Any grant of unpaid leave (other than maternity leave, paternity leave, adoption leave or long term sick).Note: if the salary paid to the individual falls below the minimum salary requirements for their role (as defined by their SOC Code), we can no longer continue to sponsor the individual. Any change to salary or allowances (other than increments and cost of living increases).If in doubt, please contact the Compliance Team). Conferences/meetings/seminars/annual leave abroad do not need to be reported. Any permanent change to the individual’s work location ( As a general rule, if the overseas work will engage the overseas working policy, then we will need to report the change of work location to UKVI.Therefore, if you are considering any of the following changes, or you are aware these have happened, please consult the HR Compliance Team:
If not, the individual must apply for a new Skilled Worker visa or GAE visa (as appropriate) to undertake the new employment/engagement. Only certain contractual changes are permitted and the job the individual is doing must stay within the same SOC Code for which their Tier 2/Skilled Worker Visa or GAE CoS was assigned. We need to report certain contractual and employment changes to UKVI within 10 working days of the change occurring. However, there are some duties which require the assistance of departments/institutions in order to fulfil these requirements. Most of the required duties are completed by the Compliance Team. To hold a sponsor licence, the University must adhere to the required reporting duties for individuals sponsored under Tier 2 (General), Skilled Worker Visa and Tier 5 (GAE).
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