Tier-1 Entrepreneur 5 years to ILR - Query for Job Creation & Spouse Visa

asimkfarooq wrote: ↑

Tue Apr 30, 2019 10:15 pm

Tier-1 Initial Visa Received: 21 March 2014

Tier-1 Ent. Extension Received: 19 Sept 2017



Job-1: Continuous Employment Since Feb 2016 but since my visa extension came in Sept 2017, I am counting the job employment for ILR from Sept 2017, my employee went on Pregnancy leave from July 2018 to Mar 2019. I kept paying them pay and she resumed work from April 2019.
So:
Can I count this as continuous employment from September 2017 until April 2019 including the pregnancy period (Jul 18 to Mar 19)? Because I did not terminate the employee contract and still on-going?

You only need 12 months of pay slips for a single job. Doesn’t need to be continuous.
Did you actually pay ur employee the entire time she was on pregnancy leave? July 18 to March 19?
Being on payroll but not being paid wont count.

Job 1: October 17 - June 18= 9 months
April 19 ongoing

Job-2: Sept 2017 to May 2018 (how can I use this?)
No point now

Job-3: Jan 2018 to Aug 2018 (Marketing Manager)
Job-4: Oct 2018 until on-going (Marketing Manager)

There is a one month gap between Job-3 & Job-4 but Total employment time for same role is 16 months so far. The job role is same.
Fine

Please advise if I qualify for ILR based on 2 jobs creation for 12 months each.
Seems likely.

Can I not show 6-6-6-6 months 4 employments as per transitional period? My visa is before April 2014.
You don’t need to

The reason I did not apply before 6 April 2019 was due to those 6 months waiting period during my visa extension (Mar 17 to Sept 17) and thought to complete 2 years on extension visa and then apply ILR in September 2019.

You were eligible for ILR since March 19 minus 28 days. You can now apply at any time before ur visa expires as long as you have 2 full time jobs performed by any number of employees since ext approval.


Sorry for the long message but Please your kind help is required. Thanks


Regards

aman90 wrote: ↑

Tue Apr 30, 2019 11:09 pm

asimkfarooq wrote: ↑

Tue Apr 30, 2019 10:15 pm

Tier-1 Initial Visa Received: 21 March 2014

Tier-1 Ent. Extension Received: 19 Sept 2017



Job-1: Continuous Employment Since Feb 2016 but since my visa extension came in Sept 2017, I am counting the job employment for ILR from Sept 2017, my employee went on Pregnancy leave from July 2018 to Mar 2019. I kept paying them pay and she resumed work from April 2019.
So:
Can I count this as continuous employment from September 2017 until April 2019 including the pregnancy period (Jul 18 to Mar 19)? Because I did not terminate the employee contract and still on-going?

You only need 12 months of pay slips for a single job. Doesn’t need to be continuous.
Did you actually pay ur employee the entire time she was on pregnancy leave? July 18 to March 19?
Being on payroll but not being paid wont count.

Job 1: October 17 - June 18= 9 months
April 19 ongoing

Job-2: Sept 2017 to May 2018 (how can I use this?)
No point now

Job-3: Jan 2018 to Aug 2018 (Marketing Manager)
Job-4: Oct 2018 until on-going (Marketing Manager)

There is a one month gap between Job-3 & Job-4 but Total employment time for same role is 16 months so far. The job role is same.
Fine

Please advise if I qualify for ILR based on 2 jobs creation for 12 months each.
Seems likely.

Can I not show 6-6-6-6 months 4 employments as per transitional period? My visa is before April 2014.
You don’t need to

The reason I did not apply before 6 April 2019 was due to those 6 months waiting period during my visa extension (Mar 17 to Sept 17) and thought to complete 2 years on extension visa and then apply ILR in September 2019.

You were eligible for ILR since March 19 minus 28 days. You can now apply at any time before ur visa expires as long as you have 2 full time jobs performed by any number of employees since ext approval.


Sorry for the long message but Please your kind help is required. Thanks


Regards

asimkfarooq wrote: ↑

Wed May 01, 2019 9:11 am

aman90 wrote: ↑

Tue Apr 30, 2019 11:09 pm

asimkfarooq wrote: ↑

Tue Apr 30, 2019 10:15 pm

Tier-1 Initial Visa Received: 21 March 2014

Tier-1 Ent. Extension Received: 19 Sept 2017



Job-1: Continuous Employment Since Feb 2016 but since my visa extension came in Sept 2017, I am counting the job employment for ILR from Sept 2017, my employee went on Pregnancy leave from July 2018 to Mar 2019. I kept paying them pay and she resumed work from April 2019.
So:
Can I count this as continuous employment from September 2017 until April 2019 including the pregnancy period (Jul 18 to Mar 19)? Because I did not terminate the employee contract and still on-going?

You only need 12 months of pay slips for a single job. Doesn’t need to be continuous.
Did you actually pay ur employee the entire time she was on pregnancy leave? July 18 to March 19?
Being on payroll but not being paid wont count.

Job 1: October 17 - June 18= 9 months
April 19 ongoing

Job-2: Sept 2017 to May 2018 (how can I use this?)
No point now

Job-3: Jan 2018 to Aug 2018 (Marketing Manager)
Job-4: Oct 2018 until on-going (Marketing Manager)

There is a one month gap between Job-3 & Job-4 but Total employment time for same role is 16 months so far. The job role is same.
Fine

Please advise if I qualify for ILR based on 2 jobs creation for 12 months each.
Seems likely.

Can I not show 6-6-6-6 months 4 employments as per transitional period? My visa is before April 2014.
You don’t need to

The reason I did not apply before 6 April 2019 was due to those 6 months waiting period during my visa extension (Mar 17 to Sept 17) and thought to complete 2 years on extension visa and then apply ILR in September 2019.

You were eligible for ILR since March 19 minus 28 days. You can now apply at any time before ur visa expires as long as you have 2 full time jobs performed by any number of employees since ext approval.


Sorry for the long message but Please your kind help is required. Thanks


Regards

Hi Aman90 & ADMINS,

Thanks for your reply.

Yes I paid the employee 'Pregnancy Pay' during the time she was off on pregnancy leave. (July 18 to Mar 19) Now she is back to normal payroll from April 2019. (Admin Manager)

Can you please explain this further as I’m not aware of the regulation on it? It should be considered as working. You paid her maternity leave. If that complies with govt regulations than I think those months can be used. But on the other hand she wasnt actually working 30hrs per week. And I’m afraid a caseworker may look at it as not working. Grey area for me. Perhaps somebody else can answer.
I’ve read that someone was given the opportunity to provide payslips later by caseworker.
It’s possible that if you apply NOW you can send in her payslips later. Atleast you’ll be in the system and in the queue for consideration/assessment. Paperwork sent later is considered.



Please help me with my further queries below.

Q1- Since I was granted Tier-1 Ent extension on 19-Sept-2019, I can use above employee's employment from Oct 2017 to June 2018 (9 months) + April 2019 to June 2019 (3 months) = 12 months?

You can use payslips from September 2017.. but from 19th Sept 17. But to keep it simple you can just attach RTI + payslips from Oct 17 onwards. .

Q2- Since I was paying her pregnancy pay (as per Govt rules, but less then National Minimum Wage) during July 18 to Mar 19 so I cannot count these 9 months? Or Can I?
Answered above. I’ll be honest this is something I’ve never considered for an employee or have had to.

Q3- Job-3: Jan 2018 to Aug 2018 (Marketing Manager)
Job-4: Oct 2018 until on-going (Marketing Manager)
There is a one month gap between Job-3 & Job-4 but Total employment time for same role is 16 months so far. The job role is same.

You said its fine, so if there is a 1-2 month gap between same job role is fine? provided both employees complete 12 months on same role?

YES!!! You are repeating urself but the answer will stay the same.

Q4- And last Question is it ok to have the hourly rate be slightly different between 2 people on same job role? In case of Q3 I am asking. And HO will only consider the fact that it is above National Minimun wage?

Of course it is. I had two employees in same job both being paid different wages. As long as you comply with minimum wage rules any thing above that wage is irrelevant.


Kindly advise. Thanks

Regards,

asimkfarooq wrote: ↑

Wed May 01, 2019 2:38 pm

Hi Aman90,

Thanks again for your reply and clearing my confusions.
Further to your last reply on my scenario.

1- Yes I paid her maternity pay, HMRC gave my company SMP allowance which was spread over 9 months (Jul 18 to Mar 19). The monthly maternity pay to her was around £500-700 per month, it varied as accountant divided the SMP (Statutory Maternity Pay) allowance into 9 months.
Yes she was not working during that time but was my employee. I understand this is Grey area so wanted an opinion.

Got it. Keep it simple then. It’s only 2 more months as it’s may already.
Employees take annual leave and get paid for full month even though physically not present at work but it’s their right and considered as working.

2- So what to avoid this confusion, if I do not consider these maternity months (Jul18 to Mar19) and show employment of this employee from Oct 2017 to June 2018 (9 months) + April 2019 to June 2019 (3 months) = 12 months?

Perfect .

She resumed normal work from April 2019. My Tier-1 Ent Extension visa is valid until 19-Sept-2019 so if I wait until June 2019 and then apply in July 2019?

Yes you may! But it’s May now. Gather up all ur documents and start filling out the form ASAP.
Aim to apply by end of this month. Ask ur accountant to generate early RTI & payslip for June and upload before biometrics.

I will count employment from October 2017 and ignore Sept 2017 altogether since I received my extension visa on 19-Sept-2019?

You can attach RTI and payslip from sept 17 if you wish but consider it as an extra. 12 days don’t matter much in your case as you have employees still working.


3- Sorry for repeating myself. I thought each job has to be continuous for 12 months with no break in it involving 1 employee.


Kindly advise on Point-2. Thanks

Regards

aman90 wrote: ↑

Wed May 01, 2019 5:05 pm

asimkfarooq wrote: ↑

Wed May 01, 2019 2:38 pm

Hi Aman90,

Thanks again for your reply and clearing my confusions.
Further to your last reply on my scenario.

1- Yes I paid her maternity pay, HMRC gave my company SMP allowance which was spread over 9 months (Jul 18 to Mar 19). The monthly maternity pay to her was around £500-700 per month, it varied as accountant divided the SMP (Statutory Maternity Pay) allowance into 9 months.
Yes she was not working during that time but was my employee. I understand this is Grey area so wanted an opinion.

Got it. Keep it simple then. It’s only 2 more months as it’s may already.
Employees take annual leave and get paid for full month even though physically not present at work but it’s their right and considered as working.

2- So what to avoid this confusion, if I do not consider these maternity months (Jul18 to Mar19) and show employment of this employee from Oct 2017 to June 2018 (9 months) + April 2019 to June 2019 (3 months) = 12 months?

Perfect .

She resumed normal work from April 2019. My Tier-1 Ent Extension visa is valid until 19-Sept-2019 so if I wait until June 2019 and then apply in July 2019?

Yes you may! But it’s May now. Gather up all ur documents and start filling out the form ASAP.
Aim to apply by end of this month. Ask ur accountant to generate early RTI & payslip for June and upload before biometrics.

I will count employment from October 2017 and ignore Sept 2017 altogether since I received my extension visa on 19-Sept-2019?

You can attach RTI and payslip from sept 17 if you wish but consider it as an extra. 12 days don’t matter much in your case as you have employees still working.


3- Sorry for repeating myself. I thought each job has to be continuous for 12 months with no break in it involving 1 employee.


Kindly advise on Point-2. Thanks

Regards

asimkfarooq wrote: ↑

Wed May 01, 2019 10:29 pm

Job-1: Admin Manager
Employee Xyz
Job creation date:
Start date in job:
Claiming from: 01/10/17- continuing.


Job-2: Marketing Manager
Employee ABC
Job creation date:
Start date in job:
Claiming from: 01/01/18
End date in job: 31/08/18

Employee MNO
Start date in job: 01/11/18
End date: 30/04/19

RTI FPS + payslips- October 17- June 19

Q: When my employee returned from maternity in April 2019, Do I need to furnish any new employment contract to HO?

No.

OR Employee can just return at the minimum Wage 2019-20 and work 30 hours per week.

Yes

I am asking because at the time of Tier-1 Ent. extension, I submitted employees contracts as well with their Passport etc.

Read guidance for job creation specified documents.
RTI FPS
Payslips
Passport
Job description. ( a paragraph should suffice but if you want to submit the old contract than feel free to do so..)


Q: I have read on forum that 1-2 guys on Tier-1 Ent. applied ILR through SPS (Supreme Premier Service) and received response in 24 hours?

No such thing any longer. Post link if so.

Obviously it has £600 extra on top of ILR fee.

Impossible for £600 as it was £10,000 earlier and could only be done via a lawyer and if HO permitted it.

Do you suggest its worth applying by end of June 2014 or should apply by post?

There is no postal route any longer only online applications.
Again my suggestion is to apply sooner rather than later. Documents are to be uploaded by date of biometrics or on the day. To be safe get the biometrics appointment for early June 2019 and submit an early generated June 19 RTI n payslip. No need to wait till end of June.
.

aman90 wrote: ↑

Thu May 02, 2019 12:04 am

asimkfarooq wrote: ↑

Wed May 01, 2019 10:29 pm

Job-1: Admin Manager
Employee Xyz
Job creation date:
Start date in job:
Claiming from: 01/10/17- continuing.


Job-2: Marketing Manager
Employee ABC
Job creation date:
Start date in job:
Claiming from: 01/01/18
End date in job: 31/08/18

Employee MNO
Start date in job: 01/11/18
End date: 30/04/19

RTI FPS + payslips- October 17- June 19

Q: When my employee returned from maternity in April 2019, Do I need to furnish any new employment contract to HO?

No.

OR Employee can just return at the minimum Wage 2019-20 and work 30 hours per week.

Yes

I am asking because at the time of Tier-1 Ent. extension, I submitted employees contracts as well with their Passport etc.

Read guidance for job creation specified documents.
RTI FPS
Payslips
Passport
Job description. ( a paragraph should suffice but if you want to submit the old contract than feel free to do so..)


Q: I have read on forum that 1-2 guys on Tier-1 Ent. applied ILR through SPS (Supreme Premier Service) and received response in 24 hours?

No such thing any longer. Post link if so.

Obviously it has £600 extra on top of ILR fee.

Impossible for £600 as it was £10,000 earlier and could only be done via a lawyer and if HO permitted it.

Do you suggest its worth applying by end of June 2014 or should apply by post?

There is no postal route any longer only online applications.
Again my suggestion is to apply sooner rather than later. Documents are to be uploaded by date of biometrics or on the day. To be safe get the biometrics appointment for early June 2019 and submit an early generated June 19 RTI n payslip. No need to wait till end of June.
.

Who was acting as Admin manager when ur employee was on maternity leave?

Under the new guidance directors have to describe their role in the day to day activities of the business.

Read guidance a few times for any new updates.

asimkfarooq wrote: ↑

Thu May 02, 2019 10:19 am

You are suggesting not to wait until end june. Even if I have to consider June for one of employee to make it 12 months, I still can apply in start of june with June RTI? It won't be an issue right?

That’s exactly what I’m suggesting. Will not be an issue! I’m also suggesting not to wait till June either and proposing that you send June FPS N RTI later by early June.
Ur call!

And do I need to show that I had another employee (Oct 17 to May 18), I am not claiming points/Job of this employee. So I should not send their details/RTI to home office and mention them in application?
I am asking because at the time of Tier-1 Ent. extension, I put all employees details in visa application & sent their documents to HO regardless of I am claiming their job or not.

No point.. extraneous paperwork as it shall have no impact as it will not be assessed. Transitional arrangement have ended.
Might create confusion for CW..
stick to required and minimal docs.


After we apply online and go through UK VCAS, they do not take your passport and current BRP. So let's say if I apply in June 2019 and my current Visa is valid until 19-Sept-2019. Can I travel abroad during this time and return before current visa expiry? Just thought to ask because some say you can travel but some do say you cannot if your application is with HO?

No travel when application is being considered by HO. (Google it and read guidance)

Thanks very much.

Regards,

asimkfarooq wrote: ↑

Thu May 02, 2019 1:32 pm

I will apply in start of June. Thanks

Do not wait till June to start application. Hit submit whenever you are ready. The application is not so easy to fill out. You’ll have a number of questions. So start now. You can start with a dummy application to get the feel of the questions. Make a note of the questions you aren’t sure about and revert back.
Focus on writing a good description on ur role and ur employees job description so ur not called in for an interview

..

I was doing that besides my work as attending meetings and meeting clients etc but can I state this to HO that I was looking after Admin work from Jun-18 to Mar-19 when employee was on maternity leave
OR
The Marketing Manager (Jan18 to Aug 18) + (Nov18 to Mar19) was helping me?

No. You don’t need to explain anything pertaining to that. I had a different reason for asking..

Sept-Oct 2019 was 2 months where I had no employee so can I state to HO that I was looking for new employee and was looking after the whole work?

No need.. normal practice. Doesn’t require explanation.

Also my wife is my dependent and came to UK 1st time in Mar 2019 and have visa until my visa expiry, 19-Sept-2019. If I apply alone and get ILR, then:
1- Can I apply for her through window service?

No window service any longer

2- If its online then what is the timeline for that? I am asking because she got dependent visa in 1 week from abroad so I want to keep her in that category as she will loose this time once she changes the visa category. Do you suggest to apply for her after getting ILR?

Apply her pbs dependant application nearer to the expiry of her visa. In the case you are successful in obtaining ur ILR before the visa expiry then apply for 24hr decision for her.

3- If I apply in June 2019 and do not get response by 19-Sept-2019 then I have to apply my wife visa as well because her visa will expire by then so is it worth applying together?

You can. She’ll anyways be granted in line with ur approval.

4- I am asking because I do not want to wait 4-5 months for my visa and then apply for wife visa and wait for another 4-5 months or so.

Dependant visas of successful spouses don’t take so much time. But with HO nothing is regular.

Please advise. Thanks

aman90 wrote: ↑

Thu May 02, 2019 3:01 pm

asimkfarooq wrote: ↑

Thu May 02, 2019 1:32 pm

I will apply in start of June. Thanks

Do not wait till June to start application. Hit submit whenever you are ready. The application is not so easy to fill out. You’ll have a number of questions. So start now. You can start with a dummy application to get the feel of the questions. Make a note of the questions you aren’t sure about and revert back.
Focus on writing a good description on ur role and ur employees job description so ur not called in for an interview

..

I was doing that besides my work as attending meetings and meeting clients etc but can I state this to HO that I was looking after Admin work from Jun-18 to Mar-19 when employee was on maternity leave
OR
The Marketing Manager (Jan18 to Aug 18) + (Nov18 to Mar19) was helping me?

No. You don’t need to explain anything pertaining to that. I had a different reason for asking..

Sept-Oct 2019 was 2 months where I had no employee so can I state to HO that I was looking for new employee and was looking after the whole work?

No need.. normal practice. Doesn’t require explanation.

Also my wife is my dependent and came to UK 1st time in Mar 2019 and have visa until my visa expiry, 19-Sept-2019. If I apply alone and get ILR, then:
1- Can I apply for her through window service?

No window service any longer

2- If its online then what is the timeline for that? I am asking because she got dependent visa in 1 week from abroad so I want to keep her in that category as she will loose this time once she changes the visa category. Do you suggest to apply for her after getting ILR?

Apply her pbs dependant application nearer to the expiry of her visa. In the case you are successful in obtaining ur ILR before the visa expiry then apply for 24hr decision for her.

3- If I apply in June 2019 and do not get response by 19-Sept-2019 then I have to apply my wife visa as well because her visa will expire by then so is it worth applying together?

You can. She’ll anyways be granted in line with ur approval.

4- I am asking because I do not want to wait 4-5 months for my visa and then apply for wife visa and wait for another 4-5 months or so.

Dependant visas of successful spouses don’t take so much time. But with HO nothing is regular.

Please advise. Thanks

She needs to complete 5 years from the initial grant. I’m not sure how long a visa she’ll be granted after ur ILR. So the timing of her visa correctly is important as it’ll save you a lot of Money later on. If it’s for 5 years then you have nothing to worry about. But if it’s 2 years then you’ll need to extend for another 2. And coz she’s only been on the current one for 6 months or so you’ll have to apply for a third extension before you apply for ILR. That means paying IHS surcharge and application fee for ext.
As I’m totally unaware of this better to raise ur pbs dependant questions on the dedicated forum.
Or just search through the forum n read the guidance for PBS dependant.
But focus on ur application first for now. You can apply for her anytime after you’ve submitted yours.

asimkfarooq wrote: ↑

Wed Jul 17, 2019 10:50 am

1- As I am out of transitional arrangements Pre-April 2019, one of the full time job I am claiming is 30 hours per week. Is that ok? YES

The number of hours per week for Full time job doesn't change Pre-Post April 2019? Dont think so

2- My Spouse is also applying for her visa extension with me, once I get my ILR, she will most likely get 3 years dependent visa, at the end of her 3 years visa she would need another 1 year visa to completer her 5 years for ILR.

So my Question is that at that time after 3 years even if I am on ILR/UK Passport, Can she apply for her visa extension on basis of Tier-1 ENT spouse and get extension?

YES. PBS dependant.

Will She not miss her previous time and have to convert to British National Spouse Visa Category? NO

3- At the Time of Tier-1 Visa Extension, I sent all the employees documents to HomeOffice even those I did not claim. For ILR,

Questions is: Should I send the documents of only those employees whom I am claiming to Home Office? YES
OR
Should I sent all the employees documents to Home Office? No point. Give me a reason as to why this extra information will benefit your application.


4- On Job Creation Letter, should I mention information for all the employees worked/working for me or should I
only mention information about employees I am claiming for ILR

5- For employee documents, I am sending their UK/EU Passport, HMRC RTIs, Paylsips.

Is this enough or should I send their employment contracts as well? No

6-Last Questions is that for a job I am claiming 'Marketing Manager, I have 2 persons. One person salary was £12000 per anum and other person salary was £15000 per anum.
Is that okay as long as both earning more than National Minimum Wage and 30 hours or more per week? YES


Salary of 2 people working in different months for the same role shouldn't have to same. Right? Its fine!

Please advise.
Thanks & Regards,

aman90 wrote: ↑

Wed Jul 17, 2019 12:06 pm

asimkfarooq wrote: ↑

Wed Jul 17, 2019 10:50 am

1- As I am out of transitional arrangements Pre-April 2019, one of the full time job I am claiming is 30 hours per week. Is that ok? YES

The number of hours per week for Full time job doesn't change Pre-Post April 2019? Dont think so

2- My Spouse is also applying for her visa extension with me, once I get my ILR, she will most likely get 3 years dependent visa, at the end of her 3 years visa she would need another 1 year visa to completer her 5 years for ILR.

So my Question is that at that time after 3 years even if I am on ILR/UK Passport, Can she apply for her visa extension on basis of Tier-1 ENT spouse and get extension?

YES. PBS dependant.

Will She not miss her previous time and have to convert to British National Spouse Visa Category? NO

3- At the Time of Tier-1 Visa Extension, I sent all the employees documents to HomeOffice even those I did not claim. For ILR,

Questions is: Should I send the documents of only those employees whom I am claiming to Home Office? YES
OR
Should I sent all the employees documents to Home Office? No point. Give me a reason as to why this extra information will benefit your application.


4- On Job Creation Letter, should I mention information for all the employees worked/working for me or should I
only mention information about employees I am claiming for ILR

5- For employee documents, I am sending their UK/EU Passport, HMRC RTIs, Paylsips.

Is this enough or should I send their employment contracts as well? No

6-Last Questions is that for a job I am claiming 'Marketing Manager, I have 2 persons. One person salary was £12000 per anum and other person salary was £15000 per anum.
Is that okay as long as both earning more than National Minimum Wage and 30 hours or more per week? YES


Salary of 2 people working in different months for the same role shouldn't have to same. Right? Its fine!

Please advise.
Thanks & Regards,

aman90 wrote: ↑

Wed Jul 17, 2019 12:06 pm

asimkfarooq wrote: ↑

Wed Jul 17, 2019 10:50 am

1- As I am out of transitional arrangements Pre-April 2019, one of the full time job I am claiming is 30 hours per week. Is that ok? YES

The number of hours per week for Full time job doesn't change Pre-Post April 2019? Dont think so

2- My Spouse is also applying for her visa extension with me, once I get my ILR, she will most likely get 3 years dependent visa, at the end of her 3 years visa she would need another 1 year visa to completer her 5 years for ILR.

So my Question is that at that time after 3 years even if I am on ILR/UK Passport, Can she apply for her visa extension on basis of Tier-1 ENT spouse and get extension?

YES. PBS dependant.

Will She not miss her previous time and have to convert to British National Spouse Visa Category? NO

3- At the Time of Tier-1 Visa Extension, I sent all the employees documents to HomeOffice even those I did not claim. For ILR,

Questions is: Should I send the documents of only those employees whom I am claiming to Home Office? YES
OR
Should I sent all the employees documents to Home Office? No point. Give me a reason as to why this extra information will benefit your application.


4- On Job Creation Letter, should I mention information for all the employees worked/working for me or should I
only mention information about employees I am claiming for ILR

5- For employee documents, I am sending their UK/EU Passport, HMRC RTIs, Paylsips.

Is this enough or should I send their employment contracts as well? No

6-Last Questions is that for a job I am claiming 'Marketing Manager, I have 2 persons. One person salary was £12000 per anum and other person salary was £15000 per anum.
Is that okay as long as both earning more than National Minimum Wage and 30 hours or more per week? YES


Salary of 2 people working in different months for the same role shouldn't have to same. Right? Its fine!

Please advise.
Thanks & Regards,

asimkfarooq wrote: ↑

Mon Aug 19, 2019 9:35 am

Further to our below conversation, I wanted to ask if it is necessary to send:

This was not mentioned in the document checklist you get after you submit your online application for ILR Set(O).
For employee documents, I submitted the below documents -
UK/EU Passport
HMRC RTIs
Paylsips
P45
P46
P11
P32
NI Letter/Card Copy
Proof of Address

Unnecessary info!
Proof of address?


Job Creation letter along with tables separately for each employee showing their their name, NI No, Job Role, Hours per month, job start date, job end date.

aman90 wrote: ↑

Mon Aug 19, 2019 12:35 pm

asimkfarooq wrote: ↑

Mon Aug 19, 2019 9:35 am

Further to our below conversation, I wanted to ask if it is necessary to send:

This was not mentioned in the document checklist you get after you submit your online application for ILR Set(O).
For employee documents, I submitted the below documents -
UK/EU Passport
HMRC RTIs
Paylsips
P45
P46
P11
P32
NI Letter/Card Copy
Proof of Address

Unnecessary info!
Proof of address?


Job Creation letter along with tables separately for each employee showing their their name, NI No, Job Role, Hours per month, job start date, job end date.

1- Employee Job Description Paragraph?
A brief description of bullet points

2- Director(ILR Applicant - Myself) Job Description Paragraph?
Over view of business services and directors role in day to day activities

asimkfarooq wrote: ↑

Mon Aug 19, 2019 12:52 pm

It is mentioned in the latest guideline March 2019(it was not there before) but since it was not in the checklist which you get when submit form online.

Please advise what can I do?

1- Can they reject application on this?
OR
2- Will HO ask me to provide (employee JD/Director JD) by email/letter? Should I wait for them to contact me?
OR
2- Should I send/post Cover letter to HO with these 2 (employee JD & Director JD)?

Please advise. Please note my curent T-1 ENT Extension is valid until September 3rd week. 2019.
Thanks

Also proof of address provided was - utility bill of employee when he/she started working for me.

aman90 wrote: ↑

Mon Aug 19, 2019 1:03 pm

asimkfarooq wrote: ↑

Mon Aug 19, 2019 12:52 pm

It is mentioned in the latest guideline March 2019(it was not there before) but since it was not in the checklist which you get when submit form online.

Please advise what can I do?

1- Can they reject application on this?
OR
2- Will HO ask me to provide (employee JD/Director JD) by email/letter? Should I wait for them to contact me?
OR
2- Should I send/post Cover letter to HO with these 2 (employee JD & Director JD)?

Please advise. Please note my curent T-1 ENT Extension is valid until September 3rd week. 2019.
Thanks

Also proof of address provided was - utility bill of employee when he/she started working for me.

It seems to be a mandatory requirement. The forms are not always caught up with rules or requirements.

It shouldn’t be a reason for a refusal but could be a reason for an interview or a delay in which they may want to know the above.

I would suggest that you do.

Your employees proof of address???? What?
The HMRC already has that info.. I can’t imagine the logic behind this..