Sponsor licence legal advice

We advise a wide range of businesses on sponsoring highly skilled workers and on immigration law generally.

Sponsoring highly skilled non-UK workers to be able to come and live and work in the UK has many advantages for employers. However, the applicable immigration laws are complex and employers who sponsor immigrant employees will need to keep a close eye on ensuring compliance with the rules.

Our experience includes first CoS application guidance, preparing compliance documents, employment law aspects, ongoing compliance advice, UKVI audit support, Sponsor duties advice and licence renewal help.

Please do get in contact by phone or email to discuss how we can assist.

What is a sponsor licence?

A mandatory licence from UKVI allowing UK employers to hire overseas workers. Without it, you cannot sponsor foreign nationals under the Skilled Worker or Global Business Mobility routes.

How to apply for a Sponsorship Licence

Before sponsoring and employing non-UK workers it is necessary to have a sponsorship licence. Key requirements for obtaining a sponsorship licence include:

• Satisfying the Home Office that you are able to provide genuine employment in a skilled occupation - The Home Office also have other requirements which include rates of salary for certain types of role.

• Supporting documents - typically bank statements, Employer’s liability insurance, company accounts, evidence of relevant HMRC up-to-date status and insurance, employment and HR compliance systems - HR systems and policies, evidence of trading including client contracts, supplier agreements and bank statements.

• Paying a fee - which will depend on the size of your business. For the vast majority of small and medium businesses the fee is in the region of £500 and is reviewed annually.

Common pitfalls for visa sponsors

Errors on the sponsor application form will generally result in delay. This is because the Home office can impose cooling off period based on errors and that can mean that a business cannot re-submit the application for 6 months.

• Insufficient supporting documents - Missing or incomplete evidence.

• Poor HR systems and processes - Inadequate monitoring capabilities.

• Inadequate compliance procedures - Lack of written processes.