Administrative & Compliance Support Package
Managing sponsor licence compliance has become increasingly complex, especially with the updated Skilled Worker rules for Certificates of Sponsorship (CoS) assigned on or after 4 April 2024. These changes, along with transitional provisions, place greater responsibility on employers to maintain strict compliance standards.
Every licensed sponsor must operate robust HR systems to:
- Record and monitor employees’ right-to-work checks and visa expiry dates
- Track employee attendance and promptly identify concerns
- Keep contact details and employment records up to date
- Report any organisational changes or updates regarding sponsored workers through the Sponsor Management System (SMS)
To support businesses in meeting these obligations, we provide a comprehensive 12-month Administrative & Compliance Support Package as part of our sponsor licence service. Most clients choose to continue this package beyond the initial year because it offers:
- Immediate access to expert compliance guidance
- Full SMS management and reporting
- Peace of mind that their organisation stays fully compliant
- Continued confidence in maintaining an ‘A’ rating with the UKVI
Our tailored support ensures sponsors remain compliant and prepared for any Home Office audits or unexpected changes.
New Arrangements for Skilled Workers (Effective April 2024 Onward)
Higher Salary Thresholds:
The minimum salary requirement for Skilled Workers has significantly increased to £38,700 per year or the applicable going rate for the specific occupation, whichever is higher.
Updated Certificate of Sponsorship (CoS) Requirements:
When assigning a CoS, sponsors must now clearly specify the correct Standard Occupational Classification (SOC) code, ensuring the role aligns with UKVI’s eligibility criteria.
Enhanced Compliance Oversight:
UKVI has strengthened its compliance regime, introducing more frequent and detailed audits to verify that sponsors are fulfilling their reporting duties, maintaining accurate HR records, and adhering to all licence obligations.
Reporting Duties for Sponsors: Key Timeframes
Within 10 Working Days, Sponsors Must Report:
- If a sponsored worker fails to start their role within 28 days of the start date.
- Any unauthorised absence of more than 10 consecutive working days.
- If the worker takes unpaid leave exceeding 4 weeks in a calendar year (unless exempt).
- Any reduction in the worker’s salary from what was declared on the CoS.
- Any substantial changes to the job, including job title, duties, role adjustments, or promotions within the same SOC code.
- Any change to the worker’s main work location, including remote-work arrangements if applicable.
- Ending a worker’s sponsorship, whether due to resignation, dismissal, or any other reason.
Within 20 Working Days, Sponsors Must Report:
- If the business stops trading, becomes insolvent, or enters administration.
- Any major operational changes, such as restructuring or significant shifts in business activity.
- A merger, acquisition, or takeover that impacts the sponsor licence or sponsored workers.
- Any changes to contracts involving seconded workers or service suppliers.
- Changes to business addresses, including new branch locations.
- If the Authorising Officer (AO) leaves the organisation, changes role, or takes long-term leave (e.g., maternity, illness).
Support
Administrative & Compliance
With compliance rules becoming increasingly complex, UK Visas ensures your organisation stays fully aligned with UKVI requirements. Our expert team helps you maintain your ‘A’ rating, avoid penalties, and confidently navigate audits or inspections.
Our customised Admin and Compliance Package provides 12 months of dedicated support, including full Sponsor Management System (SMS) management, timely reporting, and immediate access to specialist guidance—giving you complete peace of mind throughout your sponsorship journey.
