Attending in Person at PEO Glasgow?

IN THIS SECTION

Please note that Tier 2, Indefinite Leave to Remain and any other applications which attract the right to apply in person are now required to stay at PEO Glasgow until a decision has been made.

This is only practiced at PEO Glasgow and not in any of the other PE Offices across the UK.

Previously, applicants and their dependants were only required to remain in the premises until their bio-metrics were taken, at which point they were free to leave while the applicants’ representative remained to learn the decision.

This has now changed as regards all applications at PEO Glasgow, and applicants as well as HR functions must note the requirement to remain until the outcome is communicated by a UKVI official.

If you require assistance with your application, contact us on 020 7494 0118.

Author

Founder and Managing Director Anne Morris is a fully qualified solicitor and trusted adviser to large corporates through to SMEs, providing strategic immigration and global mobility advice to support employers with UK operations to meet their workforce needs through corporate immigration.

She is a recognised by Legal 500 and Chambers as a legal expert and delivers Board-level advice on business migration and compliance risk management as well as overseeing the firm’s development of new client propositions and delivery of cost and time efficient processing of applications.

Anne is an active public speaker, immigration commentator, and immigration policy contributor and regularly hosts training sessions for employers and HR professionals

About DavidsonMorris

As employer solutions lawyers, DavidsonMorris offers a complete and cost-effective capability to meet employers’ needs across UK immigration and employment law, HR and global mobility.

Led by Anne Morris, one of the UK’s preeminent immigration lawyers, and with rankings in The Legal 500 and Chambers & Partners, we’re a multi-disciplinary team helping organisations to meet their people objectives, while reducing legal risk and nurturing workforce relations.

Read more about DavidsonMorris here

 

Legal Disclaimer

The matters contained in this article are intended to be for general information purposes only. This article does not constitute legal advice, nor is it a complete or authoritative statement of the law, and should not be treated as such. Whilst every effort is made to ensure that the information is correct at the time of writing, no warranty, express or implied, is given as to its accuracy and no liability is accepted for any error or omission. Before acting on any of the information contained herein, expert legal advice should be sought.

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