In the wake of Brexit and Covid-19, managing cross-border employment and international recruitment has become more complex.
We help UK businesses navigate business immigration law, secure the right work visas, and ensure full compliance with UK immigration regulations.
Our experts advise on all aspects of UK business immigration, including sponsor licence applications, visa sponsorship, and right-to-work checks. We also support employers engaging overseas talent, working with local legal partners to manage compliance and minimise risk.
More and more employees are requiring sponsorship from their employers, and may not disclose that they will require this until they have been provided with a job offer or have commenced employment.
We work with employers to obtain a sponsor licence, which allows them to sponsor a candidate and/or employee, ensuring they have the pick of the best talent available. We ensure the complex immigration rules are translated in plain English so the process is simple and practical, boasting an enviable 100% success rate in sponsor licence applications!
We also act as Level One Users of sponsor licences for many of our clients’, enabling us to undertake the technical work while you reap the benefits of a skilled workforce!
Holding a sponsor licence allows an employer to sponsor a worker so that they can obtain a Skilled Worker Visa. Following the increased need for sponsorship following Brexit, and the most drastic change to the skilled worker visa regime in 2024, advice on this type of visa has never been more crucial to a business.
We work with businesses to ensure the correct sponsorship code is identified, exploring whether any exceptions apply to the new salary threshold rules, and ensuring visa applications are made in good time so that an employee does not lose the right to remain working for you.
Regardless of immigration status, all workers must evidence the right to work in the UK. We assist you in ensuring you have obtained the right evidence to obtain the statutory excuse.
Where the right to work is time evidence provided is limited, we work with you to ensure follow up evidence is provided in good time, and employees understand the consequences if they cannot provide the correct evidence prior to their current right to work expiring.
Workforces are becoming increasingly global. Technology allows teams to work in different countries which provides organisations with huge benefits in terms of talent acquisition, skill set and geographical reach for their businesses, but can give rise to tricky employment and immigration issues.
We work with your organisation to ensure contractual documentation is compliant with the relevant jurisdiction, that you and the individual understand their rights and risks regarding employment law and tax considerations, and where required source you experts in the required country.
ACAS has recently published its long-awaited guidance for employers to help their understanding of their obligations in relation to neurodiverse employees, to increase awareness and to encourage “neuroinclusive” workplaces.
April 2025 marks several key employment law changes, from significant increases to the National Minimum Wage to new rights for neonatal leave and pay.
The government has proposed a number of significant amendments to the Employment Rights Bill (ERB) the landmark legislation that is intended to increase productivity, improve job security, and foster long-term economic growth.
Each month we will be asking a question on a hot topic to one of our employment specialists. This month, Tessa Robinson, Legal Director, considers the legal implications when an employee in receipt of PHI benefits becomes fit enough to return to work.
Court of Appeal Confirms Gender Recognition Act 2004 Does Not Recognise Foreign-Acquired Non-Binary Status
Failing to disclose full details about a previous dismissal in an application form can result in a fair dismissal – Easton v Secretary of State for the Home Department (Border Force) [2025] EAT 15
Removal of the cap for sponsor licence application priority services – now an unlimited service!
We take a look at what changes are definitely being introduced in 2025, and what to look out for throughout the coming year.
Failing to disclose full details about a previous dismissal in an application form can result in a fair dismissal – Easton v Secretary of State for the Home Department (Border Force) [2025] EAT 15
ACAS has recently published its long-awaited guidance for employers to help their understanding of their obligations in relation to neurodiverse employees, to increase awareness and to encourage “neuroinclusive” workplaces.
By nature, a zero hours contract means that the employee is not guaranteed any work or a set number of hours per week or per month.
"I have worked with Omny for many years and I have found that they never rest on their laurels and constantly strive to work in partnership with us to ensure that their advice reflects our commercial ethos and approach to human resources and risk management.”
“We have engaged Omny on a number of occasions since December 2011 to provide us with legal and HR services covering a variety of issues. On each of these matters, we have found Omny to be detailed and robust in the handling of the matters. They were not risk adverse to support us in taking a calculated approach. The advice that we have received has been detailed and robust and has assisted our managers in handling situations confidently.”
"Chloe is fantastic! She is always there for us, nothing is ever too much trouble and she goes above and beyond all the time. I know she is really busy but she always gets back to us promptly. Because she visits us regularly for the training updates, I feel she really understands the business and also the capabilities of the team. She has become a real trusted help to us all."
“We see Omny as members of our team as we are all on the same side. We have a great working relationship where roles and rules don’t get in the way of getting the job done. They have always been fun and very easy to get on with.”
Omny Law is a trading name of Outset Limited which is authorised and regulated by the Solicitors Regulation Authority under registration no: 838851.
