UK Work Visas Drop by a Fifth: Rules and Application Guide

Official Home Office immigration statistics confirm that work visa grants fell by over twenty percent following significant policy interventions designed to curtail net migration. The contraction reflects higher baseline earnings requirements, restricted dependant rights for social care personnel, and the closure of the Shortage Occupation List. Navigating the legal framework now requires precise alignment with updated Standard Occupational Classification codes, exact salary prorating, and strict sponsor compliance.

Key facts

The operational metrics, financial thresholds, and legal criteria governing UK work routes under the Immigration Rules are set out below.

Understanding the 20% Drop in UK Work Visa Grants

Published figures from the Home Office Immigration System Statistics quarterly releases demonstrate a marked downward trajectory in legal work migration across the Skilled Worker, Health and Care, and Temporary Worker routes. The aggregate decline of approximately 20% to 25% across work routes over the twelve-month cycle stems directly from structural revisions introduced through parliamentary Statements of Changes to the Immigration Rules.

+----------------------------------------------------------------------------------------------------+
|                                KEY DRIVERS OF WORK MIGRATION CONTRACTION                            |
+------------------------------------+----------------------------------+----------------------------+
|        SALARY THRESHOLD RISE       |        CARE DEPENDANT BAN        |       ISL RESTRUCTURING    |
| Baseline increased from £26,200    | Care workers (SOC 6145/6135)     | 20% salary discount        |
| to £38,700 (50th percentile of     | barred from bringing family      | abolished; list narrowed   |
| full-time UK earnings).            | dependants into the UK.          | to targeted occupations.   |
+------------------------------------+----------------------------------+----------------------------+

1. General Salary Threshold Escalation

On 4 April 2024, the baseline minimum salary under Appendix Skilled Worker rose from £26,200 to £38,700 per annum, benchmarked against the median (50th percentile) full-time earnings for eligible occupations rather than the previous 25th percentile. Going rates for individual Standard Occupational Classification (SOC) codes rose simultaneously, rendering many entry-level and mid-tier roles ineligible for sponsorship unless specific tradeable points apply.

2. Dependant Prohibitions in the Social Care Sector

On 11 March 2024, the Home Office prohibited overseas care workers (SOC 6145 / SOC 6135 under SOC 2020) and senior care workers (SOC 6146 / SOC 6136 under SOC 2020) from bringing qualifying dependants (spouses, partners, and children) to the UK. This regulatory change led to immediate contractions in application volumes from core international labour pools.

3. Abolition of the Shortage Occupation List (SOL)

The historical 20% general salary discount associated with the Shortage Occupation List was dismantled and replaced with the Immigration Salary List (ISL). The ISL provides a lower general threshold (£30,960) rather than a discount against the occupation going rate. This policy change curtailed the financial viability of hiring overseas workers across non-care operational sectors.

For broader analysis of these ongoing developments, see our assessment on UK Immigration News & Updates 2025: Essential Guidance for Visa Applicants and our detailed review of Navigating UK Immigration Policy Changes: Key Updates.

Current Skilled Worker Visa Eligibility Requirements

To obtain entry clearance or permission to stay under Appendix Skilled Worker of the Immigration Rules, an applicant must accumulate 70 points across mandatory and tradeable criteria.

                    SKILLED WORKER 70-POINT REQUIREMENT
  +---------------------------------------------------------------------+
  |  MANDATORY CRITERIA (50 Points Total):                              |
  |  - Valid Job Offer / CoS from Licensed Sponsor (20 Points)          |
  |  - Job at Appropriate Skill Level RQF Level 3+ (20 Points)          |
  |  - English Language Proficiency at CEFR Level B1 (10 Points)        |
  +---------------------------------------------------------------------+
                                    +
  +---------------------------------------------------------------------+
  |  TRADEABLE SALARY CRITERIA (20 Points Total):                       |
  |  - Option A: Salary >= £38,700 and >= Going Rate                    |
  |  - Option B: Relevant STEM PhD; Salary >= £30,960 and >= 80% Rate   |
  |  - Option C: Relevant Non-STEM PhD; Salary >= £34,830 and >= 90% Rate|
  |  - Option D: Job on Immigration Salary List; Salary >= £30,960      |
  |  - Option E: New Entrant; Salary >= £30,960 and >= 70% Going Rate   |
  +---------------------------------------------------------------------+
                                    =
  +---------------------------------------------------------------------+
  |  TOTAL POINTS: 70 (Eligible for Skilled Worker Grant)               |
  +---------------------------------------------------------------------+

Mandatory Core Requirements (50 Points)

Every applicant must score 50 points by meeting three non-negotiable standards:

• Sponsorship (20 points): The applicant must hold a valid, assigned Certificate of Sponsorship issued by an organisation licensed by the Home Office.
• Job at Appropriate Skill Level (20 points): The prospective employment must align with a SOC 2020 code rated at Regulated Qualifications Framework (RQF) Level 3 (A-level equivalent) or above.
• English Language Ability (10 points): The candidate must demonstrate proficiency at minimum CEFR Level B1 in reading, writing, speaking, and listening.

Tradeable Salary Points (20 Points)

The remaining 20 points must be secured via one of the tradeable salary routes set out under Appendix Skilled Worker:

• Option A: The applicant is paid at or above £38,700 per year and at or above the 100% full going rate for the SOC 2020 code.
• Option B (Relevant PhD): The applicant holds an eligible educational qualification (a PhD relevant to the job) and is paid at least £34,830 per year and at least 90% of the going rate.
• Option C (STEM PhD): The applicant holds a PhD in a Science, Technology, Engineering, or Mathematics subject relevant to the post and is paid at least £30,960 per year and at least 80% of the going rate.
• Option D (Immigration Salary List): The occupation appears on the Immigration Salary List, and the applicant earns at least £30,960 per year and 100% of the occupation going rate.
• Option E (New Entrant): The applicant qualifies as a new entrant to the UK labour market and earns at least £30,960 per year and at least 70% of the SOC 2020 going rate.

New Entrant Qualification Criteria

An applicant may claim points under Option E if they meet one of the following legal conditions on the date of application:

• They are under 26 years of age.
• They are switching within the UK from a Student route visa having completed a degree-level course, or are within three months of completing it.
• They are switching from the Graduate route.
• They are working towards recognised professional qualifications in a UK-regulated profession (e.g., chartered accountancy, legal practice).
• The total period of leave granted under the new entrant provisions, including any prior time spent as a Tier 2 (General), Skilled Worker, or Graduate route holder, cannot exceed three continuous or cumulative years.

For a detailed review of procedural elements across these routes, refer to our practical resource on Navigating the UK Visa Application Process: A Comprehensive guide.

Health and Care Worker Visa Rules and Restrictions

The Health and Care Worker route operates as a specialised sub-category within Appendix Skilled Worker. While it provides critical exemptions from the general £38,700 salary baseline and the Immigration Health Surcharge, it is governed by strict compliance constraints.

+----------------------------------------------------------------------------------------------------+
|                         HEALTH AND CARE WORKER VISA: REGULATORY FRAMEWORK                           |
+---------------------------------------+----------------------------------+-------------------------+
| SALARY BASELINE                       | IHS STATUS                       | REGULATORY REGISTRATION |
| Standard roles: >= £29,000 / going    | 100% exempt for primary worker   | Care providers in       |
| rate; National pay scale: >= £23,200  | and qualifying dependants.       | England MUST hold CQC   |
| (whichever is higher).                |                                  | active registration.    |
+---------------------------------------+----------------------------------+-------------------------+

Eligible SOC Codes and Salary Floors

Health and Care applicants must be sponsored within eligible occupational categories listed in the Immigration Rules:

• National Pay Scales (e.g., NHS Bands): Medical practitioners, nurses, and allied health professionals on recognised national scales must be remunerated according to the specific pay scale rate, subject to an absolute earnings floor of £23,200.
• Non-National Pay Scale Roles: Occupations such as pharmacists, physiotherapists, or laboratory specialists not subject to national scales must be paid at least £29,000 per annum or the going rate under their designated SOC 2020 code.

Care Quality Commission (CQC) Registration Mandate

Under rules effective from 11 March 2024, sponsoring employers in England offering care work (SOC 6145 / 6135) or senior care work (SOC 6146 / 6136) must hold active Care Quality Commission registration for the regulated activity of "personal care". CoS assignments issued by entities lacking active CQC registration for personal care face mandatory refusal, and sponsors risk licence revocation.

Strict Dependant Prohibitions

Migrants entering under SOC 6145 / 6135 and SOC 6146 / 6136 cannot sponsor adult dependants or dependent children unless they meet specific continuous residence transitional protections (i.e., they entered the route prior to 11 March 2024 and have maintained continuous permission).

Step-by-Step Work Visa Application Process

Securing entry clearance or permission to stay under the modernised points-based framework requires coordination between the sponsor and the migrant across four distinct procedural phases.

  PHASE 1: SPONSOR LICENSE & CERTIFICATE OF SPONSORSHIP (CoS)
  Employer requests Defined CoS (overseas) or allocates Undefined CoS (in-country).
                             │
                             ▼
  PHASE 2: ONLINE APPLICATION SUBMISSION & FEE SETTLEMENT
  Worker submits form on GOV.UK, settles application fee and IHS, inputs CoS.
                             │
                             ▼
  PHASE 3: IDENTITY VERIFICATION & BIOMETRIC ENROLMENT
  Identity verification via "UK Immigration: ID Check" App or VFS Global/TLScontact appointment.
                             │
                             ▼
  PHASE 4: DECISION NOTIFICATION, EVISA ISSUANCE, & RIGHT TO WORK
  Decision issued; worker receives digital eVisa via UKVI account; employer completes check.

Phase 1: CoS Allocation and Issuance

1. Licence Verification: The employer must possess a valid A-rated sponsor licence for the Skilled Worker or Health and Care Worker route.
2. Certificate Assignment:
   • Defined CoS: Required for individuals applying from outside the UK. The sponsor submits an electronic request via the Sponsor Management System (SMS), detailing job description, SOC 2020 code, and gross salary. Standard processing by UKVI takes between 24 and 72 hours, though requests requiring manual scrutiny may take longer.
   • Undefined CoS: Used for in-country switchers or extensions. Allocated directly from the sponsor’s annual SMS allocation.
3. CoS Assignment to Migrant: The sponsor completes the assignment in the SMS, settles the £239 CoS fee, and pays the relevant Immigration Skills Charge.

To understand employer sponsorship infrastructure in greater depth, see our operational resource on Navigating UK Visa Sponsorship: Your Guide to Immigration Success.

Phase 2: Online Application Submission

1. Application Lodgement: The worker completes the relevant form on GOV.UK, referencing the assigned 11-digit CoS number.
2. Fee Calculations: The applicant pays the relevant application fee and the Immigration Health Surcharge (calculated at £1,035 per annum for the length of granted leave).

Phase 3: Identity Verification and Biometrics

1. Digital Verification: EEA nationals and holders of biometric passports applying from certain overseas posts can verify their identity using the "UK Immigration: ID Check" smartphone application.
2. Commercial Partner Attendance: Non-digital applicants must book an appointment at a commercial visa application centre (VFS Global or TLScontact overseas; UKVCAS inside the UK) to enrol ten fingerprints and submit a facial photograph.

Phase 4: Decision, eVisa Issuance, and Compliance

1. Digital Status (eVisa): Successful applicants receive decision letters detailing the terms of leave. Most migrants now receive access to their digital immigration status via a UKVI account rather than a physical Biometric Residence Permit (BRP).
2. Right to Work Verification: Before commencement of employment, the sponsor must conduct an online Right to Work verification using the Home Office share code system to maintain statutory excuse against illegal working civil penalties.

Consult our foundational walkthrough on the UK Visa Application Process: Your Essential Guide for further step-by-step instructions.

Mandatory Evidentiary and Document Requirements

To prevent procedural delays or mandatory refusals under Appendix Skilled Worker, all primary evidence must conform strictly to Appendix Valid Application, Appendix Finance, and Appendix English Language.

+----------------------------------------------------------------------------------------------------+
|                               MANDATORY DOCUMENTATION CHECKLIST                                    |
+--------------------------------------+-----------------------------------+-------------------------+
| PRIMARY LEGAL IDENTITY               | SPONSORSHIP & EARNINGS            | KNOWLEDGE & CONDUCT     |
| - Current valid passport             | - Certificate of Sponsorship ref  | - SELT certificate or   |
| - Expired passports showing travel   | - Letter confirming allowance     |   ECCTIS degree letter  |
| - Certified translations of foreign  |   breakdowns (if applicable)      | - Criminal record certs |
|   language certificates              | - Bank statements (if unfunded)   | - ATAS / TB clearance   |
+--------------------------------------+-----------------------------------+-------------------------+

1. Identity and Legal Status Documents

• Passport: A valid passport or travel document containing at least one blank page for vignette insertion (if identity is not verified digitally).
• Previous Passports: Historical documents demonstrating travel and visa compliance over the preceding ten years.
• Translations: Any document not drafted in English or Welsh must be accompanied by a certified translation containing the translator’s credentials, confirmation that it is an accurate translation of the original, date, and full signature.

2. Proof of Professional and Educational Qualifications

• English Language: Secure English Language Test (SELT) certificate from an approved provider (e.g., IELTS SELT Consortium, Pearson, Trinity College London, PSI Services) demonstrating CEFR B1 in all four components, or an ECCTIS Statement of Comparability confirming a non-UK degree matches a British Bachelor's, Master's, or PhD level and was taught in English.
• Academic PhD Evidence: For points claimed under Options B or C, the applicant must supply the official degree certificate and an ECCTIS qualification reference number confirming the degree is genuine and in a relevant subject.
• ATAS Certificate: Academic Technology Approval Scheme certificate if the occupation involves sensitive research fields (standard across certain advanced engineering, biological, and technical disciplines).

3. Financial and Suitability Evidence

• Maintenance Funds: Unless the sponsor certifies maintenance on the CoS ("Sponsor certifies maintenance"), the applicant must furnish bank statements covering a continuous 28-day period (ending no more than 31 days prior to application) showing cash funds of at least £1,276, plus £285 for a dependent partner, £315 for the first child, and £200 for each additional child.
• Criminal Record Certificates: Mandatory for applicants sponsored in education, healthcare, and social care codes (e.g., SOC 2211, 2231, 6145). Certificates must be provided from the competent authority of every country where the applicant has resided for 12 months or more within the past 10 years, issued within six months of application.
• Tuberculosis Screening: A valid medical certificate confirming clearance from a Home Office-approved clinic if residing in a listed jurisdiction for more than six months prior to application.

Application Fees, Immigration Health Surcharge, and Processing Timelines

The financial outlay associated with obtaining a UK work visa includes individual visa processing fees, healthcare surcharges, and institutional sponsor levies.

+----------------------------------------------------------------------------------------------------+
|                               WORK VISA COST BREAKDOWN (PER APPLICANT)                             |
+-----------------------------------+-----------------------------------+----------------------------+
| APPLICATION TYPE                  | UP TO 3 YEARS LEAVE               | MORE THAN 3 YEARS LEAVE    |
| Skilled Worker (Outside UK)       | £719                              | £1,420                     |
| Skilled Worker (Inside UK)        | £827                              | £1,636                     |
| Health and Care (Inside & Out)    | £284                              | £551                       |
| ISL Eligible Role (Outside UK)    | £551                              | £1,084                     |
| ISL Eligible Role (Inside UK)     | £551                              | £1,084                     |
+-----------------------------------+-----------------------------------+----------------------------+

Statutory Application Fees

Individual filing fees are categorised by duration, geography, and occupational route (as specified on the official GOV.UK Visa Fees table):

• Skilled Worker (up to 3 years, overseas): £719 per applicant.
• Skilled Worker (over 3 years, overseas): £1,420 per applicant.
• Skilled Worker (up to 3 years, in-country extension/switch): £827 per applicant.
• Skilled Worker (over 3 years, in-country extension/switch): £1,636 per applicant.
• Immigration Salary List Roles (up to 3 years, inside/outside): £551 per applicant.
• Immigration Salary List Roles (over 3 years, inside/outside): £1,084 per applicant.
• Health and Care Worker (up to 3 years, inside/outside): £284 per applicant.
• Health and Care Worker (over 3 years, inside/outside): £551 per applicant.

Immigration Health Surcharge (IHS)

The standard IHS rate is £1,035 per annum for each adult applicant and £776 per annum for each child under the age of 18. A standard 5-year Skilled Worker visa incurs an upfront IHS liability of £5,175 per adult. Sponsoring under the Health and Care Worker route confers an exemption from the IHS for both primary migrants and their qualifying dependants.

Employer Levies

In addition to individual visa fees, sponsoring employers incur:

1. Certificate of Sponsorship Fee: £239 per CoS.
2. Immigration Skills Charge (ISC):
   • Small or Charitable Sponsors: £364 for the first 12 months, plus £182 for each consecutive 6-month period (£1,820 for a 5-year visa).
   • Medium or Large Sponsors: £1,000 for the first 12 months, plus £500 for each consecutive 6-month period (£5,000 for a 5-year visa).

Standard and Priority Processing Times

• Overseas Entry Clearance: Standard processing is 3 weeks (15 working days). Priority processing (5 working days) incurs an additional £500 charge; Super Priority (next working day) incurs an additional £1,000.
• In-Country Leave to Remain: Standard processing is 8 weeks. Priority processing (5 working days) incurs £500; Super Priority (next working day) incurs £1,000.

For updates on administrative workflows and statutory costs, review our broader legal publications on the UK Immigration Blog: Expert Insights & Visa Updates and Major Skilled Worker Visa Changes From July 2025: What UK Employers and Applicants Need to Know.

Common Refusal Reasons and Compliance Pitfalls

Applications submitted under Appendix Skilled Worker face scrutiny regarding whether the vacancy is genuine and meets baseline financial thresholds.

+----------------------------------------------------------------------------------------------------+
|                                    COMMON REFUSAL SCENARIOS                                        |
+------------------------------------+----------------------------------+----------------------------+
| SALARY PRORATING ERRORS            | SOC CODE MISALIGNMENT            | UNMET MAINTENANCE CRITERIA |
| Stating £38,700 for a 48-hour      | Assigning an eligible RQF 3 code | Closing bank statements 32 |
| week fails the baseline test       | to a role whose day-to-day duties| days prior to application, |
| (pro-rated standard is 37.5 hrs).  | match lower-skilled tasks.       | breaching the 28-day rule. |
+------------------------------------+----------------------------------+----------------------------+

1. Salary Prorating and Contracted Hours Errors

The standard £38,700 threshold and occupation-specific going rates under Appendix Skilled Worker are calculated against a standard 37.5-hour working week. If an applicant is contracted to work 45 hours per week at £38,700 per annum, their equivalent 37.5-hour salary is £32,250. This represents a shortfall under Option A, leading to refusal under paragraph SW 8.1. Sponsors must ensure both the gross basic pay and the hourly rate meet both the general threshold and the occupation going rate.

2. Standard Occupational Classification (SOC) Misalignment

Caseworkers evaluate whether the assigned SOC 2020 code corresponds to the genuine day-to-day responsibilities of the role. If UKVI determines that a sponsor misclassified a role (for example, categorising general administrative duties under an IT Manager code to satisfy RQF Level 3 skill thresholds), the application will be refused under the genuineness test (paragraph SW 5.5), and the sponsor may face an audit.

3. Allowances Inappropriately Counted Toward Salary

Under Appendix Skilled Worker, only guaranteed gross basic pay counts toward minimum salary thresholds. The following cannot be included to meet salary minimums:

• Overtime pay or performance-related bonuses.
• Accommodation, regional living, or travel allowances.
• Employer pension contributions or national insurance contributions.

4. Flawed Financial Maintenance Evidence

Applicants relying on personal funds must maintain the full £1,276 balance continuously for at least 28 days. If the balance drops below £1,276 for even one day during that period, the financial requirement under Appendix Finance is failed. Furthermore, statements showing funds held in unrecognised crypto-assets, volatile shares, or non-regulated financial institutions are unacceptable.

Challenging Refusals, Sponsor Audits, and Corrective Remedies

When an application is refused or a sponsor’s operating capacity is suspended, specific statutory remedies must be pursued within strict deadlines.

                         REFUSAL OR ENFORCEMENT ACTION
                                      │
              ┌───────────────────────┴───────────────────────┐
              ▼                                               ▼
     APPLICANT REMEDIES                              SPONSOR REMEDIES
  - Administrative Review (AR)                    - Respond to Suspensions
    (28 days overseas / 14 days in-country)         (within 20 working days)
  - Fresh Application with corrected evidence     - File Pre-Action Protocol for Judicial
  - Judicial Review (for errors of law)             Review (within 3 months)

1. Administrative Review under Appendix AR

Skilled Worker visa refusals do not carry a statutory right of appeal to the First-tier Tribunal (Immigration and Asylum Chamber) unless human rights grounds are engaged. Instead, the primary remedy is an Administrative Review:

• Timeframes: An application for Administrative Review must be submitted within 14 calendar days of decision receipt for in-country refusals, or within 28 calendar days for overseas entry clearance refusals.
• Grounds: The applicant must demonstrate that the Home Office committed a case working error, such as miscalculating basic pay, misapplying transitional arrangements, or overlooking submitted evidence.
• Fee: £80, which is refunded if the decision is overturned on the basis of a case working error.

2. Judicial Review

If an Administrative Review upholds a refusal based on an error of law, irrationality, or procedural unfairness, the applicant or sponsor may pursue Judicial Review proceedings in the Upper Tribunal (Immigration and Asylum Chamber) or the High Court. This process begins with the service of a formal Pre-Action Protocol (PAP) letter giving the Home Office 14 calendar days to reconsider its decision before proceedings are filed.

3. Managing Sponsor Licence Suspensions

When UKVI uncovers compliance failures—such as assigning unapproved care workers or misstating salary figures—the Home Office issues a suspension letter. The sponsor has 20 working days to submit detailed representations and documentary evidence to rebut the allegations. Failure to overturn a suspension results in sponsor licence revocation, terminating the visas of all sponsored personnel within 60 days unless they secure alternative sponsorship.

Frequently asked questions

Why did UK work visa grants fall by over 20% in the past year?

Work visa volumes declined primarily due to the increase in the Skilled Worker general salary threshold from £26,200 to £38,700, the ban on care workers bringing family dependants, and the abolition of the 20% salary discount under the old Shortage Occupation List.

What is the minimum salary for a standard Skilled Worker visa?

The standard minimum salary is £38,700 per annum, or the going rate for the relevant SOC 2020 occupation code (based on a 37.5-hour working week), whichever is higher. Certain tradeable points options (e.g., holding a relevant PhD, working in an ISL role, or new entrant status) allow sponsorship at lower earnings floors, subject to an absolute baseline of £30,960.

Can Health and Care Worker visa holders still sponsor family dependants?

Individuals sponsored under SOC 2020 codes 6145/6135 (care workers) and 6146/6136 (senior care workers) cannot bring dependants to the UK. However, healthcare professionals sponsored under national pay scales, such as doctors and registered nurses, retain the right to bring eligible spouses, partners, and children.

What are the transitional arrangements for migrants sponsored before 4 April 2024?

Migrants who held continuous permission as a Skilled Worker or Tier 2 (General) migrant under a CoS assigned before 4 April 2024 benefit from lower transitional salary thresholds. When extending their leave or changing sponsors, their general salary threshold is £29,000 per annum (or the transitional 25th percentile going rate for their occupation), rather than £38,700.

What is the maximum duration an applicant can claim New Entrant salary rates?

An applicant can be sponsored as a new entrant for a maximum cumulative period of three years. This total includes any time previously spent on the Graduate route, the Tier 2 route, or earlier grants under the Skilled Worker route. Once the three-year limit is reached, the worker must meet the standard experienced worker salary threshold.

How are contracted hours factored into minimum salary requirements?

The Home Office calculates going rates and baseline thresholds on the basis of a standard 37.5-hour week. If an employment contract specifies longer working hours (such as 40, 45, or 48 hours per week), the gross salary must be pro-rated upward to ensure the hourly equivalent rate meets the statutory threshold.

Sources

• Home Office: Skilled Worker visa Overview (Accessed March 2025)
• Home Office: Skilled Worker visa salary requirements (Accessed March 2025)
• Home Office: Health and Care Worker visa (Accessed March 2025)
• Home Office: Immigration system statistics quarterly release (Published quarterly, updated February 2025)
• Home Office: Workers and Temporary Workers: guidance for sponsors Part 2: Sponsor a worker (Updated 2024/2025)
• Home Office: Visa processing times: applications outside the UK (Updated 2025)
• Home Office: Visa processing times: applications inside the UK (Updated 2025)
• Home Office: Pay for UK healthcare as part of your immigration application (Updated February 2024)
• Home Office: UK visa sponsorship for employers - Immigration Skills Charge (Updated 2024)
• Home Office: Ask for a visa administrative review (Updated 2024)

Reviewed by Wesbridge Associates editorial team on 1 September 2026. We check our published guidance against GOV.UK and current Home Office rules.