Whether you are new to the UK, on a visa, or unsure of your status — UK employment law protects you. This guide explains what to do if something goes wrong.
Your immigration status does not affect these rights
Introduction
About this guide
Welcome to your guide on workplace rights in the United Kingdom. This resource highlights common issues experienced by migrant workers. This resource contains letter templates to raise grievances, links to other sites for more information and real examples experienced by our Justice For Sponsored Workers members. It is designed specifically for migrant workers to ensure you are treated fairly, paid correctly, and protected by the law, regardless of your visa status.
📩 Help us improve this guide
If you feel any information is missing or incorrect, please do contact us via info@migrantsatwork.org
Employer Rules — what employers are and are not allowed to do
Your Rights — information on sickness, injury, pay, hours and access to public funds
Job ending — what happens when your job ends and how to switch employers
Template letters — grievance and unfair dismissal letter generators
Reporting & visa — how to report exploitation without risking your visa
UK tax system — how income tax and National Insurance work, tax codes, and claiming refunds
Career progression — step-by-step pathways across common sectors and a general checklist
Get help — where to get free, confidential support, food help in a crisis, and free legal advice
⚠ This guide gives general information, not legal advice
Every situation is different. For advice specific to your circumstances, please contact ACAS, Citizens Advice, or a regulated immigration adviser. See the Get Help section at the bottom of this page for contact details.
Not sure where to start?
Answer 3 quick questions and we'll point you to the right section — and flag any risks you should know about before you act.
Step 1 of 3
What best describes what's happening right now?
Step 2 of 3
Loading...
Step 3 of 3
Loading...
Before You Start
How to vet an employer
Before you accept a job offer, it is important to check that the employer is legitimate, legally allowed to sponsor you, and has a clean history. This can protect you from scams and exploitation.
1
Check the sponsor is licensed
Go to the official Register of Licensed Sponsors and search the company name. If they are not on this list, they cannot legally employ you on a Skilled Worker visa.
Search the business on Companies House to check it is still active and has not been shut down. Look at any past name changes — many name changes can be a warning sign of a company trying to escape a bad history.
Check the legal history — Employment Tribunal records
Search the Employment Tribunal records for the employer's name. See if the company has been taken to tribunal for unpaid wages or other employment breaches. Repeated claims is a warning sign.
A safe workplace is a legal requirement. Ask to see a copy of their health and safety risk assessment or insurance policy before starting. You can also check the Health and Safety Executive website for any enforcement notices issued against the company.
Search what others say — Google, LinkedIn, Glassdoor
Search the company name on Google, LinkedIn, and Glassdoor. Look for repeated complaints about pay, hours, breaches, or bullying. These are warning signs.
The Home Office publishes a list of employers who have been issued civil penalties for employing illegal workers. An employer appearing repeatedly on this list is a serious warning sign — it may indicate poor compliance with immigration rules and could put your own sponsorship at risk.
Once an employer assigns you a Certificate of Sponsorship (CoS), their legal responsibility to you begins immediately — even before you travel to the UK. The job description and salary on your CoS must accurately reflect the role. If they do not, this is the employer's breach — but it can affect your visa too. Always check your CoS carefully before using it in a visa application.
⚠ Why these checks matter
An unlicensed sponsor cannot legally employ you on a Skilled Worker visa. A financially unstable company may disappear before it can pay you. A bad legal history shows an employer may not follow the law. Use these checks to avoid scams and protect yourself from exploitation.
Know Your Rights
What employers are — and are not — allowed to do
Many migrant workers are told things by employers that are simply not true. Here is a clear guide to what the law actually says.
✓ Employers CAN
Change your hours within reason if your contract allows it
Temporarily reduce hours due to genuine business need (with notice)
Require you to do training as part of your role
Make you redundant if there is a genuine business reason
Set reasonable workplace rules and performance standards
✗ Employers CANNOT
Charge you recruitment fees or pass sponsorship/immigration costs onto you (including the Certificate of Sponsorship, Immigration Skills Charge, sponsor licence fees or similar), whether directly, through deductions, or repayment
Make you pay for your own DBS check or mandatory training
Withhold your passport, BRP, or identity documents
Threaten to report you to immigration as a form of control
Pay you below the minimum wage for your visa category
Change your job role or salary so it no longer meets visa requirements or place you in a role that does not match your Certificate of Sponsorship, without telling the Home Office
Pay you informally (e.g., cash-in-hand) without proper payslips or records
Penalise or dismiss you for raising concerns, including health and safety issues or reporting exploitation (whistleblowing)
🔒 A legitimate employer will NEVER ask you to pay for your Certificate of Sponsorship
It is illegal to charge workers recruitment fees or the cost of sponsorship. This includes the Certificate of Sponsorship fee, the Immigration Skills Charge, and the sponsor licence fee — your employer must cover all of these. Repayment clauses in your contract are also prohibited. If an employer asks you to pay anything to secure your visa or job, this is a serious warning sign — report it as fraud here. You can also contact the Fair Work Agency on Phone: 0345 161 6000 or Email: contact@fairworkagency.gov.uk.
🔀 Has your employer done something that concerns you?
What has happened?
Hours reduced or role changed
This has both employment law and visa implications.
Check your contract — can your employer legally change your hours or role?
If your salary drops below the Skilled Worker minimum for your occupation code, your visa may be at risk — contact an immigration adviser immediately.
Your employer is legally required to tell the Home Office of significant changes to your role or salary. If they have not, they are in breach of their sponsor duties.
If the change was imposed without your agreement, raise a formal grievance (see the Grievance Letter section below).
If you are forced to accept changes you did not agree to, this may be constructive dismissal — see the Unfair Dismissal section for more information.
Charging fees or deducting money illegally
This is illegal under UK law and may constitute labour exploitation. Since December 2024 (Skilled Worker) and April 2025 (most other routes), the ban explicitly covers the Certificate of Sponsorship fee, the Immigration Skills Charge, the sponsor licence fee, and any associated administrative costs.
Recruitment fees charged to workers are banned under the Employment Agencies Act and the Modern Slavery Act. Repayment clauses in your contract are also prohibited — they may be unenforceable.
Keep records of any deductions — payslips, bank statements, messages, your original contract.
Report to the Fair Work Agency helpline: 0345 161 6000.
You may be able to claim the deducted money back through an Employment Tribunal.
Withholding identity documents is a recognised indicator of modern slavery and labour exploitation.
Your passport and BRP belong to you. No employer has the right to hold them.
Demand their return in writing (by email) immediately and keep a copy.
If they refuse, contact the police or the Fair Work Agency: 0345 161 6000 (free) — this may be a criminal matter.
You can also contact Migrant Help: 0808 8010 503 (free, 24 hours).
Do not delay — this is serious and you need specialist support.
Threatened with immigration or deportation
Using the threat of immigration enforcement to control a worker is a form of coercion and may be a criminal offence.
Your employer cannot report you to the Home Office as a form of punishment or control — this is an abuse of the sponsorship system.
Write down exactly what was said, when, and who was present.
Contact the Fair Work Agency immediately: 0345 161 6000.
You may have whistleblower protection — see the Reporting & Visa section below.
Contact a regulated immigration adviser to understand your actual visa position — do not rely on your employer's version of events.
Your employer is being taken over or sold
When a business changes hands, your job may be protected under TUPE (Transfer of Undertakings, Protection of Employment). Sorting out your sponsorship in this situation is your employer's legal responsibility — not yours.
Under TUPE, your job, pay, and terms should transfer to the new employer automatically.
The new employer must report the transfer to the Home Office and confirm they accept sponsorship responsibility for you — they have 20 working days from the date of the transfer to do this.
You do not need to apply for a new visa, provided your duties remain the same and the new employer has a valid sponsor licence.
If your employer is telling you that you must sort out your visa yourself — this is incorrect. The legal obligation sits with the employer, not with you.
If the new employer does not act within 20 working days, your permission may be at risk. Monitor progress and get advice early.
For a fuller explanation of TUPE and what to do if things go wrong, see the Switching Sponsor section, or the Job Ending section for what happens if the transfer is not handled correctly.
Your Rights
Your rights at work
UK law protects every worker — regardless of visa status. This section covers key rights you should know about: what to do if you are injured, how to get sick pay, your rights on working hours and rest breaks, what happens if your hours are not enough, and what to do about wrong or missing pay.
a) Injury at work
If you have been hurt at work, you have the right to take action. You do not have to suffer in silence — and you cannot be punished for reporting an injury.
⚠ Do this first — report it immediately
Report any injury to your employer as soon as possible, even if you feel pressure not to. Reporting it protects you legally. Delay can be used against you later.
What to do if you are injured at work
Report the injury to your manager or supervisor immediately — in writing if possible
Seek medical treatment — go to a GP, walk-in centre, or A&E
Ask for the injury to be recorded in the workplace accident book
Write down the date, time, place, and what happened — in your own language if needed
Note the names of anyone who witnessed it
Take photographs of the location or any equipment involved if it is safe to do so
Keep any messages, letters, or documents relating to the incident
Keep your fit notes (sick notes) from your doctor
🔒 You cannot be punished for reporting an injury
It is illegal for your employer to dismiss you or treat you unfairly for reporting an injury or raising a health and safety concern. This protection is called "whistleblower protection" and it applies to all workers regardless of visa status.
b) What to do if you are sick & Statutory Sick Pay (SSP)
If you are too ill to work, you are entitled to Statutory Sick Pay. This is a legal minimum — your employer must pay it. It applies to all eligible employees, regardless of how much you earn or where you are from.
Current weekly rate
£123.25
or 80% of average weekly earnings, whichever is lower
Maximum duration
28 weeks
SSP can be paid for up to 28 weeks of illness
Who qualifies for SSP?
You are classed as an employee (not self-employed)
You have been ill for at least 4 days in a row (including weekends)
You have told your employer you are sick within their deadline (usually 7 days)
All eligible employees qualify — regardless of how much you earn, or whether you have access to public funds
Zero-hours and casual workers may also qualify — check your contract
How to get SSP — what to do
Tell your employer as soon as possible — follow their absence reporting procedure (often a phone call on day one)
SSP starts automatically from day 4 of your illness — your employer does not need to do anything special, they simply pay it through your normal payroll
Get a fit note (sick note) from your GP if you are off for more than 7 days — this documents the reason and confirms you cannot work
Check your contract — you may be entitled to more than SSP ("contractual sick pay") which your employer pays on top
Keep copies of all medical notes, messages, and correspondence
If your employer refuses to pay SSP or pressures you to work while ill, contact ACAS — you can find full ACAS contact details in the Get Help section
⚠ Your employer cannot make you work while you are unfit
Pressuring a sick employee to return to work before they are ready may be a breach of duty of care. Keep a record of any such pressure in case you need it later.
c) Long hours & rest breaks
UK law sets clear limits on how many hours you can be made to work and how much rest you must receive. These rules apply to all workers, including migrant workers on visas.
Your legal rights on working hours
Most workers cannot legally be made to work more than 48 hours per week on average (over a 17-week period)
You are entitled to a rest break of at least 20 minutes if you work more than 6 hours in a day
You must have at least 11 hours rest between shifts
You are entitled to at least one day off per week
Night workers have additional protections — if you regularly work nights, contact ACAS for specific advice
You have the right to refuse unsafe working conditions without being penalised
You should never be pressured to work while injured or unfit
📋 Keep a record of your hours
If you are being asked to work excessive hours, start writing down your start and finish times each day. Include any breaks you were or were not given. This record will be important if you need to raise a complaint. Screenshots of any rota or messages from your employer are also useful evidence.
⚠ What to do if you are working too many hours
Raise the issue with your employer in writing first. If nothing changes, contact ACAS (0300 123 1100) or the Fair Work Agency (0345 161 6000). You can also raise a formal grievance — see the Grievance Letter section below.
📉 What if you are not getting enough hours?
If your hours are being cut or you are not receiving the hours guaranteed in your contract, this can affect your income and your visa status. For care workers and sponsored workers in particular, not receiving contracted hours can put your sponsorship at risk.
For detailed guidance on this issue, visit the Work Rights Centre's resource for care workers and sponsored workers with sponsor problems: workrightscentre.org — Sponsor Problems
What happens if my hours drop?
Nobody explains this clearly — so here it is plainly. Your Skilled Worker visa has salary and hours conditions attached. Changes to your working pattern can affect your visa status.
⚠ Your salary must stay above the visa threshold
Your Skilled Worker visa was granted based on a minimum salary. If your actual pay drops below that threshold — due to reduced hours, unpaid leave, or any other reason — your sponsor may be in breach of their duties and your visa could be at risk.
🔀 My hours or pay have changed — what does this mean for my visa?
What has happened?
Hours cut but still being paid
Calculate your new annualised salary. If it falls below your visa's minimum salary threshold, contact a regulated immigration adviser immediately: gov.uk/find-an-immigration-adviser
Your sponsor has a duty to report significant changes in your salary to the Home Office. Ask them in writing whether they have done this.
If your pay was cut without your agreement, this may be an unlawful deduction — raise a grievance and contact ACAS: 0300 123 1100.
If the cut is temporary, ask for written confirmation of when it will end.
Sick leave and your visa — good news
Genuine sick leave — paid or unpaid — is one of the permitted reasons for absence under the Skilled Worker rules.
You can take sick leave without this automatically ending your sponsorship, as long as your employer continues to sponsor you.
Get a fit note (sick note) from your GP for absences over 7 days — this documents the reason.
If your employer tries to dismiss you while you are sick, see the Unfair Dismissal section.
SSP counts towards your salary for visa purposes — see the Sick Pay section for current rates.
If you are being pressured to return to work before you are well, contact ACAS: 0300 123 1100.
⚠ Unpaid leave — a serious visa concern
This is one of the least understood areas. Unpaid leave can be lawful in limited circumstances, but it has direct visa consequences.
Your sponsor can only place you on unpaid leave in very limited situations permitted by the Home Office (e.g. statutory unpaid parental leave, strike action). Other use of unpaid leave may breach their sponsor licence conditions.
Prolonged unpaid leave that reduces your effective salary below the visa threshold can jeopardise your sponsorship.
Request written confirmation from your employer of the reason for unpaid leave and its expected duration.
If you believe unpaid leave is being used as a form of control, contact the Fair Work Agency: 0345 161 6000.
Zero-hours contracts and visa status
Zero-hours contracts are complicated for Skilled Worker visas. Most sponsored workers should not be on zero-hours contracts.
Skilled Worker visas require a guaranteed minimum salary. If your contract does not guarantee this, it may not meet visa requirements.
Check your Certificate of Sponsorship — what salary was stated? Are you actually receiving that?
If your actual earnings are consistently below your sponsored salary, contact an immigration adviser: gov.uk/find-an-immigration-adviser
If you work in care, check whether your employer is meeting the care worker specific salary requirements — report concerns to the Care Quality Commission and the Fair Work Agency.
d) Wrong pay & unpaid wages
Being paid less than you are owed — or not paid at all — is one of the most common forms of exploitation faced by migrant workers. You have strong legal rights here.
National Minimum Wage — what you must be paid (2025/26)
Age 21 and over: £12.21 per hour (National Living Wage)
Age 18–20: £10.00 per hour
Under 18 (school leaving age and above): £7.55 per hour
Skilled Worker visa holders must also meet the minimum salary for their specific occupation code — this is set separately by the Home Office
Your employer cannot average your pay across weeks to get around minimum wage — each pay period must meet the minimum
Common ways employers underpay workers — and what to do
Deducting money for accommodation, transport, or equipment — deductions cannot bring your pay below minimum wage
Not paying for all hours worked — including time spent travelling between work sites, waiting time, or mandatory training
Not paying holiday pay — you are entitled to at least 5.6 weeks of paid holiday per year (pro-rata for part-time workers)
Paying cash in hand with no payslip — you have the legal right to a payslip showing your hours and deductions
Charging you for uniforms or tools — if this brings your pay below minimum wage, it is illegal
⚠ What to do if you are being underpaid
First, raise the issue with your employer in writing and keep a copy. If they do not correct it, you can report to the Fair Work Agency: 0345 161 6000 — they can investigate and recover unpaid wages on your behalf. You can also bring a claim to the Employment Tribunal. See the Get Help section for more.
🔒 Reporting underpayment will not affect your visa
The Fair Work Agency is an employment enforcement body, not an immigration authority. Reporting wage theft to them does not trigger any action against your visa or immigration status however it can lead to your sponsors license being revoked. Reach out to Work Rights Centre, Migrants At Work or Migrant Rights Network for more information.
f) Public funds
Most migrants on a Skilled Worker visa have a "no recourse to public funds" (NRPF) condition, meaning you cannot claim most welfare benefits. However, this does not mean you have no access to any public services. Below is a clear summary of what you can and cannot access in 2026.
⚠ NRPF does not mean no support at all
Many people assume that "no recourse to public funds" means they are cut off from everything. This is not true. Healthcare, schooling, and some emergency support remain available to you. The table below explains what applies in each area.
Service area
✓ What you CAN access
✗ What you CANNOT access
Healthcare
GP and nurse consultations, A&E (emergency care), sexual health services, and treatment for infectious diseases
Some non-emergency hospital treatments (secondary care) may be chargeable unless an exemption applies
Children's support
Section 17 support: if a child is "in need" due to destitution, Social Services must provide housing and subsistence
Child Benefit, Disability Living Allowance (DLA) for children
Education
State schooling (ages 5–18) and Free School Meals (for eligible low-income NRPF families)
Student loans and maintenance grants for higher education (usually)
Domestic abuse
The Migrant Victims of Domestic Abuse Concession (MVDAC) provides 3 months of temporary access to public funds
Long-term social housing or standard benefits without a concession
Legal aid
Legal aid for asylum claims, domestic abuse cases, and some immigration matters (subject to means testing)
Publicly funded legal help for most general civil matters
Adult social care
Section 18/19 support: for adults with care needs (disability, old age, mental health) that go beyond just poverty
Personal Independence Payment (PIP), Attendance Allowance
📋 Need more detailed advice on NRPF?
The NRPF Network provides detailed guidance on support for people with no recourse to public funds, including information for local councils and support workers. Visit nrpfnetwork.org.uk for more information. You can also contact Migrants At Work or the Work Rights Centre for advice specific to your situation.
Section — Job Ending
What happens when your job ends?
If you are on a Skilled Worker visa, losing your job has serious consequences for your immigration status. Here is what you need to know — and how to act fast.
When your employer stops sponsoring you
Your employer must tell the Home Office within 10 working days of stopping your sponsorship — for any reason. You do not have to report this yourself. They must also provide your last known address and contact details when they do so.
⚠ The 60-day clock starts from when they report it — not when you find out
The Home Office will normally notify you directly. Check the register of licensed sponsors regularly — you can search your employer's name and see their current status at any time.
What happens to your permission to stay
If you were not involved in any wrongdoing: the Home Office will normally shorten your permission to 60 days from the date they are notified. You will not lose your permission immediately. Use this time to find a new sponsor or make alternative arrangements.
If the Home Office considers you were actively involved in the reason your employer lost their licence: your permission may be cancelled immediately with no grace period. This is rare but important to understand.
If you have a visa application pending when your employer's licence is suspended: the Home Office will pause the decision on your application until the situation is resolved. Act quickly to find alternative sponsorship — do not wait for the outcome.
Any Certificate of Sponsorship assigned before revocation automatically becomes invalid. An application made on that CoS will be refused.
If your employer's licence is suspended or revoked
The Home Office can suspend or revoke an employer's sponsor licence at any time. This directly affects your right to stay and work in the UK — even if you have done nothing wrong.
🔀 What does suspension or revocation mean for me?
What has happened?
Your employer's licence is suspended — investigation stage
Suspension means the Home Office is investigating. Your existing permission is not immediately cancelled — you can continue working for now.
Start looking for a new licensed sponsor now — do not wait for the outcome. See the Switch Sponsor section.
Your employer's licence has been revoked
This is serious — but if you were not involved in the reason for revocation, you have time to act.
The Home Office should notify you directly. If you have not heard, check the register of licensed sponsors to confirm your employer's status.
If you were not involved in any wrongdoing, your permission will normally be shortened to 60 days from the date of revocation — not cancelled immediately.
Use the 60-day period to find a new sponsor and apply for a new visa. See the Switch Sponsor section.
Any CoS already assigned to you automatically becomes invalid. An application made on that CoS will be refused.
If you can vary your application (for example, to be sponsored by a new employer) before a decision is made, you should do so. Waiting means your application may be refused.
When a business changes hands, your job and employment terms may be protected under TUPE (Transfer of Undertakings, Protection of Employment). Managing the sponsorship transfer is your employer's legal responsibility — not yours.
✓ You should not need to apply for a new visa
If your duties remain the same and the new employer has a valid sponsor licence, you do not need to make a new visa application. The new employer must report the transfer to the Home Office and confirm they accept sponsorship responsibility within 20 working days.
⚠ Watch out: some employers wrongly shift this burden onto workers
If your employer tells you that you must sort out your own visa following a TUPE transfer, this is incorrect. The legal obligation sits with the employer. If the new employer fails to act within 20 working days and does not have a valid licence, your permission may be at risk — which is why you should monitor progress and seek advice early.
When your sponsorship ends, the Home Office gives you a 60-day grace period to either find a new sponsor, switch to another visa, or leave the UK. This period begins from the date your sponsor reports the end of your employment — not necessarily when you found out.
Do not wait. Start taking action on day one.
Day 1
Get written confirmation
Ask your employer to confirm in writing the exact date your sponsorship ends. This establishes your 60-day clock clearly.
Search the government's register of licensed sponsors: gov.uk — Register of Licensed Sponsors. A new employer can apply for a Certificate of Sponsorship (CoS) while you are still in the UK within your grace period.
Before Day 60
Apply to switch or extend
Submit your new visa application before the 60 days expire. If you apply in time, you can remain in the UK while it is processed under "section 3C leave".
🔀 My situation — what happens when my job ends?
What best describes your situation?
You were dismissed
You have employment rights and immigration consequences to manage at the same time.
Get the dismissal in writing — ask for a written statement of reasons.
Check if the dismissal was unfair (see the Unfair Dismissal section) — you may be able to challenge it and get reinstated, restarting your sponsorship.
Contact ACAS within 3 months minus 1 day to preserve your employment claim.
Resigning voluntarily ends your sponsorship immediately and starts your 60-day clock. You also lose the right to claim unfair dismissal (unless it is constructive dismissal — where your employer forced you out).
Before resigning, take advice from ACAS or a solicitor — if your employer has treated you very badly, you may have a constructive dismissal claim instead.
If you must resign, try to have a new sponsor lined up first.
Do not resign under pressure without first understanding what you are giving up.
Redundancy can be a fair reason for dismissal — but the process must be fair, and you may be owed redundancy pay.
Check you have at least 2 years' service — if so, you are entitled to statutory redundancy pay.
Check the selection process was fair — you cannot be selected for redundancy because of your nationality or immigration status.
Your 60-day immigration grace period still applies — start looking for a new sponsor immediately using the licensed sponsor register: gov.uk — Register of Licensed Sponsors
If the redundancy feels targeted or unfair, contact ACAS.
Contract ended or not renewed
The non-renewal of a fixed-term contract can still count as a dismissal in law — you may still have rights.
If you have 2+ years' service, non-renewal is treated as a dismissal and your employer must show a fair reason.
Ask in writing why your contract was not renewed.
Your 60-day grace period begins from the end date of your contract.
If you have been dismissed (fired) and you believe it was unfair or the correct procedure was not followed, you can raise a formal grievance.
⏱ Strict time limits — act now
You must contact ACAS before making an Employment Tribunal claim. Time limits are strict. For full ACAS contact details, see the Get Help section at the bottom of this page.
Most claims: 3 months minus 1 day from dismissal date Some claims: 6 months minus 1 day Interim relief (keep receiving wages during case): 7 days from dismissal
Do not delay — seek advice immediately if you think you have been unfairly dismissed.
What counts as unfair dismissal?
Dismissed without a genuine reason
No proper investigation before the decision
Not given a chance to respond to the allegations
Not told of your right to be accompanied at a hearing
No prior warnings when your record was good
Constructive dismissal — you were forced to resign due to your employer's conduct
You can change jobs while on a Skilled Worker visa — but you must follow the correct process. You cannot simply start a new job without a new Certificate of Sponsorship.
✓ You have the right to change employer
Your visa is tied to your sponsor, not to the UK itself. If your employer treats you badly, you are not trapped. You can switch to a new licensed sponsor while remaining in the UK.
🔀 Switching sponsor — where are you in the process?
What best describes your situation?
Switching while still employed — the safest position
You have time to find the right employer without pressure.
Contact employers directly and be honest about your timeline — many will understand.
Once you have a CoS from a new employer, apply for your new visa before the 60 days expire.
If you apply in time, "section 3C leave" protects you — you can legally remain in the UK while the application is decided, even if it takes longer than 60 days.
Keep evidence of when your sponsorship ended — email, P45, payslip.
Your employer is being taken over or sold — TUPE transfer
When a business changes hands under TUPE, your job and employment terms should transfer automatically. Sorting out your sponsorship is the employer's legal responsibility, not yours.
You do not need to apply for a new visa, provided your duties remain the same and the new employer has a valid sponsor licence.
The new employer must confirm to the Home Office that they accept sponsorship responsibility for you within 20 working days of the transfer. You do not need to do this — but you should monitor that it is happening.
If the new employer does not yet have a sponsor licence, they must apply for one within 20 working days. If they fail to do so or their application is refused, your permission may be cancelled.
If your employer is telling you that you must sort out your visa yourself following a TUPE transfer — this is incorrect. Get advice: gov.uk/find-an-immigration-adviser
Deliberately withholding documents to prevent you moving jobs is unlawful and potentially exploitative.
Request in writing (by email) the specific documents you need — P45, reference letter, end-of-sponsorship confirmation.
Your employer must issue your P45 promptly after employment ends. Failure to do so can be reported to HMRC.
If they are withholding documents to prevent you leaving, contact ACAS: 0300 123 1100.
Contact the Fair Work Agency if you believe you are being controlled or exploited: 0345 161 6000.
Keep a written record of every request you make and every refusal or non-response — dates, times, and what was said.
Documents you will typically need to switch
Your current BRP (Biometric Residence Permit) or eVisa details
Certificate of Sponsorship (CoS) reference number from your new employer
Proof of English language ability (usually already established)
Bank statements or evidence of funds (if required)
Payslips from your current job
P45 from your previous employer once you leave
Valid passport
Template Letters
Template Letters
Use these templates to raise a formal complaint or challenge an unfair dismissal. Fill in the fields and generate a ready-to-send letter.
Template Letter
Raise a Grievance
A grievance letter is an official written complaint to your employer. Use this if you have been treated unfairly — for example, unsafe working conditions, unpaid wages, discrimination, or bullying.
📋 Tips before you write
Stick to the facts — dates, what was said, who was present
Send by email so you have a timestamp and written record
Keep copies of all supporting documents (payslips, messages, letters)
Your employer must respond within a reasonable time
Fill in your grievance letter
Complete the fields below. When you click "Generate Letter", a ready-to-send letter will appear that you can copy and paste into an email.
Template Letter
Unfair Dismissal
If you have been dismissed (fired) and you believe it was unfair or the correct procedure was not followed, use this template to write a formal letter. For background on time limits and what counts as unfair dismissal, see the Job Ending section.
Fill in your unfair dismissal letter
Complete the fields below to generate a formal letter. Send it to HR by email to create a written record.
Section — Reporting
If I report exploitation, will I lose my visa?
This is one of the most common fears — and the most misunderstood. Here is the reality.
🔒 Reporting exploitation does not automatically end your visa
Employment rights apply regardless of immigration status. Raising a grievance, contacting ACAS, or making an Employment Tribunal claim does not trigger a Home Office investigation. These are civil processes, not immigration enforcement actions.
Who protects you and how
ACAS — neutral and confidential. Helps resolve disputes. Contacting ACAS does not involve immigration authorities.
What to expect when you contact ACAS ▾
When you contact ACAS, you will speak to an adviser who will listen to your situation and explain your rights. Everything you share is confidential. ACAS will not contact your employer or immigration authorities without your permission.
If you decide to proceed to Early Conciliation, ACAS will contact your employer on your behalf and attempt to reach a settlement. Both sides are invited to negotiate — you do not have to speak directly to your employer.
Typical timelines: Early Conciliation lasts up to 6 weeks. If a settlement is not reached, ACAS issues a certificate allowing you to make an Employment Tribunal claim. You are under no obligation to settle — you can proceed to tribunal if you wish.
Employment Tribunals — you can bring a claim regardless of visa status. Tribunals do not report claimants to the Home Office.
What to expect from the Employment Tribunal process ▾
Step 1 — You must contact ACAS first. Before making a tribunal claim, you are legally required to notify ACAS and go through Early Conciliation (see above). ACAS will issue a certificate once this is complete.
Step 2 — Submit your claim. Use the ACAS certificate to submit an ET1 claim form online at gov.uk/employment-tribunals. Most claims are free to submit.
Strict time limits apply: Most claims must be submitted within 3 months minus 1 day from the event (e.g. dismissal, underpayment). Do not delay.
Typical timelines: Simple claims may be heard within 6–12 months. Complex cases can take longer. You will receive a case number and hearing date by post. You can represent yourself — you do not need a lawyer, though legal support helps.
Your immigration status: Tribunals do not share information with the Home Office. You have the right to bring a claim regardless of your visa status.
Whistleblowing law (Public Interest Disclosure Act 1998) — protects you from dismissal or unfair treatment if you report wrongdoing at work, including health and safety violations or illegal activity.
Important: whistleblowing and your immigration status ▾
Whistleblowing law protects you from being dismissed or mistreated by your employer for reporting wrongdoing. However, it does not protect your immigration status.
This means: if you report your employer and they withdraw their sponsorship as a result, whistleblowing law may give you a legal claim against them — but it does not automatically prevent your visa from being affected. You could find yourself without a sponsor, which puts your visa at risk.
Before whistleblowing, you should:
Understand that you may need to find a new sponsor quickly
Consider whether you can line up a new licensed employer first
Seek advice from a regulated immigration adviser and an employment lawyer
Contact Migrants At Work, Work Rights Centre, or Workers Support Centre (Scotland) for guidance specific to your situation
The Fair Work Agency (FWA) — enforces employment rights including minimum wage. Workers can report without triggering visa action.
Important note on FWA reporting ▾
In theory, reporting to the FWA does not trigger immigration enforcement. However, we do not have full information or assurance about all outcomes in practice.
Before contacting the FWA, we recommend reaching out to one of these organisations who can advise you on your specific situation:
The Fair Work Agency (FWA) is a government body created in 2025 to bring together enforcement of workers' rights into one place. Before it existed, these responsibilities were split across several different agencies, making it confusing for workers to know who to contact.
⚠ Read this carefully before making any decision
In theory, reporting to the FWA does not trigger immigration enforcement. However, we do not have full information or assurance about all outcomes in practice.
Before contacting the FWA, we recommend reaching out to one of these organisations who can advise you on your specific situation:
ACAS advises and mediates — it helps resolve disputes but cannot force employers to pay
The Fair Work Agency is an enforcement body — it can investigate employers, issue fines, and compel payment of owed wages
For individual disputes, ACAS is usually the first step. For systematic underpayment or illegal deductions, the FWA can be more effective
The National Referral Mechanism (NRM)
The NRM is the UK government's process for identifying and supporting victims of modern slavery and human trafficking. It is important to understand both what it offers and what it means for your visa — because it is not right for everyone.
⚠ Read this carefully before making any decision
Entering the NRM has real consequences for your visa and your right to work. It is not a simple "safe route" — it is a process designed for serious exploitation situations. Get specialist advice before deciding.
What the NRM does
Identifies people who may be victims of modern slavery or human trafficking
Gives a recovery period of at least 45 days during which you cannot be removed from the UK
Provides access to support including safe accommodation, legal advice, and a small weekly financial allowance — note that this allowance is less than you would earn under your work contract
During the NRM process, you lose your right to work — you cannot continue in your current employment while your case is being assessed
A "Positive Conclusive Grounds" decision can give you 12 months Temporary Permission to Stay — but this is not a sponsored visa and does not automatically give you the right to work
🔀 NRM — understanding your options
What is your priority right now?
Keeping your sponsored visa — alternatives to the NRM
If your priority is to keep your right to work and sponsored visa, the NRM may not be the right route. Consider these alternatives first:
Switch sponsor — if you are being exploited, you can leave your employer and find a new licensed sponsor without entering the NRM (see the Switching Sponsors section).
Report to the Fair Work Agency — you can report exploitation while keeping your visa. These are enforcement bodies, not immigration control.
Raise a grievance or Employment Tribunal claim — you can take legal action against your employer while remaining on your sponsored visa.
Important: Entering the NRM typically suspends your current visa and right to work while your case is assessed. This process can take many months.
You need immediate protection — your safety comes first
Call 999 if you are in immediate danger.
Contact Migrant Help: 0808 8010 503 (free, 24 hours) — they can refer you to the NRM and arrange immediate support.
Contact the Salvation Army's Modern Slavery helpline: 0300 303 8151 (free, 24 hours).
Contact the Fair Work Agency: 0345 161 6000.
You can be referred to the NRM by police, social services, the Fair Work Agency, or approved charities — you do not have to self-refer.
What the NRM means in practice — an honest explanation
Referral — you are referred by an authorised body (police, Fair Work Agency, certain charities). You cannot self-refer directly.
Reasonable Grounds decision — within 5 days, a decision is made on whether there is reason to believe you are a victim. If yes, you enter the support system.
Recovery period — at least 45 days of support including accommodation, legal advice, and a small weekly allowance. During this time you cannot be removed from the UK.
Conclusive Grounds decision — a full assessment of whether you are a confirmed victim. This can take many months.
If positive — you may be granted 12 months Temporary Permission to Stay. This does not automatically include the right to work — you must apply separately.
Your current visa — once you enter the NRM, your sponsored visa is effectively suspended. Returning to sponsored employment during NRM assessment is complicated and requires specialist advice.
Free, confidential support for migrants in difficulty. Can refer to the NRM and provide legal advice. 0808 8010 503 (free, 24 hours)
Section — Understanding Your Pay
The UK tax system
When you work in the UK, tax and National Insurance are automatically deducted from your wages. Understanding how this works helps you check you are being taxed correctly — and claim back any overpayment.
✓ You pay tax on your earnings — and that is protected by law
Your employer must deduct tax on your behalf through a system called PAYE (Pay As You Earn). You should never be asked to pay your own tax directly unless you are self-employed. If you are self-employed, different rules apply — ask Citizens Advice or HMRC.
Income Tax — what you pay (2025/26)
Income tax is only charged on the money you earn above a personal allowance — you do not pay tax on every pound you earn.
Band
Taxable income
Rate
Personal Allowance
Up to £12,570
0% — no tax
Basic Rate
£12,571 – £50,270
20%
Higher Rate
£50,271 – £125,140
40%
Additional Rate
Over £125,140
45%
⚠ Scotland has different tax rates
If you live in Scotland, Scottish Income Tax rates and bands apply — they are slightly different from the rest of the UK. Check gov.uk/scottish-rate-income-tax for the current Scottish rates.
What is a tax code and why does it matter?
Your tax code tells your employer how much tax to deduct. It appears on your payslip. The most common code is 1257L — this means you receive the full personal allowance (£12,570). If your code is wrong, you may pay too much or too little tax.
Common tax codes explained
1257L — standard code; you receive the full £12,570 personal allowance. This is correct for most workers.
BR — Basic Rate only; all income taxed at 20% with no personal allowance. Often used for a second job or if HMRC has not received information yet. Check if it should still apply.
0T — no personal allowance applied. Used when you start a new job without a P45 from your old employer, or when your allowance has been used up. Often temporary.
K codes (e.g. K100) — you have income or a benefit that HMRC is taxing through your wages. This reduces your effective allowance.
W1 or M1 after the number — emergency tax. Your employer is taxing each week or month separately without looking at the full year. This can cause overpayment — contact HMRC to fix it.
📞 If you think your tax code is wrong
Contact HMRC (HM Revenue & Customs) directly. You can do this online or by phone — you do not need a solicitor. HMRC will correct your code and refund any overpayment automatically or by cheque.
National Insurance is a separate deduction from income tax. It funds the NHS, state pension, and some benefits. Your NI contributions also build up your entitlement to a UK State Pension if you ever qualify for one.
NI rates for employees (2025/26)
Earnings up to £12,570 per year: 0% (no NI)
Earnings between £12,570 and £50,270: 8% NI deducted
Earnings above £50,270: 2% NI deducted
Your employer also pays NI contributions on your behalf — this is their cost, not yours
📄 Your NI number is yours for life
Your National Insurance number (e.g. QQ 12 34 56 A) identifies your NI record in the UK. Keep it safe. If you have lost it, check an old payslip, P60, or contact HMRC at gov.uk/lost-national-insurance-number.
Claiming a tax refund
Overpaying tax is very common — particularly for migrant workers who change jobs, work part of a year, or start on emergency tax codes. You are entitled to reclaim any overpayment. HMRC will not always contact you automatically.
1 Check if you have overpaid
Look at your payslip — if your tax code is BR, 0T, or has W1/M1, you may be overpaying
If you only worked part of a tax year (April to April), you may have paid tax based on a full-year projection but only earned part-year income
By phone: Call HMRC on 0300 200 3300 (free). Have your NI number, payslip, and P45 or P60 ready
HMRC may refund by cheque or directly into your bank account
You can reclaim overpaid tax going back up to 4 tax years
⚠ Beware of tax refund companies charging high fees
You can claim a tax refund directly from HMRC for free. Some private companies advertise tax refund services and charge a percentage of your refund — often 30–40%. You do not need to use these companies. Always go directly to HMRC or ask Citizens Advice for help.
Understanding your P60 and P45
P60 — a yearly summary of your pay and tax. Given to you by your employer at the end of each tax year (April). Keep all P60s — they are proof of your earnings and tax paid.
P45 — given to you when you leave a job. It shows your pay and tax for that year so far. Give it to your new employer immediately so they use the right tax code.
If your employer does not give you a P45 when you leave, ask for it in writing. This is a legal requirement.
Section — Growing Your Career
Career progression in the UK
Many migrant workers are not told how career progression works in their sector — or what steps to take to move forward. Use the selector below to find a step-by-step pathway for your sector, then check the general checklist that applies to everyone.
Step-by-step pathways by sector
Select your sector below to see a clear progression pathway — from entry level to senior roles.
🔀 Which sector do you work in?
Select your sector to see your progression pathway
Social care progression pathway
Care Assistant / Support Worker (entry level) — start here. Complete your induction and mandatory training (Moving & Handling, Safeguarding, First Aid). Ask your employer to fund your Care Certificate if you do not already have it.
Senior Care Worker — after 1–2 years' experience, move to a senior role. You may be asked to supervise junior staff. Ask your employer what is required to be considered.
NVQ / QCF qualifications — Level 2 and Level 3 Health & Social Care qualifications are often funded by employers or through government Skills Bootcamps. Ask your manager or HR about funding.
Team Leader / Care Coordinator — with a Level 3 qualification and 2–3 years' experience, you can move into a coordination or team leader role with a higher salary.
Registered Manager pathway — Level 5 Leadership & Management in Health and Social Care is the qualification needed to become a registered manager. Some employers fund this through apprenticeships.
Specialist routes — dementia care, mental health, learning disabilities, and palliative care all have specialist roles with higher pay. Ask about relevant training.
Useful resource: skillsforcare.org.uk — free career planning tools for social care workers.
Hospitality & catering progression pathway
Kitchen Porter / Commis Chef / Front of House (entry) — start by mastering your current role and asking for additional responsibilities. Complete any food hygiene certificates required (Level 2 Award in Food Safety is a standard starting qualification).
Chef de Partie / Section Leader / Supervisor — with experience, ask for a review and title change. Supervisory roles typically pay more and lead to management.
NVQ / City & Guilds qualifications — Level 2 and 3 qualifications in Hospitality and Catering or Professional Cookery are valuable and often available through apprenticeships funded by your employer.
Sous Chef / Assistant Manager — management roles require demonstrating you can train and lead others. Ask your manager what the criteria is for internal promotion.
Head Chef / General Manager — level 4 and 5 qualifications and sustained experience in managing operations lead to senior roles. Look at courses via the Institute of Hospitality: instituteofhospitality.org
Construction & trades progression pathway
Labourer / Operative (entry) — get your CSCS (Construction Skills Certification Scheme) card if you do not already have it. This is required to work on most UK sites. Apply at cscs.uk.com.
Skilled Trade Worker — complete an NVQ Level 2 in your trade (e.g. plumbing, electrical, bricklaying). This upgrades your CSCS card and your earning potential. Many employers fund this through apprenticeships or CITB grants.
NVQ Level 3 — leads to the blue CSCS card (Skilled Worker card) and higher-paid contracts. Ask your employer about funding via the Construction Industry Training Board (CITB) at citb.co.uk.
Site Supervisor / Foreman — SMSTS (Site Management Safety Training Scheme) or SSSTS qualifications open up supervisory roles. Employers often fund these.
Site Manager / Project Manager — HNC or HND in Construction Management, or a degree-level qualification, leads to management. Check free and funded courses through the CITB.
Logistics, warehousing & transport progression
Warehouse Operative / Picker / Packer (entry) — complete any required forklift or manual handling training. These are often funded by employers.
Forklift Licence (FLT) — a Counterbalance or Reach Truck licence significantly increases your pay and opportunities. Ask your employer to fund this or check local FE colleges.
Senior Operative / Team Leader — with 1–2 years' experience, apply for internal team leader or shift supervisor roles. Ask HR what the criteria are.
HGV Licence (Cat C or C+E) — if you want to move into driving, your employer may fund an HGV licence under a government scheme. Ask about the HGV Skills Bootcamp: gov.uk — Skills Bootcamps
Transport Manager CPC — this professional qualification is needed to manage vehicle fleets or run a transport operation. It unlocks higher-paid logistics management roles.
Administration & office roles progression
Administrator / Receptionist / Data Entry (entry) — build proficiency in Microsoft Office (Word, Excel, Outlook). Many free courses are available through Microsoft and local libraries.
Senior Administrator / PA / Executive Assistant — ask for additional responsibilities (managing diaries, coordinating projects). Request a formal job review after 12–18 months.
AAT Accounting Technician — if you are in finance-related admin, the AAT qualification (Level 2–4) is widely funded by employers and leads to much higher salaries. Check aat.org.uk.
Project Management (PRINCE2 / AgilePM) — project management qualifications are valued across all sectors and funded by many employers. Check local FE colleges for affordable courses.
Office / Department Manager — with a track record and qualifications, apply for management roles internally. If your employer does not promote you, it is worth looking externally — your skills transfer widely.
Your career progression checklist
Regardless of your sector, these steps apply to everyone who wants to grow their career in the UK.
✅ Steps to take now
Know your job title, band or grade, and pay — this is your starting point. If you are unsure, ask HR in writing.
Request your annual appraisal (PDR/PDP) — if you have not had a review in over 12 months, ask for one. This is where progression is discussed and documented.
Ask for a development plan in writing — what do you need to do to progress? What qualifications or experience are required? Get this confirmed in writing by your manager.
Find out what training your employer funds — most large employers have a training budget. Ask HR what is available to you. Do not assume it is "not for you".
Check free qualifications available to you — Skills Bootcamps and Free Courses for Jobs are government schemes offering free or heavily subsidised qualifications. Check: gov.uk — Skills Bootcamps
Keep records of your achievements — keep a personal log of your responsibilities, any projects you led, and compliments or feedback from managers. This is evidence for your next pay review or job application.
Join your trade union — union reps can support you in pay negotiations and progression conversations. Many workplaces have a union — ask a colleague or check: tuc.org.uk/join-union
If you are being passed over unfairly — if you believe you are not being considered for progression because of your nationality, visa status, or ethnicity, this may be discrimination. Contact ACAS on 0300 123 1100 or Citizens Advice.
Get Help
Where to get help
You do not have to deal with this alone. These organisations offer free, confidential advice. Contacting them will not affect your immigration status.
📞
ACAS (Advisory, Conciliation and Arbitration Service)
Free, impartial advice on employment rights, disputes, and how to make a tribunal claim. The first step before any Employment Tribunal claim. 0300 123 1100 · Mon–Fri 8am–6pm · acas.org.uk
💬
Citizens Advice
Free confidential advice on employment, benefits, housing and more. Available online, by phone, or in person at local offices. citizensadvice.org.uk
⚖️
Employment Tribunal
If internal processes fail, you can make a claim to an Employment Tribunal. You must contact ACAS first. Strict time limits apply — do not delay. gov.uk/employment-tribunals
Free, confidential support for migrant workers including referral to the NRM and immigration legal advice. 0808 8010 503 (free, 24 hours) · migranthelpuk.org
🤝
Your trade union
If you are a union member, contact your union rep immediately. They can accompany you to meetings, provide legal support, and negotiate on your behalf. If you are not a member, consider joining — membership is often low cost.
Contacting ACAS, Citizens Advice, or the Fair Work Agency does not automatically involve your employer, the government, or immigration authorities. If you are concerned about confidentiality in your specific situation, ask the adviser directly before sharing personal details.
Charities that can support you
These organisations specialise in supporting migrant workers and can provide advice, advocacy, and practical help.
🌐
Migrant Rights Network
Policy and advocacy organisation working to advance the rights of migrants in the UK. Publishes guides and resources on migrant workers' rights. migrantsrights.org.uk
⚖️
Work Rights Centre
Provides free employment and immigration advice to migrants and EU citizens. Particularly experienced with care workers and sponsored workers. workrightscentre.org
🏴
Workers Support Centre (Scotland)
Based in Scotland, provides free advice and support to migrant workers on employment rights, exploitation, and access to services. workerssupportcentre.org
✊
Migrants At Work
Created this guide. We support migrant workers — particularly those on sponsored visas — through advice, resources, and community support. info@migrantsatwork.org
Food help & emergency support
If you are struggling to afford food, you are not alone — and there is support available. Food banks are open to working people regardless of immigration status. They are charitable services, not connected to the Home Office or UKVI.
🍞
Trussell Trust Food Banks
A network of over 1,300 food bank centres across the UK. You usually need a referral voucher from a GP, social worker, school, or Citizens Advice. Some accept self-referrals — call ahead to check. trusselltrust.org — Find a food bank near you
🥡
Community fridges, larders & independent food banks
Many local communities run free food sharing without needing a referral. Find a community fridge near you at communityfridgemap.co.uk. For independent food banks, search "[your town] food bank" or ask at your local library or community centre.
🏛️
Local council Household Support Fund
Many councils can provide emergency food vouchers or supermarket credit through the Household Support Fund. Contact your local council's welfare or benefits team directly, or ask Citizens Advice to refer you.
⛪
Faith groups & community meals
Many churches, mosques, gurdwaras, and temples run free meals, community cafes, or food support open to everyone regardless of faith. Ask locally or search "[your area] community meal".
📞 In immediate financial crisis?
Call Citizens Advice on 0800 144 8848 (freephone, Monday to Friday) or visit citizensadvice.org.uk — they can refer you to food banks, emergency grants, and other support.
Free legal advice
You do not need to pay for a solicitor to get legal help. There are several free options available for employment, immigration, and other civil matters.
🎓
University Law Clinics
Many UK universities run free legal clinics where law students — supervised by qualified solicitors — provide advice on employment and immigration matters. To find one near you, search "university law clinic [your city]" or ask Citizens Advice for a referral. lawworks.org.uk — Find a Legal Advice Clinic
🏛️
LawWorks
A charity that connects people on low incomes with free legal advice from volunteer solicitors. Covers employment law and other civil matters. lawworks.org.uk
⚖️
Law Centres
Law centres provide free legal advice to local communities on housing, employment, immigration, and welfare. They specialise in supporting people who cannot afford a solicitor. lawcentres.org.uk — Find your nearest law centre
🆘
Legal Aid
You may be entitled to government-funded legal aid for immigration, asylum, and some employment matters if you meet the financial eligibility criteria. Check eligibility and find a legal aid provider at: gov.uk/check-legal-aid
🧒
Coram Children's Legal Centre
Free immigration and education law advice for children and young people and their families. childrenslegalcentre.com
⚠ Only use regulated immigration advisers
Immigration advice can only legally be given by solicitors or advisers registered with the OISC. Never pay someone who is not registered — they are operating illegally and can seriously damage your case. Find a regulated adviser at gov.uk/find-an-immigration-adviser or report an unregistered adviser at gov.uk/report-immigration-adviser.