Skip to content
UKU — United Kingdom Uncovered

Sponsoring Workers

Changes to sponsored employment

Employment rarely stays exactly as it was when a worker was sponsored.

Promotions, restructures, changes of duties, absences and departures all carry sponsorship consequences, and several of them are reportable within set periods.

Speak to an Adviser07894 853654

Who this is for

  • employers promoting or restructuring sponsored roles
  • organisations changing work location or pattern
  • employers dealing with long absences or unpaid leave
  • sponsors ending sponsored employment

Key considerations

  • changes are identified before they take effect where possible
  • reportable events are reported within the required period
  • changes that require a new application are dealt with correctly
  • the record keeping reflects the position accurately

In detail

Ordinary HR events with immigration consequences

Promotions, restructures, pay reviews, changes of site, moves to hybrid or remote working, maternity and other statutory leave, sickness absence, redundancy consultation and settlement agreements all have a sponsorship dimension.

The test is usually whether the change affects the details recorded on the Certificate of Sponsorship, whether it triggers a report, and whether it is significant enough that the worker needs a new application before the change takes effect.

Changes that require a new application

A change of occupation code, a change of employer, or a change that takes the role outside the requirements of the route generally requires a new certificate and a new application, granted before the new role starts.

Changes to salary or work location are usually reportable rather than requiring a new application, provided the role still meets the requirements. Where a reduction in salary or hours is proposed, the immigration position should be checked before the change is confirmed to the employee.

Ending sponsored employment

When sponsorship ends, whether by resignation, dismissal or redundancy, the sponsor must report it. The worker's permission is normally curtailed and they have a limited period to find a new sponsor, switch route or leave the UK.

Handling this well protects both the business and the individual: the notification obligation is not discretionary, but the timing and the support offered to the employee usually are.

Evidence and information commonly required

  • revised job description and contract documents
  • payroll and absence records
  • internal approvals for the change
  • correspondence with the worker

What is actually needed depends on your circumstances. We confirm the list with you before anything is prepared.

How the process works

  1. Step 1

    Review the position

    We look at the organisation, the roles involved and what has already been done, so advice is based on the actual position rather than assumptions.

  2. Step 2

    Identify the requirements

    We set out what the Home Office will expect to see and where the evidence or the internal position needs work.

  3. Step 3

    Prepare the submission

    We help prepare the application, supporting documents and the internal record keeping that sits behind it.

  4. Step 4

    Deal with what follows

    We advise on requests for further information, compliance activity and any conditions attached to the outcome.

Issues that may need closer attention

  • promotions that move a role to a different occupation code
  • changes made and only reported afterwards
  • extended absences that were not recorded
  • departures that are not reported

How UKU can help

  • assessing the position before anything is submitted
  • identifying issues that could affect the outcome
  • preparing the application and supporting evidence
  • advising on internal processes and record keeping
  • responding to Home Office queries or compliance activity
Discuss your situation

Common questions

Related services

Back to Sponsoring Workers

This page is general information about UK immigration and is not advice on your individual circumstances. Requirements, guidance and procedures change. Please obtain advice before relying on anything published here.

Tell us what you need help with

We will tell you how UKU can assist, and what the realistic options are.

07894 853654Speak to an Adviser