Ascension - Employment Visa

This is only available for persons coming to Ascension to work on local employment contracts with one of the organisations listed below.

This is only available for persons coming to Ascension to work on local employment contracts with one of the organisations listed below.

Employment and Employment dependants and accompanying family - you will need to upload a copy of your offer of employment for each application. Arrival and departure dates should match contract dates.

Each applicant will need a separate application, for example a family of four will need to complete four applications - one for each person wishing to travel to Ascension.

contract offers from any island employing organisation is subject to medical clearance from the Ascension Island Government Senior Medical Officer (SMO).

Depending on the type of role offered your employing organisation may carry out additional checks beyond those noted.

All roles that bring you into contact with children and young people will require a criminal records check (Enhanced Disclosure).

All roles that bring you into contact with children and young people will require a criminal records check (Enhanced Disclosure). You may also be required to undergo a police check for the Overseas Territory of St Helena, Ascension, and Tristan da Cunha.

If you change employment, for example a new contract or to another employer, then another e-visa must be applied for.

This is only for the spouse/partner/dependent children under the age of eighteen, of a person who is applying for or who already holds a condition or “Employment” and who holds an “Accompanied Contract Status” with one of the listed employers on Ascension, or with the Ascension Island Government (AIG).

Appropriate evidence will be required, such as the principal e-visa and confirmation of the accompanied status contract, or in the case of a dependent of an AIG employee – a letter of employment confirmation from AIG.

3. (1) An employer may offer a Household Contract to— (a) a Primary Contract employee; (b) a contractor; or (c) an accompanying dependant; who is already in Ascension with an entitlement to work in accordance with the Entry Control (Ascension) Ordinance, 2007.

It allows an employee and their qualifying dependants, once on island, to obtain an Employment or Accompanying Dependant Stamp from the Administrators’ Office and multiple entry stay linked to their end date of their contract.

If you change employment, for example a new contract or to another employer, then another e-visa must be applied for.

There is no right of abode on Ascension Island.

3. (1) A Primary Contract must not have a duration of over 30 months, except— (a) with prior written permission from the Governor; or (b) where by mutual agreement between all parties to the contract, the contract will notionally extend to include the dates between— (i) the end of the Primary Contract; and (ii) the date of the obligation to repatriate is satisfied or ceases to apply. (2) A Primary Contract which exceeds 30 months will— (a) be unenforceable against the employee; and (b) require the employer to continue to comply with the mandatory obligations of the contract for the stated duration of the contract. (3) A Household Contract may not extend beyond the date the employee is permitted to remain in Ascension under the Entry Control (Ascension) Ordinance, 2007. Notice Periods 4. (1) If a Primary Contract employee is dismissed without notice, or is paid in lieu of notice, the employee and any accompanying dependants may remain in Ascension, and the employer’s obligation to repatriate will not arise, until— (a) the first available departure to their territory of return after a period equal to the employee’s notice period from— (i) the date on which the employer provides notice to the employee; or (ii) if the employer fails to provide notice before the expiry of the contract or at all, the date that the Primary Contract expires; or (b) a date the employee and any accompanying dependants may mutually agree with the employer. (3) Where an employee remains in Ascension under this regulation, for the purposes of the Entry Control (Ascension) Ordinance, 2007— (a) any entry visa issued to the employee or contractor and to any accompanying dependants before the expiry of the employee’s contract will remain valid; (b) where an employee or accompanying dependant was exempt from the need to obtain an entry visa, they will be deemed to have been granted an entry visa from the expiry of their contract until the end of the relevant period. (4) The provisions of this section— (a) do not apply in cases of summary dismissal of an employee for gross misconduct as defined in the employer’s conduct and discipline policy; (b) do not affect the exercise of any powers under the Entry Control (Ascension) Ordinance, 2007.

5. (2) If an employer does not provide the employee with a written decision, the employee and any accompanying dependants may remain in Ascension, and the employer’s obligation to repatriate will not arise, until— (a) the first available departure to their territory of return after a period equal to the employee’s notice period from— (i) the date on which the employer provides the written decision to the employee; or (ii) if the employer fails to provide a written decision before the expiry of the contract, the date that the Primary Contract expires; or (b) a date the employee and any accompanying dependant may mutually agree with the employer. (4) Where an employee remains in Ascension under this regulation, for the purposes of the Entry Control (Ascension) Ordinance, 2007— (a) any entry visa issued to the employee or contractor and to any accompanying dependants before the expiry of the employee’s contract will remain valid; (b) where an employee or accompanying dependant was exempt from the need to obtain an entry visa, they will be deemed to have been granted an entry visa from the expiry of their contract until the end of the relevant period. (5) The requirements of this regulation do not— (a) affect the exercise of any powers under the Entry Control (Ascension) Ordinance, 2007; (b) apply to an employer that qualifies as a small employer; or (c) grant an employee an entitlement to a new contract.