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High-level steps
- 1
Decide routes and roles: Confirm which worker routes and occupations you need.
- 2
Appoint key people: An Authorising Officer, a Key Contact and at least one Level 1 user. At least one Level 1 user must be an employee, director or partner who is a settled worker, such as a British or Irish citizen. Name a second Level 1 user to cover absences.
- 3
Gather supporting documents: Most employers send at least 4, starting with any that are mandatory for your organisation type. Skilled Worker applicants also send a covering letter about the business and the jobs. After you apply, your Authorising Officer signs the submission sheet. Email it with your documents within 5 working days.
- 4
Apply and pay: Submit the online application and licence fee.
- 5
Respond to requests: Provide extra evidence quickly if asked, delays compound.
- 6
Set up the sponsorship management system: After the grant, set up your Level 1 users. Each needs a current email address, mobile number and date of birth on record for sign-in codes.
Document pack, think like a reviewer
Reviewers look for a coherent story: genuine organisation, capable systems, suitable people.
Organisation evidence: As required for your type (companies, charities, startups, etc.).
HR system description: How you will monitor right-to-work, records, and reporting.
Key personnel IDs: Complete, consistent, and suitable.
Authorising hierarchy: Who can enforce compliance when hiring managers push.
Refusal and delay risks
| Risk | What it looks like | Mitigation |
|---|---|---|
| Incomplete docs | Missing items from the official list | Checklist against GOV.UK; counsel QA |
| Unsuitable personnel | Conflicts / criminality / unreachable contacts | Choose durable internal owners |
| Weak HR story | No real process for RTW or reporting | Write and implement before you apply |
| Rush narrative | Applying because one candidate is waiting | Parallel track sourcing; honest timelines |
Parallel hiring track (and candidate communications)
You can source candidates on Global Sponsor Hub while the licence is in progress, but do not promise start dates that assume a granted licence and visa.
- 1
Label honestly: “Licence in progress” / case-by-case, not “sponsorship ready now” if it is not.
- 2
Brief hiring managers: No verbal “you’ll start in six weeks” for overseas sponsored hires.
- 3
Shortlist for fit: Use the wait to deepen assessment, do not freeze the pipeline.
- 4
Offer gates: Use the offer & compliance checklist.
After grant, first 14 days
Configure SMS users and test access.
Diary CoS allocation needs for near-term hires.
Create the living compliance folder structure.
Train backup Level 1 coverage.
Align Global Sponsor Hub job labels with what you can now deliver.
Next step
Start hiring
Create a free company profile. Connect your careers page for free international job imports, or post your first job free.
What's next
Related guides and links
More on this site: related guides, official government pages with the current rules and fees, and quick links to jobs and specialists.
Related guides
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Employer jobs stay on the hub. External roles open elsewhere but say so. Specialists are listed in the directory. Guides sit next to search.
Ready to act
Explore employer toolsCommon questions
Should we use a lawyer?+
For first licences, many employers do. A refused or delayed application costs more than advice in lost hiring time.