UK Register of Licensed Sponsors Guide

Section A: What is the UK Register of Licensed Sponsors?

The UK Register of Licensed Sponsors (Workers) is an official list published by the UK Home Office, detailing all organisations that have been granted permission to sponsor foreign nationals under the UK’s points-based immigration system.

Organisations seeking to hire foreign nationals must first apply for a sponsor licence from the Home Office, which grants them the legal ability to sponsor visas. Once approved, they are listed on the UK Register of Licensed Sponsors. The Home Office monitors these organisations to ensure compliance with immigration laws, employment standards and reporting duties.

The Register effectively helps to connect UK employers seeking international talent and skilled workers looking for employment through work sponsorship in the UK.

Administered by the Home Office, the register ensures that only legitimate and compliant businesses are allowed to hire workers from outside the UK. The Register contains information about the licence status of companies, the types of visas they can sponsor, and their compliance rating, making it a key tool for both employers and job seekers.

1. Purpose of the Register of Licensed Sponsors

The UK Register of Licensed Sponsors is highly beneficial for employers looking to hire foreign workers. It provides an official route for businesses to access the global talent pool, particularly when skills or expertise are not readily available within the domestic labour market. Employers with a sponsor licence can recruit skilled professionals from abroad, enhancing their workforce and filling skill gaps in areas such as healthcare, technology, and engineering.

Being listed on the Register as an A-rated sponsor also signals that a company is compliant with immigration regulations. This compliance reduces the risk of facing legal penalties, making the hiring process smoother and more reliable. Having a sponsor licence also demonstrates that the organisation has effective human resource systems in place to manage the legal responsibilities associated with hiring foreign workers.
The Register is not only a requirement for legal compliance but also an advantage in recruitment.

For businesses that operate in sectors requiring niche skills, being able to offer sponsorship can attract high-calibre international talent. For companies with growth ambitions or those operating in specialised industries, having access to foreign workers through the sponsorship system supports expansion and helps maintain competitiveness in the global market.

For workers and job seekers, the UK Register of Licensed Sponsors offers a reliable and accessible resource to find employers who can legally sponsor visas. For those seeking to move to the UK for work, particularly under the Skilled Worker visa or Global Business Mobility routes, the Register provides assurance that a company is legitimate and compliant with UK laws. Workers can check whether a prospective employer is listed on the Register before applying for a job, ensuring that the organisation has the legal authority to sponsor visas.

The Register helps to eliminate uncertainty for foreign workers. Applying for a visa through a licensed sponsor significantly improves the likelihood of success in securing the necessary work permissions. This reassurance is particularly important given the complexities of the UK’s immigration rules and the strict conditions attached to visa sponsorship. A-rated sponsors, in particular, have demonstrated full compliance with Home Office requirements, meaning they are more likely to provide a smooth visa application process with fewer delays.

Moreover, the Register helps workers avoid fraudulent companies or job offers. Only organisations listed on the Register have been vetted and approved by the Home Office, providing job seekers with a measure of protection against illegal or untrustworthy employers. By using the Register, foreign workers can identify trustworthy employers, reducing the risks associated with moving to a new country for work.

2. Updates to the Register of Licensed Sponsors

The UK Register of Licensed Sponsors is a dynamic resource that reflects the most current list of organisations authorised by the UK Home Office to sponsor foreign nationals under the points-based immigration system.

While it is not updated in real-time, the Register is updated regularly, which benefits employers, prospective employees, and other stakeholders who rely on this information for compliance and decision-making.

The Home Office typically updates the Register of Licensed Sponsors on a monthly basis, although the exact timing can vary. Updates are usually published towards the end of each month, but no specific date is guaranteed. This regular updating process ensures that the Register remains current and accurate, reflecting the most recent changes in sponsorship statuses.

Users may find it challenging to keep track of when the Register has been updated due to the absence of a fixed publication date. Relying on outdated information can lead to issues such as applying to or engaging with a sponsor whose licence status has changed.

Regularly checking the Register, especially towards the end of each month, can help users access the most up-to-date information. Setting reminders or subscribing to Home Office updates can also aid in staying informed about the latest changes.

In certain circumstances, the Home Office may update the Register more frequently than the standard monthly schedule. This can occur if significant changes take place, such as high-profile revocations or suspensions of sponsor licences. Additionally, if errors are identified in the Register, immediate corrections may be made to ensure the accuracy of the information provided.

Sudden interim updates can catch employers and applicants off guard, potentially affecting sponsorship applications or employment plans if a sponsor’s status changes unexpectedly.

Staying informed about news and announcements from the Home Office can provide early warnings of significant changes that might prompt interim updates. Regularly reviewing official communications and industry news can help anticipate and prepare for these alterations.

Each published Register includes a version number and the date of publication, which can be found on the first page of the document. This practice aids in verifying that the most recent version is being consulted. However, previous versions of the Register are generally not publicly archived, and only the most recent version is accessible to ensure users rely on up-to-date information.

The inability to access historical versions of the Register may pose difficulties for those needing to reference past sponsorship statuses for compliance or auditing purposes.

Organisations and individuals may consider saving copies of the Register at the time of their access for internal records, bearing in mind data protection regulations. This can assist in maintaining a historical record for future reference, although it is important to use the most current version for any decision-making processes.

Frequent changes to the Register can lead to uncertainty or confusion, particularly for applicants seeking sponsorship or for employers planning to hire foreign workers. However, updates are important since the Register is the main public, authoritative resource on which organisations are licensed at any one time.

Employers and applicants should make it a standard practice to verify the current status of a sponsor immediately before proceeding with applications or job offers. By doing so, they can ensure compliance and reduce the risk of engaging with a non-compliant sponsor.

Section B: Information on the Register of Licensed Sponsors

The Register is structured to provide detailed information about each licensed sponsor.

a. Organisation Name

The official name of the company or organisation as registered with Companies House or the relevant governing body. This may not be the same as the organisation’s trading name.

b. Town/City and County

This information helps identify the geographical location of potential employers.

c. Type & Licence Rating

There are two sponsor licence types:

i. Worker Licence for sponsoring skilled workers.

ii. Temporary Worker Licence for short-term or temporary positions.

Each category corresponds to specific visa routes under the points-based system.

The sponsor licence rating reflects an organisation’s compliance with Home Office requirements for sponsoring foreign workers. A-rated sponsors fully meet compliance standards, allowing them to sponsor new workers. B-rated sponsors have compliance issues and must follow an action plan to regain full sponsorship privileges.

d. Route

Further details on the specific visa routes the sponsor can support, such as Skilled Worker, Creative Worker or Global Business Mobility.

This helps prospective employees determine if the sponsor can support their specific visa application.

1. Sponsor Licence Ratings Explained

In the UK’s immigration system, the Sponsor Licence Rating states an organisation’s permission to sponsor foreign workers, directly impacting its sponsored work visas and recruitment opportunities.

When a company applies for and is granted a sponsor licence by the Home Office, it is assigned a rating that reflects its compliance with sponsorship duties and immigration laws. This rating can, however, be changed by the Home Office as a result of compliance issues.

a. A-rated Sponsor Licence

An A-rated sponsor is an organisation that fully meets the Home Office’s sponsorship requirements. This is the highest rating and indicates that the sponsor is compliant with all immigration regulations.

An A-rated sponsor must adhere to strict compliance standards, ensuring it manages foreign workers responsibly. This involves maintaining robust HR systems to monitor employees and keep accurate records of their legal status. Sponsors are also required to promptly report any changes, such as employment status, to the Home Office. Full compliance with UK employment and immigration laws is essential to avoid legal issues and maintain the organisation’s good standing.

A-rated sponsors benefit from being able to assign Certificates of Sponsorship (CoS) to new foreign workers and extend visas for existing employees. As they are deemed reliable by the Home Office, these organisations face fewer compliance checks, reducing the burden of oversight and allowing for smoother operations.

An A-rating boosts an organisation’s reputation, making it a more attractive employer for foreign workers. It also supports business growth, as the ability to recruit and retain international talent ensures competitiveness and facilitates expansion.

b. B-Rated Sponsor Licence

A B-rating is a warning to a sponsor that the organisation must improve its compliance, as it has failed to meet one or more of the Home Office’s sponsorship requirements.

When a sponsor is found to have compliance issues, it typically means that deficiencies have been identified in areas such as record-keeping, reporting or monitoring sponsored workers. Examples of non-compliance can include failing to report employee absences or changes in employment status, having inadequate HR systems that fail to prevent illegal working or neglecting to conduct essential right-to-work checks. These shortcomings put the organisation at risk of penalties and can undermine its ability to maintain sponsorship privileges.

A sponsor facing compliance issues is required to agree to a Sponsor Action Plan, which is a time-limited strategy designed to address and rectify the identified problems. While under this action plan, the organisation is restricted in its sponsorship capabilities. It cannot assign new Certificates of Sponsorship (CoS) to foreign workers until it regains an A-rating. However, in most cases, the sponsor is still able to continue sponsoring its existing employees, though it will be subject to increased scrutiny during this period.

The sponsor has to pay £1,579 for the Sponsor Action Plan. The sponsor also has to meet specific targets within defined timeframes as part of the plan. These deadlines are designed to improve compliance and ensure that the organisation rectifies its deficiencies promptly.

Failure to meet the requirements outlined in the Sponsor Action Plan can lead to serious consequences, including suspension or revocation of the sponsor licence. This not only disrupts the organisation’s ability to sponsor foreign workers but also risks damaging its reputation. Negative publicity related to non-compliance may make it harder for the organisation to attract top international talent in the future.

c. Impact of Licence Rating on Visa Applications

An organisation’s sponsor licence rating can impact applicants, existing sponsored workers and the employer in a number of ways.

i. For Prospective Employees

For individuals seeking employment with A-rated sponsors, there is a strong sense of confidence in the sponsorship process. Applicants can be assured that the sponsor is compliant with Home Office regulations and is legally permitted to assign Certificates of Sponsorship (CoS). As a result, those applying through an A-rated sponsor are likely to encounter fewer issues or delays in the visa application process. This can significantly streamline their transition to working in the UK. Furthermore, A-rated sponsors offer a broader range of employment opportunities across various industries, providing prospective employees with more options when seeking roles.

In contrast, those considering employment with B-rated sponsors face more limitations. A B-rated sponsor cannot issue a CoS to new applicants, making it impossible for foreign workers to apply for visas through them until they regain their A-rating. This creates uncertainty for prospective employees, as even if the sponsor resolves their compliance issues, the timing of this resolution is unpredictable. It is important for potential candidates to exercise due diligence by verifying the sponsor’s rating before proceeding, to avoid potential complications.

ii. For Existing Sponsored Employees

For those already employed by a B-rated sponsor, work can generally continue while the organisation works to restore its A-rating. However, existing sponsored employees may face increased scrutiny from the Home Office during this period. Any changes in their employment terms, such as job role adjustments or salary changes, might require additional approval, adding to the administrative burden for both employer and employee.

Though visa extensions may still be possible for employees of B-rated sponsors, these applications are likely to be subject to more rigorous checks. There is also a risk of visa curtailment if the sponsor is unable to regain its A-rating and subsequently loses its sponsor licence. Employees in this situation may find their visas shortened, which could force them to seek alternative employment or risk losing their legal status in the UK.

For those employed by a B-rated sponsor, staying informed about the sponsor’s progress towards regaining the A-rating will be important. Employees should monitor any updates from their employer to understand the current situation. Additionally, it is wise to consider contingency planning by exploring employment opportunities with A-rated sponsors, in case the sponsor fails to improve its compliance status.

iii. For Employers

For employers, being downgraded to a B-rating severely restricts recruitment efforts. The inability to assign new CoS means that plans to hire international talent are halted, limiting access to specialised skills that may not be readily available within the UK labour market. This can have a direct impact on projects or operations that depend on foreign expertise.

B-rated sponsors also face the financial and administrative burden of implementing the Sponsor Action Plan. This includes not only the cost of the action plan fee but also the resources required to make necessary compliance improvements. Operational disruptions may occur as staff and time are diverted to focus on rectifying compliance issues, adding further pressure on the business.

In terms of reputation, the downgrade to B-rating may affect both internal and external perceptions of the organisation. Employee morale may decline as staff become concerned about the stability of their employment and the company’s ability to sponsor workers. Externally, the organisation may face scepticism from business partners, clients, and investors, who may question the company’s compliance record and future viability.

Section C: How to Use the Register of Licensed Sponsors

The UK Register of Licensed Sponsors is a valuable resource for skilled workers seeking employment in the UK and for employers verifying the legitimacy of organisations authorised to sponsor foreign nationals. Knowing how to use the list can streamline your job search or compliance processes.

1. How to Search for Specific Sponsors

There are many reasons why someone may want to check if an organisation has a sponsor licence. Perhaps you are applying for a job with the organisation, or if you are already sponsored by them and are concerned about the status of their licence.

To access the latest Register of Licensed Sponsors, the process begins by visiting the UK government’s official website at www.gov.uk. Once on the website, a search is required. Typing “Register of licensed sponsors: workers” into the search bar will bring up the relevant result. Clicking on the search result titled “Register of licensed sponsors: workers” will lead to the correct page where the Register can be downloaded.

a. Downloading the Register

The Register is available in two formats: PDF and Excel (CSV). For those intending to sort or filter the data, the Excel format is recommended. After deciding on the format, the next step is to click the “Download the register of licensed sponsors” link and save the file to your computer or device for easy access.

b. Opening the Register File

Once the file has been downloaded, locating it in the Downloads folder or designated location is the next step. Depending on the file type, appropriate software will be needed to open it. For Excel (CSV) files, spreadsheet software such as Microsoft Excel, Google Sheets, or LibreOffice Calc will be required. For PDF files, a PDF reader like Adobe Acrobat Reader should be used to access the document.

c. Searching for a Specific Sponsor

If using the Excel version of the Register, filters can be applied to make searching easier. Highlighting the top row that contains column headers, followed by selecting “Filter” under the “Data” tab, will enable filtering options. To find a specific sponsor, clicking on the filter arrow in the “Organisation Name” column will allow for a search. Entering the name of the sponsor in the search box and checking the appropriate box will narrow down the results. Optionally, sorting the data alphabetically or by location can help refine the search further.

In the case of using the PDF version, the search function within the PDF reader (Ctrl + F for Windows, Command + F for Mac) can be utilised. Entering the sponsor’s name will quickly locate matches within the document.

d. Reviewing Sponsor Details

After locating the sponsor, the details should be carefully reviewed. Ensuring that the exact spelling of the organisation’s name is correct is crucial, as similarly named entities may cause confusion. Location information, such as the town, city, or county, should be checked to confirm it is the correct branch. Additionally, identifying under which category the sponsor is licensed (e.g., Skilled Worker or Temporary Worker) will help verify their authorisation.

e. Searching by Location or Industry

For those looking for sponsors within a specific area or industry, further filtering options can be used. In the Excel file, filters can be applied to the “Town/City” or “County” columns to narrow down sponsors by location. Similarly, the “Type & rating” and “Route” columns can be used to search for sponsors authorised under certain visa categories, making it easier to find sponsors relevant to specific fields.

2. Verify a Sponsor’s Licence Status

The licence rating of a sponsor is an important factor to consider when assessing their compliance with Home Office regulations. Sponsors are rated based on their adherence to these requirements. An A-rated sponsor is fully compliant and has met all necessary criteria, making them a reliable choice for sponsorship.

In contrast, a B-rated sponsor has areas of non-compliance and is working to resolve these issues. This rating system is typically indicated in the “Rating” column of the Register. Preference should generally be given to A-rated sponsors as they are considered more dependable for successful visa applications.

a. Confirm Licence Type and Categories

Understanding the type of licence a sponsor holds is essential, as it determines the types of visas they can sponsor. The two main categories are the Worker Licence, used for long-term skilled workers, and the Temporary Worker Licence, for short-term or specialised roles. Review the “Type & rating” and “Route” columns to confirm whether the sponsor is authorised to issue Certificates of Sponsorship for the specific visa category relevant to your situation.

b. Review Recent Updates

A sponsor’s licence status can change, with suspensions or revocations sometimes occurring. If a previously listed sponsor is no longer on the Register, this may indicate a recent change in their licence status. The most recent updates can be identified by checking the “Last Updated” date on the download page of the Register, ensuring that the information being viewed is current and accurate.

c. Cross-Referencing Information

To ensure that the sponsor’s details are accurate and up to date, visiting the organisation’s official website is advisable. This can confirm important details such as the business address, contact information, and any current job postings. Reaching out to the organisation directly through official channels is another way to inquire about potential sponsorship opportunities and verify their licence status.

d. Use Additional Resources

For further guidance on understanding the Register and the sponsorship process, consulting a registered immigration adviser can be helpful. These advisers can offer professional insight into interpreting the Register and provide advice on the next steps. Additionally, the Home Office offers comprehensive guidance documents that outline the responsibilities of sponsors and the visa application process, which can serve as valuable resources for applicants and sponsors alike.

Section D: How to Get & Stay on the Register of Licensed Sponsors

Only organisations that have been granted a sponsor licence feature on the Register of Licensed Sponsors.

A sponsor licence allows employers to legally hire international talent under the UK’s points-based immigration system.

1. Apply for a Sponsor Licence

To become a licensed sponsor, the organisation must meet specific eligibility requirements set by the UK Home Office and evidence these within the licence application. These criteria are designed to ensure that only genuine and capable organisations can sponsor foreign workers.

a. Legitimate and Operational in the UK

The organisation must be a legitimate operating entity in the UK, such as a limited company, sole trader, partnership, or franchise. It must also have a physical trading presence in the UK, not just a virtual address.

b. Genuine Need for a Sponsor Licence

There must be a genuine need for a sponsor licence demonstrated by actual vacancies within the organisation. These vacancies should meet the required skill levels and salary thresholds necessary for sponsored workers. Additionally, the positions offered must be eligible under the relevant visa categories, such as the Skilled Worker route.

c. Effective Human Resources and Recruitment Systems
Having effective human resources systems is crucial for monitoring sponsored employees and ensuring compliance with immigration laws. The organisation should possess robust HR systems capable of maintaining accurate and up-to-date records of all sponsored workers, including their contact details and right-to-work documents. Furthermore, the organisation must be able to report certain events to the Home Office, such as instances of non-attendance, non-compliance, or changes in employment status.

d. No History of Non-Compliance

A clean compliance record is required for both the business and its key personnel. Neither the organisation nor its key personnel should have any history of non-compliance with immigration laws or possess unspent criminal convictions for relevant offences. Individuals responsible for the sponsorship process must be reliable and free from immigration-related convictions.

e. Not a Threat to Immigration Control

The Home Office must be assured that the organisation and its staff are honest, dependable, and do not pose a threat to immigration control. Establishing trustworthiness is essential to convince the Home Office that the organisation will adhere to all sponsorship obligations responsibly.

The process of obtaining a sponsor licence involves several steps, starting with determining the appropriate type of licence. Organisations may apply for a Worker Licence, which allows them to sponsor skilled workers on long-term visas, such as the Skilled Worker route, or a Temporary Worker Licence for sponsoring individuals on short-term visas, such as Creative or Charity Workers. Some businesses may require both types of licences depending on their needs.

Once the appropriate licence is selected, the organisation must complete an online application through the Sponsorship Management System (SMS) on the UK government website. This requires providing organisational details, such as the registration number, address, and contact information. Key personnel must be appointed to manage the licence, including an Authorising Officer, a Key Contact, and a Level 1 User. It is also necessary to disclose any unspent criminal convictions for both the organisation and its key personnel.

Applicants must also prepare and submit at least four supporting documents to prove the business is genuine and operational. These documents may include business registration certificates, financial statements, proof of business premises, and employer’s liability insurance. Specific sectors, such as healthcare and education, may require additional documentation. All non-English documents must be accompanied by certified translations.

After submitting the application and supporting documents, the Home Office reviews the information for completeness and accuracy. A compliance visit may be conducted to assess HR systems and recruitment practices. The Home Office then makes a decision, which may result in licence approval with an A-rating, refusal, or a request for additional information.

The application fee depends on the size of the organisation and the type of licence being applied for.

a. Application Fees

The cost of obtaining a sponsor licence depends on the size and type of the organisation. Small businesses and charitable sponsors are required to pay £574.

To qualify as a small sponsor, an organisation typically needs to satisfy at least two of these conditions: an annual turnover of no more than £15 million, total assets valued at £7.5 million or less, or a workforce of 50 or fewer employees. For charitable sponsor status, the organisation must be a registered charity in England or Wales, Scotland, or Northern Ireland, with unregistered Northern Irish charities providing evidence of their charitable tax status from HMRC. Other qualifying charitable entities include excepted charities, exempt charities, and ecclesiastical corporations set up for charitable objectives.

Medium or large businesses, which exceed these thresholds, are charged £1,579 for the application.

b. Additional Costs

In addition to the initial application fee, there are further costs associated with sponsoring workers. For each worker sponsored, a Certificate of Sponsorship (CoS) must be issued. This costs £525 for a Worker CoS and £55 for a Temporary Worker CoS.

There is also the Immigration Skills Charge (ISC), which applies when assigning a CoS under certain routes, such as the Skilled Worker route. Small or charitable sponsors pay £364 for the first 12 months and an additional £182 for every six months thereafter. Medium or large sponsors are required to pay £1,000 for the first 12 months, followed by £500 for each subsequent six-month period.

c. Processing Times

The standard processing time for sponsor licence applications is usually up to eight weeks from the date the Home Office receives the complete application and accompanying documents. Several factors can influence this timeframe, including the volume of applications being processed, the necessity for a compliance visit, and the completeness of the submission.

The Home Office offers a pre-licence priority processing service for a decision within 10 working days, though only a limited number of priority slots are released daily, and these are typically taken up quickly. The service also incurs an additional fee of £500.

To access this service, an email request must be submitted after the standard application has been lodged, following the Home Office’s instructions.

2. Sponsor Licence Compliance

Obtaining a sponsor licence is a significant commitment for UK employers wishing to hire foreign workers under the points-based immigration system. This responsibility comes with specific compliance duties, reporting obligations, and potential consequences for non-compliance, with the aim of ensuring that only eligible and genuine workers are employed.

a. Record-Keeping Duties

One of the primary responsibilities of a licensed sponsor is maintaining accurate and up-to-date records for all sponsored workers. This includes essential documentation such as copies of passports and proof of their right to work in the UK.

Sponsors also have to keep current contact details, including residential addresses and phone numbers. Employment records, including contracts, job descriptions, pay rates, and working hours, must be retained. Monitoring attendance is equally important, and records of annual leave, sickness, and other periods of absence should be accurately maintained.

b. Reporting Obligations

Licensed sponsors have a legal duty to report certain events and changes to the Home Office within specified timeframes, typically through the Sponsorship Management System. These reporting obligations are essential to ensure compliance with immigration regulations and to prevent any misuse of the system. Failure to report such changes can result in penalties or a downgrade of the sponsor’s licence.

c. Sponsorship Management System (SMS) 

The Sponsorship Management System (SMS) is a key tool for sponsors, and only authorised personnel should have access to it. Maintaining accurate data within the SMS is crucial, particularly when assigning Certificates of Sponsorship or updating worker information. Safeguarding login credentials and ensuring the system’s security prevents unauthorised access, which could compromise the sponsor’s standing with the Home Office.

d. Preventing Illegal Working

Preventing illegal working is another key responsibility of sponsors. To fulfil this duty, organisations must implement rigorous recruitment practices to ensure that only individuals with the legal right to work are employed.

Right to work checks are mandatory prior to employment, even for sponsored workers.  These checks confirm that the individual is eligible to work in the UK. Follow-up checks may be necessary when a worker’s visa is nearing expiration or if there are changes in their immigration status. These checks help ensure continued compliance with immigration regulations.

All staff involved in recruitment and human resources should receive proper training on immigration compliance and right-to-work checks. Ensuring staff understand their responsibilities helps reduce the risk of non-compliance and potential penalties.

e. Compliance with UK Laws

Licensed sponsors are required to comply with all applicable UK laws, including those governing employment, immigration, and taxation. This includes ensuring that employees receive at least the National Minimum Wage, have access to statutory benefits, and are provided with safe working conditions. Sponsors must also adhere to immigration regulations by sponsoring only eligible roles and ensuring that salary thresholds are met. Additionally, employers must properly deduct and pay taxes and National Insurance contributions on behalf of their employees.

f. Cooperation with the Home Office

Licensed sponsors must cooperate fully with the Home Office. This includes allowing officials to conduct both announced and unannounced compliance visits. During these visits, access to business premises, personnel, and relevant records must be granted. Sponsors are also required to provide any requested documents or information promptly when investigations or audits take place.

3. Consequences of Non-Compliance

Non-compliance with sponsorship duties and reporting obligations can lead to severe penalties for organisations, affecting them financially, legally, and reputationally. Failure to uphold these obligations can have a lasting impact on a business’s ability to operate and its relationship with key stakeholders.

a. Licence Downgrading

One of the consequences of non-compliance is the downgrading of a sponsor’s licence from an A-rating to a B-rating. When non-compliance is identified, the Home Office may downgrade the licence, requiring the organisation to follow a time-limited action plan to resolve the issues. This action plan typically incurs additional costs for the sponsor. While holding a B-rating, the organisation is unable to assign new Certificates of Sponsorship (CoS) to new workers, limiting its ability to hire international talent.

b. Licence Suspension

In cases where more serious compliance breaches are suspected, the Home Office may suspend the sponsor’s licence. During suspension, the organisation cannot assign new CoS, and applications linked to unused CoS are typically placed on hold until UKVI decides the case. While existing sponsored workers may continue their employment, they cannot extend their visas or switch roles.

The details of the suspension may be made public, which can negatively affect the organisation’s reputation and standing within the industry.

c. Licence Revocation

If a sponsor fails to resolve compliance issues or if serious breaches are identified, the Home Office may revoke the sponsor licence entirely. This results in the loss of the organisation’s ability to sponsor foreign workers, and existing sponsored employees may have their visas curtailed. As a result, these employees may be forced to leave the UK unless they can find another sponsor within a limited time.

The organisation may also be barred from applying for a new sponsor licence for a specified period, often 12 months.

d. Civil Penalties and Prosecution

Non-compliance can lead to significant financial penalties. Employers found to be employing individuals without the right to work in the UK can face fines per breach.

In more serious cases, employers may face criminal prosecution, which can result in unlimited fines or imprisonment for up to five years. Company directors and key personnel can also be held personally liable for breaches, adding to the gravity of the situation.

e. Reputational Damage

The damage to an organisation’s reputation following non-compliance can be considerable. Details of licence suspensions, revocations, or other compliance failures may be made public, which can tarnish the company’s image. A loss of trust from clients, partners, and stakeholders is likely, potentially leading to weakened business relationships and a decline in future opportunities.

f. Business Disruption

Losing the ability to hire new international workers can significantly impact an organisation’s operations, particularly for businesses reliant on foreign talent. Growth may be stifled, and existing projects may be delayed due to the shortage of skilled workers. Addressing compliance issues requires the diversion of time and resources, further disrupting the company’s usual operations.

g. Immigration Enforcement Visits

In cases of suspected illegal working, the Home Office may conduct immigration enforcement visits, which can include raids or unannounced inspections. During these investigations, authorities may seize documents and electronic devices as part of their examination. These visits can cause significant disruption to business operations and may lead to further penalties if breaches are confirmed.

Section E: Summary

The UK Register of Licensed Sponsors is an official list maintained by the Home Office, containing organisations authorised to employ foreign workers under various visa categories. Employers must apply for a sponsor licence and demonstrate compliance with immigration laws and employment standards to be included on the Register. The list provides transparency, allowing workers and authorities to verify the legitimacy of a business in sponsoring overseas employees.

For UK employers, being on the Register enables access to international talent. However, they face key responsibilities, including maintaining compliance with legal requirements such as proper record-keeping, monitoring sponsored workers, and reporting changes in employment status. Failure to comply can lead to downgrading, suspension, or revocation of the sponsor licence, severely impacting business operations.

For workers, the Register offers a safeguard, ensuring that potential employers are legitimate and can sponsor visas. However, it is important to check that the sponsor has an A-rating, which indicates full compliance, as B-rated sponsors may not be able to offer the same security in terms of employment continuity or visa processing. Relying on the Register helps workers avoid fraudulent offers and ensures they apply through recognised and compliant organisations.

Section F: Need Assistance?

DavidsonMorris offers expert visa application support to workers with a job offer from a UK employer. And as recognised leaders in sponsor licences, we provide specialist services to UK employers applying to be included on the Register of Licensed Sponsors.

Contact our experts for advice and support.

Please note we are not able to help job applicants find a UK job or sponsorship.

Section G: Register of Licensed Sponsors FAQs

What is the UK Register of Licensed Sponsors?

The UK Register of Licensed Sponsors is a publicly available list of UK-based organisations that have been approved by the Home Office to sponsor foreign nationals for work visas under the points-based immigration system.

How do I know if a company can sponsor my visa?

To determine if a company can sponsor your visa, you should check the Register of Licensed Sponsors on the GOV.UK website. Search for the company by name and verify that they hold a valid licence for the visa category you’re applying under (e.g., Skilled Worker).

What is the difference between a Skilled Worker licence and a Temporary Worker licence?

A Skilled Worker Licence allows organisations to sponsor employees for long-term roles that require specific skills and meet salary thresholds, while the Temporary Worker Licence is for short-term employment categories like Creative Workers, Charity Workers, and Government Authorised Exchange workers.

How often is the Register of Licensed Sponsors updated?

The Register is generally updated monthly by the Home Office. New organisations are added, and any companies that have had their licences revoked, suspended, or surrendered are removed. If there are significant changes, such as high-profile revocations, the Register may be updated more frequently.

What are the key responsibilities of a licensed sponsor?

Sponsors must monitor sponsored workers’ attendance and compliance with visa conditions and report certain events to the Home Office, such as unexplained absences, changes in job roles, or termination of employment. Sponsors are required to maintain accurate records of sponsored workers, including proof of their right to work and contact details. Sponsors must comply with UK employment laws, including paying the appropriate salary and ensuring the role meets skill-level requirements. Non-compliance can lead to penalties, including licence suspension or revocation.

Can a sponsor lose their licence? What happens if they do?

A sponsor can lose their licence if they fail to comply with the Home Office’s sponsorship requirements, such as maintaining proper records, reporting changes on time, or employing workers in roles that don’t meet visa requirements.

What should I do if my employer’s licence is downgraded to a B-rating?

A B-rating indicates that the employer is not fully compliant with the Home Office’s sponsorship duties. As an existing sponsored employee, you can generally continue working for a B-rated sponsor, but you will need to stay informed about any updates or corrective actions the employer is taking, as further non-compliance could result in licence suspension or revocation, which will impact your visa.

What is a Certificate of Sponsorship (CoS), and how do I get one?
A Certificate of Sponsorship (CoS) is an electronic document issued by an approved licensed sponsor to a foreign worker. It contains a unique reference number and information about the job offer, such as job title, salary, and start date. The CoS is a required document for most visa applications, including the Skilled Worker visa.

Can I switch employers while on a sponsored visa?

Yes, but if you wish to switch employers while on a sponsored visa, you must first obtain a new Certificate of Sponsorship from the new employer, who must also be listed on the Register of Licensed Sponsors.

How long does it take to get a sponsor licence?

The Home Office usually processes sponsor licence applications within 8 weeks of receiving all required documents. However, businesses can opt for the priority service, which costs an additional £500. The priority service aims to provide a decision within 10 working days but this service has limited availability.

How long does a sponsor licence last, and how do I renew it?

Sponsor licences no longer expire after 4 years. They remain valid until they are surrendered by the sponsor or revoked by the Home Office.

Section H: Glossary

Section I: Additional Resources and Links