Apply for settlement if you're a Turkish Worker or Businessperson

Overview

You can apply for indefinite leave to remain (settlement) if you’re in the UK on a:

Turkish Worker visa

Turkish Businessperson visa

Your family members (‘dependants’) can also apply for settlement.

Fees

The application fee is £2,389.

You also need to pay £19.20 to have your biometric information (fingerprints and a photo) taken.

If you have family members applying for settlement with you, you’ll need to pay the £2,389 application fee (The application fee) and the £19.20 biometric information fee for each person.

If your partner is applying to extend their visa, their fee is £1,033 instead. They’ll need to pay the healthcare surcharge.

How long you can stay

Getting indefinite leave to remain (indefinite leave to remain (settlement)) means you can continue to live and work in the UK for as long as you like. It (indefinite leave to remain (settlement)) will mean you’re eligible:

to take up any job

to run a business

for public services, such as healthcare and schools

for public funds and pensions

for British citizenship, if you meet the requirements

Eligibility

To be eligible to settle in the UK, you must have:

passed the Life in the UK test

registered with the police if you were told to

been living and working in the UK for the last 5 years without receiving public funds

spent no more than 180 days outside the UK in any 12 months in the last 5 years

You must continue to run a business if you’re on a Turkish Businessperson visa.

Your application might be refused if, for example, you’ve:

got a criminal record in the UK or another country

provided false or incomplete information to the Home Office

broken UK immigration law

Read the guidance on why applications can be refused.

Documents you must provide

You must provide:

a current passport or other valid travel identification

previous passports showing you’ve been living legally in the UK for the past 5 years - if your current passport does not show this

the unique reference code that proves you passed the English language requirement (the knowledge of language requirement)

your police registration certificate covering the past 5 years (unless you did not need to register)

If you’re a Turkish Businessperson

You’ll also need to prove that you’re continuing to run a business. You might need to provide documents, such as:

invoices showing work done

business bank statements

proof of National Insurance contributions - if appropriate

advertising materials

proof of renting or having purchased business premises

Family members

Your family members (‘dependants’) can also apply to settle or extend their visa if they are:

your partner (husband, wife, civil partner or the person you’ve been in a genuine relationship with for 5 years before applying to settle)

your child under 21 or in limited circumstances over 21 (including children born in the UK)

Partners applying for indefinite leave to remain

If your partner is applying for indefinite leave to remain, they must:

have been granted leave as your dependant

have lived in the UK with you for a continuous period of 5 years

have met the knowledge of language and Life in the UK test

Partners applying to extend their visa

If you already have indefinite leave to remain, but your partner has not been here for 5 years on your visa (their visa) they can apply to extend their visa.

For your partner to qualify, they must:

have last been granted entry clearance or leave to remain as your dependant

be living together with you in a genuine relationship

be living in suitable accommodation which you maintain without access to public funds

be registered with the police if they were told to

Children applying for indefinite leave to remain

For your children or child to apply for indefinite leave to remain, they (your partner) must:

apply at the same time as both parents, or where both parents are settled already

not be married, in a civil partnership, have formed an independent family unit or be leading an independent life

have met the knowledge of language requirement and Life in the UK test - if they’re 18 or over

have registered with the police if they were told to and are 16 or over

Your child may also be able to apply if one of the following applies:

you’re the child’s only living parent

you have sole responsibility for them (the child’s)

there are serious reasons to let your child (the child’s) stay in the UK, for example they (the child’s) have a serious illness

their (the child’s) other parent is in the UK legally

If you already have indefinite leave to remain, your child (the child’s) may be eligible to apply if their (the child’s) other parent is extending a Turkish visa.

Documents your family need to provide

Each family member must provide:

2 passport size colour photographs

proof of your relationship, for example a marriage or birth certificate, council tax bills or bank statements

proof they will live permanently with you, for example letters from your child’s school or their (the child’s) doctor

proof that you have sole responsibility for any children aged under 21 if the other parent will not be in the UK (for example, written permission or relevant legal documents)

Apply

You can apply to settle in the UK (indefinite leave to remain). Your family members (‘dependants’) can also apply to settle or extend their visa. You must be in the UK to apply.

You must apply online.

Get help using a computer to apply online

You can get help with:

accessing a computer or the internet

finding the right information on GOV.UK

You cannot get advice on:

whether you’re eligible to apply

what information to put in your application

an application you’ve already made

Providing biometric information and supporting documents

When you apply, you’ll be asked to make an appointment at a UK Visa and Citizenship Application Services (UKVCAS) service point to provide your biometric information (your fingerprints and a photo).

Any children aged 6 and over who you’ve included in your application form must also provide biometric information.

You’ll also need to submit your supporting documents. You can:

upload them (your supporting documents) into the online service

have them (your supporting documents) scanned at your UKVCAS (UK Visa and Citizenship Application Services (UKVCAS)) appointment

You must not travel outside of the UK, Ireland, the Channel Islands or the Isle of Man until you get a decision. Your application will be withdrawn if you do.


Claim asylum in the UK

Overview

You must apply for asylum if you want to stay in the UK as a refugee.

To be eligible you must have left your country and be unable to go back because you fear persecution.

Apply for a visa if you want to come to the UK for another reason (for example to work, study or remain with family). If you’re already in the UK and want to remain with family living here, apply for a family of a settled person visa.

You should apply when you arrive in the UK or as soon as you think it would be unsafe for you to return to your own country (your country). Your application is more likely to be denied if you wait.

When you apply you’ll have a meeting with an immigration officer (known as a ‘screening’).

After your screening the Home Office will decide if your claim can be considered in the UK. If it can, you’ll have an asylum interview with a caseworker.

You’ll usually get a decision on your application (your claim) within 6 months.

You can get up to 2 years in prison or have to leave the UK if you give false information on your application (your claim).

Waiting for your decision

You’ll be told after your screening what you must do while you’re waiting for your asylum decision (your decision), for example report to a caseworker regularly (known as ‘reporting meetings’).

You must tell the authorities if your situation changes.

You will not usually be allowed to work while your asylum claim (your claim) is being considered.

Help you can get

You can get help with:

getting legal representation for your asylum claim (your claim)

living in the UK while you wait for your decision

Children applying on their own

You can apply as a child on your own if you do not have an adult relative who is also claiming asylum.

Eligibility

To stay in the UK as a refugee you must be unable to live safely in any part of your own country because you fear persecution there.

If you’re stateless, your own country is the country you usually live in.

This persecution must be because of:

your race

your religion

your nationality

your political opinion

anything else that puts you at risk because of the social, cultural, religious or political situation in your country (your own country), for example, your gender, gender identity or sexual orientation

You must have failed to get protection from authorities in your own country.

When your claim might not be considered

Your claim might not be considered if you:

are from an EU country

travelled to the UK through a ‘safe third country’

have a connection to a safe third country where you could claim asylum

Generally, a safe third country is one that:

you’re not a citizen of

you would not be harmed in

would not send you on to another country where you would be harmed

Family members

You can include your partner and your children under 18 as ‘dependants’ in your application if they’re with you in the UK.

Your children under 18 and your partner can also make their own applications at the same time, but they will not be treated as your dependants.

Documents you must provide

You’ll need documents for yourself and your dependants (partner and children under 18) for your asylum screening.

Documents you should bring (if you have them) include:

passports and travel documents

police registration certificates

identification documents, for example identity cards, birth and marriage certificates or school records

anything you think will help your application

Documents to prove your UK address

If you’re already in the UK, you and your dependants must bring documents that prove your UK address.

You’ll need different documents depending on whether you’re living in your own accommodation or staying with someone else.

Living in your own accommodation

You’ll need to provide documents showing your full name and address. This could be a:

bank statement

housing benefit book

council tax notice

tenancy agreement

household bill

Staying with someone else

You’ll need to provide:

a recent letter (less than 3 months old) from the person you’re staying with (someone else) to confirm you have their (someone else) permission to stay

documents showing the full name and address of the person you’re staying with, like a council tax notice, tenancy agreement or household bill

Register your asylum claim

You register your asylum claim at a ‘screening’. This is a meeting with an immigration officer where you tell them about your case.

You’ll have your screening at the UK border if you claim asylum as soon as you arrive. You can also be screened once you’re in the UK if you become eligible for asylum.

At your screening (a ‘screening’) you’ll:

be photographed

have your fingerprints taken

have an interview to check who you are and where you’re from

You’ll be asked why you want asylum. You can bring written evidence to support your claim (your asylum claim) if you want, as well as your identification documents.

You’ll need to say if you or your dependants are taking any medication and give any relevant medical information.

You can ask for a male or female interviewer, but your choice might not always be available.

Screening at the UK border

You must tell a Border Force officer that you want to claim asylum.

Your application will be registered and you’ll be screened - ask for an interpreter if you need one.

Screening in the UK

You must call the asylum intake unit if you’re already in the UK.

They (the asylum intake unit)’ll call you back and ask simple questions about you and your family. You will not be asked why you’re claiming asylum during this telephone call (call).

You’ll be asked if you need help with housing. You might also be asked questions relating to coronavirus (COVID-19).

The call (call) may take up to 30 minutes.

You do not need to make an appointment if you have nowhere to live - call the asylum intake unit to find out what asylum registration location you should go to and its (the asylum intake unit) opening hours.

Tell the asylum intake unit if you need any other dependants on your claim (your asylum claim) to be present at any stage of your asylum registration, for example the welfare interview, or if you’re a child and need to be accompanied. You can ask to have an interpreter at your screening.

Your appointment might be in a temporary location.

Attending your appointment

Because of coronavirus (coronavirus (COVID-19)), attend your appointment alone or with any dependants claiming asylum with you.

If you’re helping a child register their own asylum claim, only you can go with them to their appointment.

You must bring the documents you need for your application.

You must also bring any dependants (partner and children under 18) who are claiming asylum with you.

If you show up without an appointment, you may be asked to come back another day.

You cannot get financial help for travel to or from the asylum intake unit.

Tell the appointment service if your situation changes before your appointment date, for example if you can no longer stay where you are living.

After your screening

After your screening, the Home Office will review your case and decide whether it can be considered in the UK.

You’ll be sent an asylum registration card (ARC) to your UK (the UK) address, unless you’ve been detained.

If the Home Office cannot send you an ARC immediately, they (the Home Office)’ll send you an appointment letter telling you what to do next.

You might also be sent a ‘preliminary information questionnaire’. If you get one, fill it in and return it by the deadline - the address and deadline are written on the letter that comes with the questionnaire. If you cannot fill it in, call the Home Office (the Home Office) asylum team. Their phone number is on the letter.

If your case can be considered in the UK, it (your case) will be given to a caseworker.

If your case cannot be considered in the UK

You may be sent to a safe country that will consider your asylum claim. This might happen if you’ve travelled to the UK through a safe third country or you have a connection with another country that you could claim asylum in.

Generally, a safe country is one that:

you’re not a citizen of

you would not be harmed in

would not send you on to another country where you would be harmed

The Home Office can decide to send you to a safe country after either your screening or your asylum interview.

If the Home Office cannot place you in another safe country, your case will be considered in the UK and given to a caseworker.

Caseworkers

You’ll have an asylum interview with your caseworker (a caseworker). They (a caseworker)’ll make a decision about your application (your case).

They (a caseworker)’ll also explain the asylum process and tell you what to do while you wait for an asylum decision, such as go to regular reporting meetings.

You may be detained if you do not go to your reporting meetings (regular reporting meetings).

Tell your caseworker (a caseworker) if you have any special needs, for example if you have a disability or need medication.

Your ARC

The ARC (Your ARC) shows you’ve applied for asylum. You can use it (Your ARC) to:

show who you are

show whether you have permission to work

get health or education services

You must take your ARC with you when you go to your reporting meetings (regular reporting meetings).

If you do not have your ARC

Contact the Home Office using the online form if you have any problems - for example:

you’ve not got your ARC through the post

you’ve lost it (Your ARC)

it (Your ARC)’s been stolen

it (Your ARC)’s expired

You’ll be asked to give your Home Office or port reference number, and your ARC reference (if you know it).

Being detained

You may be detained at an immigration removal centre while you wait for a decision on your application (your case).

You’ll either be:

released if you get permission to stay in the UK

held until you’re removed from the UK if you do not get permission to stay

You can also be detained and removed if it’s decided that another country is responsible for offering you asylum.

You may be able to appeal against the decision (decided).

When you will not be detained

You will not usually be detained if:

you’re a child

you’re elderly

you’re a family with children

you’re pregnant

you’re accepted as being a victim of trafficking

you’re able to provide independent evidence of torture

you have a mental or physical condition that cannot be managed or would present a risk to others in an immigration removal centre

Asylum interview

Your asylum interview will take place soon after your screening.

Your application will usually be rejected if you do not go to your asylum interview.

You’ll get a letter telling you when and where to attend and if any of your dependants also need to be interviewed.

The interview (Your asylum interview)

You’ll usually be interviewed alone, without your family members. An interpreter will be provided, if you need one.

The information you provide will be treated in confidence and will not be disclosed to the authorities in your own country.

Use this interview (Your asylum interview) to explain:

how you were persecuted in your country (your own country)

why you’re afraid to go back to your country (your own country)

You may be asked questions about difficult topics but it’s important that you explain what has happened to you and your family.

You must tell the caseworker everything you want them to consider or it can count against you.

Bring all the evidence you have of your persecution. You may be asked to send further evidence to your caseworker (the caseworker) after the interview (Your asylum interview), if they (the caseworker) think it might help your application.

You should also bring your birth certificate, passport and medical records if you have them.

Your caseworker (the caseworker) will make notes in a document called an ‘interview record’. You’ll get a copy of this at the end of the interview (Your asylum interview).

Legal representative

You can bring a legal representative to this interview (Your asylum interview), for example a lawyer or solicitor. Find out if you can get help paying for legal advice about asylum.

Your interview (Your asylum interview) will take place even if your legal representative is not there. You cannot ask for more time to get a legal representative.

You can ask for this interview (Your asylum interview) to be tape recorded if you do not have legal representation. Ask your caseworker (the caseworker) at least one day before.

Get a decision

Your application will usually be decided within 6 months. It (Your application) may take longer if it (Your application)’s complicated, for example:

your supporting documents need to be verified

you need to attend more interviews

your personal circumstances need to be checked, for example because you have a criminal conviction or you’re currently being prosecuted

Ask your legal adviser if you want an update on your application.

You’ll be given or refused permission to stay in one of the following ways.

Permission to stay as a refugee

You and your dependants may be given permission to stay in the UK for 5 years if you qualify for asylum. This (Permission to stay as a refugee) is known as ‘leave to remain’.

After 5 years, you can apply to settle in the UK.

Permission to stay for humanitarian reasons

You may get permission to stay for humanitarian reasons (Permission to stay as a refugee) if you do not qualify for asylum. This (Permission to stay as a refugee) means you need to stay in the UK for your protection.

You and your dependants may be given permission to stay in the UK for 5 years. This (Permission to stay as a refugee) is known as ‘leave to enter’ or ‘leave to remain’.

Permission to stay for other reasons (Permission to stay as a refugee)

You may get permission to stay for other reasons if you do not qualify for permission to stay as a refugee or for humanitarian reasons.

How long you can stay will depend on your situation.

You may be able to apply to extend your stay or settle in the UK towards the end of your stay.

No reason to stay

You’ll be asked to leave the UK if you do not qualify for asylum and your caseworker decides there’s no other reason for you to stay.

You may be able to appeal against the decision.

You’ll have to leave if you do not appeal in the time allowed, or if your appeal is unsuccessful. You can:

leave by yourself - you can get help with returning home

be forced to leave - you’ll get a letter before this happens, then you may be detained without warning at an immigration removal centre and then removed from the UK

Help you can get

You can get help from asylum helplines run by charities.

They (asylum helplines run by charities) can help with:

explaining your asylum claim, for example getting a solicitor or lawyer to represent you

living in the UK while your claim (your asylum claim) is being considered, for example getting asylum support, housing problems, dealing with agencies or finding English language classes and schools

Legal advice

You can get legal advice to help your asylum claim.

Housing and money

You may also be able to get housing and money (‘asylum support’) to support you and your family. This will only start from the day of your screening if you qualify.

Help returning home

You may be able to get help with returning home.

If you're under 18

This information is for children applying on their own.

If you have an adult relative who’s claiming asylum you should apply as part of that relative’s application instead.

You’re not in the care of social services

You should use the walk-in service at the asylum intake unit.

If you have an adult who is legally responsible for you

The adult who is taking responsibility for your care (an adult who is legally responsible for you) must attend the walk-in service at the asylum intake unit with you.

If you’re living with several relatives the closest blood relative willing to take responsibility for you must attend.

The adult (an adult relative who’s claiming asylum) must provide proof of address and photo ID (passport or driving licence).

If you do not have an adult who is legally responsible for you

You should go to the police or social services, or you can walk into the asylum intake unit.

You’re in the care of social services

You must book an appointment at the asylum intake unit by calling the appointment booking line.

You’ll need the following information when you book your appointment:

your name, date of birth and nationality

the number on your passport or national identity document, if you have one - or the number on your birth certificate if you do not

your foster carer’s name and contact details

details of any medical conditions you have

For more information read the guidance on processing asylum applications from children.


Appeal an asylum support decision

Overview

You can appeal to the First-tier Tribunal (Asylum Support) if:

you’ve applied for asylum support and been turned down

you were claiming asylum support and it’s been stopped

The tribunal (the First-tier Tribunal (Asylum Support)) must receive your appeal within 3 days of you getting the letter about the decision - you may be able to carry on claiming asylum support (if you were already getting it (asylum support)) while you appeal.

The tribunal (the First-tier Tribunal (Asylum Support)) is independent of government. A judge will listen to both sides of the argument before making a decision.

Help you can get

You may want to get help and advice before you appeal.

Contact the Asylum Support Appeals Project for free advice and legal representation if you have an appeal at the First-tier Tribunal (Asylum Support).

You can contact British Red Cross, Refugee Action and Refugee Council for advice and support - they may be able to find another organisation near to you.

You can also get other legal advice, including from a lawyer.

Apply to the tribunal

Download and fill in a ‘notice of appeal’ form. You must include:

why you’re appealing (your ‘grounds of appeal’)

a copy of the decision you’re appealing against

any documents that help support your appeal

why your appeal is late (if it (your appeal) is)

whether you’d like a ‘paper’ or ‘oral’ hearing

Because of coronavirus, most hearings are paper hearings. These are based on documents only. If a judge decides that an oral hearing is required, it will most likely be held by phone or video link.

Read guidance on how cases are affected by coronavirus.

If a judge decides you have to go to an oral hearing in person, you’ll need to travel to London. The Home Office will pay for you to get there (usually by train). You’ll get free accommodation the night before if you have far to travel.

Send the form (a ‘notice of appeal’ form)

Post, email or fax the notice of appeal form (a ‘notice of appeal’ form) to HM Courts and Tribunals Service. The contact details are on the form (a ‘notice of appeal’ form).

Because of coronavirus, it’s taking longer than usual for staff to reply to forms sent by post.

Call the helpline if you have any questions about completing the form (a ‘notice of appeal’ form). The helpline cannot give you legal advice.

After you send your appeal

You’ll normally find out within a week of sending the form (a ‘notice of appeal’ form):

whether the tribunal will consider your case

whether the tribunal needs more information, for example if your appeal was late

You’ll then be told when your hearing will take place, and whether it’s paper or oral.

If you have an oral hearing, you’ll be told a few days before the hearing what documents to bring with you - or to send by post in advance. The letter will also tell you if the tribunal wants to call up any witnesses - you must contact them and make sure they appear at the hearing.

You’ll usually get the decision at the hearing (an oral hearing).

If you need to send more information

If the tribunal asks you to send more information before the hearing (an oral hearing), you may need to discuss this with a casework team.

Contact the Section 95 casework team if you’re an asylum seeker.

Contact the Section 4 casework team if you’ve been refused asylum.

What happens at the hearing

What happens at the hearing depends on whether you have a paper or oral hearing.

Paper hearing

You will not go to a paper hearing. A judge will make a decision based on:

your notice of appeal form

your documents

documents provided by the Home Office

Oral hearing

Because of coronavirus, oral hearings will most likely be held via phone or video link.

You’ll present your case to the judge (A judge) - someone else can do this for you, for example a lawyer, friend or family member. The Home Office will present the case against you.

The tribunal will provide you with an interpreter if you’ve asked for one. They can translate what happens during the tribunal but they cannot represent you or give you legal advice.

You may be asked questions by:

your legal representative (if you have one)

the Home Office’s (the Home Office) representative

the judge

The hearing is public. Family and friends can attend. If the hearing is in person, they’ll have to pay their own travel costs unless they are witnesses.

Children can only attend if you cannot make childcare arrangements. They (Family and friends) can either:

wait in the waiting room with your family or friends

be with you during the hearing

Get a decision

You’ll get the decision (a decision) either:

at the oral hearing (if you have one) - you’ll also get full written reasons within 3 days

by post the day after the paper hearing

The judge (A judge) will either:

allow the appeal - this means you’ll either get asylum support, or carry on getting it

turn down (‘dismiss’) your appeal (the appeal)

ask the Home Office to look at the decision (a decision) again (known as ‘remitting’ the appeal)

The judge’s (A judge) decision (a decision) is final - you cannot appeal again.

You may be able to get a judicial review of the decision (a decision) if your appeal (the appeal) was turned down and you think the judge (A judge) did not follow the law correctly. Talk to a solicitor as soon as possible.

You cannot complain about the decision (a decision) - you can only complain about the tribunal staff and the way the hearing took place.

Legislation and previous decisions

Read the rules the tribunal must follow and its decisions on previous cases.

Previous decisions

Search the decisions database to see how and why previous decisions have been made.

Legislation

The tribunal will make a decision based on:

Immigration and Asylum Act 1999

Nationality, Immigration and Asylum Act 2002

The tribunal must follow the rules and process in the Tribunal Procedure (First-tier Tribunal) (Social Entitlement Chamber) Rules 2008 and Amendments to the Tribunal Procedure (First-tier Tribunal) (Social Entitlement Chamber) Rules 2008.

Failed asylum seekers

section 4, Immigration and Asylum Act 1999

Immigration and Asylum Regulations 2005

If asylum support was stopped while the application was being considered

section 95, Immigration and Asylum 1999 (Immigration and Asylum Act 1999)

Asylum Support Regulations 2000


Registered Traveller: faster entry through the UK border

Overview

The Registered Traveller service can help you get through the UK border faster.

Registered Travellers can use UK channels at some airports and train stations. You can use:

UK passport entry lanes

ePassport gates - if your passport has a ‘chip’

You’ll need to carry your visa or biometric residence permit, if you have one.

You can no longer use the Registered Traveller service if you’re from Australia, Canada, Japan, New Zealand, Singapore, South Korea or the United States. You may be able to use the ePassport gates (ePassport gates) instead.

Eligibility

To apply for Registered Traveller membership, you must be 18 or older and have an eligible passport.

You must also either:

have a UK visa or entry clearance

have visited the UK (UK) at least 4 times in the last 24 months

It counts as visiting when you enter the UK (UK) from another country. It does not count if you’re just passing through the UK (UK) on your way to another country.

Eligible passports

Africa

Botswana, Namibia, Seychelles.

Asia

Brunei, Hong Kong (Special Administrative Region passports only), Macao Special Administrative Region, Malaysia, Maldives, Taiwan (if your passport has a personal ID number on the photo page).

Europe

Andorra, Monaco, Vatican City State.

Middle East

Israel.

North America

Bahamas, Mexico, Saint Vincent and the Grenadines.

Oceania

Nauru, Papua New Guinea, Samoa, Tonga.

South and Central America

Argentina, Belize, Brazil, Chile, Costa Rica, El Salvador, Guatemala, Honduras, Nicaragua, Panama, Paraguay, Trinidad and Tobago, Uruguay.

Where you can use Registered Traveller (The Registered Traveller service)

You can use the service (The Registered Traveller service) at the following airports:

Birmingham

Bristol

Cardiff

East Midlands

Edinburgh

Gatwick

Glasgow

Heathrow

London City

Luton

Manchester

Southend

Stansted

You can use the service (The Registered Traveller service) at the following Eurostar terminals:

Brussels

Lille

Paris

How to apply

Before you apply, check you’re eligible.

Apply online for Registered Traveller membership. You’ll need your passport number and expiry date. It costs £70 and and lasts 12 months.

You’ll get a decision on your application within 10 working days. You’ll get £50 back if your application is unsuccessful.

If your application is accepted, the next time you travel to the UK (UK) you must go through the ‘other passports’ lane.

The immigration officer will check that you meet the criteria and tell you if you can become a member. Your 12 month membership will start on the day you submitted your application.

Renew or update your membership

It costs £50 to renew your Registered Traveller membership (your membership) for another year.

It costs £20 to update your passport details if you get a new passport. You must do this before you travel to the UK (UK).

You must also update your details (your passport details) if your visa or immigration status changes. There’s no fee to do this.

You can also renew or update your child’s membership.

Add children to your membership (your child’s membership)

You can apply to add your children to your Registered Traveller membership (your child’s membership) if you have 29 days or more left on it (your child’s membership).

Once your child is added to your membership (your child’s membership), you can both use the UK passport lanes together.

You will not be able to use the ePassport gates.

Your child’s membership will expire at the same time as yours. You’ll need to renew or update your and your child’s memberships separately.

Once you’ve added the child to your membership (your child’s membership), they can also travel with their other parent as long as they’re also a member. Before they travel together, you’ll need to email the Home Office with full names and Registered Traveller numbers for:

you

your child

your child’s other parent (their other parent)

Home Office Registered Traveller service
rtinbox@homeoffice.gov.uk

Eligibility

Your child must:

be 17 or under

have an eligible passport

have a visa or entry clearance, if they (Your child)’re not applying as a visitor

Fee

You must pay a £20 administration fee to apply for each child, plus a membership fee. This is worked out as £2 a month until your membership (your child’s membership) expires.

You’ll be told how much you need to pay when you apply.

You’ll get the membership fee (a membership fee) back if your application is unsuccessful. You will not get the £20 administration fee (a £20 administration fee) back.

How to apply

You must apply and pay for each child separately.

You’ll need your:

• Registered Traveller number
• child’s passport number and expiry date

Renew or update your child’s membership

You’ll need to sign in with your child’s Registered Traveller number and date of birth to renew or update their membership (your child’s membership).

You’ll have to pay a membership fee to renew your child’s membership, which is worked out as £2 a month until your membership (your child’s membership) expires.

It costs £20 to update your child’s passport details if they (Your child) get a new passport. You must do this before your child travels to the UK.

You must also update your child’s details (your child’s passport details) if their (your child’s) visa or immigration status changes. There’s no fee to do this.

When you travel to the UK

If your application is successful, the first time you and your child travel to the UK you must both go through the ‘other passports’ lane together.

You might need to prove the relationship between you and any children travelling with you, for example if you have different surnames.

You can do this (prove) with:

• a birth or adoption certificate showing your relationship to the child
• a divorce or marriage certificate if you’re the parent but have a different surname to the child

The immigration officer will then confirm your child has been added to your membership (your child’s membership). You’ll get a confirmation email within 48 hours.


War Pensions and Armed Forces Compensation Tribunal

Overview

You can appeal to the First-tier Tribunal (War Pensions and Armed Forces Compensation Chamber) if you disagree with a decision about your war pension or compensation.

You must appeal within 1 year of getting your decision letter.

The tribunal is independent of government and will listen to both sides of the argument before making a decision.

There are different tribunals in Scotland and tribunals in Northern Ireland.

Decisions the tribunal can make

The tribunal will decide whether your injury was caused or made worse by serving in the armed forces.

If it (your injury) was, it (The tribunal) can then make decisions about:

your entitlement to a pension or compensation

how much pension you get

your entitlement to extra allowances, for example for mobility needs

pension start dates

withheld pensions

The tribunal deals with appeals for the 2 pension schemes currently running, which are:

the War Pensions Scheme - for injuries caused or made worse by service before 6 April 2005

the Armed Forces Compensation Scheme - for injuries caused by service from 6 April 2005 onwards

Help you can get

You may want to get legal help or advice before you appeal.

You may also be able to get help from organisations including:

Combat Stress

Blesma: The Limbless Veterans

Burma Star Association

National Gulf Veterans and Families Association (NGVFA)

Royal Air Forces Association (RAFA)

Royal British Legion (RBL)

Soldiers Sailors and Airmen’s Families Association Forces Help (SSAFA)

UK Armed Forces Charities

How to appeal

You should appeal within one year of getting your decision letter.

Before you appeal

Write a letter to Veterans UK and ask them to reconsider their decision. Explain why you think the decision is wrong and give any information not included in your original claim.

They (Veterans UK) will look at your case again and write to you with their (Veterans UK) decision.

Veterans UK was previously known as the Service Personnel and Veterans Agency (SPVA).

If you’re still unhappy

Contact the Veterans UK helpline and ask for an appeal form to take your case to the tribunal. Fill it in and send it back to Veterans UK.

Call if you need help filling in the form (an appeal form to take your case to the tribunal).

Late appeals

In some cases you’ll be allowed to appeal after one year, but you must explain why your appeal is late. You cannot appeal against any decision after 2 years.

After you appeal

Veterans UK will send the response to your appeal to the tribunal - you’ll get a copy of the response. The response will contain information given in your claim and the evidence used to make the decision under appeal, such as medical reports that you may regard as confidential.

You can choose to reply in writing (a ‘written submission’) explaining why you disagree with the facts they used - you must do this within one month of receiving the copy.

The tribunal will look at your case and ask for more information if they (The tribunal) need it.

You can also send any other evidence to support your case to the tribunal.

The tribunal will tell you if there’ll be a hearing about your case.

The tribunal hearing

Hearings are usually held in major cities across England and Wales. You’ll be told where you have to go.

The tribunal will give you at least 14 days’ notice of the date of any hearing. You should be given a hearing within 4 months of the tribunal receiving a response from Veterans UK.

You must tell the tribunal if you cannot make it to the hearing (a hearing) - they (The tribunal) might arrange another date if you have a good reason.

The tribunal might hold the hearing (a hearing) without you if do not attend.

Prepare for the hearing (a hearing)

You can go to the hearing (a hearing) on your own or ask someone to help represent you. You can also call a witness to support your case.

Organisations that can help represent you include:

Royal British Legion

Royal Air Forces Association

Combat Stress

Blesma: The Limbless Veterans

UK Armed Forces Charities

Take your appeal papers and the documents you’re using as evidence to the hearing (a hearing). You should give copies of any evidence to the tribunal and Veterans UK before the tribunal hearing (a hearing).

Tribunal panel

The tribunal is made up of:

a judge

a medical member

a service member

What happens at the hearing (a hearing)

The judge (a judge), tribunal members, Veterans UK and your representative (if you have one) will ask you questions about your case.

The tribunal will then question any witnesses you’ve brought to the hearing (a hearing).

You’ll usually get a decision from the tribunal on the day of the hearing (a hearing).

Expenses

You might be able to claim expenses or compensation for:

travel (only in the UK)

living expenses for the time you’re away from home

loss of earnings

More information

You can find out more about expenses or contact the tribunal for more information.

If you lose your appeal

You can ask the tribunal for permission to appeal to the Upper Tribunal (Administrative Appeals Chamber) if you lose your appeal.

You must ask for permission to appeal within 6 weeks of getting the decision.

The Upper Tribunal (The tribunal) will look at the case (your case) to see if the original decision (the decision) was correct.

Reasons for appealing

You can only appeal if you think the decision was wrong for a legal reason, including if the tribunal did not:

follow the right procedures - for example it (The tribunal) did not tell you in time about the hearing

give proper reasons for its (The tribunal) decision, or back up the decision with facts

apply the law properly

Before appealing, ask the original tribunal for the written statement of reasons for its decision (the decision).

Contact the Upper Tribunal (The tribunal)

Legislation

The tribunal will make decisions based on:

the Pensions Appeal Tribunals Act 1943

The Naval, Military and Air Forces Etc. (Disablement and Death) Service Pensions Order 2006

the Armed Forces and Reserve Forces (Compensation Scheme) Order 2011

The tribunal must follow the rules and process set out in the:

the Tribunal Procedure (First-tier Tribunal) (War Pensions and Armed Forces Compensation Chamber) Rules 2008

the Tribunals, Courts and Enforcement Act 2007


Dismissal: your rights

Overview

Dismissal is when your employer ends your employment - they do not always have to give you notice.

If you’re dismissed, your employer must show they (your employer)’ve:

a valid reason that they (your employer) can justify

acted reasonably in the circumstances

They (your employer) must also:

be consistent - for example, not dismiss you for doing something that they (your employer) let other employees do

have investigated the situation fully before dismissing you - for example, if a complaint was made about you

If you’re a part-time or fixed-term worker, you cannot be treated less favourably than a full-time or permanent employee.

If you’ve lost your job because of coronavirus (COVID-19), your employer might be able to re-employ you and pay 80% your wages.

Notice period

You must be given at least the notice stated in your contract or the statutory minimum notice period, whichever is longer.

There are some situations where you can be dismissed immediately - for example, for violence.

Getting your dismissal in writing

You have the right to ask for a written statement from your employer giving the reasons why you’ve been dismissed if you’re an employee and have completed 2 years’ service (1 year if you started before 6 April 2012).

Your employer must supply the statement within 14 days of you asking for it.

Your employer must give you a written statement if you’re dismissed while you are on Statutory Maternity Leave. You get this:

even if you’ve not asked for one

regardless of how long you’ve worked for your employer

Speak to your employer or check your employment status if you’re unsure of your employment status.

Reasons you can be dismissed

There are some situations when your employer can dismiss you fairly.

Not being able to do your job properly

You may not be able to do your job properly if, for example, you:

have not been able to keep up with important changes to your job - for example, a new computer system

cannot get along with your colleagues

Before taking any action, your employer should:

follow disciplinary procedures - for example, warn you that your work is not satisfactory

give you a chance to improve - for example, by training you

Illness

You can be dismissed if you have a persistent or long-term illness that makes it impossible for you to do your job.

look for ways to support you - for example, considering whether the job itself (your job) (your job) is making you sick and needs changing

give you reasonable time to recover from your illness

If you have a disability (which may include long-term illness), your employer has a legal duty to support disability in the workplace.

Dismissal because of a disability may be unlawful discrimination.

Redundancy

Redundancy is a form of dismissal and is fair in most cases.

If the reason you are selected for redundancy is unfair then you will have been unfairly dismissed.

Summary dismissal

You can be dismissed for ‘gross misconduct’ without your employer going through the normal disciplinary procedures.  This can happen if, for example, you’re violent towards a colleague, customer or property.

Your employer should always investigate the circumstances before making a dismissal, even in possible gross misconduct cases.

A ‘statutory restriction’

You can be dismissed if continuing to employ you would break the law - for example, if you’re a driver in a lorry firm and you lose your driving licence.

It’s impossible to carry on employing you

If it’s impossible to carry on employing you, it (dismissed)’s likely to be fair. For example, if a factory burns down and it’s no longer possible to employ anyone.

A ‘substantial reason’

You may be dismissed fairly if, for example:

you unreasonably refuse to accept a company reorganisation that changes your employment terms

you’re sent to prison

Unfair and constructive dismissal

In certain situations, you may be able to take legal action if you’re dismissed.

Unfair dismissal

Your dismissal could be unfair if your employer does not:

have a good reason for dismissing you

follow the company’s formal disciplinary or dismissal process (or the statutory minimum dismissal procedure in Northern Ireland)

Situations when your dismissal is likely to be unfair include if you:

asked for flexible working

refused to give up your working time rights - for example, to take rest breaks

resigned and gave the correct notice period

joined a trade union

took part in legal industrial action that lasted 12 weeks or less

needed time off for jury service

applied for maternity, paternity and adoption leave

were on any maternity, paternity and adoption leave you’re entitled to

tried to enforce your right to receive Working Tax Credits

exposed wrongdoing in the workplace (whistleblowing)

were forced to retire (known as ‘compulsory retirement’)

Compulsory retirement (retire) is not allowed unless your employer can objectively justify it (retire), but you can challenge it (retire) at an employment tribunal.

Constructive dismissal

Constructive dismissal is when you’re forced to leave your job against your will because of your employer’s conduct.

The reasons you leave your job must be serious, for example, they (your employer’s):

do not pay you or suddenly demote you for no reason

force you to accept unreasonable changes to how you work - for example, tell you to work night shifts when your contract is only for day work

let other employees harass or bully you

Your employer’s breach of contract may be one serious incident or a series of incidents that are serious when taken together.

You should try and sort any issues out by speaking to your employer (your employer’s) to solve the dispute.

If you do have a case for constructive dismissal, you should leave your job immediately - your employer (your employer’s) may argue that, by staying, you accepted the conduct or treatment.

What to do if you're dismissed

If you’re threatened with dismissal (or are dismissed) you can get help from a third party to solve the issue by mediation, conciliation and arbitration.

You can also speak to your union representative if you’re a member of a trade union.

Employment tribunals

If you’ve been unable to solve a problem between you and your employer, you can normally go to an employment tribunal.

In Northern Ireland, you can go to an industrial tribunal.

Qualifying period to claim unfair dismissal

You must have worked for your employer for a minimum period before you qualify for the right to claim unfair dismissal at a tribunal. If you’re classed as an employee and started your job:

on or after 6 April 2012 - the qualifying period is normally 2 years

before 6 April 2012 - the qualifying period is normally 1 year

In Northern Ireland, the qualifying period is still normally 1 year.

There is no qualifying period if you’ve been dismissed from 25 June 2013 because of your political opinions or affiliation. You’ll automatically have the right to go to an employment tribunal.

In unfair dismissal claims you must make the claim to a tribunal within 3 months of being dismissed.


Redundancy: your rights

Overview

Redundancy is a form of dismissal from your job. It happens when employers need to reduce their workforce.

If you’re being made redundant, you might be eligible for certain things, including:

redundancy pay

a notice period

a consultation with your employer

the option to move into a different job

time off to find a new job

You also have specific rights if your employer is insolvent.

If you’ve been made redundant because of coronavirus (COVID-19), your employer might be able to re-employ you and pay 80% of your wages.

You must be selected for redundancy in a fair way, for example because of your level of experience or capability to do the job.

You cannot be selected because of age, gender, or if you’re disabled or pregnant. If you are, this could be classed as an unfair dismissal.

Get advice

You can get advice on redundancy from Acas (Advisory, Conciliation and Arbitration Service) or Citizens Advice.

Being selected for redundancy

Your employer should use a fair and objective way of selecting you for redundancy.

Commonly used methods are:

last in, first out (employees with the shortest length of service are selected first)

asking for volunteers (self-selection)

disciplinary records

staff appraisal markings, skills, qualifications and experience

Your employer can make you redundant without having to follow a selection process if your job no longer exists, for example if:

your employer is closing down a whole operation in a company and making all the employees working in it redundant

you’re the only employee in your part of the organisation (a company)

Your employer may offer you a different role if one is available.

If your employer uses ‘last in, first out’, make sure it’s not discrimination, for example if it means only young people are made redundant.

Reapplying for your own job

You might be asked to reapply for your own job, which could help your employer decide who to select.

If you do not apply or you’re unsuccessful in your application, you’ll still have a job until your employer makes you redundant.

Unfair selection

You cannot be selected for the following reasons - your redundancy would be classed as an unfair dismissal:

sex

gender reassignment

marital status

sexual orientation

race

disability

religion or belief

age

your membership or non-membership of a trade union

health and safety activities

working pattern, for example part-time or fixed-term employees

maternity leave, birth or pregnancy

paternity leave, parental or dependants leave

you’re exercising your statutory rights

whistleblowing, for example making disclosures about your employer’s (your employer) wrongdoing

taking part in lawful industrial action lasting 12 weeks or less

taking action on health and safety grounds

doing jury service

you’re the trustee of a company pension scheme

Appealing the decision

You can appeal if you feel that you’ve been unfairly selected. Write to your employer explaining the reasons.

You may be able to make a claim to an employment tribunal for unfair dismissal.

Voluntary redundancy

It’s up to your employer whether they actually select you if you volunteer for redundancy.

Your employer cannot just offer voluntary redundancy to age groups eligible for an early retirement package - this could be unlawful age discrimination.

However, an early retirement package (for certain age groups) could be one element of a voluntary redundancy offer open to all employees.

Apprentices

Talk to your manager and training provider if you’re an apprentice and you’re worried about being made redundant.

Your training provider or the National Apprenticeship Service might be able to help you find another employer to help you complete your apprenticeship.

Apprenticeships are different in Scotland, Wales and Northern Ireland.

Redundancy pay

You’ll normally be entitled to statutory redundancy pay (Redundancy pay) if you’re an employee and you’ve been working for your current employer for 2 years or more.

You’ll get:

half a week’s pay for each full year you were under 22

one week’s pay for each full year you were 22 or older, but under 41

one and half week’s pay for each full year you were 41 or older

Length of service is capped at 20 years.

Your weekly pay is the average you earned per week over the 12 weeks before the day you got your redundancy notice.

If you were paid less than usual because you were ‘on furlough’ because of coronavirus, your redundancy pay (Redundancy pay) is based on what you would have earned normally.

If you were made redundant on or after 6 April 2021, your weekly pay is capped at £544 and the maximum statutory redundancy pay you can get is £16,320. If you were made redundant before 6 April 2021, these amounts will be lower.

Calculate your redundancy pay (Redundancy pay).

Redundancy pay (including any severance pay) under £30,000 is not taxable.

Your employer will deduct tax and National Insurance contributions from any wages or holiday pay they owe you.

Exceptions

You’re not entitled to statutory redundancy pay if:

your employer offers to keep you on

your employer offers you suitable alternative work which you refuse without good reason

Being dismissed for misconduct does not count as redundancy, so you would not get redundancy pay if this happened.

You’re not entitled to statutory redundancy pay if you fall into one or more of the following categories:

former registered dock workers (covered by other arrangements) and share fishermen

crown servants, members of the armed forces or police services

apprentices who are not employees at the end of their training

a domestic servant who is a member of the employer’s (Your employer) immediate family

Short-term and temporary lay-offs

You can claim statutory redundancy pay if you’re eligible and you’ve been temporarily laid off (without pay or less than half a week’s pay) for either:

more than 4 weeks in a row

more than 6 non-consecutive weeks in a 13 week period

Write to your employer telling them (Your employer) you intend to claim statutory redundancy pay. This must be done within 4 weeks of your last non-working day in the 4 or 6 week period (a 13 week period).

If your employer does not reject your claim within 7 days of receiving it, write to your employer again giving them (Your employer) your notice.

Your claim could be rejected if your normal work is likely to start within 4 weeks and continue for at least 13 weeks.

Notice periods

You must be given a notice period before your employment ends.

The statutory redundancy notice periods are:

at least one week’s notice if employed between one month and 2 years

one week’s notice for each year if employed between 2 and 12 years

12 weeks’ notice if employed for 12 years or more

Check your contract. Your employer may give you more than the statutory minimum, but they (Your employer) cannot give you less.

Notice pay

As well as statutory redundancy pay, your employer should either:

pay you through your notice period (a notice period)

pay you in lieu of notice depending on your circumstances

Your notice pay (Notice pay) is based on the average you earned per week over the 12 weeks before your notice period (a notice period) starts.

If you were paid less than usual because you were ‘on furlough’ because of coronavirus, your notice pay (Notice pay) is based on what you would have earned normally.

Payment in lieu of notice

Your employment can be ended without notice if ‘payment in lieu of notice’ is included in your contract. Your employer will pay you instead of giving you a notice period.

You get all of the basic pay you would’ve received during the notice period (a notice period). You may get extras such as pension contributions or private health care insurance if they’re in your contract.

Your employer may still offer you payment in lieu of notice, even if your contract does not mention it. If you accept, you should receive full pay and any extras that are in your contract.

Consultation

You’re entitled to a consultation with your employer if you’re being made redundant. This involves speaking to them (Your employer) about:

why you’re being made redundant

any alternatives to redundancy

If your employer is making up to 19 redundancies, there are no rules about how they should carry out the consultation. If they’re making 20 or more redundancies at the same time, the collective redundancy rules apply.

You can make a claim to an employment tribunal if your employer does not consult properly, for example if they (your employer) start late, or do not consult at all.

Collective redundancy rules

If your employer is making 20 or more employees redundant at the same time, the consultation should take place between your employer and a representative (rep).

This (a representative (rep)) will either be:

a trade union rep (if you’re represented by a trade union)

an elected employee rep (if you’re not represented by a trade union, or if your employer does not recognise your trade union)

Collective consultations must cover:

ways to avoid redundancies

the reasons for redundancies

how to keep the number of dismissals to a minimum

how to limit the effects for employees involved, for example by offering retraining

Your employer must also meet certain legal requirements for collective consultations.

Length of consultation

There’s no time limit for how long the period of consultation should be, but the minimum is:

20 to 99 redundancies - the consultation must start at least 30 days before any dismissals take effect

100 or more redundancies - the consultation must start at least 45 days before any dismissals take effect

Electing employee reps

If you’re an employee affected by the proposed redundancies you can:

stand for election as an employee rep

vote for other reps

Fixed-term contract employees

Your employer does not need to include you in collective consultation if you’re employed under a fixed-term contract, except if they (Your employer)’re ending your contract early because of redundancy.

Suitable alternative employment

Your employer might offer you ‘suitable alternative employment’ within your organisation or an associated company.

Whether a job is suitable depends on:

how similar the work is to your current job

the terms of the job being offered

your skills, abilities and circumstances in relation to the job (the job being offered)

the pay (including benefits), status, hours and location

Your redundancy could be an unfair dismissal if your employer has suitable alternative employment and they (Your employer) do not offer it to you.

Refusing an offer

You may lose your right to statutory redundancy pay if you unreasonably turn down suitable alternative employment.

You can make a claim to an employment tribunal if you think the job you’ve been offered is not suitable.

Trial periods

You have the right to a 4 week trial period for any alternative employment you’re offered.

The 4 week period (a 4 week trial period) could be extended if you need training. Any extension must be agreed in writing before the trial period (a 4 week trial period) starts.

Tell your employer during the trial period (a 4 week trial period) if you decide the new job is not suitable. This will not affect your employment rights, including your right to statutory redundancy pay.

You’ll lose your right to claim statutory redundancy pay if you do not give notice within the 4 week trial period (a 4 week trial period).

Time off for job hunting

If you’ve been continuously employed for 2 years by the date your notice period ends, you’re allowed a reasonable amount of time off to:

look for another job

arrange training to help you find another job

How long you can take will depend on your circumstances.

No matter how much time you take off to look for another job, the most your employer has to pay you is 40% of one week’s pay.

Get help finding a new job

You can get help from the Jobcentre Plus Rapid Response Service to:

write CVs and find jobs

find information on benefits

find the right training and learn new skills

organise work trials (if you’re eligible)

get any extra help at work if you’re disabled, for example Access to Work

You may also be able to get help with costs, such as:

travel to work expenses

childcare

tools or equipment

vocational training - you must be in your notice period to be considered

There’s a different service if you’re in Scotland or Wales.

Get in touch

You can contact the Rapid Response Service (the Jobcentre Plus Rapid Response Service):

if you suspect you’re going to be made redundant

during your notice period

up to 13 weeks after you’ve been made redundant

Further information and support

You can read more about finding a job, how your pension might be affected, and what benefits you could get.


Delay (defer) your State Pension

How it works

You do not get your State Pension automatically - you have to claim it. You should get a letter no later than 2 months before you reach State Pension age, telling you what to do.

You can either claim your State Pension or delay (defer) claiming it.

If you want to defer, you do not have to do anything. Your pension (your State Pension) will automatically be deferred until you claim it (your State Pension).

Deferring your State Pension could increase the payments you get when you decide to claim it. Any extra payments you get from deferring could be taxed.

This guide is also available in Welsh (Cymraeg).

If you’re on benefits

You cannot get extra State Pension if you get certain benefits. Deferring can also affect how much you can get in benefits.

You must tell the Pension Service if you’re on benefits and you want to defer.

What you'll get

The amount of extra State Pension you could get depends on when you reach State Pension age.

If you reach State Pension age on or after 6 April 2016

Your State Pension will increase every week you defer, as long as you defer for at least 9 weeks.

Your State Pension increases by the equivalent of 1% for every 9 weeks you defer. This works out as just under 5.8% for every 52 weeks.

The extra amount is paid with your regular State Pension payment.

This example assumes there is no annual increase in the State Pension (Your State Pension). If there is an annual increase, the amount you could get could be larger.

If you reached State Pension age before 6 April 2016

You can usually take your extra State Pension as either:

higher weekly payments

a one-off lump sum

When you claim your deferred State Pension (your extra State Pension), you’ll get a letter asking how you want to take your extra pension (your extra State Pension). You’ll have 3 months from receiving that letter to decide.

Higher weekly payments

Your State Pension will increase every week you defer, as long as you defer for at least 5 weeks.

Your State Pension increases by the equivalent of 1% for every 5 weeks you defer. This works out as 10.4% for every 52 weeks.

The extra amount (increases) is paid with your regular State Pension payment.

Lump sum payment

You can get a one-off lump sum payment if you defer claiming your State Pension for at least 12 months in a row. This (increases) will include interest of 2% above the Bank of England base rate.

You’ll be taxed at your current rate on your lump sum payment. For example, if you’re a basic rate taxpayer your lump sum will be taxed at 20%.

If you’re in prison

You will not build up extra State Pension until you leave prison.

Annual increases

After you claim your State Pension, the extra amount you get because you deferred will usually increase each year based on the Consumer Price Index. It will not increase for some people who live abroad.

Get help

Contact the State Pension claim line if you need help.

If you get benefits or tax credits

You cannot build up extra State Pension during any period you get:

Income Support

Pension Credit

Employment and Support Allowance (income-related)

Jobseeker’s Allowance (income-based)

Universal Credit

Carer’s Allowance

Incapacity Benefit

Severe Disablement Allowance

Widow’s Pension

Widowed Parent’s Allowance

Unemployability Supplement

You cannot build up extra State Pension during any period your partner gets:

Income Support

Pension Credit

Universal Credit

Jobseeker’s Allowance (income-related)

Higher weekly payments

Taking your extra State Pension as higher weekly payments could reduce the amount you get from:

Income Support

Pension Credit

Universal Credit

Jobseeker’s Allowance (income-related)

Housing Benefit

Council Tax Reduction

tax credits

Your tax credits or Universal Credit payments may be reduced if you choose to take your extra State Pension as a lump sum.

Winter Fuel Payment

You need to claim Winter Fuel Payment if you’ve deferred your State Pension. You only need to do this once.

Get help

Contact Jobcentre Plus if you need help to understand how your benefits could be affected.

If you move abroad

If you move to any of the countries in this list, the rules for deferring are the same as in the UK:

European Economic Area (EEA) countries

Switzerland

a country that the UK has a social security agreement with (except Canada or New Zealand)

If you move to a country that is not in the list (this list), the extra payment you get will stay the same. It will not go up or down over time.

If you move to a country that is not in the list (this list), your extra payment will be based on the State Pension you’re owed at whichever is later of:

the date you reach State Pension age

the date you move abroad

Contact the International Pension Centre if you need help working out what you could get.

Claim a deferred State Pension

If you have deferred your State Pension for a year or less, you can apply online.

You can also:

print off and post the State Pension claim form to the Pension Service

apply by phone - call the Pension Service to get a State Pension claim form posted to you

Send your completed form to:

There’s a different way to claim your pension from abroad, including the Channel Islands.

If you have deferred for more than a year, you need to call the Pension Service to claim.

The process is different if you live in Northern Ireland.

Inheriting a deferred State Pension

You can usually inherit your partner’s extra State Pension if all of the following apply:

your partner reached State Pension age before 6 April 2016

you were married to, or in a civil partnership with, your partner when they died

your partner (your partner’s) had deferred their (your partner’s) State Pension or was claiming their (your partner’s) deferred State Pension when they (your partner’s) died

you did not remarry or form a new civil partnership before you reached State Pension age

If your partner died before 6 April 2010, one of the following must also apply:

you were over State Pension age when your partner died

you were under State Pension age when your partner died, you’re a woman and your deceased partner was your husband

You can only receive any extra State Pension you’ve inherited once you’ve reached State Pension age.

If your partner died before claiming their (your partner’s) State Pension

How you inherit your partner’s extra State Pension depends on how long they (your partner’s) deferred their (your partner’s) pension (their (your partner’s) State Pension) for.

A year or more

If your partner deferred their (your partner’s) State Pension by a year or more, you can usually choose to inherit it (their (your partner’s) State Pension) as a lump sum or as weekly payments. You’ll get a letter with the options you can choose from.

Between 5 weeks and a year

If your partner deferred their State Pension by between 5 weeks and a year, you’ll inherit it as weekly payments. You’ll get these payments with your own State Pension.

Less than 5 weeks

If your partner deferred their State Pension by less than 5 weeks, their State Pension payments for those weeks will become part their estate (their total property, money and possessions).

If your partner was getting their (your partner) extra State Pension before they (your partner) died

You’ll inherit your partner’s (your partner) extra State Pension as extra weekly payments. You’ll get these payments with your own State Pension.


Plan your retirement income

Overview

A pension is a way to save money for later in your life.

You may be able to get:

money from pension schemes you or your employer pay into

You might need more money than just the State Pension (a pension from the government (‘State Pension’) when you retire.

Find out how much State Pension you could get (your forecast) and when you can get it.

Use the Money Advice Service’s pension calculator to get an estimate of your income when you retire and the ways you can increase it.

Your pension options

You can pay into as many pension schemes as you want. It depends on how much money you can set aside.

You usually get tax relief up to certain limits on money you pay into a pension scheme.

Private pension schemes

| What it is

Workplace pensions | Arranged by your employer. Usually both you and your employer pay into it. What you get depends on the type of scheme your employer offers.

Personal and stakeholder pensions | A private pension that you pay into. Employers can also pay into them as a workplace pension scheme. What you get depends on how much is paid in and how well the investment does.

State Pension from the government

If you reached State Pension age before 6 April 2016

| What it is

Basic State Pension | The basic State Pension is a regular payment you can get from the government when you reach State Pension age. The amount you get depends on your National Insurance contributions and credits. The maximum you get is £137.60 per week.

Additional State Pension | An extra amount on top of your State Pension. Not a fixed amount. How much you get depends on your earnings and whether you claim certain benefits.

Pension Credit | For people on a low income. Tops up your weekly income to £177.10 (single people) or £270.30 (couples). You may get more if you’re a carer, are severely disabled, have responsibility for a child, or have certain housing costs.

If you reach State Pension age on or after 6 April 2016

| What it is

New State Pension | The new State Pension is a regular payment you can get from the government if you reach State Pension age on or after 6 April 2016. The amount you get depends on your National Insurance contributions and credits. The full new State Pension is £179.60 per week.

Protected payment | Any amount over the full new State Pension (£179.60) that you get from your National Insurance contributions or credits from before 6 April (6 April 2016) 2016 is protected. It (New State Pension) will be paid on top of the full new State Pension.

Private pension schemes

Workplace pensions and personal or stakeholder pensions are a way of making sure you have money on top of your State Pension.

For most workplace and personal pensions, how much you get depends on:

the amount you’ve paid in

how well the pension fund’s investments have done

your age - and sometimes your health - when you start taking your pension pot

Workplace pensions

Your employer must automatically enrol you in a workplace pension scheme if you’re over 22 and under State Pension age, and earn more than £10,000 a year.

If you have a workplace pension your employer can make contributions on top of what you pay.

You may also be able to make extra payments to boost your pension pot.

Workplace pensions are protected against risks.

Personal and stakeholder pensions

You may want a personal or stakeholder pension:

to save extra money for later in life

to top up your workplace pension

if you’re self-employed and do not have a workplace pension

if you’re not working but can afford to pay into a pension scheme

Some employers offer stakeholder or private pensions as workplace pensions.

Stakeholder pensions must meet standards set by the government.

Find a lost pension

The Pension Tracing Service might be able to trace lost pensions that you’ve paid into.

Nominate someone to get your pension when you die

Ask your pension provider if you can nominate someone to get money from your pension pot after you die.

Check your scheme’s rules about:

who you can nominate - some payments can only go to a dependant, for example your husband, wife, civil partner or child under 23

what the person can get, for example regular payments or lump sums

whether anything can change what the person gets, for example when and how you start taking your pension pot, or the age you die

Sometimes the pension provider can pay the money to someone else, for example if the person you nominated (the person) cannot be found or has died.

The person you nominate may have to pay tax if they get money from your pension pot after you die.

Pensions from the government

The pension you get from the government (‘State Pension’) is based on your National Insurance record when you reach State Pension age.

You reached State Pension age before 6 April 2016

You need 30 years’ worth of National Insurance contributions to get the full basic State Pension. You may also qualify for some Additional State Pension.

You reach State Pension age on or after 6 April 2016

The amount of new State Pension you’ll get depends on your National Insurance record. National Insurance contributions or credits made before and after 6 April 2016 can count towards your new State Pension.

You’ll usually need at least 10 qualifying years of National Insurance contributions or credits to qualify for any State Pension.

Find out how much State Pension you could get and when you can get it. You can also find out how you might be able to increase the amount you get.

Getting more State Pension

Deferring your pension

When you reach State Pension age you have the option to defer your State Pension (delay payments). By doing this you’ll get more money for every year you defer.

Pension Credit

Pension Credit is for older people on a low income to make sure they get a minimum weekly amount. You’ll have to apply and all your sources of income (for example savings) will be checked to make sure you qualify.
Getting Pension Credit may mean you’re eligible for other benefits too.

You’re over 80

People over 80 with little or no State Pension can apply for a payment of £82.45 per week from the government through the over 80 Pension. You cannot get the over 80 pension if you reach State Pension age on or after 6 April 2016.

Working past State Pension age

You might decide that you do not want to stop working when you reach State Pension age.

If you do, you’ll no longer have to pay National Insurance.

The law protects you against discrimination if you’re over State Pension age and want to stay in your job or get a new one.

Staying in your job

There is no official retirement age and you usually have the right to work as long as you want to.

There are some circumstances when employers may have the right to set a compulsory retirement age that they choose.

Your employer cannot make you redundant because of your age.

Getting a new job

You do not have to give your date of birth when applying for a new job. Employers cannot make you give this information if you do not want to.

Employers also can not set an age limit for a job, unless they can justify it (for example because of certain physical abilities) or it’s a limit set by law, for example for the fire service.

You can request flexible working at any age.

Get help

When planning your pension and retirement income you might need help with:

choosing a personal or stakeholder pension

planning your savings

choosing how you want to get your retirement income

delaying your State Pension payments (deferring)

Where to get help

You can get free guidance on your retirement savings options from:

Money Advice Service

Pension Advisory Service

Pension Wise has information to help you decide what to do with your money if it’s in a ‘defined contribution’ pension. If you’re over 50, you can book an appointment to speak to someone.

Paying for financial advice

You can find an independent financial adviser:

on the Unbiased website

from the Personal Finance Society

If you’re paying into a pension scheme, you can ask your pension provider about taking out up to £500 to pay for financial advice on retirement. You can do this once a year up to 3 times without a tax charge. Not all pension schemes provide this.


Your rights as an agency worker

When you're an agency worker

You’re an agency worker if you have a contract with an agency but you work temporarily for a hirer. Agencies can include recruitment agencies, for example ‘temp agencies’.

You’re also an agency worker if you look for work through entertainment and modelling agencies.

You’re not an agency worker if you use an agency to find permanent or fixed-term employment. Check with the company that hired you.

Contact ACAS if you’re unsure if you’re an agency worker.

Fees

Recruitment agencies cannot charge you a fee for finding or trying to find you work.

They (Recruitment agencies) can charge you for certain services, for example CV writing, training or transport. You have the right to cancel these as long as you give notice.

If any agency offers you services it:

must give you full written details of the fee and conditions before charging you - including details of your right to cancel and the notice period

cannot make you use these services (services) as a condition for finding you work

There are different rules for entertainment and modelling agencies.

When you want to cancel a service

You can cancel paid services without a penalty. You must give a minimum of:

10 working days’ written notice to the agency to cancel living accommodation

5 working days’ notice for all other services, such as training courses

You can complain to Acas if you think your agency (the agency) has unfairly charged you or it (the agency) will not refund you during the notice period.

What your agency must give you

Your agency (the agency) must give you information about the work they (any agency)’re trying to find you.

Before you’re offered a job

Before looking for work for you, your agency must give you:

a key information document

written terms of engagement - often known as a contract

Key information document

The key information document (a key information document) is a short explanation of how you’ll be paid and what deductions will be applied.

It (a key information document) must include:

the minimum rate of pay you can expect

a sample payslip giving an estimate of your take home pay after things like National Insurance, Income Tax or private healthcare

who is paying you

if you have any fees to pay

if you’re entitled to any benefits

Your agency does not have to give you a key information document if you’ve already agreed terms of engagement with them before 6 April 2020.

Terms of engagement

The written terms of engagement (written terms of engagement) should include:

whether you’re employed under a contract for services or a contract of employment

your notice period

your pay

your holiday entitlement

An agency cannot change your terms and conditions without telling you. If you agree to changes, you must be given a new document with the full details of the changes and the date they changed.

An agency cannot give information about you to any third parties (including current employers or hirers) without your permission.

When you’re offered a job

The agency (An agency) must give you a written statement that tells you:

your start date

how long the contract is likely to last

the type of work

about any expenses you may have to pay

the location

your hours

about any health and safety risks

about any experience, training or qualifications needed for the role

Equal treatment

From the day you start work you have a worker’s employment rights.

You also have the same rights as your permanent colleagues to use any shared facilities and services provided by your employer, for example:

a canteen or food and drinks machines

a workplace creche or mother and baby room

car parking or transport services, like a local pick-up service or transport between sites

Rights after 12 weeks

After 12 weeks in the job you qualify for the same rights as someone employed directly. This is known as ‘equal treatment’.

Your rights include:

‘equal pay’ - the same pay as a permanent colleague doing the same job

automatic pension enrolment

paid annual leave

How to count your 12 week period

Start counting your 12 week qualifying period from your first day at work.

You do not have to be at work for 12 weeks in a row - some types of leave count and there can be breaks.

Do not count days on sick leave or a break

The qualifying period (your 12 week qualifying period) will pause for sick leave or breaks. Do not count the days when:

you take a break of 6 weeks or less

you’re on leave due to sickness or injury for up to 28 weeks

you take annual leave you’re entitled to

the workplace closes, for example for Christmas or industrial action

you’re on jury service for up to 28 weeks

Count time off for pregnancy, paternity or adoption

Your 12 week qualifying period will continue through time off you have for:

pregnancy and up to 26 weeks after childbirth

adoption leave

paternity leave

If your leave is more than 12 weeks you’ll qualify for equal treatment when you return to work.

Start from zero for a new job or role

Your 12 weeks will start again if you:

get a new job at a different workplace

have a break of more than 6 weeks between jobs at the same workplace

stay at your workplace but take a new role that’s ‘substantively different’

A substantively different role is one that’s completely new, different work. It could be a combination of different:

skills, or requiring new training

pay rate

location

working hours

Pay

You’re entitled to the National Minimum Wage for all the hours you work, even if you have not recorded them on a timesheet.

After 12 weeks you’re entitled to be paid the same as a permanent employee doing the same job.

If your agency withholds your pay

Your agency can delay paying you while they (your agency) get proof of the hours you worked (all the hours you work), but only for a reasonable period of time.

Your agency cannot refuse to pay you because your hirer’s unhappy with your work - this is a contractual issue between your agency and the hirer.

You can make a claim to an employment tribunal if your agency is refusing to pay you.

If you’ve opted out of the right to equal pay

Your agency should contact you to explain that after 12 weeks you’re entitled to the same pay as a permanent employee doing the same job.

Maternity rights

You may be able to get Statutory Maternity Pay, but you cannot get Statutory Maternity Leave.

As an agency worker, you have employee’s pregnancy rights after working in your role for 12 weeks.

It’s illegal to discriminate against you on the grounds that:

you’re pregnant

you’ve given birth in the last 6 months

you’re breastfeeding

It’s discrimination if your:

agency refuses to place you in a job

hirer refuses to hire you

job was terminated because you’re pregnant

agency refuses to keep you on its books

agency offers you only short jobs and gives longer ones to other agency workers

hirer will not let you come back after having leave due to maternity

Contact Acas if you believe you’ve been discriminated against.

If there’s a risk to your health

Your hirer should make reasonable adjustments so you can do your job. If this isn’t possible your agency must find you alternative work or pay you at the same rate for the expected length of your contract.

Antenatal care

After 12 weeks in the job you can get paid time off to go to ‘antenatal care’ if you cannot arrange it outside working hours.

Antenatal care includes antenatal classes, appointments and parenting classes if they’ve been recommended by a doctor or midwife.

You must also be paid for the travel time if it’s during working hours.

Entertainment agencies

Entertainment agencies can charge you a fee:

for finding you work, for example taking a commission (percentage fee) from your earnings

to publish your details online or in a publication

They (Entertainment agencies) must tell you in writing if a fee is involved.

If they (Entertainment agencies)’re publishing your details

Once you receive the contract, you have a 30-day ‘cooling off’ period when you:

can cancel or withdraw from it (the contract) without getting a penalty

do not have to pay

The agency (Entertainment agencies) must show you what it (Entertainment agencies) plans to publish about you before it’s published.

You then have up to 7 days after the cooling off period (a 30-day ‘cooling off’ period) to say if you do not want the information to be published. If you’re happy, you must pay after the 7 days (a 30-day ‘cooling off’ period).

If the agency (Entertainment agencies) charged you but did not publish your name, you have the right to a refund for up to 60 days.

Contact Acas if you believe you’ve been charged unfairly.

Modelling agencies

Fashion and photographic model agencies can charge you a fee for finding you work. They (Entertainment agencies) can take a commission (percentage fee) from your earnings.

They (Entertainment agencies) can also charge a fee to publish your details online or in a publication. They (Entertainment agencies) cannot charge this fee to you upfront but they (Entertainment agencies) can take it from your earnings if they (Entertainment agencies) find you work.


Request an information and consultation agreement with your employer

Overview

You, together with other employees, can ask your employer to keep you informed and consult with you on issues related to your company or organisation.

This (issues related to your company or organisation) may include:

the company or organisation’s (your company or organisation) performance, for example financially and competitively

any changes to your working conditions and employment prospects

This is called an information and consultation agreement.

Your employer can start negotiating an agreement without a request from its employees.

How to make a request

Check that you’re eligible.

Write to your employer or the Central Arbitration Committee (CAC) with your request.

Eligibility

To make a request, you need to be an employee of a company or organisation which has both:

at least 50 employees

its registered office, head office or main operation in England, Scotland or Wales

There’s a different process if you work for a company or organisation based in Northern Ireland, unless both of these apply:

its (a company or organisation based in Northern Ireland) head office or registered office is in England, Scotland or Wales

the majority of its (a company or organisation based in Northern Ireland) employees work in England, Scotland or Wales

Number of employees needed to take part

Employees can either individually request an arrangement or make a single request as a group.

For the request to be valid the following must apply:

at least 2% of all the employees in the company or organisation (a company or organisation based in Northern Ireland) make a request

at least 15 employees must make the request (a request)

individual requests must be received within a 6 month period to be counted together

Find out the number of employees

You can write to your employer to ask how many people they employ.

You can complain to the Central Arbitration Committee (CAC) if:

your employer refuses to provide the number of employees

you think the number they (your employer)’ve given you is wrong

Download and fill in the complaint form and send it to the address on the form.

Make a request

You can either write to:

your employer to request an arrangement

the Central Arbitration Committee (CAC) - you can do this if you don’t want your employer to know you’re making a request

Request direct to your employer

Include the following:

the date you’re making the request

your name and the names of any other employees included in your request

Request through CAC (the Central Arbitration Committee (CAC))

Email enquiries@cac.gov.uk with the following:

the date you’re making the request

your name and address

your employer’s (your employer) name and address

the name of the manager who represents the employer (your employer)

CAC (the Central Arbitration Committee (CAC)) will tell you and the employer (your employer) how many requests have been made, without revealing the names of the employees.

What happens next

Your employer can start negotiating with you straight away if they (your employer) choose to, regardless of how many employees have applied.

If more than 40% of employees have requested an agreement, your employer must start negotiating with you.

If less than 40% of employees have requested an agreement, your employer can:

say that there’s already a pre-existing agreement

hold an employee ballot to see if they (your employer) should start negotiations

An employer can dispute the validity of any request.

Central Arbitration Committee (CAC) (the Central Arbitration Committee (CAC)) can be asked to decide if
requests are valid and if pre-existing agreements already exist.

Pre-existing agreements

Your employer may say there’s already an agreement about keeping you informed and consulting you.

A pre-existing agreement is a written explanation of how the employer (your employer) informs and consults employees or representatives. It must:

cover all employees

have been agreed by those employees (all employees)

You can complain to CAC (the Central Arbitration Committee (CAC)) if you do not agree there’s a pre-existing agreement.

If a ballot is held

Your employer may hold a ballot (a vote) to decide if they should start negotiating.

They (Your employer) must:

tell you no more than 1 month after they (Your employer) get your request that they (Your employer)’re going to hold a ballot

hold the ballot (a ballot) no sooner than 21 days after they (Your employer) tell you about it (a ballot)

Your employer might decide to hold a combined ballot of all employees if there is already an agreement (or more than one agreement) covering other parts of the business in addition to your own.

All employees must be allowed to vote in the ballot (a ballot) and the voting must be done in private.

Results of the ballot (a ballot)

Your employer must start negotiations with you if both these apply:

at least 40% of employees took part in the ballot (a ballot)

more than 50% of those voting supported the request for an information and consultation agreement

You cannot request a new agreement for 3 years if the results of the employee ballot do not meet both these requirements.

Complain about a ballot

Download and fill in the relevant complaint form and send it to the Central Arbitration Committee (CAC) if:

the employer (Your employer) has not told you that they (Your employer)’re holding a ballot within 1 month of getting your request - use form 8(7)

you think the employer (Your employer) is taking too long to hold a ballot after they (Your employer)’ve said they (Your employer) would and 21 days have passed - use form 8(8)

you believe the ballot (a ballot) was not fair - make the complaint within 21 days of the ballot (a ballot) using form 10(2)

Negotiate an agreement

You need to negotiate with your employer when they (Your employer) agree - or the Central Arbitration Committee (CAC) instruct them (Your employer) - to set up an agreement.

The terms will need to be agreed and written down by your employer and the employee representatives.

If the negotiations are started by the employer (Your employer) without receiving a request, they (Your employer) must inform all employees in writing about what’s happening. You can complain to CAC (the Central Arbitration Committee (CAC)) if they (Your employer) do not.

Selection of employee representatives

Your employer must make sure that every employee is represented by at least one representative. They (Your employer) can choose whether this is done by appointing or electing the representatives (employee representatives) but all employees have a right to be involved in this process.

Complain to CAC (the Central Arbitration Committee (CAC)) within 21 days of the selection of the representatives (Selection of employee representatives) (employee representatives) if you think your employer has not done this (make) properly.

CAC (the Central Arbitration Committee (CAC)) may tell the employer (Your employer) to rerun the process for appointing or electing representatives.

If negotiations fail

If your employer does not enter negotiations or an agreement cannot be reached then they (Your employer) must give you the following information and consult with you on:

what the company or organisation is doing, its economic situation and its future prospects

any changes to employee numbers and organisation, employment prospects, and particularly any threats to jobs within the company or organisation

decisions that might lead to changes in work organisation or in employment contracts including TUPE transfers and collective redundancies

Complaints when an agreement is in place

Complain to CAC (the Central Arbitration Committee (CAC)) by filling in the relevant form if you believe:

your employer has not complied with the terms of an agreement

your employer has made an unreasonable request that you keep information confidential

that disclosing particular information would harm your business