13 London Road,
London, SE1 6JZ
020 7928 0276
info@lisaslaw.co.uk

News and Insights

Written by Evveline Loh.

 

The Court of Appeal gave an important judgement on the 7 July 2020. It was held that a notice served under s8 of the Housing Act 1988 by a landlord is a ‘notice to terminate a tenancy’ falls within the scope of s7 (2) (f) of the Housing (Wales) Act 2014 (H(W)A 2014). The court further confirmed that if a landlord is unlicensed, they cannot serve a notice of seeking possession under Section 8 of the Housing Act 1988 Wales.

 

The Housing (Wales) Act 2014

 

Unlike England, the Welsh government took a different approach and created national landlord registration scheme under Part 1 of the H(W)A 2014. The Housing (Wales) Act 2014 (the “H(W)A 2014”) was enacted and it regulates the letting of certain kinds of tenancy and management of such dwellings through a licensing and registration system, s(1) of the H(W)A 2014. Landlords are required to be registered with Rent Smart Wales to rent their properties in Wales. It further requires all landlords who carry out property management activities to be licensed. Agents that manage property are required to be registered and licensed.

 

Part 1 of the H(W)A 2014 defines ‘domestic tenancies’ as follows:

 

(a) an assured tenancy for the purposes of the Housing Act 1988 (the “HA 1988”) includes an assured shorthold tenancy);

 

(b) a regulated tenancy for the purposes of the Rent Act 1977; or

 

(c) a tenancy under which a dwelling is let as a separate dwelling and which is of a description specified in an order made by the Welsh Ministers under Part 1 of the Act: s2 (1)(a)-(c).  (none so far been specified by the Welsh Ministers).

 

By s7 (2)(f), H(W)A 2014, it is a criminal offence if a landlord of a domestic tenancy in Wales (where exception does not apply) to serve notice to terminate a tenancy unless he is licensed to do so or he appoints a qualified solicitor or an agent.

 

Background

 

Mr Jarvis had registered with Rent Smart Wales through a limited company. He rented a house in Pembrokeshire to Mr and Mrs Evans under an assured shorthold tenancy. Mr Jarvis served notice after Mr and Mrs Evans failed to pay their rent. Mr Jarvis served a notice under s8, HA 1988 on the grounds 8, 10 and 11 of schedule 2 of the HA 1988.

 

At first instance, the judge gave possession to Mr Jarvis but on appeal to the circuit judge, the judgement was overturned on the basis that Section 8 did not permit unlicensed landlord to serve notice.

 

Issues on Appeal

 

The Court of Appeal addressed mainly two issues:

 

Issue 1: Does s 7(2)(f), H(W)A 2014 (‘serving notice to terminate a tenancy’) extend to the service of notice under s8, HA 1988?

 

Issue 2: If yes, is a notice served in breach of s7, H(W)A 2014 invalid?

 

Issue 1

 

The Court of Appeal held that “notice to terminate a tenancy” was drafted wide enough to encompass s8 notice. It would have been meaningless if it was only limited to notices that terminates the tenancy e.g. notice to quit.

 

Issue 2

 

The appellant argued that s7, H(W)A 2014 resulted only in criminal liability. It does not affect the validity of a notice served by s8, HA1988 for possession proceedings.

 

The Court rejected the argument on the basis that the legislation drafted was intended to protect tenants. The penalties and enforcement mechanism drafted will only be exercised by the Court if it was “just and equitable” to do so taking into account whether the landlord is registered or licensed.  The argument that s7, H(W)A 2014 states that a landlord had only committed an offence by serving a notice should make the notice invalid was dismissed. The Court states that it would be unjust for a Court to allow a landlord to rely on a notice served to be a valid on if it results to criminal offence.

 

The Court concluded that s7, H(W)A 2014  prohibits a unlicensed landlord from serving any types of possession notice (including s8, HA 1988 notice). However, this can be easily rectify by appointing an agent or qualified solicitor to serve the notice. In contrast, s44 specifically prohibits the landlord to serve notice under s21, HA 1988 until the landlord has registered and apply for the license. Hence, there is now a distinction between unlicensed landlord who are able to deal with specific issue and for those who would like to obtain the property back by issuing possession order notice.

 

Thoughts

 

The England and Wales has taken a very different approached since the enactment of the H(W)A 2014. The legislation acts as a protection for the tenants. Landlords who fail to register or apply for a licence will find themselves facing costly and time consuming legal proceedings. The new judgement means only that landlords in Wales who fails to register or obtain a license will not only be unable to serve s21 notice, but also a s8 notice.

 

This judgment should be great news to tenants in Wales. Landlords on the other hand should ensure that they meet the requirements under the H(W)A2014 legislation. This would help benefit and improve the standards within the housing private sector.

 

Have questions? Contact us today!

 

In the meantime, we are operating as usual, and you can reach us on 020 7928 0276 or email in to info@lisaslaw.co.uk for any questions you may have on this topic.

 

Or, why not download our free app today? You can launch a new enquiry, scan over documents and much more.

 

If you have an iPhone, follow this link to download.

 

If you use an Android phone, follow this link to download. 

 

Find the link here if you need some further instructions on how to use our new app!

author avatar
lisaslaw@web

The Home Office have announced a new Health and Care Visa for foreign medical workers which will open for applications on 4 August 2020.

 

Instead of thinking of this visa as brand new, it is better to think of it as a new pathway within the Tier 2 (General) visa route. Plus, it is vital that applicants know that this visa is not open to all care workers, but rather a very specific list of professionals who the Home Office are looking to attract, who have been trained to a specific standard.

 

The list is as follows:

 

Biological scientists and biochemists
Physical Scientists
Medical Practitioners
Psychologists
Pharmacists
Ophthalmic Opticians
Dental practitioners
Medical Radiographers
Podiatrists
Health Professionals not elsewhere classified
Physiotherapists
Occupational Therapists
Speech and Language Therapists
Therapy professionals not elsewhere classified
Nurses
Midwives
Social Workers
Paramedics

 

So, applicants will need to have a job offer within one of these roles in order to be eligible for the Health and Care Visa.

 

What are the benefits of this visa?

 

  • Lower Visa Application Fees – Check out the before prices, it would probably be less than half of the application fee
    • From £610 (or £464 if there is a shortage of workers) for those staying less than 3 years
    • From £1220 (or £928 if there is a shortage of workers) for those staying more than 3 years

 

  • Exemption of Immigration Health Surcharge – this usually costs £400 per year (or £624/year from 1st October 2020). This means if you work for 3 straight years, you will save up to £1,200 (or even £1,872 from 1st October).

 

  • Fast-track Processing Time – you can get your visa within 3 weeks after you have submitted your biometrics at the Visa Application Centre, so the Home Office have said.

 

  • Long Stay – you can stay for as long as 5 years and 14 days and get potentially extended up to 6 years.

 

Home Secretary Priti Patel has said:

 

“We are indebted to overseas health and care professionals for their tremendous contributions, not just in saving thousands of lives throughout this crisis, but for the vital role they play year-round.

 

This new visa is part of our new immigration system making it quicker, cheaper and easier for the best and brightest health and care professionals from around the globe to work in our brilliant NHS.”

 

Have questions? Contact us today!

 

In the meantime, we are operating as usual, and you can reach us on 020 7928 0276 or email in to info@lisaslaw.co.uk for any questions you may have on this topic.

 

Or, why not download our free app today? You can launch a new enquiry, scan over documents and much more.

 

If you have an iPhone, follow this link to download.

 

If you use an Android phone, follow this link to download. 

 

Find the link here if you need some further instructions on how to use our new app!

 

 

author avatar
lisaslaw@web

We are hugely proud of Rosa Huang who has worked extremely hard to pass her Qualified Lawyers Transfer Scheme and has now been officially admitted on the Solicitors Roll.

 

Since joining us in near the start of 2020, she has been so professional, dedicated and successful in all of her work and displayed such a vast amount of legal knowledge. She is truly an asset to Lisa’s Law.

 

We look forward to watching her career flourish even more here at Lisa’s Law, and count ourselves very fortunate to have such a fantastic legal professional in our ranks.

 

Well done, Rosa!

 

Have any questions? Contact us today!

 

In the meantime, we are operating as usual, and you can reach us on 020 7928 0276 or email in to info@lisaslaw.co.uk for any questions you may have on this topic.

 

Or, why not download our free app today? You can launch a new enquiry, scan over documents and much more.

 

If you have an iPhone, follow this link to download.

 

If you use an Android phone, follow this link to download. 

 

Find the link here if you need some further instructions on how to use our new app!

author avatar
lisaslaw@web

When a family finds itself going through tough times, one of the best remedies can be a plan for the future which can help bring clarity to an otherwise murky situation. Even when a family is breaking apart, being certain about how assets are being divided can bring some much needed stability, and provide a base on which to build up from.

 

What is a consent order?

 

A consent order is a type of Court order which confirms and approves what the two people have agreed. It explains how they would legally divide up assets such as:

 

  • pensions

 

  • property

 

  • savings

 

  • investments

 

It can also include arrangements for maintenance payments, including child maintenance.

 

Consent orders are directly enforceable.  Should they be breached, the innocent party is entitled to taking enforcement action against such breach. They are a common feature of legal settlements, which is why proper legal representation should be sought when obtaining one.

 

It is important to bear in mind that a consent order can only be entered into in if both parties ‘consent’ to the agreement. If possible, working together to finalise the consent order is the simplest and least costly way to reach an agreement.

 

Why are consent orders important?

 

In our experience, when people are going through a divorce they really crave the independence and freedom available to them when they cross the finish line. Consent orders are a huge part of that and will help the couple achieve a ‘clean break’ from one another. Consent orders ensure that the financial ties between the two of them are clear cut and neither party can make further financial claims on the other in the future unless in exceptional circumstances, such as one party failing to make frank disclosure of his/her properties in the first place.

 

If due to change of circumstances, one party finds it difficult or unreasonable to continue to comply with the consent order, the right way for the party to do is to apply to vary it. It is always not advisable to simply ignore the consent order.

 

When to apply for a consent order

 

Couples can ask the court to approve their draft consent order if they have started the paperwork to divorce or end their civil partnership.

 

It is usually more straightforward to divide money and property before the application for the final legal document to end the relationship is made.

 

The final legal document is the:

 

 

 

Money and property can be divided after the divorce is finalised or civil partnership has ended. This may change what each person is entitled to get and they may have to pay tax on it.

 

How to ask the court for approval

 

The split couple will have to:

 

  • draft a consent order

 

  • sign the draft consent order – they also need 2 photocopies of the signed original

 

  • fill in a statement of information form (this simply helps the court decide if the financial and property arrangements between the two parties are fair.)

 

One person from the splitting couple will also need to fill in a notice of an application for a financial order (which is standard procedure for financial based proceedings).

 

Once this has been done, the couple send the completed and signed forms to the court dealing with the divorce paperwork. The couple should also keep copies for their own reference. Also, the fee of £50 must be sent with these papers. Help with this fee is available, sometimes, depending on the financial position of the applicants.

 

What do we think?

 

First and foremost, we will always encourage our clients to reach an agreement on their own terms; an amicable solution is always the aim.

 

We are always here to help couples reach that agreement, should they need the guidance. You will find in us a rock to lean on, and our expert team of family lawyers will take the weight from your shoulders and lead you to a resolution that works for everyone.

 

Have any questions? Contact us today!

 

In the meantime, we are operating as usual, and you can reach us on 020 7928 0276 or email in to info@lisaslaw.co.uk for any questions you may have on this topic.

 

Or, why not download our free app today? You can launch a new enquiry, scan over documents and much more.

 

If you have an iPhone, follow this link to download.

 

If you use an Android phone, follow this link to download. 

 

Find the link here if you need some further instructions on how to use our new app!

 

author avatar
lisaslaw@web

Home Secretary Priti Patel has revealed the UK’s new points based immigration system and post Brexit visa rules in a document spanning over 130 pages, so we have broken down the key factors for coming to work, study or visit. More detailed articles on the specifics will follow, but this blog will largely cover the basics and give you a good understanding of how the system will work.

 

Skilled workers

 

The document specifies that ‘anyone coming to the UK for work, including EU citizens, will need to demonstrate they meet a specific set of requirements for which they will score points. There is no overall cap on the number who can apply for this Skilled Worker route.’

 

This is not a vastly different system to what we have seen before, and essentially has applicants ‘prove their worth’ to the UK before being granted a working role.

 

The three main points for this route are as followed:

 

  • The applicant must have an offer of a job from a licensed sponsor;

 

  • The job must be at or above the minimum skill level: RQF3 level or equivalent (A-level or equivalent qualification). Workers will not need to hold a formal qualification. It is the skill level of the job they will be doing which is important.

 

  • The applicant must speak English to an acceptable standard.

 

Meeting these three requirements will earn the applicant 50 points. They must earn a further 20 ‘tradeable points’ through a combination of points for their salary, a job in a shortage occupation or a relevant PhD.

 

  • If the applicant is paid the higher of the general salary threshold of £25,600 or the “going rate” for their particular job, they will get an extra 20 points

 

  • Applicants will only be able to score points for having a PhD relevant to the job. Sponsors will need to decide and be able to justify whether an applicant’s PhD is relevant to the job they are sponsoring them for and to advise whether it is a STEM PhD. The list of relevant PhD’s will be updated and altered accordingly.

 

There are certain exceptions which are possible in terms of salary, for example different minimum salary rules for workers in certain health or education jobs, and for “new entrants” at the start of their career – we will explore these in a later article.

 

Healthcare workers

 

The Health and Care Visa is part of the Skilled Worker route. It will ensure individuals working in eligible health occupations with a job offer from the NHS, social care sector or employers and organisations which provide services to the NHS, who have good working English, are incentivised to come to the UK.

 

Some more good news is that there will be fast-track entry, with reduced application fees and dedicated support regarding the application process, for eligible individuals to come to the UK with their families. Those who are eligible to apply for the Health and Care Visa, and their dependants, will also be exempt from having to pay the Immigration Health Surcharge.

 

Frontline workers in the health and social care sector who are not eligible for the new Health and Care Visa will pay the Immigration Health Surcharge, but will benefit from a reimbursement scheme. Further detail will follow in due course, we will keep you posted.

 

Who can apply for this route?

 

Individuals of all nationalities who have a confirmed job offer, in one of the defined health professions, for a skilled role within the NHS, the social care sector or for NHS commissioned service providers.

 

Global Talents

 

A strap-line that the Home Office has banded around recently is that it wants to ‘attract the brightest and best’ talent from around the world. On 20 February 2020 the government launched the Global Talent route, under the current system for non-EU citizens, to improve the UK’s attractiveness to highly skilled individuals with specialist skills.

 

The Government has announced it will set up a cross-departmental unit called the Office for Talent. This will make it easier for leading global scientists, researchers and innovators to come and live and work in the UK.

 

The route replaced the old Tier 1 (Exceptional Talent) option and aims to attract global leaders, and the leaders of tomorrow in science, humanities, engineering, the arts (including film, fashion design and architecture) and digital technology.

 

Applicants must be endorsed by a recognised UK body, as approved by the Home Office.

 

Individuals can apply to one of the following endorsing bodies who will verify their expertise before they can apply for a visa:

 

  • The Royal Society, for science and medicine;

 

  • The Royal Academy of Engineering, for engineering;

 

  • The British Academy, for humanities;

 

  • UK Research and Innovation, for science and research;

 

  • Tech Nation, for digital technology;

 

  • Arts Council England, for arts and culture

 

This route will be open to both EU and non-EU citizens.

 

Start up and Innovator

 

The Start-up and Innovator routes are designed to attract entrepreneurial talent and innovative, scalable business ideas to the UK.

 

Applicants can be individuals or teams. The Start-up route is for those setting up a business for the first time, who need to work to support themselves while developing their business ideas. The Innovator route is for those with industry experience and at least £50,000 funding, who can dedicate their working time to their business ventures, or those moving from Start-up who are progressing their business.

 

Each applicant for Start-up and Innovator must have the support of an approved Endorsing Body. Endorsing Bodies are either Higher Education Providers or business organisations who have a track record of supporting UK based entrepreneurs and the support of a Government Department. Endorsing Bodies assess each application to ensure it is innovative, viable and scalable, and are responsible for monitoring the progress of the businesses they endorse.

 

 

 

We will do a focused article on the specifics of this visa route soon.

 

Coming to study

 

There will be no limit on the number of international students who can come to the UK to study.

 

The core requirements of this route will remain: sponsorship at a licensed provider, demonstration of English language ability and the ability of the student to support themselves in the UK.

 

Students will require a total of 70 points to be granted leave. Points are non-tradeable and will be awarded for meeting the requirements of the route as set out in the table below.

 

 

Students with an unconditional offer from a sponsoring institution, who can demonstrate they genuinely intend to study and can meet all the relevant requirements of the route.

 

Another amendment worth considering is the period of time in which a student can apply for permission to come to the UK before the start of their course is increasing from three to six months.

 

The government is also removing the study time limit for students studying at a postgraduate level, although students will still be expected to be progressing academically in their studies when making a further application in the UK. Students who meet eligibility requirements will be able to make an in-country application for further leave regardless of their sponsor or level of study.

 

There are a lot more details about various options for people coming here to study, but we will go into those in a separate article.

 

Graduate route

 

The Home Office are launching the Graduate route in Summer 2021 to allow those who have completed a degree at a UK Higher Education Provider, that has a track record of compliance, to stay in the UK for two years (three years for PhD graduates) and work at any skill level, and to switch into work routes if they find a suitable job.

 

This will be an unsponsored route. All successful applicants will be granted a one-time non-extendable leave period of two years if graduating at undergraduate or masters level, or three years if graduating with a PhD, on this route and will be able to work, or look for work, at any skill level during this period.

 

Who can apply for this route?

 

The Graduate route will be open to international students, who have valid leave as a Tier 4 (General) Student or as a Student at the time of application and who have successfully completed a degree at undergraduate level or above at a UK Higher Education Provider with a track record of compliance during that grant of leave.

 

Applicants must have completed the entirety of their degree in the UK except for permitted study abroad programmes or when distance learning has been necessary due to Covid-19.

 

The route will not have a maintenance requirement and applicants will not need to demonstrate English language ability as they will already have proved English language ability by successfully completing a degree at a UK university. Applicants will need to pay the Immigration Health Surcharge at the usual rate for the Points-Based System’s routes (this fee will be increased to £624/year from 1st October 2020). This route will not have recourse to public funds.

 

Coming to visit

 

The end of Free Movement will mark the beginning of the UK’s dedication to only allowing what the Home Office deems ‘legitimate travellers who support the economy and enrich society and culture’ in the UK.

 

Visitors will, on the most part, be able to stay for up to 6 months. A visitor may enter the UK multiple times during that period, but they may not in effect live in the UK by means of repeat or continuous visits. They may not work or access public funds. Currently they may not study for more than 30 days.

 

There will be a wide range of activities that are seen as legitimate reasons for visiting the UK. As well as general tourism purposes and visiting family, business people can come to the UK for meetings and to negotiate and sign business contracts; leading academics can present their latest research; scientists can share their knowledge with colleagues on international projects. It will be a fairly open style plan in terms of visitation, which is good to see.

 

 

A lot more routes

 

Of course, this articles purpose is to give you the basic outline of coming to work, study or visit the UK. There is a huge amount of other options and ways into the UK, from Sporting Routes to Creative Routes, or even Ancestry options.

 

We will be doing more in depth articles on specific routes in the coming weeks, and you can always check out the complete guidance yourself here.

 

Have any questions? Contact us today!

 

In the meantime, we are operating as usual, and you can reach us on 020 7928 0276 or email in to info@lisaslaw.co.uk for any questions you may have on this topic.

 

Or, why not download our free app today? You can launch a new enquiry, scan over documents and much more.

 

If you have an iPhone, follow this link to download.

 

If you use an Android phone, follow this link to download. 

 

Find the link here if you need some further instructions on how to use our new app!

 

author avatar
lisaslaw@web

According to an announcement made this month by Foreign Secretary Dominic Raab, the UK will target people holding BNO (British National Overseas) Status a new visa route with the possibility of permanent residency further down the line.

 

This route allows people from Hong Kong with BNO status to apply for a one-off visa for 5 years. This new five-year visa will allow BNO holders to work, study and reside in the UK. Their freedoms will be granted without question.

 

Also, after holding this visa for 5 years, the person concerned can apply for permanent residence in the UK directly. One year after obtaining permanent residence, they will be eligible to apply for British citizenship.

 

However, who actually qualifies as a BNO?

 

According to the latest statistics updated by the UK Home Office, it was noted that as of February 24, 2020, there were a total of 349,881 BNO passport holders; however the actual number of Hong Kong residents with BNO statues is estimated at 2.9 million.

 

It is important to note that the BNO is not a new status, meaning it is not possible for a person who does not already hold a BNO status to apply for a new one.

 

The BNO status was a ‘transitional policy’ given by the British government before the reunification of Hong Kong with the People’s Republic of China on July 1, 1997. Most people have not been able to file a new application after that date; late applications are normally not accepted by the HM Passport Office

 

Hong Kong residents with BNO status can generally be distinguished as follows:

 

The person who has registered for BNO status on or before 30 June 1997 (whether or not they have a valid BNO passport currently, expired or lost).

 

Children born before 1 July 1997 whose parents have BNO status and whose names are mentioned in their parents’ BNO passports (i.e the child is listed as an ‘Included Child’ in parents’ BNO passports, even if the child has never registered in the past.)

 

In the case of persons born between 1 January and 30 June 1997, the deadline for applications was September 30 1997. (i.e, such clients must have registered for a BNO before September 30, 1997, unless both of their parents are BNOs and their names are mentioned in the Children/Infants section of their parents’ BNO passports.

 

So, for many people the current situation is likely to be that they do not have a BNO passport on hand (e.g meeting point 2 of the above), or that the passport has been lost or expired.

 

In that case, if the person wants to ensure that he or she has a valid BNO status, he or she will need to go ahead and apply accordingly:

 

The original BNO passport has expired:

 

All such persons need to do is apply for a Renew, which can be done by following this link: https://www.gov.uk/overseas-passports

 

For a ‘renewal’ application, the following documents are generally required.

 

  • The original of the old BNO passport (i.e the expired passport that was originally held).

 

  • A double-sided colour photocopy of the Hong Kong Permanent Identity Card.

 

  • All currently valid passports (unexpired passports, such as SAR passports or other non-UK passports) in your possession must be provided with colour copies of all pages.

 

  • Proof of address for the last 12 months.

 

First application for a BNO passport:

 

Applicants will generally need to submit the following additional documents in addition to the above.

  • The birth certificate of the person concerned and of his or her parents.
  • Parents’ marriage certificate.
  • Declarations signed by counter signatories.

 

Who can be a counter signatory?

 

  • Person holding British, EU, Commonwealth or US passports and,
  • Requires knowing the applicant for at least 2 years or more.
  • Cannot be a family member of the applicant.
  • Must be a professional recognized by the UK Home Office, i.e must be an accountant, lawyer, teacher, journalist, etc. (All subject to a list of approved occupations which can be found here: https:www.gov.uk/countersigning-passport-applications/accepted-occupations-for-countersignatories)

 

The Original BNO passport has been lost:

 

Such persons will need to apply for a ‘lost’ passport before they can apply for a BNO passport.

 

The link to request lost information is https:/www.gov.uk/report-a-lost-or-stolen-passport

 

The link to apply for BNO passport afterwards is: https:/www.gov.uk/overseas-passports

 

How do I check if I already hold BNO status?

 

Parties can try emailing the HM Passport Office: DPA.Queries@hmpo.gov.uk

 

When contacting them, you need to indicate in the subject line of your email: SAR (Subject access request) – British National Overseas passport.

 

In the email the person should provide their name, date of birth, place of birth, a scanned copy of their ID card or Passport, and indicate that they want to check their BNO status, and whether they want the results to be posted to them or sent via email.

 

Have questions? Contact us today!

 

We are operating as usual, and you can reach us on 020 7928 0276 or email in to info@lisaslaw.co.uk for any questions you may have on this topic.

 

Or, why not download our free app today? You can launch a new enquiry, scan over documents and much more.

 

If you have an iPhone, follow this link to download.

 

If you use an Android phone, follow this link to download. 

 

Find the link here if you need some further instructions on how to use our new app!

 

author avatar
lisaslaw@web

One of the major fallouts of the coronavirus pandemic is the effect it has had on people’s livelihoods and careers. At the start of the year many people in work would have assumed their place was relatively untouchable if they continued to work hard and fulfil the role they were brought on to do.  However, with the pandemic bringing so many industries to a halt, it is not surprising that employers are having to lay people off due to the reduction in business over the past few months.

 

Is my redundancy fair?

 

If you find yourself being made redundant, it is important that you have the right information in your arsenal, so that you can check you are not being unfairly dismissed according to the Employment Rights Act 1996.

 

Redundancy essentially means that your job role no longer exists within the company you have been employed by. This means that when you are made redundant, there is nobody coming in to replace you. If there is, that means the job role still exists within the company and you have been unfairly dismissed.

 

Your employer is entitled to merge a couple of roles together, or share out the work you were doing out to a few other colleagues, but they cannot outright replace you.

 

You can only be made redundant if the job you are doing is no longer needed. This can happen if your employer is planning to:

 

  • change what the business does
  • change location
  • change how they work, for example use new machinery or technology
  • close part or all of the business

 

 

You cannot be made redundant because of any work issues you may have had. For example if your employer is not happy with your performance or you have made a complaint at work.

 

Selection process must be fair

 

If multiple people are at risk of redundancy, the employer must look at objective criteria when making the final decision. These criteria will typically include things such as: attendance record, skills and experience, work performance standard, disciplinary record.

 

Criteria such as attendance and disciplinary records can easily be verified from checking HR records.  It is the more subjective criteria like skills and experience, or work performance standards that may be based on the personal opinion of whoever is doing the scoring. There need to be checks and balances for justifying the scoring, including checking records of past performance appraisals and peer reviews etc. Your redundancy may well be unfair if your employer cannot show that they have objectively determined their score for you.

 

It is important that you are not selected for redundancy based on any of the following:

 

  • age
  • disability
  • gender reassignment
  • marriage or civil partnership status
  • pregnancy or maternity leave
  • race
  • religion or belief
  • sex
  • sexual orientation
  • family related leave – for example parental, paternity or adoption leave
  • role as an employee or trade union representative
  • membership of a trade union
  • a part-time or fixed-term contract
  • working time regulations – for example if you’ve raised concerns about holiday entitlement or rest breaks
  • concerns you’ve raised about not being paid the National Minimum Wage

 

 

Essentially, your employer must not use criteria that indirectly discriminates against you. Also, while you usually need 2 years’ service to cite unfair dismissal, the above reasons would qualify as ‘automatically unfair’ dismissal – there is no qualifying time period.

 

 

 

Employer must consult you about the redundancy

 

If you are at risk of being made redundant, your employers must explain to you in writing what they are planning to do. They should let you know why the redundancies are happening, the amount of employees that will be affected, what the redundancy process is going to be and how redundancy payments will be calculated.

 

Employers should give you the opportunity to propose any alternatives to the redundancy and to raise any issues that you may have with the situation. In some cases they may also give you information about what other roles might be available in the organisation that you could take on, instead of being made redundant.

 

Redundancy rights and Pay

 

You have redundancy rights if:

 

  • you are legally classed as an employee
  • you have worked continuously for your employer for 2 years before they make you redundant

 

Remember, during the COVID-19 pandemic you are still entitled to redundancy pay and the same redundancy rights as usual.

 

Redundancy pay

 

How much redundancy pay you get depends on:

 

  • your age
  • how long you’ve worked for your employer

 

Redundancy pay is based on:

 

  • your earnings before tax (gross pay)
  • the years you’ve worked for your employer
  • your age

 

If you are aged 22 or under

 

Your employer must give you half a week’s pay for each full year you’ve worked.

 

If you are aged 22 to 41

 

Your employer must give you:

 

  • 1 week’s pay for each full year you worked after age 22
  • half a week’s pay for each full year you worked before that

 

If you are aged 41 or over

 

Your employer must give you:

 

  • 1.5 week’s pay for each full year you worked after age 41
  • 1 week’s pay for each full year you worked when you were between 22 and 41
  • half a week’s pay for each year you worked before age 22

 

Your employer must tell you in writing how your redundancy pay has been worked out.

 

How you will get paid

 

Your employer should tell you:

 

  • when you will get your redundancy pay – this should be no later than your final pay date, unless you both agree another date in writing
  • how you will get paid, for example in your monthly pay or separate payments

 

 

Up to £30,000 of redundancy pay is tax free. Also, you can only get 20 years’ worth of redundancy pay.

 

Giving notice

 

Employers must give staff at least the statutory notice period, based on how long they have worked.

 

Length of service Notice employers must give
1 month to 2 years At least a week
2 years to 12 years A week’s notice for every year employed
12 or more years 12 weeks

 

Pay in lieu of notice

 

If there was a payment in lieu of notice clause included in the employment contract, employers can end staff’s employment with no notice. Instead, employees will receive a payment to cover the notice period you would have worked.

 

In other words, employers can allow staff to leave earlier than the planned leaving date (for example without notice) by offering payment in lieu of notice. These payments must have tax and National Insurance deducted.

 

We are here to help you!

 

We know that redundancy can be an extremely worrying thing to go through, and you might feel ill-equipped to deal with it and not know exactly what your rights are or what you might be entitled to.

 

We can guide you through this tough time, and make sure that you are not being unlawfully dismissed. We can make sure you get the redundancy package you deserve, and nothing less.

 

For employers, it is also equally important to understand the procedures. It is advised that employers should seek professional legal advice before making staff redundant, especially when you are not sure about your obligations.

 

We are operating as usual, and you can reach us on 020 7928 0276 or email in to info@lisaslaw.co.uk for any questions you may have on this topic.

 

Or, why not download our free app today? You can launch a new enquiry, scan over documents and much more.

 

If you have an iPhone, follow this link to download.

 

If you use an Android phone, follow this link to download. 

 

Find the link here if you need some further instructions on how to use our new app!

 

 

author avatar
lisaslaw@web

The Home Office has just updated their policy on public funds. The amended policy will allow migrants who face imminent destitution, not only those who are already destitute, to apply for public funds, which is clearly another positive step forward.

 

Online applications for access to public funds have already been available to certain migrants who are finding themselves with nowhere to live and no means of supporting themselves or their families, as the Home Office attempts to react to the massive impact COVID-19 has had on many people’s livelihoods.

 

You are able to apply if:

 

  • You have leave to remain under the 10 year partner, parent or private life route, where the applicant claims that refusal of that application for leave to remain would breach their rights (or the rights of other specified persons) under ECHR Article 8 (the right to respect for private and family life).

 

  • You have leave to remain on the basis of other ECHR right

 

  • You can also be eligible to apply if you have leave to remain under the 5 year partner/parent route. If you are accepted they would be considered to have moved on to the 10 year route to settlement and as such any future applications for leave will be considered under the 10 year route.

 

Essentially, this option is only open for migrants in the UK under Discretionary Leave (DL).

 

What does change in conditions mean?

 

The Home Office will only accept your application if you can provide evidence that your financial conditions and place of residence has changed significantly in a negative way since you made your initial applications, or if you had failed to provide evidence of your actual situation then, and wish to do so now.

 

You will need to prove that:

 

  • you are destitute

 

  • there are particularly compelling reasons relating to the welfare of your child on account of your very low income

 

  • there are exceptional circumstances in your case relating to your financial circumstances

 

  • you are at risk of becoming destitute.

 

Someone is destitute when:

 

  • they do not have adequate accommodation or any means of obtaining it (whether or not their other essential living needs are met)

 

  • they have adequate accommodation or the means of obtaining it, but cannot meet their other essential living needs

 

  • they are at risk of destitution if either or both of the above are imminent.

 

How can the change of conditions be proved?

 

It is up to the applicant to provide adequate evidence of their changed situation, and if they are unable to do so to the Home Office’s standards the application will be terminated.

 

Here are some examples of the types of thing the Home Office will be looking for in terms of evidence:

 

  • 6 months bank statements for all accounts held by all members of your household, even those belonging to children or ones that are rarely used. These should be fully annotated to explain significant/regular transactions

 

  • recent pay slips accounting for the last 6 months

 

  • breakdown of monthly income and expenditure

 

  • recent tenancy agreement or mortgage statement

 

  • recent utility and other relevant bills

 

  • recent P45 / P60

 

  • letter confirming duration of employment, the hours worked and salary (the person writing should state their position in the company and provide contact details)

 

  • recent letter from Local Authority confirming that support is being provided

 

  • recent letter from registered charity or other organisation providing support

 

  • recent letters from family or friends who are providing support, giving full details regarding the extent of this and how often it is provided

 

  • recent letter confirming that you or your spouse or partner is in receipt of public funds

 

Alongside this evidence you will need to:

 

  • complete your application online

 

  • provide your existing Biometric Residence Permit (BRP) where relevant, or passport (including your Leave to Remain vignette where relevant)

 

  • include documentary evidence that you meet the policy on granting recourse to public funds.

 

Timeframe?

 

As far as we can tell from the Home Office guidance on this topic, there is no standard timeframe on which these applications will be processed and the applicant can start receiving funds. However, it does say that Home Office caseworkers will make reasonable efforts to decide such requests promptly, especially those involving a child or an applicant who is street homeless, disabled or otherwise in vulnerable circumstances.

 

So, we would hope that applicants will not have to wait too long before receiving some form of communication back from the Home Office.

 

What do we think of this?

 

It is good to see the government is reaching out again to people who find themselves in difficult circumstances, and we hope that applicants who really need access to public funds are able to get them without waiting too long.

 

However, we must ask one question: what about people on other types of visas that find themselves at risk of becoming destitute, like Tier 1, Tier 2 visas? Should they not have, at least, the chance to apply for public funds, even for temporary period without affecting their immigration status.

 

The current pandemic is beyond any individual’s control. Migrants are more vulnerable in some sense. Should the time arrive calling for more assistance from the government to these people, more flexible and reasonable approach should be taken. It seems very unfair to allow certain people to try and prove their situation but completely ignore those on alternate types of visas.

Have any questions? Contact us today!

 

We are operating as usual, and you can reach us on 020 7928 0276 or email in to info@lisaslaw.co.uk.

 

Or, why not download our free app today? You can launch a new enquiry, scan over documents and much more.

 

If you have an iPhone, follow this link to download.

 

If you use an Android phone, follow this link to download. 

 

Find the link here if you need some further instructions on how to use our new app!

 

 

author avatar
lisaslaw@web

The UK’s desire to becoming a leading scientific superpower has taken its first steps today, with the new Research and Development Roadmap being revealed by the Business Secretary Alok Sharma.

 

What are the key points of this plan?

 

  • Attracting and retaining global talents
  • Government to ensure UK is the best place in the world for scientists, researchers and entrepreneurs with new and ambitious R&D Roadmap.
  • Roadmap sets out vision to attract global talent, cut unnecessary bureaucracy and cement the UK as a world-leading science superpower.
  • significant £300 million government investment will upgrade scientific infrastructure across the UK.
  • new Office for Talent set up to make it easier for leading global scientists, researchers and innovators to come to the UK.

Attracting global talent

 

There will be a new graduate route in place to support this scheme by attracting the brightest and best minds from around the globe. Under the route, international students who complete a PhD degree will be granted 3-year PSW visa from Summer 2021. This means that they can stay in the UK for 3 years after study to live and work.

 

Previously, the Home Office has announced that students who have successfully completed undergraduate and master’s degrees will be granted 2-year PSW visa.

 

The above combined measures will make it easier for some of the best, young international graduates to secure skilled jobs in the UK and contribute to economic growth.

 

This can only be a good thing for the UK as a country, and for people looking to break into the scientific field of their choice after they complete their studies.

 

In addition, the announcement also indicates a shake-up of Tier 4, which will be relaunched as a “student route” this autumn. The ‘improved’ student route will have some extra benefits. For example, extending the window in which prospective students can make visa applications, removing study time limits at postgraduate level and allowing all students to switch to another type of visa from within the UK.

 

Existing students and those who start their course this autumn will benefit from these changes, once they have been introduced.

 

One thing to note is that all the graduates must graduate from an education provider which has a “track record of compliance”, in order to benefit from the new graduate route.

 

What does “track record of compliance” mean?

 

Essentially, it means that the universities have done everything above board when accepting foreign students into their ranks, and have passed a series of compliance assessments over a four-year period to gain the status of Higher Education Provider.

 

It is really an administrative issue, and it could be seen as very harsh if a student was unable to get onto this new graduate scheme due to their university not being seen as compliant by the government, as it is unlikely that the student would have any idea about this when choosing to attend that particular university.

 

Many possibilities

 

One of the best things about this Graduate visa, from the applicant’s point of view, is that the visa holder is allowed to take on any job at any skill level. They do not have to take a job in an academic field.

 

Also, once being granted PSW visa, migrants will be able to switch into “skilled work” at any time during its validity. In other words, they are likely to have an easier route to obtaining a Tier 2 (General) work visa, but will need to meet its skill and salary thresholds when they come to apply.

 

Unfortunately, time spent on the Graduate visa will not count towards settlement. Migrants will need to spend five further years as a Tier 2 (General) visa holder to qualify for indefinite leave to remain.

 

Of course, it is also worth to note that if they can qualify for 10 Years Continuous Lawful Residence, they can still apply to settle in the UK – even if they have not hold the Tier 2 Visa for the full 5 years.

 

All good, but…

 

This is clearly a great news to those international students studying in the UK. It will inevitably attract more talented students to come, study and stay here. It will enable them to get their foot in the UK job market much more easily. However, surely is it reasonable to exclude their time on PSW visas from their settlement residence eligibility if they immediately start working in this country?

 

Further, is the Home Office expecting all international students to carry out due diligence on universities’ compliance record with it before deciding which one to enrol with? In particular, when such record is rarely in public domain and difficult to find?

 

Instead of shifting the blame onto innocent students, it is our view that the Home Office should face up its duty by strengthen their monitoring of the register of Tier 4 sponsors and removing any one which has naughty record, so that they will not be able to sponsor international students.

 

Have any questions? Contact us today!

 

We are operating as usual, and you can reach us on 020 7928 0276 or email in to info@lisaslaw.co.uk.

 

Or, why not download our free app today? You can launch a new enquiry, scan over documents and much more.

 

If you have an iPhone, follow this link to download.

 

If you use an Android phone, follow this link to download. 

 

Find the link here if you need some further instructions on how to use our new app!

 

 

author avatar
lisaslaw@web

Here at Lisa’s Law we place an immense amount of value in our team because we know that they are the very heart of our firm. We all work as one to make sure our clients are receiving the best quality service from the most knowledgeable and attentive caseworkers possible.

 

This is why we absolutely love to see our team thrive in their careers and smash their goals. This month two caseworkers, Lavinder and Stephanie, have passed some huge individual milestones, and we could not be happier for them!

 

Lavinder Kaur has proven to be such a valuable asset for us since joining back in 2018 as a Foreign Lawyer, after gaining her Certificate in Legal Practice in Malaysia in 2015. She has once again displayed an incredible amount of dedication to pass her QLTS assessments and qualify as an English Solicitor!

 

 

We are not surprised as Lavinder has always been an inspiration in the work she has done for us, her legal knowledge is vast and continues to grow as her illustrious career continues down a very successful path! Well done Lavinder!

 

But that’s not all!

 

Stephanie Shi is one of our longest serving and most experienced case workers, having joined us in 2015 and since then has successfully conducted over 800 immigration cases. Stephanie’s clients are always so pleased with her work and know that they are in safe hands when she takes their instruction, from beginning to end.

 

 

Stephanie qualified as a lawyer in China over 20 years ago and it is such a joy to reveal that Stephanie has been awarded her Senior Caseworker Accreditation with the Law Society’s Immigration and Asylum Accreditation Scheme! This is such a fantastic step in Stephanie’s career, and represents her amazing legal knowledge and unwavering work ethic which makes her a real star in our offices! Congratulations Stephanie!

 

Need legal advice? Contact us now!

 

We are operating as usual, and you can reach us on 020 7928 0276 or email in to info@lisaslaw.co.uk.

 

Or, why not download our free app today? You can launch a new enquiry, scan over documents and much more.

 

If you have an iPhone, follow this link to download.

 

If you use an Android phone, follow this link to download. 

 

Find the link here if you need some further instructions on how to use our new app!

 

author avatar
lisaslaw@web

Have a question? Our friendly and experienced team are here to help.

Subscribe to our newsletter

We post weekly articles covering a variety of topics, including immigration, property, and more, so subscribe to our newsletter for the latest updates.