To get a licence, you cannot have:

• unspent criminal convictions for immigration offences or certain other crimes, such as fraud or money laundering
• had a sponsor licence revoked in the last 12 months

You’ll need appropriate systems in place to monitor sponsored employees.

UK Visas and Immigration (UKVI) will review your application form and supporting documents. They may visit your business to make sure you’re trustworthy and capable of carrying out your duties.

You can sponsor a worker if the job they’re going to do:

• complies with the UK minimum wage and working time regulations - the worker’s visa may be refused and you may lose your sponsor licence if it does not
• meets the other criteria needed for their visa

Read section S4 of the ‘general information’ guidance for sponsoring a worker to find out more about complying with the minimum wage and working time regulations.

Read more about job suitability, if you’re sponsoring:

• a skilled worker
• a health or care worker
• a worker on any type of ‘Global Business Mobility’ visa (senior or specialist worker, graduate trainee, secondment worker, UK expansion worker or service supplier)
• a scale-up worker
• a worker on a government-authorized exchange
• a seasonal worker
• a worker on an International Sportsperson visa
• a worker on an international agreement
• a creative worker
• a charity worker
• a minister of religion or religious worker

Additional requirements for religious workers

You’ll usually have to advertise any job you offer to someone with a Religious Worker visa, unless it’s a non-essential position or involves living within a religious order (such as a monk or nun).

When you do not need to advertise the job, you need to have records showing that there is not a suitable person who does not require sponsorship to take on the role.

There are rules you must follow about how to advertise jobs for religious workers.

Additional requirements for creative workers

Creative jobs done by someone on a Creative or Sporting Worker visa include:

• ballet dancers and other dancers
• film and TV performers
• theatre and opera performers
• film and TV workers
• models

For creative jobs, you must comply with the creative workers code of practice (if it exists for that occupation). Read section CRW4 of the guidance for sponsoring a creative worker.

If there is no code of practice for that occupation, both of the following must apply:

• the role is in the creative industries and listed in any of the tables in Appendix Skilled Occupations
• the worker can make a unique contribution to creative life in the UK, for example they’re an internationally famous artist

If you are sponsoring a creative worker under 16

You may need to get a child performance licence if the worker is taking part in:

• films, plays, concerts or other public performances that the audience pays to see, or that take place on licensed premises
• paid modelling assignments

You must make sure that the person running the event applies at least 21 days before the event.

Additional requirements for workers on an International Sportsperson visa

For sporting jobs that will be done by someone on the International Sportsperson visa, you must get an endorsement letter from the relevant governing body.

Additional requirements for care workers

If you’re recruiting for a job with occupation codes 6135 or 6136 based in England, you need to try and recruit a ‘displaced’ care worker first.

A care worker may become displaced if their:

• previous sponsor lost its licence
• current sponsor does not have enough work for them

How to recruit a displaced care worker

To find out if there’s any displaced care workers to recruit in your region, you can contact your regional partnership.

If there are no displaced care workers available or suitable for the role, you’ll need to ask your regional partnership to contact UKVI to let them know you tried.

Read ‘the care worker recruitment requirement’ in section SK4 of the guidance for sponsoring a skilled worker to find out more about recruiting a displaced care worker.

Sponsoring under-18s

You can only sponsor a foreign worker under 18 on:

• an International Sportsperson visa - they must be 16 or over
• a Creative Worker visa - there’s no minimum age
• a Government Authorised Exchange visa - there’s no minimum age

You cannot sponsor a foreign worker under 18 on any other visa.

Read more about your responsibilities if you sponsor a worker under 18.

The licence you need depends on whether the workers you want to fill your jobs are:

• ‘Workers’ - for those with long-term job offers
• ‘Temporary workers’ - for specific types of temporary employment

You can apply for a licence covering one or both types of worker.

Worker licence

A ‘Worker’ licence will let you sponsor people in different types of skilled employment. The skilled work can be for a short time, long-term or permanent depending on the worker’s visa.

The licence is split into:

• Skilled Worker - the role must meet the job suitability requirements
• Senior or Specialist Worker visa (Global Business Mobility) - for multinational companies which need to transfer established employees to the UK, previously the Intra-company Transfer visa
• Minister of Religion - for people coming to work for a religious organisation
• International Sportsperson - for elite sportspeople and coaches who will be based in the UK

Temporary Worker licence

A ‘Temporary Worker’ licence will let you sponsor people on a temporary basis, including for volunteering and job-shadowing. You can only get a Temporary Worker licence for specific types of employment and visas.

The licence is split into:

• Scale-up Worker - for people coming to work for a fast-growing UK business
• Creative Worker - to work in the creative industry, for example as an entertainer or artist (up to 2 years)
• Charity Worker - for unpaid workers at a charity (up to 1 year)
• Religious Worker - for those working in a religious order or organisation (2 years)
• Government Authorised Exchange - work experience (1 year), research projects or training, for example practical medical or scientific training (2 years) to enable a short-term exchange of knowledge
• International Agreement - where the worker is coming to do a job which is covered by international law, for example employees of overseas governments
• Graduate Trainee (Global Business Mobility) - for workers transferring to their employer’s UK branch as part of a graduate training programme
• Service Supplier (Global Business Mobility) - for workers with a contract to provide services for a UK company (6 or 12 months)
• UK Expansion Worker (Global Business Mobility) - for workers sent to the UK to set up a new branch or subsidiary of an overseas business
• Secondment Worker (Global Business Mobility) - for workers transferring from overseas to work for a different UK business as part of a high-value contract
• Seasonal Worker – allows people to come to the UK and work in horticulture (for example, picking fruit and vegetables) for up to 6 months, or poultry from 18 October to 31 December each year

If you’re sponsoring a scale-up worker

Your sponsorship responsibilities as a sponsor for a scale-up worker will end 6 months after they get permission to come to or stay in the UK.

After that, a scale-up worker can do any of the following until their visa expires:

• continue working for you without getting a new certificate of sponsorship
• change jobs without getting a new sponsor

You need to appoint people within your business to manage the sponsorship process when you apply for a licence.

The main tool they’ll use is the sponsorship management system (SMS).

The roles are:

• authorising officer – a senior and competent person responsible for the actions of staff and representatives who use the SMS
• key contact – your main point of contact with UK Visas and Immigration (UKVI)
• level 1 user – responsible for all day-to-day management of your licence using the SMS

These roles can be filled by the same person or different people.

You can also appoint an optional level 2 user once you have your licence. This is an SMS user with more restricted access than a level 1 user, for example they cannot withdraw a certificate of sponsorship.

Suitability checks

You and your staff will be checked to make sure you’re suitable for these roles. You may not get your licence if anyone involved in sponsorship has:

• an unspent criminal conviction for an offence listed in the guidance for sponsors
• been fined by UKVI in the past 12 months
• been reported to UKVI
• broken the law
• been a ‘key person’ at a sponsor that had its licence revoked in the last 12 months
• failed to pay VAT or other excise duty

You and your allocated staff must also:

• be based in the UK most of the time
• not be a contractor or consultant contracted for a specific project
• not be subject to a bankruptcy restriction order or undertaking, or a debt relief restriction order or undertaking
• not have a history of non-compliance with sponsor requirements

Your allocated staff must usually be paid members of staff, or office holders.

Read the full guidance on appointing ‘key personnel’.

HR contractors and agency staff

At least one level 1 user must be an employee, partner or director in your organisation.

You can have additional level 1 or level 2 users who are employed by third-party organisations that provide you with HR services.

A temporary member of staff supplied by an agency can be a level 2 user.

UK-based legal representatives

You can allocate any of the roles to a UK-based legal representative, apart from the authorising officer role. Your representative must be qualified to give immigration advice or services.

You need to apply online for your licence.

Once you’ve finished the online application, you need to send in:

• the submission sheet at the end of the application
• your supporting documents

Any affidavits or statutory declarations you send must be witnessed by a qualified, independent person - for example, a solicitor, Notary Public, Justice of the Peace, Commissioner for Oaths, or (in Scotland only) a Councillor.

Apply for a sponsor licence

How to send the documents

You can scan or take pictures of your submission sheet and supporting documents and send them to the email address given on the submission sheet. Make sure your files:

• are in PDF, JPEG or PNG format
• have descriptive titles, with 25 or fewer characters
• are high enough quality to be read

If your documents are not in English or Welsh, they must be accompanied by a certified translation - there’s more information in the supporting evidence guidance for sponsors.

If you cannot scan and send the documents by email, contact UK Visas and Immigration (UKVI) using the contact details on the submission sheet.

Licence fees

You need to pay a fee when you apply. The fee depends on the type of licence you’re applying for and what type of organisation you are.

How to tell if you’re a small or charitable sponsor

You’re usually a small sponsor if at least 2 of the following apply:

• your annual turnover is £15 million or less
• your total assets are worth £7.5 million or less
• you have 50 employees or fewer

You’re a charitable sponsor if you’re:

• a registered charity in Northern Ireland - if you’re not on the register, you must provide proof of your charitable status for tax purposes from HM Revenue and Customs (HMRC)
• a registered charity in England or Wales
• a registered charity in Scotland
• an excepted charity
• an exempt charity
• an ecclesiastical corporation established for charitable purposes

If you’re not sure which category your business fits into, contact the Business Helpdesk:

Contact businesshelpdesk@homeoffice.gov.uk if you’re unsure which category your business fits into.

How long it takes to get a decision

Most applications are dealt with in less than 8 weeks. UKVI may need to visit your business.

You may be able to pay an extra £500 to get a decision within 10 working days. This service is limited to a small number of applications every working day. Faster decisions are allocated in the order that requests arrive (first come, first served).

You’ll be told how to ask for a faster decision after you apply.

Applications refused because of a mistake

You can apply to request a review of your application if you think it was refused because:

• the caseworker processing your application made a mistake
• your supporting documents were not considered

You cannot apply just because you disagree with the decision.

Help and advice

Sponsors can get advice from the sponsorship, employer and education helpline:

Sponsorship, employer and education helpline

Telephone: 0300 123 4699
Monday to Thursday, 10am to 3pm
Find out about call charges

You can also join the premium customer service scheme to get extra support from a licence manager - this costs at least £8,000 a year.

UK businesses and Tier 1 (Investors) can get help from the Home Office Business Helpdesk:

Business Helpdesk

businesshelpdesk@homeoffice.gov.uk

You’ll get an A-rated licence if your application is approved.

A-rating - full sponsor licence

An A-rated licence lets you start assigning certificates of sponsorship.

Your business will be listed in the register of sponsors.

If you’re applying to sponsor a UK Expansion Worker

You’ll get a ‘provisional’ rating instead of an A-rating if your authorising officer is based outside the UK.

You’ll only be able to assign one certificate of sponsorship, which must be assigned to the authorising officer so they can enter the UK.

Once they’ve got their visa, you can upgrade your licence to an A-rating and request additional certificates of sponsorship using the sponsorship management system (SMS).

Downgrading to B-rating

Your A-rated licence may be downgraded to a B-rating at a later stage if you do not continue to meet your sponsor duties.

If this happens, you will not be able to issue new certificates of sponsorship until you’ve made improvements and upgraded back to an A-rating.

You’ll still be able to issue certificates to workers you already employ who want to extend their permission to stay.

Upgrade to an A-rating

You need to follow an ‘action plan’ provided by UK Visas and Immigration (UKVI) to upgrade your licence.

You have to pay £1,579 for an action plan.

You must pay the fee within 10 working days of the date UKVI tells you about the downgrade. If you do not, you’ll lose your licence.

At the end of the action plan

You’ll be upgraded to an A-rating if you complete all the steps and there’s nothing else you need to improve.

You’ll lose your licence if you do not complete all the steps.

If you need to make other improvements, you’ll be given another B-rating and will have to follow a new action plan. You’ll have to pay the fee again.

If you get a second B-rating

You can only have 2 B-ratings while your licence is valid. You’ll lose your licence if you still need to make improvements after your second action plan.

How to reapply

You cannot appeal if your licence is revoked, but you can reapply. You have to wait at least 12 months before reapplying.

You need to start a new application when you reapply.

Before you assign a certificate of sponsorship to your worker, you may need to check whether the worker needs an Academic Technology Approval Scheme (ATAS) certificate.

Who needs to do this

You’ll need to do this if you’re sponsoring a worker on any of the following:

• a Skilled Worker visa
• a Senior or Specialist Worker visa (Global Business Mobility)
• a Graduate Trainee visa (Global Business Mobility)
• a UK Expansion Worker visa (Global Business Mobility)
• a Service Supplier visa (Global Business Mobility)
• a Secondment Worker visa (Global Business Mobility)
• a Scale-up Worker visa
• a Government Authorised Exchange visa
• an International Agreement visa

If you’re sponsoring a worker on any other visa, you do not need to do anything.

What you need to do

If you do need to check, you must follow these steps.

1. Check if the worker needs an ATAS certificate

2. Answer the question on the certificate of sponsorship, confirming whether or not the worker needs an ATAS certificate. If they do not need an ATAS certificate, you may need to give a brief explanation of why.

3. If the worker does need an ATAS certificate, you must tell them that they need to get one and include it in their visa application.

Check if the worker needs an ATAS certificate

The worker will need an ATAS certificate if all of the following are true:

• you have a Student sponsor licence
• you’re sponsoring the worker in a relevant occupation code
• the worker will be carrying out research at PhD level or above in a ‘relevant subject’ - check the relevant subject areas list in the worker sponsor guidance
• the worker’s nationality is not exempt from needing an ATAS certificate - check the exempt nationalities list in the worker sponsor guidance

If your worker does not need an ATAS certificate because they will not be doing research at PhD level or above in a relevant subject but all of the other points apply, you’ll need to add an explanation note.

You can either:

• add a note to the ‘job description’ field on your certificate of sponsorship
• add a sponsor note after you have assigned your certificate of sponsorship

Example explanation note

The worker does not need an ATAS certificate because the role does not involve research at PhD level or above.

If the worker needs an ATAS certificate

You must:

• tell the worker that they need to get an ATAS certificate and include it in their visa application
• make and keep a copy of the ATAS certificate, once it has been issued

You do not need to add an explanation or a sponsor note if your worker does need an ATAS certificate.

Tell the worker that they need an ATAS certificate

Tell the worker that they must apply for an ATAS certificate and include it in their visa application.

ATAS certificate applications for workers can take at least 2 weeks to be processed (3 weeks between April and September).

Make and keep a copy of the ATAS certificate

When the worker has received their ATAS certificate, you must keep a copy of either:

• the certificate
• the electronic approval notice the worker received from the Foreign, Commonwealth & Development Office (FCDO)

You must assign a certificate of sponsorship to each foreign worker you employ. This is an electronic record, not a physical document. Each certificate has its own number which a worker can use to apply for a visa.

You may need to check if your worker needs an Academic Technology Approval Scheme (ATAS) certificate before you assign a certificate of sponsorship.

Defined certificates

These are for people applying on a Skilled Worker visa from outside the UK.

You must apply for defined certificates for these workers through the sponsorship management system (SMS). You’ll get access to this when you get your licence.

When you get the certificate

Applications are usually approved within one working day. It may take longer if UKVI need to carry out further checks on the information in your application.

Defined certificates will appear in your SMS account once they have been approved. You can then assign them to a worker.

Undefined certificates

These are for Skilled Workers applying from inside the UK, and applicants on all other visas.

When you apply for your licence you’ll be asked to estimate how many undefined certificates you’ll need for Workers and Temporary Workers in the first year.

If you’re sponsoring a UK Expansion Worker

If your licence has a provisional rating, you’ll only be able to assign one certificate of sponsorship. This must be assigned to the authorising officer so they can enter the UK.

Once they’ve got their visa, you can upgrade your licence to an A-rating and request up to 4 additional certificates of sponsorship using the sponsorship management system (SMS).

Certificate costs

You’ll need to pay a fee when you assign a certificate to a worker. How much a certificate will cost depends on the type of sponsor licence you have.

If you assign a certificate of sponsorship to a worker on a Skilled Worker or Intra-company Transfer visa, you might also need to pay the immigration skills charge.

You might have to pay an additional charge when you assign a certificate of sponsorship to someone applying for a Skilled Worker or Intra-company Transfer visa. This is called the ‘immigration skills charge’.

You must pay the immigration skills charge if they’re applying for a visa from:

• outside the UK to work in the UK for 6 months or more
• inside the UK for any length of time

When you do not need to pay

You will not have to pay the charge if you’re sponsoring someone with one of the following occupation codes:

• chemical scientists (2111)
• biological scientists (2112)
• biochemists and biomedical scientists (2113)
• physical scientists (2114)
• social and humanities scientists (2115)
• natural and social science professionals not elsewhere classified (2119)
• research and development managers (2161)
• other researchers, unspecified discipline (2162)
• higher education teaching professionals (2311)

You also might not have to pay the charge if you’re sponsoring a worker who was assigned a certificate before 6 April 2017 - there’s more information in the immigration skills charge guidance for sponsors.

You will not need to pay the charge for any of the worker’s dependants, for example their partner or child.

If you’re sponsoring someone to switch to a work visa from a visa that allows them to study

You will not have to pay the charge if they switch to either a Skilled Worker or Senior or Specialist Worker visa and then extend their stay on the new visa.

If you’re sponsoring someone on the Global Business Mobility Senior or Specialist Worker route

You will not have to pay the charge if all of the following apply to the worker you’re sponsoring:

• they were assigned a certificate of sponsorship on or after 1 January 2023
• they are a national of an EU country or hold a Latvian non-citizen’s passport
• they normally work in the EU for your EU business but have been temporarily transferred to work in the UK
• the end date of the temporary transfer, as specified on the certificate of sponsorship, is no more than 36 months after the start date

If the person you’re sponsoring changes jobs

If you’ve assigned a certificate of sponsorship to someone in your organisation who then moves to a new job in your organisation, you’ll need to assign them a new certificate. They will use this to apply for a new visa.

You only need to do this if the new job has a different occupation code.

You must pay the immigration skills charge for the full length of their visa. If the new certificate of sponsorship allows the worker more time on their visa, you’ll need to pay for this extra time.

You do not need to pay the additional immigration skills charge if the new certificate of sponsorship does not extend the time on your sponsored worker’s visa.

Example

A worker has a visa from 1 January 2021 to 1 January 2023. You pay the immigration skills charge for that 2 year period. The worker gets a new job in your organisation and you assign them a new certificate of sponsorship that extends their visa to 1 July 2023.

In this example, you would need to pay an additional immigration skills charge to cover the extra 6 months (1 January 2023 to 1 July 2023).

How to pay

You pay the immigration skills charge when you assign a certificate of sponsorship to the worker.

How much it costs

The amount you need to pay is based on:

• the size of your organisation
• how long the worker will work for you, using the start and end dates on their sponsorship certificate

How to tell if you’re a small or charitable sponsor

You’re usually a small sponsor if at least 2 of the following apply:

• your annual turnover is £15 million or less
• your total assets are worth £7.5 million or less
• you have 50 employees or fewer

You’re a charitable sponsor if you’re:

• a registered charity in Northern Ireland - if you’re not on the register, you must provide proof of your charitable status for tax purposes from HM Revenue and Customs (HMRC)
• a registered charity in England or Wales
• a registered charity in Scotland
• an excepted charity
• an exempt charity
• an ecclesiastical corporation established for charitable purposes

If you’re not sure which category your business fits into, contact the Business Helpdesk:

Contact businesshelpdesk@homeoffice.gov.uk if you’re unsure which category your business fits into.

How much to pay based on how long the worker will work for you

If the worker will be in the UK for longer than 6 months but less than a year, you must pay for at least 12 months.

You must pay the full charge in one go.

The longest you can sponsor a worker for is 5 years, so the most you’ll have to pay is:

• £1,820 (5 x £364) if you’re a small or charitable sponsor
• £5,000 (5 x £1,000) if you’re a medium or large sponsor

UK Visas and Immigration (UKVI) will contact you if you do not pay the charge or pay the wrong amount. You’ll have 10 working days to pay the charge - the worker’s visa application will be refused if you do not.

Refunds

You’ll get a full refund if the worker’s visa application is:

• refused or withdrawn
• successful, but they do not come to work for you

You’ll get a partial refund if the worker:

• gets less time on their visa than you sponsored them for
• starts working for you but then changes to another sponsor
• leaves their job before the end date on their certificate of sponsorship

You’ll also get a partial refund if you paid the medium or large sponsor fee when assigning the certificate, but had already notified UKVI that you’re now a small or charitable sponsor.

How long it takes

You usually get a refund within 90 days of:

• telling UKVI that the worker did not come to work for you
• the expiration date on the worker’s certificate of sponsorship, if they did not use it to apply for a visa
• the date the worker’s visa application is refused or withdrawn
• the date you assigned the certificate of sponsorship, if you had already notified UKVI that you became a small or charitable sponsor

If the worker’s visa application is refused, they can ask for the decision to be reviewed. This is known as an ‘administrative review’.

If they do not ask for an administrative review, you’ll get a refund within 90 days of the deadline for applying for one.

You’ll get a refund within 90 days of the administrative review being dismissed if the worker applied for one and were unsuccessful.

You must:

• check that your foreign workers have the necessary skills, qualifications or professional accreditations to do their jobs, and keep copies of documents showing this
• only assign certificates of sponsorship to workers when the job is suitable for sponsorship
• tell UK Visas and Immigration (UKVI) if your sponsored workers are not complying with the conditions of their visa
• comply with UK employment law for jobs you’re offering
• meet any specific requirements for workers under 18, scale-up workers or offshore workers

Your licence may be downgraded, suspended or withdrawn if you do not meet them.

Read the full guidance on sponsor requirements and duties and check workers have the right to work in the UK.

Monitoring employees

You must have HR systems in place that let you:

• monitor your employees’ immigration status
• keep copies of relevant documents for each employee, including evidence you’ve carried out the relevant right to work checks
• track and record employees’ attendance
• keep employee contact details up to date
• report to UKVI if there is a problem, for example if your employee stops coming to work

Changes to your business

You must report any significant changes in your own circumstances within 20 working days, for example if you:

• stop trading or become insolvent
• substantially change the nature of your business
• are involved in a merger or take-over
• make changes that affect your relationship with any overseas businesses that have sent workers to you
• make any changes to a contract covering secondment workers or service suppliers

You must also tell UKVI if you’re changing your details, like your address or allocated roles.

If you’re sponsoring a UK Expansion Worker and have a ‘provisional’ rating

You must tell UKVI when your authorising officer’s visa is granted. You’ll need to update their immigration status and address in the UK.

How to report changes

To register a change of circumstances use the sponsorship management system (SMS).

Requests can take up to 18 weeks. You can register a change within 5 working days instead if you use the priority service. It costs £200.

Sponsoring under-18s

You must make sure that foreign workers under 18 have suitable care arrangements for their:

• travel to the UK
• arrival in the UK
• living arrangements in the UK

You must also get a letter from their parents giving consent to the care arrangements.

You must get an Access NI criminal record check on any of your workers who need it.

You’ll lose your licence if you do not do this.

Children under 16

You can only sponsor foreign workers under 16 if they’re on either:

• a Creative Worker visa - they may also need a performance licence
• a Government Authorised Exchange visa

You also need to check:

• the rules about how many hours children can work
• if the child needs an employment permit from their local council

Sponsoring a scale-up worker

Your responsibilities as a sponsor for a scale-up worker start on the date you assign them a certificate of sponsorship. Your responsibilities end 6 calendar months after either:

• the ‘valid from’ date on your worker’s visa - if they were outside the UK when they applied
• the date they are told they have permission to stay - if they were inside the UK when they applied

You must tell UKVI your worker’s start date using the sponsorship management system (SMS).

Example

A scale-up worker gets their permission to come to or stay in the UK on 1 October 2022. Your sponsorship responsibilities for that worker will end at 11:59pm on 1 April 2023.

Sponsoring an offshore worker

You must tell UKVI when the worker you’re sponsoring:

• first arrives in UK waters at the beginning of the job
• leaves UK waters at the end of the job

Tell UKVI using the sponsorship management system (SMS).

You must not tell UKVI before they arrive or leave. You must do it up to 10 working days after the dates they arrive and leave.