For businesses looking to become a licensed sponsor, several key steps apply. You’ll need to check that your business and the job role are both eligible, decide which type of sponsor licence to apply for, and appoint responsible individuals to manage the sponsorship process internally.
For businesses looking to become a licensed sponsor, several key steps apply. You’ll need to check that your business and the job role are both eligible, decide which type of sponsor licence to apply for, and appoint responsible individuals to manage the sponsorship process internally. Once your application is submitted and approved, UK Visas and Immigration (UKVI) may visit your premises as part of the assessment.
If approved, your licence will usually remain valid as long as you comply with your sponsorship duties. However, specific licences such as those for Scale-up or UK Expansion Workers are valid for four years and are not renewable. Non-compliance with sponsor responsibilities can lead to licence revocation, so it’s essential to keep systems and procedures up to date.
Recent changes to the UK’s Skilled Worker visa route are reshaping how businesses can hire international talent. Employers now face stricter skill and salary thresholds, new immigration lists, and evolving sponsorship requirements. For organisations that rely on overseas professionals, staying ahead of these updates is essential to avoid costly mistakes and ensure compliance.
Higher skill thresholds
As of 22nd July 2025, employers must issue Certificates of Sponsorship only for roles classified at RQF level 6 or above, equivalent to graduate-level jobs. Many previously eligible roles at lower skill levels now excluded unless they fall under an approved shortage concession.
To ease the transition, those already in the UK under the Skilled Worker route may continue to extend their visas in roles below the new skill threshold. However, this is a temporary arrangement and will be reviewed in due course. Employers should assess whether any current sponsored workers might be affected at their next extension point and begin planning accordingly.
New lists and family member restrictions
The Home Office has introduced a Temporary Shortage List, designed to operate alongside the existing Immigration Salary List. Both lists contain roles currently in short supply or deemed critical to the UK workforce, many of which fall below the new RQF level 6 threshold.
From 22nd July 2025, however, a major new restriction came into force: individuals sponsored under occupations on either of these lists can no longer bring family members with them to the UK. This change could have significant implications for candidate attraction and retention in shortage sectors, so it’s vital that recruiters and potential hires are made fully aware of the new rules.
Strategic planning for sponsors
Given the scale of these updates, employers should take a fresh look at their current sponsorship arrangements. Now is the time to verify whether any sponsored employees will fall short of the new thresholds when they next apply to extend their visas. Organisations should also prepare for future changes, including the proposed increase to the Immigration Skills Charge and expected reforms to Indefinite Leave to Remain eligibility.
This period of adjustment also presents an opportunity to revisit internal systems. Ensure your recruitment teams are aligned with the new rules, review internal records, and consider whether current job descriptions still meet the skill and salary thresholds required for sponsorship.
Sponsor licence security and compliance
With greater complexity comes greater risk, and the Home Office has reported a rise in phishing scams targeting sponsor licence holders. These fraudulent emails often mimic official communications and direct recipients to malicious links, potentially compromising Sponsorship Management System (SMS) accounts.
Scammers typically target shared or public email addresses such as info@companyname.com, used by HR and immigration teams. Once an unsuspecting user enters login credentials, cyber criminals can gain unauthorised access to sensitive systems. Sponsors must remain vigilant: avoid clicking links in suspicious messages and ensure your SMS accounts are only accessed through official government portals.
Should you have any queries regarding the above information or if you require assistance with your corporate, employment or immigration matter, please get in touch with a legal professional at Hudson McKenzie via email at londoninfo@hudsonmckenzie.com or by telephone +44(0) 20 3318 5794.
The information provided does not amount to legal advice.
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