Employer Guide to Certificates of Sponsorship
Certificate of Sponsorship for Employers
If you’re an employer planning to hire non-UK residents, understanding the UK Certificate of Sponsorship (CoS) process is essential. While the process can be complex, the right guidance makes it manageable, helping you bring international talent into your organisation smoothly and efficiently.
This guide breaks down the CoS process step by step, providing accurate, up-to-date information for employers looking to recruit skilled workers from overseas or sponsor employees already in the UK.
We cover:- Eligibility criteria for employers and employees
- The application process and how to issue a CoS
- Required documentation to support a successful application
- Additionally, we share practical tips to streamline the process and avoid common mistakes, ensuring your sponsorship applications are handled correctly.
With this comprehensive guidance, you’ll be empowered to make informed decisions and significantly increase your chances of successfully obtaining a Certificate of Sponsorship for your UK workforce needs.
What is a Certificate of Sponsorship?
Certificate of Sponsorship (CoS) – Essential for Hiring Non-Settled Workers
A Certificate of Sponsorship (CoS) is a mandatory requirement for any UK employer wishing to hire a non-settled worker—someone who does not hold British or Irish citizenship or indefinite leave to remain (ILR). The CoS is an electronic record issued by a licensed sponsor, confirming the employer’s intention to sponsor the worker’s visa application under an eligible work route.
Responsibilities for Employing Overseas Skilled Workers
Defined vs. Undefined CoS
Employers must choose the correct type of CoS based on the worker’s circumstances:
- Defined CoS – for individuals applying from outside the UK under the Skilled Worker route
- Undefined CoS – for workers already in the UK, including those extending their visa, switching employers, or changing visa categories
Key Requirement
A valid sponsor licence is mandatory before an employer can assign any type of CoS. Proper understanding and management of CoS assignments are crucial to ensure compliance with Home Office regulations.
For guidance on sponsorship applications or to navigate these requirements efficiently, professional support can help streamline the process and ensure full compliance with UK immigration rules.
Requirements
Key Requirements for a Certificate of Sponsorship (CoS)
Job Role and Skill Level
The sponsored position must meet the UKVI skill level requirements, follow the UK Standard Occupational Classification (SOC) system, and represent a genuine role within the organisation.
Salary Threshold
The offered salary must meet the minimum threshold set by the UKVI, which varies by role, location, and CoS type. Currently, the threshold is £29,000 per year for most roles.
English Language Proficiency
Sponsored employees must demonstrate proficiency in English through approved tests or recognised qualifications.
Maintenance Funds
In some cases, employees need to prove they have sufficient funds to support themselves and any dependents in the UK.
Compliance with Immigration Rules
Employers must adhere to all UKVI requirements, including maintaining accurate records, reporting changes in employee circumstances, and ensuring all documentation is complete and up to date.
How to Apply for a Certificate of Sponsorship (CoS)
We can assist you throughout the entire process—advising on required documents, preparing submissions, and ensuring each step is completed accurately.
Step 1: Confirm That Your Organisation Holds a Valid Sponsor Licence
Before you can issue a CoS, your organisation must have an approved Worker or Temporary Worker sponsor licence from the UK Home Office.
What we do:- Check your licence status.
- Review your licence rating (A-rating required).
- Ensure your organisation meets all compliance duties.
Step 2: Identify the Correct Job Role and SOC Code
Each sponsored role must fall under an approved Standard Occupational Classification (SOC) code and meet the minimum skill level requirements.
What we do:- Analyse the job description.
- Match the correct SOC code.
- Verify that the role meets Home Office skill and eligibility rules.
Step 3: Check the Salary Meets Immigration Salary Thresholds
The job must meet the minimum salary requirement set by UKVI for the Worker route (general threshold or going rate).
What we do:
- Calculate the qualifying salary.
- Ensure compliance with the “general threshold” or “going rate”, whichever applies.
- Advise on allowable salary reductions (if applicable).
Step 4: Choose the Type of Certificate of Sponsorship
There are two main types of CoS:- Defined CoS-for Skilled Worker visa applicants outside the UK.
- Undefined CoS-for applicants inside the UK (including visa switches or extensions).
- Determine which category applies.
- Prepare and submit the request where needed.
Step 5: Request a Defined CoS (if required)
For applicants overseas, you must request a Defined CoS through the Sponsor Management System (SMS). What we do:- Draft and submit the Defined CoS request on your behalf.
- Provide supporting information to the Home Office.
- Monitor the application until approval.
Step 6: Gather Required Information and Documents
The employer must collect all details required to assign the CoS, including:
- Applicant’s personal details
- Job title and duties
- SOC code
- Salary
- Work location
- Start and end dates of employment
What we do:
- Provide a checklist of required documents.
- Verify accuracy and compliance with UKVI rules.
Step 7: Assign the Certificate of Sponsorship Through the SMS
Once approved, the CoS is formally issued via the Sponsor Management System.
What we do:
- Prepare the CoS entry accurately.
- Upload supporting evidence if required.
- Ensure no errors that could affect the visa application.
Step 8: Pay the Required CoS Fees
Fees may include:
- CoS assignment fee
- Immigration Skills Charge (if applicable)
What we do:
- Advise on applicable charges.
- Ensure timely payments to avoid delays.
Step 9: Provide the CoS Number to the Applicant
After submission, the system generates a unique CoS reference number.The applicant uses this number to apply for their visa.
What we do:
- Share the CoS number securely.
- Guide the applicant on the next steps for their visa application.
Step 10: Maintain Ongoing Sponsor Compliance
After issuing a CoS, employers must meet all Home Office compliance duties.
What we do:
- Advise on right-to-work checks.
- Guide you on record-keeping and reporting obligations.
- Support you during audits or compliance visits.
FAQ
Frequently Asked Questions
No. A CoS cannot be transferred between employers. If an employee moves to a different organisation, the new employer must issue a fresh CoS. Exceptions may only apply within the same corporate group where internal moves are allowed.
Processing times vary depending on the type of CoS and Home Office workload. Defined CoS requests may take a few days, while assigning an Undefined CoS can often be completed the same day. Employers should allow sufficient time for internal checks and Home Office review.
Yes. A CoS can be extended if the employee continues in the role beyond the initial period. The employer will need to issue a new CoS for the extension, ensuring salary and role requirements still meet current immigration rules.
No. Each sponsored worker requires an individual Certificate of Sponsorship. A single CoS is valid for one person and one specific role only.
Yes. Employers may include a clawback clause in employment contracts to recover certain costs if the employee leaves early. Some NHS surcharge costs may also be recoverable under specific circumstances, provided the process complies with UK employment law.
