Following implementation of the UK’s Electronic Travel Authorisation (ETA) system in November 2023, this update provides a summary of the current requirements.

Purpose of the ETA

An ETA is advance permission to travel to, or transit through the UK, for those who do not currently need to obtain a visa, or do not have a UK immigration status. An ETA approval will facilitate multiple entries.

Who needs an ETA?

Individuals visiting the UK who do not need a visa for stays of less than six months and do not meet one of the below exemptions:

• UK or Irish nationals
• Individuals who hold a UK entry visa or residence permit
• Individuals who hold an Irish permit and do not need a visa to enter the UK
• Non-UK nationals who need an issued visa to enter the UK

For example, a US national, who lives in the US, and is coming to attend a business meeting in London will need an ETA when this is implemented for US nationals.

It should be noted that an ETA, where required, is necessary for airside transit as well as visiting the UK.

Validity

Once approved, the ETA will be valid from the date of approval for either two years or until the expiry of the passport, whichever is shorter.

Process

Applications for the ETA can be submitted online on cibtvisas.com. Approvals will be sent to the applicant via email. Applications should take no more than 3 working days from the date of submission, but if the UK authorities have any questions, processing can take longer. We recommend applications be submitted at least 30 days before.

Documents required

The applicant’s passport must be valid for a minimum of three months after the intended departure date from the UK and should not be more than 10 years old.

Implementation timeline

Nationals from Bahrain, Jordan, Kuwait, Oman, Qatar Saudi Arabia and the UAE are required to obtain ETA approval before travel. Additional countries will be implemented throughout 2024, with the aim of every non-visa national requiring an ETA by the end of 2024.

This immigration update is for informational purposes only and is not a substitute for legal or scenario-specific advice. Furthermore, it is important to note that immigration announcements are subject to sudden and unexpected changes. Readers are encouraged to reach out to Newland Chase for any case- or company-specific assessments.

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On May 21, 2024, the UK Home Office published a Statement of Changes to the EU Settlement Scheme as part of the further implementation of the High Court judgment (EWHC 3274 of 2022) following judicial review proceedings brought by the Independent Monitoring Authority for the Citizens’ Rights Agreements (IMA).

In this update we outline the key changes bought about by the statement.

1. The duration of the pre-settled status extension will be increased from 2 to 5 years:
   • No action is required by status holders or third parties.
   • The digital status (available to third parties for rights checks) will be updated by the Home Office and status holders will be informed accordingly.
2. Right to Work, Right to Rent, and View and Prove will be made easier
   • After completing initial Right to Work or Right to Rent checks for pre-settled status holders. employers, landlords, and letting agents will not be required to complete further checks over the course of employment or tenancy,

Newland Chase Analysis

As a reminder, the EU Settlement Scheme (EUSS) protects the rights of European Economic Area (EEA) citizens and their eligible family members that were living in the UK before the end of the Brexit transition period. The scheme either grants settled status (continuous five years of residence at the time of application) or pre-settled status (less than five years of residence at the time of application). Pre-settled status holders must apply for settled status after five years of residence, and prior to the expiry of the existing pre-settled status.

Considering the challenge raised by the IMA regarding the risk of loss of rights for failure to upgrade from pre-settled to settled status, and the supporting judgment of the High Court from December 2022, initial changes were published by the Home Office in July 2023, implementing a two-year extension of the pre-settled status from September 2023, but grounds for delayed applications were also toughened.

The changes announced in May should further alleviate the concerns of pre-settled status holders and provide them with additional assurance of their continuing rights. The Home Office continues to encourage EEA citizens and their family members to apply for settled status under the EUSS as soon as they’re eligible, to secure confirmation of their right to remain permanently in the UK.

Individuals who may be affected are advised to contact a Newland Chase immigration specialist for case-specific advice. For general advice and information on immigration and business travel to the UK, please contact us.

This immigration update is for informational purposes only and is not a substitute for legal or scenario-specific advice. Furthermore, it is important to note that immigration announcements are subject to sudden and unexpected changes. Readers are encouraged to reach out to Newland Chase for any case or company-specific assessments.

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Effective April 24, 2024, the Peruvian visa exemption for Mexican ordinary passport holders for tourist and business visits to Peru will be suspended. Mexican ordinary passport holders who wish to visit Peru for tourism or business purposes must apply for an appropriate visa at the nearest Peruvian diplomatic mission in their country of citizenship or ordinary residence before travel.

However, the following Mexican passport holders remain exempt from tourist and business visa requirements for up to 180 calendar days, either as a continuous visit or several consecutive visits during a one-year period, and are not required to apply for a visa before travel:

The holder of a visa for the United States of America, Canada, United Kingdom, Australia, Japan, or any member state of the Schengen area (see Note 1), with a minimum validity of six months.

The holder of permanent residence status as a foreigner for the United States of America, Canada, United Kingdom, Australia, Japan, any member state of the Schengen area, or any member state of the Pacific Alliance (see Note 2).

Newland Chase insights

The visa exemption suspension by the Peruvian government is in response to the Mexican government’s decision on April 6, 2024, to temporarily suspend the visa exemption enjoyed by Peruvian passport holders for travel to Mexico for tourism or business purposes with effect from April 20, 2024. The decision was taken due to an exponential increase in the number of irregular Peruvian migrants travelling through Mexico to reach the United States and Canada, which has created a humanitarian emergency. It is hoped that this measure will stop migrants from putting their lives, health and human rights at risk.

This immigration update is for informational purposes only and is not a substitute for legal or scenario-specific advice. Furthermore, it is important to note that immigration announcements are subject to sudden and unexpected changes. Readers are encouraged to reach out to Newland Chase for any case or company-specific assessments.

Notes:

1. The member states of the Schengen area include Austria, Belgium, Bulgaria, Croatia, Czechia, Denmark, Estonia, Finland, France, Germany, Greece, Hungary, Iceland, Italy, Latvia, Liechtenstein, Lithuania, Luxembourg, Malta, Netherlands, Norway, Poland, Portugal, Romania, Slovakia, Slovenia, Spain, Sweden, and Switzerland.

2. The member states of the Pacific Alliance, include Chile, Colombia, Mexico and Peru.

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Please note that these are simply recommendations from the MAC and have not yet been officially adopted by the UK government. Accepted recommendations are anticipated to be reflected in the upcoming Statement of Changes to the Immigration Rules, which is expected to be released on 14 March 2024. 

Scheduled 4 April 2024 changes to the Skilled Worker route 

First announced on 4 December 2023, the UK government announced their intention to implement the following changes to the Skilled Worker immigration route: 

• That the Shortage Occupation List (SOL) be replaced with the Immigration Salary List (ISL); 
• Abolishing the 20% ‘going rate’ discount, previously a benefit of placing an occupation on the SOL; 
• SW route (except Health & Care worker (H&CW) visa): 

• • General threshold raised from GBP £26,200 to £38,700. This is an increase from the 25th to 50th percentile (median) of eligible SW occupations alongside an update to the latest nominal wage data (Annual Survey of Hours and Earnings (ASHE)); 
  • Raising the occupation-specific thresholds from the 25th percentile to the 50th percentile (median) full-time salary of the occupation for non-H&CW occupations or the national pay scale where applicable; and, 
  • For occupations on the ISL, a threshold of either GBP £30,960 or their occupation-specific threshold, whichever is higher. 

• Health & Care Worker Visa: 

• • An exemption recognising the public value and as stated by the government to “continue to bring the healthcare workers that our care sector and NHS need”; 
  • General threshold of GBP £29,000 rather than £38,700, which continues to be the 25th percentile of salaries uprated to the latest data; 
  • Occupation-specific thresholds set at the 25th percentile or the national pay scale where applicable; and, 
  • For occupations on the ISL, a threshold of either GBP £23,200 or their occupation-specific threshold, whichever is higher.
     

What are the MAC recommendations? 

At a high-level, the MAC has made the following recommendations in this rapid review of current SOL roles: 

• Recommendation for 21 roles to be included in the ISL – 18 of which apply across the United Kingdom and three of which apply only in Scotland. This represents a significant decrease from the current SOL. 
• Recommendation that the UK government should provide clarification on the benefits and long-term purposes of the ISL. 

• Recommendation that the ISL should be systematically reviewed on an annual basis and salary thresholds updated in line with ASHE data. 
• Note of the widening divide between public and private sectors may be exacerbated due to increased salary demands in the private sector and threshold exemptions for publicly-funded roles. 
• In their 2023 review of the SOL the MAC had recommended the removal of the 20% discount to the going rates due to concerns that in allowing employers to receive a 20% discount on the going rate that was set at the 25th salary percentile this could lead to the undercutting of domestic workers and exploitation of migrants.  
• The 2023 MAC recommendation to abolish the 20% ‘going rate’ discount was accepted by the government, however the plan to redefine the going rate required for sponsorship to the 50th percentile substantially weakens the rationale for not being able to pay below the occupation salary threshold (known formerly as the going rate) as half of all workers in a given occupation will earn less than the median wage and this does not obviously lead to undercutting an exploitation. The MAC encourages the government to consider the impact of the rules changes and what the appropriate benefits of the ISL should be. 
• Response to the government announcement that the new entrant discount will continue (this currently provides a 30% discount on the occupation specific threshold and a 20% discount on the general salary threshold): The MAC anticipate that there will be an increased incentive on employers to utilise this discount as a result of the higher salary thresholds and encourage the government to consider the impact of the rule changes on the new entrant discount. 

The full MAC report can be accessed here.

Finally, please note the MAC will likely be commissioned to undertake a full and more thorough review of the new ISL later this year; however, details of this have not been announced. 

Newland Chase Insights 

It is important to note that the MAC recommendations must be reviewed and either accepted or rejected by the UK government. As such, UK employers should continue to follow current immigration policies.  

That being said, the UK government historically implements major changes to their immigration policies in April of each year and it is anticipated that 2024 will be no different. Clients should continue to closely monitor the announcements from the UK authorities and immigration updates from Newland Chase to remain abreast of the news. 

The next planned announcement from the UK authorities is scheduled for 14 March 2024.

This immigration update is for informational purposes only and is not a substitute for legal or scenario-specific advice. Furthermore, it is important to note that immigration announcements are subject to sudden and unexpected changes. Readers are encouraged to reach out to Newland Case for any case- or company-specific assessments. 

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Germany is hosting the UEFA European Championship (EURO 2024) football tournament in June and July 2024. Not only is the tournament expected to bring hundreds of thousands of fans to the country, but it will also showcase 24 national teams and host their coaching and support staff.

From a visa and immigration perspective, there will be no special visas implemented for the event. However, Newland Chase does anticipate processing impacts on the following visas:

Schengen visas

Most visitors coming from outside Europe will need to obtain a Schengen visa to travel to Germany. The resulting increase in applications at German embassies and consulates is anticipated to bring two major consequences:

• Difficulty in obtaining a Schengen visa appointment (including Schengen visas with work authorization)
• Increased processing times at German embassies and consulates

National visas

While many visitors and fans will be able to travel to the tournament on Schengen visas, some foreign nationals will be travelling for work during this period for non-exempt tournament activities and will require a work permit and German national visa. As such, German embassies and consulates will likely experience delays with these applications as well—particularly those located in Europe.

The German government has waived work requirements for nationals of certain countries (currently only the United Kingdom but additional countries may follow) and has made it possible for EURO 2024 staff (i.e. members, referees, players etc.) to travel to Germany without work authorization or visa for under 90 days. Please reach out to Newland Chase for any case-specific assessments as needed.

Newland Chase Insights

All third-country nationals planning travel to Germany in the coming months should note that consulates often face staffing shortages in the summer months. It is therefore very important to communicate these anticipated challenges to applicants with upcoming plans to apply for German visas.

As always, don’t hesitate to reach out to your Newland Chase dedicated contact or submit an inquiry here should you have any specific questions regarding this announcement.

This immigration update is for informational purposes only and is not a substitute for legal or scenario-specific advice. Furthermore, it is important to note that immigration announcements are subject to sudden and unexpected changes. Readers are encouraged to reach out to Newland Chase for any case- or company-specific assessments.

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The UK Home Office has announced that, effective April 6, 2024, they will no longer require UK employers to renew their sponsor license. As such, sponsors with licenses due to expire on or after April 6 of this year will not need to submit a renewal application or pay a renewal fee. Furthermore, in anticipation of these changes, the authorities have also automatically extended the validity of all licenses expiring after April 6, 2024, for 10 years (previously the validity period was limited to four years).

Employers with sponsor licenses that expire before April 6, 2024 will still be required to undergo the current license renewal process.

Why the change?

Two factors went into this decision from the UK authorities:

• Significant increase in employers applying for new sponsor licenses; and
• Administrative and budgetary burdens for employers to undertake the renewal process.

As such, in order to reduce the burdens on both sponsor license holders and the Home Office, qualifying sponsor licenses will automatically be renewed for 10 years, and renewal fees will be waived.

What do companies need to do?

Employers can be broken down into the following three categories, each with its own set of related actions:

Current Sponsor with License Expiring before 6 April 2024

These companies will need to renew their Sponsor License using current protocols and pay the renewal fee.

Current Sponsor with License Expiring on or after 6 April 2024

These companies will automatically receive a 10-year extension on their sponsor license and will not be required to pay a renewal fee.

• Companies in this category who have already received a notification to renew their license can now disregard this request.
• Companies in this category who have already submitted their sponsor license renewal application and paid the renewal fee will still receive the automatic 10-year extension and their renewal fee will be refunded.

Company without Sponsor License, regardless of date of filing

These companies will need to complete the initial sponsor license application process and pay the related application fees.

Newland Chase Insights

Newland Chase welcomes this announcement from the Home Office as it provides eligible sponsors with time-, administrative-, and cost-savings.

Employers are encouraged to check the status and expiration date of their current sponsor license via the Sponsorship Management System (SMS) under the ‘License Summary’ page to determine if they qualify for the automatic extension.

It is important to note that current sponsor license holders must continue to fulfil the qualifying criteria, requirements, and sponsor duties to maintain their license status. As part of their current efforts to enforce sponsor compliance, it is anticipated that the Home Office will continue to perform regular audits and checks to ensure sponsors uphold their duties.

As always, don’t hesitate to reach out to your Newland Chase dedicated contact or submit an inquiry here should you have any specific questions regarding this announcement.

This immigration update is for informational purposes only and is not a substitute for legal or scenario-specific advice. Furthermore, it is important to note that immigration announcements are subject to sudden and unexpected changes. Readers are encouraged to reach out to Newland Case for any case- or company-specific assessments.

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The UK Home Office has released updated details of the fines employers will now face for illegal employment. Effective from February 13, 2024, the minimum fine will increase from £20,000 to £45,000 for each worker found to be working illegally. In its published framework, the Home Office confirms that this new minimum will be applied to ‘first time offenders’ only, but that the exact charge will be reviewed in line with the circumstances of the employment—including whether the worker used deception in obtaining employment. Furthermore, for those employers that pay via a fast payment option, a 30% reduction of the fine can be levied.

Those employers with multiple incidences of illegal employment can expect the full maximum fine of £60,000 per illegal worker to be applied.

The changes have been announced in line with the latest issue of the Home Office Code of Practice on preventing illegal working: Right to Work Scheme that was set before Parliament on 23rd January 2024.

If you have any compliance queries on the above or which are more nuanced, please contact us directly on  discovery@newlandchase.com.

For general advice and information on immigration and business travel to the UK, please do not hesitate to contact your Newland Chase Account Manager. Alternatively, please contact Newland Chase on ukenquiries@newlandchase.com to speak with an OISC qualified UK Immigration Consultant.

This immigration update is for informational purposes only and is not a substitute for legal or scenario-specific advice. Furthermore, it is important to note that immigration announcements are subject to sudden and unexpected changes. Readers are encouraged to reach out to Newland Chase for any case- or company-specific assessments. 

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In the ever-evolving landscape of global mobility and immigration, the year 2024 stands as a pivotal moment for significant transformations and technological advancements. This article provides a comprehensive analysis of the latest shifts and innovations in the field, ranging from the implementation of the EU Entry/Exit System (EES) to the increasing digitization of visa processes, the strategic pursuit of global talent, and the crucial balancing act between immigration compliance and enforcement.

As nations strive to attract highly skilled professionals while ensuring robust border security, let’s explore the intricate dynamics and forward-thinking strategies that are shaping the future of global immigration and mobility.

Entry/Exit System (EES)

The EU Entry/Exit System (EES) is an automated system for registering travellers from third-countries, both short-stay visa holders and visa exempt travellers, each time they cross an EU external border. The system will register the person’s name, type of travel document, biometric data (fingerprints and captured facial images), and the date and place of entry and exit, all while fully respecting fundamental rights and data protection.

The introduction of this system will ensure that travelling to European countries is more efficient and removes the need for passport stamping and border control procedures on arrival as registration will be done at the external border. The EES will also make it easier for immigration officials to identify any traveller who has overstayed in EU countries or confirm if an individual has no right to enter.

Whilst the exact date that the EES becomes operational is still to be confirmed it is expected to be in place in or around October 2024.

Digitisation Persists

Throughout 2024, we expect to see an increase in countries continuing to leverage advanced online filing systems to simplify immigration procedures. Governments have continued to phase out mandatory requirements to submit hard copy applications, with the widespread adoption of electronic visas expected to become more standard practice.

For example, the Australian Government are looking to implement changes that will improve the migration system’s efficiency. Their plans include streamlining visa application routes and enhancing overall user-friendliness within the immigration system.

Countries such as Kenya have recently implemented digital pre-travel security checks for visa-waiver nationals through electronic travel authorization systems. This will eliminate the requirement to obtain a visitor visa for Kenya. The UK are also preparing to introduce the ETA in 2024 and final preparations will be made for the implementation of ETIAS in EU/Schengen which has a revised start date to begin in 2025.

Global Talent Dynamics

The competition for global talent will remain as organizations seek specialized skills. Countries will prioritize attracting and retaining highly skilled professionals to drive economic growth. In December 2023, Ireland’s Department of Enterprise, Trade & Employment announced an increased eligibility for employment permits for non-EEA nationals adding 11 roles to the Critical Skills Occupation List and made an additional 32 roles eligible for a General Employment Permit.

The recent update to the EU Blue Card is another example that demonstrates greater facilitation of the movement of foreign nationals, specifically within the EU. Once the EU Blue Card holder has completed 12 months employment in the first member state (which was previously required to be 18 months) they may then be eligible to enter, reside, and subsequently work in a second member state within 30 days of filing a simplified new EU Blue Card application. Time spent on the EU Blue Card in the first Member State will count towards the legal residency requirement for obtaining EU Long Term Residency status in the second member state.

Furthermore, remote work visa options and digital nomad visas continue to be considered by an increasing number of countries as a means to attract foreign workers and accommodate the rise in flexible work arrangements. South Korea have recently begun a pilot operation of the digital nomad visa which began on January 01, 2024. This visa allows foreign nationals to work remotely while being able to avail of an extended stay in South Korea. The foreign national must be employed outside of South Korea.

Another emerging trend is that of governments choosing to extend visa-waiver options to nationals of additional countries. From March 2024, Thailand and China will permanently waive visa requirements for each other’s citizens. Additionally, China is granting a visa waiver to nationals of six countries (Germany, France, Spain, Italy, Malaysia and the Netherlands), who will be able to visit China for up to 15 days for business, tourism, family visits and transit purposes.

Despite all the above-mentioned measures being introduced to lure foreign talent, protectionist measures will persist due to ongoing economic challenges. Governments will need to navigate a delicate balance between global talent acquisition and safeguarding jobs for local workers. Hungary is introducing changes to existing immigration rules, with an aim to tighten their immigration regulations.  In the second half of 2024, elections will take place in the United Kingdom and United States and the outcome of these will determine immigration policies in both countries.

Immigration Compliance and Enforcement

Governments will intensify efforts to enforce immigration compliance by way of visa inspections and increased scrutiny of purpose of travel at borders.

For example, we have recently observed German immigration authorities requesting temporary reinstatement of internal Schengen borders.  We also anticipate an increase in inspections to verify posted worker compliance in EU and EEA countries as well as more focus on the social security aspect of compliance (A1 form).

Countries including the US, Canada, and South Africa continue to grapple with huge application backlogs, largely rooted in the COVID-19 pandemic. These backlogs leave foreign nationals in a state of limbo for extended periods and lead to some seeking more efficient administration and security elsewhere, which is problematic, particularly in the case of highly skilled migrants. The United States Department of Homeland Security plans to make changes in 2024 to the process for adjustment of status to permanent residence. This change is anticipated to reduce processing times and promote the efficient use of immediately available immigrant visas

Preparing for the Next Global Challenge

Finally, companies increasingly find themselves operating in challenging locations and subject to adapting to the latest “polycrisis”. Emergency situations and the need for crisis management are becoming increasingly common and require complex strategic solutions. The need for urgent international travel—either in to or out of locations—can result from many types of emergencies: from natural disaster to pandemic; from political upheaval to military conflict.

We also anticipate growth and high volumes of movement in the Middle East and particularly Saudi Arabia. Authorities in Saudi Arabia have introduced a tourist eVisa, which allows foreign nationals to take part in tourism-related activities such as events, family and relatives visits, or leisure activities. It is also anticipated that Saudi Arabia will introduce an eVisa for business travel. With Saudi Arabia being the sole bidder for the FIFA World Cup in 2034, we expect that this will create a significant increase in job opportunities for companies seeking to hire foreign talent.

This immigration update is for informational purposes only and is not a substitute for legal or scenario-specific advice. Furthermore, it is important to note that immigration announcements are subject to sudden and unexpected changes. Readers are encouraged to reach out to Newland Chase for any case or company-specific assessments. 

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Following the Parliamentary debate on January 10, 2024, this fee increase is now delayed. The very earliest the new rate will come into effect is January 31, 2024, as the increase can only be implemented 21 days after it becomes law.

This provides some very welcome news for those in a rush to submit applications by January 16, 2024.

The IHS fees are applicable for entry clearance (applications made outside the UK) for a period of six months or more, and for leave to remain (applications made from within the UK). Individuals applying for Indefinite Leave to Remain (ILR) and British citizenship are exempt from paying the fee.

Adult applicants applying after the fee increase will be required to pay the increased fee of £1,035 per year of the visa length required. Child applicants will be charged £776 per year of the visa length required. The current fees for adult and child applicants are £624 and £470 respectively. These fees are payable at the time of online submission. There is a fee waiver for anyone who may not be able to afford the IHS fee, but sufficient evidence must be provided to demonstrate this.

To discuss the specific impact to you and/or your organisation resulting from the increased fee, please do not hesitate to contact your Newland Chase Account Manager. Alternatively, please contact Newland Chase on ukenquiries@newlandchase.com to speak with an OISC qualified UK Immigration Consultant.

This immigration update is for informational purposes only and is not a substitute for legal or scenario-specific advice. Furthermore, it is important to note that immigration announcements are subject to sudden and unexpected changes. Readers are encouraged to reach out to Newland Chase for any case- or company-specific assessments.

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If you’re moving to the United Kingdom, you may be wondering about British culture and the types of norms and customs that make up British life. Even if you are moving from an English-speaking country and don’t have a language difference to navigate, you may find the cultural differences and norms surprising, from British food to British humor.

Though it’s most commonly just referred to as the UK, the United Kingdom of Great Britain and Northern Ireland actually comprises not one but four nations: England, Scotland, Wales, and Northern Ireland. Let’s take a look at some of the finer points of UK culture and British society to help you better understand the country where you’re moving.

Business culture and workplace etiquette in the UK

There are some key differences in culture and workplace etiquette in the UK. Communication styles between Brits and Americans tend to differ slightly. Whereas Americans are very direct, British people tend to spend a lot of effort making their opinions and views sound polite and well-measured. If you find it difficult to parse what your British colleague thinks—or perhaps find them distant or not very warm—that’s possibly a cultural difference at play and not something to take personally.

British people also tend to have more respect for holidays and annual leave, as it is afforded to every working person regardless of their job. While taking time off from work in the US can be seen as a luxury, in the UK it’s seen as more of a right for all working people.

You may also notice that British people apologize extensively, even when it seems that there’s not much to apologize for. This emphasis on politeness is a very British trait that you may find yourself picking up after some time spent in the UK.
British culture and society

You may notice an emphasis on the class system in British culture. If you’re coming from the US, for example, you may be used to terms such as “white-collar workers” to describe certain sectors of the economy. But in the UK, people tend to heavily identify with the class they are from, whether it’s working class, middle class, or upper class—the latter commonly referred to derisively as “posh.”

The class system is a holdover from Britain’s past, when the gentry were granted land by the monarch (more on that below). You may find it surprising to hear people openly describe themselves or others by their class, but it remains a common reference within British society.

Whether it’s the Beatles, the BBC, or Charles Dickens, people in the UK tend to be proud of British literature, British art, and British culture. Generally speaking, the government values it as well, providing more funding to the arts and culture than the US does.

British history is very obvious in everyday life in the UK, whether it’s just walking by London’s St. Paul’s Cathedral (which was built in the 17th century) or the blue plaques commonly seen on buildings indicating which historical figure used to live or work there. If you pay attention to architecture or even the small details of everyday life, you can learn a lot about the past.

Another thing Brits are renowned for is their sense of humor. It does tend to be a lot drier and more deadpan than American humor, though, so you might be surprised at the things people find funny here. It’s good to know that “banter”—the practice of sending good-natured insults or jabs back and forth—is generally seen as a sign of affection, so try not to take offense.

Differences between British and American English

You’d be forgiven for thinking that, since English is the official language of both the US and the UK, you won’t have any problem navigating language differences in Britain. But British English and American English have some surprising differences.
Pay attention to American spelling differences, as British people are known to take some pride over their way of spelling things—”color” becomes “colour,” “empathize” becomes “empathise,” “center” becomes “centre,” etc.

Some common word differences: pants are known as trousers in the UK (and underwear as pants), and a cell phone is a mobile phone (or just a mobile). Trash becomes bin, vacation becomes holiday, apartment becomes flat, first floor becomes ground floor, and elevator becomes lift. Slang, of course, is also very different here and can often sound quite rude to the uninitiated. Before taking offense, make sure you’re not misunderstanding what the person is saying.

British monarchy and government

The British government is a constitutional monarchy. Though the reigning monarch (currently King Charles III) is the head of state, he does not make any governing decisions or make laws. For that, the UK relies on its parliamentary system, which has three major political parties: Labour, the Conservative Party, and the Liberal Democrats. In an election, British citizens vote for members of parliament (MP) to represent them in the House of Commons. Whichever party wins the most seats takes the majority and is entitled to elect their party leader, who then serves as the Prime Minister of the United Kingdom.

Since the postwar period, Britain has had a social welfare state that includes entitlement to medical care under the National Health Service, as well as a fairly robust benefit system. If you are working on a visa in the United Kingdom, you will generally have access to some of these services as a legal resident.

Though the British royal family sparks great interest worldwide, it can be something of a divisive issue in the UK. Some British people can be described as monarchists, meaning they believe the institution and traditions of the royal family provide a benefit and are still relevant to modern-day life. Others take a more “republican” view and believe the royal family should no longer be funded in part by taxpayers and instead be consigned to British history.

Stay in the loop with Newland Chase

As you prepare to embark on your journey to the United Kingdom, understanding the intricacies of British culture and society becomes paramount. Navigating these cultural nuances, from workplace etiquette to the renowned British humor and the subtle yet significant differences in language, is key to a seamless transition.

An experienced immigration specialist can help you navigate the complexities of settling in and adjusting to a new culture. Contact Newland Chase for a quote today.

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