Understanding Home office April 2 – 4th 2024 COS planned downtime

In recent correspondence from the UK Home Office, significant changes to immigration rules regarding sponsored workers have been outlined. For many employers and individuals navigating the complex landscape of immigration, these updates are crucial to understand. Let’s break down what these changes entail and what they mean for both employers and skilled workers, particularly those from Nigeria.

Overview of Changes

The updates, set to take effect from April 4, 2024, encompass several key alterations and the platform will be down. All application for COS will be approved before then and others cancelled for the companies to reapply again.

Why are they doing this:

• Occupational Classification System: The existing Standard Occupational Classification (SOC) 2010 system used in Appendix Skilled Occupations will be replaced with the newer SOC 2020 system. This change will result in modifications to occupation code numbers and job descriptions, impacting how roles are classified.
• Salary Thresholds: There will be an increase in salary thresholds for various categories of workers, including Skilled Workers, Global Business Mobility Workers, Scale-up Workers, and Seasonal Workers. This adjustment aims to reflect changes in economic conditions and ensure fair compensation for skilled labor.

Impact on Employers

For companies sponsoring workers, these changes necessitate prompt action and understanding. Here’s what employers need to know:

• License Application and Management System Unavailability: Between April 2nd and April 4th, the sponsor license application and sponsorship management system (SMS) will be unavailable. During this period, employers won’t be able to apply for new licenses, renew existing ones, or assign Certificates of Sponsorship (CoS) to workers.
• Certificate of Sponsorship Assignments: To avoid disruption, employers must ensure that any pending CoS applications are processed before the deadline. This includes applications for both Defined CoS (DCoS) and Undefined CoS (UCoS). Failure to do so may result in cancellations, requiring reapplication under the new rules.
• Navigating Changes: Employers must familiarize themselves with the updated rules and salary thresholds to ensure compliance. This may involve reassessing recruitment strategies, salary structures (important), and sponsorship criteria.

What This Means for Nigerian Skilled Workers

Nigeria has a significant population of skilled workers seeking opportunities abroad, including in the UK. Here’s how these changes may affect them:

• Occupational Classification Alignment: Nigerian workers and their prospective employers must ensure that job roles align with the new SOC 2020 system. This may require adjustments to job descriptions and qualifications to meet the updated criteria. As to care workers will not be able to bring in dependants.
• Salary Considerations: With increased salary thresholds, Nigerian workers seeking sponsorship must be mindful of meeting the new requirements. Employers should review salary packages to ensure they meet the revised standards as it has been increased to 38,700
• Timely Application Submission: For Nigerian workers in the midst of the sponsorship process, ensuring timely submission of applications and documentation is paramount. Make sure you apply on time if you have your COS available before that date. Delays could result in applications being subject to the new rules, potentially affecting eligibility.

Final Thoughts

As these immigration rule changes come into effect, proactive engagement and understanding are essential for both employers and skilled workers. By staying informed and taking the necessary steps to adapt, employers can continue to access the talent they need, while skilled workers can pursue opportunities abroad with confidence. For Nigerian workers and companies alike, navigating these changes requires diligence and a proactive approach to compliance and opportunity alike.