Assess the actual employment arrangement
Begin with the employing entity, where the work takes place, the candidate's nationality and existing residence situation. We also need the role, duties, proposed remuneration and working hours to understand the arrangement that requires review.
Direct employment, a group transfer, a temporary assignment and work through a subcontractor should not be treated as interchangeable. If several companies are involved, identify who employs the person and who receives the work. Specialist questions outside the service should be addressed before selecting an application route.
Relevant work permit schemes
Potential routes may include the Pay Limit Scheme, the Positive Lists and Fast-track where their conditions apply. Scheme selection must be based on the actual job and current requirements, not solely on the candidate's nationality or a desired processing speed.
The Positive Lists relate to listed occupations and their conditions. A broad job label such as driver, technician or specialist is not enough to establish eligibility. The relevant occupation, duties, qualifications and employment terms need review.
Fast-track is for SIRI-certified employers and eligible employment under its tracks. It is not a private express service available for every company or every employee.
Organise employer and employee documents
The agreed checklist may cover identification, employment documentation and evidence relevant to the proposed scheme. We help separate what the employer prepares from what the employee supplies and identify missing or inconsistent information before submission tasks proceed.
The employer should confirm that the final documents reflect the intended employment arrangement. If the salary or position changes while preparations are underway, let us know so the relevant assessment and documents can be revisited.
Coordinate submission and biometrics
The scope specifies which application steps we assist with, who submits or confirms information and what authorisation is required. Where biometric recording is part of the process, the employee must complete the relevant personal steps; our role is preparation and guidance.
We help the parties understand appointment preparation and the next action after submission. Our assistance does not replace the authority's checks or the employee's identity verification.
Follow up on outstanding information
An authority may request clarification or further documents. If follow-up is included, we help identify the request, organise the response materials and coordinate action with the relevant party. Additional work beyond the original scope is discussed before it is performed.
Agree how the HR team receives updates and whether the employee is contacted directly. A clear communication arrangement prevents both sides assuming the other has already dealt with a request.
Prepare for the next stage
If your company wants support after the immigration stage, combine this service with an arrival scope. Registration preparations, digital access guidance and banking documentation are different tasks and should be included explicitly rather than assumed to follow automatically.
Frequently asked questions
No. The relevant process depends on the employee’s nationality, existing residence position and employment arrangement. EU residence registration and employment-based permission for a non-EU candidate should not be treated as the same application. An existing document also needs to be considered in its actual context.
Provide the candidate’s nationality, role, proposed start date and current status in your initial enquiry. We can identify what needs assessment before proposing preparation work. This helps your company purchase the appropriate service instead of repeating a process that may not be relevant.
Support for an employer certification process is separate from an individual employee application. A company’s wish to use a particular scheme should not be treated as confirmation that it already meets the relevant requirements or that certification can be guaranteed.
Tell us whether your company already holds certification and what support you are seeking. We will confirm whether a separate employer service is available within our expertise and provide its own scope and quotation. It is not automatically included when you purchase assistance for one employee.
Some employer information and coordination arrangements may be reusable across several hires. However, each employee’s nationality, employment terms, documents and personal circumstances need their own review. A common employer does not mean the candidates all follow the same route.
For a group of hires, we can organise shared employer tasks alongside individual case preparation. Tell us the number of employees and the proposed timing. The quotation will distinguish the work that can be coordinated together from the work that remains specific to each person.
Start with the company name, number of hires, role types, nationalities, proposed start dates and the assistance you want. Include whether your HR team or another provider already handles any immigration or arrival tasks. A short explanation is more useful at this stage than a large document bundle.
Do not upload or email collections of passports through the initial enquiry form. If a document review is needed, we will explain the appropriate collection method and permissions separately. The first step is to understand the case and define a sensible scope.