Background

This page explains the work permit criteria for cricket for the 2008 season. These criteria have been agreed following consultation with the England and Wales Cricket Board (ECB) and have also been agreed by Cricket Scotland and the Irish Cricket Union.

This criteria is supplementary guidance to the published employer guidance notes and both sets of guidance should be referred to when making an application.

Work permits will only be issued to people employed by counties or clubs who are affiliated to the relevant governing body. The application should include details of affiliation. If necessary, the UK Border Agency will contact the governing bodies for confirmation (contact details for the governing bodies are at the end of this page).

This includes applications for employment in indoor cricket from clubs who play in the British Indoor Cricket Association (BICA) League.

Club contacts

Where the club contact is based at an address other than the club address the contact must be a club official, such as the club secretary or team captain. To verify these details the club should send a copy of either the current fixture list or the member's handbook that contains the names and addresses of the club officials. No other name and address should be used to correspond with or send the permit to. Another possible source for this information is the club's official website that can be found on the Play-Cricket website.

Length of season

The outdoor cricket season runs from 1 April to 30 September. The indoor cricket season runs from 1 October to 31 March.

Criteria for players and player/coaches

Games played

During the 18 months immediately prior to the date of the work permit application the cricketer or player/coach must have played in either:

a. a minimum of one test match for his country (consisting of five days); or

b. at least three one day internationals for his country; or the cricketer must

c. be currently centrally contracted to the cricket board of their home country where the Board is a Full Member of the ICC (Full Members are Australia, Bangladesh, India, New Zealand, Pakistan, South Africa, Sri Lanka, West Indies and Zimbabwe as well as the ECB); or

d. have been issued with a work permit for the 2006 or 2007 seasons to play cricket in the United Kingdom and have played a minimum of five first class matches (of at least three days duration) outside the United Kingdom during the 18 months immediately prior to the date of the work permit application; or

e. have had a playing contract with a United Kingdom First Class County for the 2007 season, was qualified for Competitive County Cricket (an individual is qualified if they meet the ECB requirements for registration) and have signed an ECB declaration confirming that he is in the process of seeking to become qualified for England; or

f. have played five test matches in the previous 10 years.

For player/coaches only there is an additional qualifying option:

g. have played a minimum of five first class matches (not one day matches see below).

Note: the definition of first class cricket matches will be that set down by the International Cricket Council in their regulations. However, only matches of three, four or more days duration will be considered as first class for the purpose of determining whether the five first class matches criterion is satisfied.

Evidence required for all player and player/coach applications

To ensure that overseas players and player/coaches contribute to the development of the game in the United Kingdom, it has been agreed with the governing bodies that the county or club applying for a work permit must provide evidence that the individual:

• has attained a qualification to at least ECB Coach (UKCC 2) standard under the structured ECB National Coaching Scheme (this scheme has recently been introduced to replace the ECB Level II coaching course) before undertaking any coaching duties for a club based in the United Kingdom;

OR

• will complete an ECB coaching course to at least UKCC 2 level by the end of the current season or gain written confirmation that their overseas qualification is of an equivalent or higher standard. Evidence of this would be either a clause in the contract stating that the course will be undertaken or confirmation from the ECB either that a place on a course has been booked or that the player's existing qualification is equivalent to UKCC 2 standard. It will still be necessary for overseas coaches to undertake the health and safety and child protection modules of the course. Once the UKCC 2 standard or equivalent has been achieved coaching duties can be undertaken but not before. ECB will keep the UK Border Agency informed of work permit holders gaining this qualification.

It will not be necessary for cricketers or player/coaches already awarded the previous ECB Level II qualification to be re-accredited as this qualification is of an appropriate level. However, cricketers and player/coaches who have only attained the previous ECB Level I qualification will need to complete the new ECB Coach (UKCC 2) course to attain the appropriate level before undertaking any coaching duties.

In order to gain the maximum benefit from overseas player/coaches, The UK Border Agency will allow player/coaches with the appropriate coaching qualifications to undertake coaching duties on a wider scale e.g. under the auspices of the local county board.

The ECB's new National Coaching Scheme also offers an ECB Coaching Assistant (UKCC 1) course. This only qualifies an individual to assist a qualified coach and is therefore an insufficient level to meet the work permit requirements.

If the application is for a player at a County Championship club who does not have a coaching qualification, the sports and entertainments team will consult with the ECB to confirm the player will still contribute to the development of the game. The UK Border Agency will then make the final decision on the application.

Criteria for full-time coaches

If a cricket club wishes to employ a non-EEA national as a full-time coach they will have to satisfy the following criteria:

• That the individual is suitably qualified to coach cricket at a high level of the sport in the United Kingdom and is either qualified to UKCC 2 or ECB Level II standard or holds an overseas qualification that is at least equivalent to the ECB Coach (UKCC 2) standard coaching qualification. The overseas coach will still need to undertake the health and safety and child protection modules of the course.
• That there are no suitable resident workers who are qualified to UKCC 2 level available to do the job. The county/club will need to provide evidence that the job has been advertised in the most appropriate national medium, such as Wisden Cricketer Magazine, which provides the best way of reaching suitably qualified resident workers.

Outdoor Cricket

It is expected that full-time coaches will be employed by the first class cricket counties who are unlikely to appoint someone with no, or limited, coaching experience. Under these circumstances work permits would normally be issued to coaches for the length of the contract period. However, if a club side is granted a work permit it would normally only be issued for the forthcoming season.

Out of season coaching

If a cricket club wish to employ a coach or player/coach outside the cricket season, where coaching is part of a national initiative, they will have to satisfy the following criteria:

• That there are no suitable resident workers who are qualified to UKCC 2 level available to do the job. The county or club will need to provide evidence that the job has been advertised in the most appropriate national medium, such as Wisden Cricketer Magazine, which provides the best way of reaching suitably qualified resident workers.
• Provide proof that the individual is suitably qualified to coach at least to UKCC 2 standard.
• Provide a copy of a contract, signed by both parties and on the club's letterhead, detailing the terms and conditions of employment.
• Note: the UK Border Agency will consult with the ECB on such applications to ensure that the out of season coaching is part of a recognised national initiative.

An example of a recognised national initiative is the new 10-year initiative 'Chance to shine'. It involves coaches going into schools on a year round programme, which means coaches will be required beyond the normal cricket season. Coaches or player/coaches involved in this programme must complete the ECB 'Coaching in Schools' module before undertaking coaching duties in schools.

Contracts

Length of permit issue

The UK Border Agency normally give approval up to the end of the cricket season (i.e. until 30 September for outdoor cricket and 1 October until 31 March for indoor cricket) - or to the end of the contract period, whichever is the earlier date.

All applications should include a copy of a contract, signed by both parties and on the club's letterhead, detailing the terms and conditions of employment.

Work permit applications may be applied for up to six months prior to the beginning of the season, and will remain valid for six months from the date the permit is issued. People requiring a visa are normally expected to produce the work permit for entry clearance within six months of issue. The application should be submitted requesting permits to be approved until the last date of the season or the date the contract of employment ends, whichever is the earlier.

Amateurs

Work permits are not issued for amateurs.

Salary

Players and player/coaches

The individual should be paid at a rate that is commensurate for a cricketer or player/coach who is of the highest calibre. The expected salary for a cricketer or player/coach for the 2007 season is at a minimum of £216 per week and an additional accommodation allowance. Travel costs cannot be included as part of the salary. The salary must also meet the National Minimum Wage regulations.

Coaches

The individual should be paid at a rate that is commensurate for a coach who is of the appropriate level equivalent to the new National Coaching qualification (UKCC 2). The salary must also be at a minimum £216 per week and an additional accommodation allowance. Travel costs cannot be included as part of the salary. The salary must also meet the National Minimum Wage regulations.