Remote work has become increasingly popular across various industries. In this blog, we will explore the possibilities and limitations of working remotely as a Skilled Worker in the UK.
The Skilled Worker visa is designed to attract talented individuals to work in the UK. Working remotely as a Skilled Worker in the UK depends on your job and your employer’s policies. It is essential to have a conversation with your sponsoring employer to discuss the possibility of remote work.
If your employer agrees to a remote work arrangement, it is crucial to ensure that you continue to comply with the terms of your Skilled Worker visa. Your employer must report any changes to your job, including a change in the location of your regular place of work, to UK Visas and Immigration (UKVI), as required by the rules. If your job is entirely remote with no requirement for a physical presence in the UK, the UKVI may question the need for you to have a Skilled Worker visa to live and work in the UK.
Furthermore, If you are in the UK as a Skilled Worker and you take up partially remote work, it may have tax implications, depending on your nationality and tax residency status.
Working remotely across international borders can be complex and involve legal and compliance issues related to employment laws, tax, data protection, and work permits. It is crucial to consult with legal, tax and HR professionals to understand your tax obligations, ensure that you meet all necessary requirements and stay fully compliant with UK laws.
In conclusion, Skilled Worker visa holders are permitted to work remotely in the UK; however, it is essential to communicate with your sponsoring employer and consult with legal experts to ensure that you maintain the legal and practical aspects of your visa.
How Gherson can assist
Gherson’s Immigration Team are highly experienced in advising on UK visa matters. If you have any questions arising from this blog, please do not hesitate to contact us for advice, send us an e-mail, or, alternatively, follow us on Twitter, Facebook, Instagram, or LinkedIn to stay-up-to-date.
The information in this blog is for general information purposes only and does not purport to be comprehensive or to provide legal advice. Whilst every effort is made to ensure the information and law is current as of the date of publication it should be stressed that, due to the passage of time, this does not necessarily reflect the present legal position. Gherson accepts no responsibility for loss which may arise from accessing or reliance on information contained in this blog. For formal advice on the current law please do not hesitate to contact Gherson. Legal advice is only provided pursuant to a written agreement, identified as such, and signed by the client and by or on behalf of Gherson.
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