Post
by Basharat81 » Fri Jan 18, 2013 10:46 am
The difference between using a restricted CoS and an unrestricted CoS
A restricted CoS should be used in the following circumstances;
• to employ new workers who will be paid less than £150,000 per annum and who will apply from overseas for leave to enter the UK under Tier 2 (General); or
• to employ workers who are switching into Tier 2 (General) who are in the UK as the dependant of a person that was last granted leave under Tier 4, or as a Student .
An unrestricted CoS should be used in the following circumstances;
• for new hires – where the worker will be coming from overseas but the annual salary for the job is £150,000 or more; or
• for extensions of leave – where you need to extend the leave for a worker who is already in the UK working for you and has, or was last granted leave under Tier 2 (General) or as a Work Permit holder; or
• for changes of employment – where a worker is already in the UK, and has, or was last granted leave under Tier 2 (General) or as a Work Permit holder and who wants to
• change jobs with the same sponsor and the new job is in a different Standard Occupational Classification (SOC) code; or
• start work for a new sponsor; or
• to those switching immigration category – where a person is already in the UK under another immigration category and is eligible to switch into Tier 2 (General) (except those who are in the UK as the dependant of another person who was last granted leave under Tier 4, or as a Student) .
