Section A: Sponsors Duty to Report Organisational Changes
As part of their compliance duties, sponsor licence holders are under a continuing obligation to notify the Home Office of certain organisational changes. These duties apply regardless of the size of the transaction or whether it appears to affect sponsored workers directly. Any failure to report can have serious implications for the sponsor licence and for the immigration status of sponsored employees.
You must report changes such as a merger, takeover, de-merger or change of ownership through the Sponsorship Management System (SMS) within 20 working days of the change taking effect. Where there is no Level 1 User with SMS access, the sponsor must instead complete a Change of Circumstances form.
Once the change has been reported, the Home Office may request further documents to evidence the transaction. These should be supplied promptly when asked. Examples of documents that UKVI may require include:
- Evidence of the sale or purchase, such as a solicitor’s letter, statutory declaration or affidavit signed by a senior executive of the sponsor organisation
- A certified copy of the purchase or transfer agreement
- A copy of the TUPE agreement or other contractual arrangements effecting the transfer of sponsored workers’ employment
- A signed letter from the sponsor’s Authorising Officer confirming acceptance of sponsorship duties for any transferring sponsored workers
The Home Office will decide whether the sponsor licence remains valid or whether a fresh application is required. A key distinction is whether the sponsoring legal entity itself continues. Where only the ownership of the entity changes, such as a share sale, the licence usually remains in place, subject to the reporting requirement. Where there has been an asset purchase or restructuring that results in a new legal entity, the licence will not transfer and the new entity must apply for its own licence within 20 working days.
Failure to report an organisational change, or to apply for a new licence where required, can result in licence suspension or revocation. In turn, this may lead to sponsored workers having their permission to stay in the UK curtailed, typically to 60 calendar days unless the Home Office finds them complicit, in which case curtailment may be immediate.
It is a common mistake for organisations to assume that changes in ownership at shareholder level do not affect the sponsor licence. Even where there is no immediate change to day-to-day operations or to employee contracts, the Home Office requires all ownership changes to be reported. The impact on the licence will depend on whether the sponsoring entity itself has changed. Ignoring this requirement risks non-compliance action and disruption to the sponsored workforce.
HR teams should also be mindful that the reporting duty applies equally to partial changes such as hive-ups, joint ventures and de-mergers. Each scenario can have different implications for the licence, so internal governance should ensure the immigration team is consulted early in any corporate transaction to assess reporting obligations and licence impact before completion.
| Transaction Type | Action Required | Deadline |
|---|---|---|
| Merger, takeover or change of ownership | Report through the Sponsorship Management System (SMS) or Change of Circumstances form | Within 20 working days of the change |
| Asset purchase (new legal entity created) | Apply for a new sponsor licence | Within 20 working days of the transfer |
| Share purchase (ownership change only) | Report ownership change through SMS with supporting evidence if requested | Within 20 working days of the change |
| TUPE transfer of sponsored workers | Ensure transferee holds or applies for a licence; notify transfer of workers via SMS | Licence application within 20 working days; worker notifications immediately after transfer |
| Failure to report or apply | Risk of licence suspension or revocation; sponsored workers’ visas curtailed | Consequences triggered once Home Office becomes aware |
DavidsonMorris Strategic Insight
It’s all too easy for immigration compliance to get pushed down the list of priorities of a corporate restructure, but that’s at your peril. Missed deadlines or overlooked duties can quickly lead to licence suspension and sponsored workers losing their visas. Costs and hassle you’ll want to avoid.
A compliance audit early in the due diligence stage will highlight legal obligations, risks and mandatory actions to safeguard your licence and workers’ status and avoid immigration penalties.
Section B: Impact of Corporate Restructures on Sponsor Licence
A sponsor licence is not transferable between legal entities. This means that the impact of any corporate restructure will depend on the nature of the transaction and whether the sponsoring entity itself continues to exist in law. The Home Office will consider each case on its facts, but the sponsor must be able to demonstrate that it has reported the change within 20 working days and, if required, applied for a new licence in good time.
Common types of corporate change that can affect a sponsor licence include:
- A sale of all or part of the business, or a controlling number of shares in the organisation
- A takeover of the organisation, either wholly or partially, by another entity
- An acquisition of a controlling interest in another organisation
- A de-merger or split of the organisation into two or more new entities
1. Impact of different types of transaction on the sponsor licence
The Home Office takes a strict line on licence continuity. For example, in an asset purchase, where business activities are transferred to a new legal entity, the licence held by the seller cannot be transferred to the buyer. The acquiring organisation must apply for its own sponsor licence within 20 working days if it wishes to continue employing sponsored workers. If it fails to do so, the workers’ leave may be curtailed.
In contrast, in a share sale where the legal entity employing the sponsored workers remains unchanged and only its ownership has altered, the sponsor licence usually remains valid. However, the change in ownership must still be reported promptly through the Sponsorship Management System (SMS), with supporting evidence provided if requested. The Home Office will then update its records and may review the licence to ensure the new owners can comply with sponsor duties.
Where a restructure results in the dissolution of the licensed entity, such as a full merger into a new company, the original licence automatically ceases to have effect. The successor entity must apply for its own sponsor licence if it wishes to sponsor the inherited workers. In practice, this creates a narrow window for the new entity to secure a licence without disrupting employment continuity, making advance planning crucial.
Even in cases where the legal entity continues and the licence remains valid, sponsors should not assume there will be no Home Office scrutiny. UKVI has powers to conduct compliance checks at short notice, and transactions often trigger requests for further information about the new corporate structure, key personnel and HR systems. Organisations should therefore treat corporate changes as a compliance flashpoint and prepare accordingly.
2. Impact of a restructure on sponsored workers
From the perspective of sponsored workers, the key question is whether their employment continues under TUPE or equivalent protection, and whether their role remains compliant with visa conditions. Where TUPE applies and the job role, SOC code, salary and duties are unchanged, no new visa application is usually required and no new Certificate of Sponsorship (CoS) has to be issued. The new sponsor simply assumes responsibility for the workers under its licence.
However, if there is no TUPE protection, or if the employment changes materially as a result of the restructure, a new application for leave to remain may be required. In such cases, the new sponsor must assign a fresh CoS and the worker must apply for a change of employment application. This commonly arises where a merger results in job redesign, re-banding of roles or adjustments to remuneration packages that bring the role outside the terms of the original CoS.
If the sponsor fails to report the change or, where required, to apply for a new licence, the Home Office can curtail the workers’ leave. Curtailment normally gives the worker 60 days to find a new sponsor or leave the UK, unless UKVI considers the worker was complicit in the non-compliance, in which case curtailment can be immediate. This underscores the importance of timely and accurate reporting during corporate transactions.
Employers should also note that in cases where a restructure creates uncertainty about whether roles meet Skilled Worker visa requirements, the Home Office will expect clear evidence of compliance. This includes proof of salary thresholds, SOC code eligibility and the genuineness of roles. Failure to provide such evidence can expose both the employer and the worker to significant risk.
DavidsonMorris Strategic Insight
Never assume a sponsor licence continues automatically in a restructure. If a new entity is created, you only have 20 working days to apply for a new licence, or your workers’ visas will be curtailed.
Any corporate transition should trigger a stress-test of the licence under the new world and always be Home Office audit-ready.
Section C: TUPE & Sponsor Licences
The Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE) are designed to protect employees when a business or service transfers to a new employer. For sponsored workers, TUPE ensures continuity of employment rights, but it does not automatically carry across the sponsor licence. The licence always attaches to the legal entity that holds it. This creates an additional layer of compliance for organisations undergoing mergers, acquisitions or service transfers. Sponsors must ensure they meet both TUPE obligations and the immigration reporting and licensing duties that arise when employing migrant workers.
| Area | Employer Duties | Key Considerations |
|---|---|---|
| Sponsor Licence | Ensure transferee holds a valid sponsor licence or applies for a new one within 20 working days of transfer | Without a valid licence, transferred sponsored workers cannot lawfully continue their employment |
| Sponsorship Records | Update the Sponsorship Management System (SMS) to show acceptance of responsibility for each worker | Maintain evidence of continuity in SOC code, duties and salary to prove ongoing compliance |
| Certificates of Sponsorship (CoS) | Assign a new CoS and worker application if roles change materially (e.g. SOC code, pay, duties) | Failure to assign a new CoS when required risks licence action and worker curtailment |
| Right to Work (RTW) | Verify workers’ status under the prevention of illegal working regime | Best practice is to repeat RTW checks post-transfer, even if relying on transferor’s records |
| Due Diligence | Request full employee liability and RTW records from the transferor under TUPE Regulation 11 | Identify gaps or expired permissions before transfer to prevent liability for civil penalties |
| Consequences of Non-Compliance | Risk of civil penalty fines, licence suspension or revocation | Sponsored workers may face curtailment of leave, usually to 60 days unless deemed complicit |
1. Impact of TUPE on the sponsor licence
Where TUPE applies, the transferee organisation assumes responsibility for the transferring sponsored workers from the date of transfer. However, the sponsor licence itself does not move with the workers. The new employer must either already hold a valid sponsor licence that covers the relevant route, or it must apply for a new licence within 20 working days of the transfer. If the transferee does hold a licence, it may need to apply for a variation to extend its scope to cover different visa categories.
The gaining sponsor is required to notify the Home Office of the transfer and confirm acceptance of responsibility for the sponsored workers through the Sponsorship Management System (SMS). UKVI will update its records to reflect the new sponsor. Where the transferee fails to secure a valid licence in time, the workers will be left without lawful sponsorship and their immigration permission may be curtailed.
In practice, TUPE transfers often trigger closer scrutiny by the Home Office. UKVI may request evidence of the transaction, details of the new corporate structure and confirmation that HR systems are in place to maintain compliance. Organisations should expect this and prepare supporting documentation in advance of the transfer date to reduce delays or enforcement action.
2. Sponsored workers under a TUPE transfer
If roles, SOC codes, salaries and duties remain the same, no new Certificate of Sponsorship (CoS) is required. The new sponsor simply takes over responsibility for the workers. However, sponsors must keep accurate records to prove the continuity of employment and compliance with visa conditions. This includes updated contracts, payroll evidence and communications confirming that terms and conditions are unchanged.
If a sponsored worker’s job changes in any material way — for example, their SOC code changes, their duties expand, or their pay is reduced — a new CoS must be assigned, and the worker must apply for a change of employment application. This is particularly relevant where a restructure involves job redesign or realignment of roles across different business units. Failure to assign a new CoS when required is a common compliance risk and can trigger Home Office enforcement action.
If the new employer does not secure a licence in time, UKVI may curtail the leave of the affected workers. Normally, this results in a 60-day grace period for the worker to secure a new sponsor or depart the UK, provided the worker was not complicit. Where UKVI considers the worker complicit in the breach, leave can be cancelled immediately. The reputational and operational consequences for employers are significant, highlighting the need for proactive immigration planning alongside TUPE compliance.
3. TUPE & right to work compliance
In addition to sponsor duties, TUPE transfers raise obligations under the prevention of illegal working regime. Employers must conduct right to work (RTW) checks on all employees, and these responsibilities transfer to the new employer on the date of transfer. Although the transferee can rely on RTW checks carried out by the transferor, this is only safe where the checks were conducted correctly, recorded fully, and the worker’s permission remains valid.
In practice, the safer approach is to carry out fresh right to work checks after transfer, particularly for sponsored workers. This minimises risk in case the transferor’s records are incomplete or outdated. Best practice is to build RTW verification into the immediate post-transfer process and diarise repeat checks for those with time-limited permission to remain.
Under TUPE Regulation 11, the transferee has the right to request employee liability information, which includes employment records. This should always extend to right to work documentation, giving the new employer the chance to assess the adequacy of the records before transfer. Where issues are identified, repeat checks should be conducted immediately after transfer to avoid liability.
Failure to comply with right to work duties can expose the transferee to civil penalty fines and, in serious cases, criminal sanctions. For licensed sponsors, such breaches can also result in licence suspension or revocation. TUPE therefore creates a dual compliance challenge: ensuring that the sponsor licence position is regularised and that the right to work records are complete and valid from the first day of transfer.
DavidsonMorris Strategic Insight
TUPE transfers can cause major confusion across all aspects employment and HR, not just immigration considerations.
The basic rule is that while contracts and terms move over automatically, sponsor licences and sponsorship permissions don’t.
The new employer will need to have a sponsor licence in place, or apply for one. This takes planning.
Right to work checks also become the new employer’s responsibility on day one, and relying solely on the old employer’s checks is a common compliance trap.
Section D: Practical steps for HR teams to ensure compliance
Every corporate transaction is different, and the implications for the sponsor licence depend on the nature of the deal and the organisations involved. HR teams and compliance officers must treat restructures, mergers and acquisitions as moments of heightened immigration risk. The Home Office will expect timely reporting, accurate documentation and evidence that the sponsor continues to meet its obligations. Failure to meet these duties can result in licence suspension or revocation and, for sponsored workers, curtailment of their permission to stay in the UK.
To manage these risks effectively, HR teams should take proactive steps at the earliest stage of any transaction. Immigration issues must not be treated as an afterthought once the deal has completed. Early involvement enables employers to plan ahead, avoid missed deadlines and reduce disruption to their workforce.
- Ensure immigration considerations are factored into the transaction from the outset. HR should be included in preliminary discussions to identify whether a new sponsor licence may be required, or whether the existing licence can continue with appropriate reporting.
- Once the deal structure is clear, assess which entities involved already hold a sponsor licence and whether these licences remain valid. If a new licence is required, diarise the 20 working day deadline for submitting the application with full supporting documents.
- Conduct an immigration compliance audit in advance of completion. This should include a review of sponsor records, right to work checks, sponsored worker files and compliance with reporting duties. Pay particular attention to the accuracy of records on the Sponsorship Management System and whether key personnel remain eligible.
- Ensure PSC (People with Significant Control) and director details are accurate and up to date. The Home Office will expect these to match Companies House filings. National Insurance number requirements for key personnel remain in force and must be verified before submission.
- Compile a list of all sponsored workers affected by the restructure. Identify whether their roles, salaries or SOC codes are changing and whether a new Certificate of Sponsorship and a change of employment application will be required.
- Ensure all required notifications are made within 20 working days, including changes to ownership, corporate structure and any variations to sponsored workers’ circumstances.
- Carry out fresh right to work checks within 60 days of acquiring new employees through acquisition or TUPE transfer. This provides added protection in case the transferor’s records were incomplete or defective.
- Engage with specialist advisers to determine whether advance correspondence with the Home Office is advisable. In some cases, early engagement can provide clarity on whether a new licence application will be required, reducing the risk of post-transaction enforcement.
Practical preparation before completion makes the difference between a smooth transition and a compliance breach. HR teams should create a compliance roadmap as part of the wider due diligence exercise, setting out all required steps and deadlines. Immigration issues are time sensitive and failure to plan can leave organisations unable to lawfully employ their migrant workforce. Proper resourcing, early involvement of HR, and coordinated communication with legal advisers and senior management are essential to preserving sponsor compliance through any corporate change.
DavidsonMorris Strategic Insight
You want to avoid immigration issues surfacing after contracts are signed and it’s too late to fix them. Audits are often triggered by these transactions, so give your HR team a fighting chance. They need a seat at the table from the outset, alongside your employment and tax advisers, so that your sponsorship and right to work duties are dealt with before completion.
Section E: Summary
Corporate restructures, whether through mergers, acquisitions, share sales or TUPE transfers, present unique challenges for organisations holding a sponsor licence. The Home Office expects sponsors to meet strict reporting deadlines and, in some cases, to secure a new licence within 20 working days. The distinction between an asset transfer and a share sale is central to determining whether an existing licence can continue or whether a new licence application is required. A failure to understand this difference is one of the most common causes of compliance breaches following a corporate transaction.
For sponsored workers, the implications depend on whether their employment terms are protected under TUPE and whether their roles continue to meet the conditions of their visa. Where jobs remain unchanged, the new employer can usually assume sponsorship without disruption. If roles are altered, however, the law requires a new Certificate of Sponsorship and, in some cases, a change of employment visa application. Curtailment of permission is a real risk if employers fail to take the right steps at the right time.
HR teams carry the responsibility for ensuring compliance through these transitions. They must audit existing records, review right to work checks, identify all affected workers and make the required notifications within statutory deadlines. Planning early and embedding immigration compliance into the wider transaction process avoids disruption and protects the business from enforcement action. Corporate change is always disruptive, but organisations that address sponsor licence issues at the same time as legal and financial matters are best placed to safeguard their workforce and maintain compliance.
Section F: Need assistance?
Corporate transactions are inherently complex, but overlooking the immigration compliance aspects can cause operational disruption and have a devastating effect on migrant workers and their permission to remain lawfully in the UK.
While planning is critical to mitigating risk, and although most of the compliance duties are undertaken post-transaction (within the required timeframe), it may be advisable to liaise with the Home Office in advance of the transaction completing to inform, and potentially seek approval, on the proposed course of action. We can assist in corresponding with the Home Office on your behalf to notify and liaise, and ensure continued compliance with the regulations.
If your organisation is planning or undergoing a restructure, contact us for expert advice and guidance.
Section G: How a merger will impact your sponsor licence FAQs
Will a merger or acquisition affect my company’s sponsor licence?
A merger, acquisition or other structural change can have a significant impact on your sponsor licence. If your organisation undergoes a change in legal entity, the existing licence cannot transfer and a new application will be required within 20 working days. Where the legal entity remains the same but ownership changes, the licence can usually continue, provided the change is reported promptly to UKVI with supporting evidence if requested.
Do I need to apply for a new sponsor licence after a merger?
If your organisation is absorbed by another entity and ceases to exist, the licence automatically ends and the acquiring employer must apply for a new licence. In an asset purchase, a new licence will also be required as the sponsoring entity has changed. In a share sale, however, the legal entity continues and the existing licence can usually remain valid, subject to reporting the ownership change within 20 working days. The key is whether the sponsoring entity survives in law.
What happens to sponsored workers if a company merges?
If the new entity does not hold a valid sponsor licence, sponsored workers are at risk of losing their immigration status. Where TUPE applies and jobs remain unchanged, the new employer can assume responsibility for the workers once it has a valid licence. If roles change materially, a new Certificate of Sponsorship and a change of employment application will be required.
How do I report a merger or acquisition to the Home Office?
You must report the change through the Sponsorship Management System (SMS) within 20 working days of the transaction taking effect. Where there is no Level 1 user with SMS access, a Change of Circumstances form should be used. The Home Office may then request further supporting documents before confirming its decision on the licence.
Will the Home Office conduct compliance checks after a merger?
Yes. The Home Office frequently reviews the compliance of the new or restructured entity, particularly if a new licence has been applied for. Sponsors should be prepared for a compliance visit at short notice, where systems, HR processes and records of sponsored workers will be examined. UKVI will need to be satisfied that the organisation is capable of meeting sponsorship duties.
What happens if I fail to report a business merger on time?
Failure to report a merger, acquisition or other organisational change within 20 working days can result in enforcement action, including suspension or revocation of the sponsor licence. This would directly affect the immigration status of sponsored workers, who may face curtailment of their leave and the requirement to find a new sponsor or leave the UK.
Can sponsored employees transfer to the new entity automatically?
Sponsored workers do not automatically transfer with a business. If the new employer has a valid sponsor licence and assumes sponsorship responsibilities, the workers can continue in their roles if terms remain the same. If there is no valid licence, or if jobs change, new sponsorship and visa applications will be required to preserve lawful status.
What if only part of the business is transferred?
If only part of the business is transferred, the sponsor licence impact depends on whether the sponsoring entity continues in law. The acquiring organisation must ensure it holds the correct sponsor licence if it is to take on any sponsored workers. If the legal entity changes, a new licence will be required. Each sponsored worker must also be reported on the SMS to show who has transferred.
Does a merger impact my business’s ability to recruit new sponsored workers?
If your sponsor licence remains valid after the transaction, you can continue to sponsor new workers as before. Where a new licence is required, you must wait until UKVI approves it before assigning new CoS. Employers should factor this into workforce planning to avoid gaps in recruitment capability.
Can I continue to sponsor workers if my company changes its name?
A change of company name does not usually require a new licence, but it must be reported to UKVI through the SMS. Supporting documents, such as updated Companies House filings, may be requested. The Home Office will then amend its records to show the updated entity name.
Section H: Glossary
| Term | Definition |
|---|---|
| Acquisition | The purchase of one company by another. An acquisition may involve either an asset purchase, where business activities move to a new legal entity, or a share purchase, where ownership of the existing legal entity changes. The sponsor licence impact depends on which type of transaction has taken place. |
| Certificate of Sponsorship (CoS) | A digital document generated through the Sponsorship Management System by a licensed sponsor. It allows a migrant worker to apply for a visa under routes such as the Skilled Worker visa. Each CoS is tied to a specific role and worker. |
| Change of Ownership | A legal change in who owns or controls a business. In a share sale, the sponsoring legal entity remains unchanged and the licence can continue, subject to reporting. In an asset purchase, the legal entity changes and the licence cannot transfer, requiring a new application within 20 working days. |
| Compliance Checks | Inspections carried out by the Home Office to confirm that a sponsor is meeting its duties. Checks can take place before or after a corporate transaction and often involve reviewing HR systems, sponsored worker records and right to work checks. |
| Home Office | The UK government department responsible for immigration, visas and enforcement of sponsor licence duties. The Home Office oversees the Sponsorship Management System and has the power to suspend or revoke licences. |
| Immigration Status | The legal permission granted to a non-UK national to live and work in the UK. A corporate restructure can affect immigration status if a sponsor licence lapses or if visa conditions are no longer met. |
| Merger | The combination of two or more companies into one. Where a merger results in the dissolution of the licensed entity, the original sponsor licence ends and the new entity must apply for a new licence to continue sponsoring workers. |
| New Sponsor Licence Application | An application made to the Home Office where a business restructure results in a new legal entity or where the previous sponsor licence cannot continue. The application must be submitted within 20 working days of the change. |
| Partial Transfer | When only part of a business is sold or transferred to another entity. The acquiring organisation must ensure it has the correct licence to employ any sponsored workers included in the transfer. |
| Reporting Duties | The obligation on a sponsor to inform the Home Office of significant changes to the business, ownership, structure or sponsored workers. Changes must usually be reported within 20 working days through the SMS or, if unavailable, via a Change of Circumstances form. |
| Revocation of Licence | When the Home Office permanently cancels a sponsor licence. Once revoked, the employer can no longer sponsor workers and any workers sponsored under the licence will usually have their visas curtailed. |
| Skilled Worker Visa | A visa route allowing UK employers to sponsor non-UK nationals to work in eligible skilled roles. Workers must be sponsored by an employer holding a valid sponsor licence and meet requirements such as salary thresholds and job eligibility. |
| Sponsor Duties | The legal responsibilities of a sponsor licence holder, including record-keeping, reporting changes, monitoring sponsored workers and preventing illegal working. |
| Sponsor Licence | Permission granted by the Home Office to a UK organisation to employ non-UK nationals under specific work visa categories. A licence cannot be transferred between legal entities. |
| Sponsor Management System (SMS) | An online platform provided by the Home Office through which sponsors manage their licence, assign Certificates of Sponsorship and report changes in circumstances. |
| Sponsorship Transfer | The process where a new employer assumes responsibility for migrant workers following a corporate transaction. The transfer must be reported on the SMS and, if the new entity does not hold a valid licence, a fresh application is required. |
| Suspension of Licence | A temporary measure taken by the Home Office where there are concerns about compliance. During suspension, sponsors cannot assign new CoS but must continue to meet monitoring and reporting duties. |
| Takeover | When one organisation assumes control of another. The licence consequences depend on whether the licensed entity remains in existence or is dissolved as part of the takeover. |
| TUPE (Transfer of Undertakings – Protection of Employment) | UK regulations that protect employees’ rights during a business transfer. While TUPE preserves employment contracts, it does not transfer the sponsor licence. The new employer must hold or obtain a licence to continue employing sponsored workers. |
| Visa Curtailment | The process where the Home Office shortens a migrant worker’s visa. Curtailment can occur when a sponsor licence is revoked or a corporate change leaves a worker without valid sponsorship. |
Section I: Additional Resources and Links
| Resource | Description | URL |
|---|---|---|
| UK Government: Register of Licensed Sponsors | Access the latest official Register of Licensed Sponsors to verify organisations authorised to sponsor overseas workers. | https://www.gov.uk/government/publications/register-of-licensed-sponsors-workers |
| UK Government: Skilled Worker Visa Guidance | Official guidance on the Skilled Worker visa, including eligibility, salary thresholds and application process. | https://www.gov.uk/skilled-worker-visa |
| UK Government: Apply for a Sponsor Licence | Step-by-step instructions for businesses on how to apply for a sponsor licence to employ non-UK nationals. | https://www.gov.uk/apply-sponsor-licence |
| UK Government: Sponsor a Skilled Worker – Employer Guidance | Detailed guidance for employers on their sponsorship duties and compliance obligations when sponsoring Skilled Workers. | https://www.gov.uk/government/publications/sponsor-a-skilled-worker-guidance-for-employers |
| UK Government: Immigration Rules | The full UK Immigration Rules, setting out visa categories, points-based system criteria and sponsorship requirements. | https://www.gov.uk/guidance/immigration-rules |
| UK Government: Immigration Skills Charge | Official Home Office guidance on the Immigration Skills Charge, payable by employers when sponsoring Skilled Workers. | https://www.gov.uk/immigration-skills-charge |
