What do I need before I can hire an overseas worker?

You need a valid sponsor licence from the Home Office. If you do not have one, you must apply and wait for approval before you can sponsor any overseas worker. You also need to ensure the role meets the skill and salary requirements for the Skilled Worker visa.

How long does it take to recruit a worker from overseas?

The full process typically takes 3-6 months from deciding to hire to the worker starting. This includes obtaining a sponsor licence (if needed, 8-12 weeks), assigning a Certificate of Sponsorship, the worker applying for their visa (3-8 weeks), and travel arrangements.

Do I need to prove I could not find a UK worker?

The Resident Labour Market Test was abolished in 2020. You no longer need to prove you could not fill the role with a UK worker. However, some sector-specific rules may apply, particularly in healthcare where ethical recruitment guidelines exist.

What are the costs of hiring an overseas worker?

Costs include the sponsor licence fee, Certificate of Sponsorship fee, Immigration Skills Charge (up to 1,000 pounds per year of sponsorship for large employers), and potentially the worker's visa fee and IHS. Total employer costs can range from 5,000 to 15,000 pounds or more.

Recruiting Overseas Workers Checklist: UK Employer Guide 2026

Recruiting an overseas worker requires a sponsor licence, Certificate of Sponsorship, visa application support, right-to-work checks, and ongoing compliance. This guide provides a step-by-step checklist covering every stage of the process.

Step 1: Obtain a Sponsor Licence

Before you can sponsor an overseas worker, you need a sponsor licence from the Home Office. If you already have one, check that it is active and rated A-rated.

The sponsor licence application process takes approximately 8-12 weeks and requires you to demonstrate that your business is genuine, operating lawfully, and has appropriate HR systems to manage sponsored workers.

Check the difference between A and B-rated sponsors to understand the compliance implications.

Step 2: Confirm the Role Is Eligible

The role must meet the Skilled Worker visa requirements:

The job must be at RQF Level 3 or above (A-level equivalent or higher).
The role must have a valid SOC (Standard Occupational Classification) code. Check the eligible jobs list.
The salary must meet the salary threshold and the going rate for the occupation.

Step 3: Assign a Certificate of Sponsorship

Once you have identified your candidate, assign them a Certificate of Sponsorship (CoS). This is done through the Sponsor Management System (SMS). The CoS includes details about the job, salary, and the worker.

There is a CoS fee per certificate. Ensure all details are accurate, as errors can delay the visa application.

Step 4: Support the Visa Application

The worker applies for their Skilled Worker visa using the CoS reference number. As an employer, you should:

Provide the worker with the CoS reference number and any supporting documents they need.
Pay any employer-funded costs (visa fee, IHS, etc.) if your agreement covers these.
Allow time for visa processing before setting a start date.
Understand the Immigration Skills Charge payable by the employer.

Step 5: Right-to-Work Check

Before the worker starts, conduct a right-to-work check. This is a legal requirement for all employees. For sponsored workers, use the Home Office online checking service with the worker's share code.

Failing to conduct a right-to-work check can result in civil penalties and damage to your sponsor licence.

Step 6: Onboarding

Help your new employee settle in:

Provide information about applying for a National Insurance number.
Help them understand registering with a GP and accessing the NHS.
Advise on opening a bank account.
If applicable, support with accommodation.

Step 7: Ongoing Compliance

Your duties do not end when the worker starts. As a sponsor, you must:

Keep records of the worker's contact details, attendance, and immigration documents.
Report changes to the Home Office (change of role, salary, absences, etc.) through the SMS reporting system.
Conduct follow-up right-to-work checks before the worker's visa expires.
Cooperate with any Home Office audit.

Cost Summary

Here is a summary of typical employer costs for hiring one overseas worker:

Sponsor licence: 536 pounds (small) or 1,476 pounds (medium/large)
Certificate of Sponsorship: 239 pounds
Immigration Skills Charge: 364-1,000 pounds per year depending on company size
Worker's visa fee (if employer pays): varies by route and duration
IHS (if employer pays): varies by visa length

See our detailed guide on immigration costs of hiring overseas for full figures.

Next Steps

Start by checking whether you have a sponsor licence. If not, begin the application process. If you do, identify the role's eligibility and prepare to assign a Certificate of Sponsorship.

Related guides:

Recruiting Overseas Workers: A Checklist for UK Employers