Immigration Reimbursement Policy
The University of St Andrews recognises the advantages that migrant workers bring to the organisation and is committed to assisting, wherever possible, with the relocation and immigration processes.
This policy sets out the Universitys approach to the reimbursement of immigration costs and applies to both current and potential employees regardless of contractual status or grade.
Reimbursement of visa costs is managed by Human Resources and will be reimbursed to the employee upon production of their visa and valid proof of payment.
Tier 1
Human Resources will not reimburse any cost associated with obtaining a Tier 1 visa unless it is expressly agreed with the Office of the Principal or Director of Human Resources during the recruitment process and prior to submitting the application. If an agreement is reached that the costs associated with Tier 1 are to be reimbursed then the following repayment clause will apply:
- If the employee leaves within 6 months of the visa being issued then they will repay 80% of the cost to the University
- If the employee leaves between 6 months and 12 months of the visa being issued then they will repay 60% of the cost to the University
- If the employee leaves 1 year and 18 months of the visa being issued then they will repay 40% of the cost to the University
- If the employee leaves between 18 months and 2 years of the visa being issued then they will repay 20% of the cost to the University.
- After 2 years no repayment to the University is required.
This provision includes all sub-categories of Tier 1 including, but not limited to, Tier 1 (General) and Tier 1 (Exceptional Talent).
Tier 2
Human Resources will pay the cost of the Tier 2 Certificate of Sponsorship directly to the UK Border Agency.
Human Resources will only reimburse the postal visa application fee for the employee and their dependant(s) under Tier 2 (General).
Human Resources will not reimburse any additional costs incurred by the employee in obtaining their visa including but not limited to postage fees, biometric processing fees, Police Registration Fees, test fees, or any travel costs to obtain the visa or have biometrics taken. Any exceptions to this must be expressly agreed with the Office of the Principal or Director of Human Resources prior to submitting a visa application.
Tier 5
Human Resources will only pay the cost of the Tier 5 Certificate of Sponsorship directly to the UK Border Agency. However Human Resources will not reimburse any cost incurred by the employee in obtaining their visa application or their dependant(s) visa under Tier 5.
Settlement
Human Resources will only reimburse the cost of settlement for employees that are, at the time of their settlement application, employed on a Tier 2 visa or Work Permit with the University. Any exemptions to this rule must be expressly agreed with the Office of the Principal or Director of Human Resources prior to submitting the settlement application.
The settlement postal application fee for the employee and their dependant(s) is reimbursed by Human Resources, on the basis that if the employee leaves the University, voluntarily, within 2 years of their visa being issued then the following repayment clause will apply:
- If the employee leaves within 6 months of the visa being issued then they will repay 80% of the cost to the University
- If the employee leaves between 6 months and 12 months of the visa being issued then they will repay 60% of the cost to the University
- If the employee leaves 1 year and 18 months of the visa being issued then they will repay 40% of the cost to the University
- If the employee leaves between 18 months and 2 years of the visa being issued then they will repay 20% of the cost to the University.
- After 2 years no repayment to the University is required.
Human Resources will not reimburse any additional costs incurred by the employee in obtaining their visa including but not limited to postage fees, biometric processing fees, Police Registration Fees, Life in UK test fee, or any travel costs to obtain the visa or have biometrics taken.
Other Immigration categories
Human Resources will not reimburse any costs associated with any other immigration category such as, but not limited to, UK Ancestry Visa, UK Citizenship, Naturalisation, Right of Abode, or EEA Family Permit unless expressly agreed in advance with the Office of the Principal and/or Director of Human Resources.
General provisions
Employees can make an application in person at the Public Enquiry Offices using the UKBA premium service for which there is a higher application fee. However, Human Resources will only reimburse the equivalent postal cost regardless of visa category. Any exemptions to this rule must be expressly agreed with agreed with the Office of the Principal or Director of Human Resources prior to submitting the application.
If the employee does not have enough funds to pay the application fees then Human Resources will consider paying for the application directly or offering an advance on salary, if applicable. This must be discussed and agreed with Human Resources prior to submitting the visa application.
Human Resources will not reimburse any costs incurred by the employee who wishes to use the services of a third party, including but not limited to an immigration lawyer, a registered immigration advisor or any UK immigration advisory service.
There is nothing to prevent Schools/Units from reimbursing any visa costs not reimbursed by Human Resources subject to agreement of the Head of School/Unit.
In cases of redundancy Human Resources will not claim back any reimbursement of visa expenses already paid to the employee.
The cost of visas can be found at http://www.ukba.homeoffice.gov.uk/aboutus/fees/.
If you have any queries regarding this process, please contact Cameron Little in Human Resources on 01334 462497 or e-mail cl81@st-andrews.ac.uk.
Human Resources
October 2012