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6. Areas of legislative interpretation, failure to follow binding authority or to distinguish it with adequate reasons, ignoring material considerations by taking into account immaterial considerations, reaching irrational conclusions on fact or evaluation or to give legally inadequate reasons for the decision and procedural unfairness, constitute errors of law.
7. It is not an arguable error of law for an Immigration Judge to give too little weight or too much weight to a factor, unless irrationality is alleged. Nor is it an error of law for an Immigration Judge to fail to deal with every factual issue of argument. Disagreement with an Immigration Judge's factual conclusion, his appraisal of the evidence or assessment of credibility, or his evaluation of risk does not give rise to an error of law. Unless an Immigration Judge's assessment of proportionality is arguable as being completely wrong, there is no error of law, nor is it an error of law for an Immigration Judge not to have regard to evidence of events arising after his decision or for him to have taken no account of evidence which was not before him. Rationality is a very high threshold and a conclusion is not irrational just because some alternative explanation has been rejected or can be said to be possible. Nor is it necessary to consider every possible alternative inference consistent with truthfulness because an Immigration Judge concludes that the story is untrue. If a point of evidence of significance has been ignored or misunderstood, that is a failure to take into account a material consideration.
Because of their direct knowledge of their society and its needs, the national authorities are in principle better placed than the international judge to appreciate what is in the public interest on social or economic grounds, and the Court will generally respect the legislature's policy choice unless it is “manifestly without reasonable foundation” (Stec and Others v. the United Kingdom, [GC], nos. 65731/01 and 65900/01, § 52, ECHR 2006).
78. In the circumstances, the Court considers that the early release scheme... lacked objective justification.
But UNLIKE Zambrano carers, the Upper Tribunal has the ability to override the Secretary of State's refusal -2. The Upper Tribunal may consider any matter which it considers relevant to the substance of the decision.
3. But the Upper Tribunal must not consider a new matter unless the Secretary of State has given the Upper Tribunal consent to do so.
4. A matter is a “new matter” if—
(a) it is raised by the person in the course of the appeal or application, and
(b) the person did not provide details of the matter to the Secretary of State before the end of the claim period for the suspensive claim (see sections 40(7) and 41(7)).
6. If the Secretary of State does not provide consent under subsection (3)—
(a) the Secretary of State must notify the person, and
(b) the person may apply for a declaration from the Upper Tribunal that there were compelling reasons for the person not to have provided 15 details of the matter to the Secretary of State before the end of the claim period.
So, basically, asylum seekers will have to raise Article 8 as soon as they encounter an immigration officer. But if they don't, they can explain why and if the judge accepts it, their Article 8 rights will be considered by the Upper Tribunal. Zambrano carers do not have this option, currently.8. If the Upper Tribunal grants a declaration on an application under subsection (6), the Secretary of State must provide consent under subsection (3).
26. The lack of response from the Respondent has left this tribunal and the Appellant in an invidious position. It is impossible for me to determine whether there has been a clear breach of the Immigration Rules noting that it is still guesswork as to whether the Rules as presently drafted reflect the intention of the SSHD. I note the observations of senior Judges that the SSHD has misunderstood the position of Zambrano carers and so I must conclude that there is more likely than not an error in the drafting in Appendix EU. Noting that pre-EUSS sources indicated that Zambrano carers would be included, I find on balance that the Rules do not reflect that intention. At the very least, the Appellant’s decision should have been withdrawn by the Respondent pending a clear steer from the SSHD to put in place protection for this Appellant afforded to new applicants as outlined in the consent order.
Upper Tribunal Judge ruled against Ms Edman -27. On balance, I allow the appeal on the basis that the current Rules lack clarity to allow a decision to be confidently made that this Appellant has not complied with the necessary Rules or government intention as to the policy on Zambrano carers.
20. In relation to this matter, as at the date of the application under the EUSS Ms Edman had leave to remain in the United Kingdom. I find the Judge erred in law in not finding that excluded Ms Edman from meeting the eligibility requirements under the EUSS. I therefore set the decision of the Judge aside.
Perhaps you should contact your MP and the Court?
https://assets.publishing.service.gov.u ... o_Work.pdfAn individual will continue to have the right to work in the UK where they have applied for further leave, or appealed or sought review of a rejection of their application, before their current visa expires up until a decision is made. In such circumstances, the employer must take steps to reasonably satisfy itself that the employee has applied for further leave before their current visa expired. If the employer is reasonably satisfied that the employee has made an application for further leave before their visa expired, they will have the benefit of a 28-day “grace” period from the expiry date. During the grace period, the employee must either provide proof that further leave has been granted or, alternatively, the employer must obtain a “positive verification notice” (“PVN”) from the Employer Checking Service (“ECS”).If a PVN is received, this will provide the employer with a statutory excuse against a civil penalty for six months and the employee can continue working. If the employee has more than 2 years’ continuous service, they will have the right to bring a claim for unfair dismissal even if they do not have the right to work in the UK. Additionally, they will also have the right to pursue a “day one” claim (such as a discrimination claim). It is therefore important that employers do not act rashly when there is a concern that an employee might not have the right to work in the UK.
If any of your existing or prospective employees require further advice or support with regard to their immigration status, they can access information on 'View and prove your immigration status: get a share code' on GOV.UK. This also provides further information on how to prove immigration status, how to update personal details, and support available. If your employee needs help accessing or using their Home Office online immigration status services, they can contact the UKVI Resolution Centre: Telephone: 0300 790 6268, select option 3, Monday to Friday (excluding bank holidays), 8am to 8pm Saturday and Sunday, 9:30am to 4:30pm.
https://assets.publishing.service.gov.u ... munity.pdf1. The provisions of this Agreement and the provisions of Union law made applicable by this Agreement shall produce in respect of and in the United Kingdom the same legal effects as those which they produce within the Union and its Member States. Accordingly, legal or natural persons shall in particular be able to rely directly on the provisions contained or referred to in this Agreement which meet the conditions for direct effect under Union law.
2. The United Kingdom shall ensure compliance with paragraph 1, including as regards the required powers of its judicial and administrative authorities to disapply inconsistent or incompatible domestic provisions, through domestic primary legislation.
3. The provisions of this Agreement referring to Union law or to concepts or provisions thereof shall be interpreted and applied in accordance with the methods and general principles of Union law.
4. The provisions of this Agreement referring to Union law or to concepts or provisions thereof shall in their implementation and application be interpreted in conformity with the relevant case law of the Court of Justice of the European Union handed down before the end of the transition period.
5. In the interpretation and application of this Agreement, the United Kingdom's judicial and administrative authorities shall have due regard to relevant case law of the Court of Justice of the European Union handed down after the end of the transition period.
Thanks. I have contacted my MP.marcidevpal wrote: ↑Mon Mar 13, 2023 3:24 pmPerhaps you should contact your MP and the Court?
https://assets.publishing.service.gov.u ... o_Work.pdfAn individual will continue to have the right to work in the UK where they have applied for further leave, or appealed or sought review of a rejection of their application, before their current visa expires up until a decision is made. In such circumstances, the employer must take steps to reasonably satisfy itself that the employee has applied for further leave before their current visa expired. If the employer is reasonably satisfied that the employee has made an application for further leave before their visa expired, they will have the benefit of a 28-day “grace” period from the expiry date. During the grace period, the employee must either provide proof that further leave has been granted or, alternatively, the employer must obtain a “positive verification notice” (“PVN”) from the Employer Checking Service (“ECS”).If a PVN is received, this will provide the employer with a statutory excuse against a civil penalty for six months and the employee can continue working. If the employee has more than 2 years’ continuous service, they will have the right to bring a claim for unfair dismissal even if they do not have the right to work in the UK. Additionally, they will also have the right to pursue a “day one” claim (such as a discrimination claim). It is therefore important that employers do not act rashly when there is a concern that an employee might not have the right to work in the UK.
https://www.gov.uk/view-prove-immigration-status
If any of your existing or prospective employees require further advice or support with regard to their immigration status, they can access information on 'View and prove your immigration status: get a share code' on GOV.UK. This also provides further information on how to prove immigration status, how to update personal details, and support available. If your employee needs help accessing or using their Home Office online immigration status services, they can contact the UKVI Resolution Centre: Telephone: 0300 790 6268, select option 3, Monday to Friday (excluding bank holidays), 8am to 8pm Saturday and Sunday, 9:30am to 4:30pm.
You don't have to take my advice, but I would let the court know what is happening. Even if the can't or won't make an interim order, that info is important - particularly if you want to claim compensation later.
Determination of appeal
10. On an appeal under these Regulations, the relevant authority must determine—
(a)any matter raised as a ground of appeal, and
(b)any other matter which regulation 9 requires it to consider.