Employer sponsor duties: an operating framework
Turn licence responsibilities into named owners, reliable records and a working escalation process.
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Your sponsor pathway
Employers sponsor compliance
A practical framework for connecting recruitment, HR, payroll and sponsor oversight. Follow the right rules for the route, event and timing.
Reporting worker changes
Identify the event, apply the correct reporting rule and retain proof of the SMS submission.
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Reporting business and organisational changes
Bring sponsor-licence review into corporate decisions before changes take effect.
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Appendix D: designing a worker evidence file
A practical evidence structure for Worker and Temporary Worker sponsorship.
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Record retention and information handling
Apply retention by document purpose and make controlled deletion a deliberate decision.
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Right to work: choosing and completing the prescribed check
Check the person’s permission for the actual work before the relevant employment starts.
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eVisas and employer online checks
Use the official employer result and check that it matches the person and work.
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Employer Checking Service and unresolved status
A structured escalation path when the standard evidence route is unavailable.
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Key personnel, SMS access and business continuity
Maintain accountable people and resilient access to your sponsor account.
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CoS assignment and recruitment controls
Review the proposed sponsorship before committing an electronic certificate.
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Occupation and salary compliance
Review the actual role and pay against the applicable route and transitional rules.
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Attendance, unauthorised absence and reduced pay
Keep attendance signals and immigration decisions connected without treating all absence alike.
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Hybrid work, homeworking and client sites
Keep actual working arrangements visible and assess reporting before relocation.
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Care-sector sponsorship: England and the wider UK
Apply care-worker immigration and regulatory requirements to the correct job and jurisdiction.
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Sponsor costs and fair recruitment
Build a clear cost policy and inspect what workers are actually charged.
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Sponsor audits and compliance visits
Prepare evidence that explains everyday practice and a team that can retrieve it.
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Licence ratings, restrictions and enforcement response
Respond to the actual notice and keep business decisions tied to its terms.
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Mergers, acquisitions and TUPE
Put sponsor-licence due diligence on the transaction timetable.
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Permission monitoring, leavers and continuity
A single lifecycle register can connect reviews, changes, reports and retention decisions.
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