UK Certificate of Sponsorship Guide 2025

Section A: What is a Certificate of Sponsorship?

A Certificate of Sponsorship (CoS) is a digital record that allows foreign nationals to apply for a visa to work in the UK under certain sponsored categories.

A CoS is a unique reference code, not a physical document.

Before an employer can sponsor a foreign national worker, they need a valid sponsor licence. The licence allows them to assign a Certificate of Sponsorship to the worker, confirming that the conditions of the relevant visa have been met. The worker then uses the CoS to make their visa application to the Home Office.

1. Which Visas Need a Certificate of Sponsorship?

A Certificate of Sponsorship is needed by individuals applying for UK leave to enter or remain under UK-sponsored work visa categories, including:

a. Skilled Worker visa

b. Global Business Mobility visas

c. Scale Up visa

d. Minister of Religion

e. International Sportsperson

f. Creative Worker

g. Religious Worker

h. Government Authorised Exchange

i. International Agreement

j. Seasonal Worker

2. Role of the Certificate of Sponsorship

CoS are assigned by licensed employers and act as confirmation that the individual meets the necessary criteria to fill a particular role in the UK.

The CoS is a mandatory prerequisite for visa applications in the Worker and Temporary Worker categories, for example, Skilled Worker, Senior or Specialist Worker and Scale Up Worker routes. Without this certificate, non-UK workers cannot apply for most work visas.

Despite its name, a Certificate of Sponsorship is not a physical document; it is in fact a digital record held on the UK Visas and Immigration (UKVI) system, which includes a unique reference number that the prospective employee must use when applying for their visa.

The CoS also contains information about the sponsored job role, including the job title, salary, and start date, as well as details about the employee, such as their personal information and passport details.

By assigning a CoS to an individual, the sponsor is confirming to the Home Office that the proposed employment conditions comply with the requirements of the relevant visa route.

However, a number of strict rules apply to sponsors when issuing the CoS. For example, the CoS must be used by the worker to make their visa application within 3 months of being issued. The worker cannot, however, apply for their visa more than 3 months before the start date of the job listed on the CoS.

Also, being assigned a CoS does not automatically guarantee the individual will be granted a visa; they must still meet the other visa eligibility requirements, and the details on the CoS must match the information provided in the visa application.

It is also important to note that Certificates of Sponsorship are not transferable. Reassigning a CoS to another individual would be considered a breach of the employer’s sponsorship licence duties, exposing the organisation to Home Office enforcement action.

3. Common Scenarios Where a CoS is Required

A Certificate of Sponsorship is typically required in the following scenarios:

a. Hiring Skilled Workers from Overseas

Employers looking to fill a role in the UK with a non-UK national who is currently outside the country will need to issue a Defined CoS to hire under the Skilled Worker visa category.

You can read our extensive guide to the Skilled Worker Visa here >>

b. Switching Visa Categories within the UK

A worker already in the UK on a different type of visa (e.g., a student visa) who wishes to switch to a work visa (e.g., a Skilled Worker visa) will need an Undefined CoS from their prospective employer.

c. Temporary or Short-Term Employment

For roles that fall under the Temporary Worker visa category, such as charity workers, creative and sporting professionals, or religious workers, a Temporary Worker CoS is required. This applies to roles where the employment is for a defined, short period.

d. Intra-Company Transfers

Multinational companies transferring employees from an overseas office to a UK branch under the Senior or Specialist visa category (formerly the ICT visa) will need to issue a CoS. This allows employees to work in the UK temporarily under specific conditions.

e. Graduate Recruitment

Graduates who have completed their studies in the UK and wish to stay on to work may require a CoS if they are transitioning to a work visa like the Skilled Worker visa.

Section B: Types of Certificates of Sponsorship

Following changes to the Immigration Rules in December 2020, there are now two types of Certificate of Sponsorship for employers with a Worker Sponsor Licence: ‘Defined’ Certificates of Sponsorship (Defined CoS) and ‘Undefined’ Certificates of Sponsorship (Undefined CoS).

A different type of Certificate of Sponsorship is required when hiring under a Temporary Worker Sponsor Licence.

Table: Eligibility Criteria for Different CoS Types

The type of CoS needed, therefore, depends on the nature of the employment and the visa category under which the employee will be applying.

1. Defined Certificate of Sponsorship (DCoS)

Defined Certificates of Sponsorship (which replaced ‘restricted certificates’ in 2020) are issued to Skilled Worker visa applicants applying for a visa from overseas.

For this type of certificate, employers apply through the Sponsorship Management System (SMS) when they have gained their sponsor licence. The Home Office will then assess the application based on the job role and salary to ensure it meets the necessary requirements.

If approved, the defined CoS will appear in the SMS account once approved, at which point the employer can assign it to the worker to make their Skilled Worker visa application.

DCoS requests are generally processed quickly, usually within 1 working day, but UKVI may delay or request extra evidence in unusual or higher-risk cases. It is not uncommon for the Home Office to request additional evidence or information from the employer when processing DCoS requests, typically with very tight timeframes (usually only 5 days). We see this for requests of one to multiple DCoS, which can be stressful and disruptive for the employer to respond to. As such, we are now advising employers to submit extensive evidence when submitting the initial request for DCoS, to reduce the risk of further delay or investigation. The main rule is that employers must respond to information requests promptly, but if you are concerned and require specialist guidance, contact us.

You can read our extensive guide to the Defined Certificate of Sponsorship here >>

2. Undefined Certificate of Sponsorship

Undefined CoS (previously known as ‘unrestricted certificates’) are required to sponsor Skilled Worker visa applicants already in the UK and applicants for all other sponsored visa routes.

Employers with a sponsor licence can issue an Undefined CoS directly, provided they have sufficient allocation approved in their annual CoS allocation. This type of CoS is typically used for employees switching from one type of visa to a Skilled Worker visa or extending their stay under the same visa category.

When you apply for the sponsor licence, you will have to submit an estimate of how many undefined certificates you will need in the first year. If you use your full allocation within 12 months, you can apply via SMS for additional certificates.

You can read our extensive guide to the Undefined Certificate of Sponsorship here >>

3. Temporary Worker Certificate of Sponsorship

This type of CoS is used for individuals coming to the UK under the Temporary Worker visa. It covers various sub-categories, including creative and sporting workers, charity workers, religious workers, and others. The Temporary Worker CoS is designed for jobs that do not require a long-term stay in the UK.

Section C: Certificate of Sponsorship Eligibility Requirements

A Certificate of Sponsorship (CoS) is a key requirement for employers who wish to sponsor non-UK nationals and for employees seeking to work in the UK under specific visa categories.

However, certain conditions must be met both for the sponsor to assign a CoS and for the worker to be eligible for a CoS.

1. CoS Eligibility Criteria for Employers

To issue a Certificate of Sponsorship, an employer must meet certain eligibility criteria, which include:

a. Sponsor Licence Requirement

Employers must hold a valid sponsor licence issued by the UK Visas and Immigration (UKVI). This licence grants them the authority to issue CoSs to non-UK workers. Obtaining a sponsor licence involves a detailed application process where the employer must demonstrate that they are a legitimate business with genuine employment opportunities.

b. Compliance with UK Immigration Law

Employers must adhere to strict immigration laws and guidelines, including conducting proper Right to Work checks to ensure the employee is eligible to work in the UK, maintaining accurate records of sponsored workers and reporting any significant changes (e.g., changes in job roles, salaries, or employment status) to UKVI.

c. Financial Stability

Employers must prove that they are financially capable of fulfilling their sponsorship obligations, including paying the worker’s salary and covering any other associated costs. This is assessed as part of the sponsor licence application.

d. No History of Immigration Breaches

Employers with a history of non-compliance or breaches of immigration rules may be disqualified from obtaining or retaining a sponsor licence. A clean compliance record is crucial for maintaining the ability to issue CoS.

2. Eligibility Criteria for Employees

When an employer assigns a CoS to a worker, they are effectively confirming to the Home Office that the individual meets the relevant visa requirements. If the Home Office establishes that the information on the CoS is false, misleading or does not reflect the actual nature of the sponsored role, the visa application will be refused.

As such, employees can only be given a Certificate of Sponsorship if they meet the specific criteria:

a. Job Role Eligibility

The job being offered must meet the UK government’s criteria for a role that requires a CoS. Typically, this means the role must be at a certain skill level and meet the minimum salary threshold. The exact requirements vary depending on the visa category.

b. Non-UK Nationality

A CoS is generally required for individuals who are not UK nationals or do not have the right to work in the UK through other means, such as indefinite leave to remain, EU Settled Status, or as a family member of a UK national.

c. Ability to Meet Visa Requirements

Employees must meet all other requirements for the visa category they are applying under, such as language proficiency, financial requirements, and health checks. The CoS is just one part of the broader visa application process.

d. No Disqualifying Factors

Employees must not have any disqualifying factors that would prevent them from being granted a visa, such as a criminal record or previous immigration violations.

Section D: How to Apply for a Certificate of Sponsorship

When applying for Certificates of Sponsorship, employers must comply with several procedural rules and regulations to ensure they meet their legal obligations under UK immigration law.

1. Step-by-Step Guide for Employers

There are a number of steps to follow for an employer to obtain a CoS.

Table: Step-by-Step Process for Obtaining a CoS<

Step 1: Obtain a Sponsor Licence

To obtain a Certificate of Sponsorship in the UK, an employer must first secure a sponsor licence from the Home Office. This requires submitting an application, along with the relevant documentation, to demonstrate that the employer is a legitimate organisation and meets the necessary requirements.

Your organisation must have the right type of sponsor licence in place to hire a sponsored worker and assign the relevant Certificate of Sponsorship.

There are two types of sponsorship licence which largely depend on whether the workers you need to fill your vacancy are:

a. Worker licence – this covers skilled or long-term employment, including Skilled Worker, Senior or Specialist Worker (Global Business Mobility), Minister of Religion and International Sportsperson routes.

b. Temporary Worker licence – this covers specific types of temporary employment, including Scale-up Worker, Creative Worker, Charity Worker, Religious Worker, Government Authorised Exchange, International Agreement, Graduate Trainee (GBM), Service Supplier (GBM), UK Expansion Worker (GBM), Secondment Worker (GBM) and Seasonal Worker routes.

You can apply for one or both licences.

To obtain a sponsorship licence, you must show you are a genuine organisation operating lawfully within the UK. You will also need to prove you can carry out visa sponsorship duties and have appropriate HR and recruitment practices and systems in place.

The licence application process can take several weeks, and once approved, the employer will be added to the official register of licensed sponsors.

Step 2: Use Sponsor Management System (SMS)

Once you have obtained a sponsorship licence, you will have permission to lawfully employ overseas skilled workers via your online Sponsor Management System (SMS).

The SMS is used to manage the sponsor licence. Through the SMS, employers can apply for a CoS allocation, which determines how many Certificates they can issue to workers. Depending on the type of worker and visa, employers may need a Defined or Undefined CoS. The employer submits a request for the required number of CoS allocations.

You can read our extensive guide to the Sponsor Management System here >>

Step 3: Determine the Type of CoS Required

Employers must determine whether they need a Defined CoS or an Undefined CoS based on the employee’s situation.

Defined CoS are for workers applying from outside the UK under the Skilled Worker visa category, while undefined CoS are for workers already in the UK who are switching visas or extending their stay.

Step 4: Determine the Number of CoS Required

When submitting a sponsor licence application, you will be required to estimate the number of Undefined Certificates of Sponsorship you will require in the first year.

You must provide evidence that you require the requested number of certificates, as well as the necessary information and documentation for the role(s) and migrant(s).

For undefined certificates of sponsorship, there is no restriction on the number of available.

You can renew your annual allocation or submit a request for additional Undefined Certificates of Sponsorship at any time during the year in response to changes in circumstances. For example, you may require an additional Certificate of Sponsorship if an existing sponsored worker will be switching to a different visa category or if a sponsored worker needs to extend their permission to remain in the UK.

You do not need to include in the calculation any potential migrants you wish to sponsor who are applying from abroad, as they require a Defined Certificate of Sponsorship, and a different procedure applies.

Step 5: Request and Assign a Certificate of Sponsorship

Employers need to request a Defined CoS (DCoS) through the UKVI online portal. The application includes details about the job role and salary. The UKVI will review the request to ensure it meets immigration requirements.

On a practical note, once a DCoS application is submitted, it should not be withdrawn and resubmitted solely because a decision has not been made within the 24-hour service standard. If the request is not processed within this time, it indicates that the application is complex, and sponsors should await a decision or a request for further information. Withdrawing and resubmitting an application resets the process, requiring any previous work on the request to be restarted. This is a major factor contributing to delays in processing complex DCoS applications.

Employers can assign an Undefined CoS directly to the employee using the UKVI’s Sponsor Management System (SMS).

Once approved or assigned, the CoS will generate a unique reference number that the employee will use to apply for their visa.

Step 6: Complete the Sponsorship Process

After the CoS has been assigned, the employer must provide the employee with the CoS reference number. This number is crucial for the employee’s visa application.

Employers must keep detailed records of the CoS and monitor the employee’s ongoing eligibility to work in the UK.

Step 7: Monitor and Report Changes

Employers are required to report any significant changes to the employee’s job role, salary, or employment status to the UKVI. This is done through the Sponsor Management System (SMS).

Failure to comply with reporting requirements can result in penalties or the revocation of the sponsor licence.

2. How to Apply for Defined Certificates of Sponsorship

You must be an A-rated licence holder to apply for a defined Certificate of Sponsorship.

The Home Office SMS Guide 12 details the steps necessary to assign a defined CoS as follows:

Step 1: Level 1 or level 2 user signs into the SMS.

Step 2: Select ‘Defined CoS’ from the Workers screen.

Step 3: Choose ‘Apply for a Defined CoS’.

Step 4: Select the CoS category and enter the number of CoS required.

Step 5: Enter all employment details on the page titled ‘Application for defined CoS – employment details’ that appears.

Step 6: On the confirmation screen, verify that the information is accurate.

Step 7: Tick the box to confirm you have read, understood, and consented to all of the indicated terms.

Step 8: Select ‘Submit’.

Approval for a defined CoS generally takes around one working day, although it can be longer if the Home Office requires further clarification of the information provided.

Your request will appear on the ‘Application for defined CoS – submitted’ screen.

3. Annual CoS Year

For undefined CoS, the allocation is tied to a 12-month cycle starting from when your licence was first granted (or from the anniversary of your last allocation). Sponsors can request a new allocation each year. As such, when making the licence application, you will need to estimate and request the number of undefined CoS you expect to use for the coming 12 months. This number will need to be justified, and you may need to provide additional information to support your request.

If approved, the Home Office will allocate the CoS to your SMS, and these should be used within the 12-month period. It is possible to request additional CoS if you use all of the allocation.

4. Using the Sponsorship Management System

All organisations granted a sponsor licence by UK Visas and Immigration (UKVI) use the Sponsor Management System (SMS) to administer and manage their sponsor licence so as to comply with their sponsor licence compliance duties.

It is a secure online portal operated by the Home Office that is accessible by nominated individuals within the organisation.
Sponsor licence holders must adhere to a stringent set of duties and responsibilities, including reporting, recordkeeping, and monitoring, with the primary objective of preventing illegal working.

The SMS allows sponsors to request and assign Certificates of Sponsorship (CoS) to sponsored workers and report changes to the Home Office.

As a holder of a sponsor licence, you must use the SMS appropriately for its intended purpose or your sponsor licence may be downgraded, suspended, or revoked. Consequently, you may lose the ability to sponsor foreign employees. In addition, you risk receiving a civil penalty fine per breach if you are discovered to have employed an illegal worker or even criminal prosecution.

Only a select few (users) are permitted to access and utilise the SMS. These are designated as:

a. Authorising Officers (AO) – This is the most senior member of your organisation who is responsible for hiring foreign employees and fulfilling sponsor obligations. The AO is also responsible for determining who should have access to the SMS, their degree of permission, and all SMS users’ actions.

b. Key contact – This is the primary point of contact between the sponsoring organisation and the Home Office.

c. Level 1 users – These are accountable for day-to-day sponsorship tasks.

d. Level 2 users – They are also responsible for day-to-day sponsorship activities, but they have fewer permissions and rights than Level 1 users.

On a practical point, only level 1 and level 2 users have access to the SMS by default. However, they can grant level 1 or level 2 access to the Authorising Officer or to the Key Contact as necessary.

Access to Level 1 can also be granted to external third parties, such as immigration lawyers supporting sponsor licence compliance.

Section E: How to Assign a CoS

Before a sponsored visa applicant can make their application, they must have been assigned a CoS by their sponsor.

1. Step-by-Step Guide to Assigning a CoS

The sponsor’s nominated Level 1 or Level 2 user should submit the relevant information about the role to the SMS, and a unique reference number (the CoS) will be issued.

The Home Office SMS Guide 8 details the steps necessary to assign a defined CoS as follows:

Step 1: Select ‘Create and Assign’ from the Workers screen.

Step 2: Select the visa category for the CoS on the ‘Create and assign CoS’ interface.

Step 3: Enter employment details on the page titled ‘Application for defined CoS – employment details’ that appears. Then, ‘Save’.

Step 4: On the ‘Confirmation of saved CoS’ screen, verify that the information is accurate. Choose ‘Amend’ to make changes.

Step 5: Select ‘Assign’.

Step 6: You will see the ‘Confirm CoS details before assigning’ screen, where you can verify that all the information is correct.

Step 7: Tick the box to confirm that you have read, understood, and consented to all of the indicated terms. Select ‘Assign CoS’.

Step 8: You will be redirected to the Online payment screen to pay the CoS fee and, if applicable, the immigration skills charge.

Step 9: After completing payment, you will be redirected to the SMS and the ‘Single CoS assigned’ screen, where you will see that the CoS has been assigned and allocated a unique CoS number.

Step 10: Your request number will also be displayed on the ‘Application for defined CoS – submitted’ screen.

Applications for a defined certificate are generally approved within one working day but can take longer if UKVI needs to check further information contained within the application.

Defined certificates will appear in the SMS account once they have been approved, which you can then assign to your worker.

The worker then uses the Certificate of Sponsorship to apply for their visa within three months.

2. Certificates of Sponsorship for UK Expansion Workers

Employers with a sponsor licence that has a provisional rating are only allowed initially to assign one certificate of sponsorship to their appointed Authorising Officer in order for them to enter the UK. Once they have their visa, the company’s licence can be upgraded to an A-rating, and up to 4 additional certificates of sponsorship can be requested using the SMS.

3. Timeframe and Processing Details

The timeframe for obtaining and assigning a Certificate of Sponsorship varies depending on several factors:

a. Sponsor Licence Application

The process of obtaining a sponsor licence can take between 8 to 12 weeks, although it may be faster if the employer opts for the priority service, which offers a decision within ten working days for an additional fee.

b. Defined CoS Request

Once a sponsor licence is in place, DCoS requests are usually processed within 1 working day, but may take longer if UKVI requires additional information. UKVI will review the job role and salary to ensure they meet the requirements.

c. Undefined CoS Assignment

Assigning an Undefined CoS is generally quicker since it does not require approval from the UKVI each time. Employers can typically assign an Undefined CoS immediately through the Sponsor Management System.

d. Visa Application Process

After receiving the CoS, the employee can apply for a visa. Visa processing times vary, but they usually take around 3 to 8 weeks, depending on the type of visa and the country from which the employee is applying.

4. Cancelling a Certificate of Sponsorship

An assigned Certificate of Sponsorship may be cancelled using the SMS. Under the ‘Manage live CoS’ option under ‘Sponsorship duties’, the sponsor should input the relevant CoS details and then select ‘withdraw CoS’. This will have the effect of cancelling the CoS, where it is no longer required for the individual.

Section F: Certificate of Sponsorship Costs

A number of costs and fees will apply when sponsoring a visa worker and assigning them a CoS.

1. Certificate of Sponsorship Fee

Sponsors have to pay a fee to assign a Certificate of Sponsorship to a worker. The fee amount will depend on factors such as the type of visa being applied for and how long the CoS is assigned for.

It costs £525 to assign a Worker CoS and £55 to assign a Temporary Worker CoS.

Table: Certificate of Sponsorship Cost

This fee applies to each Certificate of Sponsorship issued, regardless of whether it is a Defined or Undefined CoS. Employers must pay this fee when they assign the CoS to a prospective employee.

2. Sponsor Licence Application Fee

This fee is paid when an employer applies for a sponsor licence, which is necessary before they can issue any Certificates of Sponsorship. The fee varies depending on the size of the organisation and the type of sponsor licence being applied for. For example, most organisations will need a Worker sponsor licence (required to sponsor Skilled Worker visa holders), for which smaller businesses and charities pay £574 while medium and larger employers pay a licence application fee of £1,579. The table below sets out the full range of application costs.

Table: Sponsorship Visa Costs

If you are unsure as to which type of licence you require and how much the relevant fees will be, take professional advice. Issues with the application fee – such as paying the small employer fee instead of the large employer fee – can result in your application being rejected, and you will need the appropriate type of licence depending on the visa category you will be sponsoring under.

3. Immigration Skills Charge

The Immigration Skills Charge is a significant cost associated with sponsoring non-UK workers. It is intended to encourage employers to invest in training and hiring from the UK labour market. In most cases, the charge applies to each sponsored employee and must be paid at the time the CoS is issued.

Small or charitable sponsors pay £364 for the first 12 months, plus £182 for each additional 6 months, while medium or large sponsors pay £1,000 for the first 12 months, plus £500 for each additional 6 months.

Under government proposals announced in May 2025, the Immigration Skills Charge is set to increase, although the timings have yet to be confirmed.

4. Priority Processing Fee (Optional)

Once a licence is in place, sponsors who need a faster decision on a request for a Defined Certificate of Sponsorship or for additional Undefined CoS allocations can use the CoS Priority Request Service. This costs an additional £500 per request. Availability is capped daily and requests are allocated on a first-come, first-served basis.

5. Sponsor Management System Costs

Employers may incur additional costs for using the Sponsor Management System (SMS) to manage their sponsorship duties, such as updating records or reporting changes. These costs are generally included in the sponsor licence fee, but there could be additional charges for certain services.

Section G: Common CoS Mistakes to Avoid

For employers – particularly those new to the sponsorship system – the Certificate of Sponsorship rules and processes can be challenging and fraught with compliance risks. Even minor errors can lead to delays, added costs, enforcement action or visa refusals.

The following are common errors with tips from our experts on how to avoid these issues:

1. Incorrect or Incomplete Information on the CoS

One frequent error is submitting incorrect or incomplete information on the Certificate of Sponsorship. Employers sometimes make mistakes when entering details such as job titles, salaries, start dates, or employee personal details. These inaccuracies can cause discrepancies between the CoS and the visa application, which may result in delays, requests for further information, or visa rejection.

Double-check all details entered into the CoS to ensure they are accurate and complete. Make sure the information provided on the CoS matches what the employee includes in their visa application. Reviewing these details early can prevent unnecessary issues later.

2. Selecting Incorrect SOC Code

One common mistake when issuing a Certificate of Sponsorship (CoS) is using the incorrect Standard Occupational Classification (SOC) code. The SOC code classifies the job role according to skill level and defines eligibility for specific visa categories. Employers may mistakenly select a SOC code that does not accurately reflect the responsibilities or skill level of the role. This can lead to visa rejection, as the role may appear to not meet the required criteria for sponsorship, such as salary or skill threshold.

To avoid this issue, employers should carefully review the job description, ensuring the SOC code matches the actual duties and responsibilities of the role, rather than relying only on the job title. If unsure, speak to our immigration specialists to help prevent issues.

3. Failure to Meet Salary Thresholds

Another common mistake is failing to meet the required salary threshold for the role being sponsored. Some employers may underestimate how important it is for the salary to meet the minimum required for the visa category. Offering a salary below the threshold invalidates the CoS, leading to visa refusal and potential delays while addressing the issue.

Before applying for a CoS, verify that the salary meets or exceeds the visa category’s minimum threshold. Different visa types have varying salary requirements, so it is important to double check eligibility and where unsure, take professional advice.

4. Applying for the Wrong Type of CoS

Many employers mistakenly apply for the wrong type of CoS, such as applying for an Undefined CoS when a Defined CoS is needed, or vice versa.

A Defined CoS is used to sponsor Skilled Worker applicants applying from outside the UK and must be requested individually via the Sponsor Management System (SMS) each time it’s needed. An Undefined CoS is used for workers applying within the UK, such as visa extensions or in-country switches, and is allocated annually in line with the sponsor’s CoS year. The key differences lie in the applicant’s location, how the CoS is obtained and the sponsor’s ability to assign it directly.

You therefore need to identify the correct CoS type before applying, as errors can delay the visa process as the application may need to be corrected or resubmitted.

5. Delays in Assigning the CoS

Some employers delay assigning the CoS to their employee after it has been approved, unaware that the CoS is time-sensitive. Failing to assign and use the CoS within a specific period may result in its expiration, leading to the need for a new application and additional fees.

Assign the CoS to the employee as soon as it has been approved. Be mindful of the CoS validity period, and ensure that the employee uses it to apply for their visa within the required timeframe – typically 3 months – to avoid unnecessary delays or costs.

6. Breaching Sponsor Licence Compliance Requirements

Another mistake employers often make is overlooking their ongoing responsibilities under the sponsor licence. This could include failing to report changes in an employee’s job role, salary or circumstances or not keeping accurate records. Non-compliance can lead to penalties, including the suspension or revocation of the sponsor licence, preventing the employer from sponsoring any future employees.

Regularly review your sponsor licence responsibilities to ensure compliance. Report any significant changes in a timely manner through the SMS and maintain up-to-date records for all sponsored employees.

Section H: Summary

The Certificate of Sponsorship is effectively a form of self-certification by an employer, confirming that the job they are recruiting for meets the sponsorship requirements set out in the visa conditions, such as the appropriate skill level and salary threshold.

Employers face several key risks when issuing a CoS. Incorrectly assigning a SOC code, providing inaccurate job information or failing to meet the salary or skill level requirements can result in delays or application rejections, and potentially inviting a wider compliance investigation into the sponsor.

Section I: Need Assistance?

At DavidsonMorris, we support UK employers with all aspects of their sponsor licence management and compliance duties, including guidance on Certificates of Sponsorship.

Our Certificate of Sponsorship services include:

a. Advice on issuing the right type of Certificate of Sponsorship

b. Guidance points-based visa requirements including minimum salary levels

c. Integrating the CoS requirement into existing recruitment and onboarding processes

d. Matching the role to the relevant SOC code

e. Advice if there is an error on the CoS

f. Issuing CoS for visa extensions

For help and advice about issuing a Certificate of Sponsorship, please contact us.

Section J: Certificate of Sponsorship FAQs

What is a Certificate of Sponsorship (CoS)?

A Certificate of Sponsorship (CoS) is a digital document issued by a UK employer that is required for non-UK nationals applying for certain types of work visas. It confirms that the job role and applicant meet the UK government’s requirements for work visas.

Who needs a Certificate of Sponsorship?

Any non-UK national who is applying for a work visa to take up employment in the UK generally needs a CoS, such as roles under the Skilled Worker visa.

How do I apply for a Certificate of Sponsorship?

You cannot apply for a CoS yourself as an employee. Your prospective UK employer, who must hold a valid sponsor licence, will apply for and assign the CoS to you if they wish to hire you and if the visa requirements have been met.

What information is included in a Certificate of Sponsorship?

A CoS includes important details such as the job title, salary, start date, and job location, as well as your personal details like name and passport number. It also contains a unique reference number that you will need for your visa application.

What is the difference between a Defined and Undefined Certificate of Sponsorship?

A Defined CoS is for Skilled Worker visa applicants applying from outside the UK. An Undefined CoS is for those applying from within the UK, such as people switching from one visa category to another or extending their stay.

How long is a Certificate of Sponsorship valid for?

A CoS is typically valid for three months from the date it is issued. During this time, the employee must use it to apply for their visa, or the CoS will expire.

Can a Certificate of Sponsorship be reused?

No, each CoS is unique and can only be used once. If your visa application is refused or if you need to reapply for any reason, your employer will need to issue a new CoS.

Do I need a Certificate of Sponsorship?

Sponsored workers from overseas in most cases need to be assigned a Certificate of Sponsorship from their sponsor and cannot work without one. Each certificate has a unique number allocated to it, which the worker can use to apply for a visa. The certificate is valid for three months. There are some immigration routes that do not require sponsorship, but other eligibility criteria will apply.

How much does a Certificate of Sponsorship cost?

The fee for issuing a CoS is £525 for a Worker CoS or £55 for each Temporary Worker CoS. Additional fees, such as the Immigration Skills Charge and sponsor licence fees, may also apply, depending on the employer’s circumstances.

What happens if there is a mistake on the Certificate of Sponsorship?

If there is an error on the CoS, the employer must correct it before the visa application is submitted. Incorrect information can lead to visa refusal or delays in processing.

What is the Immigration Skills Charge?

The Immigration Skills Charge is an additional fee that employers must pay when sponsoring a non-UK worker. It is intended to fund skills training for UK workers. The amount varies depending on the size of the business and the duration of the employment.

Can I change jobs after receiving a Certificate of Sponsorship?

If you wish to change jobs or employers, you may need a new Certificate of Sponsorship and visa application. Your new employer must be a licensed sponsor and issue a new CoS for your new role.

Do I need a Certificate of Sponsorship for an internship or short-term role?

If you are coming to the UK for an internship or short-term work under a visa category like a Temporary Worker visa, you will need a CoS issued by your sponsoring employer.

Can an employer sponsor a family member?

Employers can sponsor a family member if the family member is qualified for the job and meets the visa requirements. However, the employer must follow the same process as they would for any other employee, including obtaining a sponsor licence and issuing a CoS.

What should I do if my Certificate of Sponsorship is refused?

If your CoS is refused, you should first understand the reason for the refusal. Depending on the situation, your employer may need to correct any errors and issue a new CoS, or you may need to address issues related to your visa application.

Is the Certificate of Sponsorship the same as a work permit?

A CoS is not a work permit. It is a reference number and a confirmation of the job offer that allows you to apply for a work visa. The work visa, once granted, gives you the legal right to work in the UK.

Section K: Glossary

Section L: Additional Resources