Parent Visa UK Guide

The Parent Visa UK is part of the family visa category and is designed for parents who wish to join or remain in the UK with their child. To qualify, the child must be a British citizen or hold settled status, such as Indefinite Leave to Remain. This route ensures that children growing up in the UK can benefit from the presence, care and support of a parent, even where the parent does not have another route of entry or stay in the UK. The child must be under 18 at the date of application, or have been under 18 when first granted leave on this route and remain dependent.

For HR directors, business owners and managers, an understanding of this visa is important when supporting staff members or prospective employees who may be relying on it to establish lawful residence in the UK. While the visa is granted on family grounds, it carries significant implications for an employee’s right to work, length of stay and progression toward settlement. Employers should be aware of how this route operates and what it means for immigration compliance in the workplace.

What this article is about: This article provides a comprehensive overview of the Parent Visa UK. It explains the purpose and scope of the visa, sets out eligibility requirements under Appendix FM of the Immigration Rules (including the EX.1 exception for children who have lived in the UK for seven years where it would be unreasonable for them to leave), details the application process, and highlights the employment implications for both individuals and their employers. The guide also addresses HR compliance considerations, including digital right to work checks as physical BRPs are phased out, ensuring organisations understand their obligations when employing individuals who hold or are applying for this visa.

 

Section A: Understanding the Parent Visa UK

 

The Parent Visa UK sits within the broader family visa framework under the Immigration Rules. Unlike the more commonly used spouse or partner visas, the Parent Visa is specifically for individuals who need to enter or remain in the UK to care for, or maintain a meaningful relationship with, their child. It is not a widely used route compared to partner visas, but it plays a vital role where a child’s best interests require the presence of a parent who does not otherwise qualify to live in the UK.

The central principle of this visa is the protection of a child’s welfare. A parent may apply if their child is under 18, living in the UK, and is either a British citizen or settled through Indefinite Leave to Remain. The Home Office will also consider applications where a child has lived in the UK for seven years, and it would be unreasonable to expect the child to leave. This falls under the exception provisions in Appendix FM (EX.1). In practice, this means the visa provides a pathway for parents who share or have sole responsibility for a child in the UK to remain close and involved in their upbringing.

To qualify under this route, applicants must demonstrate that they either:

• Have sole parental responsibility for the child, or
• Have direct access rights to the child, and they play, and intend to continue playing, an active role in the child’s life.

 

This ensures that only genuine parental relationships are protected under the route. Supporting evidence such as custody orders, residence arrangements, or statements from the other parent may be required to demonstrate this connection.

The duration of a Parent Visa is typically 30 months if applied for inside the UK, or 2 years and 6 months if applied for outside the UK. It can be extended, and after a qualifying period a parent may apply for settlement. Parents who meet the financial and English language requirements may qualify for the 5-year route to settlement, while others will follow the 10-year route. Importantly, the Parent Visa is not intended to facilitate entry based on wider family ties such as grandparents or siblings; it is limited to direct parental responsibility.

When compared to other family visa categories, the Parent Visa differs in scope and requirements. For example, the Spouse Visa requires a subsisting relationship with a British or settled partner and involves a specific financial threshold. By contrast, the Parent Visa focuses primarily on the child’s best interests, although financial and accommodation requirements still apply. Successful applicants are granted permission to work and study, but cannot access public funds.

Section Summary

 

The Parent Visa UK is a family-based immigration route enabling parents to live in the UK to care for a British or settled child. It is distinguished from other family visas by its emphasis on a child’s welfare and parental responsibility. For HR and employers, the key takeaway is that employees on this visa hold lawful status based on family grounds, which also grants them the right to work in the UK, subject to standard compliance checks.

 

Section B: Eligibility & Requirements

 

The eligibility criteria for a Parent Visa UK are set out under Appendix FM of the Immigration Rules, which governs applications made on family life grounds. The requirements are deliberately stringent to ensure that only those with a genuine and subsisting parental relationship are able to benefit from this route. Applicants must demonstrate not only their connection to the child but also that they meet specific financial, accommodation and language conditions.

1. The child’s status

 

The parent’s eligibility depends on the child being:

• A British citizen, or
• Settled in the UK with Indefinite Leave to Remain, or
• Having lived in the UK continuously for at least seven years, where it would be unreasonable to expect the child to leave (Appendix FM EX.1 exception).

 

The child must normally be under the age of 18 at the date of application. If the child turns 18 after the visa has been granted, the parent can continue on this route if the child remains dependent.

2. Parental responsibility or access

 

Applicants must prove they either have sole parental responsibility for the child or access rights that allow them to play an active role in the child’s upbringing. This is often the most heavily scrutinised requirement. The Home Office may require evidence such as:

• Court orders confirming custody or access arrangements
• Statements from the other parent or guardian
• School, medical or childcare records showing the applicant’s involvement

 

It is not sufficient simply to have a biological link; the parent must be actively engaged in the child’s life.

3. Financial requirements

 

Unlike the Spouse Visa, there is no strict minimum income threshold for the Parent Visa. Instead, the applicant must show they can maintain and accommodate themselves and the child without recourse to public funds, in line with Appendix FM-SE. Evidence typically includes:

• Bank statements and payslips
• Tenancy agreements or property ownership documents
• Evidence of financial support from employment or other lawful sources

 

The absence of a fixed figure allows for flexibility, but it also creates risk of refusal if the Home Office is not satisfied that the family’s living arrangements are financially sustainable.

4. English language requirement

 

Applicants must meet the English language requirement unless exempt (for example, due to age, disability or nationality). The standard is:

• Level A1 CEFR for entry clearance or first grant of leave
• Level A2 CEFR for extension applications
• Level B1 CEFR for Indefinite Leave to Remain

 

5. Accommodation requirement

 

The parent must show that adequate accommodation is available for themselves and the child, without overcrowding or breach of housing regulations. Landlord confirmation letters, tenancy agreements or property inspection reports are often required.

6. Suitability requirements

 

In addition to the above, applicants must meet general suitability criteria. These cover issues such as criminal convictions, immigration breaches or conduct that may make a person unsuitable for entry or stay.

Section Summary

 

Eligibility for a Parent Visa UK requires meeting a set of interrelated conditions under Appendix FM, including the child’s immigration status, proof of parental responsibility or access, financial stability, accommodation and English language ability. Employers and HR managers should be aware that while this visa is granted on family grounds, its conditions can affect an employee’s ability to remain lawfully in the UK. Employers must therefore remain vigilant when carrying out right to work checks and monitoring visa expiry dates.

 

Section C: Application Process

 

Applying for a Parent Visa UK involves a structured process set out by the Home Office. Applicants must ensure that all eligibility requirements are met and supported by clear documentary evidence. Errors or omissions can lead to delays or refusals, which may also impact an employee’s ability to work in the UK during the application process.

1. Where and how to apply

 

Applications are made online via the official portal. The process differs depending on whether the applicant is applying from outside the UK (entry clearance) or from inside the UK (switching or extending). In both cases, biometric enrolment is mandatory at a visa application centre, where fingerprints and a digital photograph are taken. Status is granted digitally, with physical BRPs being phased out.

2. Supporting documents

 

A successful application relies on clear, consistent evidence. Typical documents include:

• Proof of the child’s British citizenship or settled status (for example, passport, birth certificate, digital status)
• Evidence of parental responsibility or access (such as court orders, custody agreements, or letters from the other parent)
• Financial evidence (bank statements, payslips, tenancy agreements)
• Proof of adequate accommodation
• Evidence of English language ability (approved test or English-taught degree)
• Certified translations for documents not in English

 

3. Fees and Immigration Health Surcharge

 

The current application fee is £1,846 if applying outside the UK and £1,048 if applying inside the UK. In addition, the Immigration Health Surcharge is £1,035 per year, payable upfront for the length of permission requested. Applicants receive access to the NHS on broadly the same terms as UK residents. Conditions include no recourse to public funds, permission to work and permission to study.

4. Processing times

 

Standard processing is usually up to 12 weeks for applications made outside the UK and around 8 weeks for in-country applications. Priority and super-priority services may be available for an additional fee, which can shorten decision times where capacity allows. Applicants should avoid booking non-refundable travel until a decision is issued.

5. Common reasons for refusal

 

Frequent refusal grounds include:

• Insufficient evidence of a genuine parental relationship or active role
• Failure to demonstrate adequate maintenance or accommodation
• Inconsistencies or gaps in documentation
• Failure to meet the English language requirement
• Adverse immigration history affecting suitability

 

Robust preparation, clear explanations where evidence is complex and consistency across documents reduce risk of refusal.

Section Summary

 

The Parent Visa application process requires careful collation of evidence, timely biometrics and payment of fees including the IHS. Processing can take weeks or months. Employers should plan around these timelines, maintain visibility of visa expiry dates and support employees to protect right to work continuity.

 

Section D: Employment & HR Considerations

 

Although the Parent Visa UK is granted on family grounds, it has direct implications for the individual’s right to work and for employers’ compliance obligations. HR directors, managers and business owners need to understand how this visa interacts with workplace requirements to avoid unlawful employment risks.

1. Right to work

 

A Parent Visa grants permission to work in the UK without restriction. Unlike student visas or visitor visas, there are no conditions limiting the type of work, hours or sector of employment. This means that once granted, the visa holder has the same right to work as any other migrant worker with lawful residence. Their continued right to work, however, is tied to the validity of the visa. Employers must ensure that right to work checks are performed correctly and expiry dates are tracked to avoid illegal working.

2. Right to work checks

 

Employers are legally required to carry out right to work checks before employment begins. For Parent Visa holders, this is done digitally using the Home Office online service. From 2025, physical BRPs are being phased out, so employers must:

• Ask the employee to provide a share code generated through the GOV.UK online system
• Use the Home Office service to confirm the individual’s right to work
• Retain a dated record of the check to establish a statutory excuse against penalties

 

Failure to comply can result in civil penalties of up to £60,000 per illegal worker, reputational damage and possible criminal liability in cases of deliberate breaches.

3. Visa expiry and renewals

 

The Parent Visa is initially granted for 30 months (inside the UK) or 2 years and 6 months (outside the UK). It can be extended, and parents may qualify for Indefinite Leave to Remain after 5 or 10 years depending on whether they meet the financial and English language requirements for the shorter route. HR systems should include mechanisms to monitor visa expiry dates, prompt employees to renew in time and maintain continuity of employment.

4. Supporting employees

 

Employers can play a supportive role in helping employees navigate their visa responsibilities. While the application itself is personal, HR teams may assist by:

• Issuing employment and income confirmation letters
• Providing flexibility for appointments or document collection
• Signposting staff to professional immigration advice if appropriate

 

This support can improve employee relations and reduce the risk of disruption if delays or complications arise during an application.

5. Risk management for employers

 

Key risks include:

• Employing someone whose visa has expired or been refused
• Failing to keep accurate records of right to work checks
• Assuming indefinite status when an employee’s leave is temporary

 

To mitigate these risks, HR should adopt robust systems for tracking immigration status, retain records in line with compliance obligations and maintain open communication with employees about their status.

Section Summary

 

For employers, the Parent Visa UK provides assurance that an employee has unrestricted work rights, but compliance obligations remain strict. Right to work checks, expiry monitoring and renewal support are all critical HR functions. By managing these processes effectively, employers avoid penalties and safeguard their workforce while supporting employees balancing family and work responsibilities.

 

FAQs

 

Can both parents apply for a Parent Visa?

 

Yes, but each parent must qualify in their own right. Eligibility depends on the child’s status and the parent’s relationship or responsibility for the child. In some cases, only one parent may meet the requirements, particularly if the other parent already holds a different visa or is settled in the UK.

Is there a minimum income requirement?

 

There is no fixed minimum income threshold for the Parent Visa, unlike the Spouse Visa which requires a set financial level. However, the applicant must still show they can adequately maintain and accommodate themselves and their child without relying on public funds. The Home Office assesses financial stability case by case under Appendix FM-SE.

How long does the Parent Visa last?

 

The Parent Visa is normally granted for 30 months if applied for inside the UK, or 2 years and 6 months if applied for outside the UK. It can be renewed, and depending on whether the applicant meets the financial and English requirements, they may qualify for settlement after 5 years (5-year route) or otherwise after 10 years (10-year route).

Can Parent Visa holders apply for settlement (ILR)?

 

Yes. After 5 years on the Parent Visa route where the financial and language requirements are met, applicants may apply for Indefinite Leave to Remain. Otherwise, they may apply after 10 years. Time spent on other visa categories may, in some circumstances, count towards settlement under long residence provisions.

What happens if the parent later qualifies under another visa route?

 

If the parent later becomes eligible for another visa, such as a Skilled Worker visa or a Spouse visa, they may switch categories. This may provide a quicker route to settlement depending on the circumstances. Professional advice should be sought before switching to ensure the new category supports long-term immigration goals.

 

Conclusion

 

The Parent Visa UK provides a vital route for parents to live in the UK to care for or remain involved in the lives of their British or settled children. While it sits within the family visa category, it is a distinct route shaped by the principle of safeguarding a child’s best interests. Applicants must prepare evidence to show responsibility or an active role in the child’s upbringing and meet financial, accommodation and English language requirements.

For employers, the key considerations lie in compliance and workforce planning. Parent Visa holders have full rights to work but their status is time-limited. HR teams should track permission end dates, run compliant digital right to work checks and plan for renewals to protect business continuity.

In practice, the Parent Visa is about maintaining family unity within a clear legal framework. Understanding the route enables HR directors, managers and business owners to make informed hiring and retention decisions while meeting immigration compliance duties.

 

Glossary

 

Term	Definition
Parent Visa UK	A family route allowing a parent to live in the UK with their British or settled child, subject to Appendix FM rules and suitability requirements.
Appendix FM	The section of the Immigration Rules governing family visas for partners, parents and children, including eligibility, suitability and evidential rules.
EX.1 (7-year child exception)	An exception within Appendix FM where a child has lived in the UK for seven years and it would be unreasonable to expect the child to leave.
Appendix FM-SE	The evidential requirements for family applications, including proof of maintenance and accommodation.
Indefinite Leave to Remain (ILR)	Permission to stay in the UK without time limit. Parent route settlement is typically after 5 years (if requirements are met) or 10 years otherwise.
Right to work check	The employer’s legal check (now digital by default) to confirm a person has permission to work and to establish a statutory excuse against penalties.
Immigration Health Surcharge (IHS)	A per-year charge paid by most applicants to access NHS services during their permission.
No recourse to public funds	A condition attached to most temporary permissions preventing access to specified welfare benefits.

 

Useful Links

 

Resource	Link
GOV.UK – Parent of a Child Visa	https://www.gov.uk/parent-visa
GOV.UK – Immigration Rules Appendix FM	https://www.gov.uk/guidance/immigration-rules/immigration-rules-appendix-fm-family-members
DavidsonMorris – Parent Visa UK	https://www.davidsonmorris.com/parent-visa-uk/
Xpats.io – Parent Visa UK	https://www.xpats.io/parent-visa-uk/