UK Sponsor Licence: Complete Employer Guide

A UK Sponsor Licence allows British businesses and overseas organisations with an active UK trading branch to recruit non-settled workers under the points-based immigration system. Issued by UK Visas and Immigration (UKVI), the licence is mandatory for employing individuals on long-term worker routes such as the Skilled Worker visa, Senior or Specialist Worker visa, and temporary work routes. To secure and maintain a licence, employers must prove they are genuine trading entities, demonstrate robust human resources systems, and meet stringent ongoing compliance duties.

Key facts

---

What is a Sponsor Licence?

A Sponsor Licence is a formal authorisation granted by the Home Office permitting a UK-based organisation to issue Certificates of Sponsorship (CoS) to foreign nationals. Following the end of European Union free movement, employers require a licence to hire both EEA and non-EEA nationals who do not possess pre-existing right-to-work status in the UK.

Holding a licence places an employer on the official Home Office Register of Licensed Sponsors. It serves as an agreement between the business and the UK government: the organisation gains access to international labour markets, while assuming legal responsibility for monitoring the migrant workers it employs and reporting changes to UKVI.

Businesses can apply for licences across two main categories:

1. Workers (long-term employment): Includes the Skilled Worker route, Global Business Mobility (Senior or Specialist Worker), Minister of Religion, and International Sportsperson routes.
2. Temporary Workers (short-term employment): Includes Creative Worker, Charity Worker, Religious Worker, Government Authorised Exchange, and Scale-up routes.

Understanding how sponsorship intersects with domestic employment obligations is essential before applying. Employers can review our UK Employment Law for Sponsors: Compliance Guide for detailed insight on integrating statutory employment rights with sponsor licence management.

Should my company obtain a Sponsor Licence?

Organisations facing domestic recruitment shortages or requiring specialised technical talent must evaluate whether holding a licence aligns with their operational model. Obtaining a licence is essential if your organisation:

• Intends to hire graduates or existing workers currently on non-sponsored UK visas (such as the Graduate visa, Youth Mobility Scheme, or High Potential Individual visa) who require ongoing immigration permission once their temporary status expires.
• Needs to transfer overseas personnel from foreign branches, subsidiaries, or linked entities to a UK office under Global Business Mobility routes.
• Operates in sectors facing severe structural recruitment challenges, where vacancies meet the eligible skill thresholds defined by the Standard Occupational Classification (SOC) system.
• Aims to establish a structured, scalable international recruitment strategy. For a broader overview of international hiring, refer to our guide on how to Unlock International Talent: Your Complete Guide to UK Visa Sponsorship.

---

Eligibility criteria and qualifying requirements

To qualify for a sponsor licence, an organisation must demonstrate to UKVI that it is a genuine, operating UK entity capable of fulfilling all statutory sponsor obligations. UKVI assesses applications against four core criteria:

+-----------------------------------------------------------------------------+
|                        SPONSOR LICENCE ELIGIBILITY                          |
+-----------------------------------------------------------------------------+
| 1. Genuine Organisation  | Operating legally and physically within the UK    |
| 2. Genuine Vacancy       | Roles meet skill (RQF 3+) and salary thresholds   |
| 3. Robust HR Systems     | Capable of monitoring attendance and compliance  |
| 4. Honest & Dependable   | Key personnel pass criminal and immigration checks|
+-----------------------------------------------------------------------------+

1. Genuine trading presence in the UK

The applicant must have an established, lawful operating base in the UK. This applies whether the organisation is a limited company (registered at Companies House), a sole trader, a partnership, an unincorporated association, or a registered charity. Foreign entities must establish an active UK branch or subsidiary before applying for a Worker licence.

2. Genuineness of roles and skill level

The roles the business intends to sponsor must be genuine and meet the required skill level. For the Skilled Worker route, the role must meet Regulated Qualifications Framework (RQF) Level 3 (equivalent to A-levels) or higher, as listed in the Immigration Salary List or Appendix Skilled Occupations of the Immigration Rules. Employers must not create artificial or non-existent vacancies simply to facilitate a visa application.

3. HR systems and compliance infrastructure

UKVI requires employers to have human resources processes capable of fulfilling sponsorship duties. The organisation must be able to:

• Verify and record original right-to-work documents before employment begins and maintain copies throughout the worker's tenure.
• Track sponsored employee attendance, absences, and remote-working arrangements.
• Retain comprehensive employee contact details (historical and current residential addresses, telephone numbers, and emergency contacts).
• Report mandatory trigger events (such as unauthorized absences, resignations, role changes, or salary reductions) to UKVI within strict statutory deadlines.

4. Key Personnel suitability

The employer must appoint specific individuals within the business to manage the licence via the online Sponsorship Management System (SMS). These roles are:

• Authorising Officer (AO): The most senior person in the organisation responsible for the recruitment and conduct of all sponsored workers, HR systems, and ensuring sponsorship duties are met.
• Key Contact: The primary liaison between the Home Office and the business.
• Level 1 User: The day-to-day administrator who accesses the SMS to assign Certificates of Sponsorship, report changes, and request licence allocations. At least one Level 1 User must be a direct employee, partner, or director at the time of application.
• Level 2 User (Optional): An administrator with restricted SMS access, limited to assigning CoS and reporting basic updates.

All proposed Key Personnel must be based in the UK, hold British citizenship or settled status (with limited exceptions for specific corporate structures), and pass Home Office background checks. UKVI will refuse an application if proposed Key Personnel have unspent criminal convictions for immigration or financial offences, or have been associated with a sponsor whose licence was revoked within the previous 12 months.

---

Required documentation under Appendix A

Applicants must provide supporting documents listed in Appendix A: Supporting documents for sponsor applications. Most organisations must provide at least four specific documents from the qualifying tables, submitted electronically within 5 working days of submitting the online application form.

+------------------------------------------------------------------------------+
|                         APPENDIX A CORE EVIDENCE                             |
+------------------------------------------------------------------------------+
| 1. Mandatory Corporate Documents (Bank statements, PAYE, VAT)                 |
| 2. Operational Evidence (Commercial lease, insurance, audited accounts)      |
| 3. Regulatory Proof (Governing body registration, sector accreditations)     |
| 4. Hierarchy & Role Charts (Organisational structure, role justifications)   |
+------------------------------------------------------------------------------+

Typical document combinations by business type

Technical document submission rules

• Certified copies and scans: Documents must be clear, legible PDF or JPEG files sent by email to the designated UKVI inbox specified upon form submission.
• Bank statements: Must demonstrate active corporate trading and originate from an institution regulated by the Financial Conduct Authority (FCA) or Prudential Regulation Authority (PRA).
• Organisational hierarchy: UKVI frequently requires an organisational hierarchy chart showing current staff numbers, positions, reporting lines, and identifying vacancies intended for sponsorship.
• Cover letter justifications: The Authorising Officer must explain why the business needs a licence, detail the proposed sponsored roles, specify the correct SOC codes, and outline the salary levels to be paid.

For comprehensive operational guidance on aligning recruitment systems with UKVI evidentiary expectations, consult our detailed resource on the UK Visa Sponsorship: Employer & Applicant Guide.

---

Step-by-step application process

Securing a licence requires careful planning, formal submission, and proactive preparation for potential Home Office compliance audits.

Step 1: Check Business Eligibility & Assign Key Personnel
   │
Step 2: Assemble Appendix A Documents & Draft Role Justifications
   │
Step 3: Complete & Submit Online Application via GOV.UK
   │
Step 4: Pay Licence Fee & (Optional) £500 Pre-Licence Priority Fee
   │
Step 5: Email Submission Sheet & Appendix A Files within 5 Working Days
   │
Step 6: Undergo UKVI Pre-Licence Compliance Audit (if requested)
   │
Step 7: Receive Licence Approval & Set Up SMS with Mandatory MFA

Step 1: Structural review and Key Personnel selection

Review your business structure to ensure you meet the small or medium/large criteria defined under section 382/465 of the Companies Act 2006. Select trustworthy, settled individuals to fulfil the roles of Authorising Officer, Key Contact, and Level 1 User.

Step 2: Document collection and role mapping

Identify the roles you intend to sponsor. Identify the corresponding Standard Occupational Classification (SOC) code, verify that the job meets the RQF Level 3 skill threshold, and confirm the salary meets both the £38,700 general baseline and the specific going rate for the code. Gather at least four supporting documents in accordance with Appendix A.

Step 3: Complete the online application

Access the UKVI online portal via GOV.UK. Fill in details regarding the business entity, trading history, registrations, Key Personnel, and requested visa routes (e.g., Skilled Worker).

Step 4: Pay application and priority fees

Pay the statutory fee (£574 for small sponsors, £1,476 for medium/large sponsors). Employers seeking an expedited decision may apply for the pre-licence priority processing service for an additional £500 fee. This service is capped at a set number of slots per working day (submitted via email at 09:00 AM) and reduces processing from eight weeks to ten working days.

Step 5: Submit the document bundle

Download the auto-generated Sponsor Application Submission Sheet. The Authorising Officer must sign and date this document. Email the signed sheet along with the verified Appendix A evidence to UKVI within 5 working days of the online submission date. Failure to meet this deadline leads to automatic rejection.

Step 6: Pre-licence compliance audit (if instructed)

UKVI compliance officers may conduct an unannounced or announced on-site or digital compliance audit before deciding on the application. Officers will inspect HR records, verify right-to-work systems, interview the proposed Authorising Officer, and confirm that the business has genuine vacancies.

Step 7: Decision and SMS activation

Upon approval, UKVI issues an approval letter containing the organisation's Sponsor Licence Number (SLN) and grants an 'A-rating'. The Level 1 User receives login credentials for the Sponsorship Management System (SMS). In line with UKVI security rules outlined in SMS Manual 13, users must configure Multi-Factor Authentication (MFA) using an authenticator application to access the system.

---

Costs, Immigration Skills Charge, and timelines

A complete cost assessment includes the initial application fee, Certificate of Sponsorship issuance costs, and the mandatory Immigration Skills Charge (ISC) incurred when assigning a certificate to a worker.

+------------------------------------------------------------------------------+
|                         SPONSORSHIP COST MATRIX                              |
+------------------------------------------------------------------------------+
| 1. Licence Application Fee   | Small: £574         | Medium/Large: £1,476    |
| 2. Pre-Licence Priority      | £500 (Optional expedited 10-day review)        |
| 3. CoS Assignment Fee        | £239 per Worker CoS | £25 per Temporary CoS   |
| 4. Immigration Skills Charge | Small: £364/year    | Medium/Large: £1,000/yr |
+------------------------------------------------------------------------------+

Statutory fee breakdown

Immigration Skills Charge exemptions

The ISC is not payable if the employer is sponsoring an individual who:

• Is switching from a Student route visa to a Skilled Worker visa within the UK.
• Is applying under specific SOC codes, such as chemical scientists (2111), biological scientists (2112), biochemists/biomedical scientists (2113), or higher education teaching professionals (2311).
• Is being sponsored for a period of less than 6 months under a temporary route.
• Holds a valid EU Intra-Company Transfer / Global Business Mobility permission transferred under specific provisions of the EU-UK Trade and Cooperation Agreement.

Processing timelines

• Standard application: 8 weeks on average.
• Pre-licence priority service: 10 working days from the date UKVI accepts the priority request and payment.
• Defined Certificate of Sponsorship (for overseas hires): Typically 1 to 3 working days, though applications subject to additional UKVI checks may take longer.
• Undefined Certificate of Sponsorship (for in-country switchers): Instant assignment if the organisation has an available annual allocation on the SMS; up to 18 weeks if an allocation increase must be requested through standard processing (or 5 working days via post-licence priority processing for £200).

Employers planning to sponsor candidates under the points-based system should consult our dedicated guide on the UK Skilled Worker Visa: Your Path to Working in the UK.

---

Sponsor duties and compliance management

Sponsorship is not merely an administrative application; it is an ongoing legal status that requires continuous compliance. Once granted an A-rated licence, the organisation is responsible for preventing illegal working and reporting specific migrant and organisational changes to UKVI.

+------------------------------------------------------------------------------+
|                         CORE SPONSOR DUTIES                                  |
+------------------------------------------------------------------------------+
| Record Keeping (Appendix D) | Maintain RTW records, contracts, salary slips  |
| Reporting (10 Working Days) | Report absences, resignations, role changes    |
| Reporting (20 Working Days) | Report corporate changes (mergers, takeovers)  |
| Compliance Infrastructure   | Implement SMS multi-factor authentication (MFA)|
+------------------------------------------------------------------------------+

1. Record-keeping duties (Appendix D)

Under Appendix D: Keeping records for sponsorship, sponsors must retain the following records for all sponsored workers throughout their employment and for at least one year after sponsorship ends:

• A copy of the worker's current biometric residence permit (BRP), digital status share code verification, or passport showing leave to remain.
• Date-stamped evidence of right-to-work checks completed before employment started.
• Historical and current residential addresses, personal email addresses, and UK telephone numbers.
• Detailed attendance, sickness, and annual leave records.
• A copy of the employment contract detailing hours, job description, and salary.
• Payslips and business bank accounts confirming regular salary payments at or above the rate stated on the CoS.
• Recruitment records demonstrating how the candidate was selected, including interview notes and advertisements (where applicable, to establish genuine vacancy validity).

2. Mandatory reporting duties via the SMS

Employers must report specific trigger events using the Sponsorship Management System within designated statutory windows:

Within 10 working days:

• A sponsored worker fails to start work on their scheduled start date (including reasons such as visa processing delays).
• A sponsored worker is absent from work for more than 10 consecutive working days without authorised leave.
• A sponsored worker resigns, is dismissed, or their employment is otherwise terminated early.
• There is a significant change in employment circumstances, such as a promotion, change in job title, change in core duties, or change in work location (including permanent hybrid/remote working).
• The worker's salary decreases from the level stated on the CoS (this is only permitted if the new salary still meets applicable minimum thresholds or qualifies under statutory parental/sick leave rules).

Within 20 working days:

• The business changes its legal name, trading name, registered address, or operational premises.
• The business undergoes a change of ownership, corporate restructuring, merger, or acquisition (which often triggers Transfer of Undertakings (Protection of Employment) regulations, TUPE, and requires a new licence application).
• The business enters administration, liquidation, receivership, or ceases trading entirely.
• Key Personnel change (e.g., replacement of the Authorising Officer, Key Contact, or Level 1 Users).

3. Sponsorship Management System security & MFA

Sponsors must protect access to their SMS accounts. Under Home Office rules detailed in SMS Manual 13: Multi-factor authentication, all Level 1 and Level 2 users must use individual log-in credentials protected by Multi-Factor Authentication (MFA). Sharing login credentials among staff or external advisors is a serious breach of compliance that can lead to immediate licence suspension.

For an analysis of evolving regulatory policies and their impact on corporate workforce strategies, review our article on Navigating the Changing Landscape: EU Citizens and the UK Labour Market Post-Brexit.

---

Common refusal reasons and how to avoid them

UKVI assesses initial licence applications strictly. Applications that do not meet evidentiary or compliance criteria are refused, and fees are not refunded.

+------------------------------------------------------------------------------+
|                         COMMON REFUSAL TRAPS                                 |
+------------------------------------------------------------------------------+
| 1. Appendix A Document Deficiencies (Missing mandatory items, incorrect form)|
| 2. Genuineness Test Failures        (Job descriptions do not match trading)  |
| 3. Unsuitable Key Personnel         (Failed checks, overseas residency)      |
| 4. Unprepared Compliance Systems    (Failing pre-licence site inspections)   |
+------------------------------------------------------------------------------+

1. Incomplete or non-compliant Appendix A evidence

• The Failure: Providing fewer than four valid documents, submitting personal rather than corporate bank statements, or submitting uncertified documents that do not meet UKVI evidentiary standards.
• How to avoid: Carefully cross-reference your submission against Appendix A. Verify that business bank statements show active corporate trading and cover the required time periods. Send the complete document pack within the strict 5-working-day deadline.

2. Failure of the Genuineness Test

• The Failure: The Home Office concludes that the requested role does not represent a genuine vacancy, has been exaggerated to meet RQF Level 3 skill thresholds, or has been tailored specifically to fit an unqualified applicant.
• How to avoid: Prepare clear job descriptions, contracts, and an organisational chart. Demonstrate how the role fits into your daily operations and show that the business has the financial turnover to sustain the salary.

3. Unsuitable Key Personnel

• The Failure: Appointing an Authorising Officer who is an external consultant (rather than an employee or director), is based overseas, or has a history of immigration non-compliance.
• How to avoid: Appoint a UK-resident company director, partner, or senior manager who is permanently employed by the business and has no unspent criminal convictions or adverse immigration history.

4. Failing pre-licence compliance visits

• The Failure: Compliance officers visit the premises and find that the Authorising Officer is unfamiliar with sponsor duties, that Right to Work check systems are inadequate, or that physical premises are unsuited to the trading activity described.
• How to avoid: Conduct an internal HR compliance audit before applying. Ensure all personnel files are organised according to Appendix D rules, and train Key Personnel on reporting triggers and SMS rules.

---

Refused, suspended, or revoked: What happens next?

If a Sponsor Licence application is refused or an active licence is suspended or revoked, an organisation must understand its legal options and next steps.

+------------------------------------------------------------------------------+
|                         ADVERSE DECISION WORKFLOW                            |
+------------------------------------------------------------------------------+
| Refusal Decision Issued                                                      |
|   ├── Rejection (Administrative) ──> Reapply immediately without penalty     |
|   └── Refusal with Cooling-Off   ──> 6-month statutory ban on reapplication  |
|         │                                                                    |
|         ├── Error Correction Request (Annex M: within 14 calendar days)      |
|         └── Pre-Action Protocol (PAP) / Judicial Review                      |
+------------------------------------------------------------------------------+

Handling a refused application

When UKVI refuses a licence application, the consequences depend on the legal basis for the refusal:

1. Application Rejection (Validity): If mandatory documents were missing or the submission sheet was not signed, UKVI will reject the application as invalid. In this scenario, there is no cooling-off period, and the business may reapply immediately once documents are corrected.
2. Substantive Refusal: If UKVI refuses the application on eligibility, genuineness, or suitability grounds, a mandatory 6-month cooling-off period generally applies. The organisation cannot submit a new application until this period expires.
3. Error Correction Request (Annex M): If UKVI made a clear factual or casework error (for example, failing to review an uploaded document that was submitted on time), the business can submit an Error Correction Request using Annex M within 14 calendar days of the decision date.
4. Judicial Review: There is no statutory right of appeal against a sponsor licence refusal. If the refusal decision is unlawful, irrational, or procedurally unfair, the organisation can issue a Pre-Action Protocol (PAP) letter for Judicial Review.

Licence suspension and downgrade (Post-licence issues)

For active sponsors, compliance failings lead to progressive enforcement action:

• Suspension: If UKVI suspects compliance breaches, it will issue a formal suspension letter detailing the allegations. The sponsor has 20 working days to submit written representations and evidence rebutting the allegations.
• Downgrade to B-Rating: If minor breaches are identified, UKVI may downgrade the licence to a B-rating and impose a mandatory, fee-paying Sponsor Action Plan (£1,476). B-rated sponsors cannot issue new Certificates of Sponsorship until all action plan conditions are met and an A-rating is restored.
• Revocation: If serious breaches are proven (such as illegal working, failing to pay minimum salaries, or sharing SMS passwords), the licence will be revoked. Following revocation, all active sponsored workers have their visas curtailed to 60 days, and the employer faces a mandatory 12-month cooling-off period before being eligible to reapply.

---

Appointing a legal representative or Sponsor Licence lawyer

UK immigration law and sponsor compliance regulations are complex and frequently updated. Working with a qualified Sponsor Licence lawyer or legal representative can help ensure your initial application is complete and help you maintain ongoing compliance.

+------------------------------------------------------------------------------+
|                       CHOOSING LEGAL REPRESENTATION                          |
+------------------------------------------------------------------------------+
| Regulated by:     │ Immigration Advice Authority (IAA) / SRA / Law Society   |
| Pre-Application:  │ Conducts mock HR audits, prepares Appendix A bundles     |
| Portal Role:      │ Can be appointed as Key Contact or Level 1 User          |
| Key Limitation:   │ Authorising Officer MUST always remain within your firm   |
+------------------------------------------------------------------------------+

Statutory regulatory standards

In the United Kingdom, it is a criminal offence under Section 84 of the Immigration and Asylum Act 1999 to provide immigration advice or services unless registered with the Immigration Advice Authority (IAA) or a designated professional body (such as the Solicitors Regulation Authority or the Bar Standards Board).

When selecting an immigration specialist, confirm that their practice holds active regulatory approval and experienced business immigration practitioners.

What an immigration lawyer or representative can and cannot do

• Permitted support: A legal representative can evaluate your business's eligibility, assemble Appendix A evidence, draft legal cover letters, submit the application, act as the Key Contact, and operate as an external Level 1 User or Level 2 User on the SMS.
• Prohibited arrangements: A legal representative cannot act as the Authorising Officer. The Authorising Officer must always be a direct employee, officer, or partner within the sponsoring business.

Structuring a pre-licence legal audit

Before submitting an application, qualified practitioners typically conduct a pre-licence mock audit to evaluate:

• Whether current right-to-work files comply with statutory excuse standards.
• Whether prospective sponsored roles meet the applicable RQF level and minimum salary thresholds (£38,700 or the occupation code going rate).
• Whether internal HR systems can reliably track attendance and report changes within 10 working days.
• Whether electronic documents conform to Appendix A requirements to prevent delays or refusals.

---

Frequently asked questions

What is a Sponsor Licence?

A Sponsor Licence is a formal authorisation granted by UK Visas and Immigration (UKVI) that allows a UK-based business or organisation to employ non-settled workers. It permits the employer to generate and assign Certificates of Sponsorship (CoS), which foreign nationals require to apply for UK work visas, such as the Skilled Worker route.

How much does a Sponsor Licence cost?

The initial licence application fee is £574 for small or charitable organisations and £1,476 for medium or large companies. Additional costs include £239 per Certificate of Sponsorship, an optional £500 pre-licence priority fee, and the Immigration Skills Charge (£364 to £1,000 per year of sponsorship, depending on company size).

Should my company obtain a Sponsor Licence?

Your business should consider obtaining a licence if you need to hire skilled professionals from outside the resident UK labour market or switch existing international employees from student, graduate, or youth mobility visas into long-term work routes. It establishes a compliant, scalable pathway to recruit global talent.

How long does it take to get a Sponsor Licence?

Standard processing takes approximately 8 weeks from the date your supporting documents are submitted to UKVI. Employers can expedite this timeframe to 10 working days by applying for the pre-licence priority service for an additional £500 fee.

What should I do if my Sponsor Licence application is refused?

If your application is rejected for administrative reasons, you can correct the errors and reapply immediately. If refused on substantive grounds, you will generally face a 6-month cooling-off period; however, if UKVI made a factual error, you can submit an Annex M Error Correction Request within 14 calendar days or pursue Judicial Review.

Can an overseas company hold a UK Sponsor Licence?

An overseas entity cannot hold a licence without an established UK trading entity. The foreign organisation must have an active UK branch, subsidiary, or corporate footprint to apply for a Worker licence, or hold an eligible UK Expansion Worker presence under the Global Business Mobility routes.

Do I need to renew my Sponsor Licence after 4 years?

No. Effective 6 April 2024, the Home Office removed the 4-year renewal requirement for sponsor licences. All licences valid on or after that date were automatically extended by 10 years, and new licences are granted without an impending 4-year expiration fee.

How do I locate a qualified Sponsor Licence lawyer or representative near me?

Ensure that any legal representative or immigration lawyer you engage is regulated by the Immigration Advice Authority (IAA) or the Solicitors Regulation Authority (SRA). Regulated practitioners provide comprehensive guidance on right-to-work compliance, document assembly, and SMS administration.

---

Sources

• UK Visas and Immigration: UK visa sponsorship for employers — Updated April 2024
• UK Visas and Immigration: Sponsorship guidance Part 1 - Apply for a licence — Updated October 2024
• UK Visas and Immigration: Sponsor licence application supporting documents (Appendix A) — Updated December 2024
• UK Visas and Immigration: Keep records for sponsorship (Appendix D) — Updated March 2024
• UK Visas and Immigration: Immigration Skills Charge — Updated April 2024
• UK Visas and Immigration: Multi-factor authentication for UK visa sponsors (SMS manual 13) — Updated January 2024
• UK Visas and Immigration: Skilled Worker visa going rates for eligible occupations — Updated April 2024

Written and reviewed by Wesbridge Associates – IAA regulated (Level 1, F202537300). Last reviewed 19 October 2026. Editorial policy

Frequently asked questions

Common questions on this topic, answered by our advisers.

What is a Sponsor Licence?

How much does a Sponsor Licence cost?

Should my company obtain a Sponsor Licence?

How long does it take to get a Sponsor Licence?

What should I do if my Sponsor Licence application is refused?

Can an overseas company hold a UK Sponsor Licence?

Do I need to renew my Sponsor Licence after 4 years?

How do I locate a qualified Sponsor Licence lawyer or representative near me?