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Back to Employer Success Centre
  1. Home
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  4. /Renewals, suspension & revocation

Guide

Renewals, suspension and revocation

Licences do not last forever, and compliance failures have teeth. Plan renewals early and treat suspension risk as a business continuity issue.

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

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What this guide covers

  • Status at a glance
  • Renewal calendar
  • Suspension and revocation — worker impact
  • Continuity plan (write it before you need it)
01Status at a glance02Renewal calendar03Suspension and revocation — worker impact04Continuity plan (write it before you need it)
On this page · 4 sectionsShowHide
  1. 01Status at a glance
  2. 02Renewal calendar
  3. 03Suspension and revocation — worker impact
  4. 04Continuity plan (write it before you need it)

In this guide

4 sections

Status at a glanceRenewal calendarSuspension and revocation — worker impactContinuity plan (write it before you need it)
01

Status at a glance

Reference table
StatusWhat it usually meansEmployer action
ActiveYou can sponsor within your authorisationsMaintain duties and records
Expiring soonRenewal window approachingDiary renewal; confirm key personnel
SuspendedRestrictions while investigatedTake advice immediately; pause promises
RevokedLicence removedUrgent counsel; workforce continuity plan
02

Renewal calendar

  1. 1

    Diary expiry: Put licence expiry in HR and AO calendars with 6–9 month lead prompts.

  2. 2

    Confirm key personnel: Update details before renewal friction appears.

  3. 3

    Clean the house: Close reporting gaps; reconcile headcount vs SMS.

  4. 4

    Renew in good time: A lapsed licence stops new sponsorship and disrupts planning.

03

Suspension and revocation — worker impact

Suspension typically restricts what you can do while the Home Office investigates. Revocation removes the licence and can have serious consequences for existing sponsored workers and future hiring.

Workers’ lives are affected — communicate carefully and take regulated advice on options. Do not invent immigration outcomes in panic emails.

Business continuity

Know who covers SMS access if your Level 1 user is on leave. Single-person dependency is a silent revocation risk.

04

Continuity plan (write it before you need it)

  • SMS coverage: Two trained users minimum.

  • Counsel on retainer awareness: Who you call in week one of a suspension letter.

  • Hiring freeze rules: When to pause sponsorship-labelled ads on Global Sponsor Hub.

  • Worker comms owner: One voice; no contradictory manager messages.

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.

Create free employer profileClaim existing profileAdd careers websiteView employer pricing

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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

  • Duties & complianceEmployer Success Centre guidance for sponsorship and international hiring.Open guide
  • Immigration advisersMore structured steps and links on the next page.Open guide

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Common questions

Can we appeal or challenge actions?+

Routes exist in some situations, but they are technical and time-sensitive. Take regulated advice immediately.

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