How to Find UK Companies That Can Sponsor Your Visa

This article is a practical guide for individuals outside the UK who are proactively searching for UK employers that can sponsor them for a Skilled Worker visa. Unlike typical employer-driven recruitment processes, this guide is designed for job seekers who want to take the initiative, identify licensed sponsors themselves, and approach these companies directly. We will explain how to use the official Register of Licensed Sponsors, how to interpret sponsor details, and how to strategically target employers most likely to consider overseas applicants for sponsorship. The guidance aligns with the UK’s Points-Based Immigration System as of August 2025.

Section A: Understanding UK Visa Sponsorship

1. What is a Sponsor Licence?

A Sponsor Licence is formal permission granted by the UK Home Office to employers, allowing them to sponsor non-UK nationals for work under specific visa routes, primarily within the Points-Based Immigration System. Without this licence, UK employers cannot legally sponsor a worker who requires a visa. For the Skilled Worker visa route, a company must hold a valid Worker sponsor licence and issue a Certificate of Sponsorship (CoS) to the prospective employee. The licence imposes compliance obligations on the employer, ensuring they meet UK immigration rules when hiring non-UK workers, including maintaining accurate records, reporting migrant activity, and preventing illegal working.

2. Types of Sponsor Licences for Workers

There are different categories of sponsor licences depending on the nature of the employment. The main categories for work visas include the Skilled Worker licence, Senior or Specialist Worker licence under the Global Business Mobility route, and the Scale-up Worker licence. For overseas job seekers aiming for general employment opportunities, the Skilled Worker licence is the most relevant, as it covers a wide range of job roles across multiple sectors, from health and social care to IT, engineering, and hospitality. The Scale-up licence, by contrast, is reserved for high-growth companies and involves reduced sponsorship duties after the initial six months of employment. It’s important to note that holding a sponsor licence does not obligate an employer to actively sponsor overseas applicants, but it authorises them to do so.

3. Common Misconceptions About UK Sponsorship

Many overseas applicants assume that UK employers are constantly seeking foreign nationals to fill vacancies. In reality, most sponsorship activities are driven by specific skill shortages and business needs. Additionally, not every company holding a sponsor licence is actively recruiting overseas talent at any given time. The Register of Licensed Sponsors is a transparency requirement; it lists all current licence holders but does not indicate recruitment intentions. Another misconception is that large corporations are the only viable sponsors. While many large companies hold sponsor licences, there are also numerous small and medium-sized enterprises (SMEs) with licences who may be open to sponsorship if approached with a compelling case and reassured about compliance obligations.

Section B: Using the Register of Licensed Sponsors

1. What is the Register of Licensed Sponsors?

The Register of Licensed Sponsors is the official list published by the UK Home Office that names all UK organisations authorised to sponsor workers under the UK’s work visa routes. For Skilled Worker visa applicants, this register is the primary resource to identify employers legally permitted to sponsor work visa applications. The register is updated regularly, typically on a monthly basis, and is available as a downloadable PDF or CSV file from the gov.uk website. It lists thousands of UK organisations across different industries that hold valid sponsor licences under either the ‘Worker’ or ‘Temporary Worker’ categories. For overseas job seekers, it is essential to focus on organisations listed under the ‘Worker’ category, as this covers Skilled Worker sponsorships.

2. How to Access and Search the Register

The register can be accessed directly from the gov.uk website under the “Register of Licensed Sponsors: Workers” publication. Once downloaded, job seekers can filter the list to focus on companies relevant to their search criteria.
Key filtering methods include:

• Industry sector: Focus on sectors aligned with your skills, such as IT, healthcare, engineering, or hospitality.
• Company name: If you have a particular employer in mind, you can search by name to check their sponsorship status.
• Location: Filtering by city or region helps target companies in preferred areas of the UK.
• Sponsor rating: Filtering by ‘A-rated’ sponsors ensures the employer is fully compliant with Home Office requirements.

Using spreadsheet filters or PDF search functions allows for a structured and efficient search through the register, narrowing down potential employers that match your job search goals. It is important to be aware that while the register confirms an employer holds a valid sponsor licence, it does not indicate whether they are actively recruiting. Additional research will be necessary to determine which sponsors are currently hiring and willing to consider overseas applicants.

3. Interpreting Sponsor Ratings and Licence Types

Within the register, sponsor licence holders are given ratings that reflect their compliance status. An A-rated sponsor is a company that is fully compliant with the Home Office’s sponsor duties and is in good standing. A B-rated sponsor is a company that has been identified for non-compliance and is undergoing improvement measures under a sponsorship action plan. While B-rated sponsors may continue to sponsor existing employees, they are restricted from issuing new Certificates of Sponsorship until they regain their A-rating.
The register also specifies the type of licence held, indicating whether a company is licensed to sponsor Skilled Workers, Temporary Workers, or both. For overseas job seekers seeking permanent employment routes, targeting employers with Skilled Worker licences is crucial. Filtering out sponsors who are only authorised for Temporary Worker categories helps ensure you are focusing your efforts on employers who can support a Skilled Worker visa application.

Section C: Finding UK Employers Actively Hiring Overseas Workers

1. Researching Active Sponsoring Employers

While the Register of Licensed Sponsors confirms which companies are authorised to sponsor visas, it does not indicate which of these companies are actively recruiting overseas workers. Job seekers must go beyond the register to identify current sponsorship opportunities.
Effective research strategies include:

• Monitoring job boards that specifically highlight visa sponsorship roles, such as Indeed, LinkedIn Jobs, and Glassdoor.
• Reviewing company career pages for mentions of visa sponsorship in job descriptions.
• Setting up job alerts on major recruitment platforms using keywords like “visa sponsorship” or “Skilled Worker sponsorship.”
• Following recruitment agencies specialising in international placements within your industry sector.
• Tracking industry news and reports that highlight skills shortages and sectors actively seeking overseas talent.

Additionally, sectors linked to the UK Shortage Occupation List (SOL) are more likely to sponsor overseas applicants due to eased eligibility thresholds and reduced visa fees. For healthcare professionals, IT specialists, engineers, and other shortage-listed roles, the chances of securing sponsorship are significantly higher.

2. Matching Your Skills to Sponsor Licence Holders

It is essential to align your skills and qualifications with the needs of employers holding sponsor licences. The UK Shortage Occupation List is a useful reference point, detailing roles that are in high demand and may ease the sponsorship process.
Job seekers should:

• Identify sectors where sponsorship is more common, such as healthcare, IT, engineering, and construction.
• Assess their qualifications against UK recognised standards or obtain necessary certifications to enhance employability.
• Target companies that have historically sponsored roles matching their skillset, using LinkedIn insights and job posting histories.
• Cross-reference the Home Office’s Appendix Skilled Occupations to ensure the intended role is eligible under the Skilled Worker route.

Tailoring your approach to companies whose workforce demands align with your expertise increases your chances of securing sponsorship. Being able to demonstrate that you meet the visa requirements and are job-ready from a compliance perspective can significantly strengthen your application.

3. Contacting Employers: Proactive Outreach Tips

Once you have identified potential sponsoring employers, direct outreach becomes critical. Many employers may not advertise sponsorship roles but could be open to considering overseas candidates if approached correctly.
Best practices for proactive outreach include:

• Crafting a tailored CV and cover letter that clearly highlights your skills, experience, and your eligibility for Skilled Worker sponsorship.
• Addressing the employer’s potential concerns about the sponsorship process by demonstrating knowledge of visa requirements, compliance duties, and expected timelines.
• Approaching HR departments, talent acquisition teams, or departmental hiring managers directly via email or LinkedIn with a professional, employer-focused approach.
• Highlighting any advantages that reduce barriers for the employer, such as Shortage Occupation List eligibility, English language test results, or sponsorship-exempt fees.
• Demonstrating understanding of the employer’s compliance obligations and offering to assist with administrative aspects where possible.

Persistence and a well-researched, customised approach are key to standing out when applying to sponsor licence holders from overseas. By positioning yourself as a low-risk, high-value candidate, you increase the likelihood of employers considering your application despite the additional compliance processes involved.

Section D: Practical Considerations for Overseas Applicants

1. The Sponsorship Process: Employer and Employee Duties

The sponsorship process involves legal obligations for both the employer and the employee. Employers must ensure that the job meets the relevant skill and salary thresholds set out under the Skilled Worker route, as detailed in Appendix Skilled Occupations of the Immigration Rules. They are responsible for issuing a valid Certificate of Sponsorship (CoS) and fulfilling ongoing compliance duties, such as record-keeping, reporting migrant activity, and conducting Right to Work checks.
For the employee, it is essential to ensure eligibility under the Skilled Worker visa requirements, including meeting English language proficiency standards and providing accurate documentation that matches the CoS details. Both parties must understand that the job offered must be a genuine vacancy, and the employer is required to demonstrate compliance readiness before issuing the CoS.

2. Visa Application Costs and Timescales

Applying for a Skilled Worker visa involves several costs. Typically, these include the Certificate of Sponsorship fee (paid by the employer) and the Immigration Skills Charge (ISC), which is also a mandatory employer payment that cannot be passed onto the applicant. The visa application fee and the Immigration Health Surcharge (IHS) are generally the responsibility of the employee, unless otherwise agreed.
Depending on whether the role is on the Shortage Occupation List, some fees, such as visa application fees, may be reduced. Visa processing times generally range from three to eight weeks after biometrics are provided. Priority processing services may be available for an additional fee, offering decisions within five working days in eligible countries. Being aware of these costs and timelines allows you to plan effectively and manage employer expectations during the recruitment process.

3. Common Challenges and How to Overcome Them

Overseas applicants often face hurdles such as employer reluctance to sponsor due to perceived costs, administrative burdens, or lack of familiarity with the sponsorship process.
To address these challenges:

• Educate yourself on the sponsorship process and be ready to explain it concisely to potential employers, reassuring them about their obligations and the structured nature of compliance duties.
• Highlight any role-specific advantages, such as inclusion on the Shortage Occupation List or eligibility under the Health & Care Visa route, which can simplify the sponsorship process and reduce employer costs.
• Demonstrate how your unique skills and experience provide a clear business benefit, offsetting the time and effort required for sponsorship.
• Offer flexibility on start dates and show an understanding of the employer’s sponsorship procedures and reporting responsibilities under their licence.
• Reassure employers that the Immigration Skills Charge is a statutory fee they must pay and cannot pass onto the employee, eliminating concerns over unexpected compliance breaches.

Proactively addressing these common concerns positions you as a well-prepared and attractive candidate for sponsorship. Understanding employer pressures and presenting solutions within your application approach is critical to overcoming initial reluctance.

FAQs

• Can I apply for a UK job if the company isn’t on the sponsor register?
  No. Only companies listed on the Register of Licensed Sponsors are authorised to sponsor visa applications. If a company is not on the register, they cannot legally sponsor you for a Skilled Worker visa. However, if a company is interested in employing you and does not yet hold a sponsor licence, they can apply to the Home Office for a licence. This process requires the employer to demonstrate they are a legitimate business with appropriate HR systems in place and can take several weeks or months, depending on the complexity of the application.
• Do UK companies pay for visa sponsorship?
  Employers are responsible for paying the Certificate of Sponsorship fee and the Immigration Skills Charge (ISC), which are mandatory sponsor duties. The Skilled Worker visa application fee and the Immigration Health Surcharge (IHS) are generally the responsibility of the applicant unless otherwise agreed with the employer. It is important to clarify cost arrangements with the employer during the recruitment process, as some companies may voluntarily cover all or part of these costs as part of their employment package.
• How do I know if a company is actively hiring overseas candidates?
  The Register of Licensed Sponsors does not indicate whether a company is currently recruiting. To find active opportunities, you should check company career pages, monitor job boards, and contact employers directly. Additionally, recruitment agencies specialising in international placements can assist in identifying active sponsors. Tools like LinkedIn can provide insights into recent hiring patterns and job postings that mention sponsorship availability.
• Is sponsorship only for high-skilled jobs?
  The Skilled Worker visa route covers a wide range of roles across various skill levels, provided the job meets the required skill and salary thresholds. While many roles are classified as high-skilled, there are also sponsorship opportunities in sectors such as care work, hospitality, and logistics where labour shortages exist. Eligibility is determined by the role’s inclusion in Appendix Skilled Occupations, alongside meeting minimum salary thresholds.
• Can small businesses sponsor work visas in the UK?
  Yes, small and medium-sized enterprises (SMEs) can apply for and hold sponsor licences. Sponsorship is not limited to large corporations. Many SMEs sponsor overseas workers, particularly in sectors facing skill shortages. However, the employer must demonstrate they have adequate HR systems and compliance processes in place to meet Home Office sponsorship duties. SMEs may be less familiar with the process, so applicants should be ready to explain how sponsorship works and how they can support the employer through the process.

Conclusion

For overseas job seekers, proactively researching UK sponsor licence holders is a critical step towards securing employment and obtaining a Skilled Worker visa. The Register of Licensed Sponsors provides a verified list of companies authorised to sponsor visas, but it is up to the applicant to narrow down the list, identify active hiring opportunities, and approach employers strategically.
By understanding the sponsorship process, aligning your skills with employer needs, and presenting yourself as a prepared and low-risk candidate, you significantly improve your chances of success.
Persistence, preparation, and a targeted approach are key to navigating the competitive UK sponsorship landscape. Employers are increasingly cautious about compliance, so applicants who can reassure employers about their readiness and alignment with immigration requirements stand a better chance of securing sponsorship.

Glossary

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Author

Anne Morris

Founder and Managing Director Anne Morris is a fully qualified solicitor and trusted adviser to large corporates through to SMEs, providing strategic immigration and global mobility advice to support employers with UK operations to meet their workforce needs through corporate immigration.

She is recognised by Legal 500 and Chambers as a legal expert and delivers Board-level advice on business migration and compliance risk management as well as overseeing the firm’s development of new client propositions and delivery of cost and time efficient processing of applications.

Anne is an active public speaker, immigration commentator, and immigration policy contributor and regularly hosts training sessions for employers and HR professionals.

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