Understanding Immigration Compliance in 2025

The UK’s immigration landscape continues to evolve rapidly, especially for employers holding a sponsor licence to hire international talent. With the tightening of Home Office enforcement and the introduction of new digital monitoring systems, immigration compliance has never been more important for UK businesses.

Employers must now ensure that every aspect of their recruitment, onboarding, and record-keeping aligns with the Home Office’s updated compliance framework. An organisation has a responsibility to maintain compliance within a structured environment, and a failure to meet these obligations can lead to serious consequences — including licence suspension, civil penalties, and even criminal prosecution.

But what exactly does immigration compliance mean, and why does it matter so much in 2025?

At its core, immigration compliance refers to the systems, checks, and policies employers must maintain to meet the Home Office’s requirements for hiring migrant workers legally. It involves verifying an individual’s right to work in the UK, maintaining accurate employee records, and being audit-ready at all times.

In 2025, the compliance landscape is shaped by digital enforcement, stricter sponsor licence requirements, and real-time data reporting between government systems. Employers who fail to adapt risk not only losing their ability to sponsor staff but also damaging their brand reputation.

By following the outlined systems and checks, organisations can achieve their compliance goals and ensure they meet all Home Office requirements.

This guide will cover:

• The essentials of immigration compliance for UK employers in 2025
• Common mistakes that trigger Home Office audits
• The step-by-step process of a UKVI worksite visit
• How to maintain compliance through effective HR policies
• And how AXIS Solicitors can help protect your business from non-compliance risks

The Importance of Immigration Compliance for UK Employers

For UK employers, immigration compliance is far more than just a bureaucratic requirement — it’s a fundamental part of maintaining operational legitimacy. Employers who hire overseas workers must pay particular attention to compliance, as failure to do so can result in significant legal and financial consequences. In 2025, the Home Office continues to expand its oversight through digital tools, automated record checks, and random UKVI worksite audits, meaning every employer holding or applying for a sponsor licence must maintain continuous vigilance. Employers who sponsor overseas workers in the UK face increased risks and responsibilities, including potential penalties and the threat of licence revocation for non-compliance.

1. Legal Obligations under UK Law

The UK’s Immigration Act 2016 and the Points-Based Immigration System (PBS) require employers to ensure that all workers have valid permission to work. Any breach, whether deliberate or accidental, can lead to severe legal penalties.

Immigration Enforcement is the key law enforcement agency responsible for upholding these legal obligations, conducting investigations, and tackling illegal immigration, organized immigration crime, and human trafficking within the UK.

Employers who hire an illegal worker, or fail to perform proper right to work checks, risk:

• Civil penalties of up to £60,000 per illegal worker (as of 2024 updates)
• Criminal prosecution, with potential imprisonment
• Sponsor licence revocation or suspension, preventing further recruitment of skilled migrant workers

These legal consequences can severely disrupt business operations and reputations — especially for industries dependent on international staff such as healthcare, IT, engineering, and hospitality.

2. Reputational and Financial Impact

Beyond legal ramifications, the damage to your organisation’s public image can be extensive. Businesses found in breach of immigration laws often face negative media coverage and public distrust, particularly if identified in the Home Office’s “name and shame” lists.

Additionally, the financial cost extends far beyond fines. Losing a sponsor licence can result in operational downtime, loss of skilled employees, and difficulty recruiting qualified candidates in the future.

3. Ensuring Business Continuity

For many businesses, compliance is synonymous with stability. By proactively maintaining immigration compliance, employers ensure they can continue recruiting skilled international workers, renew sponsorship certificates without disruption, and avoid unexpected Home Office audits. It is essential that compliance procedures are implemented from the very first day a sponsor licence is granted to ensure ongoing adherence to immigration law.

With an increasing number of unannounced compliance visits across the UK, the ability to demonstrate robust systems and proper HR record-keeping has become vital for survival in a post-Brexit economy.

4. Ethical and Professional Responsibility

In a diverse and globally competitive environment, adhering to fair employment standards reinforces a business’s ethical stance. Demonstrating full compliance signals integrity and professionalism — both to the Home Office and to clients and employees. Additionally, robust compliance practices help ensure the well-being and fair treatment of people within the organisation.

Proper immigration compliance also supports equality, transparency, and accountability — values that align with the UK’s broader employment and human rights framework.

Key Components of Immigration Compliance in 2025

The UK’s immigration compliance framework for employers is built upon a series of interconnected legal and operational obligations. In 2025, the Home Office continues to refine how businesses are monitored and assessed for compliance, especially as technology becomes central to immigration control. This framework is specifically designed to tackle challenges such as illegal working and visa abuse, ensuring employers play a proactive role in addressing these issues.

Below are the core components of compliance that every employer with a sponsor licence should understand and maintain with precision.

Right to Work Checks

Performing right to work checks is the foundation of immigration compliance. Employers must verify the immigration status of every individual before employment begins — regardless of nationality.

Digital Right to Work Checks (Post-2024 updates):
Since 2024, most right to work checks are completed digitally through the Home Office’s online verification system. Employers can verify workers using a share code and the Home Office online portal, which provides instant confirmation of a person’s right to work and their visa status.

Physical Checks:
For employees who are unable to use digital verification (e.g., those without a biometric residence permit), physical document checks must be conducted and securely stored.

Key Tip:
Employers must ensure that copies of verification documents (digital or physical) are:

• Dated and signed
• Retained securely for two years after employment ends
• Easily accessible for inspection during a compliance audit

Failure to conduct valid checks can result in civil penalties or criminal liability under the Immigration, Asylum and Nationality Act 2006.

Record-Keeping Duties

Every sponsor licence holder must maintain detailed and accurate records for all sponsored workers. These records form the evidence base that the Home Office reviews during UKVI compliance visits. Records are often reviewed by the Home Office during these visits to ensure compliance with sponsor duties.

Employers are required to maintain:

• Up-to-date employee contact information (address, phone, and email)
• Copies of right to work documentation
• Employment contracts and job descriptions
• Evidence of salary payments and working hours
• Attendance and absence records

All documentation must match the information provided in the Certificate of Sponsorship (CoS) and the Skilled Worker Visa application. Any discrepancies can raise red flags during audits and risk sponsor licence downgrades or suspensions.

Reporting Duties

Under immigration compliance regulations, sponsors are legally obligated to report key changes to the Home Office Sponsor Management System (SMS).

These include:

• Employee resignations or dismissals
• Salary or job title changes
• Work location updates
• Absences exceeding 10 consecutive working days without explanation
• Company structural changes (mergers, acquisitions, or address updates)

Employers must report such changes within 10 working days to avoid being flagged for non-compliance.

Failure to maintain timely reporting can indicate negligence or deliberate avoidance — both of which are treated severely under Home Office policy.

Compliance Training and HR Systems

A strong compliance culture starts with awareness and training. In 2025, the Home Office expects all businesses holding a sponsor licence to demonstrate that their HR and recruitment teams have received regular immigration compliance training.

Recommended practices include:

• Regular workshops for HR staff on immigration law updates
• Appointing a Key Contact and Level 1 User responsible for SMS management
• Implementing automated HR systems that track visa expiry dates and report deadlines

Well-trained staff are the first line of defence against costly compliance breaches.

Collecting employee views on the effectiveness of compliance training helps organizations identify gaps and continuously improve their compliance culture.

Preventing Illegal Working

Employers must ensure that all non-UK and non-Irish workers hold valid permission to work in their assigned roles. Regular internal audits help identify potential compliance risks early.

To prevent illegal working:

• Conduct follow-up right to work checks on employees with time-limited visas
• Maintain a digital log of visa expiry reminders
• Immediately suspend or investigate employees whose status may have changed

Taking proactive steps demonstrates due diligence — a critical defence if the Home Office raises concerns during a worksite audit.

Sponsor Licence Management

Maintaining an active and compliant sponsor licence is central to long-term immigration compliance. Employers must ensure their Sponsor Management System (SMS) account remains up to date and that responsibilities are delegated correctly.

Regular internal reviews should confirm that:

• The Authorising Officer, Key Contact, and Level 1/Level 2 Users are current
• The SMS system reflects the organisation’s present structure
• Certificates of Sponsorship are only assigned to eligible employees

Neglecting to update user details or organisational information can trigger a Home Office review and possible licence suspension.

Home Office Worksite Audits: What to Expect in 2025

A critical element of immigration compliance in the UK is the Home Office worksite audit. These audits are designed to ensure that employers sponsoring migrant workers are meeting their legal obligations and maintaining accurate records.

In 2025, the Home Office has intensified the frequency and sophistication of these audits. With advanced data monitoring systems and AI-driven checks, non-compliance is far easier for UK Visas and Immigration (UKVI) to detect. Therefore, understanding what to expect — and how to prepare — is essential for every employer with a sponsor licence.

1. What Is a Worksite Audit?

A worksite audit (also known as a Home Office compliance visit) is an inspection conducted by UKVI officers to verify whether a company is fulfilling all immigration-related responsibilities.

Audits can occur in two main forms:

• Pre-Licence Audits – Conducted before a company is granted a sponsor licence to ensure they have the systems in place to comply with sponsorship duties.
• Post-Licence Audits – Conducted after a company has obtained its licence, often as a spot-check or in response to suspected breaches.

These visits can be announced or unannounced. While some employers receive a notice beforehand, others may face surprise audits without prior warning.

2. Key Focus Areas During a Home Office Audit

During a worksite audit, UKVI officials will evaluate several areas of a company’s operations to determine whether it complies with immigration laws. The focus typically includes:

• Right to Work Verification: Inspectors review documentation to ensure every employee has been properly checked before employment.
• Record-Keeping Systems: The Home Office examines HR files, payroll records, attendance sheets, and visa documents to ensure accuracy and retention.
• Sponsor Management System (SMS): Officers review how the employer uses their SMS account, including how promptly they report employee or company changes.
• Job Role and Salary Verification: Inspectors ensure that sponsored workers are performing the job described in their Certificate of Sponsorship (CoS) and receiving the correct salary.
• Interviews with Employees: Officers may interview both HR personnel and sponsored employees to confirm that the job details and employment relationship are genuine.

3. The Audit Process: Step by Step

A typical worksite audit in 2025 follows a structured process that allows the Home Office to identify both systemic and individual compliance issues.

Step 1: Notification or Arrival

If announced, the employer receives a letter detailing the date and scope of the audit. For unannounced visits, officers may arrive without prior notice and request immediate access to HR and compliance records.

Step 2: Documentation Review

The officers begin by reviewing right to work checks, sponsorship records, and employee files. Any missing or outdated records may be noted as potential breaches.

Step 3: Staff and Management Interviews

Interviews are conducted to cross-check information. HR teams are questioned about procedures, while sponsored employees may be asked about their job duties and working conditions.

Step 4: System Evaluation

Inspectors assess whether the HR systems in place are capable of tracking visa expirations, managing reporting duties, and preventing illegal working.

Step 5: Audit Findings

At the end of the audit, UKVI officers typically provide preliminary feedback and later issue a written report outlining their findings and any areas of concern.

4. Potential Outcomes of a Worksite Audit

The outcome of a Home Office audit depends on how well the employer has adhered to immigration compliance duties.

Possible results include:

• Compliance Passed: The employer is found fully compliant, and the sponsor licence remains unaffected.
• Action Plan Required: Minor issues are identified; the employer receives an action plan outlining corrective steps.
• Licence Downgrade: The sponsor licence is downgraded from an A-rating to a B-rating, restricting the ability to sponsor new workers.
• Licence Suspension or Revocation: For serious or repeated breaches, the sponsor licence can be suspended or revoked entirely, putting all sponsored employees at risk of losing their visas.

5. Common Triggers for Home Office Audits

While audits can be random, certain factors increase the likelihood of inspection and potential Sponsor Licence Suspension:

• Frequent visa sponsorship activity or CoS allocations
• Previous non-compliance warnings
• Employee complaints or whistleblower reports
• Discrepancies between HMRC payroll data and sponsored worker records
• Missed reporting deadlines

Being proactive and conducting internal immigration compliance audits can help identify and resolve these issues before a Home Office inspection takes place.

6. How to Prepare for a Worksite Audit

Preparation is the best defence. Employers should ensure that all documentation, HR systems, and internal procedures are in order.

Here are some key steps to prepare:

• Conduct regular internal reviews and spot-checks
• Keep updated, easily accessible HR records
• Train staff on immigration duties and documentation procedures
• Maintain communication with your immigration solicitors for legal guidance
• Ensure that any recent organisational or employee changes have been properly reported through the SMS

Being ready for an unannounced audit at any time demonstrates your company’s ongoing commitment to compliance and integrity.

Consequences of Non-Compliance: Penalties, Fines, and Licence Revocations

Failing to meet immigration compliance standards in the UK can have serious and far-reaching implications for employers. The Home Office takes non-compliance very seriously, especially as the UK continues to refine its Points-Based Immigration System in 2025. Businesses that fail to uphold their sponsor duties may face severe financial penalties, criminal liability, and operational disruption.

Understanding the potential consequences of non-compliance is key to preventing costly mistakes and safeguarding your sponsor licence.

1. Civil Penalties for Illegal Employment

One of the most common consequences of non-compliance is the imposition of civil penalties for employing individuals without valid permission to work in the UK.

As of 2024, the maximum fine increased to £60,000 per illegal worker, following a government-wide effort to strengthen enforcement measures. The Home Office may also issue additional sanctions such as:

• Loss of the right to sponsor new migrant workers
• Disqualification from government contracts or public tenders
• Public listing on the “Name and Shame” register of non-compliant employers

Even minor errors — such as failing to properly document a right-to-work check — can lead to fines if the Home Office concludes the employer has not taken “reasonable steps” to prevent illegal working.

2. Sponsor Licence Downgrades and Suspensions

When the Home Office identifies breaches during an audit, it may downgrade a company’s sponsor licence from an A-rating to a B-rating.

This downgrade limits the employer’s ability to issue Certificates of Sponsorship (CoS) until they have completed an Action Plan, which typically lasts three to six months. The employer must pay for the plan and demonstrate full compliance before regaining their A-rating.

Failure to comply with the Action Plan or to meet follow-up audit standards can lead to licence suspension or revocation.

Once a sponsor licence is revoked:

• All sponsored employees’ visas may be curtailed within 60 days
• The company will be barred from sponsoring new workers
• The organisation’s details may be published publicly as a non-compliant sponsor

Such an event can cause immediate operational instability and damage to business reputation.

3. Criminal Prosecution and Director Liability

In cases where employers are found to have knowingly hired individuals without valid work authorisation, the Home Office can initiate criminal prosecution.

Under Section 21 of the Immigration, Asylum and Nationality Act 2006, knowingly employing an illegal worker is a criminal offence. Convictions can lead to:

• Up to five years’ imprisonment
• Unlimited fines
• Director disqualification, preventing company management roles in the future

This level of enforcement emphasises the government’s intent to hold senior business leaders personally accountable for immigration failures.

4. Financial and Operational Impact

The financial burden of non-compliance extends far beyond the initial fines. Losing a sponsor licence can force employers to restructure teams, delay recruitment, and lose key overseas talent. Additionally, businesses that rely heavily on skilled workers may find themselves unable to meet project deadlines or service-level agreements.

The reputational damage from being identified as non-compliant also affects client relationships and stakeholder confidence — especially in sectors such as construction, healthcare, and education, where regulatory credibility is critical.

5. Damage to Employer Branding and Market Trust

In an age where transparency matters, even a single instance of immigration non-compliance can make headlines. Clients, investors, and future employees may view such breaches as a sign of poor governance and internal oversight.

A revoked licence can remain on the public record for years, affecting not only hiring capabilities but also future business expansion plans involving cross-border operations.

6. The Importance of Professional Legal Support

Many compliance failures occur unintentionally due to lack of understanding or oversight. Partnering with experienced immigration solicitors, such as those at AXIS Solicitors, helps mitigate this risk.

Legal experts can:

• Conduct thorough compliance audits
• Prepare businesses for Home Office inspections
• Draft strong reporting and record-keeping systems
• Ensure full adherence to current immigration laws and updates

With evolving regulations and enhanced scrutiny in 2025, professional guidance is no longer optional — it is essential for maintaining a compliant and trusted sponsor status.

Best Practices for Employers — Strengthening Your Immigration Compliance Framework in 2025

To maintain long-term compliance and safeguard your business against penalties, employers must take a proactive approach to immigration compliance. A robust framework not only ensures legal protection but also strengthens internal governance, enhances credibility with stakeholders, and allows businesses to operate with confidence under Home Office scrutiny. It is important to note that compliance requirements may vary across different regions of England and the UK, so employers should be aware of any regional differences that may apply.

Below are the key best practices employers should follow to meet compliance expectations in 2025.

Establish a Dedicated Compliance Team

Every employer holding a sponsor licence should designate a dedicated immigration compliance officer or team responsible for managing sponsor duties and HR processes.
This team should be trained in:

• Right to work verification procedures
• Record-keeping standards mandated by UKVI
• Sponsor Management System (SMS) reporting duties

A clearly defined chain of responsibility ensures accountability and reduces the likelihood of oversight or administrative errors.

Tip: For smaller businesses, outsourcing compliance management to an experienced immigration solicitor (like AXIS Solicitors) can be a cost-effective and risk-free alternative.

Maintain Comprehensive Record-Keeping

Under Home Office regulations, employers must maintain accurate, up-to-date, and accessible records for every sponsored and non-sponsored employee.

Essential records include:

• Right to work verification documents (e.g., passports, BRPs, share codes)
• Copies of contracts, job descriptions, and payslips
• Proof of recruitment and genuine vacancy documentation
• Attendance records and contact details
• Any updates in job role, salary, or immigration status

These records should be kept for at least one year after the employee leaves or until the end of their sponsorship, whichever is longer. Incomplete or disorganised files are one of the most common findings during Home Office audits.

Conduct Regular Internal Audits

Employers should conduct internal immigration audits at least twice a year. Internal reviews allow HR teams to identify missing documents, expired visas, or unreported changes before the Home Office does.

An effective audit should: For audits relating to UK immigration, it is recommended to consult a UK Immigration Lawyer for expert guidance and support.

• Check compliance with all sponsorship duties
• Review right to work records for all employees
• Cross-reference payroll data with visa and job records
• Simulate a potential Home Office audit scenario

By regularly testing systems and processes, employers can maintain a state of audit-readiness and significantly reduce their risk exposure.

Keep Up with Policy and Law Changes

UK immigration law evolves rapidly. The Home Office Immigration Rules, Sponsor Guidance, and the Illegal Working Penalties Regime are updated frequently.

Employers must stay informed about new regulations and adapt their compliance systems accordingly. For example, the recent increase in civil penalties (2024) and updates to the Right to Work digital checks in 2025 have already reshaped compliance practices.

Subscribing to updates from trusted legal sources like AXIS Solicitors ensures employers never miss critical changes that may affect their sponsorship responsibilities.

Implement Digital Right to Work Checks

The government’s Digital Identity Verification (DIV) system, now widely adopted in 2025, allows employers to conduct right to work checks electronically.

Benefits include:

• Faster verification for British and Irish citizens using valid passports
• Reduced administrative errors
• Secure data storage and automated record keeping

Employers must, however, ensure that their chosen identity service provider (IDSP) is Home Office-certified. Using unapproved digital tools could still lead to non-compliance penalties.

Ensure Genuine Employment and Salary Alignment

The Home Office continues to investigate employers suspected of “sham employment” or underpaying sponsored workers. If you need advice or assistance regarding such investigations, contact us.

Employers must ensure that:

• Sponsored employees are performing the role stated on their Certificate of Sponsorship (CoS)
• Job descriptions, working hours, and salaries match the details in the sponsorship records
• Any promotions, pay raises, or role changes are reported within 10 working days

Failing to maintain genuine employment practices is one of the top immigration compliance violations that lead to licence suspension.

Strengthen Communication Between HR and Legal Advisors

Compliance is not a one-time event — it’s a continuous process. Employers should maintain an ongoing relationship with immigration solicitors who can offer expert advice, conduct mock audits, and represent the business in case of disputes or inspections.

At AXIS Solicitors, we provide:

• Regular compliance audits
• Sponsor licence management support
• Representation during Home Office visits
• Training workshops for HR teams

Having a legal partner ensures that your business remains fully compliant, even as immigration policies evolve.

Prepare for Unannounced Audits

Unannounced audits are now increasingly common in 2025. Employers must operate under the assumption that the Home Office can visit at any time.

To prepare:

• Keep all immigration and HR documentation well-organised and easily accessible
• Train front-office staff on how to handle Home Office visitors professionally
• Ensure that all compliance records are up to date and retrievable on short notice

Maintaining continuous readiness demonstrates professionalism and transparency, greatly improving your chances of passing an audit successfully.

How AXIS Solicitors Can Help Employers Stay Compliant in 2025

As UK immigration laws continue to evolve, maintaining immigration compliance has become more complex and demanding than ever before. Businesses must not only stay updated with frequent Home Office changes but also manage a growing number of sponsorship and record-keeping duties.

At AXIS Solicitors, we specialise in helping employers navigate these challenges with confidence. Our immigration compliance services are designed to protect your business from penalties, maintain your sponsor licence, and ensure that your workforce remains legally authorised to work in the UK.

1. Comprehensive Compliance Audits

We conduct detailed immigration compliance audits for employers of all sizes. These internal reviews identify gaps in your HR and sponsorship systems before they become compliance issues.

Our audits cover:

• Record-keeping checks and right-to-work verification
• Evaluation of Sponsor Management System (SMS) usage
• Review of reporting timelines and employee data accuracy
• Preparation for unannounced Home Office visits

Following the audit, we provide a full report with actionable recommendations to strengthen your compliance framework.

2. Sponsor Licence Management

Our solicitors assist employers throughout the lifecycle of their sponsor licence, from initial applications to renewals. We help businesses:

• Prepare robust applications that meet Home Office standards
• Manage CoS (Certificate of Sponsorship) allocations efficiently
• Report worker and business changes accurately within statutory deadlines
• Avoid common compliance pitfalls that lead to downgrades or revocations

With our ongoing support, employers can maintain their A-rated status and continue sponsoring skilled workers with confidence.

3. Staff Training and Compliance Workshops

AXIS Solicitors provides customised training programmes for HR teams, managers, and business owners to ensure they fully understand their immigration obligations.

Our workshops include:

• Practical sessions on conducting right-to-work checks
• Step-by-step guidance on using the Sponsor Management System
• Updates on 2025 immigration reforms and penalty structures

Training empowers your team to handle compliance duties independently and accurately — a critical step toward long-term adherence.

4. Legal Representation During Home Office Audits

If your business is selected for a Home Office compliance visit, having experienced solicitors on your side can make all the difference.

We provide: support and guidance if your Sponsor Licence is revoked.

• Pre-audit preparation and documentation checks
• Legal representation during the audit process
• Response management for post-audit Home Office reports
• Appeals and defence in case of licence suspension or revocation

Our proactive approach minimises disruption and ensures that your business presents a strong, compliant image to Home Office officers.

5. Ongoing Policy Updates and Legal Support

One of the biggest challenges employers face is keeping up with policy updates. Immigration laws, salary thresholds, and compliance requirements can change multiple times a year.

Our team at AXIS Solicitors monitors these changes closely and provides regular updates to ensure you always remain compliant. Whether it’s a change in the Right to Work scheme, the Points-Based Immigration System, or Home Office audit procedures, we make sure your business adapts quickly and effectively.

6. Tailored Solutions for Every Industry

Different industries face unique immigration challenges — and our approach reflects that. From construction firms and care homes to IT companies and educational institutions, AXIS Solicitors tailors compliance strategies to meet each sector’s operational realities and legal requirements.

We take pride in helping employers design policies that align with both Home Office standards and industry-specific employment needs.

7. Why Choose AXIS Solicitors?

• Accredited Expertise: Our solicitors are specialists in UK immigration law with extensive experience handling sponsor licence cases.
• Transparent Service: We provide clear, upfront advice and maintain transparent communication throughout every step.
• Nationwide Support: With offices across the UK, we assist businesses locally and remotely, ensuring accessibility and responsiveness.
• Proven Track Record: We have successfully guided hundreds of businesses through audits, licence renewals, and compliance challenges.

Choosing AXIS Solicitors means partnering with a trusted legal team that genuinely understands the intricacies of UK immigration law.

Final Thoughts

In 2025, the Home Office’s focus on immigration compliance has intensified, and employers can no longer afford to take a reactive approach. Non-compliance can lead to devastating financial, operational, and reputational consequences — but with the right guidance, these risks can be entirely avoided.

By implementing strong internal controls, conducting regular audits, and seeking professional support from trusted immigration experts like AXIS Solicitors, your business can stay compliant, confident, and prepared for any Home Office scrutiny.

Contact AXIS Solicitors Today

If you’re an employer looking to strengthen your immigration compliance framework or need guidance in preparing for a Home Office audit, AXIS Solicitors is here to help.

AXIS Solicitors — Your trusted partner for complete immigration compliance solutions in 2025.