UK eVisa Rollout: What Employers and Sponsors Need to Know
- Trinysha Thomas
- Jun 14
- 3 min read
Updated: Jul 10
As part of the UK’s continued push towards digital transformation, the Home Office is replacing physical immigration documents with eVisas—an online record of immigration status. This move is meant to streamline processes, improve security, and reduce reliance on physical paperwork like BRPs and vignettes.
At Mercury Careers, we know that staying compliant with Home Office requirements is non-negotiable, especially for sponsors managing a migrant workforce. So here’s what you need to know, what’s changing, and how to make sure you’re prepared.
The eVisa Transition: Where Things Stand Now
As of June 2025:
4.3 million people have created their UKVI eVisa account.
Around 300,000 still need to act.
Employers and sponsors should ensure that all sponsored workers and students have created their UKVI account and linked it to their travel document. This is now a crucial part of proving right-to-work and immigration status.
No More 90-Day Vignettes for Main Applicants from 15 July 2025
Starting 15 July 2025, the Home Office will stop issuing physical visa stickers (vignettes) for many visa categories. Instead, eligible applicants will only receive an eVisa.
Who does this affect?
Students (including short-term courses up to 11 months)
Skilled Workers (including Health and Care)
Global Talent
Global Business Mobility
International Sportspersons
Temporary Workers
Youth Mobility Scheme
What this means for employers:
No vignette = no sticker in passport. Employers should be prepared to use eVisa share codes for right-to-work checks.
Dependants and children will still receive a vignette and an eVisa—for now.
Key Actions for Sponsored Workers
To stay compliant, you should advise your sponsored workers to:
Create a UKVI account using the decision letter instructions.
Link their passport to their eVisa before travelling.
Check their eVisa details for accuracy.
Generate a share code to provide proof of immigration status: gov.uk/view-prove-immigration-status
Sponsors Must Still Record Arrival Dates
Despite the move away from physical vignettes, sponsors are still required to:
Check and record workers’ dates of arrival in the UK.
Maintain accurate records in line with Sponsor Guidance Appendix D.
This responsibility remains unchanged, even when no visa sticker is present.
Updates for Those with Indefinite Leave to Remain (ILR)
If your workforce includes employees with ILR shown via an ink stamp or vignette, they are now encouraged to:
Submit a No Time Limit (NTL) application—free of charge.
Create a UKVI account and access their digital status.
Continue using their physical proof for now, but transition to eVisa for long-term benefits.
The process has been simplified and doesn’t require proof of residence unless they’ve been outside the UK for more than 2 years.
New Self-Service Option for Some Without Valid ID
People granted status before 1 November 2024 but without a valid ID can now create a UKVI account themselves, rather than relying on the Home Office. This is part of a phased roll-out to reduce dependency on support.
Travel Changes: No More BRPs or BRCs
As of 2 June 2025, expired BRPs and BRCs can no longer be used for travel. Individuals can keep them for record-keeping and future immigration applications, but not as valid travel or ID documents.
How Employers Can Stay Ahead
Communicate early: Make sure your staff understand what’s changing and what they need to do.
Train your HR team: Especially on sharing code use and UKVI account verification.
Update your onboarding process: Replace vignette checks with eVisa verification.
Support migrants in the transition: It builds trust, loyalty, and ensures compliance.
Conclusion: Embrace the Digital Shift
The transition to eVisa isn’t just a formality—it’s a significant shift in how immigration status is managed and verified in the UK. As an employer or sponsor, adapting now means less stress later. At Mercury Careers, we’re already helping our clients update their policies, train their teams, and support their sponsored workforce through this transition.
If you’d like help navigating the switch to eVisas or reviewing your compliance processes, book a consultation with us today.
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