ENTITY Business Imm PQRS
SECTION GUIDE
Section P: Business immigration FAQs
1. What is business immigration?
Business immigration is the area of UK immigration law concerned with organisations recruiting, sponsoring, transferring and employing people who are subject to immigration control.
For employers, it can cover international recruitment, sponsor licences, Certificates of Sponsorship, work visas, business travel, immigration costs, right to work requirements and the ongoing management of workers with time-limited immigration permission.
2. Can a UK business employ an overseas worker?
Yes. A UK business can employ an overseas worker provided the individual has immigration permission that allows them to undertake the proposed employment.
Some workers already have permission to work without employer sponsorship. Others need to obtain permission under a sponsored work route before they can take up the role.
The employer should establish the worker’s immigration status and complete the required right to work check before employment begins.
3. Does every overseas worker need a work visa?
No.
Some overseas nationals already have immigration status that permits them to work in the UK without employer sponsorship. Examples can include people with settlement, qualifying status under the EU Settlement Scheme and individuals holding immigration permission under certain family, dependant or unsponsored work routes.
The employer should check the conditions attached to the individual’s actual immigration status rather than assuming sponsorship is required because of their nationality.
4. Does a business need a sponsor licence to employ overseas workers?
Not always.
A sponsor licence is generally required where the worker needs employer sponsorship under the immigration route being used.
If the individual already has immigration permission allowing them to undertake the proposed employment without sponsorship, the employer will not normally need to sponsor them simply because they are an overseas national.
5. Can a small business get a sponsor licence?
Potentially, yes.
Sponsor licensing is not restricted to large employers. A smaller organisation can apply where it satisfies the relevant Home Office requirements and can demonstrate that it is capable of meeting its sponsor duties.
The Home Office will consider the organisation’s circumstances, proposed sponsorship, supporting evidence and ability to operate the licence compliantly.
6. What is the main UK work visa for overseas employees?
The Skilled Worker route is the principal sponsored work route used by UK employers recruiting overseas nationals into eligible roles.
The employer needs an appropriate sponsor licence, while the job, salary and worker must satisfy the relevant immigration requirements.
For most new sponsorship under the post-22 July 2025 framework, the role generally needs to meet the RQF level 6 skill requirement unless an applicable exception or transitional provision applies.
Other routes may be more appropriate depending on the circumstances, particularly for healthcare recruitment, international transfers, temporary work or individuals who qualify under an unsponsored route.
7. What is a Certificate of Sponsorship?
A Certificate of Sponsorship, or CoS, is an electronic sponsorship record assigned by a licensed employer to an eligible worker.
It contains information about the proposed employment and generates a reference number that the worker uses in their immigration application.
A CoS is not a visa and does not itself give the worker permission to work in the UK.
8. What is the difference between a Defined and Undefined CoS?
Under Skilled Worker sponsorship, the type of Certificate of Sponsorship required depends on the circumstances of the application.
Defined Certificates of Sponsorship are generally used for qualifying Skilled Worker applications made from outside the UK.
Undefined Certificates of Sponsorship are generally used for relevant in-country applications and other sponsorship covered by the sponsor’s allocation.
The employer should confirm the correct CoS type before assignment.
9. Can any job be sponsored under the Skilled Worker route?
No.
The proposed role has to satisfy the requirements of the Skilled Worker route, including the applicable occupation, skill-level and salary requirements.
For most new sponsorship from 22 July 2025, the general skill threshold is RQF level 6, subject to specified exceptions and transitional arrangements.
The employer needs to identify the occupation code that genuinely reflects the job and determine whether that occupation is eligible for sponsorship.
Holding a sponsor licence does not make every vacancy sponsorable.
10. How much does an employer have to pay a sponsored worker?
There is no single salary figure that applies to every sponsored worker.
Under the standard post-22 July 2025 Skilled Worker option, the general threshold is £41,700 and the applicable going rate must also be met. Lower thresholds can apply under specified salary options and transitional provisions.
The required salary therefore depends on the immigration route, occupation, applicable going rate, working hours and the worker’s circumstances.
Employers should calculate the salary requirement for the individual sponsorship rather than relying solely on a headline minimum salary threshold.
11. How much does it cost to sponsor an overseas worker?
The total cost varies considerably.
Depending on the circumstances, costs can include:
- Certificate of Sponsorship fee
- Immigration Skills Charge
- visa application fee
- Immigration Health Surcharge
- priority processing
- professional fees
- dependant costs
- relocation expenses
An employer that does not already have a sponsor licence may also need to account for the cost of obtaining the licence.
Businesses should calculate the end-to-end cost of the proposed hire before committing to sponsorship.
12. Who pays the cost of a sponsored worker’s visa?
Responsibility depends on the particular cost.
Some sponsorship charges are costs of the sponsor and must be borne by the employer. Individual visa application costs may be paid by the worker or funded by the employer as part of the recruitment package.
Employers should be careful when seeking to recover immigration expenditure from employees because the sponsorship framework prohibits recovery or attempted recovery of specified sponsor costs from sponsored workers.
13. Can an employer recover immigration costs if an employee leaves?
Potentially, for some costs, but not all immigration expenditure can be passed to a sponsored worker.
Where recovery is permissible, employers sometimes use repayment agreements covering qualifying visa, professional or relocation costs if the employee leaves within a specified period.
The arrangement should identify the recoverable costs clearly and must not attempt to transfer charges that the sponsor is required to bear or that sponsor guidance prohibits the employer from recovering.
Employment law considerations can also affect the drafting and enforcement of repayment provisions.
14. How long does it take to sponsor an overseas worker?
There is no single sponsorship timescale.
An existing licensed sponsor with the necessary CoS capability may be able to move relatively quickly into the worker’s visa application.
An organisation that first needs to obtain a sponsor licence has an additional stage to complete.
The total recruitment timetable can involve:
Sponsor licence -> Certificate of Sponsorship -> visa application -> Home Office decision -> right to work check -> employment
Employers should plan around the entire process rather than looking only at the published visa processing time.
15. Can a sponsored worker start before their visa is granted?
Employers should not assume that assigning a Certificate of Sponsorship or submitting a visa application allows the individual to start the sponsored employment.
The worker needs a lawful right to undertake the work.
Different considerations can apply to individuals who already hold UK immigration permission and make a valid in-time application for further permission, including where section 3C of the Immigration Act 1971 preserves existing leave and conditions.
The employer should establish the person’s actual right to work before allowing the new employment to begin.
16. Can someone already in the UK switch to a sponsored work visa?
Potentially.
Some people already in the UK can switch into a sponsored work route if the immigration rules allow an in-country application from their current category and they satisfy the requirements of the new route.
The employer should check the individual’s current status, the proposed sponsorship and any restrictions on switching before planning the recruitment timetable.
17. What is Global Business Mobility?
Global Business Mobility is a group of sponsored immigration routes designed for specified forms of temporary business movement into the UK.
The routes are:
- Senior or Specialist Worker
- Graduate Trainee
- UK Expansion Worker
- Service Supplier
- Secondment Worker
They support different commercial arrangements, including intra-group transfers, graduate training, UK expansion and qualifying international contracts.
18. What is the difference between Skilled Worker and Global Business Mobility?
Skilled Worker is generally used for eligible employment in the UK and can provide a route towards settlement where the requirements are met.
Global Business Mobility routes are primarily designed for defined temporary business assignments and do not provide the same direct settlement pathway.
The appropriate route depends on the commercial purpose of the move, employment structure, worker’s circumstances and the organisation’s longer-term plans.
19. Can an overseas employee come to the UK for business meetings without a work visa?
Potentially, yes.
The visitor rules permit specified business activities, which can include meetings, conferences, negotiations and certain other activities.
The individual must remain within the activities permitted under the visitor rules.
A business visit should not be used to place an overseas employee into substantive UK employment or undertake work outside the permitted visitor provisions.
20. Can a business visitor work while in the UK?
Only to the extent that the proposed activity is permitted under the visitor rules.
The visitor route is not a general short-term work visa.
Remote activity connected with overseas employment can be permitted where remote working is not the primary purpose of the visit.
Employers should assess what the individual will actually do while physically present in the UK rather than relying on the trip being short or the individual remaining employed and paid overseas.
21. Can a sponsored worker change jobs?
Potentially, but a change of job can have immigration consequences.
The employer should assess whether the new role remains within the worker’s existing sponsorship or whether a new Certificate of Sponsorship and further immigration application are required.
The assessment should be completed before the worker begins performing materially different duties.
22. Can a sponsored worker be promoted?
Yes, but the employer should assess the immigration implications of the promotion.
A promotion may change the worker’s duties, occupation code, salary, seniority or other aspects of the sponsored employment.
Depending on the change, sponsor reporting or further immigration action may be required.
23. Can a sponsored worker work from home?
Yes, potentially.
A hybrid working arrangement does not generally need to be reported merely because the worker works partly from home, although the sponsor must maintain appropriate records and comply with reporting requirements for relevant changes.
Permanent or full-time remote working with little or no attendance at the sponsor’s premises or a client site should be assessed separately and reported where required by the sponsor guidance.
24. What happens if a sponsored employee resigns?
The employer may need to report the end of sponsored employment to the Home Office within the applicable timeframe.
The employer’s report ends or updates the sponsorship relationship but does not itself determine the worker’s subsequent immigration status.
The Home Office is responsible for any separate action affecting the individual’s immigration permission.
25. What happens if an employee’s visa expires?
The employer needs to establish whether the individual retains a lawful right to work.
An employee who made a valid in-time application for further immigration permission may in some circumstances continue to have permission while that application is pending. Section 3C of the Immigration Act 1971 can preserve existing leave and its conditions where the statutory requirements are satisfied.
Where necessary, the employer may need to obtain confirmation through the appropriate Home Office process.
The employee should not simply be allowed to continue working because they say an application has been submitted.
26. What happens if a work visa is refused?
The first step is to understand why the Home Office refused the application.
Depending on the circumstances, the options may include making a new application after correcting the problem, seeking administrative review where available or considering another legal remedy.
The employer should also consider the effect of the refusal on the worker’s proposed start date and any existing right to work.
27. What happens if a company employing sponsored workers is sold?
A sale, merger or other change of ownership can have sponsor licence consequences.
The businesses involved should establish which entity holds the sponsor licence, which workers are sponsored, who will employ those workers after the transaction and what Home Office action is required.
Sponsor licences do not simply transfer between businesses as commercial assets.
Immigration should therefore be included in transaction planning and due diligence.
28. What happens to sponsored workers under TUPE?
A TUPE transfer can have immigration implications where sponsored workers move to another employer.
Employment protection under TUPE does not remove sponsor licensing requirements, although sponsor guidance contains specific provisions dealing with workers transferring under TUPE or similar employment protection arrangements.
The transferor and transferee should establish the sponsorship position, the receiving organisation’s licence arrangements and any Home Office reporting or other action required.
29. What are an employer’s main immigration compliance duties?
All employers need appropriate right to work procedures.
Licensed sponsors have additional responsibilities relating to the operation of their sponsor licence and sponsored workers.
These can include:
- record keeping
- monitoring
- reporting specified changes
- maintaining accurate sponsor information
- managing Certificates of Sponsorship correctly
- cooperating with Home Office compliance activity
Immigration compliance should be integrated into recruitment and HR processes.
30. What happens if a business breaches its sponsor duties?
The Home Office can take action against a sponsor licence where an organisation fails to meet its sponsorship responsibilities.
Depending on the circumstances, action can include downgrading, suspension or revocation of the licence.
This can affect the employer’s ability to recruit internationally and can also have consequences for existing sponsored workers.
For businesses dependent on overseas talent, sponsor compliance is therefore an operational as well as a legal risk.
Section Q: Conclusion
Business immigration allows UK employers to access international talent, move personnel across borders and build workforces that are not limited to the domestic labour market.
For employers, however, the immigration process extends considerably beyond obtaining a work visa for an individual employee.
The organisation first needs to understand whether immigration action is required at all. A candidate may already have permission to work in the UK, qualify under an unsponsored route or require employer sponsorship. Where sponsorship is necessary, the employer then needs to establish whether the organisation, role, salary and worker satisfy the requirements of the relevant immigration route.
For many businesses, the process involves a sequence of connected decisions:
Candidate -> right to work -> immigration route -> sponsor licence -> eligible role -> Certificate of Sponsorship -> visa application -> employment -> ongoing compliance
Each stage can affect the next.
An incorrect occupation code can affect visa eligibility. A salary change can affect continuing sponsorship. A corporate restructuring can affect the sponsor licence. A missed right to work check can expose the organisation to illegal working enforcement. Failures in HR systems can ultimately place the organisation’s ability to sponsor workers at risk.
1. Business immigration is an employer issue
Immigration is often approached as something belonging to the individual worker because it is the worker who ultimately applies for immigration permission.
For employers using the sponsorship system, that is only part of the picture.
The organisation makes decisions about:
- whether to recruit internationally
- whether sponsorship will be offered
- which roles will be sponsored
- salary and employment terms
- Certificates of Sponsorship
- immigration costs
- start dates
- changes to sponsored employment
- sponsor compliance
- international transfers
- corporate changes affecting sponsored workers
Business immigration therefore sits across recruitment, HR, compliance, finance, global mobility and corporate management.
2. Start with the business requirement
The strongest immigration strategy starts with the commercial requirement rather than the visa.
An employer should first establish:
Who does the business need?
What work will they perform?
Where will they work?
How long are they needed in the UK?
Are they being recruited, transferred or visiting temporarily?
What immigration status do they already hold?
Those answers help determine whether the organisation needs Skilled Worker sponsorship, Global Business Mobility, another work route, the visitor provisions or no employer-sponsored immigration route at all.
Starting with a preferred visa and attempting to structure the worker around it can produce poor immigration and workforce decisions.
3. Sponsorship creates continuing responsibility
Obtaining a sponsor licence gives an organisation access to sponsored recruitment, but it also creates an ongoing regulatory relationship with the Home Office.
The organisation becomes responsible for operating its licence in accordance with the sponsorship framework.
That responsibility continues after workers have obtained their visas.
Employers need systems capable of identifying changes affecting:
- sponsored roles
- salaries
- hours
- locations
- absence
- employment
- immigration permission
- corporate structure
- sponsor licence information
The objective is to ensure that the information known to the Home Office remains consistent with the organisation’s actual workforce arrangements.
4. Build immigration into workforce management
Business immigration works most effectively when it is integrated into existing employer processes.
Recruitment should identify immigration requirements before offers are finalised.
HR should recognise changes capable of affecting sponsored workers.
Payroll should understand the significance of sponsored salary arrangements.
Managers should know when changes involving sponsored employees need to be escalated.
Corporate teams should consider sponsor licences during acquisitions and restructuring.
Senior management should understand the operational importance of maintaining sponsorship capability.
This turns immigration from a series of individual visa applications into a managed workforce process.
5. Plan for immigration change
UK immigration law and policy continue to change.
Salary requirements, eligible occupations, sponsorship rules, application processes, costs and individual immigration routes can all be amended.
Employers dependent on international recruitment should therefore monitor developments and assess what they mean for:
- future vacancies
- existing sponsored workers
- immigration budgets
- recruitment timescales
- workforce planning
- sponsor compliance
The immigration strategy that works for an organisation today may need to change as the regulatory environment develops.
6. Managing business immigration risk
Not every immigration problem can be prevented, but many employer risks can be reduced through good governance.
Businesses should know:
- who requires immigration permission
- who is sponsored
- when permissions expire
- who manages the sponsor licence
- which changes need immigration review
- whether right to work records are compliant
- whether sponsored roles remain consistent with the sponsorship
- whether corporate changes affect the licence
- what to do if the Home Office raises concerns
Where a problem does arise, early identification generally gives the organisation more opportunity to understand the issue and determine the appropriate response.
7. Business immigration as workforce infrastructure
For organisations that recruit internationally, immigration capability can become part of the infrastructure supporting growth.
A properly managed sponsor licence provides access to workers who might otherwise be unavailable to the business. Global mobility routes can support international expansion and the movement of specialist personnel. Visitor provisions allow international teams to conduct qualifying business activities in the UK. Effective compliance protects the organisation’s ability to continue using those arrangements.
The commercial objective is therefore broader than securing individual visas.
It is to create a business immigration framework that allows the organisation to recruit internationally, move people where they are needed, maintain lawful employment and remain compliant with Home Office requirements as the workforce and business change.
Section R: GLOSSARY OF BUSINESS IMMIGRATION TERMS
| Term | Meaning |
|---|---|
| Administrative Review | A process available for certain immigration decisions where an applicant asks the Home Office to review whether an eligible caseworking error was made. |
| Authorising Officer | The senior person within a licensed sponsor who has overall responsibility for the organisation’s sponsor licence and the activities of those using the sponsorship system. |
| Business Visitor | An overseas national coming to the UK as a visitor to undertake activities permitted under the visitor rules, such as qualifying meetings, conferences, negotiations and certain intra-corporate activities. |
| Certificate of Sponsorship (CoS) | An electronic sponsorship record assigned by a licensed sponsor to a worker. The worker uses the CoS reference number when applying under the relevant sponsored immigration route. |
| Civil Penalty | A financial penalty that can be imposed on an employer for employing a person who does not have the required right to work where the employer cannot establish a statutory excuse. |
| Defined Certificate of Sponsorship | A type of CoS generally required for qualifying Skilled Worker applications made from outside the UK. |
| Dependant | A qualifying partner or child who may be able to accompany or join a main immigration applicant where the relevant route permits dependants. |
| Electronic Travel Authorisation (ETA) | Digital permission to travel to the UK required for specified travellers who do not otherwise need a visa before travelling. An ETA is permission to travel rather than permission to work in the UK. |
| eVisa | A digital record of an individual’s UK immigration status and the conditions attached to their permission. |
| Employer Checking Service (ECS) | A Home Office service employers can use in specified circumstances to verify an individual’s right to work where this cannot be established through the usual checking process. |
| Global Business Mobility (GBM) | A group of sponsored immigration routes supporting specified forms of temporary business mobility into the UK. |
| Graduate Trainee | A Global Business Mobility route for qualifying overseas employees undertaking a structured graduate training programme involving a UK placement. |
| Health and Care Worker | A sponsored work route within the Skilled Worker framework for qualifying workers undertaking eligible health and care roles for eligible organisations. |
| Home Office | The UK government department responsible for immigration, nationality, border control and the operation of the employer sponsorship system. |
| Immigration Health Surcharge (IHS) | A charge payable by many immigration applicants as part of their application, providing access to NHS services during their period of UK immigration permission, subject to the applicable rules. |
| Immigration Rules | The rules setting out the requirements applying to UK immigration routes and applications. |
| Immigration Skills Charge (ISC) | A charge payable by sponsors in specified sponsored work cases. The amount can depend on the sponsor’s status and length of sponsorship. |
| International Sportsperson | A sponsored immigration route for qualifying elite sportspeople and sports coaches meeting the applicable requirements, including relevant governing-body endorsement. |
| Judicial Review | A public law procedure through which the lawfulness of certain decisions or actions by public bodies, including the Home Office, can be challenged. |
| Key Contact | The sponsor licence role acting as a principal point of contact between the sponsoring organisation and the Home Office. |
| Level 1 User | A person authorised to carry out specified sponsor licence functions through the Sponsor Management System. |
| Occupation Code | The occupational classification used to identify the type of work being undertaken. It can determine sponsorship eligibility and the salary requirements applying to a sponsored role. |
| Priority Service | An optional paid Home Office service available for certain applications that aims to provide a faster decision than standard processing. |
| Right to Work Check | The prescribed process used by an employer to establish an individual’s permission to undertake employment in the UK and, where applicable, obtain a statutory excuse against an illegal working civil penalty. |
| Scale-up Worker | An immigration route designed to enable qualifying high-growth businesses to recruit eligible workers, with sponsorship applying during the initial stage of the route. |
| Secondment Worker | A Global Business Mobility route for qualifying workers being seconded to the UK in connection with an eligible high-value contract or investment. |
| Senior or Specialist Worker | A Global Business Mobility route used by qualifying multinational organisations to assign eligible senior managers and specialist workers to a connected UK business. |
| Service Supplier | A Global Business Mobility route for qualifying overseas service suppliers undertaking temporary UK assignments covered by eligible international trade commitments. |
| Share Code | A code generated through the Home Office online service that enables an employer to access relevant information about an individual’s right to work. |
| Skilled Worker | The principal sponsored immigration route used by UK employers to recruit eligible overseas workers into qualifying UK roles. |
| Sponsor | An organisation authorised by the Home Office to sponsor eligible workers under specified immigration routes. |
| Sponsor Duties | The ongoing record-keeping, reporting, monitoring and compliance responsibilities imposed on licensed sponsors. |
| Sponsor Licence | Home Office authorisation allowing an eligible organisation to sponsor workers under the immigration routes covered by its licence. |
| Sponsor Licence Suspension | Home Office action temporarily restricting a sponsor’s licence while compliance concerns are considered. |
| Sponsor Licence Revocation | Home Office action removing an organisation’s sponsor licence and its ability to continue sponsoring workers under that licence. |
| Sponsor Management System (SMS) | The Home Office online system through which licensed sponsors administer their licence, manage users, assign Certificates of Sponsorship and undertake specified reporting functions. |
| Standard Visitor | The immigration route used for qualifying visits to the UK, including permitted business activities. It does not provide general permission to take employment in the UK. |
| Statutory Excuse | Protection against liability for an illegal working civil penalty where an employer has correctly carried out the prescribed right to work check and satisfies the applicable requirements. |
| Statement of Changes | The formal mechanism used by the Government to make amendments to the Immigration Rules. |
| Super Priority Service | An expedited Home Office decision service available for certain immigration applications for an additional fee. |
| Temporary Worker | A group of sponsored immigration routes permitting specified categories of temporary work or activity in the UK. |
| UK Expansion Worker | A Global Business Mobility route enabling qualifying personnel of an overseas business to come to the UK in connection with establishing a UK operation before the business begins trading here. |
| Undefined Certificate of Sponsorship | A type of CoS generally used for eligible in-country Skilled Worker applications and other sponsorship circumstances covered by the sponsor’s allocation. |
| Visa National | A national of a country whose citizens are generally required to obtain entry clearance before travelling to the UK as a visitor. |
| Work Visa | A general term for immigration permission allowing an overseas national to undertake work in the UK subject to the conditions of the particular immigration route. |
Section S: Useful links & resources
| Resource | Information |
|---|---|
| UK Visas and Immigration | GOV.UK information on UK visas, immigration applications, sponsorship and immigration status. |
| Skilled Worker Visa | Official requirements for the Skilled Worker route, including eligible employment, sponsorship and worker eligibility. |
| Health and Care Worker Visa | Government guidance on the Health and Care Worker route and its specific eligibility requirements. |
| Global Business Mobility | Official information covering the UK’s sponsored business mobility routes for international assignments and transfers. |
| Senior or Specialist Worker Visa | Requirements for eligible senior managers and specialist employees transferring to a connected UK business. |
| Graduate Trainee Visa | Requirements for overseas employees undertaking qualifying UK placements as part of structured graduate training programmes. |
| UK Expansion Worker Visa | Immigration requirements for eligible overseas businesses sending personnel to establish a UK operation. |
| Service Supplier Visa | Requirements for qualifying overseas service suppliers undertaking eligible temporary assignments in the UK. |
| Secondment Worker Visa | Requirements applying to qualifying workers seconded to the UK under eligible high-value contracts or investments. |
| Scale-up Worker Visa | Government information on the immigration route available to workers recruited by qualifying Scale-up businesses. |
| International Sportsperson Visa | Requirements for eligible elite sportspeople and qualified sports coaches coming to work in the UK. |
| Temporary Work Visas | Information on the UK’s sponsored routes for specified categories of temporary work and activity. |
| Standard Visitor: Business Activities | Official rules and guidance on the activities overseas business visitors can undertake while in the UK. |
| Register of Licensed Sponsors | The Home Office’s published register of organisations licensed to sponsor workers under eligible immigration routes. |
| Workers and Temporary Workers: Guidance for Sponsors | Home Office guidance governing sponsor licensing, sponsorship duties, Certificates of Sponsorship and compliance. |
| Sponsor Licence Application | Government guidance for organisations applying for authorisation to sponsor overseas workers. |
| Sponsor Management System | Home Office information and access relating to the system used by licensed sponsors to manage their sponsorship activities. |
| Right to Work Checks: Employer’s Guide | Home Office guidance explaining how employers should conduct prescribed right to work checks. |
| Online Right to Work Service | Government service allowing employers to check the right to work of individuals with eligible digital immigration status using a share code. |
| Employer Checking Service | Home Office service for verifying an individual’s right to work in specified circumstances where the usual evidence is unavailable. |
| Code of Practice on Preventing Illegal Working | Government guidance relevant to employer liability and the statutory excuse against civil penalties for illegal working. |
| Civil Penalties for Illegal Working | Government information on enforcement action against employers that employ people without the required permission to work. |
| Immigration Rules | The current rules governing UK immigration routes, eligibility requirements and immigration applications. |
| Statements of Changes to the Immigration Rules | Official record of amendments made to the UK’s Immigration Rules. |
| Immigration and Nationality Fees | Current Home Office fees for immigration applications, sponsorship and related services. |
| Immigration Health Surcharge | Government information on when the IHS is payable and how the charge operates. |
| Immigration Skills Charge | Government guidance on when sponsors have to pay the ISC, applicable rates and exemptions. |
| View and Prove Immigration Status | Online service through which individuals with digital immigration status can access and share evidence of their status. |
| DavidsonMorris Business Immigration | Employer-focused guidance and support covering international recruitment, work visas, sponsorship, workforce compliance and Home Office enforcement. |
| DavidsonMorris Sponsor Licence Guidance | Guidance for employers applying for, managing and protecting a UK sponsor licence. |
| DavidsonMorris Immigration Compliance | Employer resources covering sponsor duties, right to work, compliance audits, Home Office visits and enforcement risk. |
About DavidsonMorris
As employer solutions lawyers, DavidsonMorris offers a complete and cost-effective capability to meet employers’ needs across UK immigration and employment law, HR and global mobility.
Led by Anne Morris, one of the UK’s preeminent immigration lawyers, and with rankings in The Legal 500 and Chambers & Partners, we’re a multi-disciplinary team helping organisations to meet their people objectives, while reducing legal risk and nurturing workforce relations.
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Legal Disclaimer
The matters contained in this article are intended to be for general information purposes only. This article does not constitute legal advice, nor is it a complete or authoritative statement of the law, and should not be treated as such. Whilst every effort is made to ensure that the information is correct at the time of writing, no warranty, express or implied, is given as to its accuracy and no liability is accepted for any error or omission. Before acting on any of the information contained herein, expert legal advice should be sought.