Section A: How long does it take to get a sponsor licence?
Under Home Office guidance, most sponsor licence applications are decided in less than 8 weeks when using the standard service. Employers should, however, allow 2–3 months in their recruitment planning to account for possible delays, such as changes in UKVI processing capacity or further checks on the application. Official guidance confirms these timescales.
Sponsor licences are processed by UKVI (UK Visas and Immigration), the Home Office division that manages the UK’s visa system. During assessment, UKVI reviews the organisation’s documents, background, and compliance history before making a decision.
For faster outcomes, UKVI operates a pre-licence priority service, which is capped daily and offered on a first-come, first-served basis. This can reduce the consideration time to 10 working days, but availability is limited and demand is high.
DavidsonMorris Strategic Insight
There are no guarantees with sponsor licence application processing times. Yes, UKVI sets targets, but even with the priority service there is no certainty of a decision within any advertised period. For employers, this can create uncertainty in the recruitment process and impacting wider operations. As a result, projects might stall or candidates accept other offers.
Processing speed largely depends on the quality of your application and supporting documents. Mistakes, gaps or inconsistencies cause delays and can even trigger a refusal.
The pressure is on to do as much as you can in the prep work to make the application up to standard and pass scrutiny.
Section B: Sponsor Licence Application Priority Service
Under the Pre-licence Priority Service, employers can pay an additional £500 for their application to be considered within 10 working days. The 10-day period starts on the working day after the priority fee is paid. To be eligible, applicants must have submitted the correct supporting documents, or must provide them within five working days of paying the fee.
This option is particularly useful where a candidate has already been identified and the employer needs to secure the licence quickly in order to assign a Certificate of Sponsorship.
The service is capped to a limited number of requests each working day, allocated on a first come, first served basis. Demand remains very high and it is common for slots to be filled quickly. Not all licence types qualify for this service, including the UK Expansion Worker, Service Supplier, Secondment Worker, Scale-up, Government Authorised Exchange, International Agreement and Seasonal Worker routes.
Employers should also be aware that the 10-day period refers to UKVI’s consideration of the application, not a guarantee of a decision. If UKVI raises queries or requests further information, the case may take longer. This means that the quality of the initial submission is as important as securing a priority slot. A poorly prepared application risks being removed from the fast-track process altogether, resulting in default processing times.
In practice, priority slots open each weekday morning and are often filled within minutes. Employers that wish to use the service need to be ready to submit their request as soon as slots become available. Timing and preparation are therefore critical, and many organisations choose to plan the submission in advance, with documents and payment details lined up before release of the daily allocation.
Another factor to consider is that if the business structure is complex, or if the organisation has a higher risk profile in UKVI’s eyes, the case may still be referred for further checks or even a pre-licence compliance visit, despite having been accepted under the priority route. Employers should not assume that the priority service removes the possibility of inspection or additional scrutiny.
Overall, while the Pre-licence Priority Service can offer welcome speed, it is not a shortcut. Employers must still demonstrate that they meet all of the licence requirements, and the application must be accurate, comprehensive and compliant to benefit fully from the expedited process.
Section C: Factors Affecting Processing Times
The complexity and size of your organisation’s structure will necessarily result in more documentation to be assessed as part of the application. This can potentially make processing longer, particularly if the information is not provided in the manner required by UKVI. Larger employers with multiple entities, branches or group structures should expect closer examination of governance arrangements and may need to provide supplementary documentation to evidence their trading presence and HR controls. Smaller employers are not exempt from scrutiny, but the scale of documentation tends to be narrower.
The quality of the application submission, and how well it follows the specified application requirements, can also help to avoid issues with processing by ensuring you are providing UKVI with all the information they need to make a decision. Missing or inconsistent information can lead to caseworkers pausing the application and issuing requests for clarification. Where further evidence is requested, UKVI will usually set a deadline of five working days to respond. If the deadline is missed, or the evidence is inadequate, the application risks refusal. This means that employers who invest the time in compiling a thorough and accurate submission are far more likely to avoid delays.
Processing will also take longer if UKVI decides to inspect your UK premises ahead of making a decision on the licence application. The visit will be used to inspect your organisation’s immigration compliance, as we detail below. UKVI has the authority to carry out a pre-licence inspection at your premises to help determine if you meet the requirements to become a licensed sponsor. These visits can be announced or unannounced, and employers should not assume they will receive advance notice. If a visit is carried out, the decision on the application will be reserved until after the inspection has taken place and the findings assessed.
A common cause of delay in sponsor licence processing is compliance inspections. Employers may find that even where all documents are in order, UKVI schedules a visit to check HR processes on the ground. After the visit, immigration officials will produce a report of their findings, which can take several weeks to finalise. This means that in cases where a site visit is triggered, the application can extend well beyond the standard 8-week timeframe.
Employers can reduce the likelihood of a pre-licence visit by ensuring their application is comprehensive and demonstrates immigration compliance in detail. However, higher-risk profiles — for example, first-time sponsors, start-ups, or organisations operating in sectors known for compliance issues — are more likely to be visited regardless of submission quality. Where notice is given, it is usually short and should be used to carry out an immediate internal review. Many employers choose to conduct a mock audit in advance of applying, so that any gaps can be addressed before UKVI becomes involved.
DavidsonMorris Strategic Insight
The published processing times are only guidance. The actual decision period depends on the strength and complexity of the submission and on the outcome of UKVI’s compliance checks. Smaller organisations with a focused application can often secure a quicker decision than larger employers with more complex governance. Compliance visits are unpredictable and can be announced or unannounced. They frequently add weeks or months to the timeline. Employers should assume a visit may happen and prepare accordingly. If a visit takes place, you avoid delay; if it does not, the preparation still pays off by keeping systems compliant.
Section D: How to Avoid Delays
You can improve your prospects of being approved for a sponsor licence by ensuring you comply with the licence requirements and that the submission evidences your eligibility. A well-prepared application reduces the likelihood of UKVI requesting additional information, triggering a compliance visit or refusing the licence. Employers who prepare systematically and check their documentation before submission are more likely to achieve a smooth outcome.
To apply for a licence, you will need to show that:
- You are a genuine organisation operating lawfully in the UK
- Your key personnel named on the application are honest, dependable and reliable, and do not have any unspent criminal convictions for immigration offences, money laundering or fraud
- You are aware of and capable of carrying out your sponsor duties, with appropriate HR and recruitment systems in place
- You are in full compliance with the prevention of illegal working regulations
- You are offering genuine employment that meets the relevant skill level and salary thresholds
- Your organisation and key personnel pose no threat to immigration control or wider UK interests
After completing the online application form and paying the relevant fees, you must scan or photograph your signed submission sheet and all supporting documents and email them to the address shown on the submission sheet. If UKVI later requests additional information, you will usually have five working days to respond. Failure to submit documents or to meet a deadline can result in refusal or in the application defaulting to standard processing timelines rather than priority.
Following the receipt of documents, UKVI may decide to carry out a compliance visit before granting a licence. Employers should therefore prepare their HR systems and records on the basis that an inspection could be triggered. A mock audit before applying can help identify weaknesses and ensure readiness for UKVI scrutiny at short notice.
Issues with the application can result in delayed processing, or worse, a refusal of your application – a scenario employers will want to avoid given the importance of the sponsor licence to recruitment and the investment already made in identifying a candidate.
In addition, employers will normally face a six-month ‘cooling off’ period after a licence rejection in the following circumstances:
- The eligibility requirements under the licence category applied for were not met, for example the organisation has no trading presence in the UK
- The compliance requirements to meet sponsor licence duties were not met
- False or fraudulent documents were submitted with the application
- The applicant has an unspent criminal conviction for a relevant offence
- The applicant is prohibited from becoming a company director
Where the cooling off period applies, a new sponsor licence application cannot be made until six months after the refusal. In cases involving civil penalties for illegal working or serious breaches, longer exclusion periods can apply, sometimes lasting between 12 months and five years. There is no cooling off period if the refusal was purely administrative, such as when an application was submitted by a representative without authority or when deadlines were missed for reasons genuinely outside the employer’s control.
If refusal is due to a caseworker error or supporting evidence not being considered, employers can submit an Error Request Form within 14 calendar days of the decision. This process is narrow in scope and only addresses clear errors, not broader disagreements with the Home Office’s judgement.
DavidsonMorris Strategic Insight
Most delays are the result of avoidable errors. The most damaging outcome is refusal, which usually brings a six-month cooling off period before reapplying. For employers reliant on overseas recruitment, that is more than an inconvenience: it can destroy carefully planned hiring. The smarter approach is to invest in preparation upfront. Conduct mock audits, train key personnel, and stress-test HR systems before submitting. That investment is far cheaper than the cost of a failed application. A refusal wastes time, money, and opportunities, while a well-prepared file preserves your ability to bring in talent when you need it.
Section E: Summary
Sponsor licence applications are rarely straightforward, and employers who treat the process as routine administration risk losing valuable time and candidates. While most applications are decided within eight weeks, the reality is that processing can take longer if the submission is incomplete, if UKVI requests further evidence or if a pre-licence compliance visit is carried out. Employers that plan on the basis of a two to three month timeframe are better positioned to manage recruitment expectations and avoid disruption to hiring plans.
The pre-licence priority service offers a faster route, but it is heavily oversubscribed and limited to a small number of daily requests. Even if accepted, the service does not remove the possibility of UKVI queries or site visits, and the application must still be accurate and compliant. For organisations that cannot risk losing a preferred candidate to delay, this route can be valuable, but it requires forward planning and immediate readiness to secure a slot.
Every employer applying for a licence should focus on preparation. That means ensuring the right key personnel are appointed, HR systems are inspection-ready, and all supporting documents are collated and checked before submission. Where applications are refused, the cooling off rules can create a significant barrier to reapplying, sometimes for months or even years. The cost of error is high, both financially and strategically.
Ultimately, the sponsor licence is the gateway to recruiting global talent, and employers that invest in getting the process right from the outset give themselves the best chance of securing approval without delay.
Section F: Need Assistance?
DavidsonMorris are UK immigration specialists, with substantial experience of sponsor licence applications and helping employers access global talent and meet their recruitment needs. Our legal experts can guide your organisation through licence application process and avoid issues which can result in unwanted delays in UKVI processing. For advice on a sponsor licence application for your organisation, contact us.
Section G: Sponsor licence processing times FAQs
What is a sponsorship licence?
A sponsorship licence authorises a UK employer to hire workers from outside the UK under the points-based immigration system. This includes both non-EU nationals and EU nationals who moved to the UK after 1 January 2021. Employers without a licence cannot lawfully sponsor overseas workers.
How do employers apply for a sponsorship licence?
Employers must apply online through the UK Visas and Immigration (UKVI) portal, pay the relevant fee, and email the signed submission sheet with supporting documents to the address provided on the sheet. The application will only be valid once all mandatory documents are received.
How long does it take to get a sponsorship licence?
Most applications are decided in less than 8 weeks. A pre-licence priority service is available for £500, reducing consideration time to 10 working days, but daily slots are limited and demand is high. If UKVI requests more information or carries out a compliance visit, the process can take longer.
What are the requirements to obtain a licence?
Employers must prove they are genuine and trading lawfully in the UK, have a need for overseas workers, and can meet sponsorship duties. This includes appointing suitable key personnel, putting in place effective HR systems, and complying with right to work and record-keeping rules.
What is a Certificate of Sponsorship (CoS)?
A CoS is an electronic record assigned by a licensed sponsor to a worker, confirming the role details and enabling the worker to apply for a visa. Each CoS has a unique reference number and must be used in a visa application within three months.
What happens if the Home Office conducts a compliance visit?
UKVI may inspect an employer’s premises to check HR systems, record-keeping, and compliance with sponsorship duties. Visits may be announced or unannounced. If issues are found, the licence application can be delayed or refused, and existing licences can be downgraded, suspended, or revoked.
Can a sponsorship licence be revoked?
A licence may be suspended or revoked for breaches such as failing to carry out right to work checks, not reporting changes on time, or providing false information. Revocation prevents the employer from sponsoring workers and usually imposes a cooling-off period before reapplying.
What costs are involved in obtaining a sponsorship licence?
The application fee is £574 for small businesses and charities, or £1,579 for medium and large organisations. Other costs may include assigning Certificates of Sponsorship, paying the Immigration Skills Charge, and professional advice. Costs increase with the number of workers sponsored and the length of employment.
Are there ongoing duties after obtaining a licence?
Sponsors must monitor and report on their sponsored workers, keep accurate records and maintain compliant HR systems.
Can employers sponsor workers for any job?
Employers can only sponsor roles that appear on the list of eligible occupations and that meet minimum skill and salary thresholds under the immigration rules. If a role does not meet these requirements, it cannot be sponsored even if the employer has a licence.
Section H: Glossary
| Term | Definition |
|---|---|
| Sponsorship Licence | A legal authorisation allowing UK employers to hire skilled workers from outside the UK under the points-based immigration system. |
| Certificate of Sponsorship (CoS) | An electronic document issued by a licensed sponsor to a worker, enabling them to apply for a visa under a sponsored route. |
| Skilled Worker Visa | A visa allowing individuals to work in the UK in eligible roles that meet skill and salary thresholds. |
| Points-Based Immigration System | The UK’s system for managing immigration, where applicants must meet specific criteria, such as skill level and salary, to qualify. |
| Compliance Visit | An inspection by the Home Office to ensure employers meet their sponsorship duties, such as record-keeping and genuine job requirements. |
| HR Systems | Procedures and tools employers use to manage employee records, monitor sponsored workers, and ensure compliance with Home Office requirements. |
| Minimum Salary Threshold | The lowest salary level an employer can offer a sponsored worker, as specified by the Home Office for eligible roles. |
| Immigration Skills Charge | A fee paid by employers for each sponsored worker, used to fund skills training for UK workers. |
| Licence Revocation | The cancellation of a sponsorship licence by the Home Office due to non-compliance with sponsorship duties. |
| Small Sponsor | A business that meets the Home Office criteria for small companies, including lower fees for a sponsorship licence application. |
| Priority Service | An optional service allowing employers to expedite sponsorship licence applications for an additional fee. |
| Tier 2 Visa | The previous name for the Skilled Worker visa before the introduction of the points-based immigration system. |
| Right to Work Checks | The legal requirement for UK employers to verify that all employees have the legal right to work in the UK. |
Section I: Additional Resources and Links
| Resource | Link | Description |
|---|---|---|
| UK Government: Apply for a Sponsor Licence | https://www.gov.uk/apply-sponsor-licence | Step-by-step guidance from UKVI on how to apply for a sponsor licence, including eligibility criteria and required documents. |
| UK Government: Register of Licensed Sponsors | https://www.gov.uk/government/publications/register-of-licensed-sponsors-workers | Official Home Office list of organisations currently licensed to sponsor workers under the points-based system. |
| UK Government: Skilled Worker Visa | https://www.gov.uk/skilled-worker-visa | Guidance on Skilled Worker visa eligibility, salary thresholds, and application process for sponsored workers. |
| UK Government: Sponsor a Skilled Worker – Employer Guidance | https://www.gov.uk/government/publications/sponsor-a-skilled-worker-guidance-for-employers | Official employer guidance on sponsorship duties and compliance requirements when sponsoring skilled workers. |
| UK Government: Immigration Rules | https://www.gov.uk/guidance/immigration-rules | Complete set of Immigration Rules covering all UK visa categories, including worker and temporary worker routes. |
| UK Government: Immigration Skills Charge | https://www.gov.uk/immigration-skills-charge | Official guidance on the Immigration Skills Charge payable when sponsoring workers under the Skilled Worker and Senior or Specialist Worker visas. |
