I have been reading posts on this website for a week or so and I must say I should have done it 3 years ago when applying for Tier 2 extension as it would have saved me a lot of money. I paid to the appointed company to represent my case at that time and this time they have given me the quote of £2000 excl VAT for 5-6 hours of work. I hope I can save this amount and try to apply myself, but I need some advice if possible.
Came to the UK as Tier 4 Student in September 2009 (studied Fashion Management in UAL)
In September 2011 was offered part-time (20 hours) position in Fashion Distribution Agency, being on Tier 4 visa.
In July 2013 I got married, husband was on Tier 4, also studying in the UK.
In August 2013 became full time employee as I was successfully granted Tier 2 G, minimum salary for SOC met (PR); husband reentered the UK as my dependant in October 2013.
In July 2016 extended my Tier 2 visa till July 2019, minimum salary fo experienced worker met.
From 1st November 2016 till 31 October 2017 was on maternity leave.
So 1st of November 2017 was my first working day, full time.
I had quite open conversation with my boss right before xmas where I had to ask him for salary increase (childcare is very expensive and on my previous salary I wouldn’t be able to afford it, even with husband’s support). My boss worked it out, he gave me increased list of responsibilities all within same job role and also approved gross salary of £36,000. I needed extra £1000, and that's what I got.
In January 2018 CFO updated SMS system with the new salary of £36,000 and I received my new payslip on 1st of Feb.
Now questions:
1. I am eligible to apply for ILR based on 5 year route on or after 25th of July 2018, so do you think the spike in salary from 23000 to 36000 7 months before application can be a red flag for HO (although it was duly reported in January 2018)?
2. Do you think I should wait for a couple of months and apply some time in September 2018, if 9 months on £36,000 salary would make a difference?
3. What exactly my Absence Letter from employer should mention with regards to exercising statutory maternity leave and SMP (maternity pay)? (I have P60’s from 2011 up until 2018, in case they would need them).
4. Do you think I would need to provide a letter from employer which would explain this spike in salary and confirm reasons why it has happed.
5. Do you think it is worth mentioning the fact that I have a child now and since the company needs my services they have increased my salary so child care is covered and I can work full time and tension free.
6. If the decision won’t be made same day by the home office, what would I need to expect from an audit? My contract has confidentiality clause, so I won’t be able to share info re our clients (and probably emails as well). How can I prepare for the audit? Plus my boss is most of the time out of the country, either checking on production or attending fashion weeks or meeting suppliers, like I said the team is very small, so I won’t have a line manager or someone senior to represent my boss if the HO rep comes with a visit.
I have been working with this company since 2011 (on tier 4 part-time), we are like a family now, this company have applied for sponsorship license only to sponsor me, they are not planing to sponsor anyone else and once their licence expires they won’t renew it again.
So in case it is relevant - I’m the only sponsored employee on Tier 2, and I am the only employee with a child, and I am the only employee whose salary increased that much.
PS: Planing to apply in Croydon, as close to work.
I would really appreciate if everyone shares their thoughts and ideas re my situation.
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to be honest, salary hike is quite large to ignore! but as it is informed via sms so it should be ok i believe. My question is,,,you did not require higher salary while u extend your application 2/3 years back?
