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Welcome Vinod Sharma
Welcome Vinod Sharma
We are delighted to announce that Vinod Sharma has joined us.
Vinod is an experienced immigration Solicitor who can advise on all types of visa applications but who has a particular specialism in assisting clients with sponsorship licences.
With tighter immigration controls and as the impact of Brexit starts to take effect, immigration law is becoming ever more complex and important.
We are looking forward to working with and supporting Vinod who brings a wealth of experience and knowledge to Kilgannon & Partners having previously owned and run a London law firm. Vinod’s addition to the firm will greatly benefit our clients.
Vinod can be contacted on:
vs@kilgannonlaw.co.uk / 07359 109 473
Kilgannon & Partners outlines key steps to comply with the new UK duty to prevent workplace sexual harassment. Services include risk assessments, policy updates, staff training, and confidential reporting. Contact us for support.
The UK Home Office has expanded its sponsor licence priority services to offer greater flexibility and faster processing for prospective and current sponsors of migrant workers.
Removal of the Pre-Licence Priority Service Cap
Previously, the Home Office limited the number of daily applications for its pre-licence priority service to 30. This daily cap has now been removed. The pre-licence priority service is designed for organisations that have applied for a sponsor licence and seek to bring skilled workers to the UK more swiftly. By paying a £500 fee, applicants can reduce their waiting time from approximately eight weeks to around ten working days.
Kilgannon and Partners are pleased to post that our client, Carmen Chevalier-Firescu, has succeeded in defending an appeal from HSBC about the strike out of her claim in the Court of Appeal. Carmen’s claim was initially struck out by the East London Employment Tribunal. One of the reasons given was that it was not just and equitable to extend time. The Employment Appeal Tribunal decided that this needed to be revisited by the Tribunal. This led to HSBC appealing to the Court of Appeal to try and reinstate the original decision.
An employer must check right to work through one of the following three methods before the employee commences employment
Extension of whistleblowing protection: A case of public importance: Disclosures made before commencement of employment and disclosures made by charity trustees.
At Kilgannon and Partners, we are proud to support the movement towards more flexible working arrangements, as emphasised in the recent report by Pregnant Then Screwed. This groundbreaking report sheds light on the transformative impact flexible working can have on employees, employers, and society as a whole.
Unfair dismissal claims are among the most common types of cases brought before employment tribunals. Defending these claims effectively requires careful strategy, meticulous preparation, and a strong understanding of the legal complexities involved. This article outlines key strategies for UK employers to maximise their chances of success in unfair dismissal cases.
The concept of a 4-day work week—where employees work the same number of hours but compressed into four days instead of five—has been gaining momentum globally. With a large-scale UK trials showing overwhelmingly positive results, many businesses are pondering if this could be the future of work.
The Labour Government has set itself a big target to modernise the world of work by promising to introduce legislation within 100 days of entering government.
During the election, Labour pledged to initiate substantial reforms to UK employment law within the first 100 days of taking office. While these changes will likely be proposed quickly, the process to enact them into law will take time. This article outlines the proposed reforms from Labour’s 2024 manifesto and their "Plan to Make Work Pay: Delivering a New Deal for Working People," providing an overview of what UK employers can expect.
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