From 11 November 2025, the UK Immigration Rules introduced a major update. Part Suitability now replaces the old “Part 9 – General Grounds for Refusal”. 

This reform aims to create greater consistency in how the Home Office evaluates character, conduct and public interest factors across most visa categories. In this blog, we explain what the changes mean for applicants, sponsors and legal advisers.

What is Part Suitability?

Part Suitability provides a unified framework for deciding whether a person should be refused entry clearance (a visa), permission to stay or have their existing permission cancelled, based on various “suitability” grounds. 

Unlike the old system, the new rules distinguish clearly between mandatory and discretionary decisions:

• Mandatory refusal: applies where the applicant has been convicted of a criminal offence resulting in imprisonment of 12 months or more, regardless of when the conviction occurred.
• Discretionary refusal: applies to individuals with lesser convictions, non-custodial sentences or out-of-court disposals.

Key Grounds Under Part Suitability

Part Suitability covers several areas that can lead to refusal or cancellation. These include:

• Exclusion, deportation or travel ban: Permission must be refused or cancelled if the individual is subject to an exclusion or deportation order.
• Non-conductive conduct: Applications may be refused where a person’s conduct, character or associations make their presence in the UK undesirable.
• Criminality: Mandatory refusal or cancellation applies in cases involving serious criminal convictions. For example:
  • sentences of 12 months or more
  • repeat offending
  • offences that cause serious harm.
• Previous breach of immigration law: Overstaying or other immigration violations can impact new applications or lead to cancellation of existing permission.
• Debt to NHS or litigation costs: Outstanding NHS charges above the relevant threshold, or Home Office litigation debts, may be considered under suitability. 

Applications for leave that do not align with the Immigration Rules may be refused.

Why Does This Change Matter?

Part Suitability represents one of the most significant structural changes to the Immigration Rules in recent years. The biggest shift is in consistency. Under Part Suitability, most applicants are now assessed against a single, unified standard rather than route-specific tests. 

However, this shift also makes the system stricter, particularly for family and private-life routes that previously benefited from exemptions around overstaying or certain convictions.

As a result, applicants and sponsors need to be more vigilant in preparing their cases. 

Practical Tips for Applicants and Sponsors

• If you have any past criminal records, immigration breaches, unpaid NHS costs, don’t assume they don’t matter.
• Build a strong documentary record as a way of gathering evidence. Mitigating factors such as rehabilitation and compelling personal circumstances may help in discretionary cases.
• Full disclosure is key. Failing to tell the truth or under-reporting past problems could result in long-term reputational damage in future applications as well as risk refusal.
• Given the technical complexity, consult with an immigration advisor to assess risk and prepare submissions. Contact us for support. 

If you are a sportsperson, athlete or coach aiming to live and work in the UK, the International Sportsperson visa is your primary route. 

This specialist temporary visa is designed to attract top-level athletes and coaches to the UK and allows sports professionals with international recognition to work, reside and compete in the UK. 

Understand the Eligibility Criteria

To qualify for the International Sportsperson visa, you must:

• Be 16 years or older
• Have a valid Certificate of Sponsorship (CoS) from a UK-based sponsor with a valid sponsor licence.
• Obtain an endorsement from a recognised governing body in your sport, confirming your elite status and contribution to the sport in the UK.
• Meet the English language requirement (level A1 in speaking and listening) if applying for a visa longer than 12 months. 
• Demonstrate you can maintain and accommodate yourself in the UK, either through personal savings (£1,270 minimum for 28 days) or a sponsor guarantee. 

Securing a Governing Body Endorsement (GBE)

Each sport has its own governing body responsible for issuing endorsements. These bodies assess your achievements and potential contribution to the sport in the UK. Contact the relevant body early to understand their specific requirements and timelines.

1. Identify the governing body https://www.gov.uk/guidance/immigration-rules/immigration-rules-appendix-sports-governing-bodies
2. Contact them to understand their application process.
3. Prepare your portfolio (international results, awards, references, etc). 
4. Submit your application following their guidelines.
5. Receive the endorsement letter or certificate which must be valid for submission with your visa application. 

Obtain a Certificate of Sponsorship (CoS)

Your UK sponsor, such as a sports club or organisation, must issue you a CoS. This document 

• Confirms your job offer
• Details your role, salary, and employment conditions 
• Is essential for your visa application

Gather Required Documents

Prepare the following documents for your application: 

• A valid passport or travel document.
• The Certificate of Sponsorship reference number.
• Proof of English language proficiency (if applicable).
• Evidence of maintenance funds (bank statements or sponsor’s guarantee).
• The endorsement letter from your sport’s governing body

Application Process

1. Apply online via the UK government website. 
2. Fill in personal info, job details and endorsement info. 
3. Upload documents: include endorsements, CoS, financial proof, English proficiency, passport. 
4. Pay fees: £319 (up to 12 months) or £769-£885 (over 12 months), plus Immigration Healthcare Surcharge (£1,035/year).
5. Review and submit, receive a reference number. 
6. Verify identity by biometric appointment or UK Immigration ID Check app. 

Immigration Skills Charge Exemption

Individuals applying via this route are now exempt from the UK’s Immigration Skills Charge (ISC).

The exemption includes not only elite sportspeople but also those in supporting roles such as coaches, instructors, and officials.

Await a Decision

Processing times vary:

• Outside the UK: Typically within 3 weeks.
• Inside the UK: Usually within 8 weeks.

You may be eligible to pay for a faster decision.

After Your Visa is Granted

With the International Sportsperson visa, you can: 

• Work for your sponsor in the specified role.
• Engage in voluntary work.
• Study, provided it doesn’t interfere with your sponsored role.
• Travel abroad and return to the UK.
• Bring eligible dependents (partner and children) with you.

The visa is initially valid for up to 3 years. After 5 years, you may be eligible to apply for Indefinite Leave to Remain (ILR), allowing permanent settlement in the UK.

Visa holders cannot claim public funds, start or run a business.

Tips for a Successful Application

• Start Early: Begin the process well in advance to accommodate time for endorsements and document preparation.
• Stay Informed: Regularly check the official UK government website for any updates or changes to the visa requirements.
• Seek Professional Advice: Consider consulting with an immigration solicitor or advisor to navigate the application process smoothly.

For more detailed information, visit the official UK government page on the International Sportsperson visa: Overview – GOV.UK

Our ‘Sector Focus’ series looks at skilled worker sponsorship in the veterinary sector. In this publication, we consider how UK Visas & Immigration (UKVI) accreditation (also known as skilled worker sponsorship) can support the sector, which occupations can benefit from sponsorship and why this is something that organisations should consider when developing or reviewing their recruitment strategy.

Current Shortfall

A significant number of reports demonstrate a shortage of skilled workers in the veterinary sector in certain regions and specialties within the UK. Globally, there is also a shortage of veterinary nurses with a nationwide shortage here in the UK. Factors contributing to this shortage include an increasing demand for veterinary services due to pet ownership trends (this increased considerably during the COVID-19 pandemic), Brexit and the expansion of veterinary services beyond traditional roles, all of which compounds the continued challenges in recruiting and retaining veterinary professionals. 

Some specific areas where shortages have been noted include rural areas, where there may be fewer veterinary practices and difficulties attracting professionals, as well as in certain specialties like farm animal medicine, animal welfare and public health. 

Global mobility allows UK businesses to tap into a diverse pool of talent from around the world. Home Office accreditation as a sponsor is particularly crucial in sectors where specific skills are in high demand or where there are shortages within the domestic workforce. By deploying global mobility strategies, businesses can attract and retain top talent, enhancing their competitiveness and innovation capabilities. 

Practices should consider the growing pool of overseas veterinary workers already employed in the UK as a useful talent pool, but these individuals cannot be considered for full-time employment without a sponsor licence in place. 

And, it’s not just those who have qualified overseas who require sponsorship. There are a growing number of UK graduates from local vet schools that also require sponsorship after their graduate visa expires. Many practices assume that candidates needing sponsorship have only gained their degree overseas, but this is not the case, some vet schools’ recent graduate cohorts have more than 50% of overseas nationals. 

By leveraging global mobility effectively, businesses can enhance their competitiveness, drive growth, and succeed in an increasingly interconnected world. 

Number of Overseas Vets Registering With the RCVS is On the Increase

The number of overseas veterinary professionals coming to work in the UK had seen a significant decline since Brexit negotiations in 2018. Data from the Royal College of Veterinary Surgeons (RCVS) illustrates that annually, the number of qualified vets moving to work in the UK had dropped by 68% between 2019 and 2021. However, recent figures indicate a record year in 2023 for overseas registrations with the RCVS, with 2024 registrations increasing again by 37%. These figures positively evidence that overseas veterinary practitioners are increasingly interested in migrating to the UK. 

English Language Levels

Some employers express their concerns regarding communication and English language levels. However, candidates sponsored under the UKVI Skilled Worker scheme must sit and pass a Secure English Language Test (SELT) or an Occupational English Test (OET) prior to registration with the RCVS. This ensures that the sponsored workers meet a satisfactory standard of English. In practice, many candidates have excellent communication skills and spoken/written English.

The Number of UK Businesses  Holding a Sponsor Licence Has Increased Significantly

Given the significant challenges faced across most sectors following the negotiations and implementation of Brexit, businesses are increasingly applying for a sponsor licence. Current data illustrates that 136,251 UK business now hold a sponsor licence, with over c.3,600 new licence applications being submitted every month. This demonstrates that an increasing number of UK businesses are now exploring wider global mobility and recognising the benefits of overseas sponsorship.

Which Veterinary Practice Roles Can Be Sponsored?

UK sponsorship of skilled workers is very much dictated by the needs of the business and ultimately any genuine and eligible role can be fulfilled via UKVI sponsorship. When considering which veterinary jobs can be sponsored it is worth considering the range of occupations listed on the Government eligibility list: 

• Veterinary Practice Manager 

• Veterinarian 

• Veterinarian Practitioner 

• Veterinarian Surgeon 

• Veterinary Scientist 

The following roles are eligible for sponsorship only if the applicant was granted permission as a Skilled Worker under the rules in place before 22 July 2025, and they have had continuous permission as a Skilled Worker since then; 

• Veterinary Assistant  

• Veterinary Nurse  

• Animal Nurse  

• Animal Technician  

• Canine Beautician  

• Stable Hand  

• Kennel Assistant  

• Kennel Maid  

Other supporting roles such as marketing, sales, finance and business development can also be considered for sponsorship. 

Support Through Skilled Worker Sponsorship in the Veterinary Sector 

The skills shortage is a growing issue in the UK veterinary sector, which has historically relied, in some part, on bringing qualified vets from overseas in order to improve its pool of available professionals. 

To combat the shortage, temporary arrangements have been set in place to enable RCVS recognition of graduates from vet schools accredited by the European Association of Establishments for Veterinary Education (EAEVE).  

During their January 2024 meeting, the RCVS Council agreed to continue this recognition for up to five years, meaning eligibility will last until 2029 at the latest. The policy could still be terminated earlier if circumstances change.

Support

Supporting veterinary practices with skilled worker sponsorship involves a structured action plan to navigate UK immigration rules, secure the right candidates, and maintain compliance.

As the veterinary sector demand for skilled labour grows, being prepared to hire internationally could give your practice a valuable advantage. If you’re unsure about where to start, get in touch with us today and we can help you through your application and the sponsorship process. 

Tools & Resources 

• RCVS: rcvs.org.uk 

• UKVI Sponsor Guidance: gov.uk

With the rise in document fraud, verifying the authenticity of identity documents is vital. For UK employers and registered sponsors, it is a requirement to ensure that individuals under your employment or sponsorship hold genuine documentation. Failure to do so can result in serious compliance breaches and liability for illegal working.

The Home Office has recently released updated guidance to help organisations identify fraudulent documents and strengthen right to work checks. This blog summarises the key points from that guidance to help you stay compliant and protect your business.

What Types of Documents Should You Check?

The most commonly used identity documents include UK and foreign passports, Biometric Residence Permits (BRPs), Application Registration Cards (ARCs), immigration status documents and national ID cards.

Employers must ensure these are checked in person and in original form, in conjunction with approved digital verification systems.

• Poor-quality printing or inconsistent fonts
• Photographs that appear glued on or tampered with
• Laminates that are bubbling, peeling or look recently replaced 
• Misspelled words or incorrect English
• Missing or damaged watermarks, holograms or embossed features
• Inconsistencies between the document and the individual presenting it (age, appearance, signature) 

Although not legally required, many organisations use tools like magnifiers or lights to detect altered or forged features as best practice.

What to Look Out For In Specific Documents:

Passports 

Check that the photo page is intact, the photo matches the individual and the security features (e.g. holograms, watermarks) are present and undamaged.

BRPs and ARCs:

Confirm that the photograph matches the holder and that biographical data align with other documentation. Pay attention to any conditions printed on the card (e.g. “no work”, “restricted work” or “limited leave”). 

Using Checklists and Technology

The Home Office provides two official checklists under their guidance on examining identity documents to assist with document validation. These outline the expected security features for various identity documents and offer guidance on spotting irregularities.

Regularly reviewing these checklists during onboarding or right to work checks can help you build a standardised, defensible process.

Employers may also benefit from using Identity Document Validation Technology (IDVT), which can analyse document templates and flag potential issues more efficiently than a visual check alone. Using certified providers can significantly improve accuracy and reduce the likelihood of human error during checks. 

What to Do If You Suspect Fraud

If a document appears to be fraudulent or tampered with:

• Do not confront the individual
• Consult reference tools such as PRADO (Public Register of Authentic Documents Online) and EdisonTD, which offer visual comparisons of genuine documents from across the world.
• If you encounter a suspected false document then contact the police or your local immigration enforcement office.

Useful Links:

Document fraud poses a significant compliance risk for UK employers and sponsors. For more detailed information on examining identity documents, see the full Home Office guidance.

Guidance on examining identity documents (accessible) – GOV.UK

Normally, any visit to the UK for less than 6 months is permitted on a visitor visa. But what if you want to be with a family member for longer? For visits over six months, overseas nationals who wish to join a family member in the UK must obtain a UK Family Visa.

The family member you are joining must be a British citizen; settled in the UK or holding Indefinite Leave to Remain; have been granted asylum in the UK; an individual in the UK with refugee status or have Humanitarian Protection status.

The overseas family member must apply to join their relatives in the UK. You can apply for a family visa to live with your:

• Spouse or partner
• Fiancee, fiance or intended civil partner
• Child
• Parent (if you are under 18 years old)
• Relative who will provide long term care for you

Family Visa – Spouses/Partners

Spouses and partners are given permission to stay in the UK for up to 2.5 years under the terms of the UK Family Visa. Once you have spent 5 years in the UK, you can apply to extend your stay and earn eligibility for indefinite leave to remain.

The maximum stay for fiancé(e)s is 6 months.

If you’re a partner of someone who is applying for a UK Family Visa, you must meet the following criteria:

• Both you and your partner must be at least 18 years old.
• Your connection must be sincere and ongoing.
• You both must want to live together in the UK long-term.
• Children who are dependent on you may also be listed on your application.
• You will be required to determine that both you and your partner can support yourselves financially, as well as any dependent children, without recourse to public funds. You will also need to meet the English language requirements.

Family Visa – Children

Children may apply independently to join a parent in the UK or as dependents on a parent’s application. However, they must meet the following criteria:

• They must be under 18 years old when they submit their application.
• They can’t be married, and they cannot have their own separate family unit.
• They cannot have an independent life.
• One of the child’s parents must have been granted entry clearance or leave to remain as a parent under a UK Family Visa (holding limited leave to enter or remain in the UK) or be in the process of making such an application.
• You will be required to show you can meet the financial requirements without the use of public funds. There is no English requirement for children.

Family Visa – Parents

You must meet the following criteria if you are applying for a UK Family Visa to join your child who is a resident of the UK:

• You must be at least 18 years old or above.
• Your child must be under 18 years old when you submit the application.
• You must have a child staying in the UK.
• If you are seeking indefinite leave to remain, your child must either be a British citizen, be a permanent resident, or have resided in the UK for at least 7 years prior to the application date.

You will need to show proof that you are the child’s only parent, the child generally lives with you, or alternatively, that you have joint parental responsibility for the child.

The construction sector seems to be consistently dealing with a variety of challenges such as increased material costs, project delays, and safety challenges, all of which can shift the focus from providing a high quality and profitable service. High up on the list of challenges, for a number of years, has been the lack of skilled workers within the UK construction sector. Due to this shortage many sites across the UK are reliant upon an illegal labour supply but this business model is both unethical and unsustainable.

Yes, there needs to be some focus on the development of ‘home grown talent’ but there is a significant shortage now and businesses across the UK need access to an immediate solution.

The Home Office has recognised the skilled worker shortage faced within the construction industry and is encouraging businesses to apply for a sponsor licence. A sponsor licence enables a business to expand its recruitment search across the globe to find the talent needed here in the UK.

However, the obtaining of the licence itself is only the start of what is a fairly complex and ever changing process. With a licence in place an organisation must ensure it complies with all relevant UK legislation and ensure it maintains its sponsor licence duties, this is in addition to managing the sponsorship process for each overseas employee. 

Despite the complexities of the immigration rules, guidance and processes this is a valuable opportunity, strengthened by the fact that the Home Office have recently added a number of construction roles to the Shortage Occupation List (SOL).

What is the Shortage Occupation List (SOL)?

The UK’s Shortage Occupation List (SOL) specifies a number of occupations which are deemed to be in short supply within the UK labour market. Occupations listed upon the SOL benefit from relaxed rules, reduced fees and lower minimum salary thresholds, making the sponsorship of overseas workers easier and more cost effective. The Migration Advisory Committee (MAC) offers recommendations for jobs that should be on this list while taking into account the requirements of UK businesses.

The following construction jobs have now been added to the SOL:

• Plasterers
• Carpenters
• Joiners
• Roofers
• Roof tilers
• Slaters
• Bricklayers
• Masons
• Acoustician
• Fencer

Many other construction roles can also be found in the standard Skilled Worker visa eligible occupation list.

Salary Calculations

A significant part of the sponsorship process is the calculation, payment and reporting of individual salary levels.
The sponsorship regime prevents employers from sponsoring individuals on zero hour contracts, and requires a commitment to minimum contracted hours and salary rates which meet the required thresholds as set out in the immigration rules.
With ‘minimum salary thresholds’ and multiple occupations with associated ‘going rates’ this can be confusing and often leads to refusals for those unaware of how to interpret the salary requirements.
The current minimum salary thresholds for the Skilled Worker route are:

• £10.75/hour; and
• £26,200/year; or
• The ‘going rate’ for the role if it is higher than the minimum figures above.

These thresholds are reduced significantly for those occupations listed on the SOL:

• £10.75/hour; and
• £20,960/year; or
• 80% of the ‘going rate’ for the role if it is higher than the minimum figures above.

Sponsor Licence Application – What you need to know

In order to successfully apply for a sponsor licence, a business must be prepared to submit a number of supporting documents along with the completion of an online application and supporting statement.
Please click on the link below to find out more.

https://www.threebarimmigration.co.uk/sponsor-licence-application-guide/

With the world rapidly adapting to new technology challenges, there is a huge demand on IT skilled workers, and it has now reached a point where there is a shortage of the skilled workers. 

IT sector jobs have a huge impact on businesses, the absence of this sector causes excess stress on existing employees and puts their wellbeing at risk as they may not possess the correct IT skills for the role. 

According to industry estimates, there will be a shortage of approximately 50 million IT skilled workers by 2030. This is a significant issue for businesses trying to keep up to date with the rapid changes in modern technology. To address this shortage, businesses must start exploring new opportunities to find the IT talent they need in their business.

What can you do to address this shortage?

Why not sponsor a worker from overseas? We can assist you at every stage of the procedure, making it simpler for you to bring your future skilled employees to the UK.

There are many advantages for sponsoring workers from overseas, such as a wider range of talented individuals, cost efficiencies and cultural diversity. Due to many IT occupations remaining on the Shortage Occupation List (SOL), you benefit from lower visa application fees and potentially lower salary requirements.

If you are interested, please drop us an email and we will be happy to help you.