QAZI & CO SOLICITORS | BUSINESS IMMIGRATION

Sponsor Licence Solicitors in London for UK Employers

Practical sponsor licence and compliance advice

Our sponsor licence solicitors in London advise businesses, charities and other organisations on sponsor licence applications, sponsored recruitment and ongoing compliance. From our Hendon office, Qazi & Co Solicitors assists employers across London and throughout the UK with clear, commercially focused guidance.

Arrange a business immigration consultationCall 020 3161 5450

When is a sponsor licence required?

An employer will usually need a sponsor licence to employ a person who does not already have permission to work in the proposed role in the UK. Some workers do not require sponsorship, including Irish citizens, people with settled or pre-settled status under the EU Settlement Scheme and people with indefinite leave to enter or remain. This is not an exhaustive list, so the worker’s existing status and the proposed employment should be checked before sponsorship is pursued.

A sponsor licence allows an approved organisation to assign a Certificate of Sponsorship for an eligible role. A Certificate of Sponsorship is an electronic record, not a paper certificate, and it does not itself guarantee that the worker’s visa application will be granted.

Sponsor licence eligibility

UKVI will consider whether the organisation is genuine and lawfully operating, whether it is honest and dependable, whether it can carry out its sponsor duties, and whether it intends to sponsor workers in eligible roles. The organisation must normally have appropriate systems to monitor sponsored workers and suitable people to manage sponsorship.

Previous immigration non-compliance, relevant criminal convictions, a recent refusal or a previous licence revocation can affect eligibility. These matters should be disclosed and assessed before an application is submitted.

Key personnel and sponsorship management

The application identifies the people responsible for the licence and access to the Sponsor Management System. Depending on the organisation and route, these roles include the authorising officer, key contact and Level 1 user. The proposed personnel must be suitable, understand their responsibilities and have enough authority and knowledge to manage sponsorship properly.

We help employers decide who should hold each role, identify potential suitability issues and put practical internal responsibilities in place.

Eligible roles and sponsored recruitment

Before applying, an employer should consider the proposed occupation code, duties, skills, salary, working pattern and whether the vacancy is genuine. The role must meet the requirements of the relevant immigration route. A licence should not be treated as permission to sponsor any worker for any job.

We can review the proposed role and recruitment plan, explain the relevant sponsorship route and identify issues that may need to be resolved before a Certificate of Sponsorship is assigned.

Supporting documents and the application

The supporting evidence depends on the organisation, its regulatory position and the route requested. Documents commonly address the organisation’s legal existence, trading presence, registration, finances, premises and operational activities. Mandatory evidence and information must normally be provided in the required form and within the applicable deadline.

Our work can include a tailored document checklist, review of business and HR evidence, preparation of the online application, a covering submission and guidance on the post-application process.

Sponsor duties and HR compliance

A sponsor licence brings continuing responsibilities. Employers need systems that can monitor immigration status, contact details, attendance and relevant changes. They must carry out and retain evidence of right-to-work checks, keep the records required by the sponsor guidance, report specified events within the applicable timescales and comply with employment law.

• monitor sponsored workers’ immigration status and visa expiry dates;
• retain required identity, right-to-work, recruitment, role and salary evidence;
• keep workers’ contact details and relevant records up to date;
• record and monitor attendance and unexplained absences;
• report specified organisational and worker changes through the Sponsor Management System; and
• ensure sponsored roles and pay remain consistent with the applicable route and Certificate of Sponsorship.

We can review current systems, identify practical gaps and help the organisation prepare proportionate policies, checklists and responsibility lines.

Home Office compliance visits

UKVI may conduct a compliance visit before or after granting a licence. It may examine the organisation’s records, recruitment practices, sponsored roles, HR systems and the understanding of key personnel. We help employers prepare for a visit, organise relevant documents and respond to issues raised by UKVI.

After the licence is granted

A successful sponsor can assign Certificates of Sponsorship for suitable roles within the scope of its licence and allocation. The employer must continue to meet its duties as the business, workforce and sponsored roles change. We advise on Certificates of Sponsorship, licence changes, key personnel updates, renewals where applicable and compliance questions arising during the life of the licence.

Refusal, suspension, downgrading or revocation

A refusal or licence action should be reviewed promptly. The available response depends on the decision, the alleged breach and the relevant sponsor guidance. Options may include correcting an application, responding to a suspension letter, making representations, applying again after any cooling-off period, or considering public-law remedies where appropriate.

Do not assign further Certificates of Sponsorship or take steps that may worsen the position without understanding the effect of the Home Office decision. Read our guidance on immigration refusals and challenges.

How Qazi & Co can help

• assess whether a sponsor licence is required and which route is appropriate;
• review the organisation, proposed roles and key personnel;
• prepare a tailored supporting-document checklist;
• review HR systems, reporting arrangements and record keeping;
• prepare the application and supporting legal representations;
• advise on Certificates of Sponsorship and sponsored recruitment;
• prepare for compliance visits and respond to UKVI enquiries; and
• advise on refusals, suspension, downgrading and revocation.

Documents for an initial assessment

• Companies House, charity or other registration details;
• a short description of the organisation’s activities and structure;
• details of the roles and workers the organisation wishes to sponsor;
• current HR policies, right-to-work and personnel-record processes;
• details of the proposed authorising officer and other key personnel;
• any previous sponsor licence applications or licences; and
• all relevant UKVI correspondence, including refusal or compliance letters.

Frequently asked questions

Does every overseas worker need sponsorship?

No. Some people already have permission to work without sponsorship. The employer should check the individual’s status and carry out the prescribed right-to-work check before employment begins.

Will UKVI visit before granting the licence?

UKVI may visit before or after a decision. Employers should be able to show that the organisation is genuine and that its systems, records and key personnel can meet sponsor duties.

Does a sponsor licence guarantee the worker’s visa?

No. The worker must make a separate immigration application and meet the requirements of the relevant route.

Can a small business obtain a sponsor licence?

Potentially, yes. Size alone does not prevent an application, but the organisation must meet the eligibility requirements and operate suitable, proportionate systems for sponsorship compliance.

Official sponsor guidance

Employers should review the current GOV.UK employer sponsorship overview and the detailed Home Office sponsor guidance. The rules and guidance change regularly.

Speak to our business immigration team

Our immigration department is led by Alvyn Kee（纪律师）, Solicitor (MSc, MBA) and Commissioner for Oaths, qualified in 2007. Call 020 3161 5450, email advice@qazisolicitors.com or contact Qazi & Co Solicitors. Appointments are available at our Hendon office or remotely.

Related services

• Immigration services for individuals and businesses
• Refusals and immigration challenges
• Immigration fees information

Important: This page provides general information only and is not legal advice. Sponsor guidance, eligible occupations, salary requirements, fees and procedures can change. Advice must be based on the rules and guidance in force and the organisation’s circumstances at the relevant time.