What are the main responsibilities of a sponsor employer?

Sponsors must keep accurate records of sponsored workers, report changes to UKVI (such as workers leaving or changes in job details), ensure workers comply with their visa conditions, conduct right-to-work checks, and cooperate with Home Office compliance visits. Failure to meet these responsibilities can result in licence downgrade or revocation.

What must employers report to the Home Office?

Employers must report when a sponsored worker does not start their job, leaves employment, is absent without permission for more than 10 consecutive days, changes job title or duties, changes work location, or has a significant change in salary. Reports must be made within specified timeframes, usually 10 working days.

What happens during a Home Office compliance visit?

A compliance officer visits your premises to check that you are meeting your sponsor duties. They review records, interview staff, check that sponsored workers are performing the roles described in their CoS, and verify your HR processes. Visits may be announced or unannounced.

Can an employer lose their sponsor licence?

Yes. Licences can be downgraded (from A-rating to B-rating) or revoked entirely for serious breaches. This affects all sponsored workers, who may have their visas curtailed. Common reasons include failure to report, employing workers in different roles than their CoS states, and failure to maintain records.

Employer Responsibilities When Sponsoring Workers

Sponsor employers must maintain accurate records, report changes to UKVI within specified timeframes, conduct right-to-work checks, and cooperate with compliance visits. Non-compliance can lead to licence revocation. This guide covers all key employer responsibilities.

The Sponsor Licence Framework

When the Home Office grants a sponsor licence, it expects employers to act as trusted partners in the immigration system. Sponsors are expected to prevent illegal working, ensure visa compliance, and maintain records that the Home Office can audit.

Record-Keeping Duties

Employers must keep records including:

Copy of each sponsored worker's passport and BRP
Contact details (address, phone, email)
A record of the worker's right-to-work check
Attendance and absence records
Employment contract showing terms matching the CoS
National Insurance number

Records must be kept for the duration of employment and for a specified period after.

Reporting Duties

Report the following to UKVI via the Sponsorship Management System:

Worker does not start employment
Worker leaves employment (voluntarily or dismissed)
Absence without permission for more than 10 consecutive working days
Change in job title, core duties, or work location
Significant decrease in salary
Worker's contact details change
Any suspicion of illegal working

Most reports must be made within 10 working days. Late reporting is a compliance failure.

Compliance Visits

The Home Office conducts compliance visits to sponsor premises. These may be pre-arranged or unannounced. Prepare by:

Keeping all sponsor records organised and accessible
Ensuring sponsored workers are at their assigned work location
Training HR staff on sponsor compliance requirements
Having the authorising officer or key contact available

Consequences of Non-Compliance

Action plan: Required to fix issues within a set timeframe
B-rating: Licence downgraded with an action plan
Revocation: Licence revoked, all sponsored workers' visas curtailed
Civil penalties: Fines for employing workers illegally. See our civil penalty guide

For Workers

If your employer loses their licence, your visa may be curtailed. See our guides on the 60-day rule and curtailment of leave. For more on employer duties, see our sponsor duties guide and CoS assigning guide.

Best Practices

Appoint a dedicated compliance officer or team
Conduct regular internal audits of sponsor records
Set up calendar reminders for reporting deadlines
Train all relevant staff on sponsor obligations
Seek legal advice if unsure about any obligation

Further Resources

For the full sponsor guidance, visit GOV.UK. See also our guides on employing EU nationals, CoS fees, and right to work.