The UK government’s plan to double the standard qualifying period for permanent residence from five to 10 years—and in some cases stretch it to 20 years—has set alarm bells ringing among recent arrivals from Hong Kong.
Ex-student-leader Nathan Law, now exiled in London, told the Guardian on 29 November that the reforms risk betraying Britain’s “historic and moral obligations” toward people fleeing Beijing’s crackdown. While the British National (Overseas) visa route will keep its five-year path to settlement, many younger activists who never qualified for BNO status fear they will be pushed into longer, more precarious routes that limit access to benefits, rack up repeated visa-renewal fees and prolong uncertainty about family reunion.
![Hong Kong activist warns UK’s new settlement rules could maroon refugees]()
Law argues that safety—not just economic contribution—should remain the yard-stick. Hong Kongers who took part in the 2019 protests continue to face arrest warrants, bounties and cross-border surveillance. Without a secure route to Indefinite Leave to Remain (ILR), campaigners say they struggle to rent homes, obtain mortgages or accept overseas assignments because employers worry about visa continuity.
For corporate mobility teams, the episode is a reminder that politically driven changes to UK settlement policy can spill over into HR planning. Multinational firms relocating Hong Kong staff to the UK should budget for longer sponsorship timelines and higher legal fees if the 10-year rule takes effect. They should also monitor the Home Office consultation—expected early 2026—and consider joining industry submissions to protect skilled hires caught outside the BNO regime.
Practically, employers can mitigate risk by front-loading English-language training, documenting community-integration efforts and topping up salaries to meet any accelerated “contribution” discount the Home Office eventually offers. But until the rules are finalised, many refugees will remain in limbo—underscoring how settlement reform can unintentionally hamper the UK’s attractiveness to global talent.
Ex-student-leader Nathan Law, now exiled in London, told the Guardian on 29 November that the reforms risk betraying Britain’s “historic and moral obligations” toward people fleeing Beijing’s crackdown. While the British National (Overseas) visa route will keep its five-year path to settlement, many younger activists who never qualified for BNO status fear they will be pushed into longer, more precarious routes that limit access to benefits, rack up repeated visa-renewal fees and prolong uncertainty about family reunion.
Law argues that safety—not just economic contribution—should remain the yard-stick. Hong Kongers who took part in the 2019 protests continue to face arrest warrants, bounties and cross-border surveillance. Without a secure route to Indefinite Leave to Remain (ILR), campaigners say they struggle to rent homes, obtain mortgages or accept overseas assignments because employers worry about visa continuity.
For corporate mobility teams, the episode is a reminder that politically driven changes to UK settlement policy can spill over into HR planning. Multinational firms relocating Hong Kong staff to the UK should budget for longer sponsorship timelines and higher legal fees if the 10-year rule takes effect. They should also monitor the Home Office consultation—expected early 2026—and consider joining industry submissions to protect skilled hires caught outside the BNO regime.
Practically, employers can mitigate risk by front-loading English-language training, documenting community-integration efforts and topping up salaries to meet any accelerated “contribution” discount the Home Office eventually offers. But until the rules are finalised, many refugees will remain in limbo—underscoring how settlement reform can unintentionally hamper the UK’s attractiveness to global talent.
