Employers across the UK continue to face recruitment challenges, particularly when there are skills shortages. International recruitment provides a practical solution, but bringing non-UK workers into your business means more than just offering a job.
Hiring employees from abroad requires a clear understanding of immigration regulations and a commitment to handling these tasks well. Each step must be handled with caution as small missteps can delay recruitment or even result in license denial. Companies that get this right can access a larger talent pool without exposing themselves to unnecessary risk.
This guide outlines what employers should consider before making an offer to an international candidate.
Learn when a sponsor license is required and who it applies to
Any company wishing to employ a worker who does not have a permit to work in the UK will typically require a sponsorship license. This applies to most international workers unless they already have settled status or a visa that allows them to work without employer support.
In most cases, sponsorship is required for skilled worker visa applicants. This includes workers in fields such as healthcare, engineering, IT and construction, as long as the role is on the list of eligible occupations. Employers must ensure that the position actually meets the required standards and that the position is not created solely for visa purposes.
Failure to comply with Sponsor’s licensing requirements may result in enforcement action or reputational harm. Before you hire employees from abroad, you should check whether sponsorship is necessary and whether your company can meet the associated obligations.
Make sure your company can qualify for a sponsorship license
Applying for a sponsor license is not just a formality. Your business must pass certain checks from UK Visas and Immigration (UKVI). These are intended to confirm that you are a legitimate trading company with appropriate systems in place.
Before submitting an application, check that your business is registered with the correct authorities and is operating legally in the UK. You must also demonstrate that you have reliable human resources practices. UKVI wants to ensure your team can monitor visa expiry dates, maintain accurate records and report any necessary changes.
Each application must also indicate an actual vacancy that meets immigration and labor law standards. The job must be credible and not created to meet visa requirements. If any of these elements are missing, your application may be rejected.
With thorough preparation, many companies can successfully apply for a sponsorship license the first time.
Check whether the role meets visa and salary thresholds
Not every job is eligible for funding, even if the employee is highly skilled and qualified. To qualify for the skilled worker route, the position must meet a minimum salary and qualification threshold. These vary depending on the profession, industry and whether the job is listed as being in short supply.
Before awarding a sponsorship certificate, make sure the job description matches one of the government-approved codes. Each code describes specific duties and salary levels. Failure to match the role correctly may result in delays or visa denial.
In addition, the salary must correspond to the minimum salary unless exceptions apply. These rules are reviewed regularly; It is therefore important to refer to the most current guidelines. If a company does not meet the sponsor license requirements listed at this time, the application process may be stalled.
A clear role description and understanding of the eligibility criteria before the position is advertised is key to avoiding compliance issues later on.
Consider costs and legal support early on
Bringing international staff into your company is about more than just salary. There are direct costs associated with the sponsorship process, including the sponsorship license application fee, the Immigration Skills Charge and the sponsorship certificate fee.
Legal or professional advice can also be helpful, especially if you are applying for the first time or are sponsoring multiple workers. Although this increases the budget, support can reduce errors and speed up the process.
For detailed advice on applying for a sponsor license, contact Kadmos Consultants, a boutique immigration firm known for its high success rate and personal approach. Their insights can help you prepare a stronger application and avoid pitfalls that lead to unnecessary delays.
Schedules are another important factor. The processing of applications often takes several weeks. This timeframe should be factored into your broader recruiting strategy, especially if you’re working to fill urgent positions.
Build internal processes to stay compliant over the long term
Securing a sponsor license is not the final step. Holding this license comes with a long-term responsibility to comply with strict home office rules.
Employers must put systems in place to monitor visa expiry dates, track absences, update address records and report any changes to working conditions. UKVI may carry out audits at any time, sometimes without notice. If problems are found, the company risks having its license suspended or revoked.
The appointment of key personnel is part of the process. This includes an Authorizing Official and a Level 1 User who is responsible for managing the sponsorship process within the organization. These roles should be assigned to reliable and trained employees.
Regular internal audits can help ensure all records are accurate and your company is compliant. Integrating these reviews into standard HR practices will make managing future applications and renewals easier.
This preparation will support a smoother recruiting process and ensure your ability to continue sponsoring workers when needed.
Act with a confident hiring strategy
Recruiting from abroad offers employers the opportunity to build a qualified and diverse team. The process requires careful preparation, attention to compliance, and a solid understanding of work-from-home expectations.
By taking the time to assess your eligibility, plan costs, and set up internal systems, your company will be better positioned to capitalize on international talent. Professional advice is common and can have a significant impact on the success of your sponsorship experience.
By doing it right from the start, you can hire with confidence and build a workforce that will support your growth for years to come.
