Employer sponsorship & global mobility resources

In the UK, employers must ensure the job complies with minimum wage and working-time regulations and meets all visa criteria.

They must also provide a Certificate of Sponsorship for each worker, maintain sponsor-management records, and report changes in employment to the Home Office. Non-compliance can result in fines or loss of the sponsor licence — so assign clear internal ownership for record-keeping and reporting.

In the US, employers petition USCIS for work visas such as the H-1B. Databases like MyVisaJobs and the H-1B Employer Data Hub provide historical sponsorship data useful for benchmarking.

Note that these databases reflect past behaviour — employers can change sponsorship policies and may only sponsor for specific roles, so treat the data as a guide, not a guarantee.

Beyond official registers, several resources help employers and candidates alike:

• Interstride Visa Insights — jobs and internships by visa type and work authorisation. • H1B Grader — wage data, company sponsorship statistics, reports by job title or location. • USCIS H-1B Employer Data Hub — official record of employers who filed H-1B petitions. • Global mobility consultants (e.g. WHR Global) — relocation management, immigration assistance, and policy design.

See the full list on our international recruitment resources page.

Creating a global mobility program means managing immigration compliance, tax, relocation logistics, and cross-cultural integration together. Employers can lean on:

• Relocation management firms that coordinate services, design policy, and offer cost-estimator tools. • International recruiting guides (such as Boundless) for planning, candidate experience, and global branding. • Government immigration sites (UK Home Office, US USCIS, Canada's IRCC) for current requirements and obligations. • Tax advisory services for double-taxation agreements and cross-border employer obligations. • Technology platforms for global payroll, compliance, and mobility management.

A strong program includes clear relocation policies, standardised packages (full service, lump sum, reimbursement), cultural training, and support for accompanying family — plus ongoing monitoring of changing immigration and tax law.

Sponsorship obligations vary by country and often include advertising requirements, immigration-skills charges, and reporting duties. Review local immigration laws, labour-market tests, minimum salary thresholds, and taxation before you commit.

For execution, route cases to vetted specialists in the partner directory, and use our corporate global mobility playbook to assign internal ownership.