UK Sponsorship License & Immigration Compliance Services

Our advisers have worked with the Home Office, law firms, and businesses across different industries. We can work alongside your HR team or handle everything for you—whatever fits your needs. Either way, we'll make sure your hiring practices stay compliant and actually work for your business.

Sponsor Licence Applications:

• Skilled Worker Sponsor Licence - Support for employers sponsoring skilled workers from outside the UK
• Temporary Worker Sponsor Licence - For short-term worker placements and assignments

Ongoing Sponsor Licence Support:

• Sponsor Licence Compliance Support & Monitoring
• Sponsor Licence Renewal Applications
• Sponsor Licence Suspension & Revocation Support
• Certificates of Sponsorship Management
• Home Office Compliance Visits & Audits

Ensure effective immigration compliance risk management throughout your organisation and workforce. We provide comprehensive compliance solutions tailored to your business needs, helping you navigate complex immigration regulations and avoid costly penalties. Our team supports all aspects of sponsor licence conditions and employment immigration compliance.

Right to Work & Verification:

• Right to Work Consultancy - Guidance on verifying employee eligibility to work in the UK
• Civil Penalties Risk Assessment - Identify and mitigate risks of employing workers without proper right to work checks
• Compliance Documentation - Proper record-keeping and documentation procedures

Auditing & Training:

• Immigration Audit Services - Comprehensive audits of your immigration compliance procedures and records
• Immigration Compliance Training - Staff training on immigration requirements and best practices
• SMS Level 1 User Training - Specialist training for Sponsor Management System users
• Enforcement Action Support - Representation and support during Home Office enforcement visits

To apply for a sponsor licence in the UK, an organisation must demonstrate that it is a genuine business operating lawfully in the UK and that it has effective HR systems in place to meet its "sponsor duties".

Key Eligibility Criteria:

• UK Business Operations - Being based in the UK and conducting trading operations in the UK
• Key Personnel - Having "key personnel" (Authorising Officer and Key Contact) who are "honest and dependable" and suitably accountable
• HR Systems - Having HR systems capable of assigning Certificates of Sponsorship (CoS) and monitoring workers (absences, salary, hours) in line with compliance duties

Application Process:

• Submit online via the sponsor account on the UK Visas and Immigration (UKVI) portal
• Pay the licence fee (which varies by size of business)
• Submit supporting documents (VAT registration, audited accounts, employer's liability insurance, business bank statements, proof of premises)
• UKVI checks the business, the people, and the systems; decisions may include granting the licence, refusing it, or imposing additional conditions

Fees & Outcomes:

• The fee depends on organisation size and type
• If refused, the fee is lost and the business may lose the candidate they planned to sponsor
• After being granted, the organisation becomes subject to ongoing duties; failure to comply may lead to licence suspension, revocation, or downgrades

The Skilled Worker route requires a licensed sponsor to offer a job at or above the required skill level and salary threshold, allocate a valid Certificate of Sponsorship (CoS) for the worker, and then fulfil continuing duties.

Key Requirements:

• Job Skill Level - The job must be at or above a certain skill level (typically RQF3 or above) and the relevant salary threshold (which may vary by occupation, region and other factors)
• SOC Code - The sponsor must select the correct SOC (Standard Occupational Classification) code from the approved list
• Valid CoS - The CoS must be valid and must reflect the true job offered
• Worker Eligibility - The worker must meet visa eligibility (English language, maintenance funds, etc)

Ongoing Sponsor Duties:

• Maintain records and monitor worker attendance and salary
• Report to UKVI if the worker is absent more than allowed
• Report if worker's salary drops below the threshold
• Failure to report may trigger serious sanctions

Operational Costs & Burden:

• Licence fee and Immigration Skills Charge (ISC) per year of sponsorship
• Must pay the worker the correct salary plus any relevant allowances
• Maintain HR/IT systems and keep detailed documentation
• Regular compliance audits and staff training

A Certificate of Sponsorship is an electronic record issued by a licensed sponsor for an individual worker. It is central to any sponsored visa application and must be managed carefully to ensure compliance.

CoS Types & Key Elements:

• Defined CoS - Often for workers overseas applying from abroad
• Undefined CoS - For in-country applications
• Must include the correct job role, start date, end date, salary and other key details
• Must be assigned not more than 3 months before the job start date
• Visa application must be lodged within the validity period of the CoS (generally up to 3 months)

CoS Management & Record-Keeping:

• The sponsor issues the CoS via its online account
• Once assigned, the worker uses the unique number in their visa application
• The sponsor must retain records of all CoS assigned and their use
• Records must be made available for audit at any time

Employer immigration compliance covers the full lifecycle of engaging with migrant workers and ensuring that the company and its HR/operations functions meet legal requirements. A comprehensive framework is essential to avoid penalties and maintain operational continuity.

Key Compliance Components:

• Right to Work (RTW) Checks - Verifying every employee has the legal right to work in the UK, at hire and where required thereafter
• Record Retention - Maintaining records of RTW evidence, CoS assignments, absence and salary monitoring, training logs. Records should be held for the duration of employment plus two years after
• Reporting Duties - For licensed sponsors, reporting key personnel changes, worker absences, salary reductions, CoS cancellations/assignments. Non-reporting may trigger enforcement
• Internal Oversight - Regular audits of processes, mock compliance visits, training of responsible staff (Authorising Officer, Key Contact, Level 1/2 users)
• Supply-Chain Obligations - Ensuring that labour providers or contractors supplying staff to you are also compliant in terms of RTW checks

Audits (internal or external) test whether an employer's immigration compliance framework is functioning effectively. Regular audits help identify weaknesses before they become enforcement issues.

What Audits Review:

• Whether RTW checks were conducted correctly and documented
• Checking that all sponsored workers have valid CoS, are working in the specified role, are paid the correct salary and that their activity is compliant
• Verifying that the sponsor's SMS account is used correctly, that role changes are notified and that HR systems allow tracking of relevant metrics (absences, salary, compliance)
• Identifying weaknesses (missing documentation, delayed reports to UKVI, untrained staff)
• Producing a corrective action plan to address identified gaps

Audit Benefits:

• Prepares your business for potential UKVI visits or deep dives
• Helps anticipate and plug gaps before an inspector arrives
• Demonstrates due diligence and good faith compliance efforts
• Reduces risk of enforcement action and penalties

Employers must carry out Right to Work (RTW) checks before a person starts work. The process has evolved and now includes manual checks, online share-code checks, and for many UK/Irish nationals digital/verifiable checks.

RTW Check Methods:

• Manual Checks - Acceptable document combinations (List A and List B). Requires original documents, verification of identity and validity, and retention of copies
• Online Checks - For certain status holders (e.g., those with a share-code), employers use the Home Office online service (input share-code + date of birth), verify the photograph and identity of the worker, and record the outcome
• Digital Verification - More RTW checks are being done online or via digital identity verification services (IDSPs)

Follow-Up Checks & Timing:

• If the employee's permission is time-limited (List B), a repeat check is required before the permission expires (within 28 days in many cases) if the person is still employed
• Employers may rely on the statutory excuse if they follow the correct process — which protects them against civil penalties for employing illegal workers
• Checks must be completed before the first day of employment

Statutory Excuse Protection:

• Only holds if the check was performed exactly in line with the guidance
• Correct timing, documentation, copies retained, and follow-up checks done where required
• Failure to follow procedures may invalidate the statutory excuse

Employers who fail to carry out compliant Right to Work checks and hire someone illegally can face serious consequences. Understanding these risks is critical for compliance planning.

Penalty Consequences:

• Civil Penalty Fines - Significant fines per illegal worker (penalties have increased in recent guidance); for sponsors non-compliance may lead to much higher costs
• Licence Suspension or Revocation - Non-compliance with RTW checks or reporting duties can trigger wider enforcement action
• Reputational Damage - Public enforcement action, potential regulatory scrutiny, and increased insurance or audit costs
• Operational Disruption - Loss of ability to sponsor workers, forced cessation of using overseas workers

Employer Checking Service (ECS):

• Free Home Office service used when the employer cannot carry out a normal RTW check
• Used when employee has an outstanding application/appeal or original documents are missing
• If successful, employer is issued a Positive Verification Notice (PVN) which gives a statutory excuse for the worker to start
• The PVN has a set expiry date; employer must monitor and conduct a full check afterwards

Risk Mitigation:

• Implement robust RTW check procedures and documentation
• Train HR staff on correct check procedures and timing
• Conduct regular internal audits and mock compliance visits
• Maintain detailed records and be audit-ready at all times