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MarinaE888 wrote: ↑

Thu Feb 04, 2021 10:38 am

as im married to uk citizen can i then apply automatically once i get ilr to british citizenship?

MarinaE888 wrote: ↑

Thu Feb 04, 2021 10:38 am

- for citizenship the aim is to respect the 450 days right? Do we count though days in and out of UK ? (Meaning if i travel from friday to sunday shall i count them as 3 days or 1 day?)

MarinaE888 wrote: ↑

Thu Feb 04, 2021 10:38 am

- and finally for the 90days allowed outside the uk furing last year before citizenship application- when are they counted from ? Since i will apply in May 2022 for ilr and then citizenship after thay , should the 90days be between May 2021 and May 2022?

MarinaE888 wrote: ↑

Thu Feb 04, 2021 12:42 pm

Thanks . You mention though 270 days in last 3 years. However im on tier 2 general visa , not spouse visa. Doesnt that follow the 450 rule?
Thanks

(i) the applicant has not been absent from the UK for more than 180 days during any 12 month period in the continuous period, except that:

MarinaE888 wrote: ↑

Mon Feb 08, 2021 10:01 am

Hi
I went through all the docs
I couldnt find a statement where maternity absences outside the UK are allowable absences
Is it stated somewhere?
Thanks

MarinaE888 wrote: ↑

Mon Feb 08, 2021 1:12 pm

Thanks but my question is coming from the below

Absences linked to reason for being in the UK: evidential requirements
For all other categories, absences must be consistent with, or connected to, the applicant’s sponsored or permitted employment or the permitted economic activity being carried out in the UK - for example, business trips or short secondment
This also includes any paid annual leave which must be assessed on a case by case basis and should be in line with UK annual leave entitlement for settled workers. For example, the statutory leave entitlement is 5.6 weeks’ paid holiday each year, which for workers who work a 5 day week is 28 days’ paid leave. However, many employers provide 25 or 30 days’ paid leave a year, plus bank holidays.
Short visits outside the UK on weekends or other non-working days are consistent with the basis of stay and do not break the continuity of leave. You must count such absences towards the 180 day limit.
Evidence in the form of a letter from the employer which sets out the reasons for the absences, including annual leave, must be provided. Where short visits outside the UK, on weekends or other non-working days have taken place, evidence from the employer should be provided to confirm the applicant’s normal working pattern and show the absences occurred during a non-working period.
However, time spent away from the UK for extended periods, particularly if the business no longer exists, should not be allowed.

(c) Except for periods where the applicant had leave as a Tier 1(Investor) Migrant, a Tier 1(Entrepreneur) Migrant, a Tier 1(Exceptional Talent) Migrant or a highly skilled migrant, any absences from the UK during the relevant qualifying period must have been for a purpose that is consistent with the applicant’s basis of stay here, including paid annual leave, or for serious or compelling reasons.

An applicant may currently be absent from work for any of the following reasons:

• statutory maternity leave, paternity leave or parental leave
• statutory adoption leave
• sick leave
• assisting with a national or international humanitarian or environmental crisis
  (providing their sponsor agreed to the absence for that purpose)
• taking part in legally organised industrial action

You do not have to take 52 weeks but you must take 2 weeks’ leave after your baby is born (or 4 weeks if you work in a factory).