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Travel to the UK is closely regulated. Whether arriving for a business meeting, a holiday or to see family, visitors face strict checks. For many nationalities, a UK visitor visa is needed, and even those travelling without a visa must comply with defined restrictions. With new electronic systems and updated immigration rules, scrutiny of visitors has never been greater. The Standard Visitor Visa The Standard Visitor visa is the primary UK route for foreign national visitors. It covers short stays for tourism, family visits and a range of business activities. The term ‘tourist visa’ is widely used, but it is not a separate route in law. It falls under the Standard visit visa UK category, and applies to those visiting family, attending events or coming for short recreational purposes. In all cases, visitors must remain based overseas and cannot access public funds or employment in the UK. The visa usually allows a stay of up to six months per visit, but travellers should not assume this gives them freedom to come and go without limits. Border officials are alert to patterns of frequent travel and may question visitors who appear to be using the visa as a way to live in the UK or to carry out work. Where there are concerns, entry can be refused and the individual’s immigration history marked, creating risks for both the traveller and the employer hosting them. Business and Professional Visitors Under the Standard visitor visa, specific sub-categories apply depending on the purpose of travel. The business visitor visa allows activities such as attending meetings, negotiating contracts or training. Employment is strictly prohibited under the visitor route. Visitors cannot take up paid or unpaid work for a UK business, fill a role in the UK labour market or undertake a work placement or internship. They must remain employed and remunerated overseas, with any permitted business activities limited to those set out in the Immigration Rules, such as attending meetings, negotiating contracts or receiving training. Using the visitor route as a substitute for a work visa is a breach of immigration law and can lead to refusal of entry, visa curtailment and compliance risks for the sponsoring organisation. Other specialist sub-routes for visitors include the academic visitor visa for researchers, the student visitor visa for short courses, the medical visa for private treatment, the marriage visitor visa for ceremonies and the permitted paid engagement route for invited experts with confirmed professional engagements. Each category has defined eligibility rules and conditions, and travellers who go beyond the permitted scope risk refusal at the border. Visa or ETA? Visa nationals have to apply in advance for the appropriate UK visitor visa, whether for tourism, business, study, marriage or medical purposes. Non-visa nationals, such as US, EU and Australian passport holders, who previously entered the UK without prior clearance, are now required to obtain an Electronic Travel Authorisation (ETA) before travelling. Employers arranging short-term business visits should confirm whether staff or clients fall into the visa national or non-visa national category to avoid refusals or disruption at the border. Requirements and Evidence Every visitor has to meet the UK visit visa requirements. Applicants need to show they are genuine visitors, able to support themselves and intending to leave at the end of their stay. Supporting documents vary but may include bank statements, proof of overseas employment or confirmation of accommodation. An invitation letter may also be required to confirm the purpose and arrangements. Transit Rules Not all visitors are coming to the UK as a destination. Some are transiting through airports. Depending on nationality, a Transit visa may be required. The rules distinguish between a Direct Airside Transit Visa, for those who remain airside, and a Visitor in Transit visa for those passing through border control. The updated UK visa and transit rules 2025 make clear which nationalities require a visa or an ETA for transit. Airlines enforce these rules strictly and will deny boarding if passengers lack the right permission or documents. Scrutiny at the Border Visitors should expect close questioning on arrival. Border officers examine travel history, purpose of visit and financial means. Those unable to provide clear answers or supporting documents may be refused entry. Frequent travellers in particular can face added scrutiny. For example, while there is no formal UK visitor visa 180 days rule in law (visitors are limited to a stay of up to six months per visit), frequent or consecutive visits that suggest residence can lead to refusal at the border. Visitors should plan their trips carefully to avoid triggering suspicion. Even with a valid visa, entry is never guaranteed. Need Assistance? The UK’s visitor visa system offers flexibility for short stays, but travellers face scrutiny. Whether applying for a standard visitor visa or securing a transit visa, compliance with the rules is vital as UK visitor visa routes are subject to strict checks. If you need advice on visa options to visit the UK, contact our UK immigration lawyers for specialist guidance.

UK-based organisations now usually need a sponsor licence to recruit non-UK resident workers who don't otherwise have the requisite immigration permission to work in the UK. For an overview of the process and requirements, see our guidance on sponsor licence and sponsorship. There are different types of sponsor licences available, depending on the type of sponsored workers you want to hire. In this guide, we look at the different types of sponsor licence and what these are for, together with the key requirements and costs for each, and the ongoing obligations as a sponsor. Section A: What are the different types of sponsor licence? If you want to hire someone who is not a settled worker, you’ll need Home Office approval by way of a sponsor licence. A sponsor licence is the permission needed for UK-based businesses to recruit overseas nationals to work for them in the UK. Sponsoring someone doesn’t guarantee that the migrant worker will be granted a visa, but it’s a necessary step to enable them to apply for entry clearance or leave to remain. The sponsor licence you’ll need to have in place will depend on whether the worker you want to fill a job vacancy in the UK is either a: Worker: for skilled or long-term employment Temporary worker: for specific types of short-term employment. You’ll need to decide which route you wish to be licensed under, although you can apply for a licence including one or both types of worker, and under the various different categories that fall under each. If your application is approved, these will be the routes on which you can sponsor workers and assign Certificates of Sponsorship (CoS). The Certificate of Sponsorship is an electronic record with a unique reference number that the migrant worker will need to apply for a sponsorship visa. For employers researching eligible sponsors and market practice, see our resources on the Tier 2 sponsor list, the broader UK sponsor list, and the list of companies that can sponsor visas. 1. Worker licence categories A Worker licence will allow you to sponsor overseas nationals in different types of skilled jobs. This work can be for a short length of time or long-term, depending on the worker’s visa. This type of licence is split into the following categories: Skilled Worker: this allows employers to recruit overseas nationals to work in the UK in a specific job role, although the worker must have a job offer in an eligible skilled occupation and meet the applicable salary requirements for that role Senior or Specialist Worker: this is one of five routes introduced on 11 April 2022 under the Global Business Mobility (GMB) umbrella, aimed at multinational companies looking to transfer senior managers or specialist employees to a branch in the UK, and replacing the former Intra-Company Transfer (ICT) route Minister of Religion: this is for individuals who have an important leading role within a religious order or faith-based organisation in the UK International Sportsperson: this is for elite sportspeople or coaches who will be based in the UK in a role in which they’ll make a significant contribution to the development of UK sport. Graduate Trainee (Global Business Mobility): for workers transferring to their employer’s UK branch under a graduate training programme for either a managerial or specialist role with their overseas employer Service Supplier (Global Business Mobility): for workers providing a service under contract to a UK business via an eligible trade agreement UK Expansion Worker (Global Business Mobility): for workers being sent to the UK to set up a new branch or subsidiary of an overseas business Secondment Worker (Global Business Mobility): for workers being seconded to the UK as part of a high-value contract or investment by their overseas employer Scale-up Worker: for people coming to work for a fast-growing UK business For practical route selection and application support, see our resources on how to apply for a sponsor licence. 2. Temporary Worker licence categories A Temporary Worker licence will allow you to sponsor overseas nationals short-term. You can only get this type of licence for certain types of employment, including: Creative Worker: this is for those who want to work in the creative industry for up to 12 months, but with the option to extend to 24 months if working for the same sponsor Charity Worker: this is for unpaid workers at a charity for up to 1 year Religious Worker: this is for those working in a religious order in the UK, or undertaking non-pastoral work for a UK-based religious organisation, for up to 2 years Government Authorised Exchange: this is for someone who wants to come to the UK on an approved research or training scheme of no more than 12 or 24 months, depending on the scheme, to facilitate a short-term exchange of knowledge International Agreement: this is for those coming to the UK to provide a service covered by international law, such as employees of overseas governments, for up to 2 years Seasonal Worker: this is for those coming to the UK to work in edible horticulture, for example, picking fruit and vegetables, or for pork butchery workers, for up to 6 months. Section B: Sponsor license requirements To be eligible for either a Worker or Temporary Worker sponsor licence, you’ll need to meet various eligibility and suitability requirements, including satisfying the Home Office that: your organisation is genuine and operating lawfully in the UK or, in the case of the UK Expansion Worker route, that you have a UK ‘footprint’ the organisation can be trusted, and those involved in its’ day-to-day running and the key personnel nominated in the sponsor licence application are all honest, dependable and reliable, where any evidence of previous non-compliance with the Immigration Rules or unspent criminal convictions could result in the automatic refusal of your licence application you have adequate human resource and recruitment systems in place to meet your duties as a licensed sponsor, and to do so within the prescribed timeframes you can meet the specific requirements of the immigration route(s) for which a licence is sought, for example, you can offer genuine employment meeting the skill level and salary requirements under the Skilled Worker Section C: How to apply for a sponsor licence To apply for either type of sponsor licence, you'll need to register your organisation with UK Visas and Immigration (UKVI), complete an online application form and pay the relevant fee. You can also refer to our step-by-step guide to apply for a sponsor licence. However, there are various steps that you must first take prior to applying, including: checking that your business is eligible for sponsorship checking the work which needs to be undertaken in the UK is suitable for sponsorship choosing the right type of licence you want to apply for, where this will depend on what type of worker you want to sponsor ensuring that you have all of the necessary documentation prepared in advance to meet the mandatory and other route-specific requirements deciding how many workers you’re likely to sponsor in your first year, as this will determine how many CoS you will need deciding who will manage sponsorship within your business, where you will be required to nominate various key personnel within your licence application. You’ll need to appoint an Authorising Officer to manage your sponsor licence application. This must be the most senior person within your organisation responsible for the recruitment of migrant workers and ensuring that you meet your sponsor duties. You must also nominate a Key Contact who will act as your main point of contact with UKVI, and a Level 1user who will be responsible for the day-to-day management of your sponsor licence using the Home Office sponsorship management system (SMS). For access help see SMS login. If your application is approved, additional Level 1 users can then be appointed, together with Level 2 users with fewer SMS permissions. You will complete and submit the licence application online (see also our guide to UK visa application login). Having completed the online application and paid the relevant fee, the Authorising Officer will be required to submit a signed and dated submission sheet, together with a number of detailed mandatory and route-specific supporting documents within 5 working days. UKVI will review your application and supporting documentation. Before reaching a decision, you may also receive a pre-licence visit to make sure that you’re both trustworthy and capable of carrying out your sponsor duties. A decision is usually made by UKVI within 8 weeks, although this can take longer if a site visit is needed or additional documentation is requested. A limited priority processing service is sometimes available (additional fee payable) to deliver a decision within 10 working days. For broader background on employer sponsorship and visa pathways, see sponsor licence, sponsorship. Section D: How much does a sponsor licence cost? When sponsoring an overseas national there are various costs involved, although much will depend on the type of licence sought and what type of organisation you are. These costs include: a sponsor licence application fee applying to renew an existing licence applying to extend the scope of an existing licence each CoS assigned, unless the worker is exempt an Immigration Skills Charge (ISC), where applicable any additional premium services once your licence has been granted. The fee for your initial sponsor licence application depends on the type of licence, and the size or status of your organisation. The Worker licence application fee is £574 for small or charitable sponsors, and £1,579 for medium or large sponsors. To qualify as a small sponsor, an organisation typically needs to satisfy at least two of these conditions: an annual turnover of no more than £15 million, total assets valued at £7.5 million or less, or a workforce of 50 or fewer employees. For charitable sponsor status, the organisation must be a registered charity in England or Wales, Scotland, or Northern Ireland, with unregistered Northern Irish charities providing evidence of their charitable tax status from HMRC. Other qualifying charitable entities include excepted charities, exempt charities, and ecclesiastical corporations set up for charitable objectives. If applying for both a Worker and Temporary Worker licence, the same fees apply, although for a Temporary Worker licence alone, the fee is £574, regardless of size or status. To add a Worker licence to an existing Temporary Worker licence, there will be no fee for small or charitable sponsors, but a £1005 fee for medium or large sponsors. There will be no fee in either case to add a Temporary Worker licence to an existing Worker licence, again regardless of size or status. The fee for assigning a CoS under a Worker licence is £525, except workers on the International Sportsperson visa, and £55 under a Temporary Worker licence. For workers on the International Sportsperson visa, where the certificate is assigned for more than 12 months, the fee is £525, reduced to £55 where the certificate is assigned for 12 months or less. If you’re assigning a CoS to a worker on either the Skilled Worker or Senior or Specialist Worker routes, you may also be liable to pay an Immigration Skills Charge. You must pay this charge if the worker is applying for a visa from outside the UK to undertake work for 6 months or more, or inside the UK for any length of time, although certain occupations are exempt. The ISC generally does not apply to other Global Business Mobility sub-routes (such as Graduate Trainee, Service Supplier, UK Expansion Worker, or Secondment Worker) or to the Scale-up route, and there are specific exemptions in some health and social care and PhD-level roles. The amount payable is again based on the size and status of your organisation. For small or charitable sponsors, this is £364 for 12 months, plus £182 for each extra 6 months. For medium or large sponsors, this is £1,000 for 12 months, plus £500 for each extra 6 months. Section E: Sponsor licence compliance obligations If your application for a Worker and/or Temporary Worker licence is approved, you can sponsor migrant workers by assigning each one a CoS, provided you have jobs at a suitable rate of pay and skill level, or meet the other criteria needed for their visa. You may also need to meet additional requirements, such as advertising jobs for religious workers. Your sponsor licence will be valid for 4 years, although you may be at risk of losing your licence if you fail to meet your ongoing obligations as a licensed sponsor, including: keeping records for the workers you sponsor, for example, up-to-date contact details and evidence of their right to work in the UK tracking and recording their attendance, informing UKVI if a sponsored worker doesn’t start their employment or is absent from work for a significant period without permission reporting any significant changes in the circumstances of your organisation, for example, if the nature of your business has changed informing UKVI of any changes to your details, such as key personnel named on the licence providing UKVI with any documentation requested, within the timeframe specified. UKVI will continually monitor your ability and willingness to comply with your obligations as a licensed sponsor and may conduct compliance visits. They will also make checks with HMRC to ensure that you’re paying your sponsored workers appropriately. If you’re not complying with your reporting and record-keeping responsibilities, or become no longer eligible or suitable to hold a sponsor licence, action may be taken against you. This can include licence suspension, downgrading or revocation. UKVI can set a limit on the number of CoS you can assign or reduce your allocation to zero. They may also refer cases for civil penalty action or possible prosecution if they find evidence that you may have employed workers illegally. For operational assurance, you can use our tools to verify sponsor status: sponsor licence check and the daily licence checker. For wider market research, see the UK sponsor list and the Tier 2 sponsor list. Section F: Need Assistance? While applying for a sponsor licence has become a mandatory prerequisite for employers recruiting non-UK resident workers from overseas, the UK immigration rules remain complex, demanding and costly for employers bringing talent to the UK. DavidsonMorris can provide clients with a complete employer sponsorship licence application service, with our team of UK immigration specialists highly experienced in all the documentary and evidentiary requirements vital to a prompt and stress-free process when applying for a sponsor licence. For background, see our resources on sponsor licence, sponsorship and sponsorship visas. For guidance on applying for a sponsor licence, contact us. We have particular expertise in complex applications involving group organisations, time pressured applications and taking on previously refused applications. The Home Office notification is not always clear in identifying the grounds for a failed application. Through our experience in licence applications, we can assess the original application and determine areas to be addressed and how to rectify these in preparation for a new or amended application. We can also identify if there have been factual errors made on the part of the Home Office and how to rectify this. We can advise on the approach that will be in your best interests in terms of processing times, cost and prospect of success. Section G: Types of Sponsor Licence FAQs What is a sponsor licence and why do I need one? A sponsor licence allows UK employers to legally hire workers from outside the UK. It is a mandatory requirement for organisations in the UK that want to employ non-UK nationals. See our overview of sponsor licence and Certificates of Sponsorship. What types of sponsor licences are available in the UK? There are primarily two categories: Worker Sponsor Licence (which includes Skilled Worker, Senior or Specialist Worker, Scale-up Worker and other Global Business Mobility routes) and Temporary Worker Sponsor Licence (which covers Creative, Charity, Religious, GAE, International Agreement and Seasonal Worker categories). How long does it take to get a sponsor licence? UKVI states most applications are decided within 8 weeks, though timelines vary. A limited priority service may be available for an additional fee to target a decision within 10 working days. What are the eligibility requirements for obtaining a sponsor licence? Employers must prove that they are a legitimate business with a genuine need to hire overseas workers. They also need appropriate systems in place to monitor sponsored employees and comply with immigration rules. See sponsor licence compliance. Can I apply for more than one type of sponsor licence? Yes, employers can apply for multiple types if their business needs align with the criteria for each licence. It’s common for businesses to hold both Worker and Temporary Worker licences. What are the ongoing responsibilities after obtaining a sponsor licence? Licence holders must adhere to several duties, including monitoring sponsored workers, keeping accurate records, and reporting changes in circumstances to the Home Office. Non-compliance can lead to penalties or revocation of the licence. See revocation and suspension guidance. What happens if my sponsor licence application is refused? If your application is refused, you’ll be informed of the reasons and may reapply after addressing the issues raised. It’s advisable to seek professional guidance before reapplying to avoid further refusals. See sponsor licence application refused. Can I change the type of sponsor licence I hold? Yes, you can apply to add more categories to your existing licence or upgrade your licence type if your business needs change. This usually involves submitting additional information and possibly undergoing another compliance check. What are the consequences of non-compliance with sponsor licence duties? Failure to comply with sponsor duties can result in penalties, licence suspension, or even revocation. This could severely impact your ability to hire non-UK workers and may lead to legal issues. You can use a sponsor licence check or our daily licence checker to monitor status changes.

The Employment Rights Bill will bring in wide-ranging reforms of UK workplace legislation. While not yet law, it is already clear that the proposals will place more legal responsibility on employers, tighten procedural requirements and increase the risk of enforcement action. With implementation expected from 2026, employers should use the time now to assess where their current approach may fall short. Start with contracts and internal policies The first step for most organisations will be a review of contracts and internal frameworks. Existing HR policies may no longer be fit for purpose once the Bill becomes law. New employee rights are expected to apply from the start of employment, including protection against unfair dismissal and the ability to request flexible working. Relying on informal or early-stage dismissals will no longer be low-risk. Managers will need to understand how to manage the probation period in light of these new day-one rights, as well as how to apply a correct disciplinary procedure from the beginning of the employment relationship. Contractual terms should be reviewed, especially where working patterns are irregular. Staff engaged on part time hours, casual shifts or variable rotas may acquire new rights to regularity and predictability. To remain compliant, employers may need to rethink scheduling practices or consider options like job share to meet staffing needs without breaching legal expectations. Managing change and restructuring Employers planning workforce changes must consider how the new legal landscape may affect those decisions. The Bill is likely to restrict the repeated use of short-term contracts and impose limits on unilateral contract changes. Where restructuring leads to headcount reduction, the handling of redundancy pay, voluntary redundancy offers and consultation processes will come under closer scrutiny. Failure to follow correct procedures could result in legal claims and tribunal costs. Although the Bill does not directly amend TUPE, the broader emphasis on fair terms and worker protections may affect how employers approach staff transfers. Changes made to employee terms following a transfer—particularly if linked to a redundancy process—could attract more legal risk once the new framework is in place. Getting ahead on equality and enforcement Employers with over 250 staff should prepare for new transparency obligations, including the need to publish equality action plans. These are expected to go beyond gender pay and focus on inclusion more broadly. Organisations should start collecting relevant data and look at practical steps—such as providing reasonable adjustment examples in training or internal resources—that can support compliance and improve workplace accessibility. Trade union rights are also set to expand. Employers should be prepared for greater union involvement and make sure internal processes are clear and legally sound. A strong grievance policy, consistently applied, will help reduce the risk of escalation. In cases where employment disputes cannot be resolved internally, a settlement agreement may provide a structured way to end the relationship while minimising reputational and financial exposure. Reviewing existing restrictive covenants is also worthwhile, especially in contracts for senior staff. As employee protections grow and movement between employers increases, these clauses will play a more important role in protecting client relationships and confidential business information. A compliance task employers can't ignore The changes set out in the Employment Rights Bill are wide-ranging and will require action across the full employment law remit, including contracts, policies and line manager training. Employers that begin planning now will be better equipped to avoid compliance issues later and can make informed decisions before the new law is enforced. Contact DavidsonMorris for specialist guidance for your organisation.  

The UK’s latest immigration white paper, titled 'Restoring Control Over the Immigration System', outlines significant policy changes designed to reduce net migration. Key measures include increasing skill and salary requirements, restricting access to lower-wage roles, and halting new visa applications for care workers applying from abroad. These changes will affect sectors differently. Social care, construction and hospitality are likely to face new hurdles in recruiting overseas workers, while technology, academia and life sciences may benefit from more flexible recruitment routes for specialist talent. Key changes announced in the White Paper The minimum skill level required for visa sponsorship will rise to RQF Level 6, equivalent to graduate roles. The Immigration Salary List will be removed and replaced by a Temporary Shortage List for certain sub-degree occupations, based on input from sector strategies and the Migration Advisory Committee (MAC). Salaries for skilled worker roles will also rise. While graduate jobs will remain eligible, the Government may limit access where there is evidence of over-reliance on overseas recruitment. These updates are expected from 2026. Care workers overseas will no longer be eligible for the Health and Care Worker visa. Current visa holders already in the UK can continue working and may renew or switch their visas domestically until 2028. Care providers will need to focus on hiring UK-based workers to meet staffing needs. A new Labour Market Evidence Group will be set up to assess skills shortages and recommend where immigration is warranted. It will work closely with industry bodies to capture workforce needs accurately. Employers are encouraged to engage early to influence outcomes. The Graduate visa, which currently allows two years of post-study work, will be shortened to 18 months. This means employers will have less time to evaluate graduates before moving them onto a sponsored route. The Immigration Skills Charge is being revised for the first time since 2017. Updated fees will be £480 for small sponsors and £1,320 for medium and large businesses for the first year, with increased charges for extensions. The changes will apply from the 2025–26 financial year and should be factored into hiring budgets. High-skilled migration routes including the Global Talent, Innovator Founder and High Potential Individual visas will be reviewed and simplified. Additional places will be made available for research interns, and the process will be clarified for specialists in science and design. More details are expected later in 2025. New sponsor compliance rules will require underperforming licence holders to submit improvement plans. There will be temporary limits on recruitment during review periods, stronger penalties for breaches and increased digital monitoring of visa compliance. Employers should review internal processes and ensure they meet all record-keeping and eligibility check requirements. Expanded English language requirements will apply to more visa types, including for dependants. Some applicants may be required to show progression in language ability. Employers may need to take this into account when recruiting. The family migration process will be streamlined into a unified system. New measures will include verification of relationships, stricter financial and language standards, and protections for Armed Forces families. The MAC has been tasked with reviewing income thresholds, and tighter suitability checks are anticipated. The qualifying period for settlement (indefinite leave to remain) will double from five to ten years. A new points-based approach will reward long-term contributions such as tax history or public service, with some fast-track options for certain applicants. Employers should assess how this may affect their retention planning. Employer implications While these reforms tighten access to lower-paid roles, they maintain support for international recruitment in high-skill sectors. Employers should review their current use of sponsorship, reinforce compliance systems, and prepare for stricter oversight under a more selective sponsorship regime. Contact DavidsonMorris for specialist guidance for your organisation.

The UK Government annually reviews minimum wage rates, relying on recommendations from the Low Pay Commission (LPC), an independent body that evaluates factors such as the cost of living, business impacts, and economic conditions.In its latest review, the LPC found that the 2024 National Living Wage rate of £11.44 did not meet the target of achieving two-thirds of median earnings. This prompted significant adjustments for 2025. Starting in April 2025, the National Minimum Wage for workers aged 21 and over will increase by 6.7%, rising to £12.21 per hour. This adjustment, which is three times the current inflation rate, underscores the government’s commitment to improving wages for adult employees. Younger workers will also benefit from notable increases to the National Minimum Wage rates: Ages 18-20: A 16.3% rise to £10.00 per hour Ages 16-17 and apprentices: An 18% increase to £7.55 per hour Additionally, the accommodation offset, a permitted deduction for employers providing housing, will increase by 6.7%, bringing it to £10.66 per day. Changes to Statutory Sick Pay (SSP) in 2025 Statutory Sick Pay (SSP) will also see changes in 2025. The weekly rate will increase from £116.75 to £118.75 to reflect living cost adjustments. A notable reform will eliminate the earnings qualification threshold, meaning all employees, regardless of their pay level, will qualify for SSP if they meet the required criteria. Key changes in 2024   Flexible working The Employment Rights (Flexible Working) Act 2023 introduced changes affecting flexible working.Employees can now submit two flexible working requests annually, compared to one previously. Employers must respond to these requests within two months instead of three. Employers are required to provide clear reasons for denying requests, while employees are no longer obliged to explain the potential impact of their request. Employees are also no longer required to wait 26 weeks before making a request and can do so from their first day of employment.   Equality laws Recent amendments to the  Equality Act and related laws have strengthened workplace protections: Sexual Harassment Prevention: As of 26 October 2024, employers are legally required to take reasonable steps to prevent sexual harassment in the workplace. Non-compliance could result in compensation awards being increased by up to 25%, and the Equality and Human Rights Commission (EHRC) has authority to enforce these rules. Revised Disability Definition: A disability is now defined as a physical or mental impairment with substantial and long-term adverse effects on daily activities. This change ensures greater clarity and broader protections. Expanded Equal Pay Comparisons: Employees can now compare their pay to individuals outside their organisation, including union members. Indirect Discrimination Claims: Employees who are indirectly affected by discriminatory policies or practices can now bring claims, even if they do not share the protected characteristic of the disadvantaged group.   Redundancy Protection During Parental Leave  Significant changes have been made to redundancy protections for employees taking parental leave. Pregnant employees, along with those on maternity, adoption, or shared parental leave, now have redundancy protection for 18 months. This protected period starts as soon as the employee notifies their employer of their pregnancy. Employers must prioritise these employees during redundancy processes. Failing to do so risks the redundancy being deemed automatically unfair and potentially discriminatory under employment law.  

Many UK employers rely on overseas recruitment to fill skills gaps and meet business needs. This process is governed by a structured sponsorship system that allows organisations to hire skilled workers from outside the UK while adhering to immigration regulations. To be able to hire under these designated sponsorship visa routes, such as the Skilled Worker visa, employers must first secure a sponsor licence. Applying for a Sponsor Licence Employers looking to recruit workers from overseas must, in most cases, apply for a sponsor licence. This licence permits the organisation to sponsor individuals applying under routes like the Skilled Worker visa. The sponsor licence application process requires the employer to demonstrate that they are a legitimate and compliant business. Evidence such as company accounts, proof of operational premises, and details of key personnel responsible for managing sponsorship must be provided. The Home Office will conduct detailed checks during the application process to ensure the organisation meets the necessary criteria. These checks may include an inspection to verify the organisation’s capabilities in fulfilling the sponsorship duties. Obligations include monitoring sponsored employees, maintaining accurate records, and adhering to sponsorship requirements. If these obligations are not met, the application may be refused, or an existing licence could be revoked. Sponsorship Costs Sponsoring overseas workers involves specific financial commitments. The sponsor licence application fee varies depending on the size of the organisation. Small businesses and charitable organisations are charged £536, while medium and large organisations pay £1,476. To qualify as a small business, the employer must meet at least two of the following criteria: an annual turnover of £10.2 million or less, total assets worth £5.1 million or less, or fewer than 50 employees. Beyond the application fee, there are additional costs for employers. The Immigration Skills Charge must be paid for each sponsored worker, amounting to £364 annually for small organisations and £1,000 annually for medium and large employers. Employers must also pay £239 for each Certificate of Sponsorship (CoS) issued to a worker. Skilled worker visa fees vary based on the visa’s duration and the worker’s individual circumstances, and are typically covered by the applicant. However, some employers include these fees as part of their recruitment package to attract skilled talent. Licence Approval and the Register of Licensed Sponsors Once a sponsor licence is approved, the employer’s details are added to the publicly accessible Register of Licensed Sponsors, maintained by the Home Office. Being on this register confirms that the organisation is authorised to sponsor workers and enhances its credibility with prospective recruits. Candidates can verify an employer’s sponsorship status using the register, which is a vital tool in the recruitment process. Approved employers can issue Certificates of Sponsorship to eligible workers. These unique codes are used by the workers when applying for their Skilled Worker visas, forming an essential step in the hiring process. Ensuring Compliance Obtaining a sponsor licence is just the beginning. Employers must comply with a range of ongoing responsibilities to maintain their licence. This includes conducting right to work checks, reporting any changes in a sponsored worker’s circumstances, and keeping up-to-date records. The Home Office may carry out unannounced inspections to ensure compliance. Any failure to meet the required standards could result in penalties, including the suspension or revocation of the licence. Maintaining compliance is essential to avoid disruptions to recruitment efforts and potential reputational damage.  

2024 has brought substantial reforms to the UK immigration system, with key updates affecting various UK visa categories and legal requirements. Increased Immigration Health Surcharge (IHS) In February 2024, the cost of the Immigration Health Surcharge (IHS) rose significantly. Applicants musty now pay £1,035 annually for the IHS if their visa lasts longer than six months. A discounted rate of £776 per year applies to students and children. The IHS is a mandatory fee allowing visa holders access to the UK’s healthcare system during their stay.  Skilled Worker Visa Minimum Salary Threshold The Skilled Worker visa minimum salary threshold rose to £38,700 for most applications mad eon or after 4 April 2024. Certain groups, such as PhD holders, NHS staff, education professionals and social care workers, benefit from lower thresholds or specific pay scales. Transitional rules allow Skilled Workers with Certificates of Sponsorship issued before 4 April 2024 to apply for settlement with a reduced salary threshold of £29,000, provided they meet eligibility criteria and apply by April 2030. Replacement of the Shortage Occupation List (SOL) In April 2024, the Shortage Occupation List (SOL) was replaced by the Immigration Salary List (ISL). The ISL determines visa eligibility based on roles that meet updated salary thresholds. Positions listed must meet either the general threshold of £30,960 or a specific rate for the occupation, reflecting the government’s emphasis on attracting highly skilled professionals. Dependents on Student and Health and Care Visas From 1 January 2024, most postgraduate students enrolled on non-research courses are no longer permitted to bring dependants to the UK. However, an exception remains for students undertaking PhD-level research, who may still include dependants in their visa applications. Undergraduate students, or those on short courses, can no longer bring dependants unless they are government-sponsored. Students whose programmes began before 1 January 2024 may only bring dependants if they are government-sponsored or studying a postgraduate course lasting nine months or longer. Following this, from 11 March 2024, new rules were introduced for the Health and Care Visa. Care workers and senior care workers applying for this visa are no longer allowed to include dependants in their applications. However, this restriction does not apply to other roles eligible under the Health and Care Visa, where applicants may still bring dependants. Existing visa holders in the UK can continue living with their dependants under the previous rules.  Spouse Visa Requirements On 11 April 2024, the income requirement for Spouse visa applications increased from £18,600 to £29,000 annually, with further potential increases planned to reach £38,700 in 2025. Applicants must provide detailed financial documentation but are no longer required to demonstrate additional funds for dependent children. Combined income from both partners is now acceptable for settlement and visa extension applications, simplifying requirements. Revisions to IELTS Testing From 29 August 2024, a number of changes to the IELTS for UKVI test - required by some applicants for UK visas, ILR and British citizenship - took effect. IELTS test reports now display individual CEFR levels for Listening, Reading, Writing, and Speaking. Paper-based IELTS tests for UKVI have also been phased out, from 2 Number 2024, with computer-based tests becoming the only option, offering faster results and digital reading tasks. Indefinite Leave to Remain (ILR) under Long Residence New Indefinite Leave to Remain (ILR) rules for long residence applications took effect in April 2024. Applicants must now hold valid permission under their visa type for at least 12 months before applying and are limited to no more than 180 days outside the UK in any 12-month period after 11 April 2024. For residence periods prior to this date, the more lenient absence rules still apply. These changes are detailed in the newly introduced "Appendix Long Residence." Expanded ETA Scheme The UK expanded its Electronic Travel Authorisation (ETA) scheme in November 2024 to include all non-visa nationals, except Europeans, who will be required to have either a valid ETA or visa to travel to the UK from 8 January 2025. European nations will become eligible to apply for an ETA scheme from 5 March 2025, in advance of the change in entry requirement from 2 April 2025. The ETA scheme involves a pre-entry check and requires applicants to hold a valid national passport while meeting specific eligibility criteria. Visa Requirements for Jordanian Nationals September 2024 marked the removal of Jordan from the UK’s list of non-visa nationals. Jordanian visitors and transit passengers are now required to obtain a visa to travel to the UK. A transitional period allowed those with an Electronic Travel Authorisation (ETA) issued before 10 September 2024, to travel visa-free if arriving by 8 October 2024. Need Assistance? DavidsonMorris are UK immigration specialists. Contact our lawyers for expert guidance on any of these latest developments.  

UK employers who want to hire overseas workers will usually need a valid sponsor licence. The licence gives access to international skills but also places the business under Home Office scrutiny. Sponsorship is not a one-off permission. It’s an ongoing duty that requires sound HR systems, accurate record keeping and readiness for inspection. Employers who fail to comply risk losing their licence, disrupting their workforce and damaging their reputation. Applying and Login Systems Applications are made online through the Home Office “Apply for a sponsor licence” service. This is distinct from the UK visa application login, which is used by individuals for personal visa applications. Employers must prepare carefully, as the Home Office expects evidence that the business is genuine and capable of fulfilling sponsorship duties. The rules are set out in the official sponsor guidance, which should be treated as a manual for HR and compliance staff. These are updated regularly, so employers must always refer to the latest version. The mandatory supporting documents are listed in Appendix A, with requirements that vary depending on business structure. Submitting the wrong evidence or leaving gaps can result in a ‘sponsor licence refused’ outcome. Employers also need to ensure their HR systems, record keeping and compliance procedures are ready before applying, as these may be inspected during the process. Applicants also have to appoint suitable key personnel to manage their sponsor licence. Some employers consider alternative or complementary models such as umbrella company visa sponsorship, but these tend to be relevant in only limited situations and still require clear allocation of compliance responsibilities. Sponsor Licence Categories The type of licence dictates which immigration routes an employer can use. The most widely held is the Skilled Worker sponsor licence. Some employers still refer to this as a PBS licence, reflecting the legacy Points-Based System that previously applied to Tier 2 and Tier 5 routes. Multinational groups may sponsor workers under the Global Mobility sponsor licence category of the Global Business Mobility routes, such as Senior or Specialist Worker or Service Supplier. For example, overseas businesses establishing themselves in the UK may apply for the UK Expansion Worker sponsor licence. High growth companies may opt for the Scale Up sponsor licence to support rapid expansion. Costs and Priority Services Employers should plan for sponsorship costs. Many compare the self sponsorship visa cost with the fees for a sponsor licence. The sponsor licence application fee itself varies depending on the size of the organisation and the category of licence sought. In addition, there are costs associated with training HR staff, updating systems and preparing for potential audits. The Home Office offers optional priority services. The sponsor licence application priority service can speed up the initial decision. Employers should also consider how long applications will take. Many ask, how long does it take to get a sponsorship licence. Timelines vary depending on demand, the complexity of the application and whether priority services are available at the time. Once licensed, employers that need Certificates of Sponsorship quickly can apply through the CoS allocation priority service. After approval, organisations may also rely on the post licence priority service guidance to fast-track certain changes, such as appointing new key personnel. Employers must also ensure that their sponsor licence number is correctly used in all applications. Errors here can affect the outcome of a worker’s visa and lead to compliance queries. Compliance Obligations Compliance is not limited to the application stage. While sponsor licence renewal is no longer required for most licences, sponsors remain under continuous obligations. These include keeping accurate records and reporting changes to the Home Office. The duties are set out in detail under sponsor duties and compliance rules. They cover reporting, record keeping, monitoring employee status, and ensuring sponsored staff meet visa conditions. Employers must be prepared for checks at any time. The Home Office may carry out a UKVI compliance visit either before granting a licence or during its validity. These inspections test whether HR records are accurate and whether sponsored workers are employed in line with visa conditions. If compliance concerns arise, the Home Office may take enforcement action. Breaches can lead to penalties such as a sponsor licence downgrade, suspension or revocation. Once a licence has been revoked, employers usually face a sponsor licence cooling off period, which restricts when they can reapply. The government maintains the Register of Licensed Sponsors, which lists organisations approved to sponsor overseas workers. Inclusion on the register shows compliance with sponsor duties. Removal from the register signals that a licence has been lost or enforcement action has been taken. Employers should be aware that competitors, clients and workers may all refer to the register when assessing business credibility. There is no official ‘Tier 2 sponsor licence suspended list’ or revoked sponsor licence list provided by the Home Office. Instead, enforcement is dealt with on a case-by-case basis. Sponsored workers sometimes ask, can my sponsor cancel my visa? The answer is yes. If employment ends or the role changes significantly, the sponsor must report this, which can result in the worker’s sponsorship visa being curtailed. Need Assistance? A sponsor licence enables UK employers to access overseas skills, but sponsorship also creates responsibilities that cannot be overlooked. From the initial application, through costs, duties and audits, compliance must be treated as central to business governance. Employers who invest in strong HR systems, monitor updates to the sponsor guidance, and seek timely legal support are best placed to safeguard their licence. Because of the risks, many employers rely on professional support. Our specialist sponsor licence solicitors help prepare applications, strengthen HR systems and respond to Home Office enforcement. As a dedicated team of sponsor licence lawyers, we also advise on structuring compliance responsibilities across HR and legal teams, ensuring that key roles are covered. If you need advice on any aspect of a UK sponsor licence, contact our UK immigration lawyers for specialist guidance.