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Back to Employer Success Centre
  1. Home
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  3. /Employer Success Centre
  4. /Duties & compliance

Guide

Sponsor duties and compliance

A licence is a privilege with ongoing duties. The Home Office can downgrade, suspend, or revoke licences when sponsors fail to meet obligations.

Compliance is an operating system — not an annual panic.

This is general information for employers, not legal or immigration advice. Rules, fees, and thresholds change — confirm the current position on official government sites before you act.

Last reviewed: 2026-07-28

Explore employer tools→

What this guide covers

  • Core duty themes
  • RACI — name humans, not departments
  • Cadences that prevent surprises
  • Visit-day / audit runbook
01Core duty themes02RACI — name humans, not departments03Cadences that prevent surprises04Visit-day / audit runbook05Related risk pages
On this page · 5 sectionsShowHide
  1. 01Core duty themes
  2. 02RACI — name humans, not departments
  3. 03Cadences that prevent surprises
  4. 04Visit-day / audit runbook
  5. 05Related risk pages

In this guide

5 sections

Core duty themesRACI — name humans, not departmentsCadences that prevent surprisesVisit-day / audit runbookRelated risk pages
01

Core duty themes

  • Prevent illegal working: Right-to-work checks and follow-ups.

  • Keep records: Recruitment, contact details, right-to-work evidence, and other Appendix D-style records as required.

  • Report changes: Worker no-shows, job changes, early endings, and organisational changes via SMS within required timeframes.

  • Comply with the law: Pay, working time, and wider employment law still apply.

02

RACI — name humans, not departments

Operational ownership
ThemeAccountableCadence
Right-to-workHR / People OpsAt hire + follow-ups
SMS reportingLevel 1 userWithin Home Office deadlines
Record packAO + HRLiving folder; audit-ready
Key personnel backupAOReview quarterly
Salary / role changesHR + hiring managerBefore the change goes live
Job ad sponsorship claimsTA / employer account ownerEvery publish
03

Cadences that prevent surprises

  1. 1

    Weekly: Level 1 checks SMS tasks and upcoming worker changes.

  2. 2

    Monthly: Reconcile sponsored headcount vs HRIS vs CoS records.

  3. 3

    Quarterly: AO review: backups, address books, training, open risks.

  4. 4

    Pre-renewal: Start early — see renewals guide.

04

Visit-day / audit runbook

Assume you may be visited or asked for documents. Panic is optional if the folder already exists.

  • Single compliance pack: Per sponsored worker + organisational SMS evidence.

  • Named hosts: Who meets the officer; who pulls records.

  • No improvisation: If you do not know, say you will retrieve — do not invent.

  • Post-visit actions: Log requests; fix gaps; take advice if issues emerge.

Marketplace trust still matters

On Global Sponsor Hub, keep sponsorship labels aligned with what your licence and route allow — advertising failures become compliance stories.

05

Related risk pages

See also common mistakes and renewals, suspension & revocation.

Next step

Put this into action on Global Sponsor Hub

Start free with a company profile, add your careers website for the company directory, or review Growth / Scale when you want on-platform applications and hiring tools.

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What's next

Related guides and links

More on this site: related guides, official government pages to double-check rules and fees, and quick links to jobs and partners.

Related guides

Guides that pair well with this page

  • Common mistakesEmployer Success Centre guidance for sponsorship and international hiring.Open guide
  • Certificates of SponsorshipEmployer Success Centre guidance for sponsorship and international hiring.Open guide
  • Sponsorship resourcesEmployer obligations, key databases, and building a global mobility program.Open guide

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Common questions

Who should own compliance?+

A named Authorising Officer with operational Level 1 support. Spreading duty across “whoever is free” is a common failure mode.

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