UK Register of Licensed Sponsors Guide

The UK Register of Licensed Sponsors is an official list maintained by the UK Home Office, featuring all organisations authorised to sponsor foreign workers under the UK’s points-based immigration system.

For employers, being on the Register is a mandatory requirement to hire skilled workers from abroad and meet recruitment needs. For skilled workers aspiring to work in the UK, the Register is a valuable resource to help identify potential employers who can legally sponsor their visa applications.

In this guide to the Register of Licensed Sponsors, we take a practical look at what the Register is, its importance for both employers and workers, and share practical advice on how to use it effectively.

 

Section A: What Is the Register of Licensed Sponsors?

 

The UK Register of Licensed Sponsors 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.

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, it 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.

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, updated regularly, reflects the licence status of each sponsor, providing transparency and accountability in the system.

 

1. Benefits to Employers

 

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.

 

2. Benefits to Workers and Job Seekers

 

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.

 

Section B: How to Use the Register of Licensed Sponsors

 

The UK Register of Licensed Sponsors is publicly available and can be easily accessed through the official UK government website.

 

1. Step-by-Step Guide to Finding the Register Online

 

Step 1: Open Your Web Browser

Launch your preferred web browser (e.g., Google Chrome, Mozilla Firefox, Safari).

 

Step 2: Go to the Official UK Government Website

Type www.gov.uk into your browser’s address bar and press Enter.

 

Step 3: Navigate to the ‘Visas and Immigration’ Section

On the GOV.UK homepage, you can find the ‘Visas and immigration’ link.

You can then either scroll down to the ‘Services and information’ section or use the search bar at the top of the page and type ‘Register of licensed sponsors’.

 

Step 4: Select ‘Work Visas’ or Search Directly

If navigating through the menus, click on ‘Work visas’ under the ‘Visas and immigration’ section.

If using the search function, select the search result titled ‘Register of licensed sponsors: workers’.

 

Step 5: Access the Register of Licensed Sponsors

On the ‘Register of licensed sponsors: workers’ page, you’ll find information about the Register. You can either click on the link to view the Register on the website or look for the link that says ‘Download the register of licensed sponsors’.

Click on the ‘Download’ link to save the file to your computer or device. The Register is typically available as a PDF or Microsoft Excel file.

Locate the downloaded file in your ‘Downloads’ folder or specified download location. Open the file using a PDF reader (like Adobe Acrobat Reader) or spreadsheet software (like Microsoft Excel).

 

Step 6: Review the Information

The Register contains detailed information about each licensed sponsor.

 

2. Information Listed on the Register

 

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.

 

Licence Type	Subcategory	Description	Duration
Worker Licence	Skilled Worker	For roles meeting job suitability requirements in skilled employment.	Short-term, long-term, or permanent
	Senior or Specialist Worker (Global Business Mobility)	For multinational companies transferring established employees to the UK (previously Intra-company Transfer).	Varies based on visa type
	Minister of Religion	For individuals working for a religious organisation in the UK.	Long-term
	International Sportsperson	For elite sportspeople and coaches based in the UK.	Long-term or permanent
Temporary Worker Licence	Scale-up Worker	For people working in fast-growing UK businesses.	Short-term or up to 2 years
	Creative Worker	For entertainers, artists, and creative industry workers.	Up to 2 years
	Charity Worker	For unpaid workers at a UK charity.	Up to 1 year
	Religious Worker	For individuals working in a religious order or organisation.	Up to 2 years
	Government Authorised Exchange	For work experience, research projects, or training (e.g., medical or scientific).	1 year (work experience) or 2 years (research/training)
	International Agreement	For jobs covered by international law (e.g., employees of overseas governments).	Varies based on agreement
	Graduate Trainee (Global Business Mobility)	For workers in graduate training programmes transferring to a UK branch.	Varies based on visa type
	Service Supplier (Global Business Mobility)	For workers contracted to provide services to a UK company.	6 or 12 months
	UK Expansion Worker (Global Business Mobility)	For workers sent to the UK to establish a new branch or subsidiary.	Varies based on visa type
	Secondment Worker (Global Business Mobility)	For workers transferring as part of a high-value contract between an overseas and UK business.	Varies based on contract
	Seasonal Worker	For workers in horticulture (e.g., fruit and vegetable picking) or poultry (October to December only).	Up to 6 months (horticulture), or 18 Oct to 31 Dec (poultry)

 

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.

 

Section C: 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.

 

1. 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.

 

a. Compliance Standards

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.

 

b. Privileges

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.

 

c. Implications

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.

 

2. B-Rated Sponsor Licence

 

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

 

a. Compliance Issues

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.

 

b. Restrictions

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.

 

c. Costs and Obligations

The sponsor has to pay £1,476 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.

 

d. Risks

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.

 

3. 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.

 

Table: Sponsor Licence Ratings and Their Implications

Rating	Meaning	Implications for Sponsor	Implications for Sponsored Worker
A-Rated	Fully compliant with all sponsorship requirements	Can sponsor new workers, assign CoS	Can start employment or extend visa
B-Rated	Compliance issues found, sponsor placed on Action Plan	Cannot sponsor new workers until upgraded	Existing workers unaffected, but limited prospects for new hires
Suspended	Licence temporarily suspended while under investigation	Cannot sponsor workers; risks licence revocation	Workers may continue but visa extensions uncertain
Revoked	Licence revoked due to serious non-compliance	Cannot sponsor workers; barred from reapplying	Workers must find new sponsor or leave the UK

 

a. 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.

 

b. 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.

 

c. 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 D: 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 “Tier and sub-tier” column 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. By reviewing the “Tier and sub-tier” column in the Register, it is possible 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 E: 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.

 

1. Frequency of Updates

 

The Home Office typically updates the Register of Licenced 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.

 

a. Interim Updates

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.

 

b. Version Control

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.

 

c. Impact of Updates

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.

 

2. Staying Informed About Changes

 

Making it a regular practice to download the latest version of the Register of Licenced Sponsors is crucial for individuals and organisations.

Checking the Register periodically, preferably monthly, means users can ensure they have the most current information.

Accessing the Register through the official UK government website also guarantees the authenticity and accuracy of the data.

 

a. Use Government Resources

The UK government’s website offers valuable resources to help users stay informed. One such resource is the subscription service on the GOV.UK website, which allows individuals to receive email notifications about changes to specific pages, including the Register of Licenced Sponsors. To subscribe, one should visit the ‘Register of licensed sponsors: workers’ page, click on the ‘Get emails about this page’ link or the bell icon, enter their email address, and confirm the subscription. Subscribing to updates on relevant GOV.UK pages also helps users stay informed about broader changes to immigration rules and guidance.

 

b. Monitor Home Office Communications

Keeping an eye on official communications from the Home Office is essential. The Home Office occasionally releases statements or press releases regarding significant changes to sponsorship regulations or high-profile licence actions. Regularly reviewing the latest sponsor guidance documents available on GOV.UK can provide updates on compliance requirements and procedural changes that may affect sponsors and applicants.

The Home Office and UK Visas and Immigration (UKVI) also often post updates on social platforms.

 

c. Engage with Professional Networks and Associations

Joining professional associations or industry groups can be beneficial for receiving updates on immigration and sponsorship matters relevant to specific sectors. Participating in forums and webinars hosted by immigration law experts or human resources professionals helps individuals and organisations stay abreast of recent developments and best practices in sponsorship and compliance.

 

d. Take Professional Advice

As specialist UK immigration advisers, we provide personalised support and advice on matters relating to the Register and UK visa sponsorship and licensing.

We also offer an extensive training programme to help employers understand the implications of recent changes and ensure they remain compliant with all requirements.

 

e. Develop Internal Compliance Systems

Incorporating regular checks of the Register into an organisation’s compliance policies is a proactive way to stay informed. Assigning responsibility to a specific team member or department for monitoring updates ensures that someone is always keeping track of changes. Utilising software tools or compliance management systems that provide automated alerts about changes to the Register or relevant immigration rules can further enhance an organisation’s ability to remain up to date.

 

f. Cross-Verification Before Making Decisions

Verifying the sponsor’s current status on the latest Register before proceeding with hiring decisions or visa applications is essential. This practice helps ensure that the organisation remains compliant and that the sponsor licence is active and in good standing. Encouraging prospective employees to check the Register to confirm the organisation’s sponsorship status promotes transparency and confidence in the hiring process.

 

Section F: How to Get 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. Sponsor Licence Eligibility Requirements

 

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.

 

2. Application Process and Required Documentation

 

The process of obtaining a sponsor licence involves several steps, including an online application, payment of fees, and submission of supporting documents.

 

Table: Sponsor Licence Application Process Timeline

Stage	Description	Estimated Timeframe
Prepare Required Documents	Gather financial records, HR policies, and proof of business operations	1-2 weeks
Submit Application	Apply online and pay the fee	1 day
Home Office Review	Home Office processes and reviews application	8 weeks (standard); 10 days (priority)
Compliance Visit (if needed)	Home Office conducts a site visit to verify compliance	Adds 2-4 weeks (if required)
Licence Granted	Sponsor receives notification and access to the Sponsorship Management System (SMS)	Total: 8-12 weeks

 

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.

 

3. Licence Application Fees and Processing Times

 

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 £536. To qualify as a small business, an organisation must have an annual turnover of £10.2 million or less, total assets worth £5.1 million or less, and 50 or fewer employees.

Charitable organisations must be registered or exempt under the Charities Act.

Medium or large businesses, which exceed these thresholds, are charged £1,476 for the application.

 

Table: Sponsor Licence Application Fees

Sponsor Type	Sponsor Licence Type	Application Fee	Certificate of Sponsorship Fee
Small/Charitable Sponsors	Worker Licence	£536	£239 per Worker CoS
Small/Charitable Sponsors	Temporary Worker Licence	£536	£25 per Temporary Worker CoS
Small/Charitable Sponsors	Worker and Temporary Worker Licence	£536	£239 per Worker CoS, £25 per Temporary Worker CoS
Small/Charitable Sponsors	Add a Worker licence to an existing Temporary Worker licence	No fee	£239 per Worker CoS
Small/Charitable Sponsors	Add a Temporary Worker Licence to an existing Worker Licence	No fee	£25 per Temporary Worker CoS
Medium or Large Sponsors	Worker Licence	£1,476	£239 per Worker CoS
Medium or Large Sponsors	Temporary Worker Licence	£536	£25 per Temporary Worker CoS
Medium or Large Sponsors	Worker and Temporary Worker Licence	£1,476	£239 per Worker CoS, £25 per Temporary Worker CoS
Medium or Large Sponsors	Add a Worker licence to an existing Temporary Worker licence	£940	£239 per Worker CoS
Medium or Large Sponsors	Add a Temporary Worker Licence to an existing Worker Licence	No fee	£25 per Temporary Worker CoS

 

 

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 £239 for a Worker CoS and £25 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.

 

Section G: Responsibilities of Licensed Sponsors

 

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.

 

1. 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.

 

2. 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 (SMS). 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.

 

3. Sponsorship Management System (SMS) Usage

 

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 (CoS) 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.

 

4. 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.

Conducting thorough right-to-work checks is essential before any sponsored worker begins employment. 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.

 

5. 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.

 

6. 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.

 

7. 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 this period, the organisation cannot sponsor new workers or make changes to current sponsored employees’ roles or visas. 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 H: Sponsorship Challenges and Solutions

 

The process of obtaining a UK sponsor licence and managing sponsored workers involves various challenges that can affect both employers and applicants. These challenges can range from complex eligibility requirements to compliance issues and delays in visa processing.

However, understanding common problems and implementing effective solutions can streamline the sponsorship process, ensuring compliance with the Home Office regulations.

 

Table: Common Issues and Solutions in Sponsorship

Common Issue	Description	Solution
Missing or Incorrect Documents	Incomplete documentation submitted with application	Review Home Office guidance, ensure documents are certified and translated if needed
Licence Downgrade to B-Rating	Sponsor found non-compliant and placed on Action Plan	Follow Action Plan strictly, resolve compliance issues promptly
Visa Processing Delays	Delays in processing visa applications for sponsored workers	Use the Priority Service, track application status online
Reporting Failures	Sponsor fails to report changes in worker circumstances in time	Implement robust HR monitoring systems to flag changes

 

1. Complex Eligibility Requirements

 

Determining whether a role qualifies for sponsorship under the Skilled Worker route or other visa categories can be a complex task. Many applicants encounter difficulties understanding the eligibility criteria for obtaining a sponsor licence, particularly concerning genuine vacancies, required skill levels, and salary thresholds.

To address this issue, you’ll need to have a thorough understanding of the job requirements. Employers should ensure that the roles they intend to sponsor meet the necessary skill levels and salary thresholds as outlined by the Home Office. Reviewing the Skilled Worker eligibility criteria on the GOV.UK website and consulting the Standard Occupational Classification (SOC) codes can help determine if a position qualifies.

Seeking professional advice from immigration lawyers or experienced advisers can also provide clarity on whether job roles and prospective workers meet the required criteria.

 

2. Documentary and Evidence Gaps

 

Applicants often struggle to provide all the necessary documents and evidence to support their sponsor licence application, leading to delays or potential rejections. Missing or insufficient documentation related to business operations, financial status, or key personnel can result in the application being refused.

To overcome this challenge, it is advisable to prepare all required documents well in advance. This includes financial records, proof of business operations, and evidence of human resources processes.

Refer to the official guidance, including, most importantly, Appendix A, to avoid gaps in evidence.

If any documents are not in English, obtaining certified translations that meet the Home Office standards is essential. Engaging a professional, such as an immigration specialist, to review documents before submission can also enhance accuracy and completeness.

 

3. Visa Delays and Processing Issues

 

Delays in processing visa applications for sponsored workers are common and can disrupt hiring timelines. Errors in the Certificate of Sponsorship (CoS) or visa application forms can also further exacerbate these delays.

One solution is to consider using the Home Office’s priority processing service for faster decision-making, if available, especially for urgent business needs. It is important to be aware of the limited availability of priority slots.

Employers and applicants should double-check all details in the CoS, such as salary, job role, and employment duration, to ensure accuracy. Visa applicants should also carefully complete their forms with precise information. Utilising the online tracking systems provided by the Home Office can help monitor the status of sponsorship licence applications and visa applications.

 

4. Compliance and Monitoring Requirements

 

While compliance duties, such as monitoring sponsored workers and keeping records up to date, can be time-consuming and complex for employers, non-compliance can lead to penalties or suspension of the sponsor licence.

To manage this challenge, implementing a robust human resources system is essential. Setting up HR processes that automatically track key information—such as visa expiry dates, employee absences, and salary changes—can aid in compliance monitoring.

Regular internal audits should be conducted to ensure all records, right-to-work checks, and employee information are current, helping to avoid surprises during Home Office inspections.

Training key personnel, including the Authorising Officer and Key Contact, on their responsibilities and the latest Home Office guidelines is also important.

 

5. Communication and Language Barriers

 

Some sponsored workers face difficulties understanding the visa application process due to language barriers or unfamiliarity with the system.

To address this issue, employers can provide clear guidance by offering step-by-step instructions on the visa application process, including explanations of the CoS, visa fees, and the Immigration Health Surcharge. Where possible, providing access to language support or translation services can help workers understand important documents and procedures.

 

Section I: 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 J: 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 K: 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 and guarantees 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 L: Glossary

 

Term	Definition
Sponsor Licence	Official approval granted by the UK Home Office to an organisation, allowing them to sponsor foreign nationals for work visas under the points-based immigration system.
Certificate of Sponsorship (CoS)	An electronic document assigned by a licenced sponsor to a foreign worker, required for most UK work visa applications. It includes details such as job title, salary, and role.
Skilled Worker Licence	A type of sponsor licence allowing organisations to sponsor skilled foreign workers for long-term roles, provided they meet the salary and skill level requirements.
Temporary Worker Licence	A type of sponsor licence allowing organisations to sponsor foreign nationals for temporary or short-term work, such as Charity Workers or Creative Workers.
A-Rated Sponsor	A licenced sponsor that is fully compliant with Home Office regulations, permitted to issue Certificates of Sponsorship to new foreign workers.
B-Rated Sponsor	A sponsor that has been found non-compliant with sponsorship duties and is placed under an action plan. B-rated sponsors cannot sponsor new workers until upgraded.
Sponsorship Management System (SMS)	An online system used by licenced sponsors to manage the sponsorship process, including assigning Certificates of Sponsorship and reporting changes to the Home Office.
Immigration Skills Charge (ISC)	A fee that employers must pay when sponsoring skilled foreign workers, aimed at funding the training of UK workers. The charge varies depending on the size of the business.
Right to Work Checks	Mandatory checks that employers must conduct to verify that an employee is legally allowed to work in the UK, usually involving a review of immigration documents.
Compliance Visit	A site visit conducted by the Home Office to assess whether a licenced sponsor is adhering to their sponsorship duties, including record-keeping and right-to-work checks.
Tier 2 Visa	A former UK visa category for skilled workers, now replaced by the Skilled Worker Visa under the points-based immigration system.
Register of Licenced Sponsors	A public list maintained by the Home Office, detailing all organisations in the UK that are licenced to sponsor foreign workers.
Points-Based Immigration System	The UK immigration system that assesses visa applicants based on factors such as skills, salary, and job offers from licenced sponsors.
Occupational Codes (SOC codes)	Standard codes used to classify job roles for immigration purposes, helping determine if a job qualifies for a Skilled Worker visa.
Sponsor Action Plan	A set of corrective measures required of a B-rated sponsor to regain an A-rating and resume the full ability to sponsor foreign workers.
Immigration Health Surcharge (IHS)	A fee paid by foreign nationals applying for a visa to access healthcare services through the National Health Service (NHS) while in the UK.
Right to Work	The legal right for a person to work in the UK, which must be confirmed by employers before employment starts.
Visa Curtailment	The process by which a visa is shortened or cancelled, often following the revocation of a sponsor’s licence or due to a worker’s breach of visa conditions.
Priority Processing	A service that fast-tracks the processing of sponsor licence or visa applications for an additional fee, usually resulting in a quicker decision.
Sponsor Rating	The compliance rating assigned to a licenced sponsor by the Home Office. A-rated sponsors are compliant, while B-rated sponsors have compliance issues to address.
Sponsorship Duties	The legal obligations that licenced sponsors must follow, such as monitoring sponsored workers, maintaining records, and reporting changes to the Home Office.
Key Personnel	Individuals responsible for managing a sponsor licence, including the Authorising Officer, Key Contact, and Level 1 User.
Indefinite Leave to Remain (ILR)	A form of permanent residency in the UK, allowing foreign nationals to live and work indefinitely without needing a visa.
Immigration Enforcement	The UK government body responsible for ensuring compliance with immigration laws, including tackling illegal immigration and enforcing sponsor duties.

 

Section M: Additional Resources

 

UK Government: Register of Licensed Sponsors
https://www.gov.uk/government/publications/register-of-licensed-sponsors-workers
Access the latest UK Register of Licenced Sponsors to verify organisations authorised to sponsor foreign workers.

 

UK Government: Skilled Worker Visa Guidance
https://www.gov.uk/skilled-worker-visa
Official guidance on the Skilled Worker visa, including eligibility, salary thresholds, and application process.

 

UK Government: Apply for a Sponsor Licence
https://www.gov.uk/apply-sponsor-licence
Step-by-step instructions for businesses looking to apply for a sponsor licence to hire foreign workers.

 

UK Government: Sponsor a Skilled Worker – Guidance for Employers
https://www.gov.uk/government/publications/sponsor-a-skilled-worker-guidance-for-employers
Guidance for employers on sponsorship duties and compliance when sponsoring skilled workers.

 

UK Government: Immigration Rules
https://www.gov.uk/guidance/immigration-rules
The complete UK immigration rules, outlining visa categories, points-based system, and sponsorship criteria.

 

UK Government: Immigration Skills Charge
https://www.gov.uk/immigration-skills-charge-employers
Information on the Immigration Skills Charge applicable to employers sponsoring skilled workers.

 

UK Government: Certificate of Sponsorship (CoS)
https://www.gov.uk/uk-visa-sponsorship-certificates
Instructions on how employers can issue Certificates of Sponsorship for workers.

 

UK Government: Check if your job is eligible for a Skilled Worker visa
https://www.gov.uk/government/publications/skilled-worker-visa-eligible-occupations
A list of eligible occupations and codes required for the Skilled Worker visa.

 

UK Government: Home Office Compliance and Right to Work Checks
https://www.gov.uk/check-job-applicant-right-to-work
Guide for employers on conducting right-to-work checks to ensure worker eligibility.

 

UK Visas and Immigration (UKVI) Contact Information
https://www.gov.uk/contact-ukvi-inside-outside-uk
Contact details for UK Visas and Immigration for queries related to sponsorship, visas, and compliance.