Work visas and sponsoring talent in the United Kingdom
Reviewed by Mellow Editorial Team, HR & payroll content team
Sponsoring overseas workers in the UK requires a Home Office sponsor licence and compliance with ongoing duties. Once you have that licence, you can recruit from almost anywhere in the world — but the administrative obligations are real and ongoing.
What sponsorship actually means
When you hire someone who needs a work visa, you take on legal responsibility for them as their sponsor. You are not just filling a vacancy — you are vouching for the worker to the Home Office, confirming the role is genuine, the salary meets the required threshold, and the person is suitable for the job.
This applies to most non-UK, non-Irish nationals who do not have settled or pre-settled status, British National (Overseas) status, or another form of leave that already permits work. EU citizens who arrived after 31 December 2020 fall under the same rules as everyone else unless they have EUSS status.
Getting a sponsor licence
You apply to the Home Office for a sponsor licence before you can issue any visa sponsorship documentation. The application asks you to demonstrate that your business is genuine, trading lawfully, and has systems in place to monitor sponsored workers.
Practically, that means you will need to show HMRC registration, business bank statements, proof of your trading address, and evidence that HR processes exist to track attendance and visa expiry dates. The Home Office may conduct an unannounced compliance visit.
Licences cover different routes. The Skilled Worker route is the most commonly used for professional hires. There are separate sub-categories for roles in health and care, creative industries, sportspeople, and others. Make sure you apply for the right category — adding routes later is possible but takes time.
Processing typically takes around eight weeks, though a priority service is available for an additional fee. Plan ahead; you cannot hire a sponsored worker until the licence is granted.
The Skilled Worker route in practice
Once licensed, you assign a Certificate of Sponsorship (CoS) to the worker. This is an electronic record, not a physical document. It contains details of the role, salary, start date, and occupation code. The worker then uses the CoS reference number as part of their visa application.
To use the Skilled Worker route, the role must meet certain criteria:
Occupation code. The job must correspond to an eligible occupation code on the Home Office's published list. These are broadly equivalent to RQF Level 3 and above (A-level standard or higher).
Salary threshold. There is a general minimum salary threshold and a "going rate" for each occupation code — the worker must meet whichever is higher. Thresholds were raised substantially in April 2024 and are subject to change. Always check the current figure on GOV.UK before you issue a CoS, rather than relying on figures from articles or advisers that may be out of date.
English language. Workers must demonstrate English language ability to a specified standard, usually through qualifications, nationality, or a recognised test.
Your ongoing sponsor duties
Holding a licence is not a one-time task. The Home Office expects you to:
- Keep records of each sponsored worker's contact details, right to work documents, and any changes to their role or salary
- Report certain changes within ten working days — including if a worker does not turn up, stops working for you, or if their role changes materially
- Report other changes within 20 working days, such as significant changes to your own business (mergers, changes of ownership)
- Cooperate with any Home Office compliance visit
These duties sit with named individuals in your business: an Authorising Officer, a Key Contact, and Level 1 Users who have day-to-day access to the sponsorship management system. Choosing reliable, trained people for these roles matters.
Failure to meet sponsor duties can lead to a downgraded licence, suspension, or revocation. If your licence is revoked, sponsored workers lose their visa status — a serious consequence for them and a reputational and legal risk for you.
Practical considerations for employers
Costs add up. Beyond the licence application fee, you pay the Immigration Skills Charge for most sponsored workers (charged per year of sponsorship), the CoS assignment fee, and a visa application fee that the worker pays but you may choose to cover. Budget for these before offering a role.
Right to work checks are separate. Even with a sponsor licence, you must still conduct a compliant right to work check before employment begins. For sponsored workers, this typically involves checking the visa once it has been granted. Mellow's guide to running payroll across multiple countries covers how employment status and documentation requirements vary across jurisdictions.
The Employment Rights Act 2025 strengthens day-one employment rights for workers in the UK. Sponsored workers are employees with the same statutory entitlements as anyone else — including statutory sick pay, family leave, and 5.6 weeks of annual leave. Their immigration status does not alter your obligations as an employer.
Switching routes. If a sponsored worker's circumstances change — they become eligible for settled status, for instance — their visa route may change too. Keep track of visa expiry dates and eligibility changes for everyone in your workforce.
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