Sponsorship Visa UK

Employers in the UK who want to recruit workers from overseas must, in most cases, use the sponsorship system. This system underpins the UK’s immigration framework for skilled migration, allowing businesses to fill labour shortages while ensuring the Home Office maintains oversight of employers and sponsored workers. For individuals, a sponsorship visa provides a lawful route to work in the UK, tied to a sponsoring employer who meets strict compliance duties.

What this article is about: This article provides a comprehensive guide to the UK sponsorship visa system. It explains what a sponsorship visa is, the different visa types that fall under sponsorship, and who needs sponsorship to work in the UK. It sets out the legal responsibilities employers must meet when acting as licensed sponsors, outlines the application process for both employers and workers, and details the associated costs and timelines. The article also considers the risks of non-compliance and the strategic factors employers should weigh when using the sponsorship system to support their recruitment and workforce planning.

Section A: Understanding the UK Sponsorship Visa

The UK sponsorship visa is central to the country’s points-based immigration system. Unlike unsponsored routes, such as the Global Talent visa or Graduate visa, a sponsorship visa requires an employer licensed by the Home Office to take responsibility for the worker during their employment in the UK. This sponsorship mechanism ensures that immigration controls are maintained while allowing UK employers to access skilled labour from abroad.

1. What is a sponsorship visa?

A sponsorship visa is a work visa granted on the basis that a UK-based employer has offered employment to a migrant worker and has undertaken the duties of a licensed sponsor. The system is designed to balance the needs of the labour market with immigration control. The employer issues a Certificate of Sponsorship (CoS), which the worker then uses to support their visa application. Without this certificate, an application cannot proceed.

This visa category sits within the UK’s points-based immigration system, where applicants must meet specific eligibility requirements such as salary thresholds, skill level, and English language ability, alongside holding sponsorship from an approved employer. It contrasts with unsponsored routes, where applicants qualify based on personal attributes or achievements rather than employer backing.

2. Types of sponsorship visas

• Skilled Worker visa – the main route for foreign nationals with job offers in eligible skilled roles across a wide range of sectors.
• Health and Care Worker visa – designed for qualified healthcare professionals, including doctors, nurses, and adult social care workers.
• Temporary Worker visas – covering specific schemes such as Seasonal Workers and Government Authorised Exchange, for short-term employment needs.
• Historic routes – such as the Intra-Company Transfer route, which closed to new applicants in April 2022 but remains relevant for transitional arrangements.

Each category has its own requirements, but all rely on the sponsorship mechanism, with employers bearing responsibility for compliance.

3. Who needs sponsorship?

Not all migrant workers require sponsorship to work in the UK. Sponsorship is required where a role is not eligible for unsponsored routes and falls within the categories of skilled employment set out by the Home Office. In practice, most individuals taking up long-term employment in the UK will need to be sponsored unless they qualify under an alternative visa category, such as the Global Talent visa or Graduate visa.

The Graduate visa is an unsponsored route available to international students completing eligible courses in the UK. However, it cannot be extended and does not provide a direct pathway to settlement, distinguishing it from sponsored routes such as the Skilled Worker visa.

Sponsorship ensures that the worker has a legitimate job offer, is filling a genuine vacancy, and that the employer has met the regulatory standards expected by the Home Office. For the worker, sponsorship provides lawful entry and residence in the UK for the duration of employment, with potential pathways to settlement depending on the visa type.

Section A Summary – The UK sponsorship visa is a cornerstone of the immigration system, requiring both employer authorisation and worker eligibility. It covers a range of visa types, from Skilled Worker and Health and Care Worker visas to specific temporary worker categories. Sponsorship applies where a role requires employer backing and oversight, distinguishing these visas from unsponsored routes. For employers, sponsorship is both a recruitment tool and a compliance responsibility; for workers, it is the gateway to lawful employment in the UK.

Section B: Employer Sponsorship Duties

Employers who wish to hire overseas workers under the sponsorship system must first secure a sponsor licence from the Home Office. This licence confirms that the employer is suitable and capable of meeting strict immigration compliance duties. Once granted, the licence allows the employer to assign Certificates of Sponsorship to qualifying migrant workers. However, with this privilege comes significant responsibility. The Home Office places heavy emphasis on ensuring that sponsors uphold their obligations, and failure to do so can result in severe sanctions.

1. Sponsor licence requirements

To become a licensed sponsor, a UK employer must demonstrate that they are a genuine, lawfully operating organisation. The application process requires submission of evidence such as corporate registration documents, proof of trading presence, and HR systems capable of managing compliance. The Home Office will assess the business’s credibility, financial stability, and whether it has a genuine need for overseas workers.

Key personnel must be nominated to manage the licence, including an Authorising Officer, a Key Contact, and Level 1 Users who operate the Sponsor Management System (SMS). The application carries a fee, the amount of which depends on the size and nature of the organisation. Approval grants the employer the ability to sponsor workers, but the Home Office may conduct site visits both before and after granting the licence to check systems and compliance readiness.

2. Compliance duties

• Record-keeping – maintaining up-to-date and accurate records of each sponsored worker, such as contact details, right to work documentation, and employment contracts.
• Reporting – notifying the Home Office of key changes, including if a worker does not attend their first day, resigns, or if there are changes to their role or circumstances.
• Monitoring – ensuring sponsored workers comply with visa conditions, such as working only in the role stated on their Certificate of Sponsorship.
• Right to work checks – carrying out checks in accordance with the latest Home Office Right to Work guidance. For certain eVisa and biometric card holders, use of the online Right to Work service is mandatory.

The Home Office expects these obligations to be met consistently. Sponsors are subject to compliance visits at any time, and failure to maintain standards can lead to regulatory action.

3. Risks of non-compliance

• Licence downgrading – a sponsor’s licence may be downgraded from an A rating to a B rating, requiring the employer to follow a Home Office action plan at additional cost.
• Licence suspension or revocation – leading to an immediate inability to sponsor new workers and potential curtailment of existing sponsored employees’ visas.
• Civil penalties – including fines for illegal working if right to work checks have not been correctly undertaken.
• Reputational damage – non-compliance can harm a business’s standing with clients, partners, and prospective employees.

For workers, the impact of an employer losing its licence can be devastating, potentially leading to curtailment of their visa and requiring them to leave the UK unless they can secure a new sponsor.

Section B Summary – Employers who sponsor overseas workers must first obtain a licence from the Home Office, supported by evidence of genuine operations and robust HR systems. Once licensed, they carry ongoing duties, including record-keeping, reporting, monitoring, and conducting right to work checks in line with updated Home Office guidance. Failure to meet these responsibilities can result in downgrading, suspension, financial penalties, or reputational harm. Sponsorship is therefore both an opportunity and a regulatory burden, requiring employers to adopt strong compliance practices.

Section C: Application Process for Sponsorship Visas

The application process for a sponsorship visa involves both the employer and the worker. It is a two-stage process: first, the employer assigns a Certificate of Sponsorship (CoS), and then the worker applies for their visa using that certificate. Each stage carries specific legal and procedural requirements that must be carefully observed to avoid delays or refusals.

1. Certificate of Sponsorship (CoS)

A Certificate of Sponsorship is an electronic document issued by a licensed sponsor through the Home Office’s Sponsor Management System (SMS). It confirms that the employer is offering a genuine role to a migrant worker and that the conditions of sponsorship have been met.

There are two types of CoS:

• Defined CoS – required for workers applying from outside the UK under the Skilled Worker route. Employers must request these from the Home Office on a case-by-case basis.
• Undefined CoS – allocated annually to sponsors for use in applications made from within the UK and for certain temporary worker categories.

The CoS includes key details such as the job title, salary, and SOC code (Standard Occupational Classification), and once issued it must be used within three months. Employers must ensure the information provided is accurate, as errors can lead to visa refusals.

2. Visa application by the worker

Once a CoS has been assigned, the worker can apply for their visa online. They must meet the eligibility criteria specific to their visa type. For the Skilled Worker visa, this includes:

• Salary thresholds – as of July 2025, the general salary threshold is £41,700. Certain applicants may qualify for reduced thresholds: £33,400 (discounted rate), £31,300 (transitional rate for some workers), and £25,000 for eligible Health and Care Worker roles.
• Immigration Salary List (ISL) – replacing the former Shortage Occupation List, the ISL allows some roles to benefit from lower salary requirements.
• English language ability – proven by nationality, a degree taught in English, or passing an approved English test.
• Financial requirements – unless exempt, workers must show they can support themselves on arrival, often through evidence of personal savings.

Applicants must also provide supporting documents such as a valid passport, tuberculosis test results (where applicable), and proof of relationship for dependants. Biometrics are provided at a visa application centre or through the UK Immigration: ID Check app, depending on eligibility.

3. Processing times and outcomes

Processing times vary depending on where the application is made. Standard processing usually takes around three weeks for applications made outside the UK and up to eight weeks for those made within the UK. Priority services are available at an additional cost, allowing applicants to receive decisions within five working days or, in some cases, the next working day.

Common refusal reasons include inaccuracies on the Certificate of Sponsorship, failure to meet salary or English language requirements, or insufficient supporting documentation. Both employers and applicants should carefully review all details to avoid costly errors.

Section C Summary – The sponsorship visa application process requires careful coordination between the sponsoring employer and the worker. Employers must assign an accurate and valid Certificate of Sponsorship, while workers must meet eligibility requirements, including updated salary thresholds and Immigration Salary List concessions. Applications are generally processed within three to eight weeks, with faster services available. Ensuring accuracy and compliance at every stage minimises the risk of refusal and secures a smooth pathway to lawful employment in the UK.

Section D: Costs, Timelines and Strategic Considerations

The sponsorship visa system carries financial, administrative, and strategic considerations for both employers and workers. Understanding the full range of costs and planning ahead for timelines is essential for successful workforce management. Employers who underestimate these elements risk unexpected expense, recruitment delays, or even compliance failures.

1. Costs for employers

Employers must budget for several fees associated with sponsorship:

• Sponsor licence fee – payable when applying for a licence. Fees vary depending on whether the employer is a small or charitable sponsor, or a medium/large organisation.
• Immigration Skills Charge (ISC) – a levy payable for each sponsored worker under the Skilled Worker route, intended to encourage investment in the domestic workforce. This is charged per worker, per year of sponsorship.
• Certificate of Sponsorship fee – a smaller administrative cost incurred each time a CoS is assigned.

These costs can quickly accumulate, especially for larger employers recruiting multiple workers. Forward planning is therefore essential to manage recruitment budgets effectively.

2. Costs for workers

In addition to employer fees, workers face their own financial commitments when applying for a sponsorship visa:

• Visa application fees – charged at different levels depending on whether the application is made inside or outside the UK, the length of sponsorship, and whether shortage occupation concessions apply.
• Immigration Health Surcharge (IHS) – a mandatory payment giving access to NHS services. This is charged per year of the visa’s duration, making it one of the largest upfront costs for workers and their families.
• Dependants – partners and children accompanying the main applicant must each pay separate visa and IHS fees, which can make overall costs substantial for families.

Employers sometimes agree to cover part or all of these costs as part of recruitment packages, although this is not a legal requirement.

3. Strategic planning for employers

Beyond the financial obligations, employers must consider how sponsorship fits into their wider business strategy. Key considerations include:

• Workforce planning – sponsorship visas are generally tied to specific roles and employers, meaning recruitment decisions should align with genuine long-term staffing needs.
• Choosing the right route – not all roles will fit under the Skilled Worker visa. Employers may need to consider temporary worker routes or other immigration categories depending on their requirements.
• Retention and settlement – many sponsored routes, including the Skilled Worker visa, can lead to settlement after five years. Employers benefit from supporting workers on this pathway, reducing turnover and strengthening long-term loyalty.

Careful planning around timing is also essential, as the sponsorship process involves multiple steps, from sponsor licence approval to CoS allocation and visa decision-making. Employers should factor in several months for the full process if starting from scratch.

Section D Summary – The sponsorship visa system carries significant costs for both employers and workers. Employers must budget for licence, CoS, and Immigration Skills Charge fees, while workers face visa and health surcharge costs, often multiplied for dependants. Strategic workforce planning is essential to manage timelines, select the right visa routes, and retain staff through settlement opportunities. Effective planning ensures that sponsorship is not only legally compliant but also a sustainable recruitment tool.

FAQs

How long does a UK sponsorship visa last?

The length of a sponsorship visa depends on the visa type. Skilled Worker visas are typically granted for up to five years, after which the worker can extend their visa or, if eligible, apply for indefinite leave to remain. Temporary Worker visas are granted for shorter durations, usually up to 12 months, depending on the scheme.

Can a sponsored worker change employers?

Yes, but only if the new employer also holds a valid sponsor licence and issues a new Certificate of Sponsorship. The worker must submit a new visa application and receive approval before starting employment with the new sponsor. Changing employers without this process would breach visa conditions and risk visa curtailment.

Can dependants join a sponsored worker?

Most sponsorship visas allow dependants, including a spouse, partner, and children under 18, to accompany the main applicant. Each dependant must apply separately and pay visa and Immigration Health Surcharge fees. Dependants are usually permitted to work and study in the UK.

What happens if a sponsor loses their licence?

If an employer’s sponsor licence is revoked or suspended, their sponsored workers are directly affected. Workers may have their visas curtailed, typically giving them 60 days to secure a new sponsor or leave the UK. Employers also lose the ability to sponsor new workers, which can disrupt workforce planning and damage reputation.

Can a sponsorship visa lead to settlement?

Yes. Many sponsored routes, including the Skilled Worker visa, provide a pathway to indefinite leave to remain after five years of continuous residence, provided applicants meet salary thresholds, residence requirements, and the knowledge of English and Life in the UK test. Temporary Worker visas do not lead to settlement, although in some cases a worker may be able to switch into an eligible route that does.

Conclusion

The UK sponsorship visa system is designed to balance the needs of the labour market with the Home Office’s requirement to maintain effective immigration control. For employers, sponsorship offers a vital tool to recruit overseas talent but comes with strict compliance duties and significant costs. For workers, it provides a structured and lawful route to employment in the UK, with many sponsorship routes leading to permanent settlement.

This article has outlined what a sponsorship visa is, the different types of visas that require sponsorship, and the categories of workers who need employer backing. It has explained the responsibilities placed on employers as licensed sponsors, the process of assigning a Certificate of Sponsorship and applying for a visa, and the financial implications for both businesses and individuals.

Employers considering sponsorship should treat it as a long-term strategic commitment, not simply a short-term hiring tool. Robust compliance systems, careful budget planning, and effective workforce strategies are essential to make sponsorship both sustainable and lawful. For workers, understanding the requirements of sponsorship is equally important, as compliance with visa conditions determines immediate right to work rights as well as longer-term settlement opportunities.

Ultimately, the sponsorship visa system is a cornerstone of UK immigration law. Managed effectively, it allows employers to address genuine recruitment needs while offering workers a secure route to live and work in the UK, with the potential to settle permanently.