This article provides an overview of the UK Fiancé Visa, a family visa route that allows foreign nationals to enter the UK with the intention of marrying their British or settled partner. While it is commonly referred to as the Fiancé Visa, it sits within the wider family visa framework rather than being a standalone category. For HR Directors, managers and business owners, it is important to understand the restrictions and implications of this visa when dealing with employees or prospective employees who may be applying under this route.
What this article is about
This guide explains the Fiancé Visa and its relevance for UK employers. We cover how the visa fits within the family visa framework, who can apply, the main eligibility requirements, and the application process. We then focus on the employment restrictions attached to this visa, the compliance risks for employers, and the steps HR professionals can take to support affected staff. By the end, HR leaders will be clear on what this visa means in practice for recruitment, workforce planning, and right to work checks.
Section A: Understanding the UK Fiancé Visa
The UK Fiancé Visa is commonly used to describe entry clearance under the family visa route that enables a foreign national to come to the UK for six months to marry or enter into a civil partnership with a British citizen or a person settled in the UK. It sits within the family visa framework rather than operating as a standalone category and is granted solely to allow the ceremony to take place in the UK.
The visa is time-limited to six months, during which the marriage or civil partnership is expected to occur. After the ceremony, the individual can apply from within the UK to switch into the Spouse Visa route, which confers permission to work and provides a path to longer-term residence. Time spent in the UK as a fiancé(e) or proposed civil partner does not count toward the 5-year qualifying period for settlement.
Key distinctions from the Spouse Visa include:
- Six-month validity for the Fiancé Visa versus an initial 30-month grant for the Spouse Visa.
- No right to work while holding a Fiancé Visa.
- Evidence must show credible plans for a UK marriage or civil partnership within the visa period.
Section A Summary: The Fiancé Visa is a short-term family route intended to facilitate a UK-based marriage or civil partnership. It does not grant employment rights and does not contribute to the qualifying residence for settlement. Employment becomes possible only after switching to a Spouse Visa following the ceremony.
Section B: Eligibility Criteria and Application Process
To qualify for a UK Fiancé Visa, applicants must satisfy requirements under the Immigration Rules for family visas. These are intended to confirm the relationship is genuine, that both parties intend to live together permanently in the UK, and that the couple can support themselves financially without recourse to public funds.
1. Relationship requirements
The applicant must be engaged to a UK-based partner who is either:
- A British citizen
- A person with indefinite leave to remain (ILR), settled status or permanent residence
- A person with refugee status or humanitarian protection
The relationship must be genuine and subsisting, and both partners must intend to marry or form a civil partnership in the UK within six months of entry. Evidence may include wedding bookings, venue confirmations, or communications about the ceremony.
2. Financial requirement
The UK-based partner (the sponsor) must meet the minimum income threshold, currently £29,000 per year (as of July 2025). Income can be shown through employment, self-employment or, in some cases, savings. If relying on savings alone, a minimum of £88,500 is required. Evidence such as payslips, bank statements and employment letters is essential to demonstrate compliance.
3. Accommodation requirement
The couple must provide evidence of adequate accommodation available in the UK where they will live together without overcrowding. Tenancy agreements, mortgage statements or a landlord’s written consent may be used as evidence.
4. English language requirement
The applicant must demonstrate English language ability at A1 level (speaking and listening) under the CEFR framework. This is normally evidenced by passing an approved test or by being a national of a majority English-speaking country. Certain exemptions apply, for example on grounds of disability.
5. Application process
Applications must be made online from outside the UK, as it is not possible to switch into a Fiancé Visa from within the country. Supporting documentation is uploaded electronically or submitted at a visa application centre. Applicants are also required to enrol their biometrics. Processing typically takes up to 12 weeks for overseas applications.
If successful, the applicant is granted six months’ entry clearance. During this time, the marriage or civil partnership must take place. After the ceremony, the applicant can apply to switch into the Spouse Visa route from within the UK, provided all eligibility requirements, including the updated financial threshold, are met.
Section B Summary: To obtain a Fiancé Visa, applicants must meet strict requirements around relationship evidence, financial stability, accommodation and English language ability. Applications are made from outside the UK, with a six-month grant of entry clearance. Switching into the Spouse Visa after marriage is possible from within the UK, subject to meeting all criteria.
Section C: Employment Restrictions and HR Considerations
The Fiancé Visa carries one of the strictest conditions relevant to employers: it prohibits all forms of employment and study. For HR Directors and managers, this restriction is critical when dealing with candidates or employees on this route.
1. Prohibition on employment
Holders of a Fiancé Visa are not permitted to take up employment in the UK. Any employer found to have employed someone on this route would be in breach of the Immigration Rules and right to work legislation. Civil penalties can be imposed of up to £20,000 per illegal worker, and reputational consequences can follow. Employers with a sponsor licence could also face compliance action, including licence suspension or revocation.
2. Recruitment implications
Prospective employees on a Fiancé Visa cannot lawfully begin work until they have switched into the Spouse Visa. HR teams must avoid making assumptions about start dates during the fiancé(e) period. Conditional offers can be made, but the contract should clearly state that employment is subject to the grant of a visa that permits work.
3. Right to work checks
Employers are required to carry out right to work checks before employment starts. Since Fiancé Visas do not provide any work rights, no valid documentation can be shown for these purposes. Employers should note that no statutory excuse against liability can be obtained by employing someone on a Fiancé Visa, even if a check has been attempted. The only lawful course is to defer employment until a visa conferring work rights, such as the Spouse Visa, has been granted.
4. Transition to Spouse Visa
Once the marriage or civil partnership has taken place, the individual can apply to switch into a Spouse Visa from within the UK. The Spouse Visa grants full work rights and is valid for 30 months initially. At this stage, HR may conduct a right to work check and employment can commence lawfully.
Section C Summary: The Fiancé Visa prohibits work entirely, and employers cannot rely on right to work checks to create a statutory excuse. Employment must not begin until the person has switched into a Spouse Visa, at which point lawful work rights are conferred.
Section D: HR Support and Risk Management
Although the Fiancé Visa does not permit employment, HR professionals may still be required to manage queries from employees or prospective hires affected by this route. Effective support and robust compliance processes can help employers mitigate risk and maintain consistency in workforce planning.
1. Supporting employees and prospective hires
Existing employees may seek advice if their partner is applying for a Fiancé Visa, or candidates may disclose that they hold this visa but intend to switch to a Spouse Visa after their marriage. HR’s responsibility is to provide clear information about the restrictions and to manage expectations by confirming that employment cannot begin until lawful work permission is in place.
2. Compliance and right to work obligations
Employers must carry out right to work checks in strict accordance with Home Office guidance. Since Fiancé Visa holders cannot present valid documentation for employment, no statutory excuse is available if they are hired. HR teams should document decisions to defer employment until a visa granting work rights has been issued, which also demonstrates compliance in the event of a Home Office audit.
3. Workforce planning
The inability of Fiancé Visa holders to work can create delays to recruitment, especially for key hires. HR managers should anticipate these issues by factoring visa timelines into workforce planning. Conditional offers may be made but should include clear wording that start dates are subject to the individual securing a visa with work rights.
4. Practical HR policies
Employers can reduce risk by implementing immigration compliance policies that provide guidance for managers and HR teams. These should cover right to work verification, use of conditional offers, and record-keeping practices. Training HR personnel on immigration rules, particularly visa restrictions, will help ensure consistent and compliant handling of cases involving the Fiancé Visa.
Section D Summary: While Fiancé Visa holders cannot work, HR can support affected staff by providing clear information, applying robust right to work checks, and planning recruitment around visa timelines. Documented policies and training further reduce compliance risk and promote consistency across the organisation.
FAQs
Can someone on a Fiancé Visa work in the UK?
No. The Fiancé Visa does not grant the right to work. Employment is only permitted once the individual has switched into the Spouse Visa route after the marriage or civil partnership has taken place and the Spouse Visa is granted.
How long does a Fiancé Visa last?
It is issued for six months, during which time the couple is expected to marry or enter into a civil partnership in the UK.
Can a Fiancé Visa be extended?
Extensions are only granted in exceptional circumstances where the ceremony could not take place within six months for reasons outside the couple’s control (for example, serious illness or administrative disruption). Strong evidence must be provided.
What happens if the wedding is delayed?
If the ceremony cannot take place within the six-month validity, the applicant should apply for an extension with evidence explaining the delay. Without an extension, the visa will expire and the applicant would be required to leave the UK.
Must the application be made from outside the UK?
Yes. Applications for a Fiancé Visa must be made from outside the UK. It is not possible to switch into this category from within the UK.
When can employment lawfully begin?
Only after the marriage or civil partnership has taken place and the applicant has switched into, and been granted, a Spouse Visa. HR must then complete a compliant right to work check based on the Spouse Visa grant before employment starts.
Conclusion
The Fiancé Visa sits within the family visa framework and provides short-term entry clearance to enable a UK-based ceremony. Its defining feature for employers is the absence of any work rights during the six-month validity. Employing a Fiancé Visa holder would breach right to work laws and expose the business to civil penalties and compliance action.
HR Directors and managers should ensure employment does not begin until the individual has married or formed a civil partnership and switched into the Spouse Visa, which confers work permission. Build immigration checks into recruitment timelines, issue conditional offers where appropriate, and maintain clear policies and records to demonstrate compliance. This approach protects the organisation while offering consistent support to affected staff.
Glossary
| Term | Definition |
|---|---|
| Fiancé Visa | A family visa allowing a foreign national to enter the UK for six months to marry or enter into a civil partnership with a British citizen or settled partner. No work rights are granted. |
| Family Visa | A category under UK immigration law that allows foreign nationals to join family members in the UK. Includes Spouse, Partner, Parent, Child, and Fiancé Visa routes. |
| Spouse Visa | A family visa route for a non-UK spouse or civil partner of a British or settled person. Grants permission to work and is usually issued for 30 months initially. |
| Right to Work Checks | Legal checks employers must complete before employment starts to ensure an individual has lawful status to work in the UK. |
| Sponsor | In the context of family visas, the UK-based partner who supports the application and must meet financial and accommodation requirements. |
Useful Links
| Resource | Link |
|---|---|
| GOV.UK – Family visas: apply, extend or switch | Visit GOV.UK |
| GOV.UK – Right to work checks: an employer’s guide | Visit GOV.UK |
| DavidsonMorris – Fiancé Visa UK | Read more |
| DavidsonMorris – Unmarried Partner Visa UK | Read more |
| Xpats.io – Spouse Visa | Read more |
Author
Gill Laing is a qualified Legal Researcher & Analyst with niche specialisms in Law, Tax, Human Resources, Immigration & Employment Law.
Gill is a Multiple Business Owner and the Managing Director of Prof Services - a Marketing & Content Agency for the Professional Services Sector.
