Search

How can we help?

Icon

EU Settlement Scheme – Biometric Residence Permit (BRP)

If you are a non-EEA or Swiss family member of an EU national and have been granted an EU Settlement Scheme Family Permit to enter the UK, then you will need to apply under the EU Settlement Scheme to continue residing in the UK after the expiry of your permit.

You can apply under the EU Settlement Scheme if the EU national has been granted either pre-settled or settled status in the UK. If you do not have a permit or residence card with a biometric chip then you will not be able to use the EU Exit App to scan your ID documents. This also means you will not be able to take a photograph of yourself through the EU Exit App to verify your ID. Instead you will be required to upload a photograph of yourself through the online application. The photograph you upload cannot be your passport photograph.

You can apply under the EU Settlement Scheme if the EU national has been granted either pre-settled or settled status in the UK.

After completing all sections of the online application, you will be required to book your biometric enrolment appointment through UKVCAS for a BRP. You will need to book your appointment within 30 days of completion of the online application. The full application will not be submitted until the biometrics have been enrolled. Currently, the only free appointment centres, known as ‘core sites’ are Croydon, Birmingham, Belfast, Cardiff and Glasgow. Other appointment centres charge a fee. The fee includes additional services such as document scanning and checking. However, these services are irrelevant to the EU Settlement Scheme because documents can only be uploaded through the UKVI website when completing the online application.

Thus, applicants seem to be booking appointments at these locations for the purposes of convenience of location. It seems far more reasonable for appointments at these centres to be free for those who are applying under the EU Settlement Scheme. We will wait to see whether additional ‘core sites’ are added to help ease the volume of applications.

Disclaimer
This information is for guidance purposes only and should not be regarded as a substitute for taking legal advice. Please refer to the full General Notices on our website.

Author profile

Monica Atwal

Managing Partner

View profile

+44 118 960 4605

About this article

Read, listen and watch our latest insights

Pub
  • 07 May 2026
  • Employment

Employment Rights Act 2025: Key Changes for Employers

Join Katie Glendinning and Lucy White for a live webinar as they break down the key changes introduced by the Employment Rights Act 2025, offering clear insights into what these reforms mean in practice for employers and HR professionals.

art
  • 07 May 2026
  • Public Procurement

What the First Procurement Act 2023 Judgment Means for Automatic Suspension

It has been more than a year since the Procurement Act 2023 (PA23) came into force in February 2025, and the long wait for the first High Court judgment on the Act to be published is finally over.

art
  • 06 May 2026
  • Corporate and M&A

Community Interest Companies – What do you need to know?

This article seeks to provide an overview of the CIC structure’s key characteristics, the types of enterprises it suits, and some practical tips on the application process.

art
  • 06 May 2026
  • Privacy and Data Protection

Use of Personal Devices at Work: Why a Bring Your Own Device Policy is Essential

If you have employees who bring their own devices into the workplace and use said devices to deal with company data, you may want to consider a Bring Your Own Device (“BYOD”) policy.

art
  • 29 April 2026
  • Privacy and Data Protection

UK Data Protection – what’s new?

Having come into force on 19 June 2025, it comes as no surprise that we are now seeing the effects of the Data (Use and Access) Act 2025 (‘DUAA’). This article highlights a few of DUAA’s fundamental reforms, delves into one in particular, and examines how this will impact the recruitment sphere.

art
  • 29 April 2026
  • Employment

Employment Rights Act: Changing key contract terms will be harder from January 2027

The Employment Rights Act 2025 (“ERA 2025”) introduces a new regime that restricts how employers can change certain core contractual terms, with the key provisions now expected to commence on 1 January 2027.