- People
- Expertise
Our expertise
We are a team of more than 500 professionals, with the depth of experience which makes us genuine experts in our fields. Together, gunnercooke’s people have strength across just about every corporate discipline and sector. We provide legal, commercial and strategic advice that delivers real value to the clients we work with, which span from multinational enterprises through to unicorns and non-for-profit organisations. Our breadth of expertise covers some of the most interesting and important emerging disciplines, from ESG and charity law, to blockchain and competition.
Search by practice areaDispute ResolutionDispute Resolution OverviewMeet the Dispute Resolution TeamIntellectual Property DisputesFinancial Services & FinTech OverviewProceeds of CrimeEmployment TribunalTax InvestigationProperty Dispute ResolutionInsolvency DisputesMediationCivil Fraud & Asset TracingHealth & SafetyBusiness Crime & InvestigationsLitigation & ArbitrationInternational Arbitration - International
International Offices
gunnercooke has 15 offices globally including the UK, Scotland, US, Germany and CEE, with further plans for growth in the coming years. These offices enhance the existing in-house capability of our dedicated international teams and dual-qualified experts that cover China and Hong Kong, Spain, France, Italy, Brazil and Portugal. Our team has experience working across 101 different countries, speaking 30 languages and are dual-qualified in 15 jurisdictions. Our expertise means we can offer large teams to carry out complex cross-border matters for major international clients.
- Our story
Our story
gunnercooke is the fastest growing corporate law firm in the UK, now making its mark globally. We comprise a rapidly growing number of experts spanning legal and other disciplines. Clients benefit from flexible options on fees to suit their needs, access to a wider network of senior experts throughout the relationship, and legal advice which is complemented by an understanding of the commercial aspects of running a business.
- Reading Room
- News & Insights
When a UK company goes through a merger or acquisition, it can significantly affect its sponsor licence and the status of its sponsored employees, so it’s important to understand the impact and what you need to do.
Below are some of the key factors and actions to take:
Notification and Reporting:
It’s vital that companies inform the Home Office about any mergers or acquisitions within 20 working days via the Sponsor Management System (SMS). Failing to report these changes can lead to penalties or the loss of the sponsor licence.
Licence Impact:
Significant changes to a company’s structure may require applying for a new sponsor licence, as the original licence may not be transferable, especially if the original company is dissolved. If the existing sponsor licence is retained, you must ensure all sponsorship obligations are continued without interruption.
Sponsored Employees:
If you have any sponsored employees, you might need new Certificates of Sponsorship (CoS) if there are changes to the licence. It’s important that you ensure that their employment and immigration status remain secure throughout the transition.
Due Diligence and Compliance:
Conduct comprehensive due diligence to understand the immigration consequences of the merger or acquisition and make sure that all sponsored employees’ details are current and correctly entered in the SMS.
Practical Steps for Compliance:
It’s important to begin evaluating the impact on your sponsor licence as soon as merger or acquisition discussions commence. The review should include reviewing the current licence terms and identifying potential compliance issues.
After you’ve completed your review, the next step is to create a transition plan for sponsored employees, including timelines for issuing new CoS if needed and meeting all legal requirements to maintain their immigration status. As part of this, ensure that all records are updated promptly to reflect the new company structure and any changes in employment terms.
During this complicated process, you should keep all relevant parties, including employees and the Home Office, informed about the changes and the measures being taken to ensure compliance with sponsorship duties. This is to avoid any future issues with the Home Office and the status of people’s immigration process.
Finally, it’s recommended that you take the time to regularly review and monitor compliance with sponsorship duties during and after the transition to prevent penalties and ensure continued eligibility to sponsor migrant workers.
Conclusion
By understanding these factors and taking proactive measures, companies can manage their sponsor licences effectively during mergers and acquisitions, ensuring compliance and minimizing disruption for their operations and employees.
Seek legal counsel to navigate the complexities of mergers or acquisitions, ensuring compliance with UK immigration laws and facilitating a smooth transition for employees.
