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Sponsorship license and Compliance

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Tier 2 and Tier 5 Sponsorship Licence Application

  • The Sponsorship Licence is ideal for a employer who wishes to recruit a worker from inside or outside the UK or EEA.
  • You can apply for a sponsorship licence as a single body or as a number of branches, Franchises or if you have taken over a company. The documents requirement for each kind of business will be different depending upon the nature of the job specification.
  • The licence you need depends on whether the workers you want to fill your jobs are:
    • Tier 2 – skilled workers with long-term job offers
    • Tier 5 – skilled temporary workers
  • You can apply for a licence covering either tier or both.
  • Sponsorship licences are valid for 4 years
  • Requirements:
    • The appointed staff have no unspent criminal convictions for immigration offences or other crimes, including dishonesty offences;
    • The company or anyone involved in sponsorship does not have a history of failing to carry out sponsorship duties
    • You’ll need appropriate systems in place to monitor sponsored employees.
    • Must have settled status or valid visa in the UK

Compliance:

  • Assist with compliance:
  • How to check foreign workers have the necessary skills, qualifications or professional accreditations to do their jobs
  • How to keep copies of documents showing this
  • How to assign certificates of sponsorship to workers when the job is suitable for sponsorship
  • When and how to inform the UK Visas and Immigration (UKVI) if your sponsored workers are not complying with the conditions of their visa
  • The consequences of not following your duties as a sponsor:
    • Your licence may be downgraded
    • suspended or
    • withdrawn if you do not meet them

Monitoring employees

  • You must have HR systems in place that let you:
    • monitor your employees’ immigration status
    • keep copies of relevant documents for each employee, including passport and right to work information
    • track and record employees’ attendance
    • keep employee contact details up to date
    • report to UKVI if there is a problem, for example if your employee stops coming to work