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Visit Visa requirement for Botswana Nationals

Effective 14 October 2025, nationals of Botswana must now obtain a visit visa prior to travelling to the UK. Transitional arrangements apply for certain situations, but this marks a significant change in entry requirements reinforcing border control measures.

Recognition of Palestine in the Visa National list

From 11 November 2025, Palestinian nationals will be added to the visa national list, requiring a visa before travelling to the UK. This reflects the UK’s updated immigration control policy regarding territories and nationality definitions.

Easements for German school groups

Starting 11 November 2025, German school groups comprising five or more students under 19 years old may enter the UK without needing advance permission, a visa, or an Electronic Travel Authorisation (ETA). Additionally, German, EU, EEA, and Swiss nationals aged 19 and under studying at such schools may travel using a national identity card instead of a passport facilitating educational exchanges and school visits.

Changes to English language requirements for economic migration routes

From the 8 January 2026, the English language requirements will be increased from B1 to B2 for anyone seeking initial grant of leave ion a work route.

Those who have already hold permission on a work route will continue to be subjected to the B1 level requirement when applying for an extension on the same route.

The Government will extend this requirement to dependants in work and study routes, although the implementation date is yet to be announced.

High potential individual route – targeted and capped expansion

The number of universities recognised under the High Potential Individual route will be doubled, allowing more talented graduates to live and work in the UK without needing a job offer.

However, the Home Office will introduce an annual cap of 8,000 places to manage intake and ensure sustainable migration levels. This means only 8,000 individuals will be able to use this route each year.

Reduction of Graduate route duration

Effective 1 January 2027, the duration of stay granted under the Graduate route will be reduced from 24 months to 18 months for those completing eligible bachelor’s or master’s degrees. PhD graduates remain eligible for the full three-year period.

Changes to student route maintenance requirements

From 11 November 2025, the financial maintenance requirements for Student route applicants increase. Applicants must demonstrate higher funds for living costs both inside and outside London, reflecting rises in living expenses.

Transition from student to innovator founder route

From 25 November 2025, students will be permitted to transition directly to the Innovator Founder route, providing a clearer pathway for entrepreneurial talent to contribute to the UK economy post-study.

Seasonal worker route – new work period and cooling-off rules

From 11 November 2025, seasonal workers will be allowed to work in the UK for no more than six months during any rolling 10-month period. This is a change from the previous rule, which allowed six months of work during any rolling 12-month period.

Introduction of dependants to appendix statelessness

From 11 November 2025, partners and children of a stateless person can apply for entry clearance or permission to stay under Appendix Statelessness provided they were part of the family unit before the stateless person was granted permission.

If the partner or child is not stateless and joined the family after the stateless person was granted permission, they must apply under the family provisions in Appendix FM.

Updates to the Ukraine permission extension scheme

New safeguarding measures allow a child’s permission to be aligned with that of their legal guardian, provided the adult resides in the UK. Applications may be refused if a child born in the UK or Islands to a Ukrainian parent has spent their life outside the UK or Islands.

Updates to the Global Talent Route

The Global Talent route supports highly skilled individuals in science, digital technology, and arts and culture who wish to work in the UK as leaders or emerging talents.

Recent updates include:

• Expanded eligibility for architects, allowing evidence of contributions as part of a group and recognition through international architectural awards.
• Addition of 27 new prestigious prizes qualifying applicants to bypass endorsement
• Changes following consultation with endorsing bodies to keep criteria aligned and updated.
• Continued flexibility for applicants to work across employers or be self-employed.
• Enhanced requirements for demonstrating achievements, including CV submissions and evidence of collaboration in arts and culture.
• Further refinements are planned in 2026, including support for emerging sectors such as artificial intelligence.

Legal support with ongoing immigration changes

These changes reflect the ongoing evolution of the UK’s immigration framework, balancing border control, economic contribution, and humanitarian considerations. Legal advice and support will be essential in navigating these updates.

If you require assistance or have any questions, our team of Immigration Solicitors at Kidd Rapinet in Canary Wharf would be pleased to help. You can contact us on 0207 925 0303 or use the contact form provided.

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Key highlights of the new immigration policy

• Migrants applying for ILR will soon have to demonstrate a range of contribution-based criteria, including maintaining lawful employment, paying National Insurance, not claiming benefits, and engaging in community volunteering.
• The qualifying period for applying for indefinite leave to remain will extend from the current five years to ten years, with some people only be able to apply for “earlier” settlement if they excel in meeting those contributions.
• Applicants must showcase a high level of English proficiency and have a clean criminal record.

The policy aims to promote integration and ensure migrants “earn the right” to live in the UK, rather than granting automatic settlement based solely on residence duration.

Context and Implications of new immigration policy

This announcement follows recent 2025 Immigration White Paper and the Government’s agenda to tighten immigration rules, as seen in previous reforms on work visas, skills thresholds, and border security controls.

What happens next?

The Government will launch a public consultation later this year to gather feedback on these proposals before formal implementation.

What this means for Migrants and UK Residents

Migrants currently holding or seeking ILR should prepare for more rigorous assessments of their contributions and compliance with the law.

Community involvement and learning English will be more important than ever as part of the settlement process.

Existing migrants in the UK may not be subject to all changes retrospectively, but newer arrivals could face stricter pathways to settlement.

Reach out

Legal advice and support will be crucial in navigating these changes when they come into effect.  If you require any help or have any questions surrounding it, then our team of Immigration Solicitors at Kidd Rapinet in Canary Wharf would be pleased to provide assistance to you. You can contact us on telephone 0207 925 0303 or use the form provided.

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The UK Government has recently introduced the English Devolution and Community Empowerment Bill, which could bring major changes to commercial property leases. One key proposal is to ban upwards-only rent reviews — a common feature in many commercial leases that only allow rent to increase, never decrease.

If this becomes law, it could have a big impact on how landlords and tenants agree rent terms, and it may affect property investments and financing too.

What is an upwards-only rent review?

An upwards-only rent review is a clause in a lease that allows the rent to go up at review time, but never down — even if market rents have fallen. The new Bill aims to stop this practice and allow rent to go down if market conditions justify it.

Which leases will be affected?

The proposed rules will only apply to certain leases. Here’s a breakdown:

1. Business leases: The rules will apply to leases covered by the Landlord and Tenant Act 1954, even if the lease has opted out of security of tenure. Residential leases are not affected.
2. New leases only: The changes will apply to leases granted after the law comes into force. Existing leases won’t be affected.
3. Uncertain rent reviews: The lease must include a rent review where the new rent isn’t fixed or known in advance. Simple stepped increases (where rent goes up by a set amount at set times) won’t be caught.
4. Variable rent methods: The rent review must be based on things like inflation, market rent, or tenant turnover — and the final rent must be able to differ from that reference amount.

What happens if the clause is caught?

If a rent review clause leads to a rent that’s higher than the reference amount (like market rent or inflation), the clause will be ignored. Instead, the rent will be set at the reference amount — which means rent could go down.

Other Key Points

1. Tenants’ rights: Tenants will be allowed to take steps to start or manage rent reviews.
2. Put options: The same rules will apply to leases granted under put options (where a tenant can be forced to take a lease).
3. Anti-avoidance: The Bill includes rules to stop landlords from getting around the new law.
4. Exceptions: The Secretary of State will be able to make exceptions, but no details have been given yet.

What does this mean for the property market?

If passed, this law could change how leases are negotiated and valued. Landlords may try to sign leases before the law takes effect. Investors and lenders may also need to rethink how they assess property deals.

Final thoughts on the Government’s intended changes

This proposal is still in the early stages, and it may change or be dropped. But it’s clear the Government is looking to make commercial leasing fairer and more flexible. Anyone involved in property — landlords, tenants, investors, and advisers — should keep a close eye on how this develops

This article was brought to you by Kidd Rapinet’s commercial solicitors. You can book an appointment with any of the commercial lawyers across our other offices in Aylesbury, Canary Wharf, Farnham, High Wycombe, Maidenhead or Slough, using the form provided.

These materials and content have been prepared for the benefit of their viewers/readers. They are intended for marketing purposes only and are of a general nature and do not constitute legal advice applicable to any particular facts or circumstances. Kidd Rapinet LLP and/or the author(s) accept no duty of care, responsibility or liability for any loss or damage which you or any third party may suffer as a result of any reliance or use by you or them of these marketing materials and content, except to the extent it is not legally possible to exclude such liability. If you require legal advice on your own situation, please contact us so we can discuss how we may assist.

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The Boulter’s to Bray Swim is one of the oldest open water swimming events, with a history dating back to the 19th century.  The original event stopped running in 1969, but was reinstated in 2012 by the Boulter’s to Bray Swim Trust, a not-for-profit organisation where all proceeds are used to support and promote other amateur sports projects.

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What’s changing to the immigration rules?

Higher Skill and Salary Requirements
New applicants for the Skilled Worker visa must now have a job offer at RQF Level 6 (bachelor’s degree level or equivalent) and meet increased salary thresholds. This move instantly removes around 180 occupations from the eligible list, making it much harder for employers to sponsor overseas talent in lower-skilled roles.

There are no transitional arrangements for these salary increases, so even existing visa holders must meet the new salary levels at their next application.

Temporary shortage lists introduced

The old Immigration Salary List is being replaced by a new, time-limited Temporary Shortage List for roles below RQF Level 6.

There will be two lists for now: an expanded Immigration Salary List and an interim Temporary Shortage List. Roles on the Temporary Shortage List are set to be removed by the end of 2026, or sooner if the government decides.

Importantly, new applicants for these shortage roles will not be allowed to bring dependants (this does not affect those already in the route)

End of overseas recruitment for care workers

The care worker and senior care worker routes are now closed to new overseas applicants. From 22 July 2025, no new entry clearance applications will be accepted for these roles. Only those already in the UK and working in the sector may be able to switch visas for a limited transition period.

What’s next from the Government in regard to immigration?

The government has indicated that further changes are coming, including:

• Increases to the Immigration Skills Charge
• Higher English language requirements
• A new family policy framework
• Additional measures on asylum and border security

What do the Government’s changes mean for you?

Employers who rely on overseas recruitment, especially in health and social care, must act quickly and review their workforce plans. Individuals considering a skilled worker or care worker visa should seek urgent advice to understand their options under the new rules.

If you require any help or assistance with the application or have any questions surrounding it, you can contact us on telephone 0207 925 0303 or use the form provided.

These materials and content have been prepared for the benefit of their viewers/readers. They are intended for marketing purposes only and are of a general nature and do not constitute legal advice applicable to any particular facts or circumstances. Kidd Rapinet LLP and/or the author(s) accept no duty of care, responsibility or liability for any loss or damage which you or any third party may suffer as a result of any reliance or use by you or them of these marketing materials and content, except to the extent it is not legally possible to exclude such liability. If you require legal advice on your own situation, please contact us so we can discuss how we may assist.

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For anyone unfamiliar with this challenge…  It is an International competition for students between the ages of 9 and 19 where teams work together to design, manufacture, and race miniature F1 cars, fostering skills in engineering, design, and project management, culminating in regional, national, and world finals. It is endorsed by Formula 1 and has the backing of industry professionals and F1 teams.

Key aspects of the challenge included:-

Design and engineering – where students get to learn CAD/CAM software,

Project Management – teams manage initial design to manufacturing and racing while developing project management skills along the way.

Verbal presentation – teams present their work helping develop communication and presentation skills

Brand Identity – teams create a name and brand identity to understand more about marketing and branding

Racing – race the cars built on a 20 metre track

Lightning Leopards, from Gayhurst School in Gerrards Cross, Bucks, were one of the top teams from the regional finals which took place in 2024, putting them through to the 2025 UK National finals at the Magna Science Adventure Centre in Rotherham.

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Divorce can be a complex and emotionally challenging process, especially when it comes to dividing financial assets. In one notable case where we represented the wife, her husband failed to engage in the financial remedy proceedings. This article outlines the steps we took to ensure she received a fair financial settlement.

The Situation

In this case, our client, the wife, faced significant challenges when her husband provided some initial financial disclosure but then refused to engage in the financial remedy process. This lack of cooperation made it difficult for her to claim her rightful share of their marital assets. As her solicitors, we were committed to protecting her interests every step of the way.

Steps we took to achieve a fair financial remedy

1. Starting the Financial Remedy Process

We filed a Form A application for a financial remedy order with the court, officially starting the legal process. This step was crucial for setting the stage for negotiations regarding asset division.

2. Seeking Disclosure Orders

Since the husband was uncooperative, we applied for third-party disclosure orders. This court order allowed us to compel banks and other financial institutions to provide crucial information about his finances, which was essential for building our case.

3. Implementing a Freezing Injunction

To protect our client’s interests, we requested a freezing injunction. This legal measure prevented the husband from selling or transferring his assets while the case was ongoing, ensuring that the marital assets remained intact. In addition, it ensured there were assets to seek enforcement against to recover our client’s financial settlement.

4. Requesting Costs Orders

Throughout the proceedings, we sought costs orders to recover any legal expenses incurred due to the husband’s lack of engagement. By doing so, we aimed not only to alleviate our client’s financial burden but also to encourage the husband to comply with the process.

5. Navigating Case Management Hearings

We participated in case management hearings, where the court set deadlines for the husband to fulfil his disclosure obligations or provisions for any breaches. These hearings were instrumental in keeping the pressure on him to engage with the proceedings.

6. Preparing for the Final Hearing

Our team thoroughly prepared for the final hearing, gathering all necessary evidence regarding the husband’s finances. This included information obtained through third-party disclosures and documentation related to the freezing injunction.

7. Attending the Final Hearing

At the final hearing, we presented a strong case on behalf of our client. We showcased all evidence of the husband’s finances and highlighted his non-compliance. The court considered all factors, including the husband’s lack of cooperation, when making its decision resulting in a generous but fair financial award for our client together with orders for costs.

8. Ensuring Compliance with the Court’s Order

Once the court granted a favourable financial remedy order for our client, we took steps to ensure that the husband complied with the ruling. If he failed to do so, we were prepared to pursue further enforcement actions to protect our client’s rights.

Conclusion

Our experience in this case underscores the importance of proactive legal representation during divorce proceedings. By taking strategic steps—such as applying for disclosure orders, freezing injunctions, and seeking costs—we were able to secure a beneficial financial remedy for our client.

If you find yourself facing similar challenges in a divorce, it’s essential to work with an experienced solicitor. We are here to guide you through the process and ensure your financial interests are protected. Remember, you don’t have to navigate this journey alone.

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Katie was a formidable solicitor and championed the recognition and inclusion of women in roles traditionally reserved for men. Her colleagues at Kidd Rapinet admired her forthright attitude and appreciated her unwavering support in the many office fundraising events, whether participating in a cake sale or joining the team at the Marlow Fun Run. Katie dedicated over 20 years to our firm, during which her unwavering commitment left an indelible mark on both her colleagues and clients.

Beyond her professional achievements, Katie lived an extraordinary life. Before her legal career, she modelled for Burberry, carrying her humility, grace and an incredible sense of style into her second profession.

Katie’s dedication extended beyond work; she was devoted to her family and cared deeply for her mother, whom she often spoke of with love and concern. Her weekends were filled with outdoor adventures, usually alongside her husband John and their beloved dog at agility training or during long walks, showcasing her love for staying active and embracing life’s simple pleasures.

The members of our High Wycombe office, where Katie’s presence was profoundly impactful, mourn alongside her family and friends. We are all navigating this loss together, keeping in mind the deep legacy she leaves behind. Her notable cases, including JL v SL [2014] EWHC 3658 (Fam) and JL v SL [2015] EWHC 360 (Fam), reflect a career of incomparable distinction.

We extend our heartfelt condolences to Katie’s husband, John, and her family.

Katie, you will be dearly missed, but your legacy and spirit will forever remain with us.

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Please come and join us to explore how to approach planning for your future.

We are holding this event on 25th September 2024, to give you the opportunity to hear more about how South Bucks Hospice can help you Financially and Legally, Physically, Spiritually and Psychologically, both now and in the future. Our friendly team are looking forward to meeting you, presenting our roles informally and hearing your questions over coffee and cake.

1-3pm Wed Sep 25th

Event free to South Bucks Hospice patients and their families. £5 for non-patients. Tickets and info at www.sbh.org.uk/emotional-support

Hosted by our Head of Individual and Family Support, Juliette Coffey

Our Team: Gerry Wigfield, Patient Almoner & Clinical Engagement Lead, Gurvinder Sehra, Partner Kidd Rapinet Solicitors, Karen Martin, Nurse Advocate Advanced Care Planning, Susan

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