Section A: What is a Skilled Worker Sponsor Licence?
The Skilled Worker visa (previously known as the Tier 2 General) remains the main route for employing overseas skilled professionals under the UK’s points‑based system.
A sponsor licence is required by a UK employer to sponsor non-UK resident workers under the Skilled Worker route. This requirement applies to all types of employer, irrespective of size or sector, including private, limited companies, PLCs, charities and public sector organisations.
To obtain a skilled worker licence, you have to submit an application to the Home Office. Sponsor licence holders must also meet certain compliance duties when hiring and employing migrant workers. The Home Office will use the application process to verify your organisation’s eligibility to meet these duties.
If the licence is granted, the sponsor is able to assign a Certificate of Sponsorship (CoS) to the worker, to verify that the role on offer is genuine and meets the visa requirements. The worker can then make their Skilled Worker visa application to the Home Office.
DavidsonMorris Strategic Insight
Skilled Worker sponsor licences need to be treated as more than a recruitment tool. Yes, it opens the organisation up to a global talent pool, but it also connects the organisation to the Home Office, potentially on an indefinite basis.
Before you apply – do the prep work. Understand the compliance obligations, the application procedure and the visa eligibility requirements, and only once you’re confident in all areas should you move on to building your application.
Section B: Skilled Worker Sponsor Licence Requirements
When applying for the skilled worker sponsor licence, you will need to prove to the Home Office that your organisation meets eligibility criteria, which include:
a. Genuine organisation: Are you a genuine organisation operating lawfully in the UK? You will need to provide documentary evidence to prove your status, as listed under Appendix A.
b. Genuine employment: Is the role on offer a genuine position, requiring the jobholder to perform duties and responsibilities compliant with the required skill level for a salary at or above the relevant threshold?
c. Compliance with sponsor licence duties: Are your HR systems and processes compliant with sponsor duties relating to record-keeping, monitoring and reporting?
d. Honest & reliable: UKVI will conduct background checks on your key personnel and anyone involved in the day-to-day running of your licence.
To avoid issues or delays with your application, take time to understand the supporting evidence you will need to send with your application.
To evidence your eligibility, you are required to submit at least four documents from Appendix A .The specific documents to be provided will depend on what type of organisation is applying, among other criteria which are explained within the appendix.
You should also provide general organisational documents such as a company structure chart.
Specific eligibility also apply in relation to the role and the individual visa applicant:
a. Eligibility of the skilled worker visa role:
- It is a skilled role at or above the required RQF skill level.
- The role matches one of the standard occupation codes (SOC) and is an eligible skilled occupation.
- The role pays at or above the relevant minimum salary threshold, as per the appropriate SOC code.
b. Eligibility of the skilled worker:
- The individual meets the English language requirement.
- The individual has been assigned a valid Certificate of Sponsorship to perform the role.
- The individual has access to sufficient personal savings when they arrive in the UK.
- The individual has no general grounds for refusal such as a negative immigration history.
- The individual will be paid at or above the required salary level for the role.
DavidsonMorris Strategic Insight
A large part of the licence preparation will be building the case that the organisation is eligible to be a sponsor. Expect to quickly become submerged in the minutiae of the sponsorship rules and regulations, as you’ll need to apply them to your situation. Take Appendix A for example; it sets out tables of documents to submit with the licence applications. However, it’s the applicant’s responsibility to work through the tables and identify which documents are mandatory for their circumstances. You then need to collate these, in the correct format. Get this wrong and your application could be rejected.
You also need to build in sponsorship eligibility verification, both for the role and the candidate, to avoid progressing with applications that do not qualify. You’re going to need to prove that the vacancy is “genuine”, and evidence the rationale behind the chosen SOC code. How did you arrive at the particular salary level being offered? All of the criteria must be adequately addressed and evidenced.
Section C: Sponsor Licence Suitability Requirements
Under the suitability requirements, the Home Office is looking to establish that your organisation is trustworthy, dependable and capable of meeting the compliance obligations that it expects of sponsors.
In particular, you will be assessed for the following:
1. HR systems & procedures
The Home Office will assess this by either visiting the sponsor before or after the licence is granted; that the sponsor has the human resource and recruitment processes in place to fulfil, or continue to fulfil, their sponsor duties.
The Home Office will want to be certain that your organisation has the HR or recruitment mechanism in place to meet the sponsorship duties before approving your application for a skilled worker sponsor licence.
Using the sponsorship management system and reporting specific information about sponsored employees are two responsibilities of sponsorship. It must be reported within 10 working days of the incident if it has to be. Changes in start dates or a skilled worker’s change of workplace are examples of events that call for reporting.
Maintaining records of things like employment contracts, salary, and proof that any advertised positions are actually open is also part of your sponsorship responsibilities.
Information about keeping records for sponsorship is provided in Appendix D.
Any sponsored workers visas may be revoked or suspended by the Home Office if they determine that you are not fulfilling your duties and commitments.
2. Compliance inspection
The ability of the Home Office to conduct prompt, unannounced inspections to verify that the sponsor’s obligations are being met, including inspections at any physical locations where the sponsored employees would perform their employment duties.
The Home Office may come to your location to inspect your systems as part of the Sponsor Licence application process.
This will typically happen if the organisation is new or if the application entails a significant level of risk.
The Home Office may visit your organisation at any time while you hold a Sponsor Licence in addition to during the application process.
The Home Office will examine your HR systems and meet with the designated Authorising Officer during the visit(s).
They could also request to speak with sponsored workers.
3. Genuine vacancy
That the sponsor can provide a real vacancy that fits the requirements of the category for which the sponsor is requesting for licencing.
You must be able to show that you can provide actual employment that satisfies the skill and income standards under the skilled-worker route as part of your application for a licence as a skilled worker sponsor.
4. Background checks
Any proof of prior non-compliance by the sponsor and if any key employees of the firm have any pending criminal convictions for relevant offences.
5. Skilled worker licence application supporting documents
You have only five working days from the date of submitting your form to email your supporting documents to UKVI. Preparing your evidence first will help you to meet the deadline.
Appendix A lists the documents you have to provide to prove that your organisation is genuine and trading in the UK.
In most cases you will need to provide four documents based on the instructions in tables 1-4, unless you are a:
- Public body recognised by the UK government, such as a local authority
- Company listed on the London Stock
- Exchange Main Market
Additional documents will also be required when applying for a skilled worker sponsor licence.
The documents should be emailed to the email address on your submission sheet. You will need electronic copies of the documents, either by scanning or taking a photograph of each. PDF is the preferred format, or the documents can be supplied as JPEG or PNGs. Black and white images are acceptable to reduce file sizes.
Documents not in English will need to be certified translations.
DavidsonMorris Strategic Insight
The quid pro quo of the sponsorship system is to grant employers the advantages of overseas recruitment on the proviso that they effectively act as an extension of Home Office monitoring. The suitability requirements get to the spirit of this. The Home Office wants to see the inner workings of how you will manage the licence and manage your sponsored workers.
Section D: How to apply for a skilled worker sponsor licence
If you are satisfied you meet the criteria and you have compiled the supporting documentation, you would next look at the application form.
| Stage | Description | Estimated Timeframe |
|---|---|---|
| Internal preparation | Conduct internal HR audit, identify and fix compliance gaps, select key personnel, prepare vacancy details. | 4–12 weeks (varies by readiness) |
| Document collation | Identify required Appendix A documents, collect, format and certify translations where needed. | 1–4 weeks |
| Online application | Complete sponsor licence form on SMS, pay application fee, generate submission sheet. | 1–2 days |
| Submit supporting documents | Email supporting evidence to UKVI within five working days of application submission. | 5 working days |
| UKVI assessment | UKVI reviews eligibility, suitability and compliance readiness; may request more information or schedule inspection. | Up to 8 weeks (standard service) |
| Decision issued | Licence granted and added to Register of Licensed Sponsors, or application refused. | Immediately after UKVI decision |
1. Skilled worker sponsor licence application process
You apply for a licence using the online form on the Sponsor Management System (SMS), which can be accessed via the Home Office website.
The SMS is used by organisations both to apply for their licence and, if the licence is granted, to manage their sponsor licence on an ongoing basis.
To begin, you have to register an account on the SMS using the email address of the key contact. You will be issued a user ID and password which you will need to log into the system. Ensure you keep a record of your ID when it is first issued as you will not be provided with it again.
As you complete the form, you should save after each page to avoid losing work.
You will need access to a printer to print the final submission sheet.
Having completed the form and paid the fee, you then need to submit your supporting documents to the Home Office by post within 5 working days.
2. Appoint your key personnel
As part of the licence application, you have to assign the following roles to nominated individuals:
- Authorising officer: This should be the most senior individual within the organisation responsible for the recruitment of all migrant workers and ensuring that all of the company’s sponsor duties are met.
- Key contact: Your main point of contact with UK Visas and Immigration.
- Level 1 user(s): Responsible for day-to-day management of the licence on the Sponsor Management System (SMS). You must always have at least one Level 1 user.
- Level 2 user(s): SMS user with more restricted access than a Level 1 user. Multiple Level 2 users can be appointed once the licence is in place.
The roles can be assigned to one person or different roles to different people. All key personnel must be based in the UK while they are appointed. You must ensure key personnel are appointed at all times. Any exiting employees must be replaced.
| Role | Responsibilities | Access Level |
|---|---|---|
| Authorising Officer | Most senior person responsible for recruitment of migrant workers and overall compliance with sponsor duties. | Full oversight, not an SMS user by default. |
| Key Contact | Main point of contact with UKVI; receives official communications and liaises on licence matters. | Varies – no default SMS access unless also a Level 1 or 2 user. |
| Level 1 User | Day-to-day management of the sponsor licence via SMS; assigns CoS, updates licence details, reports changes. | Full SMS access. |
| Level 2 User | Limited SMS functions such as assigning CoS; cannot make administrative changes to licence. | Restricted SMS access. |
Read our detailed guide to appointing key personnel here >>
3. Licence compliance
As a sponsor licence holder, the SMS will become part of your everyday HR activity.
If you fail to keep your licence up to date, the Home Office has powers to downgrade, suspend or revoke your licence, potentially impacting your current sponsored migrant employees’ status and your ability to recruit and employ sponsored migrants in the future.Through the application process, the Home Office will be looking to verify your ability to comply with the sponsor licence duties:
a. Record keeping: Your organisation is required to maintain records of your sponsored workers, for example relating to their current Right to Work in the UK documentation, NI numbers (where applicable) and up-to-date contact details.
b. Monitoring and reporting: Track and monitor sponsored employees, reporting within 10 working days if the sponsored individual:
- fails to start work when expected;
- has 10 days of consecutive unauthorised absence;
- has their contract terminated earlier than expected, i.e. resignation; or
- moves into another immigration category.
- You are also required to report to the Home Office any suspicions and evidence that an individual is breaking the conditions of their stay in the UK.
c. Absence monitoring: Ensure all sponsored employee absences are authorised, including sickness, annual leave, study leave and overseas travel.
d. Duty to notify: If your company has moved address, the Home Office needs to know. Unannounced site visits remain common, requiring current addresses for immigration enforcement officials to attend and carry out inspections.
e. Key personnel: You must have an Authorising Officer in place at all times. If the current incumbent leaves the company, or relocates overseas, or goes on sabbatical or maternity leave, you need to appoint someone else to fill the role and notify of this change on the SMS.
f. Branch details: Details of UK branches are not published on the SMS but you need to maintain internal records and update every time a branch is opened or closed to ensure the licence is kept up to date. Best practice is also to update UKVI each time a linked entity overseas is established or closed.
g. Report change of circumstances: You also have to notify of other significant changes to the company such as takeovers, acquisitions, mergers and TUPE transfers within 28 days of the change happening as such changes generally have complex implications for your licence.
4. Pre-licence inspection
Licence applicants should ready themselves for an immigration compliance inspection. Once your submission has been received, UKVI will make an initial assessment of the information provided to determine if your application is low risk and can be decided accordingly on the basis of your submission alone. UKVI will check and rate your application against the eligibility criteria, as well as the sponsor duties for personnel record-keeping, migrant tracking and monitoring, recruitment practices and Right to Work systems for the prevention of illegal working.
If there are any concerns about your application, Home Office officials may request additional information or carry out a digital audit, or visit your premises to undertake a compliance audit and inspect your capabilities to meet the sponsor licence compliance duties.
During the inspection, officials have powers to examine your personnel documentation and HR policies, systems and processes to ensure compliance and to verify the vacancy is genuine.
If the Home Office identifies compliance issues during the inspection, they could refuse your application.
Applicants are advised to prepare for an assessment following submission of their application to ensure they are ready and in full compliance should the Home Office come calling.
5. Sponsor licence application processing times
Skilled worker sponsor licence applications typically take around 8 weeks to process.
Fast-tracked processing is available for an additional £500, however, slots for pre-licence priority processing are limited per day, from 9am Monday to Friday, allocated on a first-come, first served basis. Given the limited slots, apply early if seeking priority service after completing the online form and paying the standard licence fee.
6. Sponsor licence application outcome
If your skilled worker sponsor licence is granted, the organisation will be added to the register of licensed sponsors and the level 1 users will be granted full access to the SMS.
You can also now start to assign Certificates of Sponsorship to workers you want to sponsor in the UK. The CoS is a mandatory requirement for the individual’s visa application.
As a sponsor licence holder, you must now also ensure continued compliance with your new duties to avoid penalties and enforcement action.
If UKVI does not consider the eligible criteria have been met, for example, the organisation is deemed not able to comply with the sponsorship duties, it may deny the application and you will be unable to hire foreign skilled workers until you are able to secure a licence. A cooling-off period may also apply, which means you will need to wait to make the new application.
While there is no right of appal for refused sponsor licence applications, take advice to understand your options and ensure any new application shows you have addressed the grounds for refusal.
DavidsonMorris Strategic Insight
The Home Office uses the licence application process to get under the skin of the organisation’s HR capability. They’ll be assessing your systems and documents and they can interview your personnel. What they’re looking for is assurance that the organisation is fully capable for operating their licence lawfully and in compliance with the sponsorship regime. Every aspect of your application – the application form, the supporting documents, any audit or investigation – has to evidence that you satisfy the requirements.
And make sure the supporting documents are sent in within 5 working days of the application!
Section E: Skilled Worker Sponsor Licence Fees
There are a number of fees you will need to pay as part of your licence application and its ongoing management. Home Office fees will be payable when:
- Making your initial application for a sponsor licence
- Applying to extend the scope of an existing licence
- Assigning each Certificate of Sponsorship (CoS)
- Immigration Skills Charge
| Cost Item | Amount | Notes |
|---|---|---|
| Sponsor licence application fee | £1,579 | Medium/large organisation rate. £574 for small/charitable sponsors. |
| Immigration Skills Charge | £3,000 | £1,000 per year for three years (small/charitable rate £1,092). |
| Certificate of Sponsorship fee | £525 | Payable per sponsored worker at assignment. |
| Visa application fee | £719 | Example Skilled Worker fee for up to three years (paid by worker unless employer chooses to cover). |
| Immigration Health Surcharge | £3,105 | £1,035 per year for three years (paid by worker unless employer chooses to cover). |
| Total (employer costs only) | £5,104 | Based on medium/large employer covering licence fee, ISC, and CoS for one worker for three years. |
1. Sponsor licence application fee
There are two levels of Skilled Worker sponsor licence application fee: the small company or charitable sponsor application fee is £574, or the medium or large company fee is £1,579.
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.
You will need to pay the relevant application fee when you complete the online application form. It will not be refunded if your licence application is refused.
2. Immigration Skills Charge
The Immigration Skills Charge is payable in full each time you assign a Certificate of Sponsorship to a skilled worker applicant.
The amount you pay will depend on the size and type of your organisation on the date you assign the worker’s CoS, and the length of employment stated on the CoS.
If you are a small or charitable sponsor, you will pay the small charge:
- £364 for any stated period of employment up to 12 months, plus
- £182 for each subsequent 6-month period stated on the CoS
In all other cases, you must pay the higher charge:
- £1,000 for any stated period of employment up to 12 months, plus
£500 for each subsequent 6-month period stated on the CoS
If the size of your organisation changes with the effect of altering your band, you will be under a duty to notify the Home Office within 10 working days as this will affect the amount you must pay for each CoS.
Note that the ISC rates are expected to increase.
3. Certificate of Sponsorship fee
The Certificate of Sponsorship (CoS) assignment fee is a one‑off payment that a licensed sponsor must make each time it issues a CoS to a prospective employee. For most Worker‑route visas, including Skilled Worker, the fee is £525.
The charge is paid through the Sponsorship Management System at the point of assignment and, under April 2025 rules, cannot be recouped from the migrant worker by the sponsoring organisation.
4. Recouping immigration costs
Sponsors must not seek to recoup by deduction, repayment clause or any other means:
- the sponsor licence application fee (or the fee to add a route);
- the Certificate of Sponsorship fee;
- the Immigration Skills Charge;
- any “associated administrative costs” (e.g. priority‑service fees, compulsory legal or visa‑support charges).
If UKVI discovers a clawback or attempted clawback, it will “normally revoke” the licence, jeopardising every worker sponsored by that employer.
Employers may still recoup personal costs that belong to the employee, such as the visa application fee, Immigration Health Surcharge or voluntarily‑chosen legal fees, provided any repayment clause is transparent, proportionate and does not drive pay below the statutory or route‑specific salary threshold. Clear contractual wording and a tapered repayment schedule are best practice to stay compliant.
Read more about sponsor licence application costs here >>
DavidsonMorris Strategic Insight
Sponsorship incurs costs for the employer relating to the licence application, the visa application and ongoing management. Cost this out in advance to avoid surprises, and remember that applications are not processed if the relevant fee is not paid.
Strict rules apply to passing on costs to workers. Basically, you can’t recoup the core sponsorship costs from sponsored workers. These are intended to be employer costs alone. For other costs, such as the visa application fee, some employers offer to pay this for the worker, often under the proviso that they remain with the employer for a certain amount of time. If you opt for this, make sure that any contractual clawback clause is lawful and enforceable and not overly onerous. The Home Office will review employment contracts for this kind of clause and will take enforcement action in the event of unlawful use of these.
Section F: Common Errors with Skilled Worker Sponsor Licence Applications
For employers who are not familiar with the Home Office or international recruitment, the application can quickly become challenging and with so much at stake, you want to avoid any errors or issues.
Applications for sponsorship of skilled workers are rigorously examined, and UKVI frequently conducts digital audits and site visits before making a decision on the licence application. This means that before submitting, potential sponsors must ensure they are already compliant and can evidence effective HR practices and procedures. Conduct an internal mock audit prior to the application to ensure issues are identified and rectified prior to Home Office scrutiny.
The application may be refused, or at the very least delayed, if the necessary documentation is not provided on time, ie within 5 days of the application being submitted. As such, all paperwork should be prepped and ready before submitting the online application.
If there are any documents specified in Appendix A missing from the application, or if the Home Office requires any additional documents, they may contact you to request further information or they may consider your application invalid and the application fee will be refunded. The key contact and authorising officer should also be available to immediately deal with any enquiries from the Home Office that may follow the application.
DavidsonMorris Strategic Insight
Sponsor licence application refusals can generally be avoided with proper preparation. Before you sit down and fill out the application form, there will be multiple steps to take, often requiring a 3-6 month planning window, to be confident that everything is in order and to the required standard.
Section G: Summary
A Skilled Worker sponsor licence is a significant investment for any UK employer and comes with strict, ongoing compliance obligations. A successful application not only depends on meeting the formal eligibility and suitability criteria but also on demonstrating robust HR systems, accurate record-keeping and readiness for Home Office scrutiny at any point. With licences now granted without a fixed expiry date, the focus has shifted from periodic renewal to continuous compliance. For employers, this means embedding sponsor duties into everyday operations to protect the licence, safeguard sponsored employees’ status and maintain the ability to recruit global talent without disruption.
Section H: Need Assistance?
DavidsonMorris’ business immigration specialists can support your organisation with all aspects of the UK sponsorship licence, from the licence application, to ongoing support with managing your licence and meeting your compliance duties. We can work in support of your in-house HR team or take care of the entire licence application and management on your behalf, across all types of sponsorship licence. Contact us for specialist advice.
Section I: Skilled Worker Sponsor Licence FAQs
What is a Skilled Worker sponsor licence?
A sponsor licence is formal permission from the Home Office that lets a UK employer assign Certificates of Sponsorship so overseas nationals can apply for Skilled Worker visas.
Who needs a sponsor licence?
Any UK organisation that wishes to employ a non‑British, non‑Irish worker who does not already hold an unrestricted right to work in the UK and will require a Skilled Worker visa.
How long does the application process take?
A standard application is usually decided in around eight weeks. A ten‑working‑day priority service is available for an additional £500, subject to a daily quota.
What does it cost?
The licence fee is £1,579 for medium or large sponsors and £574 for small or charitable sponsors. Each Skilled Worker CoS costs £525, and the Immigration Skills Charge is £1,000 per year (reduced to £364 for small or charitable sponsors).
Do we have to advertise the role first?
The Resident Labour Market Test was abolished in 2021. The vacancy must, however, be genuine, at the relevant skill level and paid at or above the applicable salary threshold.
Can a micro‑business still apply?
Yes, provided the business is a genuine trading entity with adequate HR systems to meet sponsor duties. Small companies often benefit from the lower Home Office fees.
What salary must we pay a sponsored worker?
Most roles must pay at least £41,700 or the occupation’s going rate, whichever is higher. Roles on the Immigration Salary List, new entrants and certain health or education jobs, among other criteria, may rely on lower thresholds.
What if the worker’s job or salary changes after grant?
Substantial changes such as a different SOC code, a fall below the salary threshold or a switch to part‑time hours, must be reported on the Sponsorship Management System. A new CoS and visa application may be required.
Can we recover our sponsorship costs from the employee?
It is prohibited to recover the licence fee, CoS fee, Immigration Skills Charge or related administrative costs. Personal costs like the visa application fee or Immigration Health Surcharge may still be reclaimed under a clear, proportionate repayment clause.
Does the licence expire?
Sponsor licences for Worker routes issued on or after 6 April 2024 now carry no fixed expiry date. They remain in force until surrendered, revoked or rendered dormant by UKVI. You should still perform periodic internal checks to ensure ongoing compliance.
What happens if we breach sponsor duties?
The Home Office can downgrade, suspend or revoke the licence. Revocation curtails every Skilled Worker’s leave, so strong right‑to‑work checks, accurate record‑keeping and timely SMS reporting are essential to remain compliant.
Section J: Glossary
| Term | Definition |
|---|---|
| Skilled Worker Sponsor Licence | Home Office approval that enables a UK employer to sponsor non‑resident workers on the Skilled Worker route. |
| Authorising Officer | The senior person legally responsible for the licence and for ensuring the organisation’s compliance with sponsor duties. |
| Level 1 User | The main day‑to‑day administrator of the Sponsor Management System (SMS) who can assign CoS and report changes to UKVI. |
| Certificate of Sponsorship (CoS) | An electronic document issued via the SMS that confirms the job offer and allows the migrant to apply for a Skilled Worker visa. |
| Sponsor Management System (SMS) | The secure online portal through which licensed sponsors manage their licence, allocate CoS and fulfil reporting duties. |
| Standard Occupational Classification (SOC) code | A four‑digit code used to identify the correct occupation and associated salary “going rate” for the sponsored role. |
| Going Rate | The salary reference figure published in Appendix Skilled Occupations that sponsors must match or exceed for a given SOC code. |
| Salary Threshold | The minimum pay level a Skilled Worker must receive – currently the higher of the route’s general threshold and the role’s going rate. |
| Immigration Skills Charge (ISC) | A levy that most sponsors must pay when assigning a CoS, intended to fund UK skills training. |
| Right to Work Check | A prescribed process employers must follow before employment begins to obtain a statutory excuse against civil penalties for illegal working. |
| A‑rating / B‑rating | Status awarded to sponsor licences: an A‑rating is full compliance; a B‑rating requires an action plan and restricts new CoS issuance. |
| Action Plan | A Home Office‑issued list of corrective measures that a B‑rated sponsor must complete (fee payable) to regain an A‑rating. |
| Licence Suspension | Interim measure during a Home Office investigation that prevents new CoS assignment but does not immediately cancel existing sponsorship. |
| Licence Revocation | Removal of the sponsor licence, terminating all sponsored workers’ leave and blocking repeat applications for at least 12 months. |
| Priority Service (licence) | An optional £500 Home Office service that aims to give a decision on a sponsor‑licence application within ten working days. |
| Appendix Skilled Worker | The section of the Immigration Rules setting out the eligibility criteria for Skilled Worker visas, including points and salary rules. |
| Points‑Based System | The framework under which Skilled Worker applicants must obtain 70 points for sponsorship, skill, salary, English and (where required) maintenance. |
| Cooling‑off Period | The time a business must generally wait (normally six months) before re‑applying if its sponsor‑licence application is refused or the licence is revoked. |
| Compliance Visit | An announced or unannounced inspection by UKVI officers to verify that a sponsor is meeting its immigration duties and keeping accurate records. |
Section K: Additional Resources and Links
| Resource | Description | URL |
|---|---|---|
| Skilled Worker visa: Overview | Official Home Office page covering Skilled Worker visa eligibility, application process, and salary thresholds. | https://www.gov.uk/skilled-worker-visa |
| Apply for a sponsor licence | Home Office guidance on how to apply for a sponsor licence, including application steps and eligibility criteria. | https://www.gov.uk/apply-sponsor-licence |
| Register of Licensed Sponsors | Official public list of UK organisations licensed to sponsor Skilled Worker and Temporary Worker visas. | https://www.gov.uk/government/publications/register-of-licensed-sponsors-workers |
| Sponsorship guidance for employers | Comprehensive Home Office guidance on sponsor duties, compliance inspections, and using the Sponsorship Management System (SMS). | https://www.gov.uk/government/collections/sponsorship-information-for-employers-and-educators |
| Immigration Rules: Appendix Skilled Worker | Full Immigration Rules setting out Skilled Worker visa eligibility, salary thresholds, and points requirements. | https://www.gov.uk/government/publications/immigration-rules-appendix-skilled-worker |
| Appendix D: Keeping documents | Home Office requirements for record-keeping and document retention for licensed sponsors. | https://www.gov.uk/government/publications/appendix-d-keeping-documents-sponsor-guidance |
