Employment and Immigration Visa Revolution 2025: Salary Thresholds Soar to £41,700, Crushing Overseas Recruitment and Reshaping Worker Rights!

Navigating the Shifting Sands of UK Immigration and Employment in 2025

Major shifts in UK immigration and employment legislation are reshaping how businesses operate and workers secure their positions. The visa regulation changes coming in 2025 represent far more than simple administrative tweaks—they signal a complete overhaul of salary requirements, skill thresholds, and available work routes for overseas nationals. These modifications will directly impact your ability to recruit international talent or secure employment as a migrant worker.

Business owners must prepare for substantial changes to their recruitment strategies. The upcoming reforms target two key areas: improving workforce quality by ensuring migrant workers meet elevated standards, and protecting domestic labour markets from potential imbalances. Your current employment contracts, compliance procedures, and competitive positioning may all require adjustment as these new policies take effect.

What specific changes should you expect, and how will they affect your operations?

The policy updates centre on increased salary thresholds and higher qualification requirements for sponsored roles. Industries that have traditionally relied on overseas recruitment—particularly those outside London's high-wage environment—will face the greatest pressure to adapt. These changes aim to standardise compensation levels while encouraging investment in domestic training programmes.

Litigated provides detailed analyses of these regulatory shifts, helping you understand the intersection of immigration policy and workplace rights. Their expert commentary breaks down complex legal requirements into actionable guidance, ensuring you can navigate compliance challenges while maintaining operational efficiency. This article examines the key policy changes, their sector-specific impacts, and practical steps for adaptation in an evolving legal landscape.

Unpacking the Key UK Visa Changes Effective From July 2025

July 2025 marks a watershed moment for UK work visa regulations, with several fundamental changes taking effect simultaneously. The Skilled Worker visa will see its minimum salary threshold increase from £38,700 to £41,700, based on updated Annual Survey of Hours and Earnings data. This adjustment reflects the government's commitment to ensuring competitive wages for sponsored positions while raising the bar for overseas recruitment.

The skills requirement represents an even more significant shift. Roles eligible for Skilled Worker visa sponsorship must now meet Regulated Qualifications Framework Level 6 standards, up from the previous Level 3 requirement. This change effectively removes between 111 and 180 occupations from the eligible list, fundamentally altering the landscape for immigration and employment planning.

How will these changes affect your recruitment pipeline?

These modifications create a more selective system where only positions meeting graduate-level qualifications and higher salary standards qualify for sponsorship. Your human resources team will need to reassess job descriptions, salary structures, and skill requirements across all roles currently filled by migrant workers. The transitional arrangements for existing visa holders provide some breathing room, but new applications will face the full impact of these elevated standards.

Litigated offers comprehensive analysis of these regulatory changes, providing employment law insights that help you interpret the intersection of immigration policy and workplace compliance. Their expert guidance ensures you understand both the immediate implications and longer-term strategic considerations for workforce planning in this new environment.

Increased Salary Thresholds and Their Implications

The jump to £41,700 for the general Skilled Worker salary threshold creates immediate budgetary considerations for employers across multiple sectors. Companies operating in regions with historically lower wage levels may struggle to meet these new requirements without significant salary adjustments. This change particularly affects small and medium-sized enterprises that lack the financial flexibility of larger corporations to absorb increased labour costs.

Beyond the immediate financial impact, the salary threshold increase signals a shift toward premium positioning in the global talent market. Businesses must now demonstrate their commitment to competitive compensation packages, potentially pricing out some previously viable recruitment options. The change may also create internal pay disparities if migrant workers receive higher salaries than domestic employees in similar roles to meet visa requirements.

Regional variations in the cost of living add complexity to these challenges:

• London-based companies may find new thresholds more manageable than businesses in lower-wage areas
• Geographical disparities could influence where international talent chooses to work
• Companies may need to restructure operations across different UK regions
• Internal pay disparities may emerge between migrant and domestic workers

Transitional arrangements may temporarily relieve current visa holders, but the underlying shift toward higher compensation standards is permanent. Companies must evaluate whether their business models can sustain these increased costs while remaining competitive in their respective markets. Strategic planning becomes essential for maintaining access to international talent under these more stringent financial requirements.

Raising the Skills Threshold: Impact on Eligible Occupations

The elevation to RQF Level 6 requirements fundamentally reshapes which positions qualify for skilled worker sponsorship. Technical roles, administrative positions, and certain care sector jobs that previously met Level 3 standards will no longer be eligible for overseas recruitment through this route. This change forces employers to either upgrade job specifications or explore alternative recruitment strategies.

Industries such as hospitality, construction, and healthcare face significant adjustments as many traditional roles lose their eligibility for visa sponsorship. The removal of these occupations from the eligible list creates immediate gaps in recruitment pipelines, particularly for businesses that have relied heavily on international talent to fill essential positions.

The skills threshold increase also reflects broader policy objectives around domestic workforce development. By limiting visa sponsorship to graduate-level positions, the government aims to encourage investment in UK-based training programmes and career development initiatives. This shift requires employers to balance immediate staffing needs with longer-term workforce planning strategies.

Transitional provisions for existing visa holders in affected roles provide some continuity, but new recruitment must align with the elevated requirements. Companies need to assess their current workforce composition and identify which positions may be at risk as visa extensions come up for review. This analysis becomes crucial for maintaining operational stability during the transition period.

Changes to Specific Work Routes: Focus on Health, Care, and Other Sectors

Sector-specific reforms accompany the broader immigration and employment policy changes, with the adult social care industry facing the most dramatic shifts. From 22 July 2025, new overseas recruitment for care workers and senior care workers will be prohibited under the Skilled Worker visa route. This closure responds to concerns about potential exploitation while redirecting focus toward domestic workforce development.

The care sector changes reflect deeper policy considerations about sustainable labour practices and worker protection. With transitional arrangements extending only until 22 July 2028 for existing workers, care providers must rapidly develop alternative recruitment strategies. This timeline creates urgency around domestic training programmes and retention initiatives for current staff.

Healthcare and education sectors also face adjustments as certain roles lose eligibility under the new RQF Level 6 requirements. Positions that previously qualified at lower skill levels must now meet graduate-equivalent standards or risk removal from sponsorship eligibility. This change particularly affects support roles and technical positions that form the backbone of these essential services.

How can affected sectors maintain operational stability during this transition?

The introduction of a Temporary Shortage List provides limited relief for critical occupations that still face long-term recruitment challenges. However, access to this list requires demonstrated commitment to domestic workforce development and evidence of recruitment efforts within the UK labour market. Litigated offers a detailed analysis of these sectoral changes, helping employers understand the specific requirements and compliance obligations for their industries.

Adult Social Care: Closure of Overseas Recruitment and Transitional Measures

The prohibition on new overseas recruitment for care workers represents a fundamental shift in how the social care sector approaches staffing challenges. Care providers can no longer sponsor new applications for care worker and senior care worker positions, effectively closing a recruitment pipeline that many organisations have relied upon for years. This change aims to address exploitation concerns while promoting domestic labour market development.

"The closure of overseas recruitment for care roles forces the sector to confront long-standing issues around pay, conditions, and career development that have made domestic recruitment challenging."

Transitional arrangements allow individuals already in the UK on other visa routes to switch into care roles until 22 July 2028. This provision offers some relief for care providers by maintaining access to workers already present in the country. However, the three-month employment requirement with the sponsoring employer creates additional administrative complexity and planning challenges.

The closure of overseas recruitment routes forces care providers to fundamentally restructure their workforce strategies. Investment in domestic training programmes becomes essential, along with enhanced retention initiatives to maintain current staff levels. Many organisations will need to explore partnerships with local training providers and educational institutions to build sustainable recruitment pipelines.

The three-year transitional period provides time for adjustment, but it also creates a ticking clock for care providers to develop alternative solutions. Those who begin workforce development initiatives early will be better positioned to maintain service levels as the transition progresses. The financial implications of this shift may be substantial, requiring careful budget planning and potentially higher operational costs.

Other Affected Sectors and the Temporary Shortage List

Multiple industries beyond social care will experience significant impacts from the RQF Level 6 requirement. Hospitality businesses that have traditionally sponsored roles such as restaurant managers, event coordinators, and specialised service positions may find many of these positions no longer qualify for visa sponsorship. The construction industry faces similar challenges with technical roles that previously met Level 3 standards.

The new Temporary Shortage List offers a potential solution for critical occupations that continue to face recruitment challenges despite the tighter requirements. This list provides time-limited access to sponsorship for specific roles where long-term shortages persist and employers demonstrate genuine commitment to domestic recruitment efforts. However, inclusion on the list requires regular review by the Migration Advisory Committee.

Access to the Temporary Shortage List comes with obligations. Employers must develop and implement workforce strategies that prioritise domestic recruitment while investing in training and development programmes. This requirement ensures that the shortage list serves as a temporary measure rather than a permanent solution to recruitment challenges in affected sectors.

The expanded Immigration Salary List works alongside the Temporary Shortage List to provide additional flexibility for certain roles. Together, these measures aim to balance immediate labour market needs with longer-term objectives around domestic workforce development. Companies must carefully evaluate their eligibility for these provisions and understand the associated compliance requirements.

Implications for Worker Rights and Employment Conditions

The intersection of immigration and employment law creates complex implications for worker rights under the new visa regulations. While fundamental employment protections remain unchanged regardless of immigration status, the practical impact of higher salary and skill thresholds may create new workplace dynamics. Pay disparities between migrant and domestic workers in similar roles could emerge if employers adjust compensation packages solely to meet visa requirements.

Employment law protections continue to apply equally to all workers, including rights to fair contracts, paid leave, statutory sick pay, and protection against discrimination. However, the increased reliance on employer sponsorship may create dependency relationships that could potentially limit worker mobility and bargaining power. These dynamics require careful management to prevent exploitation or unfair treatment.

The new regulations may also impact workplace relationships and team dynamics. If migrant workers receive higher compensation to meet visa thresholds while domestic employees in similar roles maintain existing salary levels, tensions could arise. Employers must navigate these potential inequities while maintaining compliance with both immigration and employment legislation.

Do these changes create additional vulnerabilities for migrant workers?

The answer depends largely on how employers implement the new requirements. Companies that take a strategic approach to salary standardisation and transparent communication about compensation policies will be better positioned to maintain positive workplace relationships. Litigated platform provides employment law analysis that helps employers understand their obligations and develop policies that protect all workers while meeting immigration requirements.

Maintaining Employment Rights and Protections

All workers in the UK, regardless of immigration status, retain the same fundamental employment rights under current legislation. Core employment rights for all workers include:

• National minimum wage entitlement
• Statutory holiday pay
• Sick leave benefits
• Protection against unfair dismissal (after qualifying periods)
• Written employment contracts with clear terms
• Protection against discrimination based on nationality or immigration status

Written employment contracts remain a legal requirement, and all workers are entitled to clear terms and conditions of employment. Discrimination based on nationality or immigration status is prohibited, and employers must ensure their practices comply with equality legislation. These protections form the foundation of fair employment practices regardless of visa status or country of origin.

Regular monitoring of employment practices becomes increasingly important as immigration rules evolve. HR teams must maintain awareness of both immigration compliance requirements and employment law obligations to ensure they meet all legal standards. Training programmes should cover both areas to prevent violations that could lead to tribunal claims or regulatory sanctions.

Documentation and record-keeping play crucial roles in demonstrating compliance with employment law requirements. Employers should maintain comprehensive records of right-to-work checks, salary payments, working hours, and other employment-related documentation. These records provide protection against potential legal challenges and demonstrate a commitment to fair employment practices.

Potential Challenges and Risks for Migrant Workers

The increased emphasis on employer sponsorship creates potential dependency relationships that may limit worker mobility and negotiating power. If sponsored workers face difficulties changing employers due to visa constraints, they may feel pressured to accept less favourable working conditions rather than risk their immigration status. This dynamic requires careful monitoring to prevent exploitation.

"While employment rights remain unchanged on paper, the practical impact of increased employer dependency through sponsorship creates new vulnerabilities that both workers and employers must navigate carefully."

Time limitations on finding new sponsors after employment termination create additional pressure for migrant workers. The typical period allowed for securing new sponsorship may not provide sufficient time for careful job searching, potentially leading to acceptance of suboptimal employment arrangements. This time pressure could make workers more vulnerable to employers who offer poor working conditions.

The new regulations may also affect family circumstances. Restrictions on dependent visas for workers in certain categories could impact family stability and integration into local communities. These personal impacts extend beyond workplace considerations and may affect overall job satisfaction and retention rates.

The higher salary and skill requirements may create a two-tier system where only premium positions qualify for sponsorship. This could limit career progression opportunities for some migrant workers and reduce overall diversity in the workforce. Employers must be mindful of these potential impacts when developing recruitment and retention strategies.

The Role of Employers: Compliance, Planning, and Support

Employer responsibilities expand significantly under the new immigration and employment framework. The transition to digital immigration statuses requires updated right-to-work checks procedures, moving away from physical documents toward online verification systems. Failure to adapt to these digital requirements could result in substantial penalties, including financial fines and potential criminal charges for non-compliance.

Training HR teams on new verification procedures becomes essential for maintaining compliance. The Home Office online checking service requires different skills and knowledge compared to traditional document verification methods. Staff must understand how to use share codes, navigate digital systems, and maintain proper records of all checks conducted.

Strategic workforce planning becomes more important as recruitment options become more limited. Companies must assess their current workforce composition, identify roles that may be affected by the changes, and develop alternative strategies for filling essential positions. This planning process should consider both immediate needs and longer-term workforce development objectives.

Support for existing migrant employees becomes increasingly valuable as the regulatory environment evolves. Clear communication about changes, assistance with visa applications, and guidance on rights and obligations help maintain employee morale and retention. Companies that provide comprehensive support are likely to see better outcomes in terms of workforce stability and productivity.

Mastering Right-to-Work Checks in a Digital Age

The shift to digital immigration statuses fundamentally changes how employers verify work eligibility. Physical Biometric Residence Permits will no longer serve as valid proof of right to work from the end of 2024, requiring employers to use the Home Office online checking service instead. This digital transformation demands comprehensive training for HR personnel and updated internal procedures to ensure compliance.

Share codes provided by employees become the primary mechanism for verifying work eligibility through the online system. HR teams must understand how to access and use these codes, interpret the information provided, and maintain proper records of all checks. The digital system provides real-time verification but requires different skills compared to traditional document checking methods.

Record-keeping requirements remain crucial under the digital system. Employers must maintain comprehensive documentation of all right-to-work checks, including screenshots or printouts of verification results. These records provide statutory defence against potential penalties and demonstrate due diligence in compliance efforts.

Regular training updates become necessary as the digital system evolves. The Home Office may introduce new features or modify existing procedures, requiring ongoing education for HR staff. Companies should establish systems for staying current with these changes and ensuring their verification procedures remain compliant with the latest requirements.

Strategic Workforce Planning and Adaptation

The new immigration and employment requirements necessitate comprehensive workforce planning that goes beyond traditional recruitment strategies. Companies must evaluate their current staffing models, identify roles that may be affected by the changes, and develop alternative approaches for maintaining operational capacity. This planning process should consider both immediate compliance needs and longer-term workforce development objectives.

Salary structure reviews become essential for companies that intend to continue sponsoring migrant workers. The increased thresholds require careful analysis of compensation packages to ensure they meet minimum requirements while maintaining internal equity and competitiveness. This review process may reveal needs for broader salary adjustments across the organisation.

Investment in domestic training and development programmes offers a strategic response to the tighter immigration requirements. Companies can build internal talent pipelines that reduce dependence on overseas recruitment while developing the skills needed for future growth. These programmes may require partnerships with educational institutions or training providers to be effective.

The Temporary Shortage List provides opportunities for companies in affected sectors to maintain access to international talent under specific conditions. However, utilising this list requires demonstrated commitment to domestic workforce development and evidence of recruitment efforts within the UK labour market. Companies must understand the requirements and obligations associated with shortage list positions.

Adapting to Change: Strategies for Businesses and Individuals

Successful navigation of the 2025 immigration and employment changes requires proactive strategies from both employers and workers. Businesses must balance compliance requirements with operational needs while maintaining competitive recruitment capabilities. The key lies in early preparation, comprehensive planning, and ongoing adaptation as the regulatory environment evolves.

Professional guidance becomes increasingly valuable in this complex environment. Immigration law specialists can provide insights into the nuances of the new requirements, helping businesses understand their obligations and identify opportunities for continued access to international talent. Litigated offers expert analysis of these regulatory changes, providing employment law insights that complement immigration advice.

"The 2025 immigration changes represent the most significant overhaul of UK work visa policy in over a decade. Businesses that fail to adapt their recruitment and compliance strategies risk losing access to international talent entirely."

Communication strategies play a crucial role in managing the transition effectively. Clear, timely information sharing with employees helps maintain morale and reduces anxiety about potential changes. For businesses, transparent communication about compensation policies and career development opportunities can help retain valuable staff during uncertain times.

Flexibility and adaptability become essential characteristics for both employers and workers. The regulatory environment may continue to evolve, requiring ongoing adjustments to strategies and procedures. Those who can adapt quickly to new requirements while maintaining operational effectiveness will be better positioned for long-term success.

Strategies for Businesses

Key strategies for business adaptation:

1. Engage proactively with immigration law specialists for compliance planning
2. Conduct salary structure reviews well in advance of July 2025 implementation
3. Invest in domestic recruitment and training programmes
4. Implement clear communication strategies with existing employees

"Companies that invest in domestic workforce development now will be better positioned not just for compliance, but for long-term competitive advantage in a tighter labour market."

Proactive engagement with immigration law specialists provides the foundation for effective compliance planning. These professionals can help interpret the new requirements, identify potential issues, and develop strategies for maintaining access to international talent. Early consultation allows businesses to make necessary adjustments before the changes take effect.

Salary structure reviews should be conducted well in advance of the July 2025 implementation date. Companies need to assess their current compensation packages, identify roles that may require adjustment, and plan for any necessary increases. This process should consider both immigration requirements and internal equity considerations.

Investment in domestic recruitment and training programmes offers long-term benefits beyond immigration compliance. These initiatives can help build internal talent pipelines, reduce dependence on overseas recruitment, and demonstrate commitment to workforce development. Partnerships with educational institutions or training providers may enhance the effectiveness of these programmes.

Clear communication with existing employees about the changes helps maintain morale and reduces uncertainty. Regular updates about policy changes, their implications, and the company's response strategy help employees understand their position and feel supported during the transition period.

Strategies for Individuals

Essential strategies for individual workers:

1. Understand new eligibility criteria for your current role
2. Pursue upskilling and professional development opportunities
3. Research alternative visa routes and immigration pathways
4. Build professional networks and industry connections

Understanding the new eligibility criteria is essential for migrant workers and those considering UK employment. The shift to RQF Level 6 requirements and increased salary thresholds affects many roles previously eligible for sponsorship. Workers should assess their current positions and qualifications against these new standards.

Under the new requirements, upskilling and professional development become increasingly important. Workers in roles that may lose eligibility should consider pursuing additional qualifications or training that could help them meet the higher standards. This investment in personal development can improve long-term career prospects regardless of immigration status.

Alternative visa routes may provide options for workers whose current positions are affected by the changes. The Temporary Shortage List, other work visa categories, or different immigration pathways might offer continued access to UK employment. Professional advice can help identify these alternatives and assess their suitability.

Networking and professional connections become valuable resources during periods of regulatory change. Industry contacts, professional associations, and career advisors can provide insights into opportunities and strategies for navigating the new environment. Building these relationships before they become necessary provides additional security and options.

The Broader Economic and Social Context

The 2025 immigration and employment changes reflect broader government objectives around controlled migration and domestic workforce development. These policies aim to reduce overall net migration while encouraging businesses to invest in UK-based training and development programmes. The approach represents a shift from reliance on overseas recruitment toward building domestic capacity and skills.

Economic implications extend beyond immediate compliance costs to include longer-term impacts on productivity, innovation, and competitiveness. Industries that have traditionally relied on international talent may need to adjust their business models or find alternative approaches to maintaining growth. The success of these policies will depend partly on the effectiveness of domestic workforce development initiatives.

Social integration considerations also play a role in policy development. The restrictions on dependant visas and tighter eligibility criteria may affect family stability and community cohesion for migrant workers. These impacts extend beyond workplace considerations but may influence overall job satisfaction and retention rates.

The Migration Advisory Committee continues to monitor these changes and their effects on the labour market. Their ongoing analysis helps inform policy adjustments and ensures that the immigration system responds appropriately to changing economic conditions and workforce needs.

Balancing Economic Needs and Domestic Workforce Development

The tension between immediate labour market needs and longer-term workforce development objectives creates challenges for policy implementation. While some industries face acute shortages that international recruitment could address, government policy prioritises building domestic capacity through training and development programmes. This balance requires careful monitoring and potential adjustments as the effects become apparent.

Investment in education and training becomes crucial for the success of these policies. Without adequate domestic workforce development, businesses may struggle to fill essential positions, potentially affecting productivity and growth. Government support for training programmes and industry partnerships will be important factors in determining the overall success of the approach.

The Temporary Shortage List provides a mechanism for addressing critical shortages while maintaining pressure for domestic workforce development. However, its effectiveness depends on appropriate selection of occupations and regular review to ensure it serves its intended purpose. Industry input and ongoing monitoring will be essential for maintaining this balance.

Regional variations in labour market conditions may require different approaches to workforce development. Areas with particular skills shortages or economic challenges may need additional support to build domestic capacity. The immigration and employment policy intersection must account for these regional differences to be effective.

Potential Societal Impacts and Integration

The changes to immigration policy may affect social cohesion and community integration in various ways. Restrictions on family reunification through dependant visas could impact the stability and well-being of migrant workers, potentially affecting their productivity and long-term commitment to remaining in the UK. These personal impacts extend beyond workplace considerations but may influence overall employment outcomes.

Community organisations and support services play important roles in helping migrant workers navigate the changing environment. These groups provide practical assistance, information, and social support that can help individuals adapt to new requirements and maintain their contributions to local communities. Their work becomes increasingly important during periods of regulatory change.

The risk of discrimination or unfair treatment may increase during periods of policy change if employers or communities develop negative attitudes toward migrant workers. Maintaining awareness of these risks and implementing appropriate safeguards becomes important for preserving social cohesion and ensuring fair treatment of all workers.

Integration support services, including language training, cultural orientation, and professional development programmes, can help migrant workers adapt to changing requirements and maintain their contributions to the UK economy. Investment in these services supports both individual success and broader social cohesion objectives.

Conclusion

The 2025 immigration and employment changes represent a significant shift in UK policy that will affect businesses, workers, and communities across the country. Higher salary and skill thresholds, combined with sector-specific restrictions, create new challenges for maintaining diverse and skilled workforces. Success in this environment requires proactive planning, compliance awareness, and strategic adaptation.

Litigated provides essential support for navigating these changes through expert analysis of employment law developments and practical guidance for compliance. Their insights help businesses understand the intersection of immigration policy and workplace rights, ensuring they can adapt effectively while maintaining fair employment practices. Staying informed and taking early action will be crucial for all stakeholders in this evolving landscape.

FAQs

What are the main changes to the Skilled Worker visa in July 2025?

The Skilled Worker visa will see two major changes from 22 July 2025. First, the minimum salary threshold increases from £38,700 to £41,700 for most positions. Second, the skill level requirement rises from RQF Level 3 to RQF Level 6, meaning roles must generally be at graduate level or equivalent. These changes will remove many occupations from the eligible list and require higher compensation for sponsored positions. The modifications aim to ensure that overseas recruitment meets elevated standards while encouraging investment in domestic workforce development.

How will the increased salary threshold affect businesses?

The higher salary threshold of £41,700 will create financial pressures for businesses, particularly those in regions with lower prevailing wages or smaller companies with limited budgets. Many employers will need to review and adjust their compensation packages to maintain eligibility for skilled worker sponsorship. This change may lead to increased operational costs and require strategic planning around recruitment and retention. Companies must balance these higher costs with their ability to remain competitive while accessing international talent.

Can care homes still recruit care workers from overseas after July 2025?

Care homes will not be able to recruit new care workers or senior care workers from overseas using the Skilled Worker visa route after 22 July 2025. This route is being closed to new applications for these positions to address exploitation concerns and encourage domestic workforce development. However, individuals already in the UK on other visa routes may switch into care roles until 22 July 2028 under transitional arrangements, provided they meet specific requirements, including three months of employment with the sponsoring employer.

What is the Temporary Shortage List?

The Temporary Shortage List is a new mechanism that provides time-limited access to skilled worker sponsorship for critical occupations below RQF Level 6 that face recognised long-term shortages. Unlike the previous shortage occupation list, it requires employers to demonstrate a genuine commitment to domestic recruitment and workforce development. The list is subject to regular review by the Migration Advisory Committee and works alongside the expanded Immigration Salary List to provide targeted flexibility for essential roles while maintaining pressure for domestic workforce development.

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Nick

With a background in international business and a passion for technology, Nick aims to blend his diverse expertise to advocate for justice in employment and technology law.