• A Skilled Worker Sponsor Licence is a certification that UK employers must obtain to hire individuals from outside the UK to fill specific skilled vacancies within the UK. This licence is essential for employers who intend to sponsor foreign nationals under the Skilled Worker route, which is one of the primary immigration pathways for individuals seeking employment in the UK.
• To obtain and maintain a Skilled Worker Sponsor Licence, employers must adhere to specific requirements and responsibilities set forth by the UK Home Office as well as must prove that they are a genuine business operating lawfully in the UK. They must also show that they can fulfil certain responsibilities as a sponsor, which includes tracking and recording employees’ immigration status, keeping copies of relevant documents for each employee, and reporting to the Home Office if there are any changes in an employee’s work status.
• Once granted, the Skilled Worker Sponsor Licence allows employers to issue Certificates of Sponsorship (CoS), which skilled workers need to apply for their work visa. The roles that employers can sponsor workers for must meet specific skill and salary thresholds. Employers should ensure they understand and comply with all the requirements to maintain their license, including adherence to the law and commitment to preventing illegal working.
• The license is subject to renewal and can be revoked if the employer fails to meet their sponsorship duties. Employers must keep up to date with any changes in the immigration rules to ensure continuous compliance.
• In essence, the Skilled Worker Sponsor Licence enables UK employers to legally hire and sponsor skilled workers from abroad, contributing to the country’s workforce and fostering international talent exchanges. It plays a pivotal role in facilitating lawful and regulated immigration for those who wish to work in the UK.

• The Skilled Worker route is the main way for people from other countries to work in the UK. It lets UK employers hire skilled workers from abroad for various jobs within the country, including jobs in its waters.
• All roles sponsored under this route must align with the Skilled Worker salary requirements. This aspect ensures that workers are fairly compensated for their expertise and contributions.
• To start on the Skilled Worker route, you need a job offer from a UK employer approved by the Home Office. These employers confirm that the job they offer meets certain standards. Usually, these jobs involve a range of responsibilities, can be quite complex, and may include managing a team. The job should also be at skill level 3 on the Regulated Qualifications Framework (RQF) for England and Northern Ireland. Equivalent levels apply in Wales and Scotland. Importantly, you don’t need to have a level 3 qualification, but the job should require skills and knowledge at that level.
• If you’re a healthcare professional, there’s a special category called the Health and Care visa within the Skilled Worker route. This allows the sponsorship of eligible healthcare professionals, recognizing their invaluable contributions to the sector.
• If you’re a skilled worker, you can bring your family with you, including your partner and children. Plus, if you spend 5 years living in the UK continuously through this route (or another similar one), you can apply to settle in the UK for the long term.

• Navigating Skilled Worker Sponsorship Requirements: If you’re considering sponsoring a Skilled Worker in the UK, it’s essential to understand all the below sponsorship requirements involved.
• Hold Valid Sponsor Licence: First and foremost, you must possess a valid sponsor licence specifically for the Skilled Worker route. This licence is your authorization to bring skilled workers to the UK legally.
• Know the General Requirements: It’s important to familiarize yourself with the general requirements for sponsoring a worker. There is a comprehensive guidance provided which you will need to consider when you’re bringing in someone to work in the UK.
• Confirm Immigration Eligibility: Ensure that the worker you plan to sponsor meets the immigration requirements for this route. This is crucial to verify their eligibility for working in the UK.
• Offer Genuine Employment: You should only sponsor workers for genuine employment opportunities that align with the skill level and salary criteria specified for this route. It’s about offering real job prospects, not merely creating positions for the sake of sponsorship.
• Special Consideration for Nurses and Midwives: If your intention is to sponsor a nurse or midwife who hasn’t achieved full registration with the Nursing and Midwifery Council, you must understand the registration process and the additional sponsor duties that come with it.
• Certificate of Sponsorship (CoS): You’re required to assign a valid Certificate of Sponsorship (CoS) to the worker you intend to sponsor. This involves payment of any relevant CoS fees and the Immigration Skills Charge.
• Know Your CoS Types: Distinguish between the types of CoS – ‘Defined CoS’ and ‘Undefined CoS.’ Each type serves a distinct purpose and has specific requirements associated with it.
• Maintain Comprehensive Records: Keep and maintain detailed records for each worker you sponsor, including information about your recruitment process. You can find guidance on this in “Appendix D” of the sponsor guidance.
• Key Personnel: It’s essential to have qualified key personnel in place to manage your licence and handle the assignment or application of CoS.
• Adhere to Sponsor Duties: Understand and comply with all your sponsor duties. These duties are essential for maintaining your sponsor licence and ensuring the well-being of your sponsored workers.
• By adhering to these conditions, you not only fulfil your legal obligations but also ensure a smooth and secure process for bringing skilled workers to the UK.

General Requirements to obtain Skilled Worker Sponsor License:

• To become eligible for a Skilled Worker sponsor licence, you must first hold a valid sponsor licence for the Skilled Worker route. If you don’t already have one, you can start by applying online. The process includes filling out an application form, paying the necessary application fee, and providing the required supporting evidence as outlined in Appendix A of the sponsor guidance.

Evaluating Your Sponsorship License Application

• To obtain a sponsor licence as an employer in the United Kingdom, certain eligibility criteria must be met. It is imperative to understand that these criteria are designed to uphold the integrity of the UK’s immigration system and ensure that employers comply with the law. To qualify for a sponsor licence, the following conditions must be satisfied:
• Authenticity of Your Organisation: To be considered for a sponsorship license, it’s essential to confirm that your organization operates legitimately within the UK. You’ll need to present specific documents listed in Appendix A of the sponsor guidance. If your application is for the UK Expansion Worker route, you should not be actively trading in the UK yet but must show a business presence, as detailed in section GBM3.
• Integrity and Reliability: Your reputation matters. We will assess whether you are trustworthy, based on your history, the background of your organization, and the conduct of key personnel and individuals involved in your organization’s management. Your past actions should demonstrate good conduct and align with the public interest.
• Capability to Fulfil Duties: We must be convinced of your ability to adhere to your sponsor duties and to show compliance within the specified timeframes, as laid out in section C1 of Part 3. This involves evaluating your human resources and recruitment procedures to ensure you can meet your responsibilities as a sponsor. This may include a pre-licence compliance visit.
• Meeting Route-Specific Requirements: Depending on the specific visa route you’re applying under, such as the Skilled Worker, Scale-up, or one of the Global Business Mobility routes, you must provide jobs that meet the required skill level and salary thresholds. Each route has its criteria that your organization must fulfil to qualify for a sponsorship license.
• Absence of Unspent Criminal Convictions: One of the foundational prerequisites is that the applying employer must not possess unspent criminal convictions related to immigration offenses or specific other criminal activities. These offenses encompass a range of activities, including but not limited to fraud and money laundering. Unspent criminal convictions signify that a period of time has not yet passed since the conviction, and the individual remains subject to its legal consequences.
• Non-Revocation of a Sponsor Licence in the Last 12 Months: Another crucial aspect of eligibility is that the employer should not have had a sponsor licence revoked within the preceding 12 months. The revocation of a sponsor licence is a serious matter and typically occurs due to violations of sponsorship obligations or breaches of immigration regulations. Maintaining a clean record in this regard is pivotal to securing a new sponsor licence.
• In addition to meeting these fundamental criteria, prospective sponsors are also expected to have appropriate systems in place to effectively monitor sponsored workers and manage sponsorship within their business operations. Compliance with these systems is integral to ensuring that sponsored individuals remain within the bounds of their visa conditions and immigration laws.
• Potential On-site Visit by UKVI: The application process for a sponsor licence entails a comprehensive review by UK Visas and Immigration (UKVI). This review encompasses scrutiny of the application form and supporting documents provided by the employer. Furthermore, UKVI may conduct on-site visits to the employer’s business premises to assess the trustworthiness and competence of the applicant in fulfilling their sponsorship responsibilities.
• In conclusion, eligibility for a sponsor licence in the UK demands authenticity of organization, integrity and reliability, capability to fulfil required duties, meeting route-specific and other documentational requirements, a clean record in terms of criminal convictions related to immigration offenses and previous sponsor licence revocations within the last 12 months. Additionally, it necessitates the establishment of robust systems for monitoring sponsored workers and effective sponsorship management within the business. The scrutiny and assessment conducted by UKVI during the application process aim to ensure that only credible and responsible entities are granted the privilege of sponsoring individuals for employment in the UK.

Adding Skilled Worker Route to Existing Licence:

• If you already have a valid sponsor licence for workers but it doesn’t cover the Skilled Worker route, then you can apply to add the Skilled Worker route to your existing licence. You may require to pay additional fee associated with this update.

Renewing Your Skilled Worker Sponsor Licence:

• If you’re already a Skilled Worker sponsor licence holder, and your licence is set to expire within the next 90 days, it’s advisable to initiate the renewal process promptly.

To obtain professional, most up-to-date, and accurate advice on your visa application you can contact our experienced, and accredited team of immigration consultants on 020 3911 1115 or send us your query using this form or email us on ukvisa@agclservices.com or request a call back by providing your contact details here and we will get back to you asap.

• When it comes to obtaining a Skilled Worker sponsor licence, there are some specific requirements you need to meet on top of the general ones outlined in previous section. These additional criteria ensure that your employment offer aligns with the Skilled Worker route.
• First and foremost, your employment offer should meet both the skill level and salary requirements set for this route. It’s essential that the position you’re offering is genuine and not a sham arrangement. In other words, it should not involve hiring a worker to do a routine job for a third party. This helps maintain the integrity of the Skilled Worker scheme.
• Additionally, your employment offer must comply with the National Minimum Wage regulations, ensuring that the sponsored worker receives fair compensation. Furthermore, it should adhere to the Working Time Regulations, guaranteeing that the worker’s hours and conditions are within the legal limits.
• Employment Relationship Between Sponsor and Worker: As a sponsor, you will typically act as the employer, and it’s your responsibility to provide the sponsored worker with their salary. In most cases, this employer-employee relationship is straightforward.
• However, we acknowledge that there are certain industries, like parts of the creative sector, where the employment relationship might not be as direct. Even in such situations, there must still be a sponsor willing and capable of assuming all the responsibilities and duties associated with being the sponsor. This ensures that the sponsored worker is adequately supported throughout their employment.
• In some instances, there may be a statutory relationship between the employer and a publicly funded body. In these cases, where the publicly funded body has a significant role in overseeing or funding the employer, they can also take on the role of the sponsor. This arrangement ensures that the worker’s rights and interests are protected in accordance with the law.

Sponsorship Management Roles in UK Visa Sponsorship:

• When applying for a sponsorship license in the UK, it’s crucial for businesses to designate specific individuals within their organization to oversee the sponsorship process. These roles are pivotal in ensuring compliance with immigration regulations and maintaining a smooth sponsorship process. When applying for a sponsor licence, they will rely heavily on primary tool, called the Sponsorship Management System (SMS), a digital platform that facilitates the management of your sponsorship duties. This is a key step in ensuring compliance and smooth operation of the sponsorship system.

Who Does What in Visa Sponsorship Management

• The Person in Charge – Authorising Officer: This role is occupied by a senior and competent individual within your organization who knows the business well and can make important decisions. The Authorising Officer holds a critical responsibility—they are accountable for the actions taken by the staff and representatives who utilize the Sponsorship Management System (SMS). This individual acts as the ultimate authority, ensuring that all actions within the SMS align with the organization’s obligations and adhere to immigration laws.
• Your Main Contact with UK Immigration Office – Key Contact: The Key Contact serves as the primary liaison between your organization and UK Visas and Immigration (UKVI) Office. They’re like a messenger or an ambassador. This role involves facilitating communication, addressing inquiries, and providing essential information to UKVI as necessary and make sure that the business knows about any new rules or changes in the visa process. They need to be good at effective coordination and communication as it’s pivotal in maintaining a positive relationship with the immigration authorities.
• The Everyday Manager – Level 1 User: This role is all about the daily tasks. The Level 1 User plays a central role in the day-to-day management of your sponsor licence using the SMS. They are responsible for handling various tasks related to the sponsorship process, which includes assigning and managing certificates of sponsorship, keeping track of their details, monitoring compliance, reporting changes or updates, and making sure everything is up to date. This role necessitates a comprehensive understanding of the SMS and immigration regulations. Overall, they’re like the manager who keeps the team running smoothly every day.
• It’s worth noting that these roles can be occupied by the same person, especially in smaller sized organizations or distinct individuals within the organization could take up each role separately, depending on your organizational structure and resources. The flexibility allows you to adapt the roles to suit your specific needs and requirements.
• The Support Role: Level 2 User: Once the business gets its license to sponsor employees, there’s an option to bring in a Level 2 User. This role is a bit like a support or assistant role. The Level 2 User helps out with the SMS, but they can’t do everything a Level 1 User can. For example, they can’t cancel a sponsorship certificate. This level of limited access control is in place with two-fold reasons to ensure they’re there to help with the workload, especially the routine stuff, but at the same time it ensures that big decisions, major tasks, and sensitive sponsorship function remain under the oversight of trusted and authorized personnel with more authority.
• The allocation of sponsorship management roles within your organization is a fundamental aspect of the UK visa sponsorship process and it’s like running a small, specialized team within your business dedicated to this important task. You’ve got the Authorising Officer steering the ship, the Key Contact ensuring messages are passed between your business and the authorities, and the Level 1 and Level 2 Users handling the day-to-day tasks and support work. By assigning the right people to these roles, a business can make sure that its sponsorship journey is efficient, compliant, and successful. It’s all about having the right people in the right roles, working together to navigate the complexities of visa sponsorship.

Employer’s Responsibilities as a Sponsor License Holder

• When you become a licensed sponsor in the UK, you’re taking on a crucial role that carries significant responsibilities. To secure and maintain a sponsorship license in the UK, it is essential to recognize that the privilege of sponsorship carries with it a responsibility to protect the immigration system’s integrity. Employers benefitting from global talent must ensure their practices do not undermine immigration controls and are in full compliance with all UK laws, including those safeguarding the public’s welfare. As a sponsor, you are trusted to only employ overseas workers who are eligible and to follow all relevant laws, including those related to employment, preventing unlawful work, and protecting minors.
• Securing Your Sponsorship License: Embracing Responsibilities: Sponsorship is grounded in two fundamental principles. Firstly, to secure and maintain a sponsorship license in the UK, it is essential to recognize that the privilege of sponsorship carries with it a responsibility to protect the immigration system’s integrity and adherence to all UK laws, ensuring behaviour aligns with the public interest. Secondly, sponsorship is predicated on the premise that non-UK nationals who seek work in the country meet eligibility criteria and that the sponsor is a reputable employer committed to legitimately hiring and sponsoring them.
• The Weight of Trust: Upon receiving a sponsorship license, you are entrusted with a duty to comply with all aspects of the UK’s immigration and employment laws. This includes ensuring fair wages, observing working hour limits, maintaining health and safety standards, respecting workers’ union rights, and preventing illegal employment practices.
• Maintaining Compliance: The role of a sponsor is not just to employ but to ensure that all regulations are met continuously. The government diligently oversees sponsors to ensure these standards are upheld. Should sponsors fail to meet their obligations, they risk compliance actions. Therefore, sponsors must be proactive in understanding and fulfilling these obligations to both obtain and retain their sponsorship license.
• If these responsibilities are not met, actions will be taken to ensure compliance. It’s important to engage with the detailed guidance on sponsor duties to fully understand and adhere to these obligations. If you’re unsure about any aspect of your sponsorship duties, it is wise to seek advice from professional consultants to maintain compliance and support the system’s integrity.

• For UK visa sponsorship Licence, your sponsor license rating plays a pivotal role in your ability to bring skilled workers into your organization. Let’s delve into the intricacies of this rating system to ensure you are well-informed.

A-Rating: Full Sponsor License:

• When your application for a sponsor license is approved, you receive an A-rated license. This coveted A-rating signifies that your organization is authorized to begin assigning Certificates of Sponsorship (CoS). These certificates are essential for bringing skilled individuals into the UK to work for your business.
• Furthermore, your organization is proudly listed in the register of sponsors, which provides transparent information to individuals seeking employment opportunities with UK sponsors. This recognition can be a valuable asset in attracting top-tier talent to your organization.

Provisional Rating for UK Expansion Worker Sponsorship:

• If your intention is to sponsor a UK Expansion Worker, it’s important to note that you will receive a ‘provisional’ rating instead of an A-rating if your authorizing officer is based outside the UK. Under this provisional rating, you will be able to assign only one certificate of sponsorship, which must be designated to the authorizing officer. This certificate allows them to enter the UK for their role
• Once the authorizing officer has successfully obtained their visa and arrived in the UK, you can take steps to upgrade your license to the coveted A-rating. This upgrade enables you to request additional certificates of sponsorship using the Sponsorship Management System (SMS), expanding your capacity to bring in skilled workers.

B-Rating: A Cautionary Downgrade:

• It’s important to maintain the integrity of your A-rated license by diligently fulfilling your sponsor responsibilities. Failure to do so may result in the downgrading of your license to a B-rating at a later stage
• A B-rating serves as a cautionary measure, signalling that improvements are needed to meet sponsor obligations effectively.
• During a B-rating phase, you will not be able to issue new certificates of sponsorship until necessary improvements are made, and your license is upgraded back to an A-rating. However, you can continue to issue certificates to workers already employed who wish to extend their permission to stay in the UK.

The Road to an A-Rating Upgrade:

• To regain your coveted A-rating, you must follow an ‘action plan’ provided by UK Visas and Immigration (UKVI).
• There is a fee of £1,476 associated with this action plan, which must be paid within 10 working days of being informed about the downgrade. Failing to pay this fee promptly may result in the loss of your license.
• Upon successful completion of the action plan and addressing all necessary improvements, your license will be upgraded back to an A-rating. However, failing to complete the action plan will result in the loss of your license.

Second B-Rating and License Limitations:

• If your organization receives a second B-rating during the validity period of your license, it’s crucial to be aware of the limitations. You can only have two B-ratings within the four years that your license remains valid. If you still need to make improvements after your second action plan, your license will be revoked.

Reapplication After License Revocation:

• In the unfortunate event that your license is revoked, you have the option to reapply. However, there is a waiting period of at least 12 months before you can reapply. It’s important to note that appeals are not an option if your license is revoked, making it imperative to focus on maintaining compliance and promptly addressing any issues to ensure the continued success of your sponsorship endeavours.
• Overall, understanding your sponsor license rating is paramount for effective visa sponsorship in the UK. The A-rating is a testament to your organization’s ability to sponsor skilled workers, while the B-rating serves as a warning to address sponsor responsibilities diligently. By following action plans and adhering to compliance standards, you can maintain or regain your A-rating, ensuring that your organization continues to attract and retain top talent.

Seeking Expert Guidance for Your Sponsor License Application

• Navigating the intricacies of the UK’s sponsor license application process can be a complex and daunting task. That’s where the Immigration Visa Experts at AGCL Services step in to provide invaluable assistance. Our team is dedicated to offering accurate, up-to-date guidance and support to prepare your application with precision.
• With our expertise, you can confidently embark on the journey to become a licensed sponsor, whether you’re aiming for an A-rating, addressing a B-rating, or considering an upgrade. We understand the nuances of the process and are well-equipped to ensure that your application aligns with immigration regulations and meets the highest standards.
• Our commitment is to simplify the application process, demystify the intricacies of sponsor responsibilities, and empower your organization to successfully sponsor skilled workers in the UK. With AGCL Services by your side, you can navigate the complexities of sponsor licensing with confidence and peace of mind.

• When embarking on the process of applying for a UK Sponsorship License as an employer, it’s essential to be equipped with the right documentation. The requirements are twofold:
• Route-specific documents tailored to the particular visa route under which you are applying, such as the Skilled Worker or T2 Minister of Religion, and
• General documents that support the business’s legitimacy and operational status. Understanding and compiling these documents is a pivotal step in legitimizing your intent to hire overseas employees and ensuring that your application adheres to the UK’s immigration regulations.
• When seeking to become a licensed sponsor in the UK, the documentary evidence you provide is crucial. This evidence varies depending on your organization’s nature and the visa routes you’re applying under. It’s important to note that not all organizations will need to submit the same types of documents.

For Specific Bodies and Government Organisations:

• Government departments and certain public bodies might not need to submit any documents unless route-specific ones are required​​.
• Local authorities are often checked via official UK sites, again potentially negating the need for additional documents unless route-specific ones are required​​.
• Diplomatic missions, recognized international organizations, and companies listed on the London Stock Exchange have unique requirements and might need to provide fewer documents if verifiable online​​.

For Regulated Entities:

• Financial, healthcare, and food businesses must provide evidence of regulatory status, though online checks may often suffice​​
• Charities listed on official registers may be verified online, but if your charity operates under a different name than registered, additional evidence is required​​.

For Route-Specific Applications:

• International Sportsperson visa route requires an endorsement from the approved governing body for your sport​​.
• GBM visa routes require evidence of links to overseas businesses, contracts, and expansion plans​​.
• For the T2 Minister of Religion, details about the religious organization and proof of hierarchy are needed​​.

For Expansion and Overseas Presence:

• Proof of a UK footprint is necessary for all businesses under the UK Expansion Worker route​​.
• Documented evidence of overseas trading activity and plans for UK expansion are mandatory unless specific exceptions apply​​.

Translated Documents:

• Please ensure any documents that you provide not in English or Welsh are accompanied by a certified translation and be prepared that the UKVI may request additional information to decide on your application.​

How AGCL Services can assist your organization with a “Sponsor License Application”

• Please consider that the documents outlined above serve as illustrative examples and provide a general overview of the application process. In specific situations, additional prerequisites and pertinent documents may be necessary to fulfil the requirements for your unique case. It is essential to understand that the application process for a Sponsor License can vary depending on specific circumstances. Therefore, we strongly advise reaching out to our dedicated Sponsor License application team for personalized guidance and support to navigate the intricacies associated with your Sponsor License application.
• Our team of experts possesses an in-depth understanding of immigration laws and regulations. They can offer tailored assistance, ensuring that your application is comprehensive, complete, and in full compliance with the specific requirements of your case. We understand that each immigration case is unique, and our professionals are well-equipped to provide you with the necessary guidance to achieve a successful outcome.
• By seeking assistance from our experienced Sponsor License application team, you can streamline the application process, minimize potential errors, and enhance your chances of securing the sponsorship license you need. We are committed to assisting you every step of the way, addressing your individual concerns, and ensuring that your application is in the best possible shape for approval.
• Don’t hesitate to reach out to our team for a personalized consultation to embark on a successful Sponsor License application journey. We are here to assist you in meeting your sponsorship goals, making the process as smooth and efficient as possible while adhering to the stringent requirements of immigration authorities. Your unique case deserves personalized attention, and our experts are dedicated to providing just that.

When preparing to apply for a sponsorship license, here’s a straightforward guide to get you started:

• Before you’re getting ready to apply for a sponsorship license, look over the specific guidelines for the visa routes you’re considering. This helps you understand what you need to do. Pick the visa routes that fit what your business is looking for and decide who in your company will be in charge of the application and who will handle the everyday stuff. If your company has different locations / branches, then think about which ones will have foreign workers and if they need their own license, prepare for the application accordingly. Build an estimate around how many people you’ll sponsor this year because this affects how many Certificates of Sponsorship (CoS) you’ll need as this information will require as part of your application. Once you’re ready with all the details and documentation, you will need to make an online application along with all the above necessary information and application fees. Lastly, have all your paperwork ready to go within 5 days after you apply online.

How AGCL Services can help you with Skilled Worker Sponsor License Application?

• The Immigration Visa Experts at AGCL services possess the expertise and experience to guide you seamlessly through your sponsor license application. They can clarify the complexities of the process, ensuring that you understand each requirement. With their knowledge, they can help prepare the necessary documentation, provide recommendations for the supporting evidence needed, and assist in drafting the application accurately. Their hands-on support simplifies the process, making it more efficient and increasing the likelihood of a successful application.

• Understanding the timeline for processing a Sponsor License application is crucial when you’re beginning your journey of becoming a licensed sponsor in the UK. The processing duration can vary based on several factors, but here’s a comprehensive breakdown of what to expect.

Standard Processing Duration:

• In most cases, Sponsor License applications are processed within a span of less than 8 weeks. During this time, UK Visas, and Immigration (UKVI) carefully reviews your application, assessing its compliance with immigration regulations and ensuring that your organization is well-prepared to fulfil its responsibilities as a sponsor.

Potential Visit from UKVI:

• it’s important to note that as part of their thorough evaluation process, UKVI may find it necessary to visit your business. This visit is conducted to verify the information provided in your application and to ensure that your organization aligns with the required standards for sponsorship.

Expedited Processing Option:

• If you’re in a situation where time is of the essence and you can’t afford to wait for the standard processing duration, there’s an expedited processing option available. For an additional fee of £500, you have the opportunity to accelerate the decision-making process and potentially receive a decision within 10 working days.

Limitations for Expedited Services:

• It’s important to keep in mind that this expedited service has limitations—it’s available for only a small number of applications every working day. Decisions are allocated in the order that requests arrive, following a “first come, first served” principle. Therefore, if you choose this option, it’s advisable to act promptly to secure your place in the queue for faster processing.
• Overall, comprehending the processing duration for a Sponsor License application is vital for effective planning and meeting your organization’s requirements. While the standard processing duration is typically under 8 weeks, the option of expedited processing is available for those who require a quicker decision. By understanding the choices at your disposal and the associated fees, you can make an informed decision that best suits your organization’s timeline and objectives.

Understanding the Validity of Skilled Worker Sponsor License:

• Upon approval of your Sponsor License application, you will be granted a license that is valid for a period of four years. This four-year span provides your organization with a substantial window of opportunity to engage skilled workers from overseas and meet your workforce needs.

Responsibilities as a Sponsor:

• It’s important to note that the continued validity of your license is contingent upon your ability to fulfil your responsibilities as a sponsor. Failing to meet these obligations may result in the revocation of your license.

Maximum Number of Certificates of Sponsorship (CoS):

• When your license application is approved, you will receive a decision letter outlining various details, including the maximum number of Certificates of Sponsorship (CoS) that you are permitted to assign. These CoS are crucial documents used to bring overseas workers into your organization.
• However, it’s essential to be aware that the decision letter may specify that the maximum number of CoS you can assign is zero. This situation may arise if you indicated in your application that you are uncertain about your future need to recruit overseas workers.
• In such cases, your license remains valid, but you will not have an initial allocation of CoS to utilize. This means that if your organization decides to hire overseas workers in the future, you will need to request CoS allocations separately, as per your specific requirements.
• Overall, comprehending the validity and conditions of your Sponsor License is vital for effective workforce planning. Your license remains valid for four years, but it is imperative to consistently meet your responsibilities as a sponsor to ensure its continued validity. Understanding the allocation of Certificates of Sponsorship (CoS) is also crucial, as it determines your capacity to bring overseas workers into your organization.

• When you decide to apply for a Sponsor License in the UK, there are fees associated with the process. The cost will depend on the type of license you need—either for a Worker or Temporary Worker—and the size of your organization.
• For a Worker License
  • Small organizations or charities have to pay £536
  • Medium to Large organizations is charged £1476.
• For Temporary Worker License fee is £536 for all sizes of sponsors.
• For both (combined of) Worker and Temporary Worker Licenses,
  • Small or charitable sponsors pay £536, and
  • Medium to Large sponsors pay £1476.
• Add a ‘Worker License’ to existing ‘Temporary Worker License’ – if you already have a Temporary Worker License and want to add a Worker License, small or charitable sponsors aren’t charged, but medium to large sponsors will need to pay £940.
• Add a ‘Temporary Worker License to Existing ‘Worker License’ – Adding a Temporary Worker License to an existing Worker License is free for all organizations.

Criteria to determine if you’re a small or charitable sponsor organisation:

• To ascertain whether your organization falls under the category of a Small or charitable sponsor, specific criteria come into play. You are typically considered a small sponsor if at least two of the following conditions apply:
  • Your annual turnover is £10.2 million or less.
  • The total value of your assets amounts to £5.1 million or less.
  • Your organization employs 50 individuals or fewer.
• Additionally, you qualify as a charitable sponsor if your organization meets any of the following criteria:
• • You are a registered charity in England or Wales.
  • You are a registered charity in Scotland.
  • You are a registered charity in Northern Ireland, provided you are on the register; if not, you must furnish proof of your charitable status for tax purposes from HM Revenue and Customs (HMRC).
  • You are an excepted charity.
  • You are an exempt charity.
  • You are an ecclesiastical corporation established for charitable purposes
• Understanding these fees and the criteria for Small or charitable sponsor status is essential when applying for a Sponsor License. It ensures that you are prepared for the associated costs and can navigate the application process with confidence.
• Please note that all fees and charges are subject to change. For the most up-to-date information, please visit the UK government website or contact our expert immigration visa team to seek their professional help.

Understanding the “Immigration Skill Charge” Requirements

• The Immigration Skills Charge is a fee imposed by the UK Home Office on employers who sponsor non-EEA workers (from outside the European Economic Area (EEA) and Switzerland) under certain visa categories, including the Skilled Worker Visa.
• The immigration skills charge ranges from £364 to £1,000 per year, depending on the size of the employer and the job that the non-EEA national is doing
• The responsibility to pay the Immigration Skills Charge lies with the sponsoring employer, not the individual visa applicant. Employers are required to pay the Immigration Skills Charge upfront each time when issuing a Certificate of Sponsorship (CoS) to a skilled worker. The charge amount varies depending on the size of the sponsoring employer and the duration of the sponsorship.
• It’s important to note that specific details regarding the Immigration Skills Charge may change over time as well as some categories of workers are exempt from paying the Immigration Skills Charge so you may consult our team to seek professional advice for the most up-to-date and accurate information regarding the charges.
• Please note that all fees and charges are subject to change. For the most up-to-date information, please visit the UK government website or contact our expert immigration visa team to seek their professional help.

Q.1  What does the term ‘Job Offer’ entail in relation to CoS requirement? What is the significance of a ‘Genuine Job Vacancy’ in this context?”

• You must have a job offer from a Home Office-approved sponsor in the UK. Your job offer must be a genuine vacancy, meaning it is a legitimate and available position in the UK job market.
• The genuine vacancy requirement under the UK Skilled Worker visa route refers to the necessity of having a legitimate and bona fide job offer from a UK employer. To meet this requirement, the job vacancy must be genuine, real, available position within the UK market and must meet certain criteria. It should not be created solely for the purpose of obtaining a visa.
• The employer must genuinely intend to employ the individual in the advertised job role. They should not have any intention to deceive immigration authorities or misuse the visa route.
• The job offer should align with the applicant’s skills, qualifications, and experience. It should be a suitable match, demonstrating that the applicant possesses the necessary skills to perform the duties of the job.
• The job must offer an appropriate number of hours and a duration that is reasonable for the specific occupation. This ensures that the employment is substantive and not temporary or short-term in nature.
• The job offer must comply with all relevant UK employment laws, including the payment of the appropriate wages and adherence to employment regulations.
• The genuine vacancy requirement is in place to prevent abuse of the visa system and to ensure that individuals are not being exploited or misled by unscrupulous employers. It helps maintain the integrity of the Skilled Worker visa route by ensuring that only legitimate job opportunities are being considered for sponsorship. If there are reasonable grounds to suspect that the job being sponsored does not actually exist, is fraudulent, or has been primarily created for the purpose of applying for a UK Skilled Worker Visa, your application will be rejected. The Home Office also aims to ensure that you have not entered an arrangement where you will temporarily or permanently fill a position, engage in contract work that involves ongoing routine responsibilities, or provide continuous routine services to a third party who is not your sponsor. The intention is to prevent misuse or exploitation of the visa system.

Q.2  What is “Skill Level”?

• Your job must be at an appropriate skill level according to the Standard Occupational Classification (SOC) system.
• The appropriate skills level requirement for the UK Skilled Worker Visa is determined based on the Standard Occupational Classification (SOC) system. It is essential for both the job being offered and the applicant’s qualifications to align with the appropriate skill level requirements for the Skilled Worker Visa. Employers and applicants must carefully assess the job’s skill level and ensure that the applicant’s qualifications meet or exceed the required level to meet the visa criteria.
• Generally, the job offered must be at RQF (Regulated Qualifications Framework) level 3 or above. RQF level 3 is equivalent to A-level qualifications in the UK education system.
• The specific skills and qualifications required for a particular job (Job-Specific Skill Criteria) will depend on the nature of the occupation. Different roles and industries may have additional requirements or certifications specific to that field. You do not necessarily need to possess a formal qualification to meet the skill level requirement. Instead, it is the skill level associated with the job itself that determines whether the threshold is met.

Q.3  What is SOC – Shortage Occupation Classification List?

• Certain occupations that are deemed to have a shortage of skilled workers in the UK may have more relaxed skill level requirements. These occupations are listed on the Shortage Occupation List, and individuals applying for such roles may have more flexibility in meeting the skill level criteria. The UK Home Office provides a comprehensive list of eligible jobs and their corresponding skill levels in an Appendix to the Immigration Rules. Each eligible job is assigned a specific occupation code, and your sponsor must select an appropriate occupation code for your intended role. If the Home Office has reasonable grounds to believe that your sponsor has not chosen the most suitable occupation code, your application for a UK Skilled Worker Visa may be refused.
• Ensuring that your job falls within an eligible occupation code and meets the appropriate skill level is crucial to meeting the requirements for a UK Skilled Worker Visa. It is advised to work closely with your sponsor and verify that the selected occupation code accurately reflects the nature of the job being offered.
• Your Job must be part of Shortage Occupation List. A job listed in the Shortage Occupation List refers to a specific occupation or profession that is deemed to have a shortage of skilled workers within the UK labour market. The Shortage Occupation List is periodically reviewed to ensure its relevance and accuracy. Occupations may be added or removed based on changes in labour market conditions and demand for specific skills.
• A job in the shortage occupation list indicates that there is a recognized shortage of (certain) skilled workers in that field or industry within the UK. The shortage may be due to factors such as increased demand, limited supply of qualified workers, or specific expertise required for certain roles.
• The Shortage Occupation List is regularly updated by the UK government and includes a range of occupations across various sectors. Examples of occupations that may appear on the list include healthcare professionals (such as nurses and doctors), engineers, IT specialists, certain teaching and academic roles, and skilled tradespeople.
• Being employed in a job listed in the shortage occupation list can present unique opportunities for both employers and employees. For employers, it simplifies the recruitment process by easing certain immigration requirements, making it easier to hire skilled workers from outside the European Economic Area (EEA) and Switzerland. For individuals, it offers the chance to work in a field where their skills are in high demand, potentially benefiting from streamlined visa processes and advantageous immigration requirements.

Q.4  What is “Minimum Salary Threshold requirement” for Skilled Worker Visa?

• The Salary Threshold requirements for a UK Skilled Worker Visa refer to the minimum salary level that must be met or exceeded by the job offer to qualify for the visa. Here are some key details for the Salary Threshold requirements:
• The General Salary Threshold is set by the UK government and varies depending on the occupation and the applicant’s circumstances. The specific threshold is regularly updated, and it is important to refer to the latest information provided by the UK Home Office. If the general salary threshold is higher than the going rate for the occupation, the worker must be paid at least the general salary threshold. If the general salary threshold is lower than the going rate for the occupation, the worker must be paid at least the going rate. Additionally, the minimum hourly rate must be met if it applies to the occupation. In most cases, the general salary threshold is set at least £26,200 per year. However, if the worker can trade points based on specific criteria, the threshold may be set at least £23,580 or £20,960 per year. The general salary threshold is calculated based on actual gross earnings for a maximum of 48 hours per week. If the worker’s schedule results in uneven pay due to irregular hours, the average over a regular cycle (up to 17 weeks) should not exceed 48 hours per week. Rest weeks without pay are considered in determining whether the salary thresholds are met.
• The job offer must meet or exceed the Going Rate for the specific Occupation as determined by the UK Home Office. The going rate considers factors such as the skill level, responsibilities, and prevailing wages for similar roles in the UK. The going rate for the occupation is determined based on Table 1 or Table 2 of Appendix Skilled Occupations. Workers may be paid a percentage of the going rate if they meet certain tradable points criteria. The going rate is calculated based on a 37.5 hour working week.
• In addition to the general salary threshold, there may be a requirement to meet a Minimum Hourly Rate for certain occupations. This ensures that employees are compensated fairly based on the number of hours worked. If applicable, a minimum hourly rate of at least £10.75 per hour must be paid to the skilled worker.
• It is the responsibility of the sponsoring employer to ensure that the job offer meets the applicable salary threshold and minimum hourly rate. Employers are expected to comply with the salary and employment regulations set by the UK government.
• There are certain exceptions to the Salary Threshold requirements. For example, individuals switching from a Tier 2 (General) Visa to a Skilled Worker Visa may be eligible for a reduced salary threshold if they have been continuously employed in the same job since before April 6, 2011.
• It is important to note that meeting the Salary Threshold requirements is a crucial aspect of a successful UK Skilled Worker Visa application. Employers and applicants must carefully assess the offered salary to ensure it meets or exceeds the required thresholds. It is advisable to refer to the official UK government guidelines or consult with immigration professionals for the most up-to-date and accurate information regarding the specific Salary Threshold requirements for the visa application process.

Q.5  What is a Valid Certificate of Sponsorship?

• You must possess a valid Certificate of Sponsorship (CoS) for the specific job you intend to undertake
• The CoS document must be issued by the sponsoring employer, who must hold a valid sponsor license from the Home Office. The employer is responsible for generating and assigning the CoS to the individual they wish to sponsor him/her for the specific job under the Skilled Worker route. Additionally, the CoS must confirm that it has not been used in a previous application that was either granted or refused, and it has not been withdrawn by the sponsor or cancelled by the Home Office.
• The CoS is a virtual document that confirms an individual’s sponsorship by a UK employer. It serves as proof that the employer has fulfilled the necessary obligations to sponsor the applicant for their intended job role.
• CoS is assigned a unique reference number, which is used for identification and tracking purposes throughout the visa application process.
• The CoS includes specific information about the job being offered, such as the job title, duties and responsibilities, skill level, and salary. It also indicates the location where the job will be performed.
• The CoS indicates the duration of the job offer, including the start date and potentially the end date. This helps establish the intended period of employment.
• The CoS includes details about the sponsoring employer, such as their name, address, and sponsor license This information confirms that the employer has been authorized by the Home Office to sponsor individuals for skilled work positions. It is important that your sponsor is listed as A-rated on the Home Office’s register of licensed sponsors unless you were previously granted permission as a Skilled Worker and are now applying to continue working for the same sponsor as in your previous permission.
• The CoS demonstrates that the job being offered is appropriate for sponsorship under the Skilled Worker Visa category. It verifies that the job meets the required skill level and is not in violation of any regulations.
• A Certificate of Sponsorship is typically issued for a specific individual and cannot be transferred to another person. It is personalized with the applicant’s personal details, including their name and passport information.
• The CoS is a mandatory requirement for the Skilled Worker Visa application. Without a valid CoS, an applicant cannot proceed with their visa application. The CoS should have been issued within three months before the date of your Skilled Worker visa application.

Q.6  What is the Immigration Skills Charge, and when is it applicable?

• The Immigration Skills Charge is an additional fee that may be required when you assign a Certificate of Sponsorship to an individual applying for a Skilled Worker or Senior or Specialist Worker visa in the UK. This charge, known as the ‘immigration skills charge,’ is applicable under certain circumstances.

Q.7  When must I pay the Immigration Skills Charge?

• You are required to pay the Immigration Skills Charge when you are sponsoring an individual who is applying for a visa from outside the UK to work in the UK for a duration of 6 months or more. Additionally, the charge applies if the individual is applying for a visa from inside the UK, regardless of the length of their intended stay.

Q.8  Are there any exceptions where the Immigration Skills Charge does not apply?

• Yes, there are exceptions. You do not need to pay the Immigration Skills Charge if you are sponsoring someone with specific occupation codes, such as chemical scientists, biological scientists, physical scientists, and others, as outlined in the immigration rules. Additionally, if you are sponsoring a worker who was assigned a certificate before 6 April 2017, you may not be required to pay the charge.

Q.9  Does the charge apply to the worker’s dependants, such as their partner or child?

• No, the Immigration Skills Charge does not apply to the worker’s dependants, including their partner or child. It is solely applicable to the primary worker.

Q.10  Is there an exception for Immigration Skills Charge if I’m sponsoring someone switching from a UK student visa to a work visa?

• Yes, if you are sponsoring someone who is switching from a UK student visa to either a Skilled Worker or Senior or Specialist Worker visa and then extending their stay on the new visa, you may not be required to pay the Immigration Skills Charge.

Q.11  Are there specific conditions for not paying the charge in the Global Business Mobility Senior or Specialist Worker route?

• Yes, there are specific conditions for exemption in the Global Business Mobility Senior or Specialist Worker route. You may not need to pay the charge if the worker you’re sponsoring meets certain criteria, including being assigned a certificate of sponsorship on or after 1 January 2023, being a national of an EU country or holding a Latvian non-citizen’s passport, and more. These conditions are outlined in detail in the immigration rules.

Q.12  What happens if the person I’m sponsoring changes jobs within my organization?

• If a sponsored worker within your organization changes jobs but remains in your organization, you will need to assign them a new Certificate of Sponsorship if the new job has a different occupation code. The Immigration Skills Charge must be paid for the full length of their visa. If the new Certificate of Sponsorship extends the worker’s visa, an additional charge will be required to cover the extra time.

Q.13  How do I make payment for the Immigration Skills Charge?

• You are required to pay the Immigration Skills Charge when you assign a Certificate of Sponsorship to the worker. The payment process is integrated into the sponsorship assignment procedure, ensuring that the charge is settled as part of the sponsorship application process.

Q.14  Who can apply for a UK Sponsor License?

• Any UK organization that’s legally operating can apply for a Sponsor License, including small businesses, charities, and multinational corporations, provided they meet the eligibility criteria set by UK Visas and Immigration (UKVI).

Q.15  What types of Sponsor Licenses are available?

• There are two main types: a Worker License for long-term job offers, and a Temporary Worker License for short-term employment. Businesses can apply for one or both depending on their needs.

Q.16  How much does it cost to apply for a Sponsor License?

• Costs vary depending on your business size and the type of license. Small businesses and charities pay £536, while medium and large businesses pay £1476 for a Worker License or a combined Worker and Temporary Worker License. For more information visit ‘Sponsor License Fees’ section.

Q.17  How long does it take to obtain a Sponsor License?

• The standard processing time for a Sponsor License is up to 8 weeks. However, for an additional fee, you can use the priority service to receive a decision within 10 working days.

Q.18  Can a legal representative help with my Sponsor License application?

• Yes, legal experts can guide you through the application process, help gather the necessary documents, and provide valuable advice, but the application must be submitted by the sponsor themselves.

Q.19  What happens if I don’t meet my responsibilities as a sponsor?

• Failure to meet your duties could lead to a downgrade from an A-rated to a B-rated license, which restricts your ability to issue new certificates of sponsorship.

Q.20  How can I maintain an A-rated Sponsor License?

• To maintain an A-rated license, comply with all sponsor duties, keep up-to-date records, and follow UKVI’s guidance. Regular audits and staff training can also help.

Q.21  What is the process to upgrade a B-rated license to an A-rated license?

• You must follow an action plan provided by UKVI and pay the associated fee. Failure to complete the action plan will lead to the loss of your license.

Q.22  Can I apply for a Sponsor License if I already employ overseas workers?

• Yes, you can apply for a Sponsor License even if you currently employ overseas workers, but you’ll need to ensure they switch to the sponsorship-based visa once you get the license.

Q.23  Can I sponsor workers for any type of job?

• No, the job must meet the skill level and salary requirements specific to the visa route for which you are licensed to sponsor workers.

Q.24  What is the validity period of a Sponsor License?

• A Sponsor License is typically valid for four years, after which you’ll need to apply for renewal.