Do I need a sponsor licence to hire overseas workers?

Yes. To hire most non-UK workers for skilled roles, you need a sponsor licence from the Home Office. The application process takes around 8 weeks and requires demonstrating that your organisation is genuine, operating lawfully, and has HR systems capable of meeting sponsor duties.

Can I hire someone who is already in the UK on another visa?

It depends on their visa conditions. Some visa holders (such as those on Graduate route or spouse visas) can work without sponsorship. Others (like Skilled Worker visa holders) need a new certificate of sponsorship from you if they are switching employers. Always conduct a right to work check to verify their status.

How long does it take to sponsor and onboard an overseas hire?

If you already have a sponsor licence, the process typically takes 2 to 4 months from job offer to the worker starting. This includes assigning a CoS, the visa application, processing time, and travel arrangements. Without a licence, add 8 or more weeks for the licence application.

What are the costs of sponsoring an overseas worker?

Costs include the certificate of sponsorship fee, immigration skills charge (364 to 1,000 pounds per year depending on company size), and potentially the worker's visa fee and IHS. Total employer costs can range from 5,000 to 15,000 pounds or more per hire depending on visa duration.

Talent Acquisition and Immigration: UK Employer Guide

UK employers looking to hire internationally need to understand the immigration system as part of their talent strategy. This means holding a sponsor licence, understanding which visa routes apply, budgeting for immigration costs, and building compliant HR processes. This guide covers the practical steps for talent acquisition teams.

Understanding the Immigration Landscape

The UK's points-based immigration system offers several routes for bringing workers into the country. The most relevant for employers is the Skilled Worker visa, which requires the employer to hold a sponsor licence.

Other routes that may be relevant include:

Global Talent visa — for exceptionally talented individuals (no sponsorship needed)
Graduate route — international graduates already in the UK (no sponsorship needed)
Global Mobility (Intra-Company Transfer) — for transferring employees from overseas offices
Youth Mobility Scheme — for young workers from certain countries (no sponsorship needed)

Building an Immigration-Ready Recruitment Process

To hire internationally efficiently, your talent acquisition process should incorporate immigration considerations from the start:

At the Job Specification Stage

Check the role meets the skill level for a Skilled Worker visa (RQF 3+)
Confirm the salary meets the salary threshold and the going rate for the occupation
Identify the correct SOC code for the role
Check if the role is on the shortage occupation list (which may reduce costs)

At the Interview Stage

Do not ask candidates about their immigration status during interviews (this could be discriminatory)
Focus on skills, experience, and fit for the role
Discuss work authorisation only after making a conditional offer

At the Offer Stage

Conduct a right to work check
Determine whether sponsorship is needed
Budget for immigration costs
Set realistic start dates (allow 2 to 4 months for visa processing)

Candidates Who Do Not Need Sponsorship

Not all international candidates require sponsorship. The following groups have the right to work without a CoS:

British and Irish citizens
Those with indefinite leave to remain (ILR)
EU Settlement Scheme holders (settled and pre-settled status)
Spouse and partner visa holders
Graduate route visa holders
Global Talent visa holders
Those with refugee status or humanitarian protection

Hiring from these pools can save significant costs and time.

Costs and Budgeting

Sponsoring an overseas worker involves multiple costs. See our immigration cost guide for hiring overseas for a full breakdown. Key costs include:

Certificate of sponsorship: 239 pounds per worker
Immigration skills charge: 364 to 1,000 pounds per year
Worker's visa fee: varies by duration
Immigration health surcharge: 1,035 pounds per year
Priority processing: optional additional cost

Some employers cover all costs; others share them with the employee. Your approach should be part of your offer negotiation strategy. Check current fees on GOV.UK.

Compliance and Ongoing Obligations

Holding a sponsor licence comes with ongoing duties. See our employer sponsorship responsibilities guide. Key obligations include:

Reporting changes to the sponsored worker's circumstances
Keeping records of sponsored workers
Cooperating with Home Office compliance visits
Ensuring sponsored workers are doing the job they were sponsored for

Failure to comply can result in your licence being suspended or revoked, and civil penalties of up to 60,000 pounds per illegal worker. See our Home Office audit guide to prepare. Official guidance is available on the GOV.UK sponsor duties page.

Next Steps

If your organisation is new to international hiring, start by assessing whether you need a sponsor licence. If you already have one, review your talent acquisition processes to ensure immigration is integrated from the job specification stage. Train your HR and recruitment teams on immigration basics and compliance requirements.

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