February 9, 2026
The recent conviction of Jersey politician, Deputy Philip Ozouf, for multiple immigration offences has important lessons for the Island’s business community. The case, which involved the unlawful employment of five Rwandan nationals, has highlighted critical employment law risks for all Jersey employers - especially those who rely on migrant labour.
Deputy Ozouf, a prominent political figure and former External Relations Minister, was sentenced to 120 hours of community service after pleading guilty in the Royal Court to assisting and attempting to assist unlawful immigration. The offences related to his laundry business, and a private residence, where Rwandan nationals were employed between 2021 and 2023 without the necessary right to work permissions. The evidence raised serious concerns about the employees’ treatment and the broader issue of migrant worker exploitation.
Jersey law is clear: employers must not employ individuals whose work permissions do not accurately reflect their employer, job role, or sector. Mr Ozouf’s conviction demonstrates that breaches of Jersey’s immigration laws can, in certain circumstances, result in criminal prosecution, fines, community service, or even imprisonment. Owners, or Directors may also be held personally liable. Ignorance of the law is not a defence.
The case has exposed how unauthorised employment can create a power imbalance, leaving migrant workers vulnerable to exploitation. The Rwandan workers reportedly faced unclear rights, dependency on their employer for work and accommodation, and a lack of safe avenues to challenge unfair treatment. Such conditions may result in wage abuse, unsafe working environments, and manipulation by those in authority. Employers guilty of such patterns risk being found liable to both criminal and/or civil sanctions under Jersey’s legislation.
Beyond criminal penalties, employers may face civil claims from affected workers, including unfair dismissal/constructive unfair dismissal claims, unpaid wages claims, breach of contract, and claims for personal injury or psychological harm. If workers are treated less favourably due to race or nationality (among other protected characteristics), employers may also face claims under the Discrimination (Jersey) Law 2013.
To avoid similar risks, Jersey employers should:
• Verify right-to-work permissions before employment begins and ensure all changes are properly authorised.
• Use ethical recruitment practices and avoid informal or unregulated channels.
• Provide clear contracts, lawful wages, and safe working conditions.
• Establish safe channels for complaints and train managers to prevent discrimination or exploitation.
• Ensure directors and senior managers oversee robust HR and compliance frameworks.
This case is a stark reminder that immigration compliance is not a mere administrative task. Employers must take proactive steps to meet their legal obligations, protect vulnerable workers, and safeguard their reputation in Jersey’s increasingly scrutinised employment landscape. For a comprehensive checklist of employee’s fundamental rights under the Employment (Jersey) Law 2003 please check out our briefing note here.
The recent conviction of Jersey politician, Deputy Philip Ozouf, for multiple immigration offences has important lessons for the Island’s business community. The case, which involved the unlawful employment of five Rwandan nationals, has highlighted critical employment law risks for all Jersey employers - especially those who rely on migrant labour.
Deputy Ozouf, a prominent political figure and former External Relations Minister, was sentenced to 120 hours of community service after pleading guilty in the Royal Court to assisting and attempting to assist unlawful immigration. The offences related to his laundry business, and a private residence, where Rwandan nationals were employed between 2021 and 2023 without the necessary right to work permissions. The evidence raised serious concerns about the employees’ treatment and the broader issue of migrant worker exploitation.
Jersey law is clear: employers must not employ individuals whose work permissions do not accurately reflect their employer, job role, or sector. Mr Ozouf’s conviction demonstrates that breaches of Jersey’s immigration laws can, in certain circumstances, result in criminal prosecution, fines, community service, or even imprisonment. Owners, or Directors may also be held personally liable. Ignorance of the law is not a defence.
The case has exposed how unauthorised employment can create a power imbalance, leaving migrant workers vulnerable to exploitation. The Rwandan workers reportedly faced unclear rights, dependency on their employer for work and accommodation, and a lack of safe avenues to challenge unfair treatment. Such conditions may result in wage abuse, unsafe working environments, and manipulation by those in authority. Employers guilty of such patterns risk being found liable to both criminal and/or civil sanctions under Jersey’s legislation.
Beyond criminal penalties, employers may face civil claims from affected workers, including unfair dismissal/constructive unfair dismissal claims, unpaid wages claims, breach of contract, and claims for personal injury or psychological harm. If workers are treated less favourably due to race or nationality (among other protected characteristics), employers may also face claims under the Discrimination (Jersey) Law 2013.
To avoid similar risks, Jersey employers should:
• Verify right-to-work permissions before employment begins and ensure all changes are properly authorised.
• Use ethical recruitment practices and avoid informal or unregulated channels.
• Provide clear contracts, lawful wages, and safe working conditions.
• Establish safe channels for complaints and train managers to prevent discrimination or exploitation.
• Ensure directors and senior managers oversee robust HR and compliance frameworks.
This case is a stark reminder that immigration compliance is not a mere administrative task. Employers must take proactive steps to meet their legal obligations, protect vulnerable workers, and safeguard their reputation in Jersey’s increasingly scrutinised employment landscape. For a comprehensive checklist of employee’s fundamental rights under the Employment (Jersey) Law 2003 please check out our briefing note here.
The recent conviction of Jersey politician, Deputy Philip Ozouf, for multiple immigration offences has important lessons for the Island’s business community. The case, which involved the unlawful employment of five Rwandan nationals, has highlighted critical employment law risks for all Jersey employers - especially those who rely on migrant labour.
Deputy Ozouf, a prominent political figure and former External Relations Minister, was sentenced to 120 hours of community service after pleading guilty in the Royal Court to assisting and attempting to assist unlawful immigration. The offences related to his laundry business, and a private residence, where Rwandan nationals were employed between 2021 and 2023 without the necessary right to work permissions. The evidence raised serious concerns about the employees’ treatment and the broader issue of migrant worker exploitation.
Jersey law is clear: employers must not employ individuals whose work permissions do not accurately reflect their employer, job role, or sector. Mr Ozouf’s conviction demonstrates that breaches of Jersey’s immigration laws can, in certain circumstances, result in criminal prosecution, fines, community service, or even imprisonment. Owners, or Directors may also be held personally liable. Ignorance of the law is not a defence.
The case has exposed how unauthorised employment can create a power imbalance, leaving migrant workers vulnerable to exploitation. The Rwandan workers reportedly faced unclear rights, dependency on their employer for work and accommodation, and a lack of safe avenues to challenge unfair treatment. Such conditions may result in wage abuse, unsafe working environments, and manipulation by those in authority. Employers guilty of such patterns risk being found liable to both criminal and/or civil sanctions under Jersey’s legislation.
Beyond criminal penalties, employers may face civil claims from affected workers, including unfair dismissal/constructive unfair dismissal claims, unpaid wages claims, breach of contract, and claims for personal injury or psychological harm. If workers are treated less favourably due to race or nationality (among other protected characteristics), employers may also face claims under the Discrimination (Jersey) Law 2013.
To avoid similar risks, Jersey employers should:
• Verify right-to-work permissions before employment begins and ensure all changes are properly authorised.
• Use ethical recruitment practices and avoid informal or unregulated channels.
• Provide clear contracts, lawful wages, and safe working conditions.
• Establish safe channels for complaints and train managers to prevent discrimination or exploitation.
• Ensure directors and senior managers oversee robust HR and compliance frameworks.
This case is a stark reminder that immigration compliance is not a mere administrative task. Employers must take proactive steps to meet their legal obligations, protect vulnerable workers, and safeguard their reputation in Jersey’s increasingly scrutinised employment landscape. For a comprehensive checklist of employee’s fundamental rights under the Employment (Jersey) Law 2003 please check out our briefing note here.
The recent conviction of Jersey politician, Deputy Philip Ozouf, for multiple immigration offences has important lessons for the Island’s business community. The case, which involved the unlawful employment of five Rwandan nationals, has highlighted critical employment law risks for all Jersey employers - especially those who rely on migrant labour.
Deputy Ozouf, a prominent political figure and former External Relations Minister, was sentenced to 120 hours of community service after pleading guilty in the Royal Court to assisting and attempting to assist unlawful immigration. The offences related to his laundry business, and a private residence, where Rwandan nationals were employed between 2021 and 2023 without the necessary right to work permissions. The evidence raised serious concerns about the employees’ treatment and the broader issue of migrant worker exploitation.
Jersey law is clear: employers must not employ individuals whose work permissions do not accurately reflect their employer, job role, or sector. Mr Ozouf’s conviction demonstrates that breaches of Jersey’s immigration laws can, in certain circumstances, result in criminal prosecution, fines, community service, or even imprisonment. Owners, or Directors may also be held personally liable. Ignorance of the law is not a defence.
The case has exposed how unauthorised employment can create a power imbalance, leaving migrant workers vulnerable to exploitation. The Rwandan workers reportedly faced unclear rights, dependency on their employer for work and accommodation, and a lack of safe avenues to challenge unfair treatment. Such conditions may result in wage abuse, unsafe working environments, and manipulation by those in authority. Employers guilty of such patterns risk being found liable to both criminal and/or civil sanctions under Jersey’s legislation.
Beyond criminal penalties, employers may face civil claims from affected workers, including unfair dismissal/constructive unfair dismissal claims, unpaid wages claims, breach of contract, and claims for personal injury or psychological harm. If workers are treated less favourably due to race or nationality (among other protected characteristics), employers may also face claims under the Discrimination (Jersey) Law 2013.
To avoid similar risks, Jersey employers should:
• Verify right-to-work permissions before employment begins and ensure all changes are properly authorised.
• Use ethical recruitment practices and avoid informal or unregulated channels.
• Provide clear contracts, lawful wages, and safe working conditions.
• Establish safe channels for complaints and train managers to prevent discrimination or exploitation.
• Ensure directors and senior managers oversee robust HR and compliance frameworks.
This case is a stark reminder that immigration compliance is not a mere administrative task. Employers must take proactive steps to meet their legal obligations, protect vulnerable workers, and safeguard their reputation in Jersey’s increasingly scrutinised employment landscape. For a comprehensive checklist of employee’s fundamental rights under the Employment (Jersey) Law 2003 please check out our briefing note here.