How to Sponsor Someone for a Work Visa in the UK

• Written by: LawSentis
• December 17, 2025
• Comments: (0)

Introduction to sponsoring someone for a UK work visa

Sponsoring a worker for a UK work visa is far more than a simple administrative task. It is a regulated legal process that places significant responsibility on the employer. Many businesses assume sponsorship only involves submitting paperwork. However, it requires ongoing compliance with the Home Office, careful planning, and structured monitoring. By understanding the process fully, employers can avoid costly mistakes and ensure smooth recruitment of overseas talent.

Sponsorship is not a one-off activity. It involves continuous communication with UK Visas and Immigration, accurate record-keeping, and proactive reporting. Employers who integrate sponsorship into their long-term workforce strategy reduce risk and improve efficiency when hiring internationally.

What sponsorship means under UK immigration law

Legal definition of sponsorship

Under UK immigration law, sponsorship means that an employer accepts formal responsibility for a migrant worker’s immigration compliance while they are employed. A sponsor acts as a trusted intermediary between the worker and the Home Office. This responsibility is granted only after the UK Home Office is satisfied that the employer is credible, organised, and capable of monitoring staff.

Sponsorship includes:

• Maintaining accurate employment records

• Conducting right-to-work checks

• Reporting changes such as absences, role amendments, or termination

• Ensuring compliance with visa conditions

Difference between sponsorship and recruitment

Recruitment focuses on hiring the right talent. Sponsorship goes further, encompassing legal compliance obligations. An employer can recruit without sponsoring, but they cannot sponsor without meeting regulatory duties. These duties extend well beyond standard hiring processes and carry significant consequences if ignored.

Who can sponsor a worker in the UK

Businesses eligible for a sponsor licence

Most UK-based organisations can apply, including:

• Limited companies and partnerships

• Sole traders

• Charities and non-profits

• Educational institutions (with appropriate licence type)

Eligibility criteria:

• The business must be genuine and actively trading in the UK

• Must demonstrate robust HR systems capable of monitoring sponsored employees

• Size does not matter; compliance is key

Organisations that are not eligible

Businesses unlikely to qualify include:

• Shell companies or dormant entities

• Organisations without a UK trading presence

• Businesses with a poor compliance history or unresolved civil penalties

Educational institutions must ensure they apply for the correct licence depending on whether they sponsor Skilled Worker, Temporary Worker, or Global Business Mobility roles. Not all institutions automatically qualify.

Types of UK work visas that require sponsorship

Skilled Worker visa

The Skilled Worker visa is the most common sponsored route. It allows UK employers to hire overseas workers for eligible roles that meet skill and salary thresholds. Skilled Worker sponsorship can lead to settlement, making it a highly attractive option for both employers and employees.

Global Business Mobility routes

These routes support multinational organisations, including:

• Senior specialists

• Secondments

• Expansion workers

Note: The Senior or Specialist Worker route has replaced the old Intra-Company Transfer route. Sponsorship here is typically short-term, role-specific, and tightly monitored.

Temporary work visas

Temporary routes cover specific sectors, such as:

• Charity work

• Creative industries

• Seasonal roles

Even though these visas are shorter in duration, sponsorship responsibilities remain robust and must be adhered to strictly.

Sponsor licence requirements

Basic eligibility criteria

To qualify for a sponsor licence, an employer must demonstrate that the business is:

• Genuine and financially viable

• Capable of meeting sponsorship duties

• Supported by key personnel managing compliance

Key personnel typically include:

• Authorising Officer: responsible for the licence’s overall use

• Key Contact: main liaison with Home Office

• Level 1 User: responsible for day-to-day CoS management

Genuine vacancy requirement

The role being sponsored must be:

• Real and necessary for the business

• Aligned with operational requirements

• Fully compliant with skill and salary thresholds

Artificial or exaggerated roles designed solely for immigration purposes are likely to be refused.

How to apply for a sponsor licence

Preparing internal systems and documents

Employers should first ensure HR systems can:

• Track attendance

• Monitor employment changes

• Record right-to-work checks accurately

Supporting documents include:

• Company bank statements

• VAT registration

• Contracts and internal HR policies

Submitting the online application

Applications are submitted via the Home office online portal, followed by supporting evidence submission. Errors or omissions can lead to refusal and a cooling-off period. Proactive document checks reduce delays and compliance issues.

Sponsor licence processing times and costs

Standard processing timelines

Most applications are decided within 8-12 weeks, depending on business size and document accuracy. Priority services may be available, but they are limited and competitive.

Home Office fees and additional costs

2025 fees (example, subject to confirmation on GOV.UK):

Additional costs:

• Immigration Skills Charge (annual, per sponsored worker)

• Ongoing compliance and HR costs

Assigning a Certificate of Sponsorship

Defined vs Undefined certificates

• Defined CoS: for workers applying from outside the UK

• Undefined CoS: for in-country applications

Choosing the wrong type can delay the process or trigger compliance queries.

Information required for the assignment

Employers must provide accurate details on:

• Role and responsibilities

• Salary and working hours

• Start and end dates

Even minor discrepancies can lead to refusals or Home Office queries.

Duties and responsibilities of a sponsor

Record keeping and reporting duties

Sponsors must:

• Keep detailed employment records

• Report absences, role changes, or early terminations

• Submit timely reports to UK Home Office

Compliance visits and audits

Home office may conduct announced or unannounced visits. These inspections assess whether the employer is meeting obligations in practice, not just on paper. Failure to comply can result in curtailment of visas or licence revocation.

Common mistakes employers make

Underestimating compliance obligations

Many employers focus on obtaining the licence and neglect ongoing duties. Non-compliance often arises from neglect, not intent.

Offering non-qualifying roles

Roles that fail to meet skill or salary thresholds are a frequent cause of refusal. Job descriptions must accurately reflect the position.

Failing to renew or update the licence

Some employers miss renewal deadlines or fail to update UK Home Office on organisational changes, creating compliance gaps.

What happens if sponsorship rules are breached

Licence suspension or revocation

Breaches can lead to suspension or revocation of the licence. This halts recruitment and damages the organisation’s credibility.

Impact on sponsored workers

Workers may have visas curtailed, forcing them to find a new sponsor or leave the UK. Curtailment periods are typically 60 days for Skilled Worker visas, giving limited time to secure alternative sponsorship.

Legal and financial consequences for deliberate non-compliance can include fines and reputational damage.

Tips for sponsoring workers successfully

Compliance planning and training

Regular training for HR and management teams reduces risk. Compliance should be embedded into every stage of recruitment and workforce planning.

Long-term workforce strategy

Sponsorship works best when aligned with strategic hiring plans. Reactive or ad hoc sponsorship often leads to errors, delays, and pressure-driven decisions.

Additional tip: Implement internal audit schedules and checklists for recurring reporting obligations.

How LawSentis can help with UK work visa sponsorship

LawSentis supports employers and individuals throughout the UK work visa sponsorship journey. Services include:

• Sponsor licence applications

• Compliance frameworks

• Certificate of Sponsorship management

• Home Office audit support

As an IAA-regulated UK immigration practice, LawSentis ensures businesses sponsor overseas talent confidently, minimise risk, and maintain full compliance with UK immigration law.