Our Head of Immigration, Dr Lusine Navasardyan was approached by a well-known boutique fashion brand for advice in respect of retaining services of one of their designers.
The employee was someone who held a Tier 5 (Youth Mobility) visa that was due to expire. She had worked for the Client for over a year and had shown indispensable skills in design and pattern creation. The Client was extremely keen to continue to employ her, given the importance of retaining talent in such a competitive industry as fashion.
Having received the client’s instructions on their circumstances, Dr Navasardyan and her team assessed the matter to see if there were any other possible solutions for the migrant. Not being able to identify any alternative solutions, the team started evaluating the possibility of obtaining Sponsor Licence for the Company in order to enable them to sponsor the employee.
Organisations that want to bring workers from overseas require to hold Sponsorship Licence. However, before embarking on the journey of making an application for sponsorship, best immigration lawyers would always recommend ensuring, in the first instance, that the Licence can be useful for the organisation.
Therefore, Dr Navasardyan and immigration team carried out assessment of the criteria for the job to be sponsored. If the position that the business is looking to cover will not satisfy these criteria, there is little sense in obtaining the licence, as it simply will not be of any use and the organisation will not be able to sponsor the migrant.