Homes for Ukraine Scheme UK

The Homes for Ukraine scheme allows eligible Ukrainian nationals and their immediate family members to come to the UK with a UK-based sponsor who can provide accommodation. For employers and HR teams, the route offers a practical way to hire without sponsorship while placing clear duties around right to work compliance and workforce planning. Government policy on Ukrainian routes remains under periodic review, so employers should track official updates.

What this article is about: This guide explains how the Homes for Ukraine scheme operates, the scope of immigration permission granted, employment rights, how to complete compliant right to work checks using the online share code service, and the HR measures that support integration and long-term planning. It also signposts options at the end of the grant of leave, including the Ukraine Permission Extension scheme (UPE), and highlights areas where policy may change.

 

 

Section A: Understanding the Homes for Ukraine Scheme

 

The Homes for Ukraine scheme, launched in 2022 in response to the war in Ukraine, enables eligible Ukrainian nationals and their immediate family members to come to the UK if they have a UK-based sponsor who can provide accommodation. It sits alongside the Ukraine Family Scheme and the Ukraine Permission Extension Scheme (UPE). While the scheme remains open, terms and guidance are reviewed periodically, so employers should monitor official updates.

 

1. Scheme overview

 

Under Homes for Ukraine, successful applicants are granted temporary permission to stay for up to three years with the right to work and access key public services. There are no visa application fees for this route. From an HR perspective, this provides a practical way to meet resourcing needs without sponsorship under the Points Based System, while still requiring rigorous right to work checks using the Home Office online service. Many status outcomes are digital (eVisa); some individuals may also hold a Biometric Residence Permit (BRP).

 

2. Who can apply

 

The route is available to eligible:

• Ukrainian nationals
• Immediate family members of eligible Ukrainians
• Applicants with an approved UK-based sponsor offering suitable accommodation

 

Eligibility and evidential requirements are set by the Home Office and may be updated. Applicants must meet security and safeguarding checks. Employers should be prepared to signpost prospective workers to official guidance and local authority support.

 

3. Sponsorship requirements

 

Homes for Ukraine sponsors can be private households, community groups, faith organisations, or—in partnership with local authorities—employers. Sponsors are generally expected to provide accommodation for a minimum period (commonly six months) and to cooperate with safeguarding and property checks. Any sponsor “thank you” payments are administered through local authorities. Sponsorship under this scheme concerns accommodation and safeguarding and does not in itself create an employment relationship.

 

4. Differences from other Ukraine routes

 

Employers will most commonly encounter three routes:

• Homes for Ukraine — sponsorship by a UK host, no family tie required
• Ukraine Family Scheme — based on qualifying family relationships with a UK-based relative
• Ukraine Permission Extension Scheme (UPE) — extends permission for eligible Ukrainians already in the UK to remain and work lawfully

 

Each route can produce different evidence of status. For right to work, employers should use the online “View and Prove” service via a share code provided by the worker. Physical letters or application receipts are not sufficient for establishing a statutory excuse.

 

Section Summary

 

Homes for Ukraine offers a lawful, non-sponsored route for eligible Ukrainians to live and work in the UK with a host sponsor. It differs from family-based and extension routes, and employers should expect digital immigration status for most workers. Because policy is reviewed periodically, HR teams should track official updates and align recruitment, onboarding, and compliance processes accordingly.

 

 

Section B: Immigration Status and Employment Rights

 

Ukrainian nationals arriving under the Homes for Ukraine scheme are granted temporary leave to remain in the UK for up to three years. This permission provides a wide range of rights, including access to employment and essential public services. However, it is not a direct pathway to settlement, and employers must plan accordingly.

 

1. Length and conditions of leave

 

The leave is initially valid for three years. It is temporary and does not automatically lead to indefinite leave to remain. At expiry, individuals may apply to extend their stay through the Ukraine Permission Extension Scheme (UPE) or, where eligible, switch into another immigration category such as the Skilled Worker visa or family visas. Employers should diarise these dates and prepare for possible transitions.

 

2. Right to work in the UK

 

All individuals under the Homes for Ukraine scheme have unrestricted permission to work in the UK. They can work full-time or part-time, take up self-employment, and engage in voluntary work. There are no role or salary restrictions, although normal restrictions apply to regulated professions and roles requiring security clearance.

 

3. Access to public services and benefits

 

Individuals under this scheme have access to the NHS, state schooling for children, and benefits such as Universal Credit and housing support. While access is broad and similar to that of those with settled status, some entitlements may differ. HR teams should be ready to signpost employees to appropriate services without providing immigration or welfare advice beyond their competence.

 

4. Restrictions and limitations

 

While the scheme grants extensive rights, it remains a temporary status. At the end of three years, individuals must either extend their stay under UPE or switch into another route. The scheme itself does not guarantee settlement or citizenship. Some public sector roles requiring British nationality, indefinite leave, or specific security clearance remain inaccessible to participants.

 

5. Impact on HR policies and recruitment planning

 

Employers should adapt HR processes to reflect the temporary nature of this permission. Steps may include:

• Using fixed-term contracts aligned to visa expiry dates
• Providing flexibility for resettlement needs or family obligations
• Factoring visa timelines into workforce and succession planning

 

Recruiting under the scheme allows businesses to access labour without sponsor licence obligations. However, planning for possible transitions is essential to retain talent beyond the three-year grant.

 

Section Summary

 

The Homes for Ukraine scheme grants three years’ temporary leave with full work rights and access to public services. For employers, this provides flexibility to fill vacancies without sponsorship but requires awareness of the scheme’s temporary nature and planning for longer-term workforce needs.

 

 

Section C: Right to Work Compliance for Employers

 

Employers must carry out correct right to work checks on all employees, including those under the Homes for Ukraine scheme. Compliance with Home Office rules is critical to avoid civil penalties, loss of sponsor licence (if held), and reputational harm.

 

1. Legal obligations for employers

 

UK employers must confirm every worker’s right to work before employment begins. This obligation applies regardless of nationality or visa route. A compliant right to work check gives the employer a statutory excuse against liability if the worker is later found to be working illegally.

 

2. Acceptable evidence for right to work

 

Most Ukrainians under the scheme will hold:

• A digital immigration status (eVisa) accessible via the Home Office “View and Prove” service, or
• A Biometric Residence Permit (BRP), issued in some cases

 

Employers should not rely on physical visa vignettes, letters of permission, or copies of application confirmations as evidence. Only an online status check or a BRP provides a valid statutory excuse.

 

3. How to conduct a right to work check

 

The process is as follows:

• Request the individual’s share code
• Access the official Home Office online service
• Enter the share code and the worker’s date of birth
• Confirm work rights and expiry date displayed on the system
• Save and securely store a copy of the results page with the date the check was completed

 

This evidence must be retained to establish a statutory excuse.

 

4. Ongoing compliance and repeat checks

 

Because permission is time-limited, employers must diarise follow-up checks before the expiry date. If the worker extends their stay under UPE or switches visa categories, a new check is required. Failure to carry out a repeat check may remove the statutory excuse.

 

5. Risk of civil penalties

 

Failure to conduct proper checks can result in:

• Civil penalties of up to £20,000 per illegal worker
• Criminal prosecution where employment is knowingly unlawful
• Adverse impact on sponsor licence compliance if the business sponsors other workers
• Reputational and commercial damage

 

 

6. Record-keeping requirements

 

Employers must retain:

• A copy of the Home Office right to work check confirmation page
• The date the check was completed
• Details of when follow-up checks are required

 

These records must be stored securely and be available for inspection during a Home Office audit.

 

Section Summary

 

Employers hiring under the Homes for Ukraine scheme must use the Home Office share code system or BRP to conduct right to work checks. Physical letters or application receipts are not valid. Follow-up checks must be diarised before visas expire, and full records kept to avoid penalties.

 

 

Section D: HR Considerations and Long-Term Planning

 

Employing staff under the Homes for Ukraine scheme requires more than legal compliance. HR leaders should consider the practical support needed to integrate employees, retain talent, and plan for the temporary nature of the visa. Proactive workforce planning will help businesses support staff while safeguarding continuity.

 

1. Supporting Ukrainian employees with integration

 

New arrivals may face significant challenges in adapting to UK workplaces. Employers can assist by:

• Providing workplace inductions covering culture, rights, and responsibilities
• Offering mentorship or peer-support arrangements
• Communicating policies clearly, with adjustments for language needs
• Signposting to community and local authority support services

 

Integration measures help employees settle more quickly and contribute effectively.

 

2. Language, training, and workplace support

 

Language barriers may impact performance and compliance. Employers may consider:

• Offering English language training or access to courses
• Translating essential workplace information such as health and safety materials
• Providing visual or simplified communication where necessary
• Adjusting training methods to ensure understanding

 

These investments strengthen productivity and workforce safety.

 

3. Contractual considerations and flexibility

 

Contracts and policies should reflect the temporary nature of the visa. Employers may:

• Use fixed-term contracts aligned with the three-year permission period
• Offer flexible working hours to accommodate resettlement needs
• Update absence and compassionate leave policies for staff with family overseas

 

Flexibility demonstrates commitment to staff welfare and supports retention.

 

4. Transition to other visa categories or settlement routes

 

At the end of the three-year period, employees may:

• Extend their stay under the Ukraine Permission Extension Scheme (UPE)
• Switch into other routes such as the Skilled Worker visa, if eligible
• Apply under family visa categories if personal circumstances allow

 

Employers should prepare to support staff through transitions, including considering sponsor licence applications if retaining employees under Skilled Worker visas.

 

5. Business continuity and workforce planning

 

Employers should identify critical roles filled by Ukrainians and assess the impact of visa expiry. This involves:

• Monitoring government policy changes on Ukraine schemes
• Developing succession planning for essential roles
• Building flexibility into recruitment and resourcing strategies

 

Effective planning reduces risk and helps ensure workforce stability.

 

Section Summary

 

Employers must combine compliance with HR best practice. Integration, language support, contract flexibility, and planning for visa expiry all contribute to stability and retention. Factoring the Ukraine Permission Extension Scheme and other immigration options into workforce strategy will help businesses retain talent beyond the initial grant of leave.

 

 

FAQs

 

Can Ukrainians under the Homes for Ukraine scheme work full-time in the UK?

 

Yes. Individuals granted leave under the scheme can work full-time, part-time, be self-employed, or undertake voluntary work. There are no restrictions on role or salary, though some regulated or security-cleared roles may remain unavailable.

 

How long does their visa last?

 

The visa grants up to three years’ temporary leave. It does not provide a direct route to settlement. At expiry, employees may apply under the Ukraine Permission Extension Scheme (UPE) or switch into another visa route.

 

Do employers need to sponsor workers under this scheme?

 

No. This route sits outside the sponsorship system. Employers do not require a sponsor licence and there are no minimum salary thresholds.

 

What documents should HR keep on file?

 

Employers must retain evidence of right to work checks, typically the confirmation page from the Home Office online service using the worker’s share code. Records should include the date the check was made and the date a follow-up check is due.

 

Can staff switch from this scheme to another visa?

 

Yes. Employees may be able to extend their stay through UPE or switch to another visa such as Skilled Worker or family routes. Employers should diarise visa expiry dates and prepare to support transitions if retaining staff.

 

 

Conclusion

 

The Homes for Ukraine scheme provides employers with an opportunity to recruit Ukrainian nationals without the cost or administration of sponsorship. Workers under this route have full permission to work and access to public services, making them a valuable addition to the workforce. However, the permission is temporary and does not in itself lead to settlement.

Employers must remain compliant by conducting proper right to work checks using share codes or BRPs, recording outcomes, and scheduling follow-up checks before visas expire. In parallel, HR leaders should focus on integration, language support, and contract flexibility to help employees settle and remain productive.

Longer-term planning is essential. Employers should prepare for visa expiry by understanding extension options under the Ukraine Permission Extension Scheme and other potential visa categories. Given that government policy in this area is evolving, organisations should track Home Office updates closely and adjust their workforce strategies accordingly.

 

 

Glossary

 

Term	Definition
Homes for Ukraine Scheme	A UK visa route allowing eligible Ukrainians and their families to come to the UK with sponsorship from a UK household, organisation, or community group.
Right to Work	The legal requirement for UK employers to verify that all employees have lawful immigration status allowing them to work in the UK.
Share Code	A digital code generated by the Home Office system which allows employers to verify a worker’s immigration status online.
Sponsor	An individual, household, or organisation in the UK providing accommodation under the Homes for Ukraine scheme. This is separate from employer sponsorship under the Points Based System.
Ukraine Family Scheme	A visa route allowing Ukrainians to join close family members who are settled in the UK.
Ukraine Permission Extension Scheme (UPE)	A visa route enabling Ukrainians already in the UK to extend their stay lawfully once their existing permission is due to expire.

 

 

Useful Links

 

Resource	Link
GOV.UK – Homes for Ukraine scheme	https://www.gov.uk/guidance/homes-for-ukraine-scheme
GOV.UK – Right to work checks	https://www.gov.uk/legal-right-work-uk
GOV.UK – Ukraine visa support	https://www.gov.uk/ukraine-sponsorship
DavidsonMorris – Homes for Ukraine	https://www.davidsonmorris.com/homes-for-ukraine/
DavidsonMorris – Ukraine Permission Extension Scheme	https://www.davidsonmorris.com/ukraine-permission-extension-scheme/
DavidsonMorris – Ukraine Refugee Guidance	https://www.davidsonmorris.com/ukraine-refugee/
DavidsonMorris – Ukraine Family Scheme visa	https://www.davidsonmorris.com/ukraine-family-scheme-visa/
Xpats.io – Homes for Ukraine	https://www.xpats.io/homes-for-ukraine/
Xpats.io – Ukraine Family Scheme	https://www.xpats.io/ukraine-family-scheme/
Xpats.io – Ukraine Extension Scheme	https://www.xpats.io/ukraine-extension-scheme/
Xpats.io – Ukraine Permission Extension Scheme	https://www.xpats.io/ukraine-permission-extension-scheme/