Standard processing is approximately 8 weeks from submission of a complete application. A priority service is available for an additional fee (currently £500), reducing processing to around 10 working days. However, actual timescales can vary—applications may be decided faster if straightforward, or take longer if the Home Office requests additional information or decides to conduct a pre-licence compliance visit. During a pre-licence visit (which happens in about 25% of applications), an officer visits your premises to verify your HR systems and that the business is operating as described. If all requirements are met, the licence is usually granted within 1-2 weeks of the visit. We recommend allowing 10-12 weeks from starting the application process to receiving the licence.

The salary must meet both the general salary threshold AND the 'going rate' for the specific occupation code—whichever is higher. The general threshold is currently £38,700 per year for most Skilled Worker roles (increased from £26,200 in April 2024), or £30,960 for new entrants (under 26, recent graduates, or in training). Some specific occupation codes have higher going rates. The salary includes guaranteed basic gross pay, but can also include: certain allowances (London weighting, accommodation if provided free), guaranteed bonuses or commission, and on-call allowances. It cannot include non-guaranteed overtime, discretionary bonuses, or benefits in kind. For PhD-level roles in STEM subjects or occupations on the Shortage Occupation List, slightly lower thresholds may apply. We advise on whether a specific salary package meets requirements.

Yes, small businesses, start-ups, and even sole traders can obtain sponsor licences—there's no minimum company size requirement. However, you'll need to demonstrate: the business is genuine and lawfully trading (evidence includes bank statements, contracts, invoices, VAT registration), you have a genuine need for the role being sponsored (not just creating a job for sponsorship), you have appropriate HR systems to monitor sponsored workers (record-keeping, absence monitoring, contact details), suitable premises (evidence of office/trading location), and that key personnel (authorising officers) are appropriate. For very new businesses, the Home Office scrutinises whether sponsorship is the main purpose of trading. We successfully advise many SMEs, including tech start-ups, restaurants, and professional services firms through the licence process.

Revocation is extremely serious. The immediate consequences are: all Certificate of Sponsorship allocations are withdrawn—you cannot sponsor new workers, existing sponsored workers' visas are curtailed (reduced), usually giving them 60 days to find a new sponsor or leave the UK, and you cannot apply for a new licence for a 'cooling-off period' of 12 months. Workers lose their right to work after curtailment, which can cause significant hardship. If facing revocation, it's crucial to act urgently—you can make representations to the Home Office or apply for judicial review if the decision is unlawful. Common revocation reasons include: serious compliance failures (not monitoring workers, not reporting required information), making false statements in the application, or the business ceasing to trade. We can advise on challenging revocation decisions and protecting affected workers.

Yes, but there are additional requirements and much higher scrutiny. For sponsoring directors or shareholders: the role must be genuine and not created primarily for immigration purposes, the person must have appropriate skills and qualifications for the role, the salary and duties must be genuinely as stated (the Home Office will investigate), and you may face a compliance visit to verify the genuineness. For sponsoring family members: the Home Office will carefully examine whether the role is genuine or a vehicle for immigration, evidence of advertising the role is important, and you should be prepared for detailed questioning. In both cases, the business must demonstrate the role is needed for genuine trading reasons, not just to enable the person's visa. It's often advisable to consider alternative routes (family visas for spouses, sole representative or start-up visas for business owners). We can advise on the most appropriate and lower-risk immigration route for your circumstances.

Sponsor licence holders have extensive ongoing duties, and serious breaches can lead to licence suspension or revocation. Key duties include: (1) Right to Work Checks: verify and retain copies of every sponsored worker's passport/BRP before they start work, (2) Record Keeping: maintain and update contact details, addresses, and absence records for all sponsored workers, (3) Reporting: report within specified timeframes (usually 10-20 working days) if a sponsored worker: doesn't turn up for their first day, is absent for 10+ consecutive working days, stops working for you, or there are significant changes to their role, salary, or working location, (4) Monitoring: keep attendance records and payroll evidence showing workers are being paid as stated in their CoS, (5) Cooperation: allow Home Office compliance officers to visit (usually unannounced) and access relevant records. Failure to meet these duties can result in civil penalties (£20,000 per illegal worker), licence suspension, or revocation. We provide compliance training and periodic audits to help sponsors stay compliant.

Sponsored workers can be promoted or have their duties adjusted, but this depends on the extent of the change: (1) Minor Changes: small salary increases, modest changes to duties within the same role, and changes to working location within the same region don't require action—just update the Sponsorship Management System, (2) Significant Changes: if the role changes significantly, the salary decreases, or the worker moves to a different region, you must assign a new Certificate of Sponsorship and the worker must apply for a new visa (this can be done in the UK), (3) Changing Employer: if a sponsored worker wants to change to a new employer, the new employer must assign them a CoS and they must apply for a new Skilled Worker visa. They can remain in the UK during this process and have a 60-day 'grace period' if they lose their job to find a new sponsor. We advise employers and workers on whether changes require new sponsorship and how to manage the process compliantly.

These are often confused but are distinct: (1) Certificate of Sponsorship (CoS): This is NOT a physical certificate—it's a virtual document (a reference number) issued by the sponsor to the worker via the Sponsorship Management System. The sponsor 'assigns' a CoS to a specific worker, which contains details of their job, salary, and other information. The worker uses this reference number when applying for their visa—the CoS is valid for 3 months from assignment. (2) Skilled Worker Visa: This is the permission to enter/remain in the UK granted by the Home Office to the worker based on their application. The visa is a vignette in the passport (for entry clearance) or a Biometric Residence Permit (for in-country applications). The sponsor issues the CoS; the Home Office grants the visa. Workers cannot work without both a valid CoS assigned by their sponsor AND a valid visa granted by the Home Office.