The Ukraine Family Scheme visa was introduced in March 2022 as part of the UK’s response to Russia’s invasion of Ukraine. It allowed eligible Ukrainian nationals with qualifying family in the UK to enter or remain with their relatives. Although the scheme closed to new applications on 19 February 2024, many employees still hold leave under this route. Grants under the scheme were typically for up to three years’ leave. There is no extension under the Ukraine Family Scheme, so affected employees will need to switch into another category before expiry if they wish to remain in the UK. Time on this route does not count toward the standard five-year settlement routes, though it can contribute to the ten-year long residence route.
What this article is about: This guide equips HR directors and managers with a practical understanding of the Ukraine Family Scheme from an employer perspective. It explains how the scheme operated, the rights and entitlements of employees holding this status, the right to work compliance steps employers must take, and forward planning for immigration transitions and workforce stability as visas approach expiry.
Section A: Overview of the Ukraine Family Scheme Visa
The Ukraine Family Scheme was created in March 2022 as part of the UK’s humanitarian response to the war in Ukraine. Alongside the Homes for Ukraine sponsorship route, it enabled eligible Ukrainian nationals to reunite in the UK with qualifying family members who were British, settled, or otherwise eligible. Grants were typically for up to three years’ leave with permission to work and access public funds. The scheme closed to new applications on 19 February 2024; those already granted leave remain lawfully present until their visa expiry.
For HR leaders, the key points are that Family Scheme status is distinct from sponsorship routes, employees retain full work permission while their leave is valid, and there is no extension under this scheme. Workforce planning should therefore anticipate immigration transitions in good time before expiry.
1. Background and purpose of the scheme
The scheme’s purpose was to provide a rapid pathway to safety for Ukrainians with UK family links. It removed usual barriers such as sponsorship requirements and application fees, reflecting its humanitarian character and the need for swift family reunification.
2. Closure to new applications in February 2024
From 19 February 2024 the Home Office stopped accepting new applications under the Ukraine Family Scheme. The policy focus shifted to the Homes for Ukraine sponsorship route. Existing Family Scheme holders keep their rights until their leave expires, but no new entrants can use this pathway.
3. Who was eligible to apply under the scheme
Eligibility covered Ukrainian nationals who were immediate or extended family of qualifying UK-based sponsors. Categories included, among others:
- Spouses and civil partners
- Unmarried partners with at least two years’ cohabitation evidence
- Children under 18, including adopted children
- Parents, grandparents, siblings
- Aunts, uncles, cousins, nieces and nephews where dependency was shown
These broader categories were designed to keep extended families together where dependency existed.
4. Relationship to other Ukraine visa routes
The Family Scheme operated alongside the Homes for Ukraine Sponsorship Scheme, which allows UK individuals or organisations to sponsor Ukrainian nationals without a family link. While entitlements are similar, eligibility and evidence differ. HR teams should note the route presented during right to work checks, as documentation may reference either scheme.
Section A Summary
The Ukraine Family Scheme was an emergency family reunification route granting up to three years’ leave with broad entitlements. It closed to new applications on 19 February 2024, but current holders remain lawfully able to work until expiry. HR teams should distinguish this status from sponsorship routes and plan early for any immigration transition, as the Family Scheme itself cannot be extended.
Section B: Rights of Employees under the Ukraine Family Scheme
Employees holding leave under the Ukraine Family Scheme benefit from broad entitlements that reflect the route’s humanitarian purpose. HR directors and managers should understand the scope of work permission, access to services, and the conditions attached to leave so they can maintain compliance and provide effective support.
1. Right to work entitlements in the UK
Ukraine Family Scheme holders have unrestricted permission to work in the UK. They can take any role, full time or part time, without sponsorship. Employers must still complete a compliant right to work check by inspecting a Biometric Residence Permit where issued or by using the online checking service with a share code and retaining evidence of the check.
2. Access to public funds and services
Unlike most temporary immigration categories, Ukraine Family Scheme holders can access public funds and mainstream services. They are entitled to use the NHS, education, and local authority support. HR teams may wish to signpost internal assistance, such as employee assistance programmes and mental health support, given the displacement many employees have experienced.
3. Length and conditions of leave granted
Grants under the Ukraine Family Scheme were typically for up to three years’ leave with permission to live, work, and study. Because the permission is time limited, employers must diarise visa expiry dates and conduct a follow-up right to work check before leave expires. Failure to re-check on time can expose the organisation to civil penalties and reputational risk.
4. Differences compared to other family and humanitarian routes
The Ukraine Family Scheme was exceptional when compared with standard family or work routes. Notable differences include:
- No sponsorship requirement for employment
- No application fee and no Immigration Health Surcharge
- No English language or minimum income requirement for entry under the scheme
- Broader eligible family relationships where dependency could be shown
- Unrestricted work permission and access to public funds
Section B Summary
Ukraine Family Scheme holders have wide-ranging rights, including unrestricted work and access to services, typically for up to three years. For employers, compliance hinges on carrying out and recording initial and repeat right to work checks and diarising visa expiry dates. The route’s exceptional features, including no fees and no sponsorship requirement, distinguish it from standard immigration categories.
Section C: Employer Compliance and HR Considerations
Employing individuals on the Ukraine Family Scheme requires HR teams to maintain compliance with immigration rules while also considering employee support. Although the scheme gives employees broad rights, organisations must not overlook their statutory duties or the need to plan ahead for visa expiry.
1. Right to work checks for employees under the Ukraine Family Scheme
Employers are legally required to carry out right to work checks before employment begins. For Ukraine Family Scheme holders, this can be done by reviewing a Biometric Residence Permit (BRP) where issued, or by using the Home Office’s online right to work service with a share code provided by the employee. Evidence of the check must be retained in line with Home Office guidance. Incorrect or absent checks risk civil penalties of up to £60,000 per worker and possible criminal liability.
2. Monitoring visa expiry dates and re-application requirements
Ukraine Family Scheme holders were generally granted up to three years’ leave. Employers must record and monitor visa expiry dates to ensure repeat checks are completed before expiry. As there is no extension option under the scheme, employees will need to switch into another immigration category if they intend to remain in the UK. HR managers should plan conversations with staff well in advance to avoid disruption to employment continuity.
3. Managing sponsorship and immigration status transitions
As visas approach expiry, some employees may look to switch into longer-term immigration routes. Options include:
- Skilled Worker visa – requiring employer sponsorship, role eligibility and salary thresholds
- Family visas – where an employee has a British or settled partner or child
- Other work or study routes – such as Student or Global Talent visas, subject to eligibility
Organisations without a sponsor licence should consider applying if they wish to retain Ukrainian employees by sponsoring them under the Skilled Worker route.
4. Policy considerations for HR – supporting displaced staff and workforce integration
Many Ukrainian employees have experienced displacement and disruption. HR teams can play a valuable role in supporting integration and wellbeing. Practical measures include:
- Employee assistance programmes
- Access to counselling or mental health support
- Flexible working policies where appropriate
- Awareness initiatives to support cultural integration
Section C Summary
Compliance obligations are clear: conduct valid right to work checks, retain evidence, and diarise visa expiry dates. As the Ukraine Family Scheme cannot be extended, employers must anticipate future immigration needs and consider sponsorship where appropriate. In parallel, HR policies that support integration and wellbeing can improve employee engagement and demonstrate responsible practice.
Section D: Future Considerations for Employers
With the Ukraine Family Scheme now closed, HR directors and managers need to focus on future planning for staff who already hold leave under this route. While employees retain their full rights until visa expiry, organisations must anticipate next steps to avoid disruption to employment and ensure continuity of workforce planning.
1. Scheme closure and what it means for existing employees
The scheme closed to new applications on 19 February 2024. Employees already granted leave remain lawfully present until their permission expires, typically up to three years from the date of grant. There is no renewal or extension process under this scheme, so employers should identify affected staff and note their visa timelines.
2. Options for switching to other immigration routes
Employees wishing to stay beyond their Ukraine Family Scheme leave must switch into another visa category. Potential options include:
- Skilled Worker visa – requiring employer sponsorship and compliance with role and salary thresholds
- Family visas – such as Spouse or Parent visas where the employee has a qualifying family relationship
- Other routes – including Student or Global Talent visas, subject to eligibility
Employers may need to obtain a sponsor licence if they wish to retain Ukrainian staff through the Skilled Worker route.
3. Planning for long-term settlement or Indefinite Leave to Remain
Time on the Ukraine Family Scheme does not count towards the standard five-year ILR qualifying routes. However, employees who switch into a qualifying visa, such as Skilled Worker, may begin accruing time towards ILR from the date of switch. Alternatively, those who lawfully remain in the UK for ten continuous years may qualify for ILR under the long residence route. HR teams should be aware of these settlement rules when considering retention strategies.
4. HR best practices in supporting Ukrainian staff beyond the initial scheme
Proactive HR policies will be critical in supporting staff. Employers should:
- Discuss visa timelines and options early with employees
- Provide access to immigration advice where possible
- Plan ahead for sponsorship needs if retention is a priority
- Maintain open communication and reassurance about organisational support
Section D Summary
The closure of the Ukraine Family Scheme means employers must look ahead. While current holders retain their rights until expiry, there is no extension under this route. HR teams should consider sponsorship, family visa options, and long-term settlement pathways to retain valued staff. Taking proactive measures will ensure business continuity and demonstrate responsible support for employees.
FAQs
What was the Ukraine Family Scheme visa?
The Ukraine Family Scheme was introduced in March 2022 to allow Ukrainian nationals with family in the UK to reunite following the Russian invasion. It granted up to three years’ leave with full rights to work, study, and access public funds.
Can employees still apply under the Ukraine Family Scheme?
No. The scheme closed to new applications on 19 February 2024. Only those already granted leave remain lawfully in the UK until their visa expires.
Do employees on the Ukraine Family Scheme have the right to work in the UK?
Yes. Holders have unrestricted work permission. Employers must carry out and retain evidence of a valid right to work check using either a Biometric Residence Permit or the Home Office online service with a share code.
What happens when an employee’s Ukraine Family Scheme visa expires?
Employees will lose their right to live and work in the UK unless they switch into another visa category before expiry. Employers should diarise visa end dates and discuss future immigration options with affected staff in advance.
Can Ukraine Family Scheme visa holders switch to another visa category?
Yes. Options include switching into a Skilled Worker visa, family visa routes, or other eligible categories. Time on the Ukraine Family Scheme does not count towards the five-year ILR routes but can contribute to the ten-year long residence pathway.
Conclusion
The Ukraine Family Scheme visa was a temporary humanitarian route that allowed Ukrainian nationals with family in the UK to join and settle with relatives. Although the scheme closed to new applications in February 2024, many employees continue to hold this status and retain full rights until their visas expire. Grants were typically for up to three years, but there is no extension option, meaning employees will need to transition into other visa categories if they wish to remain beyond expiry.
For HR directors and managers, the key responsibilities are to conduct and record valid right to work checks, track visa expiry dates, and prepare for immigration transitions. Employers may need to consider obtaining a sponsor licence to retain staff under the Skilled Worker route, or to support employees in exploring family or other visa pathways. Awareness of long residence rules is also important for long-term planning.
By combining compliance with proactive support, employers can minimise workforce disruption, retain valued staff, and demonstrate their role as responsible organisations in supporting displaced employees from Ukraine.
Glossary
| Ukraine Family Scheme Visa | A temporary visa route introduced in March 2022 allowing Ukrainian nationals with family in the UK to join them. Closed to new applications on 19 February 2024. |
| Homes for Ukraine Scheme | A UK sponsorship route allowing individuals or organisations to sponsor Ukrainian nationals without family ties. Remains open for new applicants. |
| Right to Work Check | A statutory requirement for UK employers to verify that an employee has valid immigration status allowing them to work in the UK. |
| Indefinite Leave to Remain (ILR) | Permanent immigration status enabling a person to live and work in the UK without time restrictions. Time on the Ukraine Family Scheme does not count towards the standard five-year ILR routes but may count towards the ten-year long residence route. |
| Biometric Residence Permit (BRP) | A secure card issued by the Home Office confirming an individual’s immigration status, conditions of stay, and right to work. |
Useful Links
| GOV.UK – Ukraine Family Scheme guidance | https://www.gov.uk/guidance/apply-for-a-ukraine-family-scheme-visa |
| GOV.UK – Right to work checks | https://www.gov.uk/check-job-applicant-right-to-work |
| GOV.UK – Homes for Ukraine scheme | https://www.gov.uk/guidance/apply-for-a-visa-under-the-ukraine-sponsorship-scheme |
| DavidsonMorris – Ukraine Family Scheme Visa | https://www.davidsonmorris.com/ukraine-family-scheme-visa/ |
| Xpats.io – Ukraine Family Scheme | https://www.xpats.io/ukraine-family-scheme/ |
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.
