HR and compliance platforms that handle UK visa tracking often lump family visas into a single "dependent visa" bucket. That's a category error. The Home Office has six distinct family routes with materially different eligibility logic, leave conditions, and ILR timelines — and getting the categorisation wrong in your system leads to incorrect right-to-work expiry flags, missed renewal windows, and miscommunication with employees about their settlement timeline.
Here's the reference architecture.
The Six Routes and Their Key Distinguishing Parameters
Spouse / Civil Partner Visa (entry clearance + FLR(M))
Financial threshold: £29,000 gross annual income from the UK sponsor. Not household income — the sponsor's income alone. Savings top-up: £16,000 baseline plus £2.50 saved for every £1 of annual income shortfall, held continuously for at least six months. English language: B1 speaking and listening from a Home Office-approved provider. Leave structure: 33 months initial, 30-month extension, ILR eligibility at five years. Right to work: unrestricted once leave is granted.
Unmarried Partner Visa
Financially identical to the spouse route. The distinguishing requirement: two years of continuous cohabitation, documented with overlapping official correspondence from the same address. Most systems treat this as equivalent to the spouse route — the ILR path is the same — but the cohabitation evidence requirement is a separate application failure point worth flagging in any pre-application screening workflow.
Fiancé(e) Visa
Six months, no right to work, no extension. Purpose is entry to marry in the UK, then switch to FLR(M). The ILR clock does not start from fiancé(e) entry — it starts from the first FLR(M) grant. This is a critical modelling error in many HR systems: an employee on a fiancé visa has no right to work until the FLR(M) application is approved. Any right-to-work check run against a fiancé(e) vignette should flag a work restriction, not a clean pass.
Child Visa
Applies to children under 18. At least one parent must be settled in the UK or applying simultaneously, unless the sponsor can demonstrate sole responsibility. Children under 18 do not generate their own right-to-work codes — right to work is not applicable at that age. HR systems tracking dependants should hold the parent's settlement status as the relevant variable, not the child's leave directly.
Parent Visa
The eligibility gate is strict: the parent must not be leading an independent life, and must require long-term personal care that cannot reasonably be provided in the home country even if the family could fund it privately. The financial requirement falls on the UK sponsor.
The ILR path is ten years, not five. This is the most common modelling error in compliance systems that handle family visas: any tool that calculates ILR eligibility as grant date plus five years will produce wrong output for parent visa holders. The correct value is ten years of continuous lawful leave.
Adult Dependent Relative Visa
Scope: siblings, adult children over 18, grandparents, other extended family. Same personal care threshold as the parent route, with a higher evidentiary bar — the applicant must show the required care is unavailable in their home country even with the financial means to purchase it. Refusal rates on this route are consistently high. ILR conditions mirror the parent visa.
What HR Systems Should Track Per Employee
For any employee with family visa holders as dependants, the minimum compliant data model needs:
- Visa category by route — not just "family visa". Spouse, partner, fiancé, child, parent, and ADR have materially different work permissions and ILR timelines.
- Leave expiry from BRP or eVisa — not from application date or grant date. These frequently diverge.
- Right-to-work status of the visa holder — spouse/partner grants full right to work; fiancé(e) visa does not; child visa not applicable.
- ILR eligibility date — 5 years for spouse/partner, 10 years for parent. Hard-coding 5 years for all family routes is wrong.
- Renewal window — FLR(M) can be submitted up to 28 days before expiry. Flag to HR at 90 days to give employees realistic preparation time.
- Share code validity — Home Office share codes expire after 90 days. Right-to-work verifications run more than 90 days ago need to be rerun.
The Income Threshold and Where Calculations Break
The £29,000 threshold is gross annual income from the UK sponsor. Several common scenarios break a straightforward salary check:
- Recent employer change: income evidence must typically come from the same employer over a continuous period. Payslips from two employers in the six-month window require careful handling in the application.
- Self-employment: the calculation uses the average of the last two years' self-assessment profit, not current invoiced income. A record year followed by a lower year produces a lower qualifying figure than applicants expect.
- Variable hours: only guaranteed contract hours count unless payslips show a consistent pattern over the reference period. Zero-hours contracts with variable income are a known point of failure.
HR platforms pre-screening employees' ability to sponsor family members should model these conditions rather than using gross salary as a binary threshold check. The savings top-up route (£16,000 + 2.5× the income shortfall) is worth surfacing as an alternative calculation path where income falls short.
For a tool that parses the current Immigration Rules directly and gives route-specific answers, immigrationgpt.co.uk is useful for HR teams handling ad-hoc employee queries without re-reading the Rules after each policy update.
For guidance on a specific case, consult a regulated immigration adviser or solicitor. Immigration Rules change; verify against current Home Office published guidance.
