The UK’s diverse economy thrives on talent from across the world — but employing international workers comes with serious legal responsibilities. Every employer, from small businesses to multinational corporations, must adhere to immigration compliance regulations to ensure they meet Home Office standards.
This involves more than just checking documents; it’s about maintaining ongoing compliance with UK immigration law, protecting both your business and your workforce from potential penalties.
In this comprehensive guide, we’ll explain:
- What immigration compliance means in the UK context
- The employer’s legal duties when hiring overseas workers
- How to conduct proper right-to-work checks
- Common pitfalls and Home Office penalties
- How Salam Immigration can help businesses remain compliant
Understanding Immigration Compliance in the UK
The concept of immigration compliance in the UK was introduced to ensure that employers take responsibility for verifying the legal right of individuals to work in the country. It is part of a broader effort by the UK Visas and Immigration (UKVI) department to maintain a fair and lawful labour market.
The Foundation of Immigration Compliance
The legal framework for immigration compliance primarily stems from the Immigration, Asylum and Nationality Act 2006. This legislation made it a criminal offence for employers to knowingly hire individuals without the legal right to work in the UK. In addition, it introduced civil penalties for those who fail to carry out proper right-to-work checks.
Subsequent laws, such as the Immigration Act 2016, strengthened enforcement powers, allowing the Home Office to:
- Conduct unannounced inspections.
- Suspend or revoke sponsor licences.
- Issue financial penalties or criminal sanctions for breaches.
This framework ensures that all employers—whether sponsoring skilled workers or hiring temporary staff—play an active role in maintaining legal and ethical employment practices.
Why Immigration Compliance Matters
Failure to comply with immigration laws can have severe consequences, including:
- Civil penalties of up to £45,000 per illegal worker (rising to £60,000 from 2024).
- Criminal prosecution if the employer knowingly hires an illegal worker.
- Loss of a sponsor licence, which can disrupt business operations.
- Damage to reputation, affecting public trust and future recruitment efforts.
On the other hand, maintaining strong immigration compliance safeguards your business against legal risks and demonstrates your commitment to fair employment practices. It also helps build a stable, law-abiding workforce—a cornerstone of operational integrity.
Employer Responsibilities Under UK Immigration Compliance
Employers in the United Kingdom have a legal and ethical duty to ensure that every individual they hire has the right to work in the UK. This obligation extends beyond a single document check—it forms part of an ongoing immigration compliance process that must be actively monitored and maintained.
The Home Office expects all employers to demonstrate due diligence, ensuring their recruitment and employment practices align with current immigration laws. Below is a detailed breakdown of what those responsibilities entail.
1. Conducting Right to Work Checks
The most fundamental part of immigration compliance is the Right to Work check. Every employer must confirm that an employee is legally allowed to work in the UK before their employment begins.
There are three main types of right-to-work checks:
a. Manual Right to Work Check
This involves reviewing original documents in the presence of the employee (either physically or virtually through a permitted online process). Acceptable documents include:
- A valid UK passport.
- A biometric residence permit (BRP).
- A share code from the Home Office online service (for digital immigration status).
- Immigration status documents issued by the Home Office.
Employers must keep clear, dated copies of all documents as evidence that checks were performed correctly.
b. Online Right to Work Check
For workers with digital immigration status, employers can use the Home Office online checking service. Employees provide a share code, allowing the employer to verify their work rights directly.
This method is mandatory for most visa holders, such as Skilled Workers or those under the EU Settlement Scheme.
c. Employer Checking Service (ECS)
If an employee cannot present documents or a share code, employers can request verification from the Employer Checking Service (ECS). This ensures that individuals with pending visa applications or appeals can continue to work legally during review.
Failure to carry out these checks—or doing them incorrectly—can result in significant penalties.
2. Maintaining Proper Records
Employers must retain accurate, up-to-date records of all right to work checks. The Home Office requires that these documents:
- Are retained for the duration of employment and at least two years after employment ends.
- Are securely stored (digital or paper copies are acceptable).
- Clearly show the date of the check and who performed it.
Maintaining these records forms a “statutory excuse” — a legal defence that protects the employer from civil penalties if it is later found that a worker was not authorised to work.
3. Ongoing Monitoring and Follow-Up Checks
Compliance doesn’t end once an employee is hired. Employers must monitor visa expiry dates and conduct follow-up checks for employees whose right to work is time-limited.
A clear system should be in place to:
- Track visa expiration and renewal deadlines.
- Remind employees to provide updated documentation.
- Verify new immigration status when applicable.
Failing to perform follow-up checks can result in penalties—even if the original hiring process was compliant.
4. Reporting to the Home Office
For employers who hold a Sponsor Licence, there are additional immigration compliance obligations, including reporting certain employee activities to the Home Office via the Sponsorship Management System (SMS).
Employers must report:
- Changes in job title, salary, or work location.
- Extended absences from work.
- Termination of employment.
- Failure of an employee to start work as expected.
Reports must be submitted within 10 working days of the change. Neglecting this duty can lead to a compliance breach and the possible suspension or revocation of the sponsor licence.
5. Ensuring Ethical Recruitment Practices
Compliance extends beyond paperwork—it also means preventing exploitation and ensuring fairness during recruitment. Employers must:
- Avoid discriminatory practices in job postings and interviews.
- Ensure that employment contracts and pay align with Home Office guidelines.
- Verify that the role meets the required skill and salary thresholds for sponsorship (if applicable).
By implementing fair and transparent recruitment processes, employers not only comply with immigration law but also foster a reputation of trust and professionalism.
Sponsor Licence Duties and Compliance Audits
Employers who wish to hire international talent under visa categories such as the Skilled Worker Visa, Global Business Mobility, or Graduate Trainee routes must obtain a Sponsor Licence from the Home Office. Holding this licence gives an organisation the authority to sponsor non-UK workers—but it also introduces strict immigration compliance responsibilities that must be met continuously.
Let’s explore the key duties of licensed sponsors and how compliance audits are conducted to ensure adherence.
1. Core Sponsor Duties
Holding a Sponsor Licence is both a privilege and a responsibility. The Home Office expects sponsors to maintain high levels of integrity and accountability. These duties can be divided into three main categories:
a. Record-Keeping Duties
Sponsors must keep detailed records for every sponsored employee, including:
- Copies of passports, biometric residence permits (BRPs), and right-to-work checks.
- Employment contracts, job descriptions, and salary details.
- Evidence of recruitment processes (e.g., job advertisements and interview notes).
- Up-to-date contact information (address, phone, email) for each worker.
Failure to maintain these records can lead to compliance breaches or even the revocation of the licence.
b. Reporting Duties
Sponsors are legally obligated to report certain events or changes to the UK Visas and Immigration (UKVI) via the Sponsorship Management System (SMS). Reports must be submitted within 10 working days and include:
- When a sponsored worker fails to start employment.
- Changes in job role, salary, or work location.
- Absences from work exceeding 10 consecutive days without permission.
- Early termination or resignation.
These reports demonstrate that the employer is actively monitoring and managing its sponsored workforce.
c. Compliance with the Immigration Rules
Sponsors must ensure that:
- All sponsored roles meet the skill level and salary threshold set by the Home Office.
- Workers perform only the duties described in their Certificate of Sponsorship (CoS).
- No false or misleading information is submitted in licence applications or reports.
Any deviation from these rules can result in licence suspension or cancellation.
2. Home Office Compliance Visits
The Home Office conducts compliance audits both before and after a sponsor licence is granted. These visits can be announced or unannounced, and their purpose is to verify that employers are fulfilling their immigration compliance duties.
During an audit, UKVI officers may:
- Inspect HR systems, record-keeping, and right-to-work documentation.
- Interview staff responsible for immigration processes.
- Review sponsored employee records.
- Assess whether genuine employment relationships exist.
A compliance visit can result in one of three outcomes:
- Compliant – the licence remains active.
- Action Required – the employer must make specific improvements.
- Non-Compliant – the licence may be suspended or revoked.
Maintaining consistent compliance ensures continued access to the global talent pool.
3. Avoiding Common Compliance Mistakes
Many organisations lose their sponsor licence due to preventable errors. Common mistakes include:
- Failing to conduct proper right-to-work checks.
- Neglecting to report employee absences or role changes.
- Keeping incomplete or outdated records.
- Employing workers outside the scope of their visa permissions.
To avoid these issues, employers should:
- Conduct regular internal audits.
- Train HR staff on sponsor management responsibilities.
- Implement automated reminders for visa expiry dates and reporting deadlines.
4. Consequences of Non-Compliance
The Home Office takes immigration compliance very seriously. Employers who fail to uphold their duties can face significant consequences, including:
- Civil penalties of up to £20,000 per illegal worker.
- Revocation or suspension of the sponsor licence.
- Reputational damage and loss of ability to hire overseas workers.
- In severe cases, criminal prosecution and imprisonment.
Maintaining compliance not only protects the organisation from penalties but also reinforces credibility and professionalism within the UK job market.
Best Practices for Maintaining Immigration Compliance
Ensuring continuous immigration compliance is not merely about avoiding penalties—it’s about building a sustainable, transparent, and legally secure hiring framework. Employers who develop robust systems for monitoring and maintaining compliance are better positioned to attract and retain top international talent without legal complications.
Let’s explore the best practices every UK employer should adopt to maintain full immigration compliance.
Conduct Regular Internal Compliance Audits
One of the most effective ways to stay compliant is to regularly audit internal processes. These audits should:
- Verify that all right-to-work checks are properly documented and up to date.
- Ensure that every Certificate of Sponsorship (CoS) issued matches the employee’s actual job description and salary.
- Identify potential gaps in reporting, record-keeping, or documentation management.
Quarterly or bi-annual internal reviews can help identify issues before they escalate into Home Office violations. Many organisations also bring in external immigration consultants for independent assessments, ensuring complete objectivity and compliance confidence.
Implement Comprehensive Right-to-Work Procedures
Employers are legally required to verify that every employee—UK or international—has the right to work in the UK. To maintain compliance:
- Always check original documents or use the Home Office online checking service.
- Keep dated copies of documents and record the person conducting the verification.
- Set up alerts for visa expirations to ensure renewals or follow-ups occur promptly.
The Home Office allows employers to delegate these tasks, but ultimate responsibility still lies with the organisation. Hence, having a standardised and automated right-to-work system ensures consistency and accuracy.
Keep Records Organised and Accessible
Efficient record-keeping is central to immigration compliance. Employers should create digital archives of key documents, including:
- Passports, BRPs, and visas.
- Offer letters, job descriptions, and salary details.
- Attendance records and work location data.
All records must be stored securely but remain easily retrievable in case of a Home Office audit. Using HR management software can streamline this process, allowing for instant document access, expiry alerts, and compliance tracking.
Ensure Transparent Recruitment Practices
Transparency during recruitment reduces the risk of unintentional non-compliance. When hiring foreign nationals:
- Confirm that the job meets Home Office eligibility criteria, including the required skill level and minimum salary threshold.
- Avoid exaggerated job descriptions or unqualified roles.
- Maintain clear evidence of genuine recruitment efforts, especially for roles requiring sponsorship.
A transparent process demonstrates to the Home Office that international recruitment is being conducted ethically and legally.
Train HR and Management Teams
Immigration compliance involves several layers of responsibility—HR, line managers, and business owners all play a part. Therefore:
- Conduct training sessions on immigration law updates and sponsor licence obligations.
- Educate teams on how to identify potential compliance breaches early.
- Appoint a Key Personnel Team for the Sponsor Licence, including:
- Authorising Officer – oversees the entire licence system.
- Key Contact – liaises with the Home Office.
- Level 1 & 2 Users – manage day-to-day reporting and CoS allocation.
Empowering staff through knowledge and accountability ensures smoother operations and reduces risk.
Establish a Proactive Reporting System
Employers must report changes promptly through the Sponsorship Management System (SMS). To make this efficient:
- Maintain a centralised internal process where managers notify HR of any changes immediately.
- Set up reminders for key reporting timelines (e.g., 10 working days).
- Keep backup documentation to support every report made to the Home Office.
Being proactive rather than reactive in reporting prevents unnecessary scrutiny and strengthens credibility with immigration authorities.
Keep Up-to-Date with Immigration Policy Changes
Immigration law in the UK evolves regularly, with new rules, visa routes, and enforcement measures introduced frequently. Employers should:
- Subscribe to Home Office newsletters and immigration law updates.
- Work with immigration solicitors who can interpret and implement these changes efficiently.
- Review internal policies whenever new immigration regulations are announced.
Being informed ensures that the business remains compliant even when laws shift unexpectedly.
Create a Culture of Compliance
True immigration compliance goes beyond policies—it becomes part of the company culture. Employers should:
- Promote integrity and accountability throughout the organisation.
- Communicate regularly about the importance of lawful hiring and ethical employment practices.
- Reward teams or individuals who actively uphold compliance standards.
A culture built on transparency and adherence to rules reduces the likelihood of breaches and reinforces trust with both employees and regulators.
Collaborate with Immigration Experts
For many businesses, navigating the complexities of immigration law can be overwhelming. Partnering with qualified immigration solicitors ensures that employers:
- Receive expert advice on visa categories, sponsorship management, and documentation.
- Understand their obligations before, during, and after hiring foreign workers.
- Stay compliant during audits, renewals, and Home Office reviews.
This collaboration reduces errors, saves time, and helps organisations focus on their core operations while maintaining complete compliance, which is especially important for entrepreneurs interested in the UK Innovator Visa.
Consequences of Failing Immigration Compliance
Failing to meet immigration compliance obligations can have serious repercussions for UK employers. The Home Office views compliance as a shared responsibility between the government and businesses, and any negligence—intentional or accidental—can lead to significant consequences. Employers must understand the risks to safeguard their operations and reputation.
Below are the key implications of non-compliance.
1. Civil Penalties
One of the most immediate outcomes of non-compliance is a civil penalty. If an employer hires a worker who does not have the legal right to work in the UK and fails to conduct proper right-to-work checks, the Home Office can impose a fine.
As of 2024, penalties are:
- Up to £45,000 for a first-time breach per illegal worker
- Up to £60,000 for repeat offences
Even if the employer was unaware of an employee’s illegal status, they can still be fined unless they can prove they conducted the statutory excuse—a full right-to-work check as prescribed by law.
Civil penalties can be devastating for small and medium-sized businesses, often leading to financial instability or even closure.
2. Criminal Prosecution
In cases of deliberate or reckless hiring, employers can face criminal charges. It is a criminal offence under the Immigration, Asylum and Nationality Act 2006 to knowingly employ someone without lawful permission to work.
If convicted, employers can face:
- Up to five years of imprisonment
- Unlimited fines
- Director disqualification for company executives
This severe penalty is meant to deter employers from exploiting vulnerable workers or ignoring due diligence procedures.
3. Sponsor Licence Suspension or Revocation
For employers holding a Sponsor Licence under the Skilled Worker route, non-compliance can lead to suspension or revocation of the licence. The Home Office conducts random and targeted audits to ensure employers meet sponsorship obligations.
Common reasons for licence suspension include:
- Failure to report employee changes via the Sponsorship Management System (SMS)
- Incomplete or inaccurate record-keeping
- Non-genuine job roles or underpayment of sponsored employees
- Repeated non-cooperation during compliance visits
If the licence is revoked, all sponsored workers’ visas are cancelled within 60 days, forcing them to find alternative employment or leave the UK. For employers, this disrupts operations and damages credibility.
4. Damage to Business Reputation
The Home Office publicly names and shames companies fined for employing illegal workers. This public disclosure can severely harm a company’s reputation, leading to:
- Loss of clients and partners
- Difficulty attracting qualified employees
- Long-term brand damage, particularly in sectors dependent on public trust
Rebuilding credibility after a compliance breach can take years, making proactive measures far more valuable than reactive repairs.
5. Operational Disruption
An employer under Home Office investigation may face sudden operational challenges such as:
- Increased scrutiny during recruitment and audits
- Temporary restrictions on hiring sponsored workers
- Inability to renew existing visas or expand international teams
This kind of disruption can affect project deadlines, client contracts, and overall productivity, especially in industries reliant on skilled overseas labour.
6. Visa Refusals and Delays
Non-compliance records are shared across UKVI systems. Employers or sponsors with poor compliance histories may find future visa applications subject to additional checks or outright refusal.
This can make it harder to bring in new overseas staff, even if the business is otherwise legitimate and stable. Maintaining strong immigration compliance ensures smoother visa processing and sustained workforce planning.
7. Long-Term Legal and Financial Repercussions
Beyond immediate penalties, ongoing non-compliance can have enduring effects. Businesses may:
- Lose access to key immigration routes
- Face civil litigation from affected employees
- Spend substantial amounts on legal defence, audits, and remediation
In short, a single compliance failure can trigger a cascade of financial, operational, and legal setbacks. Preventing such outcomes requires a deep understanding of responsibilities and a proactive approach to managing immigration obligations.
How to Build a Robust Immigration Compliance Framework
Creating a strong immigration compliance framework isn’t just about ticking regulatory boxes—it’s about embedding accountability and transparency into every stage of your organisation’s hiring and employment process. A well-structured framework helps you stay compliant, reduce risk, and build credibility with both the Home Office and your workforce.
Below are the essential steps to design and maintain a robust compliance framework for hiring and managing international employees in the UK.
Develop a Formal Immigration Compliance Policy
The foundation of every compliance framework is a written policy that clearly outlines the organisation’s commitment to following UK immigration laws.
Your policy should:
- Detail procedures for right-to-work checks, sponsorship, and reporting obligations.
- Define the responsibilities of HR personnel, managers, and compliance officers.
- Include a step-by-step guide for handling document verification, visa renewals, and employee record updates.
This document should be reviewed at least annually to reflect changes in Home Office guidance or immigration legislation.
Create a Dedicated Compliance Team
Appointing a dedicated compliance team ensures consistency and accountability. Depending on the size of your organisation, this may include:
- Authorising Officer – oversees immigration-related responsibilities at the executive level.
- Key Contact – liaises directly with the Home Office.
- Level 1 and Level 2 Users – manage the Sponsorship Management System (SMS) and handle daily immigration operations.
These roles should be filled by trained professionals familiar with sponsorship obligations and the potential risks of non-compliance. Regular communication between this team and HR ensures no task or update falls through the cracks.
Integrate Right-to-Work Verification Tools
Manual verification can be error-prone, particularly when dealing with multiple visa types or ongoing document updates.
Modern employers should implement digital verification systems that:
- Automatically check immigration status using the Home Office’s online service.
- Generate audit trails for every verification performed.
- Send expiry alerts before visas or permits lapse.
Integrating these tools into your HR software reduces administrative burden and ensures compliance accuracy at every stage.
Conduct Regular Training and Awareness Sessions
Keeping staff informed is critical. Immigration rules change frequently, and without up-to-date knowledge, even well-intentioned employees can make compliance errors.
Effective training should:
- Educate staff on UKVI guidelines, document verification, and sponsor licence duties.
- Include scenario-based exercises for spotting red flags (e.g., expired visas, mismatched job roles).
- Be mandatory for all team members involved in recruitment, HR, or management.
Annual refresher sessions keep your team aware of new Home Office requirements and internal updates to procedures.
Implement Regular Internal Audits
A strong compliance framework is proactive, not reactive. Conducting internal audits every 6–12 months helps identify potential risks before they escalate into Home Office penalties.
Each audit should examine:
- Documentation completeness and accuracy.
- Timeliness of reporting on employee changes.
- Effectiveness of internal escalation and record-keeping processes.
Employers should also simulate Home Office inspections to prepare staff and assess procedural readiness. External audits by immigration solicitors can offer additional peace of mind.
Maintain Accurate Records for Every Sponsored Worker
Accurate record-keeping is one of the cornerstones of immigration compliance. Employers must retain documents for each sponsored worker, including:
- Proof of right to work (passport, BRP, or online status check).
- Employment contract and job description.
- Records of absences, salary changes, or promotions.
Records must be retained for the duration of employment and at least one year after the worker leaves. Employers should also ensure data protection laws are followed when storing sensitive information.
Establish Clear Communication Channels
Miscommunication can often lead to unintentional compliance breaches. Setting up clear reporting channels ensures that HR, management, and employees communicate promptly about any changes in employment status, personal details, or visa circumstances.
For example:
- Employees should inform HR immediately if their visa conditions change.
- HR should update the Sponsorship Management System (SMS) within 10 working days.
Transparent communication prevents delays in reporting and maintains alignment between all stakeholders.
Monitor Changes in Legislation and Guidance
Immigration law in the UK evolves rapidly. Whether it’s the introduction of new visa categories, adjustments to salary thresholds, or changes in sponsor obligations, employers must stay updated.
Practical steps include:
- Subscribing to Home Office updates and immigration law newsletters.
- Consulting regularly with immigration solicitors for guidance.
- Reviewing compliance frameworks whenever legislation changes.
A proactive approach ensures ongoing conformity with the latest rules and avoids unexpected non-compliance risks.
Partner with Immigration Solicitors for Strategic Guidance
Collaborating with qualified immigration solicitors provides invaluable legal and strategic support. They can assist employers with:
- Sponsor licence applications and renewals.
- Complex right-to-work cases and audits.
- Responding to Home Office investigations or compliance visits.
Legal experts can also review internal frameworks, provide corrective recommendations, and ensure that all documentation aligns with Home Office standards.
Benefits of Strong Immigration Compliance for Employers
Building and maintaining strong immigration compliance systems offers far more than just legal protection — it creates operational efficiency, improves recruitment reliability, and strengthens brand reputation. Businesses that consistently meet immigration obligations demonstrate accountability, which fosters trust among employees, clients, and regulators alike.
Let’s examine the key benefits of maintaining full immigration compliance in the UK.
1. Legal Protection and Reduced Risk
The most immediate advantage of maintaining immigration compliance is legal security. Employers who perform correct right-to-work checks, retain accurate records, and follow reporting obligations gain a statutory defence if ever accused of hiring someone illegally.
This not only helps businesses avoid costly penalties but also ensures that they can continue operating without fear of sudden inspections or legal disruptions.
2. Enhanced Reputation and Credibility
Compliance is a reflection of integrity. A business that adheres to immigration rules shows that it values ethical practices and fair treatment of its workforce.
When clients, partners, and the public see that a company upholds high compliance standards, it strengthens the brand’s credibility. This positive reputation can help attract top talent — both local and international — while also building stronger relationships with customers who value professionalism.
3. Greater Access to Skilled International Talent
Organisations that maintain good standing with the Home Office are trusted to sponsor skilled overseas workers under visa routes like the Skilled Worker Visa and Global Business Mobility Visa.
With a clean compliance record, businesses can:
- Secure new Certificates of Sponsorship with ease.
- Expand operations internationally without legal barriers.
- Retain talent longer by supporting visa renewals and settlements.
This access to a broader talent pool drives innovation and competitiveness in an increasingly globalised economy.
4. Operational Continuity and Stability
Employers who integrate compliance into their operational processes experience fewer disruptions. They are less likely to face unexpected audits, licence suspensions, or recruitment delays due to visa refusals.
By building compliance into daily HR operations — such as onboarding, record-keeping, and reporting — businesses ensure that workforce stability is maintained even as immigration laws evolve.
5. Financial Efficiency
Though compliance frameworks require upfront investment, the long-term savings are substantial. Avoiding civil penalties, preventing sponsor licence loss, and reducing staff turnover all contribute to greater financial stability.
Furthermore, consistent compliance reduces the need for emergency legal interventions, which can be both expensive and time-consuming.
6. Positive Employee Relations
A compliant workplace fosters confidence among international staff. When employees know that their visas, documentation, and rights are managed responsibly, they are more likely to feel valued and secure.
This, in turn, enhances morale, loyalty, and productivity — all of which are crucial for long-term business success.
7. Preparedness for Future Immigration Reforms
The UK’s immigration landscape is constantly changing, from adjustments in salary thresholds to new visa categories and compliance measures. Businesses that have robust systems in place can quickly adapt to these reforms without disruption.
Proactive compliance enables companies to future-proof their operations and remain agile in an ever-evolving regulatory environment.
Why Immigration Compliance Should Be a Business Priority
For UK employers, immigration compliance is not just a legal obligation — it is a strategic necessity. In an era of global mobility and dynamic workforce trends, maintaining compliance ensures that your business remains competitive, credible, and secure.
By embedding compliance into the DNA of your organisation — through strong policies, digital verification systems, regular training, and collaboration with immigration solicitors — you can protect your operations while enabling growth and innovation.
A well-managed compliance framework provides peace of mind, enhances reputation, and opens doors to international talent — all while ensuring your organisation operates within the full scope of UK immigration law.
How Salam Immigration Can Help
At Salam Immigration, we specialise in helping UK employers navigate complex immigration regulations with clarity and confidence. Our experienced team assists with:
- Sponsor Licence applications and renewals
- Right-to-work audits and Home Office compliance checks
- Skilled Worker Visa sponsorship management
- Strategic compliance consulting for HR teams
Whether you’re an established company or a growing business looking to hire international employees, Salam Immigration ensures that your processes remain fully compliant, efficient, and legally sound.
Contact Salam Immigration today to discuss your immigration compliance needs and build a secure, future-ready workforce.
