Curtailment meaning

The circumstances in which an incumbent office-holder needs to resign from their appointment are: ill-health retiring as, or stopping practice as, a licensed insolvency practitioner (IP) a conflict of interest, or a shift in personal circumstances, that prevents or renders impracticable the continued performance of duties Examples include curtailment or withdrawal of the IP’s licence to act, the IP changing firm with appointments not transferring, or alternative arrangements being put in place for those appointments. This Checklist should be read alongside the Checklist on the block transfer of office-holder appointments: Procedure for block transfers of office-holder appointments—checklist, as a block transfer order can often be the speediest and most economical means of addressing the situation. Further guidance appears in the Practice Note: Block transfer orders—the law and practice. An office-holder can also be displaced by creditors, which may need to be factored in. For more detail, see: Removal of an office-holder—checklist. While the various insolvency regimes share broadly...

Home Office enforcement and licence revocations In recent years, compliance and enforcement activity has intensified, with more suspensions and revocations. According to the Home Office, last summer it recorded 1,948 sponsor licence revocations between July 2024 and June 2025—over twice the 937 in the prior year, and far above the 261 and 247 recorded in earlier years. This sharp rise is linked to the expansion of digital compliance checks, underpinned by broader data sharing with HMRC on PAYE records, which enables the Home Office to spot more swiftly and accurately when a sponsored worker is not being paid in line with their CoS. This information exchange is expected to scale up further, with revocations likely to climb as a result. Collaboration with other government departments has also enhanced the Home Office’s ability to oversee sponsor obligations remotely, reflected in the shift from traditional in-person compliance audits to predominantly digital reviews for sponsors...

In this issue: Key developments UK immigration control: how it works Sponsored work EU law rights and the EU Settlement Scheme Challenging immigration decisions and enforcement Daily and weekly news alerts New and updated content Key developments Future developments—Immigration calendar and Immigration White Paper Note that our Immigration calendar highlights key forthcoming milestones for business immigration advisers. Separately, our Practice Note: Immigration White Paper 2025—summary, tracker and resources supplies an updated, broad overview of activity tied to the May 2025 White Paper ‘Restoring control over the immigration system’, including the ‘Earned settlement’ plans. It distils the principal proposed reforms for business immigration practitioners, offers commentary on likely implications, and tracks delivery on a rolling basis. It also links to relevant resources. UK immigration control: how it works Home Office updates guidance to introduce three-tier prioritisation for public funds access The Home Office has revised its guidance on Permitting Access to Public Funds and...

In this issue Key developments UK immigration control: how it works Challenging immigration decisions and enforcement Citizenship applications Daily and weekly news alerts New and updated content Key developments Future developments—Immigration calendar Note that our Immigration calendar outlines the principal forthcoming developments relevant to business immigration advisers. Key developments Conservative Manifesto—key immigration policies The Conservative Party has released its manifesto for the General Election scheduled for 4 July 2024. It presents a series of proposals and measures focused on immigration and asylum that the party intends to introduce or continue should it win the election. This piece provides a concise overview of the main points. See: LNB News 11/06/2024 27. Liberal Democrat Manifesto—key immigration policies The Liberal Democrat Party has published its manifesto for the General Election taking place on 4 July 2024. It sets out a range of announcements and policies concerning immigration and asylum that the Liberal Democrats plan to...

Important note—Archived Practice Note This Practice Note is no longer maintained, as it concerns the position before the rollout of simplified Immigration Rules and processes around, and leading up to, the end of the Brexit transition period. It is kept as an archive for historic interest. The Home Office operates a policy of keeping important original documents where an in-country application has been refused or treated as invalid, in cases where the applicant holds no leave other than statutory leave under sections 3C or 3D of the Immigration Act 1971 (IA 1971). Note that IA 1971, s 3D was removed with effect from 1 December 2016. For more detail, see Practice Note: Dealing with curtailment and cancellation. This approach has caused various practical problems, for example when making a fresh application for leave to remain or arranging voluntary departure. This Practice Note addresses these elements of document retention: the principal legislation and relevant Home Office guidance the choices where the Home Office has...

This Practice Note examines the legal and practical outcomes of curtailing and cancelling permission to enter and remain, and their impact. It further summarises the avenues by which curtailment and cancellation may be contested. Advisers should remain alert to the different bases on which curtailment and cancellation could be impugned (for example, for procedural unfairness), so they can shape advice wherever it appears such a step might be contemplated, in any given case and at an early stage. See: The scope of judicial review challenges to curtailment and cancellation. In this Practice Note, the expressions ‘leave to enter/remain’ and ‘permission to enter/stay’ are used interchangeably. Within the Immigration Rules for simplified routes, the word ‘permission’ has replaced ‘leave’, yet the earlier term continues in other categories of stay and in the relevant legislation. Curtailment Curtailment is the process by which the Secretary of State for the Home Department (SSHD) reduces the extant permission of individuals already present in the...

This Practice Note This Practice Note explains the administrative removal regime as amended by the Immigration Act 2014, identifying who is and is not subject to removal and the destinations to which removal may occur. It also sets out the considerations to be weighed when deciding on removal and the extra safeguards that apply in family situations. Further amendments to removal notices were introduced by the Nationality and Borders Act 2022 (NBA 2022), although not all provisions are currently in force. For additional context, see News Analysis: Nationality and Borders Act 2022—summary for non-asylum practitioners. From 20 November 2023, the process and deadlines for removal notices have been put on a statutory footing, ordinarily requiring a five-working day notice period, which remains effective for 21 days where a first removal attempt fails for reasons beyond the Home Office’s control (see below). As enacted, NBA 2022 also anticipates a system of ‘priority removal notices’ (PRNs), intended to limit the scope for delaying removals through sequential or unmeritorious claims, appeals or...

Instructions: please read all of this before filling in the form Throughout this form, when we refer to: the ‘child’, we mean the child (including an unborn child) for whom you intend to take shared parental leave/pay; and the ‘Mother’, we mean that child’s mother or expectant mother. To take shared parental leave and/or claim shared parental pay, you must be: the child’s father; and/or married to the Mother; or the Mother’s civil partner; or the Mother’s ‘partner’. In this form, ‘partner’ means someone who lives with the Mother and will live with the child in an ‘enduring family relationship’, but is not the Mother’s child, parent (including adoptive or former adoptive parents), grandchild, grandparent, brother, sister, half-brother, half-sister, aunt, uncle, niece or nephew. Provided you fall into one or more of the categories above, every reference in this form to the ‘Father or Partner’ is a reference to you...

Instructions: please read all of this before filling in the form This form should be completed by you if you are an adopter, or a prospective adopter, employed by the Company who intends to: take shared parental leave and/or apply for shared parental pay; and/or authorise the use of shared parental leave and/or the claiming of shared parental pay by a person (referred to below as the ‘Adopter’s Partner’) who is your spouse, your civil partner, or your ‘partner’. A ‘partner’ is someone who lives with you and will live with the child in an enduring family relationship, but is not your child, parent, adoptive parent, former adoptive parent, grandchild, grandparent, brother, sister, half-brother, half-sister, aunt, uncle, niece or nephew. If you are, or will be, entitled to statutory adoption leave in your employment with the Company, you must end that entitlement before you can take shared parental leave. In addition, you must either curtail your statutory adoption leave early, or set...

Instructions: please read all of this before filling in the form Please read all of this before completing the form. This form is to be used by you if you are a mother, or an expectant mother, employed by the Company who wishes to: exercise shared parental leave rights and/or apply for shared parental pay; and/or permit the exercise of shared parental leave rights and/or the claiming of shared parental pay by a person (described below as the ‘Father or Partner’) who is the child’s father or expectant father, and/or is married to you, or is your civil partner, or is your ‘partner’ (a ‘partner’ is someone who lives with you, and will live with the child, in an ‘enduring family relationship’, but is not your child, parent, adoptive parent, former adoptive parent, grandchild, grandparent, brother, sister, half-brother, half-sister, aunt, uncle, niece or nephew). If you are, or will be, entitled to statutory maternity leave from your employment with the Company,...

A Tier 2 (General) migrant (the applicant) must observe any conditions attached to their leave. Examples include no recourse to public funds and a requirement to work mainly for the Tier 2 (General) sponsor named on their Certificate of Sponsorship (CoS). Supplementary employment is allowed, but only in limited circumstances in practice. See Practice Notes: Applying under the Skilled Worker route and Conditions of permission to enter or stay in the UK. If the applicant will no longer work for the sponsor listed on their CoS, they will not continue to meet the requirements of a Tier 2 (General) visa. This is a frequent basis for mandatory curtailment under the Immigration Rules, Part 9, para 323A(i)(2). Curtailment is the process by which the Secretary of State for the Home Department shortens the existing leave of persons already in the UK. Leave is either curtailed with immediate effect or the remaining period of leave is shortened, usually to a period of 60 days. See Practice Notes: Changes of circumstances and...