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Preparing your Business for Sponsor Licence Compliance

May 28, 2024

The UK is a top destination for work, study, and business. To hire non-UK workers, employers must have a sponsor licence. Without it, companies can face compliance issues and licence revocation, which would halt hiring overseas workers and impact non-UK employees.

It is important to have a solid strategy in place to stay compliant with immigration rules. To save your licence from revocation, you must fulfil the requirements of a sponsor body. In this comprehensive article, we have mentioned several proactive strategies to resolve sponsor licence issues. It can help you understand the legalities and responsibilities of this licence.

To effectively deal with sponsor license revocation issues, it is crucial to first understand the main problems that can cause such issues. Some of the most common problems include failing to comply with reporting obligations, inadequate record-keeping, insufficient HR policies, and potential fraudulent use.

Moreover, changes in immigration laws and regulations present challenges for companies, which must be flexible and compliant. Here in this section, we have mentioned various proactive strategies to avoid the situation of licence revocation.

Impactful strategies for future readiness

  • If you are an employer sponsoring non-UK employees, you are required to comply with immigration rules by keeping records of your migrant workers. You must keep track of every single detail of your non-UK employees from the day they arrived in the United Kingdom.
  • As a sponsor licence holder, you must update the sponsor management system with all the essential details of your employees, such as their contact details, residential addresses, passport numbers, immigration status, and other relevant information.
  • The UK Home Office may conduct compliance checks at any time without prior notice. During these visits, they may request any information related to your migrant workers, and you must provide them with the required details.
  • It is advisable to appoint a compliance officer who will be responsible for assisting the Home Office compliance officer. They will be responsible for presenting all the essential details to the compliance officer.
  • If your business is dependent on migrant workers, you must educate your team and employees about sponsor licence duties and responsibilities. You must make them aware of the various compliance obligations. Conducting extensive training sessions and having thorough discussions with your team can help avoid revocation situations. Seeking professional help can also assist you in understanding all the legalities associated with a sponsor licence. Immigration Lawyers UK can help you understand your sponsor's duties and responsibilities.
  • A robust HR team is essential for keeping a sponsor licence and managing handbooks, attendance records, and notifying the Home Office if a migrant worker is absent for more than ten days.
  • By implementing a comprehensive monitoring system to monitor vital regulatory measures, such as visa expiration dates, notice periods, and amendments to immigration laws, companies can identify potential issues early and take corrective action quickly.
  • Perform regular risk assessments to assess the effectiveness of existing compliance measures and identify weak areas. This may require the engagement of outside counsel or counsel to conduct a comprehensive audit and provide insight into potential risks.
  • It is also essential to inform the Home Office about any relevant changes regarding the salaries and job responsibilities of migrant workers. If any issues appear with the immigration or visa status of the employee, it is crucial to inform the UK visas and immigration.

UK Home Office sponsors must notify any changes regarding their migrant employees, including contact details, residence, and company changes. Sponsor licence holders should update the sponsor management system with all essential information.

Some of the critical factors that are linked with the revocation of a sponsor licence should be kept in mind to ensure that your business operations continue to run smoothly. However, if you are a new licence holder, it may be challenging to comprehend your sponsor duties and responsibilities. In such a situation, it can be highly beneficial to seek professional help.

Why choose UK Visas?

When it comes to sponsor licence compliance you need a service you can trust. All our clients benefit from our bespoke Admin and Compliance package for 12 months as part of our sponsor licence assistance service, and the vast majority opt to continue receiving this service from us thereafter for instant access to expert advice, management of their SMS and reassurance that they will remain compliant and retain their ‘A’ rating.

  • We have a great relationship with the UK Visas team, who provide a prompt, professional service and expert immigration advice. They take the worry out of the visa process, working efficiently even when dealing with numerous requests at once.

    Sarah Bond
    Human Resources Advisor
  • I can honestly say everyone that I deal with at UK Visas are very efficient, super helpful and informative and extremely nice (especially Ana and Garima). Also patient with all my questions – nothing is ever too much trouble, and very prompt with their responses.

    Jackie Thompson
    HR Assistant
  • I’ve worked with UK Visas for almost 10 years now, and the support and advice never fails. From the sponsorship of new employees to training for the whole team, UK Visas are always extremely helpful and knowledgeable. I would highly recommend their services!

    Helena Wittenbach
    Head of Human Resources,
  • Having worked with UK Visas for more than eight years, I cannot recommend their services enough. We have worked with them on a wide variety of immigration topics, including complex licence matters (following acquisitions), day to day sponsorship processes, and reporting; and we have always received an amazing service.

    Members of the team are responsive and come back to our queries quickly, they are always polite, and go out of their way to be as helpful as possible. Thank you to all of the team for the wonderful ongoing support you provide!

    Amy Gadsby
    Director, Human Resources - EMEA
  • We have worked with UK Visas for a number of years and the service that is provided is excellent.

    No query is too big or too small. Always accommodating and helpful. Thank you team!

    Louise Goddard
    Executive Business Partner to CEO and the Board
  • We have worked with UK Visas for over 10 years, since we initially requested obtaining a Sponsor Licence. From day one, their guidance, communication, professionalism, efficiency and support has been and continues to be exemplary, with no request too much.

    Thank you and we look forward to continuing the relationship.

    Sara Searle
    Head of Human Resources and Payroll
  • I’ve worked with UK Visas for over 6 years and always find them helpful, friendly and experts in what they do. I know I can always call them up or send them an email and I will get a detailed response, fast. I wouldn’t hesitate to recommend them to anyone to help and support with your visa journeys.

    Gerry Weiss
    HR Business Partner
  • We have been using UK Visas for many years and service is always expeditious, even as number of requests have increased in recent years. The team advise on a wide range of queries and are always supportive, informative and clear in their advice.

    Jodie Plom
    HR Administrator CVS Vets
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