UK Visas & Immigration (UKVI) quietly published a revised 65-page ‘Restricted Leave’ case-worker manual on 5 January, its first update since August 2025. The new edition reflects sections of the Border Security, Asylum and Immigration Act 2025 that came into force this week, clarifying the conditions that can be imposed on individuals considered a risk but who cannot be removed for legal or humanitarian reasons.
Key changes include: (1) expanded reporting and residence requirements; (2) explicit reference to e-Visa status rather than biometric residence permits; and (3) tougher sanctions—up to 12 months’ imprisonment—for breaches of conditions. The guidance also syncs terminology with the latest Immigration Rules published in December.
![Home Office updates ‘Restricted Leave’ guidance, tightening conditions after Border Security Act commencement]()
Organisations and travellers who need hands-on help interpreting or complying with the evolving UK visa framework—including Restricted Leave and the shift to e-Visas—can turn to VisaHQ; its online platform (https://www.visahq.com/united-kingdom/) offers real-time application tracking, document checks and expert liaison with UKVI, streamlining the process and reducing compliance risks.
While Restricted Leave affects a small cohort, the policy is a bell-wether for the government’s broader shift toward graduated, technology-driven immigration statuses. Employers sponsoring talent under Skilled Worker or Global Business Mobility routes should note that an employee whose asylum application is refused yet cannot be removed may now face stricter curfews and travel bans, potentially impacting their ability to work.
Global Mobility teams should liaise with counsel if any employees or dependants are awaiting protection decisions; violations of new conditions could jeopardise future settlement or naturalisation applications. Firms working in the voluntary sector should brief case-workers so they can update clients on reporting obligations.
Key changes include: (1) expanded reporting and residence requirements; (2) explicit reference to e-Visa status rather than biometric residence permits; and (3) tougher sanctions—up to 12 months’ imprisonment—for breaches of conditions. The guidance also syncs terminology with the latest Immigration Rules published in December.
Organisations and travellers who need hands-on help interpreting or complying with the evolving UK visa framework—including Restricted Leave and the shift to e-Visas—can turn to VisaHQ; its online platform (https://www.visahq.com/united-kingdom/) offers real-time application tracking, document checks and expert liaison with UKVI, streamlining the process and reducing compliance risks.
While Restricted Leave affects a small cohort, the policy is a bell-wether for the government’s broader shift toward graduated, technology-driven immigration statuses. Employers sponsoring talent under Skilled Worker or Global Business Mobility routes should note that an employee whose asylum application is refused yet cannot be removed may now face stricter curfews and travel bans, potentially impacting their ability to work.
Global Mobility teams should liaise with counsel if any employees or dependants are awaiting protection decisions; violations of new conditions could jeopardise future settlement or naturalisation applications. Firms working in the voluntary sector should brief case-workers so they can update clients on reporting obligations.
