In a sweeping update published on 10 April, the UK Home Office has introduced a brand-new sponsor-duty: companies must now prove that every sponsored worker has been informed of their statutory employment rights, from minimum wage to trade-union membership. Documentation of this briefing must be retained for inspection, and the requirement applies retroactively to staff sponsored after 6 March 2026. Immigration lawyers at Morgan Lewis warn that failure to keep evidence—such as signed induction packs or training logs—could lead to licence downgrades or revocation. The change is part of a broader compliance push following criticism that some employers used the Skilled Worker and Global Business Mobility routes to underpay foreign recruits. The same notice clarifies entry rules for dual British/EU citizens in the ETA era. Travellers who acquired UK nationality via the EU Settlement Scheme may, for a limited time, board flights with their non-UK passport plus proof of an ETA-eligible nationality—helpful for those still waiting for their first British passport. Carriers may accept an expired UK passport as supporting ID, but the Home Office stresses the concession is temporary. Finally, a fresh round of fee increases kicked in on 8 April. The cost of a six-month visit visa is now £135 (up from £127); an ETA has risen from £16 to £20; and indefinite leave to remain passes the £3,200 mark. Large sponsor-licence applications jump to £1,682. HR and mobility teams should update budgets and recharge policies immediately. Practical next steps: audit HR files for proof of rights briefings, circulate carrier-check guidance to dual citizens, and recalculate project costs where visa budgets were agreed before April.
Source: Morgan Lewis LawFlash
