically to employers, landlords, banks, airlines and other agencies. Everybody who has a UK immigration status, such as visa or settled status, must have a UKVI eVisa account. If you do not have an eVisa account already, you should register as soon as possible here.

UKVI eVisa account replaces previous physical documents, such as Biometric Residence Permits (BRPs) and Biometric Residence Cards (BRCs). Although the BRPs have expired on 31 December 2024, they continue to be accepted until 1 June 2025. The transitional period was extended twice already, so it is possible that it will be extended again.

On 27 March 2025, the Government introduced formal maintenance obligations for UKVI account holders. In an event of non-compliance, the UKVI can impose sanctions and penalties on the UKVI account holders. The sanctions include refusal of a visa application, suspension of ability to create a share code to prove immigration status, visa cancellation and in severe cases, and even civil penalties up to £1,000.

It is a legal requirement that a person with a UK immigration status must register and maintain a UKVI account with access to the eVisa. The account holder is under obligation to keep their personal information in the account accurate and up to date with details such as:

1. passport or identity document;
2. biographical details;
3. residential address;
4. contact details; and
5. facial image of their face.

If any of these details change, the account holder must report the changes to UKVI.

Right to work checks extending to ‘gig’ economy and contactor workers

On 30 March 2025, the UK Home Secretary Yvette Cooper announced that businesses operating in the ‘gig’ economy and those offering zero-hours contracts will be required to carry out the right to work checks on people working for them on a flexible basis. The checks are required to avoid civil penalties of up to £60,000 per worker found to be working illegally.

Currently, companies are required to carry out right to work checks on all employees where formal employment relationship existed. Contractors and informal workers are excluded from the illegal working penalties and the employers are normally only encouraged to ensure all workers have a right to work in the UK before engaging them.

The provisions to expand the existing right to work checks obligations is an amendment to the Employment Rights Bill which is currently in the House of Lords. If adopted, it is expected to become law in spring 2025. If passed, the requirement to complete a right to work check and enforcement provisions will apply to all, including those on-demand workers, particularly operating in construction, food delivery, beauty salons, courier services.

The change follows a recently published study, carried out by Verian on behalf of the Home Office on the overall employers awareness and compliance of the Right to work checks. It shows that whilst 89% employers have an understanding of basic right to work requirements, many are not familiar with detailed compliance obligations. Small employers in specific sectors are particularly at risk of non-compliance. Various transitional arrangements such as cessation of Biometric Residence Permits and switching to eVisas creates further challenges.

In summary, the research has shown that:

• Smaller employers, hiring agencies, zero-hours workers, and those in the construction industry are at a higher risk of failing right to work compliance.
• Most employers (80%) answered at least one compliance question incorrectly, meaning they were at risk of potentially non-compliant behaviour.
• Employers varied their use of key Right to Work mechanisms depending on their business size, sector and use of agency/zero-hours workers.
• Employers need further education on illegal working or right to work check enforcement, such civil penalties.

Right to work checks should not be complicated and once the process is established, the businesses would be protected against potential penalties. In addition, a compliant business protects itself from enforcement actions that can also bring reputation and operation damage.

UK immigration department at Sherrards supports and educates their clients on the UK right to work and other UK immigration compliance regulations. If you have questions about your UK immigration compliance, please reach out to your usual Sherrards contact, or reach out to Nelli Shevchenko directly.

In early January, Senior Associate Nelli Shevchenko became the newest member of our team, following Solicitor Christine Wang, who joined us in November 2024. These recent appointments strengthen Sherrards’ legal expertise and capabilities, ensuring our clients continue to receive the highest standard of service in the dynamic field of UK immigration law.

A Warm Welcome to Nelli Shevchenko

Bringing over 10 years of experience from London’s leading immigration law firms, Nelli’s extensive expertise spans both corporate and private UK immigration matters, advising a wide range of clients from large multinational corporations to small entrepreneurs. Coming from a US law firm, she has a deep knowledge of the US market, including managing UK immigration matters for US corporations undergoing restructuring. Nelli’s other specialist sectors include digital technology, arts, financial and consulting services, bio and life sciences, manufacturing etc.

Throughout her distinguished career, Nelli has supported high-profile clients with their  immigration needs applying compassion and sensitivity required for each case and has developed a deep understanding of UK immigration law’s complexities. Nelli’s arrival marks a significant enhancement of Sherrards’ ability to provide bespoke, innovative immigration solutions to meet diverse client needs.

Nelli commented “I’m excited to bring my experience to Sherrards, where our team will focus on developing clear practical and innovative solutions while maintaining the personal touch that complex UK immigration matters demand.”

Ongoing Growth Strategy

These appointments reflect Sherrards’ commitment to expanding its legal expertise and reinforcing its Employment & Immigration Practice as a core service area. By investing in top-tier talent, we aim to deliver unparalleled support to businesses, entrepreneurs, and individuals navigating the UK’s immigration landscape.

“I am delighted to welcome Nelli and Christine to Sherrards”, said Mark Fellows, Head of Employment and Immigration. “Their impressive track records and expertise aligns perfectly with our mission to support our clients in this vital area of law, and to provide commercial and strategic advice to help clients achieve their desired outcomes. The expansion of the Employment and Immigration practice reflects our ongoing commitment to growth, and I am thrilled that we have Nelli and Christine on board to help us deliver on that commitment.”