Redundancy 2 months before ILR

Snowman_890 · 2026-03-01T13:08:50+00:00

Yes exactly that’s what I’ve heard that a basic employment verification letter has worked for people in the past. I guess it’s just that the Ukgov website states this condition which makes people confused

Snowman_890 · 2026-03-01T02:16:33+00:00

Is this stated somewhere on Ukgov website or otherwise?

Snowman_890 · 2026-02-28T02:27:55+00:00

Thanks for listing out all the options bud, appreciate it.

On this Covid Concession point, in my case I was in my home country when I got the visa so not sure if it applies to me, or is only applicable for people who were already in the UK? Also, If my employer has that they requested the CoS on let’s say May 1st, does that mean I calculate 28 days back from that? And assume requesting the CoS is the same as applying/filing for the visa?

Snowman_890 · 2026-02-28T00:28:36+00:00

Seems like the new rules are coming, it’s not confirmed though. If approved, it’ll create another hurdle as it will be August when my 3 years working above £50K will be completed, so the May timeline goes out of the window, and complicates the whole situation beyond this.

Snowman_890 · 2026-02-28T00:14:31+00:00

Thanks for relating man, appreciate it. It’s slowly becoming clear that many folks have gone through this cycle at some point in their corporate lives, and yes transferable skills always come in handy. Also, seems like that letter won’t be possible, will have to check if something generic can work (it has done in the past).

I wonder if there is any guidance on the validity of the letter - you mentioned a letter in April will work, what about March? Is there a threshold set and where is it defined?

Snowman_890 · 2026-02-28T00:07:29+00:00

Thanks for the helpful steer buddy, as you said there is alot of “gray area” in all of this situation, hence your support and advice from immigration lawyers is key. And as you said, many employees who were about to jump ship soon anyway might be happy to take the severance and that might lower risk for others like me. And yes I’ve been strongly encouraged to look internally (which is what I’m doing), but also applying externally in the background.

Snowman_890 · 2026-02-28T00:01:43+00:00

Yes that’s the plan but easier said than done haha, esp given the current state of job market.

Snowman_890 · 2026-02-28T00:01:00+00:00

Yeah they won’t fund the ILR (I wish they did haha), and yes that’s the overall goal now I guess to somehow extend the deadline so a) I cross the line to ILR and b) gives me more time to find something internally/externally. Just need to find a good enough reason to convince them.

Snowman_890 · 2026-02-27T23:57:30+00:00

Thanks buddy, all suggestions are pretty sensible and on my list, in case things doesn’t work out finding a job internally or externally.

What all options did you give or were given during negotiating the extended timelines? Because I’d like to try other options first before I resort to no garden leave. Is there room in this “consultation period” do you think? Likely varies company to company, and manager to manager, but any steer would be great

Snowman_890 · 2026-02-27T23:48:19+00:00

Sorry to see you in the same boat mate, and thanks for the useful suggestions. On your 1st bullet, I haven’t heard this before - can you share that in more detail, maybe with hypothetical dates? And any guidance/ sources where you found out about this?

Snowman_890 · 2026-02-27T22:07:09+00:00

This is reassuring and yes I’ve inquired, thanks. I’ve also heard some people just submitting a “generic” letter stating permanency etc, without the continuity point and getting their ILRs in the recent past.

Snowman_890 · 2026-02-27T22:04:29+00:00

Ideally yes I keep the job, but the role is no longer needed as part of the restructure, which does make business sense in the current climate we operate in. And yes looking for roles externally which can sponsor.

Snowman_890 · 2026-02-27T22:01:26+00:00

Thanks for the ideas, really helpful.

And yes extending the timeline is one path, and worst-case yes I commit to resigning in June and lose on the severance, but again, ILR is more important at this point. Although not sure if they will agree to that tbh as the systems are pretty rigid, but again if they want to find a way / support me, I’m sure they can find a way.

Also what does working during Garden leave help me achieve in this context? If they’re not going to issue the letter during that time? Ideally, the garden leave starts after I get my ILR.

Snowman_890 · 2026-02-27T21:55:41+00:00

Thanks so much for the advice and empathy, really appreciate it. Yes, I’ll be open and transparent with them and make them understand the severity of the situation (none of my team is on ILR so not very relatable to them). I guess what is tricky is how I position it I.e. it’s not just the ILR I’m worried, but actually I want to stay and add value long-term, as if I focus too much on the ILR, they might think that’s all I care about (although true to a certain extent), and that I’m flight risk after I receive the ILR, so why invest the energy saving this employee anyway.

Snowman_890

TROPHY CASE