Revoked Sponsor Licence List

The Home Office requires UK employers to hold a valid sponsor licence in order to lawfully employ non-UK nationals under the Skilled Worker or other sponsored work visa routes. Holding a sponsor licence places the employer under strict duties and compliance obligations. Where an employer fails to meet these obligations, the Home Office has the power to revoke their licence.

To promote transparency and safeguard the immigration system, the Home Office maintains a public record of those organisations whose sponsor licences have been revoked. This list, known as the revoked sponsor licence list, plays a critical role in ensuring that migrant workers, employers, and other stakeholders are aware of which organisations have lost their right to sponsor overseas workers.

What this article is about: This guide explains what the revoked sponsor licence list is, why licences are revoked, and the legal and practical consequences for both employers and sponsored workers. It also examines whether a revoked licence can be reinstated, what options exist for affected employees, and how both businesses and individuals can access and use the revoked sponsor licence list effectively.

Section A: Understanding the Revoked Sponsor Licence List

The revoked sponsor licence list is an official record published by the Home Office of organisations that have lost their permission to sponsor overseas workers or students. It acts as a safeguard in the UK immigration system, ensuring visibility over employers who no longer meet the standards required of licensed sponsors.

1. What is the revoked sponsor licence list?

The revoked sponsor licence list is maintained by the Home Office and publicly available through GOV.UK. It sets out the names of organisations whose sponsor licences have been revoked. Once a licence is revoked, the organisation is no longer permitted to sponsor non-UK nationals under the Skilled Worker, Global Business Mobility, or other sponsored visa categories.

The list exists alongside the Register of Licensed Sponsors. Whereas the register details the businesses that currently hold a valid sponsor licence, the revoked list identifies those who have been removed from the system. Together, these publications allow stakeholders to distinguish between compliant and non-compliant sponsors.

2. Why are sponsor licences revoked?

Revocation is the most serious sanction the Home Office can apply to a sponsor. It is typically used where serious or repeated breaches of sponsor duties have occurred. Common grounds include:

• Employing workers without the correct right to work documentation
• Misuse or fraudulent allocation of Certificates of Sponsorship (CoS)
• Failure to maintain accurate HR and compliance records
• Not reporting relevant changes such as worker absences or changes to business operations
• Employing more workers than permitted under the licence terms
• Posing a threat to immigration control, including criminal activity or illegal working
• Ceasing trading or becoming insolvent

In some cases, revocation may also follow the suspension of a sponsor licence, where the sponsor has failed to address concerns identified by the Home Office during compliance action.

3. How often is the list updated?

The revoked sponsor licence list is updated regularly, often monthly, although not on a fixed schedule. It reflects the most recent decisions taken by the Home Office, ensuring that employers, workers, and immigration practitioners can rely on the information to be up to date.

The Home Office does not typically provide detailed reasoning in the published list for each revocation. Instead, it is a factual record of which organisations no longer hold a valid licence. For context on the reasons behind revocation, the sponsor guidance provides detailed compliance duties that, if breached, may lead to revocation.

Section Summary: The revoked sponsor licence list is a formal record of employers who have lost their ability to sponsor overseas workers. Revocations are issued in response to serious breaches of compliance, and the list is updated regularly to reflect current status. It provides transparency in the sponsorship system, complementing the official register of licensed sponsors.

Section B: Legal and Practical Consequences

The revocation of a sponsor licence carries immediate and significant consequences for both the employer and any sponsored workers. The decision not only disrupts existing recruitment and employment relationships but also places the business at risk of reputational and operational harm. For migrant workers, revocation can directly threaten their immigration status and right to remain in the UK.

1. Impact on employers

When the Home Office revokes a sponsor licence, the employer instantly loses the ability to assign Certificates of Sponsorship. This means they cannot sponsor any new migrant workers and must cease sponsoring existing ones.

The business will face disruption to its workforce, particularly if it relies heavily on skilled overseas employees. Revocation can also damage the organisation’s reputation with clients, partners, and regulators, as it signals a failure to comply with UK immigration law. In certain industries—such as healthcare, education, or financial services—this reputational damage can have far-reaching consequences.

Additionally, the employer is barred from reapplying for a sponsor licence for a minimum of 12 months, known as a “cooling-off period.” In more serious cases, this period may be extended at the discretion of the Home Office. This restriction may hinder future recruitment strategies, leaving skills shortages unaddressed.

2. Impact on sponsored workers

For migrant workers, the consequences of sponsor licence revocation are immediate and potentially severe. The Home Office will curtail the leave of any employees sponsored under the revoked licence, typically giving them 60 calendar days (or until their visa expiry, if sooner) to either:

• Find a new sponsor and apply for a fresh visa, or
• Switch into another visa route for which they qualify, or
• Make arrangements to leave the UK.

If a worker has fewer than 60 days left on their visa at the point of revocation, they will not be granted additional time beyond their existing expiry date. This short timeframe places significant pressure on workers to secure alternative employment. Failure to do so can lead to overstaying, with serious implications for future UK immigration applications.

3. Risk management for businesses

The consequences of revocation highlight the importance of proactive compliance management. Employers should ensure they have:

• Robust HR systems to track sponsored workers’ attendance, absences, and changes in circumstances
• Clear policies for conducting right to work checks in line with Home Office requirements
• Regular internal audits to identify compliance risks early
• Training for HR teams and managers on sponsor duties and reporting obligations

Many businesses also choose to engage external legal advisers to conduct mock audits or provide ongoing compliance support. This investment can significantly reduce the risk of licence revocation.

Section Summary: Revocation has severe legal and practical consequences for both employers and sponsored workers. Businesses lose their ability to sponsor staff, face reputational damage, and may have to wait at least 12 months before reapplying. Workers are given a short timeframe to regularise their immigration status, often under considerable pressure. These risks underline the importance of strong compliance measures within all licensed organisations.

Section C: Alternatives and Remedies

Although sponsor licence revocation is a serious enforcement action, there are limited remedies available for employers, as well as options for workers affected by the decision. In most cases, revocation is final, but understanding the available alternatives can help both businesses and employees to take timely, informed action.

1. Can a revoked licence be reinstated?

In general, once a sponsor licence has been revoked, the Home Office does not allow reinstatement. The decision usually follows serious non-compliance, and the Home Office’s position is that such breaches undermine confidence in the sponsor system.

Employers may, in very limited circumstances, challenge the decision by way of judicial review if there are grounds to argue that the Home Office acted unlawfully, unreasonably, or in breach of procedure. There is no statutory right of appeal against a revocation decision. Judicial review is not an appeal on the merits of the case, and success is rare without compelling evidence.

After revocation, the employer is subject to a mandatory “cooling-off period” of at least 12 months before they can reapply for a new licence. In some cases, the Home Office may impose a longer period, depending on the seriousness of the non-compliance. Any new application will be scrutinised closely, with previous breaches taken into account.

2. Worker options if their sponsor is revoked

For workers, the immediate priority following revocation is to protect their immigration status. Once notified that their sponsor’s licence has been revoked, affected employees should:

• Seek new employment with an alternative licensed sponsor and submit a new visa application within the 60-day period (or before visa expiry, if sooner)
• Explore other visa categories, such as family visas, graduate visas, or unsponsored routes like the Global Talent visa, if eligible
• Obtain legal advice quickly to understand the full range of immigration options

Some workers may be eligible for priority processing routes, depending on the visa type, which can assist in securing lawful status before their current visa is curtailed.

3. Preventative measures for sponsors

While remedies after revocation are limited, prevention is the most effective strategy. Employers can reduce the risk of revocation by:

• Conducting regular compliance health checks of HR and recruitment systems
• Keeping accurate records of sponsored workers’ attendance, absences, and contact details
• Ensuring Certificates of Sponsorship are only assigned lawfully and in line with licence conditions
• Training all staff involved in recruitment or HR processes to understand sponsor obligations
• Preparing for unannounced Home Office compliance visits by maintaining readily available records

Some employers also engage immigration specialists to provide external oversight, ensuring their practices remain aligned with evolving Home Office guidance.

Section Summary: Once a sponsor licence has been revoked, options for reinstatement are extremely limited. Judicial review may be possible but is rarely successful. Employers must wait at least 12 months before reapplying, and even then, face intense scrutiny. Workers must act quickly to secure new sponsorship or switch visas to avoid breaching immigration rules. For sponsors, preventative compliance measures are the most effective way to avoid the risks of licence revocation.

Section D: Accessing and Using the Revoked Sponsor Licence List

The revoked sponsor licence list is not only a compliance tool for the Home Office but also a valuable resource for employers, workers, and advisers. Knowing how to access and interpret the list helps stakeholders make informed decisions and avoid the risks associated with working with non-compliant sponsors.

1. Where to find the revoked list

The Home Office publishes the revoked sponsor licence list on GOV.UK. It is usually released alongside the Register of Licensed Sponsors, which sets out the organisations currently authorised to sponsor workers. The revoked list is a separate document containing the names of organisations whose licences have been removed.

Unlike the register, the revoked list does not include details such as licence type or number of workers affected. It is purely a factual record confirming which organisations no longer hold a valid sponsor licence.

2. How businesses use the list

Employers may use the revoked sponsor licence list as part of their due diligence when entering into commercial partnerships, joint ventures, or supply chain arrangements. For example, a business may wish to verify whether a recruitment agency or subcontractor has lost its licence, as this could indicate non-compliance risks.

It can also assist HR departments when verifying information provided by potential hires, particularly where an applicant claims to have been sponsored by a company that no longer appears on the licensed register.

3. How workers use the list

For migrant workers, the revoked sponsor licence list provides reassurance when checking the legitimacy of job offers. By cross-referencing the register of licensed sponsors with the revoked list, individuals can confirm whether an employer is currently eligible to sponsor visas.

This is particularly important given the prevalence of recruitment fraud, where unauthorised businesses may falsely claim to hold a sponsor licence. Reviewing the revoked list helps workers avoid fraudulent or misleading job offers.

Section Summary: The revoked sponsor licence list is publicly available on GOV.UK and is an important due diligence tool. Employers use it to assess risk in their supply chains and recruitment processes, while workers rely on it to verify the credibility of potential employers. Together with the register of licensed sponsors, the revoked list promotes transparency in the UK’s sponsorship system.

FAQs

How can I check if a company is on the revoked sponsor licence list?
You can check the most recent version of the revoked sponsor licence list on GOV.UK. The list is updated regularly and sets out the names of all organisations whose licences have been revoked. If a company does not appear on the register of licensed sponsors and instead appears on the revoked list, it no longer has the authority to sponsor migrant workers.

What happens to my visa if my employer’s licence is revoked?
If your sponsor’s licence is revoked, the Home Office will curtail your visa. You will normally be given 60 calendar days (or until your visa expiry date, if sooner) to find a new sponsor, switch to another visa category, or make arrangements to leave the UK.

Can an employer reapply after losing their sponsor licence?
Yes, but not immediately. After a revocation, the employer will usually face a cooling-off period of at least 12 months before they can submit a fresh sponsor licence application. In more serious cases, the period may be longer. Even after this period, the Home Office will closely examine the reasons for the previous revocation when considering the new application.

How often is the revoked sponsor licence list updated?
The list is typically updated monthly, although not on a fixed schedule. Employers and workers should always check the most recent version to ensure they are working with accurate information.

Is the revoked sponsor licence list the same as the register of licensed sponsors?
No. The register of licensed sponsors contains the names of businesses currently authorised to sponsor migrant workers. The revoked sponsor licence list contains the names of organisations that have had their licence removed. Together, they provide a complete picture of sponsorship status.

Conclusion

The revoked sponsor licence list is an important element of the UK’s immigration framework. It provides transparency by identifying employers that have lost their authority to sponsor migrant workers and students due to non-compliance with Home Office requirements.

For employers, the list is a reminder of the seriousness of sponsorship duties and the consequences of failing to meet them. Licence revocation results in the loss of the ability to sponsor new and existing workers, reputational harm, and restrictions on reapplying for at least 12 months, or longer in serious cases.

For sponsored workers, the impact is immediate and personal. A revoked licence places immigration status at risk, requiring urgent action to secure a new sponsor or switch to another visa route within tight deadlines.

By understanding how the revoked sponsor licence list works, both businesses and individuals can take steps to safeguard their positions. Employers must invest in robust compliance measures to minimise the risk of enforcement action, while workers should always verify the sponsor status of prospective employers before committing to a role.

Ultimately, the list reinforces the Home Office’s expectation that sponsorship is a privilege, not a right, and that strict compliance is the price of participation in the UK’s immigration system.

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