How to Sponsor Someone for a UK Work Visa: A Practical Guide for Employers

Hiring international talent can be a powerful growth lever for UK businesses - but sponsoring someone for a work visa is a regulated process, not a simple job offer. Employers must secure Home Office approval, meet strict compliance standards, and maintain those standards for as long as they sponsor migrant workers.

This guide explains, in clear and practical terms, how to sponsor someone for a UK work visa, what’s involved at each stage, and what employers need to plan for from a compliance, cost and operational perspective.

Key Takeaways

• You cannot sponsor a worker without a valid Home Office sponsor licence.

• A sponsor licence is a regulatory status, not a one‑off application.

• Sponsorship comes with ongoing compliance, reporting and record‑keeping duties.

• The Home Office can audit sponsors at any time, often without notice.

• Errors - even unintentional ones - can lead to licence suspension or revocation.

• Sponsorship costs extend beyond fees and should be built into workforce planning.

  
  

Step 1: Check Whether You Actually Need to Sponsor

Not every hire requires sponsorship. You only need to sponsor a worker if they do not already have the right to work in the UK.

You do not need a sponsor licence to employ:

• British or Irish citizens

• Individuals with indefinite leave to remain

• Those with settled or pre‑settled status

• Workers with unrestricted work permission

Sponsorship becomes relevant where the individual needs a sponsored work visa, most commonly the Skilled Worker visa.

Step 2: Understand Which Visa Routes You Can Sponsor

Different visa routes serve different hiring needs. Employers must ensure the role aligns with the correct route before proceeding.

The most common sponsored routes include:

• Skilled Worker - long‑term roles meeting skill and salary thresholds

• Senior or Specialist Worker (Global Business Mobility) - intra‑group transfers

• Temporary Worker routes - including Creative Worker, Charity Worker and Seasonal Worker roles

Each route has its own eligibility rules, fees and restrictions. Selecting the wrong route - even unintentionally - can result in visa refusals or compliance issues later.

Step 3: Apply for a Sponsor Licence

Before you can sponsor anyone, your organisation must be approved by UK Visas and Immigration (UKVI).

What the Home Office Looks For

UKVI assesses whether your organisation is:

• Genuinely operating and trading in the UK

• Honest, dependable and reliable

• Capable of meeting sponsorship duties

• Offering genuine roles that meet immigration requirements

This assessment is evidence‑based. The Home Office will not assume compliance - it must be demonstrated.

Key Personnel

As part of the application, you must nominate:

• An Authorising Officer (senior and accountable)

• A Key Contact (main liaison with UKVI)

• A Level 1 User (day‑to‑day licence management)

These individuals must be suitable, UK‑based in most cases, and free from relevant compliance or criminal issues.

Processing Time

• Standard processing: up to 8 weeks

• Priority service (if available): 10 working days for an additional fee

A licence can be refused if documentation is missing, systems are weak, or personnel are unsuitable.

Step 4: Assign a Certificate of Sponsorship (CoS)

Once licensed, sponsoring a worker involves assigning them a Certificate of Sponsorship (CoS).

A CoS is not a certificate in the traditional sense - it is a digital reference number confirming:

• The role is genuine

• The job meets skill and salary thresholds

• The sponsor accepts full responsibility for compliance

There are two types:

• Defined CoS - for Skilled Worker applicants applying from outside the UK

• Undefined CoS - for in‑country applications and other routes

Assigning a CoS is a legal declaration. Errors or misstatements can expose the sponsor to enforcement action.

Step 5: The Worker Applies for Their Visa

Once the CoS is issued, the worker applies for their visa. This is their responsibility, but employers should be aware that:

• Visa processing times affect start dates

• Refusals can occur if salary, role or documentation do not align with the CoS

• Changes to the role after assignment can create compliance issues

Good coordination between employer and candidate reduces delays and risk.

Ongoing Sponsor Duties: Where Most Risks Sit

Sponsorship does not end once the visa is granted. In practice, this is where most issues arise.

Sponsors must:

• Keep prescribed records for each sponsored worker

• Monitor attendance and employment status

• Report changes via the Sponsor Management System (SMS)

• Ensure salaries, job duties and locations match what was sponsored

• Maintain compliant right‑to‑work processes for all staff

The Home Office increasingly cross‑checks sponsor data with HMRC and other government systems. Small inconsistencies can trigger audits.

Home Office Audits and Enforcement

UKVI can conduct:

• Announced or unannounced site visits

• Digital compliance checks

• Targeted inspections following data mismatches

If breaches are found, outcomes may include:

• Licence downgrade

• Suspension

• Revocation

Revocation ends sponsorship immediately and usually results in sponsored workers having their visas curtailed - a serious operational risk for employers.

Costs to Budget For

Sponsorship costs go beyond the headline figures. Employers should plan for:

• Sponsor licence application fees

• Certificate of Sponsorship fees

• Immigration Skills Charge (where applicable)

• Internal HR and compliance resource

• Systems, training and ongoing licence management

Under‑budgeting is one of the most common causes of sponsorship stress.

Sponsorship Is a Governance Issue, Not an Admin Task

The most successful sponsors treat immigration as part of core HR and risk governance - not as an isolated process handled reactively.

Clear accountability, audit‑ready systems and regular internal checks are what keep licences secure over the long term.

How Imminova Helps

Imminova supports employers through every stage of sponsorship - from licence applications and CoS strategy to day‑to‑day compliance and SMS management.

Our platform is designed to reduce administrative burden without reducing control, helping businesses scale internationally while staying aligned with Home Office expectations.

Final Thought

Sponsoring someone for a UK work visa opens access to global talent - but it also creates regulatory responsibility. Employers who understand this early, plan properly, and embed compliance into their operations are far better placed to use sponsorship as a growth tool rather than a risk.

If you’re considering sponsorship, the question is not just can you sponsor - but whether your systems are ready to support it sustainably.