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Immigration

12 April 2013
Issue: 7555 / Categories: Case law , Law digest , In Court
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R (on the application of Nagre) v Secretary of State for the Home Department [2013] EWHC 720 (Admin), [2013] All ER (D) 15 (Apr)

There was full coverage of an individual’s rights under Art 8 of the Convention in all cases by a combination of the new immigration rules (as set out in the Statement of Changes laid on 13 June 2012 (HC 194)) and under the secretary of state’s residual discretion to grant leave to remain outside the Rules. Consequent upon that feature of the overall legal framework, there was no legal requirement that the new rules themselves provided for leave to remain to be granted under the Rules in every case where Art 8 of the Convention gave rise to a good claim for an individual to be allowed to remain. That had always been the position in relation to the operation of the regime of immigration control prior to the introduction of the new rules, and the introduction of the new rules had not changed those basic features of the regime

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MOVERS & SHAKERS

Muckle LLP—Rachael Chapman

Muckle LLP—Rachael Chapman

Sports, education and charities practice welcomes senior associate

Ellisons—Carla Jones

Ellisons—Carla Jones

Partner and head of commercial litigation joins in Chelmsford

Freeths—Louise Mahon

Freeths—Louise Mahon

Firm strengthens Glasgow corporate practice with partner hire

NEWS
One in five in-house lawyers suffer ‘high’ or ‘severe’ work-related stress, according to a report by global legal body, the Association of Corporate Counsel (ACC)
The Legal Ombudsman’s (LeO’s) plea for a budget increase has been rejected by the Law Society and accepted only ‘with reluctance’ by conveyancers
Overcrowded prisons, mental health hospitals and immigration centres are failing to meet international and domestic human rights standards, the National Preventive Mechanism (NPM) has warned
Two speedier and more streamlined qualification routes have been launched for probate and conveyancing professionals
Workplace stress was a contributing factor in almost one in eight cases before the employment tribunal last year, indicating its endemic grip on the UK workplace
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