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A UK Sponsor Licence is an authorization granted by the UK Home Office that allows businesses to sponsor foreign nationals for work visas. This licence is essential for companies that want to employ workers from outside the UK, including the EU, following Brexit. 

Categories of Sponsorship: The Sponsor Licence covers several categories under which businesses can sponsor employees:

  • Skilled Worker (Tier 2): For long-term employment in roles that meet specific skill and salary thresholds.
  • Intra-company Transfer (ICT): For multinational companies to transfer employees from overseas branches to the UK.
  • Temporary Worker: For short-term employment in specific sectors, including charity work, creative industries, and religious roles.
  • Other Routes: Including the International Sportsperson and the Seasonal Worker visas

Data from recent years show that more than 15% of sponsorship licence applications are refused by the UKVI, and as there’s no right to appeal for unsuccessful applications (though it is possible to request reconsideration), you will need to wait for a specified period of time and make a new application at full cost.

As such, it’s crucial to get it right for the first time and seeking professional help with your sponsor licence application can help you save both time and application costs.

If you are thinking about employing overseas nationals (this can be someone who already works for you or your new hire to fill one of the positions you have available), we can assist you with both applications for your company and later for your employee for their Skilled Worker (Tier 2) visa application.

Need Help With Tier 2 Work Visa Sponsor Licence Application?

We have an experienced team of solicitors dedicated to Tier 2 Sponsor Licence applications and we will be happy to assist with your application. Contact us today to see how we can help you with obtaining a sponsorship licence.

How Solicitors Can Help with a Sponsor Licence Application Process:

1. Initial Consultation and Assessment

  • Understanding Requirements: Our immigration solicitors provide an initial consultation to understand the business’s specific needs and eligibility for a Sponsor Licence.
  • Eligibility Check: They will assess whether the business meets Home Office criteria for sponsoring foreign workers.
  • Tailored Advice: Solicitors offer advice on suitable visa categories based on the business’s needs.

2. Preparing the Application

  • Document Compilation: Solicitors assist in gathering necessary documentation, including business registration, financial records, and HR policies.
  • Application Form Guidance: They guide the accurate completion of the online application form.
  • Supporting Evidence: Solicitors help compile evidence to support the application, such as job descriptions and company documents.

3. Compliance and Systems Check

  • HR Systems Review: They can review HR systems to ensure they meet Home Office requirements for monitoring sponsored employees.
  • Mock Audits: Conduct mock audits to identify potential non-compliance issues and recommend improvements.
  • Policy Development: Assist in developing or updating HR policies for compliance with sponsorship duties.

4. Submission and Follow-up

  • Application Submission: Solicitors handle the application submission, ensuring all documents are correctly uploaded and fees paid.
  • Communication with Home Office: Act as the point of contact with the Home Office, addressing queries or requests for additional information.
  • Monitoring Application Progress: Track the application’s progress and provide updates to the business.

5. Post-Approval Support

  • Onboarding Sponsored Employees: Assist in sponsoring individual employees, including issuing Certificates of Sponsorship.
  • Ongoing Compliance: Provide ongoing support to ensure compliance with sponsorship duties and updates on immigration laws.
  • Renewal and Audits: Help with Sponsor Licence renewal and prepare for Home Office audits.

Benefits of Engaging Solicitors

  • Expert Knowledge: Ensure applications are thorough and compliant with current legal requirements.
  • Efficiency: Save time and resources by handling the application process.
  • Risk Mitigation: Reduce the risk of application rejection or delays.
  • Peace of Mind: Experienced professionals manage the application and ensure ongoing compliance.

Solicitors specialising in immigration law provide invaluable assistance, ensuring businesses navigate the Sponsor Licence application process smoothly and effectively, enhancing their ability to attract global talent.

Continue reading for our detailed guide on Sponsor Licence application.

Sponsor Licence Application Types for Businesses

1. Sponsor Licence for Restaurants

  • Purpose: Allows restaurants to issue visa sponsorship to skilled chefs, managers, and other essential staff from outside the UK.
  • Requirements: The restaurant must demonstrate a genuine need for foreign workers due to a shortage of local talent. Key roles such as head chefs must meet specific skill and salary thresholds.
  • Typical Roles: Head chefs, sous chefs, restaurant managers, bar managers, specialist cuisine chefs.

2. Sponsor Licence for Care Homes

  • Purpose: Enables care homes to employ qualified nurses, care managers, and senior care workers from abroad.
  • Requirements: Care homes must show that they have genuine vacancies that cannot be filled by local candidates and meet the required salary levels.
  • Typical Roles: Registered nurses, senior care assistants, care home managers.

3. Sponsor Licence for Professional Firms

  • Purpose: Allows firms in sectors such as finance, law, IT, and engineering to recruit skilled professionals from overseas.
  • Requirements: Professional firms must prove that the roles are skilled, meet salary thresholds, and that the recruitment process complies with immigration rules.
  • Typical Roles: Accountants, IT specialists, lawyers, engineers, financial analysts.

4. Self-Sponsorship Sponsor Licence

  • Purpose: Enables entrepreneurs and business owners to sponsor themselves for a Skilled Worker visa, allowing them to establish and run their own businesses in the UK.
  • Requirements: The individual must set up a UK-based business that meets the necessary criteria, including financial viability and the creation of employment opportunities for others.
  • Typical Roles: Business owners, startup founders, and directors of newly established companies.

Each type of Sponsor Licence addresses specific industry needs, ensuring that businesses can access the skilled workforce required to maintain and grow their operations. Solicitors can provide expert guidance to navigate the application process for each of these licences. 

Overview of Salary Thresholds and Positions Available for Visa Sponsorship (Effective from 6 April 2024)

Updated Salary Thresholds

The salary thresholds for sponsoring skilled workers have been significantly revised from 6 April 2024. These thresholds differ for new entrants and existing skilled workers. Here’s a detailed breakdown:

General Salary Thresholds

  1. General Salary Threshold for Skilled Workers

    • Minimum Salary: £38,700 per year, or the “going rate” for the specific occupation, whichever is higher.

  2. New Entrants

    • Definition: New entrants typically include recent graduates, workers under 26, or those switching from student visas or other categories.
    • Minimum Salary: £30,960 per year or 70% of the “going rate” for the occupation, whichever is higher.

  3. Existing Skilled Workers (Entered Before 6 April 2024)

    • Workers who entered the Skilled Worker route before 6 April 2024 are subject to the thresholds that were in place at the time of their entry or extension.
    • Previous Minimum Salary: Typically £29,000 per year, or the “going rate” for the specific occupation, whichever was higher, or any other applicable lower threshold that was set for specific categories like shortage occupations.

Eligibility Criteria for Positions

  1. Genuine Vacancy: The position must be a genuine vacancy that meets the skill and salary thresholds.
  2. Skill Level: The role must be at RQF Level 3 or above.
  3. Salary Compliance: The offered salary must meet or exceed the applicable salary thresholds.
  4. Job Description: Detailed job descriptions must be provided, showing the role’s responsibilities and required qualifications.

With the new salary thresholds effective from 6 April 2024, businesses sponsoring skilled workers must ensure compliance with the updated requirements. The general threshold has risen to £38,700 per year, with new entrants having a lower threshold of £30,960 per year. Those who entered the Skilled Worker route before 6 April 2024 will continue to follow the lower thresholds applicable at their time of entry. Ensuring job roles meet these criteria is essential for maintaining compliance and successfully sponsoring skilled workers.

Main Requirements for a Sponsor Licence Application

Applying for a UK Sponsor Licence involves meeting several key requirements to demonstrate that the business is genuine, operational, and capable of complying with sponsorship duties. Here are the main requirements:

1. Genuine Trading Presence

  • Operational Business: The company must be actively trading and operating as a legitimate business within the UK.
  • Evidence: Documentation such as business bank statements, recent accounts, and evidence of ongoing business activities may be required to demonstrate the company’s active trading status.

2. Based in the UK

  • UK Presence: The business must have a physical presence in the UK. This means having a registered office, business premises, or a significant operational base in the UK.
  • Evidence: Proof of conducting business operations in the UK. 

3. Genuine Vacancy

  • Role Validity: The vacancy for which the business intends to sponsor a foreign worker must be genuine, not created solely to facilitate immigration.
  • Evidence: Detailed job descriptions, evidence of recruitment efforts (optional), and proof that the role meets the required skill and salary levels.

4. Appropriate HR Systems

  • Compliance Systems: The company must have robust HR systems in place to manage the sponsorship process effectively. This includes tracking and monitoring sponsored employees, conducting right-to-work checks, and keeping accurate records.
  • Evidence: The evidence will dependant on whether the company has an office or operates a virtual business model. The evidence may include HR policies and procedures, staff training records, policies on tracking annual leave/absences, compliance with immigration requirements etc. 

5. Specified Supporting Documents

  • Required Documents: The business must provide a set of specified documents to support the Sponsor Licence application. These documents are used to verify the company’s legitimacy and ability to meet sponsorship duties.
  • Typical Documents: These may include:
    • Certificate of incorporation
    • Business bank statements
    • VAT registration certificate (if applicable)
    • Proof of business premises (lease or ownership documents)
    • Evidence of employer’s liability insurance
    • Audited or unaudited accounts

Additional Considerations

  • Compliance with Immigration Laws: The company must ensure ongoing compliance with all immigration laws and Home Office regulations.
  • Sponsor Duties: The business must understand and commit to fulfilling sponsor duties, such as reporting changes in employees’ circumstances and maintaining proper records.

By meeting these requirements, businesses can demonstrate their capability to responsibly sponsor foreign workers and comply with the UK immigration system, thereby enhancing their chances of obtaining a Sponsor Licence.

Main Duties for Sponsor Licence Holders

Holding a UK Sponsor Licence comes with several critical responsibilities to ensure compliance with immigration laws and regulations. Here are the main duties that sponsor licence holders must adhere to:

1. Record-Keeping Duties

  • Employee Records: Maintain accurate and up-to-date records of all sponsored employees. This includes their contact details, copies of passports and visas, job titles, and salaries.
  • Right-to-Work Checks: Keep evidence of right-to-work checks conducted before employment begins.

2. Reporting Duties

  • Changes in Employment: Report significant changes in the employment status of sponsored workers. This includes changes in job roles, salaries, work locations, and if an employee leaves the company.
  • Non-Compliance: Report if a sponsored employee does not comply with the conditions of their visa or if there are any breaches of immigration rules.

3. Compliance with Immigration Laws

  • Adherence to Conditions: Ensure that all sponsored workers comply with the conditions of their visas, such as not breaching their work restrictions.
  • HR Practices: Implement HR practices that ensure compliance with immigration laws, including conducting regular audits and training staff on compliance issues.

4. Sponsorship Management System (SMS) Usage

  • Update SMS: Use the Home Office’s Sponsorship Management System to report changes and manage sponsorship duties efficiently. This system is used for assigning Certificates of Sponsorship (CoS) and making necessary updates.

5. Co-operation with the Home Office

  • Audits and Inspections: Be prepared for compliance audits and inspections by the Home Office. Cooperate fully by providing access to records and responding to requests for information.
  • Communication: Maintain open and honest communication with the Home Office, reporting any issues that may affect the company’s ability to meet its sponsor duties.

6. Renewal and Monitoring

  • Licence Renewal: Apply for renewal of the Sponsor Licence before it expires, ensuring all conditions and duties have been met during the licence period.
  • Regular Monitoring: Regularly monitor the company’s compliance with sponsorship duties and make improvements where necessary.

By fulfilling these duties, sponsor licence holders can maintain their status and continue to sponsor skilled workers from outside the UK, ensuring a steady flow of talent and compliance with immigration regulations.

Key Personnel for the Tier 2 Sponsor Licence 

When applying for a UK Sponsor Licence, a business must designate specific individuals to manage the sponsorship process. These roles are critical for ensuring compliance with the sponsor duties and maintaining effective communication with the Home Office. Here is an overview of the key personnel required for a Sponsor Licence:

1. Authorising Officer

  • Role: The Authorising Officer is a senior and competent person within the organisation responsible for the activities of all staff who use the Sponsorship Management System (SMS).
  • Responsibilities:
    • Ensuring the organisation meets all its sponsor duties and remains compliant with immigration laws.
    • Overseeing the actions of key personnel and the overall sponsorship process.
    • Keeping the Home Office informed of any significant changes within the organisation, such as changes in structure or contact details.
  • Requirements: Must be a permanent employee or office holder within the organisation and not a contractor or temporary staff member.

2. Key Contact

  • Role: The Key Contact acts as the main point of contact between the organisation and the Home Office.
  • Responsibilities:
    • Handling all communications with the Home Office.
    • Ensuring that any requests for information from the Home Office are responded to promptly and accurately.
  • Requirements: Can be an employee of the organisation or a legal representative, but must be based in the UK.

3. Level 1 User

  • Role: The Level 1 User is responsible for the day-to-day management of the Sponsorship Management System (SMS).
  • Responsibilities:
    • Assigning Certificates of Sponsorship (CoS) to potential employees.
    • Updating the SMS with changes to the sponsored employees’ details, such as changes in role or salary.
    • Reporting any compliance issues or breaches of sponsorship duties.
  • Requirements: Must be an employee or office holder within the organisation, though additional Level 1 Users can be added as needed.

4. Level 2 User (Optional)

  • Role: The Level 2 User has more restricted access to the SMS and can perform limited functions compared to a Level 1 User.
  • Responsibilities:
    • Handling specific tasks such as assigning Certificates of Sponsorship within pre-defined parameters.
  • Requirements: Typically a member of staff within the organisation who requires limited access to perform specific tasks.

Important Considerations for Key Personnel

  • Suitability: All key personnel must be deemed suitable and trustworthy by the Home Office. They should not have any unspent criminal convictions for immigration offences or certain other crimes, and must not have a history of non-compliance with sponsor duties.
  • Training: It is advisable for key personnel to undergo training on the sponsorship process and compliance requirements to ensure they are fully aware of their responsibilities.
  • Monitoring and Updates: The organisation must keep the Home Office updated with any changes to key personnel to ensure ongoing compliance.

By designating the appropriate key personnel and ensuring they understand their roles and responsibilities, businesses can effectively manage their Sponsor Licence and maintain compliance with all relevant regulations.

Overview of Applying for and Assigning Certificates of Sponsorship (CoS) for Skilled Worker visas 

Applying for a Certificate of Sponsorship (CoS)

A Certificate of Sponsorship (CoS) is a crucial document required to sponsor foreign workers under a UK Sponsor Licence. There are two main types of CoS:

  1. Defined CoS: For Skilled Workers applying from outside the UK.
  2. Undefined CoS: For Skilled Workers applying from within the UK and for other visa routes like Intra-company Transfers.

Steps to Apply for a Defined CoS

  1. Request CoS Allocation:

    • After obtaining the Sponsor Licence, the organisation must request an allocation of Defined CoS through the Sponsorship Management System (SMS).
    • Provide detailed information about the job role, including job title, duties, salary, and justification for the need to hire a foreign worker.

  2. Home Office Approval:

    • The Home Office reviews the request and may ask for additional information or evidence to support the application.
    • Once approved, the Defined CoS is allocated and can be assigned to a specific worker.

Steps to Apply for an Undefined CoS

  1. Annual Allocation:

    • During the Sponsor Licence application or its renewal, organisations must estimate the number of Undefined CoS they will need for the upcoming year.
    • The Home Office approves this allocation, which is then available in the SMS for assignment as needed.

  2. Additional Requests:

    • If more Undefined CoS are needed than initially allocated, the organisation can request additional allocations through the SMS, providing a justification for the increased need.

Assigning a Certificate of Sponsorship

  1. Access the Sponsorship Management System (SMS):

    • The Level 1 User logs into the SMS to assign a CoS to a prospective employee.

  2. Input Employee Details:

    • Enter detailed information about the employee, including personal details, job title, start date, salary, and work address.
    • Ensure the job meets the relevant criteria for the visa category, such as skill level and salary thresholds.

  3. Generate and Assign CoS:

    • The SMS generates a unique CoS reference number.
    • Assign the CoS to the employee and provide them with the reference number, which they will need for their visa application.

  4. Compliance and Documentation:

    • Keep thorough records of the assigned CoS, including the job description, recruitment process, and copies of documents proving the employee’s eligibility for the role.
    • Ensure the CoS is used within three months of assignment, as it expires after this period if not used.

Important Considerations

  • Accuracy: Ensure all information entered into the SMS is accurate and complete to avoid delays or rejections.
  • Compliance: The job role and the applicant must meet all relevant requirements, such as minimum salary levels and appropriate skill levels for the visa category.
  • Monitoring: Regularly monitor the status of assigned CoS and ensure compliance with reporting duties, such as notifying the Home Office of any changes to the employee’s circumstances.

By following these steps and maintaining compliance with Home Office regulations, organisations can effectively manage the process of applying for and assigning Certificates of Sponsorship, enabling them to hire skilled workers from outside the UK.

Types of Sponsor Licence Depending on Organisation Type and Structure (Multiple Branches Sponsorship Licence)

Types of Businesses for Sponsorship Licence

  1. Small and Medium Enterprises (SMEs)

    • Structure: For SMEs, a straightforward licence structure is often sufficient. Typically, one set of key personnel (Authorising Officer, Key Contact, and Level 1 User) manages the sponsorship process.
    • Considerations: SMEs should ensure that their HR systems and record-keeping practices are robust enough to meet Home Office requirements. Given limited resources, efficiency and compliance are crucial.

  2. Large Enterprises

    • Structure: Large enterprises might require a more complex structure with multiple Level 1 and Level 2 Users to manage the sponsorship duties efficiently across various departments.
    • Considerations: Large companies often have more resources and a more significant number of sponsored employees, necessitating detailed compliance procedures and regular internal audits to ensure adherence to Home Office regulations.

  3. Professional Firms (e.g., Law Firms, Accountancy Firms)

    • Structure: These firms may have specific departments dedicated to managing the sponsorship process, with specialist roles assigned to key personnel.
    • Considerations: Given the nature of their work, professional firms must ensure high compliance standards and often require tailored HR policies to manage the sponsorship process effectively.

  4. Sector-Specific Businesses (e.g., Restaurants, Care Homes)

    • Structure: These businesses might require a tailored approach to managing their Sponsor Licence, reflecting the unique nature of their workforce needs. They may have industry-specific compliance requirements and job roles.
    • Considerations: They must ensure job roles meet the skill and salary thresholds specific to their industry, and they often require detailed evidence to justify the need for foreign workers.

Businesses with Multiple Branches

  1. Centralised Licence Management

    • Structure: One central office manages the Sponsor Licence and oversees sponsorship duties for all branches. Key personnel are based at the head office.
    • Advantages: Simplifies compliance management and ensures a unified approach to sponsorship duties.
    • Disadvantages: Requires robust communication and management systems to handle sponsorship duties for multiple locations effectively. Breach of sponsorship duties will result in all the branches losing their licence and staff losing sponsorship. 

  2. Decentralised Licence Management

    • Structure: Each branch or region has its own set of key personnel responsible for managing sponsorship duties. This might involve multiple Sponsor Licences if branches operate independently.
    • Advantages: Allows for localised management of sponsorship duties, potentially improving responsiveness and compliance at each branch. If one branch loses a sponsor licence for any reason, the other licences are unaffected.
    • Disadvantages: Increases complexity in maintaining consistent compliance across all branches and may require additional resources.

  3. Hybrid Approach

    • Structure: A combination of centralized oversight with localised management. The head office retains overall responsibility and oversight, while regional branches manage day-to-day sponsorship duties with designated Level 1 and Level 2 Users.
    • Advantages: Balances centralised control with local autonomy, enabling efficient management and compliance.
    • Disadvantages: Requires effective coordination and clear communication channels between the central office and branches.

Key Considerations for Structuring a Tier 2 Sponsor Licence

  1. Compliance: Regardless of the structure, the primary focus should be on maintaining compliance with Home Office regulations. This includes regular training for key personnel, internal audits, and keeping up-to-date with changes in immigration laws.

  2. Communication: Effective communication between the central office and branches or departments is essential, especially in decentralized or hybrid models. Clear policies and procedures should be in place to ensure consistent compliance.

  3. Resource Allocation: Ensure that each branch or department has sufficient resources to manage their sponsorship duties effectively. This includes dedicated personnel, training, and technological support for managing the Sponsorship Management System (SMS).

  4. Documentation and Record-Keeping: Maintain comprehensive records for all sponsored employees and ensure that all branches follow standardized procedures for documentation and record-keeping.

By carefully considering these factors and structuring the Sponsor Licence to suit the specific needs of the business, organisations can effectively manage their sponsorship duties, ensure compliance, and successfully hire skilled workers from outside the UK.

How Long Does It Take to Obtain a Company Sponsor Licence?

The timeline for obtaining a UK Sponsor Licence involves several steps, each with its own duration. Here’s a breakdown of the process and the approximate time it takes:

1. Preparation Phase

  • Gathering Documentation: The time needed to collect all necessary documents can vary depending on the organisation’s readiness and the complexity of its structure. Typically, this can take anywhere from a few days to several weeks.
  • Internal Assessment and Setup: This includes ensuring that the business meets all eligibility requirements, has appropriate HR systems in place, and designates key personnel. This phase can take a few days to a couple of weeks.

2. Application Submission

  • Online Application: Completing the online application form on the Home Office website and uploading the required documents usually takes a few hours to a few days, depending on the complexity of the application and the organisation’s preparedness.

3. Home Office Processing

  • Standard Processing Time: Once the application is submitted, the Home Office typically takes around 8 weeks to process the application. This period starts from the date they receive the completed application and all required documents.
  • Priority Service: For an additional fee, the Home Office offers a priority service that can reduce the processing time to around 10 working days. However, this service is subject to availability and not all applications may qualify for it.

4. Possible Home Office Visit

  • Compliance Visit: In some cases, the Home Office may conduct a compliance visit to verify the information provided in the application and to check the organisation’s HR systems and processes. The scheduling of this visit can add additional time to the process, usually a few extra weeks.

Summary of Timeline

  1. Preparation and Gathering Documentation: 1-4 weeks (or more, depending on complexity and readiness)
  2. Application Submission: A few hours to a few days
  3. Home Office Processing:
    • Standard Service: Up to 8 weeks
    • Priority Service: Approximately 10 working days
  4. Compliance Visit (if required): An additional 1-3 weeks

Total Time: On average, the entire process from preparation to receiving the Sponsor Licence can take approximately 2-3 months with standard processing, or 3-6 weeks with the priority service, assuming there are no significant delays or complications.

Key Considerations

  • Readiness: The more prepared and organized the business is, the quicker the preparation phase will be.
  • Document Accuracy: Ensuring all documents and information provided are accurate and complete will help avoid delays.
  • Compliance: Being well-prepared for a possible Home Office visit can help speed up the process if such a visit is required.

By understanding these timelines and preparing thoroughly, businesses can streamline the process of obtaining a UK Sponsor Licence and minimize any potential delays.

Cost of Obtaining a Sponsor Licence

The cost of obtaining a UK Sponsor Licence depends on the size and type of the business. The UK Home Office has established specific fees for different categories of sponsor licences. Here’s an overview of the costs involved:

Application Fees

  1. Small or Charitable Sponsors

    • Fee: £536
    • Eligibility: This fee applies to businesses that meet the criteria for small sponsors or those that are registered charities.
      • Small sponsors are typically defined as companies meeting at least two of the following criteria:
        • Annual turnover of £10.2 million or less.
        • Total assets worth £5.1 million or less.
        • 50 employees or fewer.

  2. Medium or Large Sponsors

    • Fee: £1,476
    • Eligibility: This fee applies to businesses that do not meet the criteria for small sponsors and are, therefore, considered medium or large.

Additional Costs

  1. Priority Service Fee

    • Fee: £500 (in addition to the standard application fee)
    • Description: For businesses that opt for the priority service to expedite the processing time to around 10 working days.

  2. Immigration Skills Charge

    • Fee: The Immigration Skills Charge is an additional fee that sponsors must pay when assigning a Certificate of Sponsorship (CoS) to a worker. The fee is paid upfront and covers the entire duration of the visa.
      • Small or Charitable Sponsors: £364 per year per worker.
      • Medium or Large Sponsors: £1,000 per year per worker.

  3. Certificates of Sponsorship (CoS) Fees

    • Fee: £239 per CoS for each skilled worker
    • Description: This is the fee for assigning a CoS to each sponsored worker, which is a requirement for their visa application.

Summary of Costs

  • Small or Charitable Sponsor Application Fee: £536
  • Medium or Large Sponsor Application Fee: £1,476
  • Priority Service Fee (optional): £500
  • Immigration Skills Charge:
    • Small or Charitable Sponsors: £364 per year per worker
    • Medium or Large Sponsors: £1,000 per year per worker
  • Certificates of Sponsorship Fee: £199 per skilled worker

Example Costs

  • Small Business Sponsoring One Skilled Worker for Three Years:

    • Application Fee: £536
    • Immigration Skills Charge: £1,092 (3 years x £364)
    • Certificate of Sponsorship: £239
    • Total: £1,867

  • Medium/Large Business Sponsoring One Skilled Worker for Three Years:

    • Application Fee: £1,476
    • Immigration Skills Charge: £3,000 (3 years x £1,000)
    • Certificate of Sponsorship: £239
    • Total: £4,715

Additional Considerations

  • Legal and Consultancy Fees: Businesses may also incur additional costs if they engage solicitors or immigration consultants to assist with the Sponsor Licence application and compliance processes.

Understanding these costs helps businesses budget appropriately for obtaining and maintaining a Sponsor Licence, ensuring compliance with UK immigration requirements while effectively managing their workforce needs.

What If the Sponsor Licence Application Is Refused?

If a Sponsor Licence application is refused by the UK Home Office, it can have significant implications for a business. Understanding the reasons for refusal, potential next steps, and how to avoid future rejections is crucial. Here’s what businesses need to know:

Common Reasons for Refusal

  1. Incomplete or Incorrect Application: Missing or inaccurate information in the application form or supporting documents.
  2. Failure to Meet Eligibility Criteria: The business may not meet the required criteria, such as having a genuine trading presence or adequate HR systems.
  3. Unsatisfactory Compliance History: Past non-compliance with immigration laws or having a history of employing individuals without the right to work.
  4. Inadequate Documentation: Failure to provide necessary documents or evidence to support the application.
  5. Concerns Raised During a Compliance Visit: Issues identified during a Home Office visit, such as inadequate HR practices or record-keeping systems.

Steps to Take If Refused

  1. Understand the Refusal Reasons

    • Carefully review the refusal notice from the Home Office, which will outline the specific reasons for the refusal. Consulting with our knowledgeable team of award-winning immigration lawyers is advisable at this stage. 
    • Identify any deficiencies or areas where the application did not meet the required standards.

  2. Address the Issues

    • Rectify any issues or gaps identified in the refusal notice. This may involve updating HR systems, gathering additional documentation, or addressing compliance concerns.
    • Consider seeking professional advice from solicitors or immigration consultants to understand the refusal reasons and how to address them effectively.

  3. Reapply for the Sponsorship Licence

    • Businesses can reapply for a Sponsor Licence after addressing the reasons for refusal. There is typically a cooling-off period of six months before reapplying.
    • Ensure that the new application is thorough and addresses all the previous issues raised by the Home Office.

  4. Appeal the Refusal of Sponsor Licence (if applicable)

    • While there is no formal appeal process for Sponsor Licence refusals, businesses can request an administrative review if they believe there was an error in the decision-making process.
    • An administrative review involves the Home Office re-examining the application to ensure the decision was made correctly. This process must be initiated within 14 days of receiving the refusal notice.

  5. Prepare for Future Applications

    • Implement and maintain robust HR and compliance systems to avoid future refusals.
    • Regularly review and update internal processes to ensure ongoing compliance with immigration laws and regulations.

Preventing Future Refusals

  1. Thorough Preparation: Ensure that all aspects of the application are complete and accurate, and all necessary documents are included.
  2. Professional Advice: Engage immigration solicitors or consultants to guide the application process and review the application before submission.
  3. Robust HR Systems: Implement strong HR practices and systems to manage the sponsorship process, including thorough record-keeping and right-to-work checks.
  4. Compliance Culture: Foster a culture of compliance within the organisation, ensuring all staff understand and adhere to immigration laws and sponsor duties.
  5. Regular Reviews: Conduct regular internal audits and reviews of HR practices to ensure ongoing compliance and readiness for Home Office inspections.

A refusal of a Sponsor Licence can be a setback for businesses, but understanding the reasons for refusal and taking corrective actions can pave the way for a successful future application. By addressing the issues raised, seeking professional advice, and maintaining strong compliance systems, businesses can improve their chances of obtaining a Sponsor Licence and accessing the global talent they need.

Frequently Asked Questions (FAQ) for the Sponsor Licence

1. What is a UK Sponsor Licence?

Answer: A UK Sponsor Licence is an authorization granted by the UK Home Office that allows businesses to sponsor foreign nationals for work visas, enabling them to hire skilled workers from outside the UK.

2. Who needs a Sponsor Licence?

Answer: Any UK-based business or organization that wishes to employ skilled workers from outside the UK, including EU nationals post-Brexit, needs a Sponsor Licence.

3. What are the eligibility criteria for obtaining a Sponsor Licence?

Answer: To be eligible, a business must:

  • Be a genuine, operational UK-based entity.
  • Have appropriate HR systems in place to manage the sponsorship process.
  • Demonstrate a genuine need for a foreign worker.
  • Be able to provide specified supporting documents.

4. How long does it take to get a Sponsor Licence?

Answer: The process typically takes up to 8 weeks for standard processing. There is also a priority service available for an additional fee, which can expedite the process to around 10 working days, subject to availability.

5. What are the costs associated with a Sponsor Licence?

Answer: The application fee depends on the size of the business:

  • Small or charitable sponsors: £536
  • Medium or large sponsors: £1,476 Additional costs include the Immigration Skills Charge, Certificates of Sponsorship fees, and potential legal or consultancy fees.

6. What is a Certificate of Sponsorship (CoS)?

Answer: A CoS is an electronic document issued by a sponsor to a prospective employee. It is a unique reference number that the employee uses to apply for their work visa. There are two types: Defined CoS (for workers applying from outside the UK) and Undefined CoS (for workers already in the UK or for certain visa categories).

7. What are the main duties of a Sponsor Licence holder?

Answer: The main duties include:

  • Keeping accurate records of sponsored employees.
  • Reporting changes in employment status or employee details to the Home Office.
  • Ensuring compliance with immigration laws.
  • Using the Sponsorship Management System (SMS) effectively.
  • Cooperating with the Home Office during audits and inspections.

8. Can a Sponsor Licence be refused or revoked?

Answer: Yes, a Sponsor Licence can be refused or revoked if the business fails to meet the eligibility criteria, does not comply with sponsorship duties, or provides false information. If refused, businesses must address the issues before reapplying and typically wait six months to reapply.

9. How do I renew a Sponsor Licence?

Answer: A Sponsor Licence no longer has an expiry date. It was previously valid for only 4 years. 

10. What happens during a pre-licence compliance visit?

Answer: The Home Office may conduct a pre-licence compliance visit to verify the business’s authenticity and ability to meet sponsorship duties. Officials will review HR systems, interview key personnel, inspect documentation, and evaluate the business premises to ensure compliance with the requirements.

By understanding these FAQs, businesses can better navigate the process of obtaining and maintaining a UK Sponsor Licence, ensuring compliance and successful sponsorship of skilled workers.