End-to-end support for organisations seeking permission to sponsor overseas workers in the UK.
Choose an enquiry starting pointA sponsor licence application is an assessment of the organisation as well as its paperwork. We align the proposed recruitment with the correct licence routes, test the supporting documents and key personnel, and make sure the HR systems can support the duties that begin once the licence is granted.
The right application depends on the roles, workers and business structure involved. We define the required routes first so that the organisation applies for an appropriate licence and is ready to use it correctly.
For organisations recruiting under longer-term sponsored work routes, including Skilled Worker and relevant specialist, sporting or religious-worker categories. The licence scope must match the roles the organisation expects to fill.
For eligible temporary work routes such as Creative Worker, Charity Worker, Government Authorised Exchange and International Agreement. Each route has its own purpose and sponsorship conditions.
For an overseas business establishing a UK presence and considering the UK Expansion Worker route. Corporate links, the stage of UK trading and the proposed authorising officer require early coordination.
For licensed sponsors adding routes, entities or locations, or dealing with structural change. We assess whether the licence can be varied or whether a new application and accompanying notifications are required.
We confirm that the organisation is genuine, operating or trading as required, appropriately registered and free from issues that may undermine suitability.
The proposed roles, likely candidates and business need are mapped to the correct Worker or Temporary Worker routes and licence scope.
Processes for status checks, attendance, contact details, document retention and reporting are tested before they are described to the Home Office.
The authorising officer, key contact and level 1 user are selected with their eligibility, seniority, location, capacity and compliance history in mind.
Ownership, branches, connected entities, premises, registrations and financial records are reviewed to identify the correct applicant and supporting documents.
The people responsible for sponsorship are prepared to explain how recruitment and monitoring work in practice if UKVI conducts a pre-licence check.
We select the required corporate evidence and connect it to the organisation’s trading activity, structure, recruitment plans and compliance arrangements.
Registration records, ownership information, group structure and documents establishing the organisation that will hold the licence.
Banking, tax, accounts, contracts or other records demonstrating genuine operating activity and the nature of the business.
Required sector registrations, licences, insurance and evidence of the locations from which the organisation operates.
Organisation charts, key-personnel details and evidence showing who owns, directs and manages the sponsor compliance function.
Practical material showing how right-to-work checks, recruitment, attendance, contact details, absences and reportable events are managed.
Job descriptions, reporting lines, salary planning and the commercial explanation for the roles the organisation expects to sponsor.
No. A person with British or Irish citizenship, settlement or another immigration status that permits the work may not need sponsorship. The worker’s right to work should be checked before the organisation assumes a sponsor licence is required.
That depends on the immigration route for the roles and workers concerned. An organisation may need a Worker licence, a Temporary Worker licence or both, with the relevant routes selected in the application.
The organisation appoints key personnel, including an authorising officer, key contact and level 1 user. The roles may be held by the same or different people, but eligibility and suitability requirements apply.
Yes. UKVI may carry out a pre-licence compliance check to test whether the organisation is genuine, suitable and capable of meeting its sponsor duties. Systems should therefore be working before the application is filed.
Most Worker and Temporary Worker licences now usually remain valid while the sponsor continues to meet the eligibility requirements. Some routes have different licence periods, and UKVI can downgrade, suspend or revoke a licence where duties are not met.
No. The licence permits the organisation to sponsor eligible roles and assign Certificates of Sponsorship. Each worker must still make and qualify for their own immigration application.
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.
Your immediate application may form part of a longer route. We can help you understand the likely stages ahead.
Joined-up advice for employers and candidates from role assessment through sponsorship and visa application.
Explore this servicePractical systems, audits and support to help sponsor licence holders meet continuing Home Office duties.
Explore this serviceImmigration planning for international organisations moving specialist workers into the UK.
Explore this serviceUse 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.