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Organisation and vacancies
You must be a genuine organisation operating lawfully in the UK (or eligible overseas structure where applicable) and able to offer a genuine vacancy that meets the route rules — typically skill level, salary, and occupation codes for Skilled Worker.
Genuine business: Trading / operating evidence as required for your organisation type.
Eligible roles: Jobs that can meet the sponsored route rules you apply for — not aspirational titles.
Genuine vacancy: A real role you need filled — not a vehicle invented only to bring a named person in.
Suitable key personnel: AO, Key Contact, and Level 1 users who pass suitability checks.
HR systems — what “appropriate” looks like in practice
You need processes to monitor right-to-work, keep records, and report worker changes. Auditors care about whether the system works when someone is on leave.
| Capability | Why it matters | Healthy signal |
|---|---|---|
| Right-to-work | Prevent illegal working | Checks documented; follow-ups diarised |
| SMS reporting | Deadlines are short | Named Level 1 + backup |
| Recruitment evidence | Appendix-style audits | Living folder per sponsored hire |
| Contact details | Must be able to reach workers | Process to update addresses/phones |
| Salary & role control | CoS accuracy | HRIS matches what was assigned |
Key personnel — choose for durability
Authorising Officer: Overall responsibility — usually senior enough to enforce compliance.
Key Contact: Main Home Office contact — must be reachable.
Level 1 users: Day-to-day SMS — need training and calendar ownership.
Backup: Single-person SMS dependency is a silent business-continuity risk.
Role suitability before you advertise sponsorship
Even before the licence grant, test whether the roles you want to hire for can clear route rules (occupation, skill, salary). Advertising sponsorship for roles that cannot meet thresholds trains hiring managers to fail.
- 1
List target roles: Titles, duties, locations, salary bands.
- 2
Map to route theory: With counsel or a competent internal owner.
- 3
Fix bands early: If salary cannot clear thresholds, change the role or the model.
- 4
Only then publish: Sponsorship labels on Global Sponsor Hub must match what you can deliver.
Next steps
Continue to the application process and costs. If you are still deciding between models, read do I need a sponsor licence?.
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.
Need immigration or relocation support? Browse mobility partners or list your firm.
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.
Guides that pair well with this page
Official sources
Always verify with official sources
Visa rules and salary thresholds change. Confirm current requirements directly on government immigration portals before making any decisions.
| Source | Why open it |
|---|---|
| UK — apply for a sponsor licence | Official government or regulator page—verify eligibility, fees, and forms there. |
Official government or regulator page—verify eligibility, fees, and forms there.
Keep exploring
Everything in one place
Employer jobs stay on the hub. External roles open elsewhere but say so. Partners list in the directory. Guides sit next to search.
Ready to act
Explore employer toolsCommon questions
Do startups qualify?+
Often yes, if they are genuine, can evidence the business, and can meet duties. Early-stage companies should be extra careful with documentation and key personnel choices.
Can our external accountant be Authorising Officer?+
Key personnel rules are specific — suitability and conflicts matter. Confirm current GOV.UK rules or take advice before appointing external parties.