Immigration Law

Yes, most UK employers must obtain a sponsor licence from the Home Office to hire non-UK nationals under the Skilled Worker, Global Business Mobility and other applicable routes. This involves meeting eligibility criteria, maintaining compliance, and fulfilling reporting duties.

Right-to-work checks are legal obligations for UK employers to confirm that staff have the correct immigration status before employment. Failure to conduct these checks can result in civil penalties and loss of your sponsor licence.

The application process for a sponsor licence typically takes several weeks. Delays can occur if documentation is incomplete or if the Home Office requires additional information.

Sponsors must keep accurate records, report certain employee changes (such as job title or salary), and ensure ongoing compliance with immigration laws. Non-compliance can lead to licence suspension or revocation.

Common visa categories include the Skilled Worker Visa and Global Business Mobility routes. Each has specific eligibility criteria, including skill level, salary thresholds, and sponsorship requirements.

Yes, businesses can transfer staff to the UK using routes like Skilled Worker Visa and Global Business Mobility routes, provided the employee meets eligibility requirements and the company holds a valid sponsor licence.

Most work visa holders, including those on Skilled Worker and Global Mobility visas, can bring dependants (partners and children) to the UK, provided they meet the relevant requirements.

If your sponsor licence is suspended, you may not be able to assign new Certificates of Sponsorship. If revoked, all sponsored employees may lose their right to work in the UK, and you must take immediate remedial action.

Developing a robust corporate immigration policy, conducting regular audits, and seeking specialist legal advice are best practices for minimising risk and ensuring ongoing compliance