DWI – Leaders In Information Security Management


Dearson Winyard International is the first and only organisation in the UK immigration sector to be awarded the coveted ISO 27001, the International Standard for Information Security Management (ISMS).

Information is critical to the success of our business. Unless that information is secure and reliable, we cannot service our clients’ needs, nor work effectively as a team.

Increasingly, ISO 27001 is a question asked of businesses as part of their legal and regulatory obligations, particularly by national and local government and professional governing bodies.

By proactively adopting the standard, Dearson Winyard is creating a platform for improvement and underpinning our core values of customer satisfaction and continual service evaluation; enhancing service delivery through our dedicated specialist team; and applying the key principles of accountability and integrity.

Our team takes information security very seriously. We place great emphasis on:

  • Confidentiality: protecting sensitive information from unauthorised disclosure or intelligible interception
  • Integrity: safeguarding the accuracy and completeness of information and software
  • Availability: ensuring that information and vital services are available to users when required

Public concern over security issues and potential breaches has increased over the last few years and Dearson Winyard places very high importance on the impact that a security incident may have, not only on our business, but that of our clients.

Our ISO 27001 certification cements the dependability of our information security management systems, and reinforces our focus on quality, clients, teamwork and results.


For further information, please get in touch with Dearson Winyard.



Brexit – What Will This Mean For UK Immigration?

Final Call

Following the result of the UK’s EU referendum, which the Leave campaign won with 52% of the vote, there are many questions and uncertainty about the future UK immigration landscape.

The landmark result, which saw more than 30 million people vote, the highest turnout since 1992, has raised a number of concerns for EU nationals living and working in the UK.

Dearson Winyard is confident that any outstanding or ongoing immigration applications presently with the Home Office for consideration will be unaffected.

Based on our extensive experience of UK immigration laws, it is unlikely that legislative changes will be implemented retrospectively. Under normal circumstances, the government would implement a transitional period; however, given the uncharted territory in which the UK now finds itself, such an event cannot be guaranteed.

The BBC reports that, moving forward, the ability of EU nationals who want to work in the UK depends on whether the UK government decides to introduce a system of applying for work permission, similar to Tier 2 of the points-based system that applies to non-EU citizens.

Dearson Winyard is disappointed by the EU referendum result. Yet, like everyone else, including those in government, we simply do not know what is next for UK immigration policy.

What we do know is that, in theory, the minimum period for the UK to leave the EU will be two years. In practice it may take longer, depending on negotiations around new trade relationships with the EU.

During the ‘leaving’ period, the UK will continue to abide by EU treaties and laws, but not participate in any EU decision-making.

The referendum result has led to the resignation of Prime Minister David Cameron, who will step down by October.

As always, Dearson Winyard will keep you informed with news and updates as developments occur over the coming weeks and months.

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This overview is not exhaustive and does not substitute for actual advice based on specific circumstances. Different employer and individual circumstances will require bespoke advice.  Readers are reminded that immigration laws are fluid and can change at a moment’s notice without any warning.

For further information, please get in touch with Dearson Winyard.



UK Immigration – Sponsors & Compliance

Our #ukimmigration blog continues with this look at Sponsors and ensuring your organisation fulfils its UK immigration obligations.

The Sponsor Licence

All UK employers who want to employ overseas workers under Tier 2 General need a Sponsor Licence, authorised by the UK immigration authorities. If the licence application is approved, employers are given either an A-rating or B-rating depending on their level of compliance or risk factor.

The Government places a significant amount of responsibility on employers and sponsors are required to continually meet specific obligations.

A sponsor failing to comply with the duties laid out in the Home Office guidelines faces severe penalties:

  • The Home Office may suspend or downgrade your licence if they believe you are not complying with your duties as a sponsor.
  • Alternatively, the Home Office may revoke your sponsor licence entirely. This will mean all migrants with Tier 2, Tier 4 or Tier 5 status will have to leave the UK voluntarily or face enforced removal.
  • Further penalties for employing illegal workers may also include a civil penalty of up to £20,000 for each illegal worker.

Home Office Compliance

In late 2015, the Home Office stated that the number of Compliance Audits will be increased in all industry sectors, and that many of these will be unannounced.

  • 1792 sponsor licence applications were made in Q2 2015
  • Of these, 791 received a HO visit, some 44%
  • Of those receiving a visit, 57% were unannounced

Approximately 4000 sponsor licence applications were received in 2015; around 25% of those have been audited. The refusal rate is currently almost 1 in 3 (over 30%).

In an effort to rationalise the number of sponsors on the register in 2016, renewal applications will be approached with increased scrutiny and issues including further visits.

Dearson Winyard’s Compliance Audit

Dearson Winyard (DWI) can help your organisation maintain its compliance in case of a Home Office audit.

As part of our Compliance Audit, DWI will undertake a full audit of your organisation’s HR systems as regards its migrant workforce. This will cover six areas:

  1. Prevention of illegal employment and how this is integrated into the hiring process – how document checking procedures are integrated into the recruitment process and how migrants are identified and tracked
  2. Maintaining migrant contact details – which processes are in place to ensure HR records are kept up to date with staff personal contact details
  3. Record keeping – quality of HR file-keeping and how this corresponds to best practice
  4. Migrant tracking and monitoring – how the company monitors, tracks and reports its migrant population
  5. General sponsor duties – compliance with sponsorship duties, including management of the Sponsorship Management System (SMS)
  6. Ongoing sponsorship compliance – reporting changes to employee details (contacts, job roles etc.) and employee absence as well as company changes and updating the SMS

Following this, DWI will provide a full report of our findings and make recommendations on areas that need focus to ensure your maximum compliance. We will also give guidance on the presentation of evidence during the audit and the procedure of the audit itself.

Please contact Sarah Jackson, DWI Client Services Manager, at sarah.jackson@dwiglobal.com or 07884 549109 to discuss these services further.