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1 Migration Advisory Committee’s call for evidence on EEA workers in the UK labour market: Fragomen’s response© 2017 Fragomen, Del Rey, Bernsen & Loewy, LLP, Fragomen Global LLP and affiliates. All rights reserved.
Migration Advisory Committee’s call for evidence on EEA workers in the UK labour market:
Fragomen’s response
2 Migration Advisory Committee’s call for evidence on EEA workers in the UK labour market: Fragomen’s response© 2017 Fragomen, Del Rey, Bernsen & Loewy, LLP, Fragomen Global LLP and affiliates. All rights reserved.
The Migration Advisory Committee (MAC) has been asked to review the UK labour market and EEA migration, ahead of Brexit.
This paper contains the views of Fragomen’s clients.
3 Migration Advisory Committee’s call for evidence on EEA workers in the UK labour market: Fragomen’s response© 2017 Fragomen, Del Rey, Bernsen & Loewy, LLP, Fragomen Global LLP and affiliates. All rights reserved.
Table of contentsForeword
Brexit: A lot will happen in the next 18 months
The Respondents
Europeans fill important role in sales jobs
Engineers are in shortage
The end of free movement is a concern for employers
Technical, practical and language skills make a huge difference
Europeans are disproportionately over-educated for their roles
Recruitment practices do not tend to vary between UK and European nationals
Atypical workers
Brexit is making it harder to recruit and retain European nationals
Most companies are developing contingency plans, ready for the end of free movement
Two thirds of employers think they would not be as big without free movement
Education below degree level could be better
What would you need to change in the labour system to reduce your need for European employees?
European migration has increased learning opportunities for UK nationals
Immigration systems
Other useful documents
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4 Migration Advisory Committee’s call for evidence on EEA workers in the UK labour market: Fragomen’s response© 2017 Fragomen, Del Rey, Bernsen & Loewy, LLP, Fragomen Global LLP and affiliates. All rights reserved.
ForewordWe are submitting this paper in response to the Migration Advisory Committee’s (MAC) call for evidence: EEA-workers in the UK labour market.
The MAC has been asked to consider the contribution of European workers to the UK labour market. The review will inform the UK Government’s new immigration policy, to replace the free movement rights of European nationals which are expected to end after Brexit.
The call for evidence focuses this extensive brief. Broadly speaking the MAC is interested in
• The jobs undertaken by European workers and why they are recruited alongside, in place of or in the absence of UK workers
• The profile of European workers, including how skilled they are, where they are recruited from and the terms of their employment
• Whether the spectre of Brexit is already affecting the recruitment and retention of European workers
• The relationship between European workers, the skills system and opportunities for UK workers
• How employers will respond to an end to free movement
This response is submitted on behalf of clients of Fragomen LLP. We are the largest immigration law firm in the world and help businesses of all sizes make sense of immigration procedures in over 170 countries, including over 65% of Fortune 100 companies.
Our paper is largely drawn from responses to a survey of Fragomen’s clients. We had 75 respondents, of which most people answered every question, from companies in 27 sectors.
We have supplemented this data with our reflections from a large number of meetings and round tables, including focus groups in Cardiff, Glasgow, Manchester, Warrington and London. We are grateful to the MAC for meeting Fragomen and listening to the business view during this consultation period.
We are also pleased that the MAC was able to meet members of Fragomen’s Strategic Migration Forum, a
group of 47 of the UK’s largest business bodies, think tanks and civil society groups which we have brought together to share views and leanings. The depth and breadth of the Forum is unique in UK immigration policy and means the collective and shared views of business are available to policy makers.
Our submission reinforces many of the findings already available in social and economic literature published on immigration. We recognise many of the trends identified in our work with the Chartered Institute of Personnel Development and the Recruitment and Enforcement Confederation. Links to both reports are included on page 23.
Key findings include:
1. Language skills are very important. This correlates with anecdotal evidence from our business meetings - if you are working with companies in Germany, you need a native German speaker.
2. European workers fill important sales and account management jobs and, again, language skills are crucial for those posts.
3. European workers are more likely to be over educated for their roles than their UK colleagues. This tallies with findings in a variety of academic papers.
4. Employers are finding it harder to recruit and retain European workers. Two issues tended to be raised when this was discussed in focus groups - Brexit and the value of the pound.
5. European workers have not undermined training opportunities that employers make available to UK nationals and in a lot of instances they have increased them.
6. A welcome proportion of employers will increase their efforts to recruit UK workers when free movement ends, including by targeting harder to reach groups...
7. ...but an alarming proportion think that work will need to be sent overseas.
5 Migration Advisory Committee’s call for evidence on EEA workers in the UK labour market: Fragomen’s response© 2017 Fragomen, Del Rey, Bernsen & Loewy, LLP, Fragomen Global LLP and affiliates. All rights reserved.
Respondents also expressed concern about plans for a new immigration system, leaked earlier this year. Ultimately it remains to be seen how that policy will pan out, but the view of business has been clear in our survey and meetings. Removing free movement will inevitably make it harder for employers to source skills and labour. Any new policy needs to be flexible and meet the needs of business, otherwise jobs may need to be filled elsewhere in the world.
Our response also includes two practical resources. A lot needs to happen over the next few years, so we have included a timeline on page six. We have been very busy since Brexit, producing a range of guides and contributing to or drafting policy papers on immigration, messaging and the labour market. Page 23 includes links.
We hope that the response is useful and would be very happy to discuss our findings. We would also be happy to discuss whether any excerpt of our report could usefully be quoted in your final report to government.
Foreword (cont.)
Caron PopeManaging [email protected]
6 Migration Advisory Committee’s call for evidence on EEA workers in the UK labour market: Fragomen’s response© 2017 Fragomen, Del Rey, Bernsen & Loewy, LLP, Fragomen Global LLP and affiliates. All rights reserved.
232016
JUNReferendum on membership of the EU takes place in the UK
29MAR
2017
Article 50 of Lisbon Treaty triggered, starting the 2 year
negotiating period
262017
JUNUK publishes immigration
proposal on safeguarding the position of European citizens
living in the UK and UK nationals living in the EEA
PHASE
1
292021
MAR
A new permanent immigration system expected covering
migration of European citizens, designed according
to economic and social needs and reflecting the future partnership with the EEA
PHASE
3
29MAR
2019
I. A temporary immigration system for new European
entrants is expected.
II. A 2 year grace period for European citizens already in the UK to apply for settled
status or a residence document
PHASE
2
27JUL
2017
Home Secretary commissions the Migration Advisory
Committee (MAC) to report on the impact on the UK’s labour
market of the exit from the European Union (EU) and how the UK’s immigration system
should be aligned with a modern industrial strategy
28MAR
2019UK is expected to exit the EU
MAC Call for Evidence*Interim reports could be published by the MAC*
042017
AUG
SEP2018
I. Home Office begins to accept settled status applications
II. MAC expected to publish final report
Closing date to respond to the MAC27
OCT
2017
Brexit: A lot will happen in the next 18 months
7 Migration Advisory Committee’s call for evidence on EEA workers in the UK labour market: Fragomen’s response© 2017 Fragomen, Del Rey, Bernsen & Loewy, LLP, Fragomen Global LLP and affiliates. All rights reserved.
Sectors
The RespondentsFragomen works with a broad spectrum of employers ranging from the smallest start ups to the largest global corporations. We had 75 respondents from 27 sectors, in response to our survey about the MAC’s call for evidence.
Information Technology, Financial Services and Manufacturing were amongst the most responsive industries. This mirrors the trend from our Brexit Benchmarking report published in September 2016, indicating that these sectors are particularly alive to the impact of Brexit on their operations in the UK and the EU.
24%
40%
8%
22.67%
5.33%
One quarter of respondents could be classed as small companies, based on number of employees in the UK.
Key of number of employees in the UKLess than 50 51 - 500 501 - 1,000 1,001 - 10K 10,001 - 50K
MANUFACTURING
8 Migration Advisory Committee’s call for evidence on EEA workers in the UK labour market: Fragomen’s response© 2017 Fragomen, Del Rey, Bernsen & Loewy, LLP, Fragomen Global LLP and affiliates. All rights reserved.
Europeans fill important role in sales jobs
We asked employers which three roles performed by Europeans are most important to their organisation:
Engineers, researchers and software professionals were unsurprisingly prevalent. Interestingly, those companies that indicated that important sales roles were occupied by Europeans also indicated that they mainly recruited Europeans for their language skills.
9 Migration Advisory Committee’s call for evidence on EEA workers in the UK labour market: Fragomen’s response© 2017 Fragomen, Del Rey, Bernsen & Loewy, LLP, Fragomen Global LLP and affiliates. All rights reserved.
We asked employers which three roles in their organisation would they find most difficult to fill without Europeans:
Again, the prominence of engineers comes as no surprise. As recently as July 2017, Engineering UK reported that the UK’s engineering sector already faces a serious skills shortage that Brexit could exacerbate. Skill shortages in engineering are well understood and reflected in the UK’s shortage occupation list.
Engineers are in shortage
10 Migration Advisory Committee’s call for evidence on EEA workers in the UK labour market: Fragomen’s response© 2017 Fragomen, Del Rey, Bernsen & Loewy, LLP, Fragomen Global LLP and affiliates. All rights reserved.
The end of free movement is a concern for employers
We asked employers how significant a consideration immigration and access to talent is for their Human Resource function when preparing for Brexit as a whole:
A major consideration A consideration, but of less concern than the other
implications of Brexit
It is not a concern for my
Human Resources
function
70.67% 25.33% 4%
Over 70% of employees perceive immigration and access to talent as a major consideration in the preparation for Brexit. The UK Government will need to work to reassure them that sensible processes will be put in place to maintain the required talent pipeline in the absence of free movement.
11 Migration Advisory Committee’s call for evidence on EEA workers in the UK labour market: Fragomen’s response© 2017 Fragomen, Del Rey, Bernsen & Loewy, LLP, Fragomen Global LLP and affiliates. All rights reserved.
Technical, practical and language skills make a huge difference
We asked employers why they recruit Europeans:
Difficulty attracting UK nationals to fill skilled roles 48.89%
Difficulty attracting UK nationals to fill unskilled roles 8.89%
Better work ethic/ motivation 6.67%
Commitment to values / behaviours 17.78%
Better job specific, technical or practical knowledge 55.56%
Language skills 51.11%
Better qualifications 15.56%
More work experience 4.44%
IT skills 13.33%
Lower labour turnover 2.22%
Better basic skills (literacy and numeracy) 2.22%
Better generic or soft skills 2.22%
Unsuprisingly, skills motivated employers to recruit Europeans and language abilities are very important. The UK Government will have to work with businesses and representative groups to strategise on how to fill these significant gaps with local and overseas workers. Letting jobs go unfilled won’t help anyone. Ultimately, if a role requires a native German speaker, it will almost always need a German national to take it.
12 Migration Advisory Committee’s call for evidence on EEA workers in the UK labour market: Fragomen’s response© 2017 Fragomen, Del Rey, Bernsen & Loewy, LLP, Fragomen Global LLP and affiliates. All rights reserved.
The MAC is interested in the skill level of European workers. We asked employers if their workers are typically:
Europeans are disproportionately over-educated for their roles
UK Workers European Workers Non-European workers
Over-educated to the level of the role
18.18% Yes, 81.82 No 40.63% Yes, 59.38% No 28.13% Yes, 71.88% No
Under-educated to the level of the role and will be given training (e.g. apprentices)
18.75% Yes, 81.25 No 16.13% Yes, 83.87% No 6.45% Yes, 93.55% No
It is not unusual for workers to be overeducated for their roles, though that trend is more than twice as common amongst Europeans.
UK nationals are marginally more likely to be undereducated for their role and require training on the job than European nationals. It is far less likely that a non-European national would be under-educated. Arguably, this is to be expected given that the work immigration system is calibrated to graduate level roles. Tier 2 policy assures that sponsored workers will be able to hit the ground running, not least because of the high salaries required for their roles (though exceptions apply for graduate salaries).
13 Migration Advisory Committee’s call for evidence on EEA workers in the UK labour market: Fragomen’s response© 2017 Fragomen, Del Rey, Bernsen & Loewy, LLP, Fragomen Global LLP and affiliates. All rights reserved.
Recruitment practices do not tend to vary between UK and European nationals
We asked employers how they tend to recruit when filling skilled vacancies:
Job Centre
Plus 13.95%
Own website 76.74%
Recruitment agencies79.07%
Industryjournals
9.3%
Online jobs boards 53.49%
Word of mouth 39.53%
Local media 4.65%
Employee referrals 72.09%
Internal recruitment
team 65.12%
Professional social media
searches 58.14%
Other 9.3%
Job Centre
Plus 15.79%
Own website 31.58%
Recruitment agencies 39.47%
Industryjournals 2.63%
Online jobs boards 34.21%
Word of mouth 26.32%
Local media 10.53%
Employee referrals
50%
Internal recruitment team 34.21%
Professional social media
searches 15.79%
Other 28.95%
National media 2.63%
We also asked how they tend to recruit when filling unskilled vacancies:
Do you employ a different method when recruiting European nationals?
No 92.86%
Yes 7.14%
The MAC is interested in UK businesses’ recruitment practices, specifically in reference to European nationals.
We found that businesses use a range of methods to recruit for skilled roles, specifically internal websites, employee referrals and recruitment agencies. These methods do not vary a great deal for unskilled roles, though external recruiters are not used as much and local media becomes more useful.
Job Centre Plus is rarely used for skilled and unskilled roles. When we discuss this with employers, we are often told that they tend to only use Job Centre Plus when obliged to as part of a Resident Labour Market Test. There are better ways to find the workers they need, irrespective of nationality.
14 Migration Advisory Committee’s call for evidence on EEA workers in the UK labour market: Fragomen’s response© 2017 Fragomen, Del Rey, Bernsen & Loewy, LLP, Fragomen Global LLP and affiliates. All rights reserved.
We asked employers if they are more or less likely to employ UK, European and non-European people to these employment types:
UK Workers European Workers Non-European Workers
Full-time
Likely 93.37%, Not likely 2.63%
Likely 93.37%, Not likely 2.63% Likely 89.19%, Not likely 10.81%
Part-time
Likely 75%, Not likely 25% Likely 74.19%, Not likely 25.81% Likely 48.39%, Not likely 51.61%
Seasonal
Likely 33.33%, Not likely 66.67%
Likely 33.33%, Not likely 66.67%
Likely 11.11%, Not likely 88.89%
Agency workers
Likely 76.67%, Not likely 23.33% Likely 67.74%, Not likely 32.26% Likely 44.83%, Not likely 55.17%
Self-employed
Likely 53.85%, Not likely 46.15% Likely 50%, Not likely 50% Likely 42.31%, Not likely 57.69%
Zero hour contracts
Likely 0%, Not likely 100% Likely 3.85%, Not likely 96.15% Likely 3.85%, Not likely 96.15%
Atypical workers
The MAC are interested in whether Europeans are likely to be employed in atypical scenarios such as agency workers or seasonal workers, for example.
Likely Less likely
Non-European workers are much less likely to be employed in the capacity of agency or seasonal workers. This is most likely because the immigration rules do not lend themselves to such categories of worker.
Ultimately, there is very little difference in the employment offered to UK, European or non-European workers.
This all chimes with conversations that we have had with employers, as they do not discriminate on the basis of nationality. They look beyond the passport to consider the contribution that the person could make to their business, immigration rules permitting.
15 Migration Advisory Committee’s call for evidence on EEA workers in the UK labour market: Fragomen’s response© 2017 Fragomen, Del Rey, Bernsen & Loewy, LLP, Fragomen Global LLP and affiliates. All rights reserved.
Brexit is making it harder to recruit and retain European nationals
Since the referendum, employers have found:
Easier 2.22%
No
Yes
We already
have
Harder 42.22%
Has not changed 57.78%
The recruitment of European
nationals
Harder 35.56%
Has not changed 62.22%
The retention of European
nationals
Key
Over four fifths of employers are finding it harder to recruit European nationals since the election and none are finding it easier.
2% of employers are finding it easier to retain European nationals but over one third are finding it harder. This doesn’t come as a huge shock. In client meetings and employer focus groups we are regularly told that employers are losing European nationals as a consequence of Brexit and the fall in the value of the pound. That said, we hear these stories much more often in relation to workers filling lower skilled roles.
16 Migration Advisory Committee’s call for evidence on EEA workers in the UK labour market: Fragomen’s response© 2017 Fragomen, Del Rey, Bernsen & Loewy, LLP, Fragomen Global LLP and affiliates. All rights reserved.
No
Yes
We already
have
Increasing salaries Automating your business beyond existing plans
Otherwise changing terms and conditions
Increasing apprenticeships and
similar schemes
Moving work off shore
Doing more to recruit UK workers
Targeting harder to reach workers, e.g. women
returners or ex-offenders
Key
90.48%
7.14%
2.38%
82.93%
14.63%
2.44%
53.66%36.59%
9.76%
71.79%
20.51%
7.69%
66.67%
28.57%
4.76%
90%
2.5%7.5%
67.5%
25%
7.5%
Most companies are developing contingency plans, ready for the end of free movementThe MAC would like to know how companies plan to adapt to the end of free movement. We asked employers whether, as a consequence of Brexit and in readiness for an end to free movement, are they now thinking about:
Our data showed that all but 13% of companies were developing contingency plans. 80% of those who do not have contingency plans employ under 100 people.
There are some pleasing trends here, for instance an increase in apprenticeships and greater efforts to recruit UK workers. That 37% of companies expected to move work off shore is nevertheless a concern, although could be mitigated by immigration policy that ensures employers can still access European workers in a reasonably frictionless way, after free movement ends. Employers understand that there will be immigration controls for Europeans. They simply worry that they will be unduly inflexible.
17 Migration Advisory Committee’s call for evidence on EEA workers in the UK labour market: Fragomen’s response© 2017 Fragomen, Del Rey, Bernsen & Loewy, LLP, Fragomen Global LLP and affiliates. All rights reserved.
Two thirds of employers think they would not be as big without free movement
Employers were asked if the UK had not allowed free movement since 2004, do you believe that your organisation would be:
Substantially larger
Larger Much the same
Smaller Substantially smaller
No respondents felt that free movement had adversely impacted their growth. In fact, two thirds think they would be smaller or substantially smaller without it.
How those companies continue to grow after free movement remains to be seen. The more flexible the immigration system, the more likely it is that these companies will continue to grow.
50%
40%40%
35%
25%30%
20%
10%
18 Migration Advisory Committee’s call for evidence on EEA workers in the UK labour market: Fragomen’s response© 2017 Fragomen, Del Rey, Bernsen & Loewy, LLP, Fragomen Global LLP and affiliates. All rights reserved.
Education below degree level could be betterThe MAC will consider if the UK’s skills system does an adequate job of giving UK workers the skills they need. We asked employers how they rate the quality of learning provided in the UK at each of these levels:
Schools Colleges
Masters PhD
KeyVery poor Poor Fair Good Very good
2.63%10.53%
50%
31.58%
5.26% 2.56%7.69%
46.15%
41.03%
2.56%
Bachelors
2.56%
20.51%
56.41%
20.51%
Vocation training
2.7%16.22%
35.14%
43.24%
2.7%
Apprenticeships
2.7%21.62%
40.54%
29.73%
5.41%13.16%
57.89%
28.95% 13.51%
48.65%
35.14%2.7%
Employers broadly rate the level of training received by UK workers as good or fair but there were some concerns about the quality of education below degree level. Interesting these concerns were felt across a variety of sectors.
In client meetings and employer focus groups we are often told that improving the quality of education and training below degree level would reduce the need to source labour and skills from overseas. That said, employers have not suggested it would entirely remove the need to look overseas.
19 Migration Advisory Committee’s call for evidence on EEA workers in the UK labour market: Fragomen’s response© 2017 Fragomen, Del Rey, Bernsen & Loewy, LLP, Fragomen Global LLP and affiliates. All rights reserved.
What would you need to change in the labour system to reduce your need for European employees?
For us, it’s really all about availability of
necessary skills...
It’s not possible to answer this... The need is not around the labour system but rather a wide pool of appropriate skills who have the right to work.
Cost of living in the UK, better primary and secondary education
Improved level of STEM students
Better skills and training for soft skills and technical skills/
knowledgeBroader global
knowledge base for UK citizens
More skilled workers in the areas where we have skills gaps. We will always be needing as local culture and language is key to
our business in order to support our customers as not all in
Europe speak English or good enough English to do training on
our tools and so on.
We would need UK nationals to speak
european languages
Schools and businesses working together
encourage more young people to pursue degrees
in Construction and Engineering
UK workers with better language skills and
more engineers
More schools education in electronics engineering
Demand of skills is based on the nature of the industry which is based on the
political need in the UK
Nothing - we seek experience of working in multiple countries in order to have skills to take on regional roles
Less strict requirements and labour laws for Non-
EU employees
More language skills
Better languages, more availability of
fund-raisers
Making languages a requirement in the
curriculum
Its about a global integrated organisational model matrixes managed
with opportunities for all to develop and build our global footprint - all
essential to hire and retain the best people
Higher level of Technical
IT knowledge
More UK employees looking for our roles. There
is a shortage
Working ethos, languages,
broader work experience
Need more STEM & crafts/
trades in schools and universities
20 Migration Advisory Committee’s call for evidence on EEA workers in the UK labour market: Fragomen’s response© 2017 Fragomen, Del Rey, Bernsen & Loewy, LLP, Fragomen Global LLP and affiliates. All rights reserved.
European migration has increased learning opportunities for UK nationals
We asked employers, in your organisation, has the employment of European workers:
Increased learning opportunities for UK nationals
Decreased learning opportunities for UK nationals
Had no effect
38.1% 2.4% 59.52%
These findings tally with what we are told in client meetings and employer focus groups. Employers treat their employees equally, including in terms of learning. Moreover, overseas workers bring new and different perspectives, ideas and skills that help UK workers learn and develop, just as UK workers can help them.
21 Migration Advisory Committee’s call for evidence on EEA workers in the UK labour market: Fragomen’s response© 2017 Fragomen, Del Rey, Bernsen & Loewy, LLP, Fragomen Global LLP and affiliates. All rights reserved.
Immigration systems
If free movement were to continue, employers would expect their business to:
If the policy detailed in the UK Government’s leaked policy paper were to apply, employers would expect
their business to:
2.22%
11.11%
37.78%
42.22%
2.22%4.44%
4.76%
11.9%
4.76%
33.33%26.19%
19.05%
Key
Significantly contract Contract
Significantly expandExpand
Remain the same
Expand out-side the UK Don’t know
Almost half of companies believe they would grow if free movement continues, very few think they would contract.Worryingly, a quarter of employers might expand outside of the UK if the contents of the UK Government’s leaked white paper are implemented.
22 Migration Advisory Committee’s call for evidence on EEA workers in the UK labour market: Fragomen’s response© 2017 Fragomen, Del Rey, Bernsen & Loewy, LLP, Fragomen Global LLP and affiliates. All rights reserved.
If EU migration were to stop altogether, employers would expect their business to:
If the existing Points Based System (PBS) for non-European migrants were applied, including a bar
on unskilled workers, employers would expect their business to:
9.52%
35.71%
9.52%
38.1%
7.14%
4.76%
38.1%21.43%
19.05%
Almost half of employers felt their business would contract or significantly contract if EU migration stopped altogether. We know that isn’t on the table, but it is still worth stating.
It is interesting that employers were less concerned about the PBS being applied than the lighter touch policies in the leaked White Paper. That is likely because the White Paper doesn’t offer certainty. The sooner the Government confirms the position the better.
Key
Significantly contract Contract
Significantly expandExpand
Remain the same
Expand out-side the UK Don’t know
4.76%
11.9%
23 Migration Advisory Committee’s call for evidence on EEA workers in the UK labour market: Fragomen’s response© 2017 Fragomen, Del Rey, Bernsen & Loewy, LLP, Fragomen Global LLP and affiliates. All rights reserved.
Other useful documents
24 Migration Advisory Committee’s call for evidence on EEA workers in the UK labour market: Fragomen’s response© 2017 Fragomen, Del Rey, Bernsen & Loewy, LLP, Fragomen Global LLP and affiliates. All rights reserved.
Atlanta • Auckland • Beijing • Bengaluru • Boston • Brisbane • Brussels • Chicago • Coral Gables • Dallas • Doha • Dubai • Dublin • Frankfurt
• Hong Kong • Houston • Irvine • Johannesburg • Kochi • Kuala Lumpur • London • Los Angeles • Matawan • Melbourne •
Mexico City • Nairobi • New York • Perth • Phoenix • Rio de Janeiro • San Diego • San Francisco • San Jose, Costa Rica • Santa Clara •
Sao Paulo • Shanghai • Sheffield • Singapore • Sydney • Toronto • Troy • Washington, DC • Zurich
This document is for informational purposes only. If you have any questions, please contact the global immigration professional with whom you work at Fragomen or email to [email protected]
© 2017 Fragomen, Del Rey, Bernsen & Loewy, LLP, Fragomen Global LLP and affiliates.All rights reserved.
For further information contact [email protected]
MORE ABOUT FRAGOMENTo learn more about how we can help you with your immigration needs
and challenges, please visit: www.fragomen.com.