Can My Sponsor Cancel My UK Visa?

Section A: Can a Sponsor Cancel Your UK Visa?

The term “visa cancellation” is often used informally when an employer ends the sponsorship of a migrant worker. In practice, UK sponsors cannot cancel a visa. Their authority is limited to reporting changes about a sponsored worker to the Home Office through the Sponsor Management System (SMS). It is the Home Office, not the employer, that decides whether to curtail a visa and on what terms. Understanding this distinction is important for both workers and sponsors, as it shapes the rights and obligations of each party under UK immigration law.

When a sponsor withdraws sponsorship, the Home Office will usually begin a curtailment process. For most work visas, this results in a 60-day period (or until visa expiry if sooner) for the worker to either find a new sponsor, switch to another eligible visa category, or leave the UK. Applicants need to be aware that the 60 days is not guaranteed — if the visa is due to expire sooner, there is no extension to this period. The curtailment notice will be sent by email or post to the contact address UKVI holds on record, so it is important to keep these details up to date.

1. Sponsor’s Role

A licensed sponsor is an employer or organisation approved by UK Visas and Immigration (UKVI) to hire workers from outside the UK under specific visa routes within the points-based immigration system. The employer holds a sponsor licence, which carries detailed compliance duties. These include verifying that sponsored workers meet the visa criteria, assigning Certificates of Sponsorship (CoS), and notifying UKVI about certain changes in circumstances. The licence acts as formal authorisation to participate in the immigration system.

The difference between cancelling a visa and withdrawing sponsorship is significant. Cancelling a visa is a legal decision made by the Home Office and results in the curtailment or revocation of immigration permission. Withdrawing sponsorship is an action taken by the employer, usually after a worker’s employment ends or another compliance trigger arises, such as a material breach of visa conditions or a role no longer meeting the salary or skill threshold. Once sponsorship is withdrawn, the Home Office will decide whether to curtail the worker’s leave to remain. In practice, curtailment is common after sponsorship withdrawal, and workers should treat a withdrawal notice as an early warning that their immigration position will soon change.

2. What Sponsors Can and Cannot Do

Sponsors can take several actions that influence a worker’s immigration status.

• Withdraw sponsorship by reporting that the worker is no longer employed, that the role no longer meets visa requirements, or that there has been a breach of visa conditions.
• Report other material changes, such as changes to work location or salary reductions, where these could affect visa compliance.

In addition, sponsors must report any unauthorised absences that exceed the permitted limit under the relevant visa route, significant role changes without prior CoS updates, and compliance breaches they identify. These reports can trigger Home Office investigations into both the sponsor and the worker.

However, sponsors cannot directly cancel or shorten a visa. They cannot decide unilaterally that a worker must leave the UK or impose a departure deadline. The power to vary or end a person’s leave rests solely with the Home Office. This separation ensures that immigration decisions remain under government control, although sponsor reports often trigger Home Office action. From the applicant’s perspective, once a sponsor confirms that they have made a report to UKVI, it is wise to act quickly to review options before curtailment takes effect.

3. Relevant Visa Routes

The rules on sponsorship and visa curtailment apply to several work routes. The Skilled Worker visa is the most common, covering a wide range of occupations across multiple sectors. Global Business Mobility routes, such as Senior or Specialist Worker, also rely on employer sponsorship and fall under the same reporting framework. Other sponsored work categories, including the Minister of Religion visa and certain Temporary Worker visas, operate with similar sponsorship obligations.

For all these routes, the practical reality for applicants is that loss of sponsorship generally leads to loss of immigration permission unless they take prompt steps to secure a new visa. This could mean finding a new licensed employer able to issue a fresh CoS, switching to a family or graduate route if eligible, or making arrangements to depart the UK before the visa expires to avoid overstaying. Taking early legal advice once sponsorship is at risk can help preserve immigration options and prevent compliance breaches that could harm future visa applications.

Section B: Reasons a Sponsor Might End Sponsorship

Sponsorship under the UK immigration system is tied to ongoing employment in an eligible role with a licensed sponsor. If that relationship ends or circumstances change, the sponsor may be required to notify the Home Office and withdraw sponsorship. Understanding the reasons a sponsor might take this step helps both employers and visa holders anticipate the implications and prepare for possible next steps.

When sponsorship ends, UKVI will generally begin the curtailment process, giving most affected workers 60 days (or until visa expiry, if sooner) to take action. The time limit can be shorter if the visa has less than 60 days left, meaning there may be little scope to secure alternative employment. This makes it critical for visa holders to understand the main triggers for sponsorship withdrawal and to have contingency plans in mind.

1. Employment Termination

When employment ends, sponsorship almost always follows. This can happen for several reasons:

• Dismissal – Termination for misconduct, performance issues, or breach of company policies can prompt immediate withdrawal of sponsorship. The sponsor must report the end of employment through the Sponsor Management System without delay. For workers, dismissal also means the loss of their Certificate of Sponsorship, which is required to remain in the UK under the visa route.
• Redundancy – Organisational restructuring, loss of contracts, or reduced business demand may lead to redundancies. Sponsors are still obliged to report the worker’s last day of employment, even where the decision is not related to the worker’s performance. Redundancy does not create any grace period beyond what UKVI allows, so workers should start job searching immediately if they want to remain in the UK.
• Resignation – If a sponsored worker chooses to leave, the sponsor must notify the Home Office of their departure date. This applies whether or not the worker has secured another sponsored role. Applicants should avoid resigning without first considering whether they have another visa option lined up, as curtailment will still follow.

In all termination scenarios, the sponsor’s duty to report is mandatory. Once the report is made, UKVI will typically issue a curtailment notice to the visa holder, and the countdown to departure or securing a new visa begins.

2. Compliance and Immigration Rule Breaches

Sponsors are required to ensure that workers meet visa conditions and to act if breaches occur. In some cases, sponsors have no discretion and must withdraw sponsorship to protect their licence.

• False information on application – If it emerges that a worker provided inaccurate or misleading information in their visa or employment application, the sponsor may withdraw sponsorship and report the matter to UKVI. This can have serious immigration consequences, including refusal of future UK visa applications on credibility grounds.
• Failure to meet visa conditions – Examples include working in a different role without prior Home Office approval, exceeding permitted working hours for part-time visas, or not maintaining the required professional registration. Sponsors must report such breaches and may have no choice but to end sponsorship. These reports can trigger compliance investigations, which may affect both the worker’s immigration record and the employer’s licence.

Workers should be aware that even unintentional breaches can be reported and may still lead to curtailment. For example, an unauthorised change in work location or salary below the threshold could put the visa at risk if not handled properly through a CoS update.

3. Business or Organisational Changes

Significant changes to the sponsoring organisation can also trigger withdrawal of sponsorship.

• Closure – If the business ceases trading, sponsorship cannot continue and all sponsored workers must be reported to the Home Office. This applies even if the closure is temporary and the employer intends to restart operations later.
• Insolvency – Entering administration or liquidation may require sponsors to end sponsorship, depending on the continuity of operations and licence status. In some cases, a transfer to a new licence holder may be possible if the business is acquired, but this is subject to strict conditions.
• Loss of sponsor licence – If the Home Office suspends or revokes a licence, the organisation immediately loses the right to sponsor workers. This automatically ends all existing sponsorships, and UKVI will move quickly to curtail the visas of affected employees.

Where organisational changes are possible, workers should ask early about any transfer of sponsorship arrangements so they can plan ahead.

4. Voluntary Surrender of Licence

A sponsor can choose to surrender its licence if it no longer wishes to employ sponsored workers or no longer needs to recruit from outside the UK. This may be part of a strategic business decision, a cost-saving measure, or a move to avoid compliance risks. Once surrendered, the licence cannot be used to issue or maintain sponsorship, and the Home Office will usually curtail the visas of affected workers.

For visa holders, voluntary surrender is particularly challenging because it often comes without much warning. There is no obligation on the employer to keep the licence active for the worker’s benefit once the business decision is made. This makes it important for sponsored workers to keep their skills, CV, and job search activity up to date throughout their time in the UK, rather than waiting until sponsorship ends.

Section C: What Happens After Sponsorship Ends

Once a sponsor withdraws sponsorship, the Home Office takes over responsibility for deciding what happens to the worker’s immigration status. The process is called visa curtailment. It is a formal step in which the Home Office shortens the visa’s validity period, giving the worker a limited window to take action. Understanding the stages of curtailment, the timeframes involved, and the conditions that apply during this period is essential for making informed decisions about next steps.

For most workers, sponsorship withdrawal will almost always result in curtailment unless a new visa application has already been submitted. The process is administrative but has serious consequences — if you do not act before your curtailed leave expires, you will become an overstayer, which can damage your immigration record and affect future applications.

1. Home Office Curtailment Process

When a sponsor withdraws sponsorship, they must report this to the Home Office through the SMS. The report will include the date employment ended and the reason for ending sponsorship. This triggers a review by UKVI.

If the Home Office decides that the worker’s leave should be curtailed, it will issue a formal curtailment letter. This is usually sent to the address on record with UKVI and will state the new visa expiry date. The letter also outlines the worker’s rights, the steps they can take to stay in the UK, and the consequences of overstaying. The notice is often sent by email as well, but applicants should not rely solely on this — keeping contact details up to date with UKVI is critical to avoid missing the curtailment deadline.

In some cases, the Home Office may decide not to issue a curtailment letter. This can happen if the visa is due to expire very soon or if the worker has already applied for a different visa before sponsorship ended. However, even without a letter, the loss of sponsorship may still impact the outcome of any pending application.

2. Curtailment Timeframes

The standard timeframe given in a curtailment notice is 60 calendar days from the date of the letter. This period is sometimes called the “grace period” and is intended to allow the worker to find a new sponsor, switch to another visa route, or make arrangements to leave the UK.

Exceptions to the 60-day period can occur:

• If the remaining visa validity is shorter than 60 days, the curtailment period will match the time left on the visa, which can drastically reduce the time available to act.
• In serious compliance breach cases, such as deception in the application or serious criminality, the Home Office may issue a shorter curtailment period or cancel leave with immediate effect.

For applicants, this means it is risky to assume that there will always be two full months to find a solution. You may have far less time in practice, so seeking legal advice quickly is often the best way to preserve options.

3. Conditions During Curtailment Period

During the curtailment period, the worker’s immigration conditions remain largely unchanged, but they are closely tied to the terms of their visa.

• Right to work – The worker can continue to work for their current sponsor until the last day of employment. After that date, they can only work if they have applied for a new visa that permits employment. If they work without lawful permission, this would breach visa conditions and could lead to enforcement action.
• Restrictions on employment changes – A worker cannot simply take a new job with a different employer unless that employer has a sponsor licence and the worker has obtained a new Certificate of Sponsorship and visa approval before starting the role.

The curtailment period is the only window to secure alternative immigration status without becoming an overstayer. Once the curtailed leave expires, the worker must leave the UK unless they have applied for and been granted new leave to remain. Overstaying even by a few days can lead to re-entry bans in certain circumstances, so timing and prompt action are critical.

Section D: Consequences for Your Immigration Status

The end of sponsorship has direct implications for a worker’s immigration status in the UK. What happens next depends on how quickly alternative arrangements can be made. Some workers secure a new sponsor and switch visas without leaving the country. Others must prepare to leave the UK before their curtailed visa expires. There are also long-term consequences for settlement applications, particularly where continuous residence is broken.

The period immediately after sponsorship ends is critical. Every action taken — or not taken — during this time will have a lasting effect on lawful status, eligibility for future visas, and the ability to return to the UK without penalty. Applicants should treat the curtailment period as a fixed and urgent deadline, not a flexible grace period.

1. If You Find a New Sponsor

If a new licensed employer offers sponsorship during the curtailment period, the worker can apply to switch to a new visa without leaving the UK. The application must be made before the curtailed visa expires. A new Certificate of Sponsorship is required, and the role must meet the relevant visa criteria, such as salary thresholds and eligible occupations.

Switching visas in this way allows continuity of lawful stay. The worker can start with the new employer once the visa is granted, provided the conditions of the new visa allow it. Timing is important; delays in securing the new Certificate of Sponsorship can reduce the time available to apply. In many cases, applicants underestimate how long it can take to finalise a compliant job offer and CoS issue — leaving only a small window to file the visa application. Engaging with potential sponsors as soon as possible, even before the curtailment notice arrives, can make the difference between staying and having to leave.

2. If You Cannot Find New Sponsorship

If a new sponsor is not secured within the curtailment period, the worker must leave the UK before the shortened visa expires. Remaining in the UK beyond this date without valid leave is classed as overstaying, which can have serious consequences for future visa applications.

• Overstaying for more than 30 days can trigger mandatory re-entry bans for certain visa categories.
• Even short periods of overstaying can be taken into account as a negative factor in future applications, particularly where there is no strong explanation.

Leaving before the visa expiry preserves compliance with immigration rules and avoids creating a record of overstaying. This is important if the worker intends to apply for a UK visa again in the future. In some cases, returning to the UK under a different visa route may be possible relatively quickly if there are no breaches recorded.

3. Impact on ILR and Future Applications

Settlement in the UK, known as Indefinite Leave to Remain (ILR), often requires a continuous period of lawful residence. A break in residence caused by leaving the UK without a new visa, or by overstaying, can reset the qualifying period. For most work routes, the required continuous residence period is five years, so a reset can be a significant setback.

Even if the worker later returns on a new visa, the clock towards ILR will usually start again from the date of that new grant of leave. Curtailment itself does not automatically prevent future applications, but how the worker responds to it will affect both eligibility for settlement and how the Home Office views their immigration history. A well-managed transition, with no overstaying and clear compliance, can preserve credibility and avoid long-term damage to future prospects.

Section E: Options If Your Sponsorship Ends

When sponsorship ends, acting quickly is essential to protect your ability to remain in the UK lawfully. The options available will depend on your circumstances, including your skills, immigration history and personal ties. Some workers secure a new sponsor, others switch into a different visa category, and some choose to leave and reapply from overseas. Understanding the main alternatives allows you to plan effectively and avoid overstaying.

The key is to assess your eligibility for alternative routes as soon as possible after being informed of sponsorship withdrawal — ideally before the Home Office issues the curtailment notice. This maximises your time to prepare an application and gather the necessary evidence, which can be extensive depending on the route.

1. Switching to Another Visa Route

If a new employer sponsor is not an immediate option, you may be able to switch into another visa category without leaving the UK.

• Family visas – Available to partners, spouses and dependent family members of British citizens or settled persons. Eligibility depends on meeting relationship and financial requirements, and evidence can include marriage or birth certificates, joint financial documents and proof of cohabitation.
• Graduate visa – For those who have completed an eligible UK degree in the last two years. It allows work without sponsorship for a limited period, usually two years (three for PhD graduates). This route cannot be extended, so it is best used to gain time to secure a longer-term visa.
• Start-up or Innovator Founder visas – For individuals looking to establish an innovative, viable and scalable business in the UK with endorsement from an approved body. These routes have strict eligibility criteria and require a credible business plan that meets UKVI’s innovation test.

Each route has its own criteria, application process and timeframe. Early assessment is important to ensure you can apply before your curtailed leave expires. Missing the application deadline will almost always result in loss of lawful status.

2. Applying for a New Sponsored Role

If you wish to remain on a sponsored work route, you will need to find a licensed employer willing to issue a Certificate of Sponsorship. Job search strategies should focus on roles and sectors that commonly sponsor overseas workers, such as healthcare, technology and engineering.

Using the official Register of Licensed Sponsors on GOV.UK can help you identify employers with current sponsorship approval. Filtering by industry can narrow your search to realistic options. Applying early in the curtailment period maximises your chances of securing a role and submitting your visa application on time. In some cases, employers may also need to meet specific salary thresholds or skill-level requirements for the role to be eligible, so it is important to check before accepting an offer.

3. Immigration Advice

Professional advice can be valuable when sponsorship ends, particularly if you are unsure about your eligibility for other visa routes or are facing a tight deadline. Immigration solicitors or OISC-regulated advisers can assess your options, help prepare applications and ensure compliance with Home Office rules.

Consulting an adviser early can also reduce the risk of errors that could lead to refusal, delays or loss of lawful status. A well-prepared application supported by correct documentation not only increases the likelihood of approval but can also avoid the need to leave the UK and reapply from abroad. For workers with family members in the UK, advisers can also explore dependent applications and routes to settlement that might not be immediately obvious.

Section F: Employer Compliance and Risk

Sponsorship carries ongoing compliance duties for employers, and these obligations do not end when a worker leaves. Failure to meet these duties can lead to serious consequences, including loss of the ability to sponsor workers in the future. Understanding what must be reported, and the risks of failing to do so, is vital for protecting the integrity of a sponsor licence and avoiding enforcement action from the Home Office.

For employers, compliance is not simply a tick-box exercise. UKVI monitors reporting activity, record-keeping, and HR systems on an ongoing basis. Even a single missed report can trigger closer scrutiny, particularly if it relates to the departure or conduct of a sponsored worker. For workers, this means that once sponsorship ends, the employer’s reporting obligations will directly influence the Home Office’s next steps on their visa status.

1. Sponsor Licence Duties

A licensed sponsor must keep UKVI informed of certain events relating to their sponsored workers.

• Reporting worker departures – Sponsors must notify UKVI through the SMS if a sponsored worker’s employment ends earlier than stated on their Certificate of Sponsorship. This includes resignation, dismissal, redundancy or the worker leaving without notice. The report should include the actual last working day and, where applicable, the reason for leaving.
• Reporting breaches – Any known breach of visa conditions must be reported. Examples include a worker taking on unauthorised work, failing to attend work without explanation, or not maintaining required professional registration. Even if the breach was inadvertent, sponsors are still obliged to report it and may need to demonstrate what steps were taken to prevent recurrence.

These reports must be made within the deadlines set out in the sponsor guidance, often 10 working days from when the change occurs or the breach is identified. Missing this deadline is itself a breach of sponsor duties, regardless of the seriousness of the original issue.

2. Consequences for Sponsors of Not Reporting

Failure to meet reporting obligations can trigger compliance action by the Home Office.

• Licence downgrading – A sponsor may be moved from an A-rating to a B-rating, restricting their ability to assign new Certificates of Sponsorship until compliance issues are resolved. The sponsor will be required to follow a Home Office action plan at their own expense to regain A-rating status.
• Licence suspension – The Home Office can suspend a licence while investigating compliance concerns, halting all new sponsorship activity. Existing sponsored workers may be able to continue working during this period, but their future is uncertain until the investigation concludes.
• Licence revocation – In serious or repeated breach cases, the licence can be revoked entirely, ending all current sponsorships and preventing the organisation from sponsoring workers in the future. This will also lead to the curtailment of sponsored workers’ visas, usually within 60 days.

Compliance failures can also damage an organisation’s reputation, disrupt operations and affect existing sponsored workers. For employers, robust HR systems, thorough right-to-work checks, accurate record-keeping and regular internal audits are the best defence against enforcement action. For workers, understanding that sponsors must act swiftly to report departures and breaches can help anticipate Home Office action and plan immigration steps accordingly.

Section G: Summary

The end of sponsorship does not mean an employer can cancel a visa directly. Their role is to notify the Home Office, which then decides whether to curtail leave. Workers typically have a short period to secure a new visa or leave the UK, and delays can lead to overstaying and long-term immigration consequences. Employers must meet strict reporting duties, with serious penalties for non-compliance.

Section H: FAQs

Can my employer cancel my UK visa?

No. Only the Home Office can cancel or curtail a visa. Your employer can withdraw sponsorship, which will usually trigger the Home Office to curtail your visa.

How long can I stay in the UK after sponsorship ends?

The Home Office typically gives 60 days from the date of the curtailment letter, unless your visa is due to expire sooner or there has been a serious breach of immigration rules.

Can I switch to another visa if my sponsorship ends?

Yes, provided you meet the eligibility criteria and apply before your curtailed leave expires. Options include family visas, Graduate visas and other sponsored routes.

Will losing my job affect my family’s visas?

Yes. Dependants’ visas are linked to the main applicant’s visa. If your visa is curtailed, their visas will usually be curtailed on the same basis.

Can I appeal a visa curtailment?

Most curtailments do not carry a right of appeal, but you can challenge errors or incorrect facts by contacting the Home Office. Legal advice is recommended if you believe the decision is wrong.

Section I: Glossary

Section J: Additional Resources and Links