Skip to main content
Joining us as a Non-British National?
Multi ethnic business people discussing work

Your Responsibilities

Responsibility for obtaining and maintaining permission to work is shared between the University and the individual.

The tables below summarise these responsibilities:

Stage: Recruitment

Employee

University
  • Indicate if they would need UK work permission to be employed
  • Manage recruitment in a way that supports a potential Certificate of Sponsorship (CoS) application if the applicant wishes to apply for a Skilled Worker visa

Stage: Appointment

Employee

University
  • Use the Certificate of Sponsorship (CoS) provided by the University to apply for a Skilled Worker Visa reference for themselves and their dependents
  • Pay visa and IHS surcharges costs if applicable
  • Inform the University if the visa application is not successful
  • Understand the conditions of their visa
  • Apply for a CoS where the successful candidate requires work permission and, where the CoS is approved, informs the candidate of the CoS reference

Stage: Employment

Employee

University
  • Provide evidence of successful evisa (email received from the Home Office confirming valid dates)
  • Arrive in the UK within the time limits specified in the visa
  • Provide dated travel documents eg boarding card
  • Provide share code to allow RTW check to be completed before employment commences
  • Inform HR of any changes in employment or personal circumstances including contact details
  • Apply for a visa extension or indefinite leave to remain (ILR) permission in a timely manner  and provide application documentation to HR for them to check any ongoing applications as appropriate via the Employer Checking Service
  • Provide new share code to allow new RTW check to be carried out.
  • Retain work permission documentation which may be audited by UKVI
  • Update the UKVI with information changes
  • Manage the individual’s employment in line with the visa conditions (e.g. extension of the contract not permitted beyond the visa end date)
  • Remind the employee of visa extension or Indefinite Leave to Remain (ILR) application requirements within three months of visa expiry
  • Retain up-to-date work permission and residency status about the employee
  • Record all absences as required by the UKVI
    • if you do not turn up for work on your first day
    • if you are absent for more than 10 days without permission
  • Inform the UKVI when the employee leaves the University (through notice or dismissal)

Logos in a row