Section A: What is a Daily Licence Checker?
A daily licence checker, in the context of the UK immigration system, is the process of reviewing the official Home Office Register of Licensed Sponsors on a daily basis to confirm whether an organisation’s sponsor licence remains valid. The register is the definitive public record of all organisations currently authorised to sponsor overseas workers under the UK’s points-based immigration system. It covers both Worker and Temporary Worker licence categories and is relied upon by employers, HR professionals, compliance officers, recruitment agencies and overseas job applicants.
For sponsors, conducting daily checks ensures that any change in licence status is detected immediately, allowing for swift action before the change disrupts recruitment or the lawful employment of sponsored workers. For recruitment agencies and overseas applicants, it provides an authoritative means of confirming that a potential employer can lawfully issue a Certificate of Sponsorship (CoS) for the intended visa route.
1. Frequency of Updates and Impact of Status Changes
The Home Office updates the Register of Licensed Sponsors frequently and without a fixed schedule. Licence suspensions or revocations can take effect without advance warning. When a licence is suspended, the sponsor is generally prohibited from assigning new CoS, though existing sponsored workers may continue in their roles while the suspension is under review. Ongoing visa applications linked to an unused CoS can be delayed or refused during the suspension period.
If a licence is revoked, the organisation permanently loses its ability to sponsor workers in any category. The Home Office will normally curtail the visas of current sponsored workers, typically giving them 60 calendar days, or until their visa expiry date if sooner, to find a new sponsor or leave the UK. Revocation can cause immediate operational disruption, loss of key personnel and reputational harm, particularly in regulated sectors or where clients and partners require proof of full compliance. Once revoked, a sponsor is generally barred from reapplying for a new licence for at least 12 months, and longer in serious cases.
2. Role of Daily Monitoring in Compliance
Daily monitoring significantly reduces the risk of missing a change in licence status. For employers, it enables prompt escalation to legal advisers, preparation of responses to Home Office enquiries and the taking of measures to protect the immigration status of affected employees. In sectors such as health and social care, construction, technology and hospitality, where recruitment from overseas is often time-sensitive and high volume, daily licence checks are a valuable part of risk management and business continuity planning. Without this process, an organisation might only discover a suspension or revocation when a CoS request is refused or during a compliance audit, by which point remedial options are often limited and time-sensitive.
3. Strategic Value of a Daily Licence Checker
A daily licence checker provides assurance that any change in sponsor licence status will be identified quickly enough to take decisive, informed action. In the competitive and compliance-focused environment of UK visa sponsorship, this proactive measure helps safeguard operational stability, maintain workforce planning and uphold the trust of both the Home Office and commercial partners.
DavidsonMorris Strategic Insight
The Home Office does not alert sponsors to changes in their information on the Register of Licensed Sponsors. It’s not unheard of for sponsors to only become aware of Home Office enforcement action by chance, for example, when a CoS request is refused, or a sponsored worker is applying for ILR, or during a Home Office audit.
If your licence status has changed and you are not aware (which can plausibly happen if the contact details in the SMS are not up to date), you could face serious consequences. It makes sense in compliance and reputation terms therefore to proactively check the list regularly, if not daily, to support wider compliance measures.
Section B: How to Access the UK Register of Licensed Sponsors
The UK Register of Licensed Sponsors is the official list maintained by the Home Office and published on the GOV.UK website. It is the sole authoritative source for confirming whether an organisation holds a valid sponsor licence. The register covers both Worker and Temporary Worker licence categories, listing all approved sponsors across every industry sector permitted under the UK’s points-based immigration system. Each entry records the organisation’s name, location and the category of licence held. There is no fee to access the register, and it is open to the public without the need for registration or a login.
1. Scope and Licence Categories
The register includes sponsors licensed under long-term work routes, such as Skilled Worker, as well as short-term routes, including Creative Worker and Charity Worker. Each sponsor may appear more than once if licensed under multiple categories. The licence type shown determines the kind of work or role the organisation can sponsor. The register does not provide details of the specific jobs available, but it does confirm the legal authority of the sponsor to issue a Certificate of Sponsorship (CoS) under the relevant route.
| Licence status | How it appears on the Register | New CoS assignment | Impact on visa applications | Existing sponsored workers | Typical next steps for the sponsor | Public visibility |
|---|---|---|---|---|---|---|
| A‑rating (compliant) | Listed with A‑rating under relevant licence category | Permitted (subject to route rules and allocations) | Applications proceed if all criteria met | Continue as normal, subject to ongoing compliance | Maintain records, report changes on time, periodic internal audits | Organisation visible on the Register |
| B‑rating (downgraded) | Listed with B‑rating | Restricted; action plan usually required before full activity resumes | Potential delays/scrutiny; must align with action plan conditions | Can generally continue in role if conditions met | Implement and complete Home Office action plan within deadlines | Organisation visible on the Register |
| Suspended | Listed with a clear “Suspended” annotation | Not permitted in most cases while suspension is in place | New applications relying on unused CoS may be placed on hold or refused | Usually continue employment while investigation is ongoing | Respond to suspension letter, provide evidence, take corrective action by the stated deadline | Organisation visible on the Register with suspension noted |
| Revoked | Removed from the Register entirely | Not permitted (sponsorship rights removed) | Applications refused; existing visas typically curtailed (often 60 days or until expiry) | Must find a new sponsor or leave the UK within curtailment period | Cease sponsorship activity; manage employee communications; consider future re‑application after the ban period | Not visible on the Register (no reason for removal is published) |
| Voluntary surrender / ceased trading | Removed from the Register | Not permitted | Applications refused; any in‑process cases fall away | Visas normally curtailed as for revocation | Notify workers; wind down sponsorship; consider implications for any future licence | Not visible on the Register (no public reason shown) |
| Reinstated after suspension | Listed again with A‑rating (or as specified by Home Office) | Permitted once reinstatement confirmed | Applications can proceed, subject to standard rules | Continue employment; ensure conditions match CoS and rules | Maintain improvements; monitor via daily checks; retain evidence of remediation | Organisation visible on the Register |
2. Update Frequency and Data Format
The register is updated frequently to reflect new approvals, suspensions, revocations, downgrades and removals. There is no fixed timetable for updates; changes can occur on any working day. The Home Office publishes the register as a downloadable spreadsheet, enabling users to search by sponsor name, filter by industry sector, or sort by licence category. Because changes may occur at any time, and are not pre-announced, relying on outdated copies of the register can result in inaccurate information and compliance risks.
3. Conducting a Manual Check
To conduct a manual check, download the most recent version of the register directly from the GOV.UK website. Use the spreadsheet’s search or filter tools to locate the organisation in question. If the name appears, verify the licence type and check for any notes indicating suspension or other restrictions. If the organisation does not appear, it does not hold a valid sponsor licence at that time. Manual checking is practical for occasional use but can be resource-intensive and prone to human error when applied to a large number of sponsors, such as in agency supply chains or multi-branch organisations.
4. Importance of Using the Current Version
Given that changes can take effect without warning, relying on a saved or printed copy from a previous date carries the risk of basing decisions on outdated information. For employers, this could mean issuing an offer or starting recruitment for a role without valid sponsorship capability. For overseas workers, it could mean accepting a job offer from an employer who is no longer authorised to sponsor visas. Accessing the register daily ensures that any recruitment, contractual or immigration-related decisions are made using the latest official data.
DavidsonMorris Strategic Insight
Because the Register is actively maintained and frequently updated, we cannot stress enough how important it is to use the current version of the document. The list is a downloadable CSV file, which can complicate version control. The safest approach is to download the current version from the live gov.uk site each time you perform a check.
Section C: Tracking Suspended or Revoked Sponsor Licences
When the Home Office suspends a sponsor licence, the organisation remains listed on the Register of Licensed Sponsors but with a clear annotation confirming its suspended status. While suspended, the sponsor is prohibited from assigning new CoS in most cases. However, existing sponsored workers can usually continue in their roles while the Home Office investigation is ongoing.
In the event of a revoked licence, the organisation is removed from the register entirely, which is public confirmation that the organisation no longer holds any sponsorship rights. These changes appear from the day they take effect, meaning daily checks are the most reliable way to detect them in real time.
Employers that detect a suspension early can prepare for possible recruitment delays, protect the status of affected employees, and engage specialist immigration advice. For overseas workers, verifying an employer’s status before accepting an offer can prevent the risk of visa refusal or sudden loss of lawful status. Recruitment agencies and organisations with complex supply chains should also track sponsor status changes to ensure compliance by subcontractors employing sponsored workers.
| Reason | Suspension or Revocation? | Typical Outcome |
|---|---|---|
| Failure to carry out compliant right to work checks | Suspension or Revocation (depending on severity and scale) | Suspension until corrective measures implemented; in serious cases, licence revoked and civil penalty possible |
| Inadequate record-keeping under Appendix D requirements | Usually Suspension; can escalate to Revocation if unresolved | Action plan or evidence submission required; failure to comply leads to revocation |
| Providing false or misleading information to the Home Office | Revocation | Immediate removal from register; reapplication ban for a minimum of 12 months |
| Sponsoring ineligible roles or workers | Revocation | Licence revoked; visas for affected workers curtailed, often within 60 days |
| Failure to meet minimum salary thresholds for sponsored roles | Suspension or Revocation | Opportunity to correct if minor; deliberate breaches usually lead to revocation |
| Non-compliance with reporting duties (e.g. changes in worker or organisation details) | Suspension | Licence suspended until missing reports are submitted; repeated breaches can cause revocation |
| Employing illegal workers knowingly | Revocation | Immediate revocation, civil penalty of up to £20,000 per worker, and potential criminal liability |
| Failure to cooperate with a Home Office compliance visit | Suspension or Revocation | Refusal to provide access or records can lead to immediate revocation |
| Changes in business circumstances not reported (e.g. mergers, insolvency) | Suspension or Revocation | Unreported changes can void the licence; resolution depends on prompt reporting and evidence |
The Home Office may suspend a sponsor licence if there are concerns about compliance with sponsorship duties. Common triggers include failure to carry out right to work checks correctly, inadequate record-keeping under Appendix D, providing false or misleading information during an application or compliance visit, or intelligence suggesting unlawful employment practices. In such cases, the sponsor is usually issued with a detailed request for information and given a short deadline to respond. They may also be required to take specific corrective actions before the suspension can be lifted.
Revocation is the most severe sanction, permanently removing the sponsor’s ability to issue CoS under any category. It can result from serious, repeated, or deliberate breaches. Examples include knowingly employing illegal workers, failing to meet mandatory salary thresholds for sponsored roles, issuing CoS for ineligible jobs, or providing falsified documents. Following revocation, the organisation is barred from reapplying for a new sponsor licence for a minimum of 12 months, with longer bans imposed in serious cases. Revocation typically triggers curtailment of existing sponsored workers’ visas, often giving them 60 calendar days, or until their visa expiry if sooner, to find a new sponsor or leave the UK. This can cause immediate operational and staffing difficulties.
DavidsonMorris Strategic Insight
In reality, the repercussions of a suspended or revoked sponsor licence are felt by many different stakeholders. Customers, clients, service users, suppliers, contractors – all can be impacted if an organisation loses their sponsored personnel and is hit operationally as a direct result. Often, where the impact can be argued to be disproportionate to the alleged breaches, it may be possible to seek mitigation from the Home Office, but this would require professional guidance to consider the circumstances and grounds for challenge or mitigation.
Section D: Automating the Daily Licence Check Process
Manual daily checking involves downloading the latest version of the Register of Licensed Sponsors from GOV.UK and searching for the relevant organisation name each day. While it requires no additional tools, it is time-consuming, particularly for employers or agencies tracking multiple licence holders. Manual checks also carry a higher risk of oversight, such as missing changes in status or relying on outdated data. Automated checks, by contrast, use software to monitor the register continuously and flag any changes as soon as they occur.
Most automated tools operate by comparing the most recent version of the register with previously stored data to detect any changes in licence status. When a difference is identified—such as a suspension, revocation, or removal—the system issues an alert, often by email or through a dashboard. Advanced systems can monitor hundreds of sponsors simultaneously, making them particularly valuable for recruitment agencies, multinational employers, and compliance teams managing supply chains. Automation ensures changes are captured promptly, even outside standard working hours.
Automated daily licence checks reduce the administrative workload for HR and compliance teams while improving accuracy and timeliness. They ensure that suspensions or revocations are detected immediately, enabling swift responses that can protect recruitment processes and sponsored employees’ immigration status. For large sponsors or those in high-turnover sectors, automation also prevents wasted effort on applications tied to invalid licences. Many systems store a historical log of status changes, providing an audit trail that can demonstrate proactive compliance in the event of a Home Office audit.
When selecting an automated daily licence checker, employers should assess data accuracy, the frequency of updates, and whether the data source aligns directly with the official Home Office register. Security measures for stored information, functionality to monitor both Worker and Temporary Worker categories, and clear reporting features are also important. Other considerations include cost, ease of use, and whether the system can scale to match the organisation’s recruitment volume or number of monitored sponsors.
DavidsonMorris Strategic Insight
Even with the best of intentions and established practices, relying on manual checks can expose the organisation to risk. Excessive workloads can cause proactive compliance measures to slip, with daily licence checks becoming less frequent, or a change of personnel can lead to a gap in monitoring. Automating checks can address this risk. Automation has become standard across many HR functions and immigration compliance should be no exception.
Section E: Sponsor Licence Compliance Overview
A sponsor licence places an organisation under ongoing legal and procedural obligations as set out in the Home Office Sponsor Guidance for Workers and Temporary Workers. Sponsors must act with honesty and integrity, maintain accurate records, and ensure that only eligible individuals are sponsored in roles that meet the requirements of the relevant visa route. Compliance obligations apply not only during recruitment but throughout the full period of a sponsored worker’s employment. Failure to meet these duties can result in enforcement action, including licence suspension, revocation, or a downgrade in licence rating. Each sanction carries significant operational, reputational, and financial consequences, and can directly impact the organisation’s ability to retain or recruit international talent.
1. Record-Keeping and Reporting Duties
Sponsors must maintain accurate, current records for every sponsored worker, including right to work evidence, contact details, and a copy of their current passport and visa. Appendix D of the Sponsor Guidance sets out the exact documents that must be kept, along with the prescribed retention periods. Failure to retain or produce these records during a Home Office audit is treated as a breach of sponsor duties. Sponsors must also meet strict reporting requirements, usually through the Sponsor Management System (SMS). Reportable events include changes to a sponsored worker’s job title, salary, work location, or employment status, as well as changes to the sponsor organisation’s address, corporate structure, or key personnel. Most reports must be made within 10 working days, with certain changes—such as replacement of the Authorising Officer—carrying specific deadlines and additional evidence requirements.
2. Monitoring Immigration Status and Work Compliance
Throughout employment, sponsors must ensure that each sponsored worker continues to meet their visa conditions. This includes ensuring that job duties, salary levels, and working patterns remain consistent with those set out in the Certificate of Sponsorship, and that the worker continues to meet the minimum salary threshold and skill level for their route. Breaches of visa conditions, even if unintentional, can be treated as breaches of sponsor duties and may lead to sanctions. Sponsors should carry out regular internal audits, ongoing right to work checks, and periodic reviews of sponsored workers’ roles to ensure compliance. Documenting these processes creates an evidence trail that can be critical during a Home Office compliance visit.
3. Role of the Daily Licence Checker in Compliance
Using a daily licence checker is part of a proactive compliance strategy. For sponsors, it provides assurance that their own licence remains valid and helps them monitor the licensing status of supply chain partners, subcontractors, or recruitment agencies who may employ sponsored workers on their behalf. Spotting issues such as suspensions or revocations early allows employers to respond before the issue results in a breach of immigration law or operational disruption. Demonstrating active monitoring of licence status can also help establish a positive compliance history with the Home Office, which is particularly valuable during licence renewals or unannounced audits.
4. Consequences of Non-Compliance
Failure to comply with sponsor duties can result in serious consequences. The Home Office may issue a warning, reduce the licence rating to a B-rating (triggering an action plan requirement), suspend the licence, or revoke it entirely. Revocation often results in the curtailment of sponsored workers’ visas, forcing the organisation to make urgent staffing changes and potentially disrupting contracts or projects. Past non-compliance can also damage future applications for a sponsor licence, as the Home Office assesses compliance history before granting new licences. In serious cases, non-compliance can lead to civil penalties or criminal prosecution under illegal working legislation.
DavidsonMorris Strategic Insight
The Home Office has arguably never been as aggressive on compliance as they are now. We’re seeing increasing numbers of audits and inspections, targeting normal and decent employers, not just ‘high risk’ sectors. Sponsors are being sanctioned for basic administrative oversights, not just deliberate breaches or ignorance of the rules.
The key is to see sponsorship beyond the recruitment phase and across the entire employment lifecycle. It’s now a board-level imperative to build a compliance framework that facilitates monitoring sponsored workers, reporting certain changes, retaining records and managing the SMS.
Section F: Summary
Daily licence checking is a practical and proactive compliance measure that supports an organisation’s broader sponsorship obligations under the UK immigration system. The Register of Licensed Sponsors is the definitive record of an organisation’s eligibility to sponsor overseas workers, but without consistent monitoring there is a real risk that changes in licence status will go unnoticed until they cause operational, legal, or reputational harm.
For employers, integrating daily checks into compliance procedures ensures that any suspension or revocation is detected in time to take corrective action, protect recruitment pipelines, and safeguard the immigration status of sponsored employees. For recruitment agencies, supply chain partners, and overseas job applicants, regular checks provide the assurance that decisions are based on accurate, current information from the official source.
Whether conducted manually or using automated monitoring tools, daily licence checking reinforces the integrity of the sponsorship system. When combined with robust record-keeping, timely reporting, and adherence to all sponsor duties, it helps preserve the trust of the Home Office and ensures that the organisation can continue to access global talent without unnecessary interruption.
Section G: FAQs
What is the daily licence checker used for?
The daily licence checker is used to confirm whether an organisation remains on the Home Office Register of Licensed Sponsors. It allows employers, recruitment agencies, and overseas job applicants to verify sponsor licence status and detect suspensions or revocations as soon as they occur.
How often is the Register of Licensed Sponsors updated?
The register can be updated on any working day. Changes are not limited to fixed intervals, which is why daily checks are the most reliable way to ensure the information you are using reflects the current position.
Does the Home Office provide alerts for changes to licence status?
No, the Home Office does not provide automatic alerts when a licence is suspended or revoked. Sponsors and other stakeholders must check the register proactively to identify changes.
Can an employer still sponsor workers if their licence is suspended?
During a suspension, a sponsor cannot assign new Certificates of Sponsorship. They may continue to employ existing sponsored workers, but they cannot expand their sponsored workforce until the suspension is lifted.
What happens if a sponsor licence is revoked?
If a licence is revoked, the organisation is removed from the register and loses the ability to sponsor workers. The Home Office will usually curtail the visas of current sponsored workers, giving them a limited period to find a new sponsor or leave the UK.
Is it mandatory to run daily licence checks?
Daily licence checks are not a legal requirement, but they are considered best practice for sponsors and organisations that rely on sponsored workers. They help ensure early detection of compliance issues and prevent disruption caused by sudden licence changes.
Can daily licence checks be automated?
Yes. Many organisations use automated systems that track changes to the register and send alerts when a licence status changes. Automation saves time, reduces the risk of human error, and supports a strong compliance record.
Section H: Glossary
| Term | Definition |
|---|---|
| Register of Licensed Sponsors | The public Home Office list of organisations authorised to sponsor overseas workers under the UK immigration system. |
| Sponsor licence | Permission granted by the Home Office allowing an organisation to sponsor non‑UK workers in eligible roles. |
| Worker licence | A sponsor licence category covering long term work routes such as Skilled Worker. |
| Temporary Worker licence | A sponsor licence category covering short term routes such as Creative Worker and Charity Worker. |
| Certificate of Sponsorship (CoS) | An electronic record issued by a sponsor to link a specific role to a specific worker for a visa application. |
| Defined CoS | A CoS for Skilled Worker applicants applying from outside the UK, requested through the SMS before assignment. |
| Undefined CoS | A CoS used mainly for in‑country Skilled Worker applications and certain other routes, drawn from the sponsor’s yearly allocation. |
| Sponsor Management System (SMS) | The online portal sponsors use to manage their licence, assign CoS, and report required changes. |
| Key personnel | Individuals named on the licence, such as the Authorising Officer, Key Contact, and Level 1 users, responsible for licence management. |
| Right to work check | Checks an employer must carry out before employment begins and in some cases during employment to confirm permission to work. |
| Appendix D | Home Office record‑keeping rules that set out the documents sponsors must retain and for how long. |
| Suspension | A temporary restriction placed on a sponsor licence during investigation, preventing the assignment of new CoS. |
| Revocation | Permanent removal of a sponsor licence, ending the ability to sponsor workers and usually triggering curtailment for sponsored staff. |
| Curtailment | Action by the Home Office to shorten a worker’s visa, often giving a period to find a new sponsor or leave the UK. |
| Licence rating | The status assigned to a sponsor licence, such as A‑rating, which can be downgraded if compliance concerns arise. |
| Downgrade | A reduction in licence rating that may require an action plan and can limit sponsorship activity until issues are resolved. |
| Compliance visit | A Home Office audit to assess whether the sponsor meets its duties, including HR systems, reporting, and record‑keeping. |
| Action plan | A set of remedial steps imposed after compliance findings that the sponsor must complete to restore full rating. |
| Daily licence checker | A practice or tool used to monitor the Register of Licensed Sponsors each day to identify suspensions or revocations promptly. |
Section I: Additional Resources and Links
| Resource | Description | Link |
|---|---|---|
| UK Register of Licensed Sponsors | Official Home Office list of all organisations licensed to sponsor workers in the UK, updated regularly. | https://www.gov.uk/government/publications/register-of-licensed-sponsors-workers |
| Sponsor Licence Guidance | Detailed Home Office rules for applying for and maintaining a sponsor licence, including duties and compliance requirements. | https://www.gov.uk/government/collections/sponsorship-information-for-employers-and-educators |
| Appendix D: Record Keeping | Home Office requirements for documents sponsors must keep for sponsored workers and the retention periods. | https://www.gov.uk/government/publications/appendix-d-keeping-documents |
| Right to Work Checks | Guidance for employers on how to carry out right to work checks correctly to avoid illegal working penalties. | https://www.gov.uk/check-job-applicant-right-to-work |
| Immigration Rules | The full set of UK Immigration Rules, including the sections relevant to sponsored work routes. | https://www.gov.uk/guidance/immigration-rules |
