How to Sponsor Someone UK

Sponsoring someone to come to the UK is a structured process governed by immigration law. Sponsorship can take different forms depending on the circumstances. Employers may wish to bring overseas workers to fill roles within their organisation, while individuals may look to reunite with family members. In both cases, the process requires compliance with detailed eligibility rules, evidence requirements, and ongoing obligations set by the Home Office.

What this article is about: This article provides a comprehensive guide to sponsoring someone under UK immigration law. It explains what sponsorship means, the difference between employer and family sponsorship, the steps involved in applying, the financial and legal duties that apply, and the common pitfalls to avoid. It is written for employers considering applying for a sponsor licence to hire migrant workers, and for individuals wishing to sponsor family members to live with them in the UK.

Section A: Understanding Sponsorship in the UK

Sponsorship in the UK immigration system refers to the legal framework under which either an employer or an individual assumes responsibility for enabling a foreign national to enter and remain in the country. The sponsor acts as the link between the migrant and the Home Office, ensuring that the visa application meets all eligibility requirements and that ongoing conditions are respected once the visa is granted.

There are two principal contexts in which sponsorship arises. The first is employer sponsorship, where a business or organisation seeks to hire a foreign national who does not otherwise have the right to work in the UK. In such cases, the employer must hold a sponsor licence issued by the Home Office. This licence permits the business to assign Certificates of Sponsorship (CoS) to qualifying workers, which are then used by the migrant to apply for a work visa, such as the Skilled Worker visa.

The second is family sponsorship, where a UK-based individual sponsors a close family member to live with them in the UK. This typically arises in applications for a spouse visa, partner visa, or child visa, and requires the sponsor to demonstrate that they meet financial and accommodation requirements, as well as that the family relationship is genuine.

Sponsorship exists because UK immigration law is structured around control and accountability. By imposing sponsorship duties, the Home Office places legal responsibility on employers and family members to ensure that immigration rules are upheld. For employers, this means maintaining compliance systems, conducting right to work checks, and reporting relevant changes. For family members, it means meeting financial obligations and ensuring their sponsored relative is supported without recourse to public funds.

In both contexts, sponsorship is not a formality. It carries with it legal duties, significant financial commitments, and potential consequences if obligations are breached. Sponsors must therefore be fully aware of the requirements before committing to the role.

Section A Summary: Sponsorship in the UK means taking on responsibility for a migrant’s lawful entry and stay, whether for work or family purposes. Employer sponsorship requires a Home Office licence and strict compliance with reporting duties, while family sponsorship requires meeting financial, relationship, and accommodation rules. In both cases, sponsorship exists to provide accountability under immigration control.

Section B: Employer Sponsorship (Work Visas)

Employer sponsorship is the mechanism that allows UK-based businesses to employ foreign nationals who do not otherwise have the right to work in the UK. It is one of the most regulated aspects of immigration law, designed to ensure that only compliant employers can access overseas labour. For any employer considering this route, it is important to understand both the initial licensing process and the ongoing compliance responsibilities.

1. Sponsor licence requirement

To lawfully employ a migrant worker on most UK work visa routes, such as the Skilled Worker visa, an employer must hold a valid sponsor licence issued by the Home Office. Without this licence, it is unlawful to hire migrant workers who require sponsorship.

To qualify for a licence, the business must be a genuine trading entity operating lawfully in the UK. It must also have the necessary systems in place to monitor and support sponsored workers, including robust HR procedures. The Home Office will assess the organisation’s history of compliance with immigration and employment law, and may refuse a licence where there is evidence of past non-compliance or inadequate systems.

2. Applying for a sponsor licence

The application process involves completing an online form and submitting supporting documentation to demonstrate eligibility. Employers must decide which type of licence they require:

• Worker licence – covering long-term visas such as the Skilled Worker route.
• Temporary Worker licence – for short-term visas such as the Government Authorised Exchange or Seasonal Worker routes.

The application must be accompanied by the appropriate fee, which varies depending on the size of the business and the type of licence sought. The Home Office may conduct a compliance visit before granting the licence to assess the business’s HR systems. Processing typically takes several weeks, though complex applications can take longer.

3. Assigning Certificates of Sponsorship (CoS)

Once a sponsor licence is granted, the employer is given access to the Sponsor Management System (SMS), an online portal through which they can assign Certificates of Sponsorship (CoS) to prospective employees.

A CoS is a virtual document with a unique reference number, which the worker uses in their visa application. Employers must pay a fee for each CoS issued and ensure that it is only assigned to eligible workers who meet the visa requirements, including skill and salary thresholds. As of 22 July 2025, the main Skilled Worker salary thresholds are:

• General salary threshold: £41,700
• Discounted/shortage threshold: £33,400
• Transitional threshold: £31,300
• Certain Health & Care roles: £25,000

Incorrect or abusive use of CoS allocation can result in compliance action by the Home Office.

4. Sponsor duties and compliance

Holding a sponsor licence brings with it extensive compliance duties. Employers must:

• Conduct proper right to work checks before and during employment.
• Maintain accurate records of each sponsored worker.
• Report significant changes to the Home Office, such as a worker’s resignation or a change in job role.
• Cooperate with Home Office compliance visits and audits.

In addition, most employers must pay the Immigration Skills Charge for each sponsored worker, unless exempt (for example, Health & Care roles and certain education roles).

Failure to comply with these duties can result in the suspension or revocation of the licence, civil penalties, and reputational damage. Employers are therefore expected to maintain rigorous systems and ensure staff with sponsorship responsibilities are properly trained.

Section B Summary: Employer sponsorship is a regulated process requiring businesses to obtain a Home Office licence, assign Certificates of Sponsorship responsibly, and comply with strict reporting and record-keeping duties. A failure to meet these obligations risks serious sanctions, including the loss of the ability to sponsor workers.

Section C: Family Sponsorship (Private Life & Settlement)

Family sponsorship enables British citizens, settled persons, and those with certain forms of immigration status to bring close relatives to live with them in the UK. Unlike employer sponsorship, this process is driven by family life and private life considerations under immigration law, and the requirements are designed to ensure that applicants can be adequately supported without becoming a burden on public funds.

1. Who can sponsor family members

Family sponsorship is available to individuals who are:

• British citizens
• Settled in the UK (holding Indefinite Leave to Remain or settled status)
• Refugees or those granted humanitarian protection

These sponsors can apply for family visas on behalf of their spouse, civil partner, unmarried partner, dependent children, or in some cases parents. Other extended family members generally do not qualify, unless there are exceptional circumstances or provisions under the Adult Dependent Relative route, which is narrowly applied.

2. Financial requirements

One of the most significant hurdles for family sponsors is meeting the financial requirement. In most cases, the sponsoring individual must demonstrate a minimum annual income threshold to sponsor a spouse or partner. Following staged policy changes, from 11 April 2025 the minimum income requirement is £29,000 per year, with a planned further rise to £38,700 by early 2026. The precise threshold applicable will depend on the date and category of application and any transitional protections in force.

Where income is insufficient, cash savings may be used to meet the requirement, subject to strict formulae and evidential rules. Where relying solely on savings and no income, the current benchmark is £88,500 held for at least six months in an acceptable account. Sponsors must also show that the applicant will be maintained and accommodated in the UK without recourse to public funds.

Evidence typically includes specified-format documents such as payslips, bank statements, employer letters, tax records, and savings statements. Failure to provide the required documents in the prescribed format is a common reason for refusal.

3. Relationship and accommodation requirements

Sponsorship in the family context is also subject to strict relationship and accommodation rules. The sponsor must demonstrate that the relationship is genuine and subsisting. For spouses and partners, this usually means providing a coherent body of evidence such as joint financial commitments, tenancy or mortgage in joint names, correspondence over time, photographs, travel records, and proof of cohabitation where relevant.

The accommodation requirement obliges the sponsor to show that the applicant will have adequate housing without statutory overcrowding. Tenancy agreements, mortgage statements, property inspection reports, or letters from landlords are commonly used as evidence. This requirement ensures that new arrivals will not face unsuitable living conditions and that public resources are not unduly burdened.

Section C Summary: Family sponsorship enables British citizens and settled individuals to bring close relatives to the UK, but it is subject to strict financial, relationship, and accommodation tests. Meeting these requirements often presents significant challenges, and applications are frequently refused where the evidence is incomplete or inadequate. Careful preparation and documentary compliance are therefore essential.

Section D: Practical Considerations for Sponsors

Whether sponsoring a worker or a family member, sponsors must be prepared for the practical and financial commitments involved. The process is not only about meeting eligibility criteria at the outset but also about ensuring that obligations can be maintained throughout the period of sponsorship.

1. Costs of sponsorship

Sponsorship involves a range of costs, which vary depending on whether the sponsor is an employer or an individual.

• Employers must budget for sponsor licence fees, Certificate of Sponsorship fees, and the Immigration Skills Charge, which is levied per sponsored worker. In addition, the employer often covers visa application fees and the Immigration Health Surcharge (IHS) where this forms part of the recruitment package.
• Family sponsors are responsible for visa application fees and the Immigration Health Surcharge payable by the applicant. While the sponsor may not be required to pay these directly, they must ensure that the family member has the means to do so, alongside meeting the financial requirement for income or savings.

The cumulative costs can be significant. For example, the IHS is currently £1,035 per adult per year and £776 per child per year. A spouse visa applied for from outside the UK costs £1,846. Work visa fees vary depending on the visa type and length of stay. Sponsors should therefore plan ahead to avoid financial difficulties during the process.

2. Common challenges and refusals

Sponsorship applications are often refused because of avoidable mistakes. Common pitfalls include:

• Submitting incomplete or incorrect documentation.
• Failing to meet financial thresholds or to evidence them properly.
• Non-compliance with sponsor duties by employers, such as poor record-keeping or failing to report changes.
• Misunderstanding the relationship requirement in family applications, particularly where evidence of cohabitation is limited.

In many cases, these issues arise from a lack of preparation or misunderstanding of the detailed rules. Refusals can delay plans significantly and often lead to wasted costs, since application fees are non-refundable.

3. Best practice tips

Successful sponsorship applications are typically the result of careful planning and compliance. Recommended best practices include:

• Maintaining organised records of financial documents, HR compliance files, and supporting evidence before applying.
• Staying up to date with frequent changes to immigration rules and Home Office guidance.
• Seeking professional advice where the requirements are unclear or complex, particularly for small businesses or individuals with unusual circumstances.

Taking these steps not only improves the likelihood of a successful application but also reduces the risk of compliance action later on.

Section D Summary: Practical considerations in sponsorship include substantial costs, the risk of refusal from common errors, and the ongoing need for careful record-keeping. Both employers and family sponsors can mitigate risks by preparing thoroughly, keeping informed about legal changes, and ensuring compliance systems are in place.

FAQs

Can a small business sponsor someone for a UK visa?

Yes. Small businesses can apply for a sponsor licence provided they meet the Home Office’s eligibility criteria, including being a genuine trading organisation and having suitable HR systems in place. The sponsor licence fee is lower for small or charitable sponsors.

How long does it take to get a sponsor licence?

Processing usually takes around 8 weeks from the date of application, though the Home Office may carry out a compliance visit before approval. A priority service is available for an additional fee of £500, which can reduce the timeframe to around 10 working days if slots are available. In practice, some cases take longer where compliance concerns arise.

What are the income requirements for family sponsorship?

Sponsors of spouses or partners generally need to demonstrate a minimum annual income threshold. From 11 April 2025 the minimum income is £29,000 per year, with a further rise planned to £38,700 by early 2026. Where income is insufficient, savings may be used, but strict evidential rules apply. All financial evidence must be provided in the format specified by the Home Office.

Can I sponsor a friend to come to the UK?

No. UK immigration law does not permit general sponsorship of friends. Sponsorship is limited to specific categories: employers sponsoring workers, or individuals sponsoring qualifying family members. Friends who wish to visit must apply for a Standard Visitor visa, which does not require sponsorship.

What happens if a sponsor loses their licence?

If an employer’s sponsor licence is revoked, any sponsored employees may have their visas curtailed, usually within 60 days. This can result in the loss of employment unless the worker finds a new sponsoring employer. For family sponsorship, if the sponsor no longer meets the eligibility requirements (such as the income threshold), the visa holder may also be at risk of curtailment or refusal at extension stage.

Conclusion

Sponsorship under UK immigration law is a carefully regulated process that places significant responsibility on the sponsoring party. For employers, securing and maintaining a sponsor licence is fundamental to hiring overseas talent, but it comes with detailed compliance duties and the risk of penalties for failures. For individuals, sponsoring a family member requires strict adherence to financial, relationship, and accommodation requirements, with applications often refused where evidence is insufficient.

Both routes highlight the importance of preparation, organisation, and a clear understanding of the rules. Sponsorship is not simply a gateway to the UK; it is a continuing commitment to uphold immigration control. Sponsors must also remain aware of frequent policy updates, since income thresholds, visa fees, and immigration health surcharges are subject to regular change. Those considering taking on this responsibility should weigh the financial and legal obligations carefully and seek guidance where necessary.

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