Statement of Changes HC 259 and Latest Developments

Updated on Statement of Changes HC 259 and Sponsor Guidance for Worker and Temporary Worker Sponsors

Key updates include:

• Points-Based System (PBS) Routes: Applicants eligible under the Exception for Overstayers will no longer be refused solely because they are on immigration bail. This applies across several routes, including Skilled Worker, Global Business Mobility, Student, Scale-up and other PBS categories.
• Electronic Travel Authorisation (ETA): Criminality provisions have been updated, meaning ETAs must be refused or cancelled where an applicant has received a custodial or suspended sentence of 12 months or more, following the Sentencing Act 2026.
• Removal of visa vignettes and eVisa process: The guidance has been updated following the move away from issuing entry clearance visa vignettes from 1 July 2026. Sponsors should be aware of the increased reliance on digital immigration status and eVisa checks when completing right to work processes. There is guidance relating to eVisas and the documents or evidence that may accompany digital immigration status.
• Supplementary employment: Further clarification has been provided on when sponsored workers can undertake supplementary employment, including work in occupations listed on the Immigration Salary List.
• Date of entry checks: Appendix D has been updated to clarify sponsor record-keeping requirements relating to confirming a worker’s date of entry to the UK.
• Visitor Route: The Diplomatic Visa Arrangement has been extended to eligible Indian diplomatic passport holders, providing a simplified application process with no fingerprint biometrics and two-year multiple-entry visitor visas.
• Family and Children Routes: Partners of individuals with temporary protection status will now receive leave aligned with the sponsor’s remaining permission. The care requirements under Appendix Children will also apply to Appendix FM child applications, while Part 8 has been updated to clarify when children may join parents or relatives in the UK.

Practical impact for sponsor licence holders:

Employers should review their sponsor compliance procedures to ensure HR teams are familiar with the latest requirements, particularly around right to work checks, maintaining accurate records, and monitoring sponsored workers’ activities. Sponsors should ensure their systems reflect the move to eVisas and that workers’ employment remains compliant with sponsor duties.

Global Talent Visa Expansion – Supporting World-Class Researchers and Innovation

The UK Government has expanded the Global Talent visa route, allowing more than 100 innovative research companies to support applications from leading researchers, scientists, and specialists. The expansion aims to attract exceptional global talent and strengthen the UK’s position as a hub for research and innovation.

Further details can be found here.

This update is intended as a general guide and does not replace tailored legal advice. If you have questions on any of the topics above, please do not hesitate to contact us.