UK immigration compliance requires organisations holding a Sponsor Licence to adhere strictly to statutory reporting, record-keeping, and monitoring duties enforced by UK Visas and Immigration (UKVI). A failure to maintain robust Human Resources systems or meet illegal working legislation can lead to civil penalties of up to £60,000 per illegal worker, licence downgrading, suspension, or immediate revocation. This guide outlines the legal responsibilities of licensed sponsors, compliance audit procedures, sector-specific challenges, and the exact steps required if a Home Office inspection is failed or a licence is suspended.
Key facts
| Requirement / Rule | Statutory Threshold or Timeframe | GOV.UK Source Page |
|---|---|---|
| Worker Change Reporting | Within 10 working days via SMS | Workers and Temporary Workers: guidance for sponsors part 3: sponsor duties and compliance |
| Organisation Change Reporting | Within 20 working days via SMS | Workers and Temporary Workers: guidance for sponsors part 3: sponsor duties and compliance |
| Civil Penalty for Illegal Working | Up to £45,000 (first breach) / £60,000 (repeat breach) per worker | Code of practice on preventing illegal working: Civil penalty scheme for employers |
| Suspension Response Deadline | 20 working days from the date of the written notice | Workers and Temporary Workers: guidance for sponsors part 3: sponsor duties and compliance |
| B-Rating Action Plan Fee | £1,541 (standard non-refundable fee) | UK visa sponsorship for employers: Sponsor licence fees |
| Appendix D Record Retention | Length of sponsorship + 1 year (or until audited and approved) | Appendix D: keeping documents for sponsorship |
| Right to Work (RTW) Check Timing | Before employment commences (and before existing permission expires) | Right to work checks: an employer's guide |
| Worker Curtailment Window | 60 calendar days (if sponsor licence is revoked) | Immigration Rules: Part 9 (Grounds for Refusal) |
What Are Sponsor Compliance Duties and Obligations?
When the Home Office grants a Sponsor Licence, it delegates statutory border control responsibilities directly to the employer. Under the Points-Based Immigration System, sponsorship is classified as a privilege rather than an automatic right. In exchange for the ability to recruit international talent, sponsors enter into an ongoing legal contract with UKVI to prevent the abuse of immigration pathways.
Employers seeking to maintain their status must understand Essential UK Immigration Guidance for Employers: Compliance, Sponsorship & Right to Work Requirements. Sponsor compliance duties fall into five overarching categories defined in Workers and Temporary Workers: guidance for sponsors part 3: sponsor duties and compliance:
- Reporting Duties: Proactively notifying UKVI of material changes concerning sponsored employees or the operating structure of the business via the Sponsorship Management System (SMS).
- Record-Keeping Duties: Retaining compliant, auditable HR records and Right to Work documentation for every sponsored individual as prescribed by Appendix D: keeping documents for sponsorship.
- Complying with Immigration Law: Ensuring that all employees (both British and foreign nationals) hold valid, unrestricted permissions to work, and ensuring the business does not facilitate immigration breaches.
- Genuine Vacancy and Skilled Employment Rules: Ensuring that every assigned Certificate of Sponsorship (CoS) corresponds to an authentic, qualifying role that meets minimum skill and salary thresholds without inflating job descriptions.
- Cooperating with UKVI: Allowing Home Office compliance officers access to premises, staff, and digital systems during announced or unannounced compliance audits.
Compliance obligations apply to every licensed entity regardless of size. A business sponsoring one Skilled Worker is subject to the same statutory inspection standards as a multinational corporation with thousands of migrant workers.
The Five Core Sponsor Duties Explained in Detail
+-------------------------------------------------------------------------+
| SPONSOR COMPLIANCE DUTIES |
+--------------------+--------------------+-------------------------------+
| 1. REPORTING | 2. RECORD KEEPING | 3. COMPLYING WITH THE LAW |
| - 10-day worker | - Appendix D docs | - Statutory RTW checks |
| events (SMS) | - Contact history | - National Minimum Wage |
| - 20-day business | - Payroll records | - Working Time Regulations |
| events (SMS) | - Absence tracking| |
+--------------------+--------------------+-------------------------------+
| 4. GENUINE | 5. COOPERATION |
| VACANCIES | - Site access for audits |
| - Correct SOC code| - Timely document submission |
| - Real business | - Transparent interviews |
| need & duties | |
+--------------------+-------------------------------+
1. Reporting Duties (The 10-Day and 20-Day Rules)
Sponsors must use the SMS to submit notifications regarding sponsored workers and significant corporate changes within strictly enforced statutory deadlines.
Worker-Related Events (10 Working Days)
You must report via the SMS within 10 working days if:
- A sponsored worker does not start their employment on the start date stated on their CoS, including the reasons for the delay (e.g., travel disruption or visa processing delays).
- A sponsored worker is absent from work for more than 10 consecutive working days without authorised leave.
- A sponsored worker’s contract is terminated early, whether due to resignation, dismissal, redundancy, or cessation of trade.
- The sponsor stops sponsoring the worker for any other reason (for example, if they switch to an unsponsored immigration route like Indefinite Leave to Remain or the Partner route).
- There are material changes to the worker’s circumstances, including a change in job title, core duties, work location, or a reduction in salary (which must still meet the relevant minimum salary thresholds under the Immigration Rules).
Organisation-Related Events (20 Working Days)
You must notify UKVI within 20 working days if:
- The business changes its legal name, trading name, registered address, or operating premises.
- There is a change in ownership, a merger, acquisition, de-merger, or take-over that triggers Transfer of Undertakings (Protection of Employment) (TUPE) arrangements.
- The business enters administration, liquidation, company voluntary arrangement, or ceases trading entirely.
- There is a change to any allocated Key Personnel (Authorising Officer, Key Contact, or Level 1 User).
2. Record-Keeping Duties (Appendix D Requirements)
Sponsors must retain explicit, auditable documentation for every sponsored employee. Documents can be stored as physical paper files or in a secure digital electronic format that is readily accessible for inspection. Under Appendix D: keeping documents for sponsorship, mandatory records include:
- Right to Work Verification: A copy of the worker's digital Right to Work share code verification output (confirming time and date of check) or manual statutory excuse paperwork for applicable cohorts.
- National Insurance & Identity Records: A copy of the worker's National Insurance (NI) number card or official proof (e.g., HMRC documentation, P45, P60), alongside a copy of their passport identification pages.
- Absence Tracking: Comprehensive logs recording all instances of sickness, annual leave, compassionate leave, and unauthorised absences.
- Current & Historic Contact Details: A continuous record of the worker’s UK residential address, personal email address, and telephone numbers.
- Contracts and Job Descriptions: Signed employment contracts detailing core duties, standard working hours, work location(s), and remuneration.
- Payroll Evidence: Detailed payslips and matching business bank account statements showing actual salary disbursements that match or exceed the rate stated on the worker's CoS.
- Recruitment Records: Where applicable, evidence of how the worker was recruited, interview notes, and skill assessments proving the candidate held the mandatory qualifications, registrations, or experience for the role.
These records must be retained throughout the worker's period of sponsorship and for a minimum of one year after sponsorship ends, or until a Home Office compliance officer has examined and approved them.
3. Complying with Immigration and UK Employment Law
A sponsor licence does not operate in isolation from general UK employment and labour legislation. Sponsors must comply with all UK laws, including:
- Ensuring all workers (regardless of nationality) are legally entitled to work in the UK under the Immigration, Asylum and Nationality Act 2006.
- Complying with the National Minimum Wage Act 1998 and the Working Time Regulations 1998. Paying a sponsored employee less than the statutory National Minimum Wage—or below the minimum salary threshold specified under the Immigration Rules for their Standard Occupational Classification (SOC) code—is an immediate ground for licence revocation.
- Holding mandatory statutory registrations, liability insurances, and sector-specific operational licences (such as Care Quality Commission registration for healthcare operators).
To maintain legal employment across all business operations, consult the analysis on New Right to Work Requirements for Gig Economy Workers: What UK Employers Must Know in 2025.
4. Genuine Vacancy and Skill Level Compliance
The Home Office assesses whether roles offered to foreign nationals are genuine. Compliance officers scrutinise whether:
- The job duties listed on the CoS match the reality of the daily work performed.
- The role has been exaggerated or artificially inflated to map to a qualifying Standard Occupational Classification (SOC) code.
- The employer has created a position primarily to facilitate the entry of a specific individual into the UK rather than to fulfil an authentic operational need.
- The sponsored employee possesses the verifiable qualifications, accreditations, and professional background required to perform the duties.
5. Management of Key Personnel Roles
The Home Office requires sponsors to maintain suitable key personnel within the SMS at all times:
- Authorising Officer (AO): The most senior person in the organisation responsible for the actions of all staff who use the SMS and for ensuring compliance duties are met.
- Key Contact: The primary point of contact between UKVI and the sponsor.
- Level 1 User: The daily operational user who carries out day-to-day administrative activities on the SMS, including assigning CoS and reporting changes.
Key personnel must usually be paid employees or office holders of the business (subject to narrow exceptions for regulated legal representatives). They must undergo background checks and cannot have unspent criminal convictions for immigration or financial crimes.
Sector Focus: Compliance Challenges for UK Care Homes
Adult social care providers and residential care homes face intense regulatory scrutiny from UKVI. Following historical changes to the Health and Care Worker visa route, compliance officers pay particular attention to care homes and domiciliary care agencies.
+-------------------------------------------------------------------------+
| CARE SECTOR CRITICAL COMPLIANCE AUDIT |
+-------------------------------------------------------------------------+
| 1. CQC REGISTRATION MANDATE |
| * Providers in England MUST hold active CQC registration for care |
| activities to sponsor under SOC 6135/6136. |
+-------------------------------------------------------------------------+
| 2. WORKING HOURS & ROSTER AUDITS |
| * Total hours across shifts must match CoS contracts. |
| * Zero-hour contracts without guaranteed minimums breach rules. |
+-------------------------------------------------------------------------+
| 3. THIRD-PARTY CLIENT SITES & DOMICILIARY ROUTES |
| * Passing worker control to third parties is strictly prohibited. |
| * Travel time between care visits must comply with NMW rules. |
+-------------------------------------------------------------------------+
| 4. RECRUITMENT FEES & ETHICAL STANDARDS |
| * Absolute ban on charging recruitment costs/clawbacks to workers. |
+-------------------------------------------------------------------------+
Mandatory CQC Registration in England
Since 11 March 2024, care providers in England sponsoring workers under SOC 6135 (Care Workers) and SOC 6136 (Senior Care Workers) must hold active registration with the Care Quality Commission (CQC) for the regulated activity they carry out. Sponsoring workers while unregistered—or operating outside the scope of an existing CQC registration—results in immediate sponsor licence suspension or revocation.
Zero-Hour Contracts vs Guaranteed Hours
A common failure in care home compliance involves contract structures. While general UK employment law permits zero-hour arrangements under specific conditions, UKVI salary thresholds under the Skilled Worker / Health and Care Worker route require that the guaranteed contracted hours, multiplied by the hourly rate, meet or exceed the absolute annual minimum salary requirement. If a care worker's hours fluctuate such that their earnings drop below the required salary threshold in any given pay period, the sponsor has breached compliance rules.
Domiciliary Care and Travel Time Calculations
For domiciliary care providers, compliance officers routinely cross-examine mileage sheets, electronic call-monitoring records, and payroll data. Under the National Minimum Wage Regulations, travel time between home visits must be paid as working time. If the inclusion of unpaid travel time reduces the worker's effective hourly rate below the National Minimum Wage or the CoS rate, the provider faces both a UKVI compliance revocation and HMRC civil enforcement action.
Third-Party Placements and Sham Employment
Under Workers and Temporary Workers: guidance for sponsors part 3, sponsors must not contract out sponsored workers to third parties to undertake ongoing, routine work where the worker is managed directly by that third party. In adult social care, care agencies acting as employment businesses that place care workers in independent care homes—while retaining the CoS—breach sponsorship rules unless they maintain direct managerial control and responsibility for service delivery.
Step-by-Step Guide: What Happens During a Home Office Compliance Visit
UKVI Compliance Officers conduct site inspections to evaluate whether an organisation's HR infrastructure meets sponsorship standards. These visits can take place before a licence is granted (pre-licence) or at any point during the licence lifecycle (post-licence). Post-licence visits are frequently unannounced.
[UKVI Compliance Officer Arrives at Business Premises]
|
v
[Step 1: Identity & Facility Inspection]
- Verification of Authorising Officer / Key Personnel
- Inspection of operational trading premises
|
v
[Step 2: HR Systems & Document Audit]
- Review of Appendix D employee files
- Verification of Right to Work checks & SMS logs
|
v
[Step 3: Formal Staff Interviews]
- Private interviews with Authorising Officer / HR staff
- Separate, private interviews with sponsored employees
|
v
[Step 4: Post-Visit Audit Reporting]
- Compliance Officer compiles inspection findings
- Referral to UKVI Sponsor Compliance Team for decision
Step 1: Initial Arrival and Identification
Compliance officers will present official identification upon arrival. While sponsors have the legal right to refuse entry to an unannounced visit, doing so almost invariably leads to immediate licence suspension or revocation under paragraph C8 of Sponsor guidance Part 3. The Authorising Officer or the highest-ranking executive present must host the officers and provide access to relevant operational areas.
Step 2: System and File Inspections
The compliance officer will review:
- Physical and electronic HR files for both sponsored and non-sponsored staff.
- Verification of right to work processes, checking that share codes or manual checks were gathered and archived prior to employment start dates.
- Time-and-attendance systems, clock-in software, rota sheets, and absence tracking records.
- Original payroll data, PAYE submissions, and corresponding corporate bank statements.
Step 3: Staff and Management Interviews
Compliance officers will conduct separate, private interviews with:
- The Authorising Officer: To assess their knowledge of sponsor duties, SMS reporting rules, recruitment processes, and oversight of daily HR operations.
- Sponsored Workers: To verify actual job titles, day-to-day duties, working hours, salary received, deductions made from pay, and whether they paid any illegal recruitment fees or Certificate of Sponsorship fees.
Step 4: Drafting of Compliance Findings
The visiting officers do not issue an on-the-spot decision. They compile a factual audit report documenting discrepancies between what was claimed on the SMS / CoS allocations and what was observed on site. This report is passed to the UKVI Sponsor Compliance Unit in Sheffield for formal assessment and sanction determination.
Mandatory Compliance Documents Checklist (Appendix D)
To ensure full readiness for an announced or unannounced audit, HR teams must maintain an organized Appendix D file for every sponsored individual.
SPONSOR COMPLIANCE CHECKLIST: APPENDIX D
========================================================================
[ ] 1. RIGHT TO WORK EVIDENCE
[ ] Share code verification report printed/saved on day of check
[ ] Proof of check date PRIOR to employment start date
[ ] Clear copy of biographical page of current passport
[ ] 2. SALARY & REMUNERATION PROOF
[ ] Itemised monthly payslips matching or exceeding CoS salary
[ ] Official corporate bank statements showing matching net disbursements
[ ] P45, P60, or direct HMRC PAYE submission reports
[ ] National Insurance proof (NI card, official tax documentation)
[ ] 3. CONTRACTUAL & OPERATIONAL RECORDS
[ ] Signed contract of employment stating job title, SOC code, and hours
[ ] Accurate, detailed job description aligned with the assigned SOC code
[ ] Professional registrations/licences (e.g., NMC, GMC, CQC records)
[ ] Formal absence records (annual leave, sickness, unauthorised absences)
[ ] 4. CONTACT & TRACKING DATA
[ ] Up-to-date UK residential address
[ ] Personal email address and primary telephone number
[ ] Historical log of all residential address updates
========================================================================
For broader guidance on managing work permissions and sponsorship documentation, review Unlock International Talent: Your Complete Guide to UK Visa Sponsorship.
Costs, Timelines, and Administrative Penalties
The financial and operational costs associated with sponsor compliance failures are substantial. The table below outlines statutory penalties, application fees, and critical legal response timeframes.
| Element | Detail / Value | Legal Reference |
|---|---|---|
| Civil Penalty (Illegal Working) | Up to £45,000 per illegal worker for a first breach;<br>Up to £60,000 per illegal worker for repeat breaches within 3 years. | Immigration, Asylum and Nationality Act 2006, s.15 (updated Feb 2024) |
| B-Rating Action Plan Fee | £1,541 (must be paid within 10 working days of downgrade notification). | UK visa sponsorship for employers: Sponsor licence fees |
| Suspension Response Window | 20 working days from the date of the formal suspension letter to submit full written representations. | Sponsor guidance Part 3: sponsor duties and compliance |
| Worker Visa Curtailment | 60 calendar days from the date UKVI issues the curtailment notice following licence revocation. | Immigration Rules: Part 9 |
| Cooling-Off Period | Minimum 12 months following licence revocation before a new sponsor application can be made. | Sponsor guidance Part 1: Apply for a licence |
Home Office Compliance Visit Went Badly: Actionable Next Steps
If a compliance visit reveals administrative deficits, missing documentation, or interviewing discrepancies, sponsors must take decisive, structured action to mitigate the risk of licence revocation.
[Failed or Problematic Compliance Visit Concludes]
|
v
[Step 1: Immediate Post-Inspection Debrief]
- Interview all staff involved and document all officer questions
- Compile a comprehensive written chronology of the visit
|
v
[Step 2: Rapid Internal Audit & Gap Analysis]
- Review Appendix D files against compliance requirements
- Identify missing Right to Work logs, payslips, and SMS reports
|
v
[Step 3: Voluntary Rectification & Reporting]
- Update overdue SMS reports where permissible
- Implement corrected HR processes immediately
|
v
[Step 4: Formal Legal Representations]
- Prepare legal arguments and structural evidence
- Submit remediation proof before UKVI issues formal sanctions
1. Document the Visit Immediately
Immediately after the compliance officers leave your premises, convene a debriefing session with the Authorising Officer, Level 1 Users, and any staff who were interviewed. Document every question asked, every file inspected, and any verbal concerns raised by the officers. This record will be essential when drafting representations against subsequent allegations.
2. Conduct a Comprehensive File Audit
Identify any gaps exposed during the visit:
- Were any Right to Work checks missing, misdated, or conducted improperly?
- Were any sponsored workers working at unlisted branch offices or client sites?
- Do payroll disbursements precisely match the gross salaries and minimum hourly rates declared on the SMS?
- Have any prolonged absences or job title variations gone unreported?
3. Implement Immediate Remedial Measures
Do not wait for UKVI to issue an official suspension or downgrade letter. Immediately correct underlying operational deficiencies:
- Implement new digital HR software with automated absence tracking and right-to-work expiration alerts.
- Appoint a new, qualified Authorising Officer or Level 1 User if the existing personnel demonstrated inadequate competence during interviews.
- Update business records and submit any outstanding notifications via the SMS.
Understanding the broader immigration landscape helps employers structure their workforce appropriately; see Navigating UK Visa Sponsorship: Your Guide to Immigration Success.
Licence Suspension, Downgrading, and Revocation: Protecting Workers and Business
When UKVI determines that a sponsor has breached compliance duties, it selects one of three formal sanctions: licence downgrading, suspension, or revocation.
+-------------------------------------------------------------------------+
| UKVI COMPLIANCE ENFORCEMENT PATHWAYS |
+-------------------------------------------------------------------------+
| |
| [MINOR BREACH] -----------> [B-RATING DOWNGRADE] |
| - Pay £1,541 Action Plan Fee |
| - Cannot assign new CoS |
| - 3-month window to remediate HR systems |
| |
| [SERIOUS BREACH] ---------> [SPONSOR LICENCE SUSPENSION] |
| - Licence removed from public register |
| - 20 working days to submit defence |
| - Workers retain existing status |
| | |
| +------------------+------------------+ |
| | | |
| v v |
| [LICENCE REINSTATED] [LICENCE REVOCATION] |
| - Restored to A-rating - Permanent loss of licence |
| - Resume sponsorship - Worker visas curtailed |
| - 12-month cooling off |
| |
+-------------------------------------------------------------------------+
B-Rating Downgrades and the Action Plan
If UKVI finds minor or process-driven compliance breaches (for example, failing to maintain complete tracking records for a small number of workers without deliberate deception), it may downgrade the licence from an A-rating to a B-rating.
- Consequences: The business cannot issue new Certificates of Sponsorship to recruit new migrant workers. Existing sponsored workers may continue working.
- The Action Plan: The sponsor must pay the mandatory Action Plan fee of £1,541 within 10 working days of the notice. UKVI issues a structured, time-limited plan (usually lasting up to 3 months) detailing specific HR reforms.
- Outcome: If all requirements are met upon re-inspection, the licence is restored to an A-rating. If the sponsor fails to complete the plan or refuses to pay the fee, the licence is revoked.
Sponsor Licence Suspension: What Happens to the Business and Workers?
If UKVI identifies serious or systemic failures—such as assigning CoS for non-genuine roles, failing to pay required salary rates, or operating without mandatory statutory registrations—it will issue a formal Suspension Letter.
- Business Impact: The sponsor is immediately removed from the public Register of Worker and Temporary Worker Sponsors. The organisation cannot assign new CoS or recruit foreign nationals.
- Impact on Sponsored Workers: Suspended status does not immediately cancel or curtail existing workers' visas. Sponsored workers can legally continue working for the business under their existing terms while the licence is suspended, pending UKVI’s final determination.
- The 20-Day Response Window: The sponsor has precisely 20 working days from the date of the written suspension notice to submit formal written representations along with supporting documentary evidence. Extensions are rarely granted and only under exceptional circumstances.
What Happens if the Licence Is Revoked?
If UKVI rejects the sponsor’s representations, or if mandatory grounds for revocation apply under Annex C1 of Sponsor guidance Part 3, the licence is permanently revoked.
- 12-Month Cooling-Off Period: The business cannot apply for a new sponsor licence for at least 12 months from the date of revocation.
- Worker Curtailment: UKVI will issue curtailment notices to all remaining sponsored staff. Each worker's leave to enter or remain is typically reduced to 60 calendar days (or the remainder of their existing visa, whichever is shorter). During this window, workers must either find a new licensed sponsor, switch into another valid immigration category, or leave the UK.
- Legal Remedies: There is no statutory right of appeal against a sponsor licence revocation. The primary legal remedies are submitting a Pre-Action Protocol (PAP) letter for Judicial Review or challenging the procedural fairness, legality, or rationality of the decision via formal Judicial Review proceedings in the High Court or Upper Tribunal.
For details on overall visa processing mechanisms and worker transitions, consult UK Visa Application Process: Your Essential Guide.
Frequently Asked Questions
What are the main sponsor compliance duties under UK immigration law?
Sponsor duties are divided into five core operational areas: reporting material changes via the SMS within 10 or 20 working days, keeping required Appendix D records (including right-to-work documentation and contact history), complying with general UK employment and immigration legislation, ensuring all sponsored roles constitute genuine vacancies meeting required skill and salary levels, and cooperating fully with UKVI compliance officers during audits.
What happens to my sponsored workers if my sponsor licence is suspended?
If your sponsor licence is suspended, your existing sponsored staff are legally permitted to continue working for your business under their current contractual conditions while the suspension is investigated. However, you cannot assign new Certificates of Sponsorship (CoS), extend existing visas, or hire new international workers until UKVI resolves the suspension and reinstates your A-rating.
How quickly must I respond if my sponsor licence is suspended?
You have strictly 20 working days from the date of the formal suspension letter to submit comprehensive written representations and evidence to UKVI. Failure to submit a response within this 20-day timeframe will lead directly to the automatic revocation of your sponsor licence.
What is the financial penalty for employing an illegal worker in the UK?
Under the civil penalty regime updated in February 2024, employers face fines of up to £45,000 per illegal worker for a first breach of illegal working legislation. For repeat breaches occurring within a three-year period, the civil penalty increases to a maximum of £60,000 per illegal worker, alongside the likely revocation of your sponsor licence.
What documents must an employer retain under Appendix D?
Under Appendix D, sponsors must retain proof of statutory Right to Work checks (such as time-stamped digital share code outputs), passport ID pages, National Insurance documentation, complete contact details, absence logs, signed employment contracts, detailed job descriptions, and payroll records showing net disbursements from a corporate bank account that match or exceed the CoS salary.
Why are care homes facing increased sponsor compliance scrutiny?
Care homes face elevated scrutiny due to heightened compliance enforcement around minimum salary levels, working hour regulations, and care sector legislation. In England, care providers sponsoring workers under SOC 6135 or 6136 must hold active Care Quality Commission (CQC) registration for their regulated activities, must guarantee minimum contracted hours without relying on unpaid travel time, and must not charge prohibited recruitment or onboarding fees to sponsored staff.
Sources
- GOV.UK: Workers and Temporary Workers: guidance for sponsors part 3: sponsor duties and compliance (Updated May 2024)
- GOV.UK: Appendix D: keeping documents for sponsorship (Updated April 2024)
- GOV.UK: Code of practice on preventing illegal working: Civil penalty scheme for employers (Updated February 2024)
- GOV.UK: Right to work checks: an employer's guide (Updated February 2024)
- GOV.UK: UK visa sponsorship for employers: Sponsor licence fees (Updated April 2024)
- GOV.UK: Immigration Rules - Part 9: Grounds for Refusal (Updated March 2024)
Written and reviewed by Wesbridge Associates – IAA regulated (Level 1, F202537300). Last reviewed . Editorial policy
Need immigration advice?
Our IAA-regulated advisers can tell you exactly how these rules apply to your case — including what we would not recommend.
Frequently asked questions
Common questions on this topic, answered by our advisers.