BMR Solutions Sponsorship Visa UK Guide for Employers 2025
What is a Skilled Worker Visa?
This is the most common type of sponsorship visa and is designed for skilled workers who have a job offer from a UK employer. The role must meet specific skill and salary criteria, and the worker must be fluent in English. UK Government Official Skilled Worker Visa Page.
Other types of Visas
Health & Care Worker Visa – Aimed at healthcare professionals
Temporary Worker Visa – Short-term work, mainly targeted at creative, charity and religious workers, or under youth mobility schemes.
Global Business Mobility Visa – Includes various sub-categories, such as the Senior and Specialist Worker Visa, which is designed for employees of multinational companies who are being transferred to a UK branch.
Scale Up Worker (Initial 6-month sponsorship) – This is a hybrid visa, allowing high-growth employers to hire skilled workers. Each of these routes has its own requirements and eligibility criteria that the worker and the employer must meet.
Eligibility Criteria for Employers
For UK employers looking to hire foreign nationals for a sponsorship visa, obtaining a sponsorship license is a mandatory requirement. A UK employer must first obtain a sponsorship license from the Home Office, meeting several key requirements that demonstrates that it is operating legally in the UK, and showing that there is a genuine need to hire a foreign worker.
Requirements for Employers:
Proof of UK Presence & Trading
Genuine Need for Sponsorship
Compliance Systems (e.g. robust HR systems to manage sponsored workers)
No previous Immigration or Sponsorship issues. UK Immigration Offences and Sponsorship.
Following this, maintaining compliance with Home Office regulations is crucial. This includes regular audits or potential site visits to ensure that the employer is complying with sponsorship duties, and ensuring that all staff involved in the sponsorship process are adequately trained and aware of their responsibilities, this is particularly important for HR personnel.
Sponsor License Application Process for Employers
To obtain a UK sponsorship license, the employer must submit the application online via the Sponsorship Management System, the government’s web portal for sponsor license holders. All supporting documentation required to validate the application will need to be submitted within five working days of initial application.
You can also check whether a business is already setup with a sponsor license by downloading the Register of Worker and Temporary Worker licensed sponsor list via the gov.uk website.
Filling in the Online Application Form
The form will require detailed information about the business, the types of visas they wish to sponsor, and the job roles intended to fill. It is important to have the adequate HR systems in place and to have assigned personnel as the information will need to be thorough and accurate.
The assigned personnel will include:
Authorising Officer -
Key Responsibilities - Overall responsibility for the sponsorship license.
Training Required - Comprehensive knowledge of UKVI rules.
Reporting Lines - Reports to senior management.
Tools/ Systems Used - Sponsorship Management System (SMS).
Key Contact:
Key Responsibilities - Main communication link with UKVI.
Training Required - Understanding of Visa processes and SMS.
Reporting Lines - Reports to Authorising Officer.
Tools/ Systems Used - SMS, email correspondence.
Level 1 User:
Key Responsibilities - Day-to-day management of the SMS, issuing CoS.
Training Required - SMS system training, knowledge of compliance.
Reporting Lines - Reports to Authorising Officer.
Tools/ Systems Used - SMS, internal HR systems.
Compliance Officer:
Key Responsibilities - Ensures adherence to sponsorship duties, conducts audits.
Training Required - In-depth knowledge of UKVI regulations.
Reporting Lines - Reports to Authorising Officer/ HR Manager.
Tools/ Systems Used - Internal compliance tools.
HR Manager:
Key Responsibilities - Conducts right-to-work checks, manages employee records.
Training Required - Right to work check procedures, HR software.
Reporting Lines - Reports to Senior Management/ Compliance Officer.
Tools/ Systems Used - HR software, document management systems.
Supporting Documents for the Application
To submit the form, they will need to pay the License Application Fee. The fee for a sponsorship license varies depending on the size of the business.
Once the form is completed and the fee is paid, they will need to submit the following supporting documents:
Proof of Business Registration:
Description - Companies House registration or equivalent proof of legal operation.
Required For - Small & Large Sponsors.
Submission Format - Digital Copy (PDF).
Proof of Business Address:
Description - Utility bill, lease agreement or official correspondence.
Required For - Small & Large Sponsors.
Submission Format - Digital Copy (PDF).
Employer’s Liability Insurance:
Description - Certificate showing coverage for at least £5 million.
Required For - Small & Large Sponsors.
Submission Format - Digital Copy (PDF).
Bank Statements:
Description - Recent statements showing financial stability.
Required For - Small & Large Sponsors.
Submission Format - Digital Copy (PDF).
Corporate Structure Document:
Description - Outline of parent companies, subsidiaries and key personnel.
Required For - Small & Large Sponsors.
Submission Format - Digital Copy (PDF).
HR Policies and Procedures:
Description - Documents showing compliance with UKVI regulations.
Required For - Small & Large Sponsors.
Submission Format - Digital Copy (PDF).
Job Descriptions:
Description - Detailed job descriptions for roles to be sponsored.
Required For - Small & Large Sponsors.
Submission Format - Digital Copy (PDF).
After submitting their application and supporting documents, the Home Office will review the application. The review process typically takes several weeks, during which the Home Office may conduct a site visit to verify their compliance systems.
If the application is refused, the employer will, in most cases, have to wait at least a further six months before re-applying.
Sponsor License Application Fees
The fee for medium or large sponsors for a Worker Sponsor License is currently £1,579. While the fee for small or charitable sponsors is £574.
Employers will usually be classed as a small business if their annual turnover is £10.2 million or less and they have 50 employees or fewer.
Immigration Skills charge
Under the Immigration Skills Charge Regulations 2017, sponsors are liable to pay the Immigration Skills Charge each time they sponsor a migrant worker. This is payable when assigning the Certificate of Sponsorship.
Small or Charitable organisations - £364 ‘small’ charge, for any stated period of employment up to 12 months, plus £182 for each subsequent 6-month period stated on the certificate.
Large organisations - £1,000 ‘large’ charge, for any stated period of employment up to 12 months, plus £500 for each subsequent 6-month period stated on the certificate.
Assigning Certificates of Sponsorship
The employer must assign a Certificate of Sponsorship to each foreign worker they sponsor. This is an electronic record, not a physical document, and contains a unique number that the worker can use to apply for a visa.
When assigning certificates of sponsorship under the UK sponsorship visa license, the employer will need to pay a fee of £525 for any certificate issued under a Worker sponsor license, such as to a Skilled Worker visa holder.
Cost Breakdown for Sponsorship
Cost Type - Sponsorship License Application (Worker License)
Small Sponsor Fee - £574
Large Sponsor Fee - £1,579
Details - One-time application fee
Cost Type - Immigration Skills Charge (ISC)
Small Sponsor Fee - £364 per year
Large Sponsor Fee - £1,000 per year
Details - Per sponsored worker, exemptions apply
Cost Type - Certificate of Sponsorship (CoS) under Temporary Worker License
Small Sponsor Fee - £55
Large Sponsor Fee - £55
Details - Per sponsored worker, payable for each CoS issued
Cost Type - Certificate of Sponsorship (CoS) under Worker License
Small Sponsor Fee - £525
Large Sponsor Fee - £525
Details - Per sponsored worker, payable for each CoS issued
Recovering the Cost
The application fees can often be recovered from the employee, but this needs to be clearly outlined in a contractual agreement.
Sponsorship Visa Requirements for the Skilled Worker Route
The job employees are offered will need to be at a required skilled level of RQF3 or above (equivalent to A level), and employees need to be able to speak English.
They must be paid at least the relevant salary threshold by the sponsor. This will either be the general salary threshold of £38,700 or the relevant ‘going rate’ for the specific job, whichever is higher.
If the salary is less than this, employees may still be able to apply by ‘trading’ points on specific characteristics against salary, for example, if a job offer is on the Immigration Salary List or if the individual has a PhD relevant to the job.
Key Considerations:
All UK businesses intending to sponsor a Skilled Worker are required to have a sponsor license unless the individual has lawful status allowing them to carry out the work in question in the UK, such as holding settled or pre-settled status or status under a non-work restricting category, e.g. a spouse visa.
Skilled migrants looking to work in the UK must achieve at least 70 points to be eligible for the visa. This includes demonstrating that they have a job offer from an approved sponsor and that they satisfy the English Language requirement.
Skilled worker applicants will need to meet the minimum salary threshold.
There is no cap on the number of skilled workers who can be sponsored under this route.
Managing the Sponsor License
Fulfilling Regular Reporting requirements:
These obligations ensure that the Home Office can monitor the activities of sponsors and the foreign workers they employ:
Changes to the Sponsored Worker’s Employment – Employers must report any significant changes to a sponsored worker’s employment within 10 working days. This includes changes in job titles, duties, salary (outside of standard annual pay increases), work location or working hours.
Absences and Non-Attendance – If a sponsored worker fails to start their employment, is absent without permission for more than 10 consecutive days, or their employment is terminated earlier than expected, the employer must report these events promptly on the Sponsorship Management System.
Changes to the Sponsoring Business – Any changes to the business itself, such as changes in ownership, company name, or key personnel involved in managing the sponsorship license, must be reported.
Reporting on Compliance – The Home Office may request information or documentation to ensure ongoing compliance.
Annual Compliance Reports – Some sponsorship license holders may be required to submit annual compliance reports to the Home Office, summarising their sponsorship activities and confirming their adherence to all sponsorship duties.
Compliance Checklist
Compliance Requirement - Report changes in sponsored worker’s status
Frequency - Within 10 working days
Responsible Personnel - HR Manager / Level 1 User
Reporting Method - Through Sponsorship Management System (SMS)
Consequences of Non-Compliance - Fines, license suspension or revocation
Compliance Requirement - Conduct right-to-work checks
Frequency - At hiring, periodically
Responsible Personnel - HR Manager
Reporting Method - Physical/ digital documentation verification
Consequences of Non-Compliance - Fines, legal penalties
Compliance Requirement - Maintain accurate records
Frequency - Ongoing, for 6 years
Responsible Personnel - HR Manager/ Compliance Officer
Reporting Method - Internal database
Consequences of Non-Compliance - Issues during UKVI audits, potential fines
Compliance Requirement - Annual CoS allocation request
Frequency - Annually
Responsible Personnel - Authorising Officer
Reporting Method - Through SMS
Consequences of Non-Compliance - Delay in hiring if not submitted
Compliance Requirement - Notify UKVI of business changes
Frequency - Within 20 working days
Responsible Personnel - Key Contact/ Authorising Officer
Reporting Method - Through SMS
Consequences of Non-Compliance - Fines, compliance issues
Summary
A UK Sponsorship Visa allows employers to hire non-UK skilled workers who do not already have the right to work for the vacant role. Employers must follow the following steps:
First obtain a sponsorship license from the Home Office, demonstrating that they meet certain requirements, including a genuine need to fill the role in question – £574 for Small Businesses or charities, or £1,579 for Large Businesses.
Once a license is granted, employers can issue Certificates of Sponsorship to foreign workers, enabling them to apply for a sponsored visa – £525, for both Small and Large Businesses.
Next is regarding the management of the sponsor license, including the Immigration Skills Charge – £364 per year for Small Businesses, or £1,000 per year for Large Businesses.
Ensure compliance with Home Office regulations, such as conducting Right to Work checks, maintaining accurate records and reporting any changes in company or worker status. Failure to meet these obligations can lead to penalties, including fines, or suspension or revocation of the sponsorship license.
Total Cost for a 5-year period as an example:
Small Business or Charity:
Sponsor License - £574
Certificate of Sponsorship - £525
Immigration Skills Charge - £1,820
Total - £2,919
Large Business or Charity:
Sponsor License - £1,579
Certificate of Sponsorship - £525
Immigration Skills Charge - £5,000
Total - £7,105
It’s also worth factoring in the potential legal costs, as the employer may want to contact a sponsor license specialist for expert support and guidance on applying to become a license sponsor.
You can check whether a business is already setup with a sponsor license by downloading the Register of Worker and Temporary Worker licensed sponsor list via the gov.uk website.
Additional Resources
GOV.UK Register of Licensed Sponsors
The official UK government list of all UK organisations currently licensed to sponsor workers under various license types. Use this tool to check whether a company holds a sponsor license, or to see examples of similar businesses that are active sponsors.
The official guide to the Skilled Worker Visa, detailing the application process, eligibility requirements, and the responsibilities of both employers and visa applicants. This is an essential resource for those looking to understand the Skilled Worker Visa in detail.
GOV.UK Sponsor Duties and Compliance Requirements
A clear explanation of what employers must do to remain compliant once they become licensed sponsors. This includes record-keeping, reporting duties, and how to avoid enforcement action. Critical reading for maintain good standing with the Home Office.
UK Visas and Immigration (UKVI) Sponsorship Licenses
The official UK government page providing comprehensive guidance on obtaining a sponsorship license, including eligibility criteria, application processes, and maintaining compliance with UK immigration laws.
Home Office Immigration Statistics
A collection of regularly updated statistical reports covering various aspects of immigration to the UK, including work visas, study visas, and family-related migration. These reports offer valuable insights into migration trends and policy impacts.
About BMR Solutions
Founded in 2003, BMR Solutions was established to service the engineering and manufacturing industries as a specialist recruitment agency. With a deep understanding of the industry’s unique challenges, we focus on delivering a consultative and personalised service that supports both clients and candidates throughout the recruitment process.
Led by Kirsty Roberts and James Mansfield, we’ve built a strong and trusted portfolio of clients, ranging from family-run SMEs to globally recognised businesses. We take pride in our local expertise, sector knowledge, and commitment to delivering recruitment with integrity and precision.
Legal Disclaimer
The information contained in this guide is for general informational purposes only and does not constitute legal advice. While every effort has been made to ensure the accuracy of the content at the time of publication, immigration laws and Home Office guidance are subject to change.
Employers are strongly encouraged to consult official government resources or seek professional legal advice before making any decisions related to visa sponsorship or immigration compliance.
BMR Solutions accepts no liability for any loss or damage arising from reliance on the information provided in this document.