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Guidance on Sponsor Licence Applications For Employers

Located in London, Osbourne Pinner Solicitors provides unparalleled guidance on how employers should apply for a sponsor licence.

This guide is your comprehensive resource for understanding the intricacies of applying for a sponsor licence. We’ll demystify the application process, offering clear, step-by-step assistance to employers who wish to acquire a sponsor licence for overseas workers.

These expert insights will equip you with the knowledge needed to secure your licence and expand your workforce.

If you need assistance, our dedicated team of immigration experts offers bespoke support throughout the sponsor licence application process for employers.

For a personalised consultation with our business visa immigration team in London, reach out to us at [email protected] or call 0203 983 5080.

Take advantage of our complimentary 30-minute consultation to learn more about our services and our commitment to a 100% success rate in sponsorship licence applications for employers.

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What is UK Visa Sponsorship?

UK Visa Sponsorship plays a pivotal role in the UK’s points-based immigration system, facilitating non-UK citizens to work in the country through various sponsored work visas. These include the:

Each of these visa categories requires the sponsorship of a licensed employer, making it essential for companies to obtain a sponsorship licence from UK Visas & Immigration (UKVI). This is the division of the Home Office tasked with overseeing UK immigration. The licence grants an organisation the authority to sponsor employees within its operations. It’s important to note that sponsorship licences are exclusively available to organisations, not individuals.

The sponsorship regime serves as a critical tool for the Home Office in preventing illegal employment and misuse of the immigration system. By agreeing to become a sponsor licence holder, an organisation commits to adhering to specific compliance responsibilities, thereby subjecting itself to potential Home Office scrutiny.

The objectives of the sponsorship system include ensuring that:

  • Sponsors meet all compliance duties associated with sponsoring migrant workers.
  • Sponsored workers meet the necessary points requirements and possess the appropriate qualifications and language skills.
  • The roles being sponsored meet the Home Office’s criteria for skill level, salary, and genuineness.

Non-compliance with these duties can lead to severe consequences, including substantial fines or revocation of your licence. Such enforcement actions could result in sponsored employees losing their employment and having their visas curtailed, necessitating their premature departure from the UK.

In addition to these points, it’s crucial for potential sponsors to understand the application process for a sponsorship licence, which involves demonstrating their ability to comply with the Home Office’s requirements. This includes having robust HR and reporting systems in place to manage sponsored employees effectively and ensuring that the organisation is prepared for any compliance visits from the Home Office.

What are the Different Types of Sponsor Licences?

In the UK’s points-based immigration system, sponsor licences are categorised into two main types. Sponsorship licences for ‘Workers,’ encompassing skilled or long-term employment. A ‘Temporary Worker’ licence, covering specific types of temporary employment. Understanding these categories and the visas they encompass is crucial for employers looking to sponsor international talent.

Temporary Worker Sponsor Licence Routes

For individuals undertaking unpaid voluntary work for a charity in the UK.

For individuals in the creative industries contributing to the UK’s cultural sector.

Facilitating visas for those coming to the UK for religious work, including preaching, pastoral and non-pastoral roles.

For individuals participating in approved schemes that aim to share knowledge, experience, and best practices.

For individuals coming to the UK under contract to provide a service covered by international law.

For graduate trainees in global companies, promoting international training and development.

For employees of foreign service providers coming to the UK to deliver a contract.

For employees of overseas businesses looking to establish a UK branch or subsidiary.

For employees on secondment to a UK branch of a multinational corporation, for specific training or projects.

For seasonal employment in the UK, particularly in the agricultural sector.

Worker Sponsor Licence Routes

For skilled professionals to work in the UK, under a UK employer.

For medical professionals, supporting the healthcare sector’s talent needs.

For senior or specialist employees transferring to the UK as part of a global business strategy.

For those coming to the UK for religious work, including preaching, pastoral, and non-pastoral roles.

For elite sportspeople and coaches looking to work in the UK.

There are also some other visa categories which don’t fit into the ‘Worker’ or ‘Temporary Worker’ categories. These include the Global Talent Visa, Innovator Founder Visa, Scale Up Visa and the Youth Mobility Scheme. However, these are still essential parts of the UK’s approach to facilitating international talent and entrepreneurship.

Each visa category has specific requirements and conditions, reflecting the diverse needs of the UK’s labour market and the strategic importance of international talent across sectors. Employers must ensure they apply for the correct type of sponsor licence to meet their recruitment needs and comply with the Home Office’s regulations.

Sponsor Licence Application Requirements

The Home Office assesses an employer’s ability to meet specific eligibility and suitability criteria during the sponsor licence application process. This assessment is conducted by a dedicated Sponsor Applications Unit within the Home Office.

There are no restrictions on the size or type of organisation that can obtain a sponsorship licence, provided they meet the eligibility and suitability criteria for the specific category or tier for which they are applying. Failure to meet these criteria will result in the rejection of the sponsor licence application for the employer.

Eligibility Criteria

The company must be conducting legitimate business activities or operating lawfully within the UK. For example, limited companies must be registered with Companies House. Although the guidelines do not specify a minimum operational period, there must be someone residing in the UK, associated with the company, who can communicate with the Home Office regarding the sponsor licence application.

The application will be rejected if the company lacks an operational or commercial presence in the UK. A company without physical business premises in the UK can still apply for a skilled worker sponsor licence if it operates a virtual business model. However, it must unequivocally demonstrate its ability to fulfil sponsor duties and that it is legally operating or conducting business within the UK.

Suitability Criteria

The Home Office will verify that the sponsor offers a genuine vacancy that meets the skilled worker sponsor licence criteria. The Home Office may request additional information to verify the specific nature of the role, its duties, and to confirm the role genuinely exists. Job descriptions that do not align with the skill level required may raise suspicions about the genuineness of the vacancy.

The organisation must have HR and recruitment processes in place capable of fulfilling sponsor duties and documenting compliance. The Home Office reserves the right to conduct site inspections before (and after) granting the licence to ensure sponsor compliance.

The organisation and its key personnel (owners, directors, senior executives) must not have any unspent criminal convictions, ensuring the organisation is “honest, dependable and reliable.”

The organisation must not pose a threat to immigration control, with no history of non-compliance or illegal activities.

If applicable, the organisation must have the correct planning permission or Local Planning Authority consent for the type of business operated at the trading address.

Additionally, organisations applying for a skilled worker sponsor licence must be prepared to demonstrate their ongoing commitment to compliance with immigration laws, such as:

  • The ability to monitor sponsored employees and report any changes in their circumstances to the Home Office.
  • Ensuring that sponsored employees are paid at or above the appropriate rate for their job as per the Home Office guidelines.

Authenticity Assessment for Sponsor Licence Applications

For the authenticity assessment in sponsorship licence applications, you’ll need to present a robust business case to the Home Office. This assessment is crucial in determining the legitimacy of your need to sponsor a foreign national for a specific role within your organisation, as well as your overall need for a sponsor licence.

To successfully navigate the authenticity assessment, it’s essential to articulate clear and compelling business reasons for both the sponsorship of a foreign national and the acquisition of a sponsor licence. Your application’s success hinges on demonstrating the genuine need for the specific role you intend to fill with a sponsored employee.

To successfully navigate the authenticity assessment, it’s essential to articulate clear and compelling business reasons for both the sponsorship of a foreign national and the acquisition of a sponsor licence. Your application’s success hinges on demonstrating the genuine need for the specific role you intend to fill with a sponsored employee.

The authenticity assessment may be conducted at various stages, including:

  • During the initial application process for a sponsor licence.
  • As part of a licensing compliance visit.
  • When requesting a Certificate of Sponsorship for a foreign national.

The criteria applied remain consistent across these scenarios, focusing on the authenticity of the job role in question.

Key Aspects of the Authenticity Assessment

The role must align with one of the government’s designated Standard Occupation Codes, ensuring it meets the specific requirements of the relevant visa category.

The role should logically correspond with the nature and needs of your business. For example, the Home Office may question the necessity of an HR Manager position in a small restaurant with a limited number of staff, suggesting the role might not genuinely require sponsorship.

If a specific individual is already identified for the role, their background, education, and prior work experience should be relevant and appropriate for the position. This ensures the role is not being tailored or exaggerated merely to meet visa requirements, such as salary thresholds.

To strengthen your application and increase the likelihood of passing the authenticity assessment, consider including detailed job descriptions, evidence of recruitment efforts, and explanations of how the role contributes to your business objectives. Additionally, providing context on how the position fits within your organisational structure and industry standards can further substantiate the genuine need for a sponsored employee.

Remember, the authenticity assessment is designed to ensure that sponsor licences are granted for genuinely needed roles that contribute to the UK’s economy and labour market. It’s not just about filling a position but about demonstrating the strategic importance of the role to your business operations and how it aligns with the broader goals of your organisation.

Preparing a comprehensive package of documentation is critical. This may include:

  • Business plans showing future projects or expansions that necessitate hiring foreign talent.
  • Financial records to prove the sustainability and growth potential of your business.
  • Evidence of advertising the role within the UK job market to demonstrate that efforts have been made to recruit domestically without success.
  • Organisational charts that highlight the vacancy’s place within the company and its significance.

The role should logically correspond with the nature and needs of your business. For example, the Home Office may question the necessity of an HR Manager position in a small restaurant with a limited number of staff, suggesting the role might not genuinely require sponsorship.

If a specific individual is already identified for the role, their background, education, and prior work experience should be relevant and appropriate for the position. This ensures the role is not being tailored or exaggerated merely to meet visa requirements, such as salary thresholds.

Engage proactively with the Home Office throughout the application process. If there are any changes in your business circumstances or if additional information is required, timely communication can help avoid misunderstandings or delays.

Businesswoman Communicating About Sponsor Licence

Demonstrate your commitment to compliance by having robust systems in place for monitoring immigration status, keeping records, and reporting to the Home Office. Training for staff involved in the sponsorship process is also advisable to ensure they understand their responsibilities and the legal requirements.

Genuineness Test for Your Sponsor Licence Application

The genuineness test is a critical component of the sponsor licence application process, designed to evaluate the legitimacy of the need for a foreign national in a specific role within an organisation. This assessment ensures that the roles for which sponsorship is sought are genuine vacancies that contribute meaningfully to the organisation’s operations.

To pass the genuineness test, employers must present a solid business case to the Home Office, detailing the reasons for requiring a sponsor licence and the necessity of filling the vacancy with a foreign national. Convincing business justifications are paramount, demonstrating the role’s alignment with the organisation’s operational needs and strategic objectives.

The genuineness test may be applied at several junctures:

  • During the initial sponsor licence application process.
  • At the time of a licensing compliance visit.
  • When requesting a Certificate of Sponsorship for a foreign national.

Employers must prove that:

  • The role meets the criteria of the relevant visa category, aligning with one of the government’s designated Standard Occupation Codes.
  • The role is a suitable fit for the organisation, making logical sense for a business of its size and sector to require such a position.
  • For identified candidates, their previous employment or training aligns with the new role, ensuring that salary and role adjustments are not made solely to meet immigration requirements.

Should the Home Office harbour doubts regarding the vacancy’s genuineness, they may request additional information or evidence from the employer. This scrutiny ensures that job descriptions accurately reflect the role’s requirements and responsibilities. Failure to comply with these requests in a timely manner may lead to having your sponsor licence application refused.

Furthermore, visa applicants may undergo additional scrutiny to verify the vacancy’s genuineness. This could involve providing further evidence, attending an interview, or both, to assess their understanding of the role, relevant experience, and the recruitment process.

Special attention is advised for applications within ‘high-risk’ sectors. While not explicitly defined, these typically include industries like caregiving and hospitality. The applicant’s immigration history may also influence the assessment of the application’s genuineness.

Applying for a licence in anticipation of future needs still requires employers to articulate the types of roles they intend to fill, ensuring these positions genuinely align with the organisation’s broader operational framework.

Sponsor Licence Duties

Holding a sponsor licence comes with a commitment to administrative responsibilities designed to prevent illegal employment. Firstly, sponsors have a duty to cooperate with the Home Office, including facilitating compliance visits – both announced and unannounced. Other primary duties include:


Sponsors are obligated to keep detailed records of their sponsored employees, including supporting documents verifying their eligibility to work in the UK. These records must be readily accessible and include:

  • Passport and travel documents.
  • Immigration status documents, detailing their permission to stay in the UK.
  • Biometric Residence Permit (BRP), if applicable.
  • National Insurance numbers (where applicable), employment history, and up-to-date contact information.

Employers should refer to Appendix D of the Sponsor Licence Guidance for a comprehensive list of required supporting documents.

Monitoring and Reporting

Employers must implement systems to effectively manage and monitor their sponsored employees. This includes reporting to the Home Office within ten working days if a sponsored employee:

  • Fails to commence their employment as expected.
  • Is absent from work for more than ten consecutive days without permission.
  • Terminates their employment earlier than expected, for reasons such as resignation.
  • Changes their immigration category, e.g., from a Skilled Worker visa to Indefinite Leave to Remain.

Absence Monitoring

Sponsors must authorise and keep records of all absences, including sickness, annual leave, study leave, and overseas travel. An effective sick leave policy should be in place and adhered to by the organisation.

Notifying the Home Office of Changes in Circumstances

Sponsors must maintain accurate records of the key personnel listed on their sponsor licence and report any changes through the Sponsor Management System (SMS). This includes notifying UK Visas and Immigration (UKVI) of significant changes such as:

  • Changes in key personnel.
  • Organisational relocation or change of address.
  • Any substantial changes in the organisation’s structure or operations, including opening or closing of branches.

While the Sponsorship Management System may not specifically track UK branch information, maintaining accurate records of any changes to the organisation’s UK operations is crucial for ensuring the licence reflects the current state of the business.

Notifying the Home Office of Changes in Circumstances

Sponsor Licence Management & Compliance

Appointing Key Personnel

Selecting your “key personnel” is a pivotal aspect of the sponsor licence application. These individuals will undertake essential roles in managing the sponsor licence in line with Home Office guidelines. The roles include:

  • Authorising Officer (AO): This senior position, typically linked to hiring and/or human resources, oversees the systems and processes related to the management and operation of the sponsor licence. There can only be one authorising officer at any given time, and their presence is mandatory.
  • Key Contact: This individual acts as the primary liaison with the Home Office for matters related to the sponsor application and licence. The application must specify the key contact’s details, and only one key contact can be designated at a time.
Key Contact for Sponsor Licence

Level 1 User

For daily licence management, Level 1 users operate within the Sponsor Management System (SMS).

While multiple Level 1 users can be assigned, it’s prudent to limit the number to ensure clear accountability. Initially, the Level 1 user must be an employee, but post-approval, additional Level 1 users, including legal representatives, may be appointed.

Understanding Visa Routes

  • Skilled Worker Visa: Reflecting changes in UK immigration law effective from December 2020, the Skilled Worker visa replaces the Tier 2 (General) visa route. From January 1, 2021, employers seeking to hire skilled workers from the EEA and Switzerland, who do not have pre-settled or settled status under the EU Settlement Scheme, must hold a valid sponsor licence.
  • Tier 5 (Charity) Sponsor Licence: This licence is for organisations looking to sponsor individuals coming to the UK to undertake unpaid voluntary work for a charity. Eligible charities can sponsor volunteers under the Tier 5 (Charity) visa, allowing them to work in the UK for up to a year.

What are Sponsorship Certificates?

Formally known as a Certificate of Sponsorship (CoS), a Sponsorship Certificate is a unique reference number that a sponsoring organisation assigns to a potential employee. This number is crucial for individuals seeking to work in the UK under a sponsored visa category. It serves as evidence to the Home Office that the individual and the sponsoring firm have met all the necessary criteria under the chosen visa route.

Importance of the Certificate of Sponsorship

For visa applicants under a sponsored category, possessing a CoS is a mandatory step in the application process. It essentially links the visa applicant to their sponsor, ensuring that the Home Office has a record of the employment offer and its compliance with immigration rules.

Types of Certificates of Sponsorship

There are two main types of CoS:

Defined CoS

Required for individuals who are currently outside the UK and wish to apply for entry clearance. To obtain a Defined CoS, the sponsoring employer must apply via the Sponsor Management System (SMS), providing detailed information about the job role, salary, and the prospective employee. This process ensures that the position meets the criteria for sponsorship and that the applicant is eligible to apply for a visa under the sponsored route.

Undefined CoS

Used for individuals who are already in the UK and seek to extend their stay, switch to a skilled worker visa, or in some cases, apply from within the UK. Sponsors have an annual allocation of Undefined CoS certificates they can assign to eligible employees. If the allocation is exhausted, they can request additional certificates through the SMS. The Home Office aims to respond to such requests within one working day, streamlining the process for both sponsors and applicants.

How to Apply for a Sponsorship Licence

Securing a Sponsor Licence is a critical step for UK employers looking to hire international talent. The process is facilitated through the Sponsorship Management System (SMS), an online platform where the application form can be accessed and submitted. While navigating the SMS is straightforward, applicants are advised to save their progress frequently due to the system’s older interface, which may pose a risk of data loss.

Key Application Requirements:

When filling out the application form, you will need to provide detailed information, including:

  • Type of Sponsor Licence: Clearly specify whether you are applying for a licence to sponsor ‘Workers’ (which includes skilled or long-term employment) or ‘Temporary Workers’ (covering specific types of temporary employment).
  • Contact Details: Provide accurate contact information for your organisation. This includes the address, email, and phone number where the Home Office can reach you for any queries or additional information.
  • Key Personnel: Identify the individuals within your organisation who will be responsible for managing the sponsorship process. This includes the Authorising Officer, Key Contact, and Level 1 User, each playing a crucial role in maintaining compliance with the Home Office’s requirements.
  • Supporting Documents: List all supplementary documents you plan to submit alongside your application. These documents are vital for proving your organisation’s eligibility and readiness to take on the responsibilities of a sponsor. According to the guidance provided by the Home Office, these may include proof of business registration, financial statements, and evidence of compliance with UK employment law.

Given the complexities and the high stakes of the sponsor licence application process, many organisations choose to seek professional guidance. Osbourne Pinner stands ready to assist you with expert advice and strategic solutions tailored to your unique situation. Our team of experienced business immigration solicitors can help simplify the application process, ensuring you meet all the requirements and maximise your chances of a successful outcome.

Assigning Certificates of Sponsorship

When it comes to assigning Certificates of Sponsorship (CoS), sponsors must navigate the process with precision and awareness of the rules.

Types of Certificates of Sponsorship

As mentioned above, there are two main types of Certificates of Sponsorship:

  • Defined CoS: Job-specific and used for workers applying from outside the UK. Sponsors must request and assign a defined CoS for each individual job role.
  • Undefined CoS: Allocated to sponsors with an annual limit and can be used for a variety of roles, primarily for workers already in the UK.

Consequences of Misallocation

Assigning the incorrect type of CoS not only violates the rules but can also disrupt the visa application process for the worker. For example, a defined CoS must be used for the specific job mentioned in the CoS application, and an undefined CoS cannot be substituted when a defined CoS is required.

Application Process for Sponsorship Certificates

To apply for sponsorship certificates, UK organisations must indicate their need for undefined CoS through their sponsor licence application by April 5, marking the end of the CoS allocation year. Upon approval of the licence, the organisation receives the CoS and can immediately assign it to the prospective employee. This enables the worker to proceed with their Home Office visa application using the CoS reference number.

Recommendations for Sponsors

  • Plan Ahead: Estimate your need for undefined CoS accurately to avoid shortages or excess.
  • Compliance: Ensure strict adherence to the rules governing the assignment of CoS to prevent legal issues and delays in your employees’ visa processes.
  • Documentation: Keep detailed records of all CoS assignments to support compliance checks by the Home Office.

How Much Does a UK Sponsor Licence Application Cost?

Applying for a UK sponsorship licence involves various fees, which depend on the size, annual turnover, and type of the organisation applying. Here’s a breakdown of the costs associated with obtaining and maintaining a sponsorship licence for employers:

Sponsor Licence Application Fee

The application fee for a small or charitable sponsor is £536. An organisation is considered ‘small’ if it meets two of the following criteria: annual turnover of £10.2 million or less, £5.1 million or less on its balance sheet, or 50 employees or fewer.

For medium or large sponsors, the sponsor licence application fee is £1,476.

Additional Charges and Fees

Assigning a CoS costs £199 per certificate. This sponsor licence fee applies each time a CoS is assigned to a new or existing employee.

This charge is levied on employers for each foreign worker they sponsor. It’s £1,000 per worker, per year for large businesses, and a reduced rate of £364 per worker, per year for small businesses and charities.

Fees also apply to the visa applications of the workers you sponsor. These fees vary depending on the type of visa, the length of stay, and whether the application is made from inside or outside the UK.

These costs for sponsor licence applications are correct for 2024. However, costs can periodically change. For the most up to date costs, visit

Licence Validity and Renewal

A sponsorship licence is valid for four years, after which it can be renewed to continue to sponsor foreign workers. However, failure to comply with all the responsibilities and obligations of sponsorship can lead to the suspension or cancellation of the licence by the Home Office.

Avoiding Common Pitfalls in Sponsorship Licence Applications and Compliance

Navigating the UK sponsor licence system can be complex, and mistakes can lead to delays, additional costs, or even the refusal of your application. Below are common pitfalls encountered by applicants and licence holders during the sponsorship licence process and while managing their licence, along with strategies to avoid them.

Inadequate Documentation

Pitfall: Failing to provide the correct documentation or providing incomplete information can lead to delays or rejection of your sponsor licence application.

Avoidance Strategy: Ensure you carefully review the list of required documents provided by the Home Office. Prepare and organise these documents well in advance of your application. It’s advisable to double-check each document for accuracy and completeness, and consider having them reviewed by an immigration expert.

Not Reporting Changes in Circumstances

Pitfall: Failing to report significant changes in your business or the circumstances of your sponsored employees can lead to compliance issues and penalties.

Avoidance Strategy: Establish a robust internal system for monitoring and reporting changes to the Home Office within the stipulated timelines. This includes changes in company address, company structure, employee job titles, salary changes, or termination of employment.

Lack of Adequate HR Systems

Pitfall: Not having adequate HR systems in place to monitor sponsored employees and ensure compliance with the duties of sponsor licence holders.

Avoidance Strategy: Implement and maintain robust HR policies and systems that allow for the effective monitoring of immigration status, right to work, and adherence to the terms of sponsorship. Regular training for HR staff on these systems and the latest immigration rules is also crucial.

Misunderstanding the Role Requirements

Pitfall: Applying for a sponsor licence or assigning Certificates of Sponsorship (CoS) for roles that do not meet the skill level or salary requirements set by the Home Office.

Avoidance Strategy: Before applying, ensure that the roles you wish to sponsor genuinely meet the Home Office’s requirements for skill level and salary. Use the Standard Occupational Classification (SOC) codes as a guide to match job roles and titles accurately.

Poor Preparation for Home Office Audits

Pitfall: Being unprepared for a Home Office compliance visit or audit can result in findings of non-compliance, leading to penalties or revocation of your licence.

Avoidance Strategy: Regularly review your compliance with sponsor duties and conduct internal audits to ensure all records are up to date and policies are being followed. Consider engaging an immigration expert to conduct a mock audit to identify and rectify potential areas of non-compliance before a real Home Office audit.

Overlooking the Importance of Continuous Compliance

Pitfall: Viewing compliance as a one-time task rather than an ongoing duty can lead to inadvertent breaches of the sponsorship obligations.

Avoidance Strategy: Foster a culture of continuous compliance within your organisation. Regular updates and training on immigration law changes for all staff involved in the sponsorship process are essential. Utilise the Sponsorship Management System (SMS) effectively to keep abreast of any updates from the Home Office.

Neglecting to Seek Professional Advice

Pitfall: Attempting to navigate the sponsor licence application and management process without professional guidance can increase the risk of errors and non-compliance.

Avoidance Strategy: Consider consulting with immigration solicitors or advisors who specialise in UK business immigration. Their expertise can help streamline your application, ensure compliance, and provide peace of mind by navigating complex areas of the law on your behalf.

Why Choose Osbourne Pinner Solicitors?

Legal Advice and Support

Our team specialises in UK immigration, offering expert advice for businesses and individuals, particularly in obtaining Sponsor Licences and workforce visas for employers. We ensure clear, effective guidance for successful applications.

Mediation and Conflict Resolution

Osbourne Pinner Solicitors specialises in mediation, offering legal assistance to streamline dispute resolution in business and corporate immigration. This service is crucial for employers and employees, facilitating smooth operations and avoiding lengthy legal disputes.

Representation in Legal Proceedings

Osbourne Pinner Solicitors offers strong legal support for all employers business immigration issues, including Sponsor Licence applications and compliance disputes. We ensure your interests are defended through every legal challenge.

Transparent Fixed Fees

We offer clear, fixed fees for our legal services, ensuring you understand your financial obligations upfront. This method removes the concern of unforeseen legal costs, providing peace of mind during your employers sponsor licence application process.

Expertise That Avoids Errors

Navigating the complexities of immigration can be challenging, with small mistakes causing major setbacks. Our UK immigration experts specialise in handling sponsor licence applications for employers with precision, ensuring a smooth and error-free process.

Fast Response Times

We recognise the stress caused by uncertainty in immigration matters. To ease this, we pledge to reply to clients swiftly and clearly within 24 hours, offering meetings in our London offices or through video calls, focusing on sponsor licence applications for employers as a high priority.

Meet the sponsor licence application for employers team

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Our team of sponsor licence solicitors provide tailored advice and strategic solutions to fit your requirements. Take advantage of our complimentary 30-minute consultation, offered in-person at our centrally located offices in Piccadilly and Harrow, London, or through a video call.

Find out how we can assist you with your sponsor licence application for employers and guide you through the complexities of immigration law. To schedule your consultation, please reach out to us at 0203-983-5080 or fill out our online enquiry form.


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Sponsor Licence Application FAQs

An immigration solicitor with specialisation in sponsor licences can be invaluable in streamlining your application process, mitigating potential stress, and demystifying the intricacies of immigration law. Here’s how they can assist:

  • Expert Guidance Through Immigration Law: They adeptly navigate the complexities of immigration legislation, ensuring your sponsor licence application is meticulously prepared and submitted. This precision significantly enhances the likelihood of a successful outcome.
  • Tailored Immigration Strategy: Recognising that each business has unique needs, immigration solicitors provide personalised advice on the most suitable immigration pathways. This bespoke approach ensures your business’s specific circumstances are considered, optimising your strategy for hiring international talent.
  • Representation in Legal Matters: Should challenges arise, such as appeals or disputes with immigration decisions, having a solicitor represent your interests can be crucial. Their expertise in immigration law provides a strong foundation for advocating on your behalf.
  • Up-to-Date Knowledge on Regulation Changes: Immigration laws and regulations are subject to frequent updates. Immigration solicitors keep their finger on the pulse of these changes, ensuring your business remains compliant and informed of any developments that could impact your sponsor licence.

Choosing the right business visa involves navigating through a range of options and keeping up with the ever-changing immigration laws. At Osbourne Pinner Solicitors, we’re here to make this complex decision easier for you. Our team provides tailored advice to help you select the visa pathway that perfectly matches your specific needs and objectives.

The processing time for a sponsor licence application typically ranges from 8 to 12 weeks. However, this can vary based on the completeness of your application, the need for additional information, or Home Office workload. Expedited processing may be available through the Home Office’s priority service, which can reduce the waiting time. It’s important to ensure your application is accurate and complete to avoid unnecessary delays.

To find a UK employer who can sponsor you, start by checking the UK government’s official list of licensed sponsors on the UK Visas and Immigration website. This list features employers approved to sponsor workers under various visa categories.

Please note that our packages of No Win Half Fee or No Win No Fee policy does not apply in the event that your company is requested for an audit by the Home Office. If the company has been listed for audit then this is a separate process and will require additional fees which will be discussed by our Solicitor if you decide to instruct us.