Provide actual employment dates, employer identities, relevant company relationships and work-location history. Distinguish prior career roles from current group employment. Ask for records that carry both a date and a legal entity name on their face, since those are the two facts the analysis turns on. A description of responsibilities, however detailed, settles neither. Assemble what exists by period rather than by employer, so gaps become visible instead of being smoothed over by a tidy chronology.
Keep offers and completed work distinct
Identify when employment actually began and what duties were performed. A signed future offer or recruitment announcement does not prove a completed foreign-employment period. Explain any ambiguous dates accurately.
Certain records do specific work and are worth requesting by name. A payroll register or employment agreement fixes when employment began and which legal entity held it. A corporate minute book or share register shows whether that entity and the petitioner are related, which an organisational chart drawn for internal use often does not.
Assignment letters and secondment agreements state where duties were performed, a point easily blurred when a role was partly remote. Where an internal transfer happened at a fiscal year end, ask for the closing record from the former entity and the opening record from the new one; a single letter written afterwards describing the whole sequence is weaker evidence than two documents created at the time.