Suspended From Work While Waiting for UK Visa Renewal: A True Story That Will Shock You 🇬🇧

 

---

Suspended From Work While Waiting for UK Visa Renewal: A True Story That Will Shock You 🇬🇧

You won’t believe how fast things can turn upside down when you’re on a visa in the UK.

One ordinary morning, a lady went to work, sat at her desk, typed in her login… and nothing worked. Her system was locked. Completely blocked. No warning. No message.

Minutes later, she checked her phone and saw an email that made her heart race.

Her employer claimed her visa had expired.

They demanded immediate proof of her right to work.

But she didn’t panic — because she had already submitted her spouse-visa renewal before it expired. In fact, the process was stressful: the payment kept failing, her bank flagged the transaction as fraud, and she had to retry several times. But she pushed through, and the application finally went through on time.

This meant one thing:

👉 She was still legally allowed to work under Section 3C of the Immigration Act 1971.

The issue?

Her BRP card had expired, so she couldn’t generate a share code.

When she called the Home Office, they gave very simple instructions:

“Provide your employer with your application reference number and ask them to run an Employer Checking Service (ECS) check.”

This is the official legal process.

So she sent her employer the reference number.

She even provided extra documents — proof of her biometrics appointment and her application (with a few personal details redacted for privacy).

Instead of cooperating, the employer issued an email that shocked her:

She was suspended.

And ordered to attend a disciplinary meeting.

Their claim?

They said she refused to prove her right to work.

They even accused her of “lack of integrity” because she redacted some personal information — information the law does not allow employers to force her to disclose.

Even the Home Office was shocked when she called back. They told her:

> “You did everything correctly. The employer only needs your application reference number. They must use ECS.”

But at the disciplinary meeting, her employer interrogated her instead of following the law:

• Why did you apply close to the expiry date?

• Why did you redact sensitive information?

• Why can’t you generate a share code?

• Why should they use ECS?

They even falsely claimed she should have stopped working the day her visa expired — ignoring the fact that:

✔ Her application was submitted before expiry

✔ Section 3C extended her right to work

✔ Her previous share code was valid

✔ Employers must use ECS when someone cannot generate a share code

She left the meeting confused, embarrassed, and frightened — all because her employer didn’t understand the law.

Now she sits at home, suspended, wondering:

Why did they ignore everything she provided?

Why didn’t they run the ECS from day one?

Why treat her like a criminal when she followed the legal process?

Was this really about her visa — or did they just want her gone?

---

Advice for Anyone Facing a Similar Situation

✅ 1. Know your rights under Section 3C

If you apply for a visa extension before your visa expires, your old visa and work rights continue by law until a decision is made.

✅ 2. You are NOT required to provide a share code after expiry

After your BRP expires, the system will not generate a code. This is normal.

✅ 3. Employers MUST use the Employer Checking Service (ECS)

If you can’t provide a share code, this is the official process.

You only need to give:

Your full name

Date of birth

Application reference number

Employers are required by law to request a Positive Verification Notice (PVN).

✅ 4. You do NOT need to give your full visa application

You can redact:

Financial information

Personal identification numbers

Home address

Family details

Employers only need your reference number — not your private data.

✅ 5. If an employer refuses to run ECS, it is THEIR compliance failure, not yours

The Home Office clearly states that employers must check ECS when share codes cannot be generated.

✅ 6. Keep records of everything

Save:

Emails

Screenshots

Call logs

Home Office guidance

Proof you submitted your application on time

This protects you in any disciplinary process.

✅ 7. Seek advice immediately

You can contact:

Citizens Advice

ACAS

A qualified immigration adviser (OISC Level 1–3)

Your union (if you have one)

---

Reference List (Harvard Style)

Home Office (2024) Right to Work Checks: An Employer’s Guide. UK Home Office. Available at:

https://www.gov.uk/government/publications/right-to-work-checks-employers-guide (Accessed: [insert date]).

Home Office (2024) Employer Checking Service (ECS). UK Home Office. Available at:

https://www.gov.uk/employee-immigration-employment-status (Accessed: [insert date]).

Immigration Act 1971, c. 77. Available at:

https://www.legislation.gov.uk/ukpga/1971/77 (Accessed: [insert date]).

UK Visas and Immigration (2024) Continue working after visa expiry – Section 3C leave. UKVI Guidance. Available at:

https://www.gov.uk/guidance/immigration-rules/section-3c (Accessed: [insert date]).

Advisory, Conciliation and Arbitration Service (ACAS) (2023) Suspension During Disciplinary Procedures. Available at:

https://www.acas.org.uk/suspension-during-investigations (Accessed: [insert date]).

Citizens Advice (2024) Problems at Work Because of Immigration Status. Available at:

https://www.citizensadvice.org.uk (Accessed: [insert date]).

-