Business immigration

Make compliance routine
before it becomes urgent.

Practical systems, audits and support to help sponsor licence holders meet continuing Home Office duties.

SPONSOR COMPLIANCE

Sponsor compliance is measured by what the organisation actually does and can evidence. We test worker files, right-to-work checks, reporting, salary and role data, key-personnel oversight and corporate-change controls, then turn any gaps into a practical remediation plan.

Information reviewed4 September 2026

COMPLIANCE SUPPORT

Audit the system, the records and the people operating them.

A written policy is only one part of compliance. UKVI can examine live records, interview staff and workers, and compare the organisation’s practice with its Sponsor Management System and Certificate of Sponsorship data.

Routine compliance audit

A structured review of sponsor systems and a risk-based sample of worker files, followed by prioritised actions, owners and timescales for remediation.

Key-personnel and SMS governance

Training and controls for the authorising officer and SMS users, including access, reporting responsibility, cover arrangements and management oversight.

Corporate change and restructuring

Advice on mergers, acquisitions, ownership changes, TUPE transfers, new sites and reorganisations, where reporting or a new licence application may be required.

UKVI visits and enforcement action

Preparation for an announced or digital compliance check, urgent advice after contact from UKVI, and evidence-led responses to downgrading, suspension or revocation action.

WHAT WE ASSESS

Six areas that determine whether the licence is under control.

Right-to-work controls

We test how checks are selected, performed, recorded and repeated, including online status checks and escalation where a result is unclear.

Worker monitoring

Contact details, attendance, absences, work location and immigration expiry dates are reviewed to see whether concerns are identified and acted upon.

Role, salary and working pattern

Actual duties, hours, location and pay are compared with the Certificate of Sponsorship, payroll records and the applicable route requirements.

SMS reporting

Worker and organisational changes are sampled against the SMS history to identify missed, late or inaccurate reports and unclear internal ownership.

Record keeping

Files are checked against the current Appendix D requirements, including identity, recruitment, salary, contact and absence evidence.

Governance and staff knowledge

Key personnel, HR staff and line managers are tested on their responsibilities, escalation routes and the practical operation of sponsor policies.

EVIDENCE PLANNING

Good compliance leaves a clear audit trail.

We sample the records a compliance officer is likely to request and check that they are complete, current and consistent with payroll, HR systems and the sponsor licence.

Right-to-work evidence

The prescribed check output, date, identity match and follow-up date where permission is time limited, retained in a form that can be produced for audit.

Recruitment records

Advertising or sourcing evidence, applications, shortlisting and interview material showing how the sponsored worker was recruited.

Contract, payroll and bank records

Employment terms, payslips and payment evidence that can be reconciled with the sponsored role, salary and weekly hours.

SMS and reporting trail

Copies of reports, submission sheets, supporting evidence and a record of how each relevant change was identified and approved.

Governance and remediation records

Policies, responsibility maps, training attendance, internal audit results and evidence that identified issues were corrected and followed up.

COMMON QUESTIONS

Useful questions
before you begin.

When do sponsor duties begin?

The organisation’s licence duties begin when the licence is granted. Responsibility for an individual worker generally begins when the Certificate of Sponsorship is assigned and continues until one of the recognised ending events occurs.

How often should we audit the licence?

There is no single interval suitable for every sponsor. Reviews should reflect workforce size and risk, but a regular audit cycle plus event-driven checks after rule, personnel or corporate changes is more reliable than preparing only when UKVI makes contact.

What can happen during a UKVI compliance check?

UKVI may review documents and systems, visit sponsor or work locations, conduct a digital check and interview key personnel or sponsored workers. Records and staff explanations should describe the same operating practice.

Which business changes must be reported?

Reportable events can include changes to address, ownership, structure, trading position, key personnel or sponsored-worker arrangements. The required action and deadline depend on the event, and some transactions can require a new licence application.

Will every compliance breach lead to revocation?

No, but the response depends on the type, seriousness and pattern of breach. UKVI may maintain the rating, downgrade the licence with an action plan, suspend it or revoke it, and some specified breaches carry mandatory or normally expected action.

What should we do after a suspension notice?

Secure the full notice and deadline, preserve the relevant records and investigate each allegation immediately. Representations should address the facts, evidence, applicable guidance and completed remedial action rather than relying on assurances alone.

General guidance

This page provides general introductory information, not advice on an individual matter. Immigration requirements and Home Office practice can change. Please contact the team for advice on your circumstances.

Enquiry options

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Use the guided enquiry form to tell us the broad area where you need help. Please share only brief details and do not send confidential documents.

Choose a starting point Northbridge Immigration: 020 3337 6115