Common issues include incomplete documents or financial shortfalls. HR can offer appeal guidance (within 28 days) or reapplication support, ensuring employees have access to immigration experts for higher success rates in family reunion.

Exemptions apply for financial thresholds if the sponsor receives certain benefits, or for English tests based on nationality. For complex cases like self-employment, HR can facilitate legal consultations to navigate 2025 rules effectively.

It's granted for 2 years and 9 months initially (2 years and 6 months on extension). Employees can apply for indefinite leave to remain after 5 years. HR should track timelines to assist with renewals and prevent status lapses.

Proof of suitable housing (e.g., tenancy agreements, mortgage statements) without overcrowding. As HR, providing employer letters on relocation support can strengthen the case for your employee's family settlement.

Yes, companies often contribute to the £1,938 overseas application fee, £1,321 in-UK fee, or £3,105 IHS as part of relocation benefits. This boosts employee satisfaction without affecting eligibility, provided financial thresholds are met independently.

The spouse must pass an approved A1-level test (or higher for extensions), unless exempt (e.g., from majority-English countries). HR can recommend test providers and include this in employee support packages for seamless integration.

Employees should submit evidence like marriage certificates, joint bills, tenancy agreements, or photos showing cohabitation for at least 2 years (for unmarried partners). HR can help review these to ensure compliance and avoid delays in family reunion.

The sponsoring employee must show £29,000 gross annual income (or more with dependants) via payslips, tax returns, or cash savings over £88,500 held for 6 months. As HR, you can issue confirmation letters to verify employment and aid the application.

Your HR team can provide guidance on steps like online applications, document checklists, and employer letters confirming salary/job details to support financial requirements. Offering workshops or connecting with immigration experts enhances employee retention during relocation.

For your employee (a British citizen) to sponsor their non-UK spouse, both must be over 18, prove a genuine relationship (e.g., marriage certificate), meet the £29,000 financial threshold, demonstrate English proficiency, and provide adequate accommodation without public funds recourse. This ensures smooth family reunion in the UK.