Do I need a birth certificate to apply for a Skilled Worker visa in the UK?

14 Nov 2023, 33 mins ago

Explore the role of birth certificates in Skilled Worker visa applications.

The Skilled Worker visa application process entails numerous documents and requirements to navigate. One question that often arises is whether a birth certificate is necessary for the application. The answer to this, like many aspects of immigration, depends on the context.

A birth certificate is typically not required for Skilled Worker visa applications on behalf of the main applicant. However, this document may become crucial when applying on behalf of a dependant under the age of 18.

The Home Office seeks to ensure that the person applying for a visa as a dependent child is indeed related to the main applicant. A birth certificate of a dependent child helps maintain the integrity of the visa application process by serving as proof of the biological or legal relationship between the child and the main applicant. The birth certificate also serves as one of the supporting documents that evidence parental responsibility of the main applicant and confirm the existence of a family relationship. This helps in avoiding fraudulent claims and ensures that the visa is granted to genuine dependants.

Therefore, whilst a birth certificate may not be necessary for the main applicant in a UK Skilled Worker visa application, it plays a vital role in establishing familial ties for dependent children.

It goes without saying that circumstances of adopted children may be different, and it is recommended to obtain legal advice to understand what documents may be required to establish parental responsibility and family relationship with the main applicant.

How Gherson can assist

Gherson’s Immigration Team are highly experienced in assisting with Skilled worker applications. 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 TwitterFacebookInstagram, 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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