How does an employer assign a CoS?

Employers assign a CoS through the Sponsorship Management System (SMS), an online Home Office system. The employer logs in, creates the CoS with the required details, and assigns it to the worker. The worker then receives the CoS reference number to use in their visa application.

How long is a CoS valid?

A CoS is valid for 3 months from the date of assignment. The worker must submit their visa application within this period. If they do not, the CoS expires and the employer must assign a new one.

What information is needed to assign a CoS?

The employer needs the worker's personal details (name, date of birth, nationality, passport number), the job title, SOC code, salary, work location, start date, and evidence that the role meets the skill and salary thresholds for the visa route.

How to Assign a Certificate of Sponsorship (CoS)

Q: What is a Certificate of Sponsorship?

A Certificate of Sponsorship (CoS) is a virtual document assigned by a licensed UK employer to a worker they wish to sponsor. It is not a physical certificate but a reference number that the worker uses in their visa application. Each CoS contains details about the job, salary, and the sponsored worker.

Employers assign a Certificate of Sponsorship through the Home Office Sponsorship Management System. The CoS must contain accurate job and personal details and is valid for 3 months. This guide covers the process, required information, and common mistakes.

What Is a Certificate of Sponsorship?

A Certificate of Sponsorship is a virtual document that a licensed UK employer assigns to a worker they wish to sponsor for a Skilled Worker visa or other sponsored work route. It is created and managed through the Home Office's Sponsorship Management System (SMS).

The CoS is not a physical certificate. It is a unique reference number linked to a record in the SMS that contains details about the job and the worker. The worker uses this reference number when applying for their visa.

Types of CoS

Defined CoS: For workers applying from outside the UK. Employers must request an allocation of defined CoS from the Home Office before they can assign them
Undefined CoS: For workers already in the UK who are switching visa categories or extending their stay. Employers receive an annual allocation and can assign these without prior approval

Step-by-Step Process

Log into the SMS: The employer's authorising officer or Level 1 user logs into the Sponsorship Management System
Select the CoS type: Choose defined or undefined based on the worker's location
Enter job details: Job title, SOC code, salary, work location, start date, and hours
Enter worker details: Full name, date of birth, nationality, passport number, and current immigration status
Confirm salary meets thresholds: Verify the salary meets the general threshold and going rate for the SOC code
Assign the CoS: Submit and assign the CoS to the worker
Share the reference number: Give the CoS reference number to the worker so they can include it in their visa application

Common Mistakes

Wrong SOC code: Using an incorrect SOC code can result in the visa application being refused
Salary below thresholds: The salary must meet both the general threshold and the going rate for the role
Incorrect personal details: Name and passport details must match the worker's documents exactly
Expired CoS: If the worker does not apply within 3 months, a new CoS is needed

Costs

Assigning a CoS involves costs for the employer. See our guide on CoS fees for employers for a breakdown of the costs involved in sponsoring a worker.

Employer Responsibilities

Assigning a CoS is just the beginning of the employer's sponsorship obligations. For the full picture, see our guides on employer responsibilities and sponsor duties.

After the CoS Is Assigned

Once the CoS is assigned, the worker uses the reference number to apply for their visa. The application is assessed by the Home Office against the Immigration Rules. The employer should keep records of the CoS and be prepared for potential Home Office compliance visits.

If the worker's company later closes, the 60-day rule applies.

Further Resources

See the full sponsor guidance at GOV.UK. See also our guides on civil penalties, employing EU nationals, right to work, and curtailment.