Employer operating guide
Run sponsorship as an operating model, not a hand-off
Connect hiring decisions, immigration, cost, relocation, and ongoing compliance in one pathway. Use this hub to assign owners, compare jurisdictions, and route each case to the right next step.
Mobility pathway
One case, five connected decisions
Each stage should have an owner, an approval point, and a documented output before the case moves forward.
- 01
Frame the hire
Confirm role, work location, start-date constraints, budget, and whether sponsorship is the right model.
- 02
Select the route
Compare jurisdiction rules, employer eligibility, candidate criteria, salary floors, and realistic timing.
- 03
Build the case
Align offer terms, evidence, fees, counsel instructions, and candidate document collection.
- 04
Mobilise the move
Coordinate immigration, payroll, tax, travel, housing, dependants, and onboarding as one plan.
- 05
Maintain compliance
Track expiry dates, reporting duties, role changes, records, and renewal or settlement decisions.
Compliance quick facts
General information only. Immigration rules and employer duties vary by route and change over time; confirm current requirements with official authorities and qualified counsel.
Licence
Confirm the employer can sponsor
Role
Check occupation and salary rules
Evidence
Keep decisions and records auditable
Changes
Assess reporting before they happen
Jurisdiction lens
Compare the operating questions first
This is a planning frame, not a route recommendation. Validate the exact route, fees, thresholds, and processing position before committing.
Compare hiring models| Jurisdiction | Entry question | Case build | Ongoing control |
|---|---|---|---|
| United Kingdom | Employer sponsor licence + eligible role | Certificate of Sponsorship | Sponsor records and change reporting |
| United States | Employer petition; route-specific eligibility | USCIS petition and supporting evidence | Status, worksite and role-change controls |
| Canada | Route may be employer-led or points-based | Work permit or permanent-residence process | Route-specific employer and worker duties |
| Australia | Employer-sponsored and independent routes | Nomination / visa evidence where applicable | Sponsorship and employment-condition monitoring |
Ownership matrix
Make hand-offs explicit before filing
A practical starting point for assigning accountability. Adapt it to your governance, legal advice, and local operating model.
| Workstream | HR / mobility | Finance | Hiring manager | Counsel | Relocation |
|---|---|---|---|---|---|
| Role and business case | Accountable | Budget input | Responsible | Consulted | Informed |
| Route and eligibility | Responsible | Consulted | Consulted | Accountable | Consulted |
| Fees and cost approval | Responsible | Accountable | Consulted | Consulted | Consulted |
| Petition and evidence | Responsible | Informed | Consulted | Accountable | Consulted |
| Move and destination plan | Accountable | Consulted | Informed | Consulted | Responsible |
| Ongoing compliance | Accountable | Informed | Consulted | Responsible | Consulted |
Route the next decision
Move from guidance to an employer workflow
Use the Hiring Hub for the immediate hiring-model decision, or open the Employer Success Centre for playbooks, cost tools, and deeper guidance.
Decision: Choose sponsor, remote, EOR, or another model
Cost: Model fees, payroll, tax, and relocation
Delivery: Find specialist support for the case