During the coronavirus pandemic our team have been assisting clients with issues such as if they have made offers of employment to candidates based outside of the UK.
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A well known research organisation with a sponsor licence has a large number of people at its premises undertaking a range of activities, including work, study, research and visit. As a result, the status of their people is varied and can include employed, self-employed, students, seconded workers, visitors and researchers. Due to their complex arrangements, the organisation asked us to advise them on their right to work and document checking practices to ensure compliance with illegal working legislation and their sponsor duties.
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A media company with a Tier 2 sponsor licence underwent a company restructure which resulted in a change in direct ownership of the business. The new owner was then required to apply for a sponsor licence in order to continue employing any Tier 2 sponsored workers.
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A business wanted to hire an individual who was currently sponsored by another organisation. The individual’s contract included non-compete clauses and the organisation did not have a licence to sponsor migrant workers.
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We were contacted by an arts organisation with a “quick” question about whether one of their employees could do work for another organisation. In the process, we discovered that there were a host of problems with the way that the individual had been sponsored and the organisation had made a number of sponsorship errors.
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We have provided young people in the social care system with the advice and assistance necessary to resolve their immigration status for good, enabling them to live in the UK with the same opportunities as their peers.
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We have advised on a range of legal issues for the research charity.
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We advised UK Deaf Sport on corporate governance and charity law issues.
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When a charity was faced with disability discrimination and unfair dismissal claims, we successfully defended them in the Employment Tribunal and Employment Appeal Tribunal.