Illegal Whistleblower Retaliation through a Conspiracy to Pervert the Course of Justice and Conspire to Defraud
The 20 September 2013 Submitted Grievance is referenced within the 5 December 2013 signed termination settlement but is not being processed by Watson Farley & Williams? At the start of the termination settlement discussions that Watson Farley & Williams’ solicitor Rhodri Thomas represented on behalf of the Company, a grievance was also referenced. This is personal data that Watson Farley & Williams, Rhodri Thomas, claims to have reviewed .
Excerpt from signed 5 December 2013 termination settlement contract:
Watson Farley & Williamd Subject Access Request (SAR)
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Watson Farley & Williams advised on the subject application for a Tier 2 visa and visa for dependent family members to legally work and live in England. The Offer Letter clearly states that validation of passport data must preceed any employment.
The submitted subject access request was made while the subject was living in Thailand. Watson Farley & Williams representative, Neeta Aulak was provided with notarized copies of the subjects US passport and US Texas state driver license. Further, Watson Farley & Williams advises the Company on matters of EMPLOYMENT LAW.
The subject could not have been legally employed as a US citizen in England without Company sponsorship of a Tier 2 visa. To suggest that such data is not inclusive to relevant processed data is ridiculous and demonstrates that Watson Farley & Williams is conspiring with the Company (officers) and the subjects “Legal Advisor” Philip Simon Landau.
However, the real reason that the Tier 2 visa material is not being provided is because the Company, their legal advisors, Watson Farley & Williams, and the subjects legal advisor, Philip Simon Landau, conspired to defraud the subject and did not follow their legal requirement of termination. The termination would have been illegal if it was because the subject blew the whistle.
When a UK Tier 2 (now Skilled Worker) sponsor terminates a sponsored employee, they must report the termination to UK Visas and Immigration (UKVI) within 10 working days of the employee’s final contract date.
Failure to do so constitutes a serious compliance breach and can jeopardize the employer’s sponsor license.
Required Actions for Employers
- Report via the SMS: A Level 1 user must log into the online Sponsor Management System (SMS) to report that sponsorship has ended.
- Provide Vital Details: The report must include the exact termination date, the core reason for ending sponsorship (e.g., redundancy, dismissal, resignation), and the employee’s last known contact details, including their home address, personal phone number, and personal email.
- Retain HR Records: All personnel and right-to-work documents relating to the sponsored worker must be kept safely for at least one year from the date of termination, or until a UKVI compliance officer reviews them during an audit, whichever comes first.
- Follow UK Employment Law: Sponsoring a worker does not bypass domestic employment laws; the redundancy or dismissal process must still be contractually and procedurally fair to avoid employment tribunals.
Next Steps for the Worker
Once the employer submits the SMS notification, the Home Office will process it and send a visa curtailment letter directly to the worker. This officially cuts their visa short to 60 days (or whatever time remains on their visa, if less). During this time, they must secure a new sponsor, switch to an alternative visa route, or leave the UK.
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