Disability benefits to be overhauled, with “lesser mental health conditions” such as anxiety and depression to be targeted

The government has announced plans to significantly overhaul the way that disability benefits are paid through Personal Independence Payment reform (PIP). As part of the announcement , a consultation has been launched on proposals for moving away from a fixed cash benefit system.

The Prime Minister Rishi Sunak has previously voiced his desire to increase the number of people in work, vowing to tackle what he described as Britain’s “sick note culture”. The UK’s out of work population has increased sizably since Covid, with many citing long Covid as a reason for being out of work. Overall, there are currently over 2.6 million people of working age in the UK who are receiving PIP.

There are currently 33,000 new PIP applications which are approved every month, double the number which were being approved prior to the pandemic. The government have claimed that this is partly due to the rise in people who are receiving PIP for mental health conditions including anxiety and depression, with this rising from 2,200 to 5,300 per month since 2019. The Secretary of State for Work and Pensions, Mel Stride, has suggested that people who have milder mental health conditions would no longer receive financial support.

But what exactly is PIP, and what reforms are the government proposing? Keep reading to find out more.

What is a Personal Independence Payment?

PIP, which stands for personal independence payment, was introduced in 2013. It replaced Disability Living Allowance, and provides regular payments to working age people for help with living costs which are caused by long-term disabilities or ill health, whether physical or mental. The maximum weekly payment is £184.30 and you are able to claim for PIP whether you have a job or not.

PIP is divided into 2 parts – those who have difficulty in doing everyday tasks or getting around because of their condition. This determines how much money you receive based on the difficulty with which you experience everyday tasks and getting around. It is key to point out that the mobility aspect of PIP is not purely related to physical disability, but also for those who have difficulty getting around because of a cognitive or mental health condition such as anxiety.

The government estimates that PIP will grow by 52% by from 2023/2024 to 2027/2028. It is also expected to cost the taxpayer £28 billion per year by 2028/2029, a 110% increase in spending since 2019.

What reforms to PIP are being proposed by the government?

The main reforms to PIP focus on moving it away from a “one size fits all” fixed cash benefit system. Plans to reform personal independence payments (PIP) will include changes to eligibility criteria and assessments.

. While there will be a 12 week consultation period which closes on 23^rd July, a number of proposals have already been put forward. These include the following:

Changing the qualifying period for PIP to determine if a condition is likely to continue long term
Consider if some people could receive PIP without an assessment based on the support of medical evidence
Looking at whether evidence of a formal diagnosis by a medical expert should be a requirement to be assessed as eligible for PIP
Options being considered include one-off grants for help with significant costs including expensive equipment or home adaptations, as well as giving vouchers towards specific costs
For those receiving PIP with lower or no extra costs, considerations are being made as to whether better access to treatment should be provided instead of cash payments

The government have claimed that these changes are being proposed due to the difference in costs between claimants. However, this does not acknowledge the fact that the current system has been in place since 2013.

Our thoughts

The UK has a productivity issue to go alongside its stagnating economy, and this move is clearly designed to disincentivise more people from claiming PIP due to so-called “lesser mental health conditions” including anxiety and depression.

In combination with Mr Sunak’s previous announcement that the fit note system would be revised by shifting the responsibility for signing people off work from GPs towards “specialist work and health professionals”, it signals a desire to take vast numbers off PIP and reduce those who are signed off work. Whether this will be effective remains to be seen, however many of those affected will question the decision given the lack of effective mental health support in the NHS at present.

We will provide updates on these proposals as and when they arrive. Subscribe to our newsletter for more information about the latest changes in employment law.

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James Cook

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Rwanda declared a a safe country by Parliament, paving the way for asylum seekers removals

On the 25th of April 2024, the contentious Safety of Rwanda (Asylum and Immigration) Bill, received Royal Assent and became law. The passing of this bill marks a big step forward for the UK government’s plans to remove asylum seekers to their chosen third country, Rwanda. The government has announced that the preparatory stages of this plan have been established to ensure the first flight to Rwanda will happen in July 2024, with more flights set to follow. Let’s take a look at the Safety of Rwanda Bill and its legal consequences.

The Bill’s passing highlights the government’s ambitious endeavour to vastly reduce immigration figures, while the twists and turns of the Rwanda Deal over the past two years may foreshadow hurdles that the implementation of the bill will encounter.

What is the Rwanda Deal?

First, let’s just recap the Rwanda deal. On 13^th April 2022, former Home Secretary Dame Priti Patel announced a 5-year plan for an asylum partnership arrangement between the government of the United Kingdom and the government of the Republic of Rwanda. The plan aimed to tackle the issue of small boats crossing the Channel by outsourcing the asylum processing offshore. Boris Johnson, the previous prime minister opined that this scheme would break the business model of ‘vile people smugglers’ and ‘save countless lives’.

The first deportation flight with 7 passengers to Rwanda was arranged on 14^th June 2022. The European Court of Human Rights stepped in last minute to grant an urgent interim measure regarding an Iraqi national on the flight. This decision allowed the remaining six individuals to appeal against their removal orders, seeking to have them revoked. The UK challenged this ECtHR ruling and eventually, the appeal was dismissed. The Supreme Court upheld the decision of the Court of Appeal on 15^th November 2023, on the grounds that Rwanda is not a safe country, and it would be unlawful for refugees to be removed there.

Twists and Turns of the Rwanda Bill

The UK government did not just stop here. Shortly after the decision of the Supreme Court, the government published an emergency bill declaring Rwanda a safe country, showing their determination to push its migrant deportation scheme to a further step in defiance of the courts. This is an attempt by the UK government to legislate a declaration regarding the facts that are not found by the court.

Many consider the Safety of Rwanda (Asylum and Immigration) Bill itself to be a direct response from the government to the UK Supreme Court’s decision in November 2023, which held that Rwanda is not a safe country for asylum seekers due to the risk of refoulement, poor human rights records, and lack of judicial independence. The government defiantly introduced this bill as a means of preventing legal challenges that were placed from stopping or delaying a person’s removal to Rwanda.

After two years of wrangling, the bill designed to prevent small boat crossings in the English Channel finally became law. Tragically, only a few hours after the passing of the Rwanda Bill, French officials stated five people, including a seven-year-old girl, were found dead while trying to cross the English Channel on an overloaded boat with 122 migrants. Two people have now been arrested.

Migration Milestone

The passing of the bill is seen by the government as symbolic of the UK Parliament’s sovereignty and ensures that international law shall leave the Act of Parliament unaffected.

This new law was built upon the treaty between the government of the UK and Rwanda, and is one of the toughest pieces of immigration legislation introduced by the UK government. It confirms that Rwanda is safe on general ground, disapplies much of the Human Rights Act 1998 and holds that only a Minister of the Crown can decide whether to comply with the interim remedies issued by the ECtHR. The law leaves a narrow margin for individuals to challenge their removal decision and ensure the courts interprets the law in agreement with the will of Parliament.

The government has taken steady measures to ensure the operation of the plan. It increased the detention spaces to 2,200 and has 200 well-trained caseworkers and 25 courtrooms to process the claims timely and decisively, with around 800 trained individuals ready to assist the escort.

Once implemented, the Safety of Rwanda (Asylum and Immigration) Bill will entail the immediate deportation of asylum seekers to Rwanda upon their asylum claim and they will not be able to return to the UK. It will also significantly curtail the ability of asylum seekers to challenge their decisions of removal considering the UK has legislated to declare Rwanda as a safe country to protect asylum seekers.

Moreover, it gives no room for the courts to have further doubt about Rwanda’s safety, with or without any evidence.

Step back from the rule of law

Vice-president of the Law Society Richard Atkinson believes this Rwanda Bill is a defective, constitutionally improper piece of legislation. It is disappointing to see that the sensible Lords amendments are ignored. He condemned this bill as a backward step from the rule of law, it sabotages the UK’s constitutional balance and limits access to justice.

The United Nations also expressed their worry given that this legislation empowered the UK government to disregard any protective remedies from the ECtHR. Such precedent lays a further departure of the UK from fulfilling its obligations to Refugee Conventions.

Nevertheless, this bill is not completely bulletproof. While Section 3 of the Human Rights Act 1998 disallows much of its application, Section 4 preserves an option to seek a declaration of incompatibility. This declaration, while not binding, holds political and moral weight and can potentially pave the way for further legal action in ECtHR.

Additionally, when the decision breaches an individual’s ECHR rights, recourse to the ECtHR provides an alternative avenue for challenging the Act’s compliance with ECHR rights. The ECtHR’s independent assessment is not bound by UK legislation or presumptions regarding Rwanda’s safety. However, Sunak stated no ‘foreign court’ will prevent flights from taking off. This would undoubtedly place the UK and the Strasbourg courts in confrontation.

Have questions? Get in touch today!

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James Cook

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Government backs down on scrapping ground rent – what is the alternative?

We previously brought you the news that the government were planning to bring an end to ground rent following a consultation, with a number of options on the table. A number of news organisations have now reported that Michael Gove’s ambition to reduce ground rent to a peppercorn rate has been blocked by both the Prime Minister and Chancellor. Instead, it looks as though a ground rent cap at a nominal level of £250 per year which is phased out over 20 years will be introduced as a potential compromise.

The Housing Secretary, Michael Gove, had previously stated that among the options, his preference was for ground rent to be reduced to a peppercorn amount. However, it seems that this has turned out to be false hope for leaseholders.

The Sunday Times, who have reported the announcement, revealed that the Housing Secretary’s plans to reduce ground rent to a peppercorn rate for existing leaseholds has been watered down due to lobbying from investors and pension funds which own many of the freeholds. These have traditionally been seen as a safe way of providing a steady income over time for pension funds. Opponents of the legislation have also argued that it would make investing in freeholds less attractive in the future.

Following a consultation on ground rent which we covered in a previous article here, analysis by The Treasury found that the financial impact of reducing ground rents to a peppercorn rate would cost in the range of somewhere between £15bn and £40bn. Many freeholders had reacted to the consultation by stating that without having a regular income from ground rent, many of them may be forced to exit the market.

The ground rent cap alternative

A ground rent cap of £250 per year may not have been the preferred choice of campaigners for leasehold reform, however many will be encouraged by progress on this area. This will ensure that ground rent is capped at a more managed number than had often been occurring previously. Despite this, the 20 year period mentioned in the briefings to the press will have the air of scrapping ground rent completely being ‘kicked into the long grass’.

A spokesperson for the Department of Levelling Up, Housing and Communities has previously added: “It is not fair that many leaseholders face unregulated ground rents for no guaranteed service in return, and we remain committed to reducing ground rents to a peppercorn as set out in our 2019 manifesto.

“We recently consulted on a range of options to cap ground rents for existing residential leases, and we are carefully considering the responses before we make an announcement in due course.”

Solicitor’s thoughts

The backlash may be due to concerns that legislating to cap ground rents may expose the government to legal challenges, as it could conflict with the European Convention on Human Rights and English property ownership laws. The approach of disallowing something that was previously part of a contractual agreement is noted as a more direct method compared to past government actions involving asset expropriation through taxation. Depending on the outcome of the consultation, potential legal challenges may be predicted to be brought up.

What ground rent proposals were previously put forward?

A number of proposals were put forward in the consultation entitled Modern leasehold: restricting ground rent for existing leases. These include the following:

setting ground rents at a peppercorn
putting in place a maximum financial value which ground rents could never exceed
capping ground rents at a percentage of the property value
limiting ground rent in existing leases to the original amount when the lease was granted
freezing ground rent at current levels

The Leasehold and Freehold Reform Bill is currently making its way through Parliament, and is currently at the committee stage in the House of Lords. There are an estimated 4.98 million leasehold properties in England according to the Department for Levelling Up, Housing and Communities. This makes up approximately 20% of the English housing stock overall.

Further communication about the exact proposal for ground rents under the Leasehold and Freehold Reform Bill is expected this week. This will confirm whether the proposed ground rent cap will indeed be introduced. Stay tuned and subscribe to our newsletter for further updates.

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James Cook

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The Innovator Founder Visa – a Guide for Applicants

The UK has a rich entrepreneurial spirit, with the likes of Richard Branson, Alan Sugar, and James Dyson all household names from the UK. It also has a proud history of welcoming immigrants to its shores, many of whom have founded successful businesses, whether locally or at a national level. The Innovator Founder Visa is designed to attract the best and the brightest to the UK by encouraging start-up entrepreneurs and experienced business people to establish their new business here.

Our investor immigration solicitors regularly advise founders through this process from endorsement to settlement.

Formally known as the Innovator visa, the Innovator Founder Visa gives far more flexibility to innovators while retaining the requirement for an innovative business idea with sufficient funds to deliver on it.

Let’s take a look at the requirements of the Innovator Founder Visa.

Written by Mahfuz Ahmed, Immigration Supervisor

Basic eligibility requirements

Firstly, the basics. The Innovator Founder Visa is a specialised type of visa as the innovative business you must set up and run in the UK must be one which is different from anything else on the market.

The creation of an Innovator Founder visa business plan will play a crucial role in determining whether you gain their endorsement. The business plan must demonstrate that your business has potential for growth and be scalable – meaning that you must give evidence that your business will create jobs and have the potential for growing into national and international markets.

You also need an endorsing body to assess your business under the above requirements. These include the following organisations:

UK Endorsing Services
Innovator International
Envestors Limited

Innovator Founder only

The Global Entrepreneurs Programme (GEP) — run by the Department for Business and Trade for founders already invited onto that programme. They do not take direct applications.

It is also vital that you are able to speak, read, write and understand English. This increased to a required level of CEFR B2 in January 2026. You may be asked to prove this, however if you are a national of one of the following countries then it won’t be required.

Financial requirements and fees

You must have the funds to support yourself, as well any dependents while you are in the UK. This means that before you apply, extend or switch to an Innovator Founder visa, you must have had at least £1270 in your bank account for 28 consecutive days. If you have a partner, this is an additional £285. For a child, it’s £315. For every additional child, it’s an extra £200 for each child.

When it comes to extending or switching, this requirement is only necessary if you have been in the UK for less than a year.

As of September 2026, the current fee for an Innovator Founder Visa is £1,357 if you are applying from outside the UK. If you are applying from within the UK by switching from another category, the fee will be £1,693.

How long will your visa last?

The initial period your Innovator Founder visa will be valid for is 3 years. However, it is possible to extend it for 3 years at a time subject to you meeting the requirements. After 3 years, it is possible to apply for indefinite leave to remain as an Innovator Founder.

What documents will you need to provide?

Like all visa route, a number of documents must be provided. These include:

An endorsement letter from one of the endorsing bodies listed above
A valid passport, or another type of document which shows your nationality or identity
Bank statements showing at least £1270 in your bank account for 28 consecutive days before applying
Proof of your English language proficiency
Your tuberculosis test results must also be provided if you are from a country where you must take the test

How can you apply from outside the UK?

To apply for an Innovator Founder visa from outside the UK, you must apply online and have the above documents with you.

You must also prove your identity. The manner in which you can do this will depend on the country you are from and the type of passport that you have.

To get a biometric residence permit, you will either need to:

Have your biometrics (fingerprints and photograph) taken at a visa application centre
Or, you can use the UK Immigration: ID Check app to scan your identity document by create or signing into the UK Visas and Immigration account

How long does a decision take?

After applying online, providing documents, and proving your identity, a decision will usually be given within 3 weeks. If it will take longer, then you will be contacted about the reason why.

You may be able to get a faster decision using the priority or the super priority service. Priority will provide a decision within five working days, while super priority will provide a decision by the end of the next working day. This will be extended to 2 working days after if your appointment or document submission is at the weekend or on a bank holiday. This will cost an extra £500 for priority and an extra £1000 for super priority respectively.

Can you take on any secondary employment?

Under the Innovator Founder route, applicants are no longer restricted to working solely on their business. Visa holders are permitted to take on secondary employment, provided the role is skilled to at least RQF Level 3 (equivalent to A-level standard).

This offers greater financial flexibility, particularly in the early stages of developing a business, when income may be limited. However, it is important to state that the primary focus must remain on the endorsed business venture, and applicants will still need to demonstrate ongoing progress to their endorsing body during regular check-ins to maintain their visa status.

Nevertheless, this makes the innovator founder visa an attractive prospect to applicants due to the reduced financial pressure and the ability to gain UK work experience while growing their venture.

Want to switch to an Innovator Founder Visa?

Much of the above applies if you wish to switch to an Innovator Founder Visa from another type of visa.

However, there are a number of visas you cannot switch from. These include:

Visit visa
Short-term student visa
Parent of a Child Student visa
Seasonal worker visa
Domestic worker in a private household visa
Immigration bail
Permission to stay outside the immigration rules, such as on compassionate grounds

Since 25 November 2025, international students on a standard Student visa (or Graduate visa) can switch to an Innovator Founder visa from inside the UK once they’ve completed their course — this doesn’t apply to the short-term Student visa.

When switching to an Innovator Founder Visa, you will usually get a decision within 8 weeks of your application date.

Looking to apply for an innovator founder visa? Contact us today and we will be happy to help as well as answer any additional questions.

Article last updated on 23rd September 2026.

Have questions? Get in touch today!

Call us on 020 7928 0276, phone calls are operating as usual and we will be taking calls from 9:30am to 6:00pm.

Email us on [email protected].

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James Cook

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UK eVisa: What Is It?

An eVisa is the digital record that proves your UK immigration status. It is replacing physical documents such as Biometric Residence Permits (BRPs), Biometric Residence Cards (BRCs), and visa vignettes, which are being phased out as the Home Office moves to a fully digital border.

Your eVisa is an online record linked to your passport or travel document. It shows the conditions of your permission to enter or stay in the UK, and allows Border Force to check your status electronically when you travel.

Written by Mahfuz Ahmed, Immigration Supervisor

Who needs an eVisa?

You will need an eVisa if you hold, or are applying for, one of the following:

A Biometric Residence Permit (BRP) or Biometric Residence Card (BRC)
Status under the EU Settlement Scheme
A UK visa or immigration permission granted from outside the UK

Note: an eVisa is different from an Electronic Travel Authorisation (ETA). An ETA is for eligible visa-exempt visitors who do not otherwise need a visa or immigration permission to travel to the UK. If you already hold or are applying for a visa, you need an eVisa, not an ETA.

From 25 February 2026, all new UK visit visas are being issued as eVisas only, and physical visa vignettes are being phased out. Existing BRP and BRC holders are being migrated to eVisas automatically, and will not receive a replacement physical card.

Creating your UKVI account

To access and share your eVisa, you need a UKVI account. If you do not already have one:

Go to the GOV.UK eVisa page and follow the link to create a UKVI account.
Register using the email address and password you want to use for your account.
Link your current, valid passport or travel document to the account.
Once linked, you can view your immigration status and generate a share code to prove your status to employers, landlords, or other third parties.

Setting up a UKVI account and accessing your eVisa is free. Your eVisa will be linked to your passport or travel documents, allowing border force to automatically verify your status. For more information, check out this link created by the Home Office.

Keep your details up to date

Your eVisa is linked to the passport you used when it was set up. If you get a new passport, you must update your UKVI account with the new details before you travel — carriers can refuse boarding, and Border Force can delay you at the border, if your passport cannot be matched to a valid eVisa.

As a reminder to all those with dependants: every family member with immigration status, including children, must have their own eVisa registered and linked to a valid passport.

Practical steps to avoid problems when travelling:

Check your UKVI account and confirm your passport details are current before booking travel.
Update your account as soon as you renew or replace your passport — do not leave this until close to your travel date.
Keep a screenshot or PDF of your digital status as a backup, in case of connectivity issues at check-in or the border.

If you can’t access your UKVI account

If you’re locked out or can’t sign in, GOV.UK has an online recovery process. You’ll usually need your passport and other identifying information to regain access. If you continue to have problems, get in touch with us and we can advise on next steps.

Frequently asked questions

Does an eVisa change my immigration status? No. An eVisa is evidence of the status you already hold — it does not itself grant or change your permission to be in the UK.

Do I need to do anything if I already have a BRP? Yes. Even though BRPs remain physical cards for now, you should still register for a UKVI account and check that your eVisa record is accurate, as BRPs are being phased out.

What happens if my eVisa details are wrong or out of date? You may face delays or be refused boarding by an airline or other carrier. Update your details via your UKVI account as soon as possible, and contact us if you’re unsure what needs changing.

Is there a fee for an eVisa? No, creating a UKVI account and accessing your eVisa is free. (This is separate from the ETA fee, which applies to certain visa-exempt visitors.)

Need legal advice? We’re here to help.

If you have questions about your situation or need advice on your next steps, our experienced legal team can help.

Call us on 020 7928 0276 between 9:30am and 6:00pm, or email [email protected].

You can also contact us online by completing our short enquiry form. Tell us a little about your situation and we’ll get back to you as soon as possible.

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James Cook

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High Court refuses to reverse divorce order which was applied for by mistake

Imagine accidentally being divorced and unable to reverse it. This unfortunate scenario happened when a staff member at the law firm, Vardag’s, went to apply for a final divorce order for a client, but accidentally opened the file of Mr and Mrs Williams. Just 21 minutes later, the wrong couple was divorced.

Mr and Mrs Williams had separated in January 2023 after 22 years of marriage when Mrs Williams filed an application for divorce. Her solicitors then used the online portal to apply for a final order of divorce in error, before discovering their mistake 2 days later. Despite them applying for the order to be set aside, claiming that they were still married, the husband did not accept this and went to the High Court.

The High Court ruled last week that despite the error made by the solicitor who selected the wrong client, the final order for divorce must be upheld. They added that there was no precedent for the overturning of an order where there is no procedural irregularity. Sir Andrew McFarlane, president of the Family Division, stated: ‘There is a strong public policy interest in respecting the certainty and finality that flows from a final divorce order and maintaining the status quo that it has established.” By setting aside the finality of this order, he added that it risks a party claiming that an application for divorce was made by mistake.

Final orders for divorce are made using the HM Courts and Tribunal online divorce portal, part of a range of measures which have been brought in to simplify divorce in the UK. However, Ayesha Vardag, the founder of Vardag’s, criticised the lack of checks when using the platform, outlining that the mistake was as simple as clicking the wrong name on a drop-down menu.

She added: “The courts shouldn’t change people’s marital status based on a slip on an online portal. Whether the person makes the slip themselves or their lawyer does. It goes against the principle of intention which suffuses our law. It’s absurd that we can have orders amended under the “slip rule” and everyone understands it happens, but when it’s a slip on the portal it’s set in stone.”

Known as the ‘Diva of divorce’, Vardag has acted on behalf of a number of high status and high net worth individuals in settlements worth tens of millions of pounds. She and her firm have pledged their full support to the staff member who made the mistake.

Our thoughts

The nature of the relationship between the solicitor and the client means that in this situation, there was nothing that the client could do to remedy the situation. The judge had already issued a conditional order before, and there was no procedural irregularity as previously explained. The act of applying for a final order for divorce is very simple, with no detailed check at this final stage of the process.

Divorce process stages

In the majority of cases, the process of applying for divorce is simple as long as you and your spouse both agree to divorce and cooperate. with the Court proceedings. The stages and timeframes in the process include the following:

To start a divorce, we (on your behalf, the applicant) will need to file an application with the Court.
After the Court has issued your divorce application, the Court will send the application to your spouse (the respondent), where the respondent has to say whether or not they intend to dispute the divorce etc.
Applying for the Conditional Order, the application for such an order cannot be submitted to the Court unless 20 weeks have elapsed from the issue of proceedings (not submission).
Applying for the Final Order, you will have to wait a further six weeks after the date of the conditional order to apply for the final divorce order.

– The overall timeframe for divorce proceedings is around 10 to 12 months. This can vary depending on the current timescales. and workload of the Court.

– Please note that financial and children arrangements may delay the process further.

Do I need to divide the matrimonial assets in a divorce?

Financial settlement legal processes are completely separate from the divorce itself. Once you start your divorce; it is strongly advisable to deal with your financial matters at the same time to avoid unexpected claims from your former spouse in the future. If you are able to reach a mutually acceptable agreement on the finance division, you may wish to apply to the Court to endorse your agreement in order to obtain a clean break. This can be achieved by applying for a Consent Order.

When filing a Consent Order, the Court requires full and frank disclosure of your assets, liabilities and income from both of you to ensure that your agreement is fair. It is important to note that a Consent Order for divorce can only be applied once the Conditional Order is made. If you and your spouse are unable to agree on the terms, you can negotiate with the help of solicitors, attend mediation or apply for a financial order in Court. Please note that the Court will not make a binding financial order unless you or the respondent ask it to, or unless your separate financial court proceedings have reached a conclusion.

If you have any questions regarding divorce proceedings or financial settlement, feel free to contact us.

Have questions? Get in touch today!

Call us on 020 7928 0276, phone calls are operating as usual and we will be taking calls from 9:30am to 6:00pm.

Email us on [email protected].

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James Cook

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Removal of Absence Requirement Marks New Era for 10-Year Settlement Applications – our analysis is proved right

Last month, we published an article following the release of the latest statement of changes to the Immigration Rules: HC 590, which was issued on March 14 2024. In this article, we made observations about the absence of any mention that applicants for 10-year settlement must not exceed 548 days away after living in the UK lawfully for 10 years. We can now confirm that this analysis was correct.

The statement of changes listed a number of new proposals, most importantly the introduction of appendix long residence.

An application under long residence is used by those who have stayed in the UK lawfully for 10 years which could have been via a combination of different visas. The statements stated that there would be the introduction of Appendix Long Residence and the removal of paragraph 276, part 7 from the immigration rules.

Before this big change, people wanting to settle in the UK had strict rules to follow. If they were away from the UK for more than 548 days in total over 10 years, or for more than 184 days at once, they couldn’t apply for settlement. However, we noticed something important when we looked at the new rules: there was no mention of absences relating to the 548 days. This wasn’t stated in the statement of changes and no reference was given in appendix continuous residence.

This would mean that as of 11^th April 2024, all those who have been prevented from applying for ILR due to exceeding absences for over 548 days will no longer be prevented from applying for settlement. We have seen over the past year that this has affected many people who were stranded abroad during the pandemic and promptly made our observations known. We can now confirm that following the release of the new appendix long residence, our analysis was indeed correct and there is no such requirement. Please note that the absence requirement of not being absent from the UK for 180 days at any given time still applies.

Have questions? Get in touch today!

Call us on 020 7928 0276, phone calls are operating as usual and we will be taking calls from 9:30am to 6:00pm.

Email us on [email protected].

Use the Ask Lisa function on our website. Simply enter your details and leave a message, we will get right back to you: https://lisaslaw.co.uk/ask-question/

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James Cook

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Should you enter a cohabitation agreement with your partner?

In today’s society, unmarried cohabitation is not uncommon. In the UK, there is no so-called “common law marriage”, which exists in other countries. Cohabiting couples do not have the protection of legal couples, and the issue of money can become a very sensitive one. Many decide to enter a cohabitation agreement as a solution to this problem. But why should you enter one?

A new study has found that one in five (21%) Brits have had their relationships break up due to financial misunderstandings. 41% of those surveyed said they lose sleep due to the stress of money issues. Couples find it difficult to have open and honest discussions with each other while hoping to protect their assets.

We discussed why you should look to enter into a cohabitation agreement in a previous article here. Let’s look at what it actually is here.

What is a cohabitation agreement?

A cohabitation agreement is a written document, usually signed as a deed in front of witnesses, and it generally involves three main aspects:

Who owns (or owes) what at the time of the agreement, and in what proportion?
What financial arrangements you decide to make while living together, and
If you break up, how will property, assets, and income be divided?

If the agreement is well drafted, has reasonable terms, and both of you have obtained independent legal advice on the validity of the agreement, the courts are more likely to uphold the agreement in the event of a dispute.

Whether you are about to start living together or have been living together for several years, you can enter into a cohabitation agreement at any time. Your family lawyer can help you negotiate the agreement and write it down so it is respected by the courts in the event of a dispute. Many couples also find that the process of entering into a cohabitation agreement means they have the opportunity to think about and discuss how to live together financially, which means there is less chance of arguments over money later on.

What might you want drafted in a cohabitation agreement?

Shared house

If you buy a property together, the cohabitation agreement can list the shared property, but it is important to record who owns the home and whether there are any separate agreements or commitments that are not reflected in the legal document. Who is paying the mortgage? If there are any endowment insurance or other savings arrangements associated with the mortgage, what are the contribution limits for those insurance or savings arrangements? Do you want to insure each other’s lives? Your family lawyer may need to advise you on the implications of a shared home arrangement, as this is often the most complex issue faced by cohabitants.

Money and bill payments

Many people find it convenient to have a joint bank account when living together, but they need to decide how much to contribute to the account. Are the contributions equal? If not equal, would you consider the money in the joint account to be jointly owned? What will the joint account be used for, and when should your individual accounts be used? If not using a joint account, who pays for which of the household bills? What about credit cards and debt?

Pension

Pensions are often overlooked and can sometimes give you the opportunity to provide for your loved ones. For example, you may wish to agree on a nomination for line of duty death benefit.

Personal property

You should consider who owns and/or will keep items such as furniture and cars, and ideally work out now ownership rules for important items, or ways to resolve any disagreements in the event of separation.

Child

Although not legally binding, it is worth considering whether you would be willing to provide support for any children (for example, school or college fees) above and beyond the minimum standards set out by the child support system if you separated set some expectations on how to care for your children.

Legal rules may change in the future, and the specific rights granted to cohabitants will also change accordingly. In addition, the circumstances of both parties will change. For example, if you move, suddenly have a child, or other major changes occur, you may need to revisit the agreement, and it’s important to make sure it’s up to date.

Cohabiting couples who are not married should also create a will so that if you die while you are living with someone else, your wishes will be carried out. While it is possible for cohabitants to inherit in certain circumstances, there are no strict rules so you must be clear about your wishes.

At Lisa’s Law, we regularly help young couples with cohabitation agreements. Contact us today to get started.

Have questions? Get in touch today!

Call us on 020 7928 0276, phone calls are operating as usual and we will be taking calls from 9:30am to 6:00pm.

Email us on [email protected].

Use the Ask Lisa function on our website. Simply enter your details and leave a message, we will get right back to you: https://lisaslaw.co.uk/ask-question/

For more updates, follow us on our social media platforms! You can find them all on our Linktree right here.

James Cook

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New 2024 employment law changes take effect – what are they?

A number of key changes to employment law have taken effect as of the 6^th April, greatly expanding the rights of workers in England and Wales. So, what additional rights do workers have due to the new legislation? Let’s take a look at the 2024 employment law changes introduced by the government.

Right to request flexible working from day one of employment

A major change is the right for employees to request flexible working from day one of employment. Previously, this was something which could only be requested after 26 weeks of continuous employment.

We previously covered the flexible working act here.

It is important to point out that this is not a right to flexible working for employees, but a right to request it. Employers should therefore make their decision as to whether to allow an employee to work flexibly in how they previously approached it.

The following will also apply:

New requirements for employers to consult with the employee before rejecting their flexible working request.
Permission to make two statutory requests in any 12-month period (rather than the current one request).
Reduced waiting times for decisions to be made (within which an employer administers the statutory request) from three months to two months.
The removal of existing requirements that the employee must explain what effect, if any, the change applied for would have on the employer and how that effect might be dealt with.

New protections from redundancy for pregnant employees

Another big change is the expansion of redundancy protection during pregnancy through the Maternity Leave, Adoption Leave and Shared Paternal Leave (Amendment) Regulations 2024.

Employees who are now on maternity leave, adoption leave or on shared paternal leave now have an extended period of special protection from redundancy.

Pregnancy and maternity leave

Changes to the rules mean that pregnant employees are protected from the moment they tell their employer they are pregnant as well as for an extended period following their return to work from statutory maternity leave. This extended period is calculated as being 18 months following the first day of the expected week of childbirth.

In order to qualify for these new rules, the employer must be informed of the pregnancy on or after 6^th April 2024. For the additional protected period, it is for any maternity leave which ends on or after 6^th April 2024.

There are also greater protections for employees who have suffered a miscarriage. This means that they are protected for a period of two weeks after the pregnancy ends.

Adoption leave

Employees will be protected during their adoption leave (52 weeks, same as maternity leave) as well as for an additional protected period when they return to work. This is calculated from the day the child is placed for adoption with the employee for a period of 18 months

Shared parental leave

Finally, shared parental leave rights are also being expanded. Employees are now protected during shared parental leave in addition to when they return to work.

In the case of shared parental leave, this is calculated from the child’s birth date/their placement for adoption for a period of 18 months. It is important to note that this additional protection period will only be available if:

The employee has taken at least six weeks of continuous shared parental leave, and:
Will apply to shared parental leave which starts on or after 6^th April 2024

However, this protection will not apply if the employee is already protected by the maternity or adoption leave provisions above.

Carer’s leave

Another change concerns major changes to carer’s leave in the form of the Carer’s Leave Regulations 2024.

Like the request for flexible working, this is a day one right. It is limited to one week of unpaid leave per year. Those who qualify are employees who are caring for a dependant who have a long-term care need. The definition of a dependent includes a spouse, civil partner, child, parent, a person who lives in the same household, or someone who reasonably relies on the employee for care.

Holiday Pay

Finally, changes to holiday pay have also come into effect. While technically it came into force on 1^st January 2024, the change only applies to holiday years which start on or after 1^st April 2024. For those whose leave years run from January to December, their leave years will not be impacted until January 2025.

Calculation of holiday pay for irregular or part-year workers

For leave years which begin on or after April 2024, holiday entitlement for part-year workers or irregular-hours workers will be calculated in hours instead of weeks. Holiday entitlement will be accrued at the rate of 12.07% of hours which have been worked in a pay period – capped at 28 days. Under the legislation, an irregular hours worker is defined as someone whose working hours are “wholly or mostly” variable under their contract. Meanwhile, a part-year worker is someone who is only required to work part of the year. They have periods within the year where they are not paid as they are not required to work.

Rolled-up holiday pay for irregular hours and part-year workers

Furthermore, employers will also have the right to implement rolled-up holiday pay for irregular hours and part-year workers. Instead of being paid at the time that holiday is taken, holiday pay for these workers can be paid as an uplift of 12.07% to the normal rate of pay at the time that the work is done. This has been introduced despite concerns that workers may be deterred from taking holiday and getting enough rest from their job.

Changes to how a week’s pay is defined for holiday pay calculations

From 1^st January 2024, the 4 weeks of statutory holiday pay must be calculated based on a worker’s normal rate of pay, in addition to any other additional payments such as regular overtime, commission, bonus, call out etc. This is derived from EU case law.

However, the remaining 1.6 weeks of statutory holiday continue to be subject to how a week’s pay was previously defined under the Employment Rights Act 1996. This is dependent on whether the worker works normal working hours.

Changes to the right to carry over holiday pay

Previously, EU case law provided for a worker to carry over their holiday entitlement to the next holiday pay if a worker has been unavoidably prevented from taking holiday due to statutory family leave. EU law also provided for an worker to carry over their annual leave if they had been prevented from doing so by their employer. These rights have now been codified in UK law, giving employers greater confidence and understanding of how to enforce them.

In practise, this means that a worker may carry over up to 28 days of holiday each year if they are unable to take paid holiday during their leave year due to:

The employee being off due to maternity leave or any other family-related leave
The employee has been off sick
The employer refuses to pay a worker their holiday pay entitlement
The employer fails to make the worker aware that their untaken holiday will be lost at the end of their leave year
The employer fails to give the worker the opportunity to take holiday leave, or has failed to encourage them to do so

Our thoughts

In conclusion, the recent changes to employment law in England and Wales mark a significant shift towards enhancing workers’ rights and flexibility in the workplace. With the expansion of rights such as the right to request flexible working from day one, extended redundancy protections for pregnant employees, and the introduction of carer’s leave, employees now have greater support and options to balance their work and personal lives.

Furthermore, amendments to holiday pay calculations and carryover provisions aim to ensure fair treatment for part-year and irregular-hours workers, enabling them to access their entitled holiday benefits more effectively.

Following the introduction of these new regulations, it is incumbent upon employers to familiarise themselves with these updated rights and obligations and to update their company policies and procedures. Employers should also ensure that managers are aware of the updates in order to be able to implement them.

Have questions? Get in touch today!

Call us on 020 7928 0276, phone calls are operating as usual and we will be taking calls from 9:30am to 6:00pm.

Email us on [email protected].

Use the Ask Lisa function on our website. Simply enter your details and leave a message, we will get right back to you: https://lisaslaw.co.uk/ask-question/

For more updates, follow us on our social media platforms! You can find them all on our Linktree right here.

James Cook

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Huge increase to skilled worker visa salary threshold takes effect

As of 4th April 2024, some big changes to the skilled worker route came into force. Most foreign workers will now need to earn £38,700 to obtain a skilled worker visa. This is a huge increase to the skilled worker salary threshold from the previous requirement of £26,200.

These changes were initially announced in December last year as part of the government’s 5-point plan to reduce net migration. Part of this plan has now come into force. Current holders of the Skilled Worker visa will not be affected by the new income requirement and can rely on previous levels.

We anticipate that this change will have a huge impact on net migration. For many small businesses, it may too be costly to sponsor a foreign worker with an annual salary of £38,700 and considering other costs associates with sponsorship.

Another change is the introduction of a new Immigration Salary List, which replaces the Shortage Occupation List. Those who are applying for select jobs which are listed in in the new Immigration Salary List will need to meet a lower salary threshold. This is due to the jobs being in a shortage in the UK. The new list contains fewer positions which are considered in shortage.

The UK Immigration Salary List can be found here: https://www.gov.uk/government/publications/skilled-worker-visa-immigration-salary-list/skilled-worker-visa-immigration-salary-list

Meanwhile, the widely reported change to the income requirement for family related visas is due to come into force on 11th April 2024.

Have questions? Get in touch today!

Call us on 020 7928 0276, phone calls are operating as usual and we will be taking calls from 9:30am to 6:00pm.

Email us on [email protected].

Use the Ask Lisa function on our website. Simply enter your details and leave a message, we will get right back to you: https://lisaslaw.co.uk/ask-question/

For more updates, follow us on our social media platforms! You can find them all on our Linktree right here.

James Cook

See Full Bio

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Have questions? Get in touch today!

Have questions? Get in touch today!

What is a cohabitation agreement?

What might you want drafted in a cohabitation agreement?

Shared house

Money and bill payments

Pension

Personal property

Child

Have questions? Get in touch today!

Right to request flexible working from day one of employment

New protections from redundancy for pregnant employees

Pregnancy and maternity leave

Adoption leave

Shared parental leave

Carer’s leave

Holiday Pay

Calculation of holiday pay for irregular or part-year workers

Rolled-up holiday pay for irregular hours and part-year workers

Changes to how a week’s pay is defined for holiday pay calculations

Changes to the right to carry over holiday pay

Our thoughts

Have questions? Get in touch today!

Have questions? Get in touch today!

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