A Defined Certificate of Sponsorship (DCoS) is a mandatory database record that UK employers must request for each named position before assigning it to workers applying for entry clearance under the Skilled Worker route. Unlike the certificate itself, which is assigned directly to the worker, the DCoS represents a sponsorship allocation that employers must obtain from the Home Office before proceeding with the sponsorship process.
A DCoS is distinct from the Certificate of Sponsorship (CoS) itself—the CoS is the actual reference number you assign to your worker so they can apply for their visa. The DCoS is the allocation that permits you to create and assign that CoS.
When a Defined Certificate of Sponsorship is Required
The individual is outside the UK and has not yet been granted a Skilled Worker visa.
The worker is changing jobs and must leave the UK to apply for a new visa from abroad.
The sponsored role is their first Skilled Worker position in the UK.
You do not need a DCoS for workers already in the UK who are switching employers or extending their existing Skilled Worker visa. In those circumstances, you can assign an undefined CoS directly through your Sponsorship Management System (SMS) account without applying for advance approval.
Last verified against official UK government sources.
The requirement to obtain a DCoS applies to all A-rated sponsors on the worker routes, regardless of your organisation size, sector, or whether the role is full-time or part-time.
Eligibility Requirements for Employers
Only sponsors holding an A-rating are eligible to apply for a Defined Certificate of Sponsorship. Your licence must be active and in good standing, which means you must comply with all sponsor duties, including reporting obligations and record-keeping requirements under the Skilled Worker route.
If your sponsor licence is downgraded to a B-rating or suspended, you will not be able to apply for new DCoS allocations until your A-rating is restored. Maintaining compliance with sponsor duties is therefore essential for uninterrupted access to overseas recruitment.
There is no additional licence category or registration process for DCoS applications. If you already hold a valid Skilled Worker sponsor licence, you are automatically entitled to request DCoS allocations, subject to meeting the job and salary criteria for the specific role you wish to sponsor.
Sponsor Duties
To remain eligible to apply for and assign DCoS, you must continue to meet all sponsor duties, including:
Keeping accurate records of sponsored workers and their employment.
Reporting changes such as job role, salary, or absences through your SMS account.
Ensuring that the sponsored worker is employed in the job and at the salary stated on the CoS.
Cooperating with Home Office compliance visits and enquiries.
Failure to meet these duties can result in your licence being downgraded or revoked, which would prevent you from applying for further DCoS allocations.
Job and Salary Requirements
Every position for which you request a DCoS must meet the eligibility criteria for the Skilled Worker route. These criteria apply to the job itself and the salary you offer.
RQF Level 6: graduate-level professional occupations.
RQF Level 7: occupations requiring postgraduate qualifications or equivalent experience.
When you apply for a DCoS, you must specify the SOC code that matches the duties of the role. The Home Office may refuse a DCoS application if the job description does not correspond accurately to the stated SOC code, or if the role does not meet the minimum skill threshold.
Salary Thresholds
The salary you offer must meet both the general salary threshold and the "going rate" for the specific occupation code. Under current Skilled Worker rules effective from 8 April 2026, you must ensure that the salary stated on your DCoS application meets these thresholds. Changes to salary thresholds apply to Certificates of Sponsorship assigned on or after that date.
You must specify the exact salary in your DCoS application. This figure must reflect the guaranteed gross annual salary (or the pro-rata equivalent if the role is part-time) and must include only allowances that are permitted under the Immigration Rules, such as guaranteed allowances that form part of the salary package.
The salary you state on the DCoS will be the figure used to assess the worker's visa application. If the salary is later found to be below the required threshold, the worker's application may be refused or their visa curtailed.
How to Apply for a Defined Certificate of Sponsorship
You apply for a DCoS through your Sponsorship Management System (SMS) account. The application process is digital and requires you to provide detailed information about the job and the worker.
Application Steps
Log in to your SMS account: Access your account using your secure credentials.
Select "Request a defined CoS": Navigate to the DCoS request section within the worker sponsorship area.
Complete the application form: Provide the worker's personal details, job title, SOC code, salary, start date, and other required information.
Submit the application: Once you have reviewed all details, submit the application to the Home Office.
Your SMS account is updated automatically with the outcome once the Home Office has processed your request. Processing times can vary, so it is advisable to apply well in advance of your planned start date for the worker.
There is no fee to apply for a DCoS itself. However, once your application is approved and you assign the CoS to the worker, you must pay the Certificate of Sponsorship assignment fee. This fee is charged per CoS and varies depending on whether the role qualifies for a reduced rate; the standard assignment fee is £239 per CoS, or up to £525 for certain large sponsors or roles.
Information You Must Provide
Your DCoS application must include:
The worker's full name, date of birth, nationality, and passport number.
The job title and a clear description of duties.
The four-digit SOC code.
The gross annual salary (or pro-rata equivalent for part-time roles).
The intended start date.
The workplace address where the worker will be based.
Details of any allowances included in the salary package.
All information must be accurate and verifiable. The Home Office may request supporting evidence or reject the application if the details are incomplete, inconsistent, or do not meet Skilled Worker eligibility criteria.
DCoS Approval and Assignment
Once the Home Office approves your DCoS application, the allocation appears in your SMS account. Approval does not automatically assign the CoS to the worker—you must take a further action to assign it.
Assigning the Certificate of Sponsorship
After receiving approval, you log back into your SMS account and assign the CoS by selecting the approved DCoS record and linking it to the worker. At this point, you must pay the CoS assignment fee.
The worker then receives a CoS reference number, which they must include in their visa application. The CoS reference number is unique to that worker and that specific job offer.
You must assign the CoS within the validity period stated in the approval. If you do not assign it in time, the allocation may expire, and you will need to apply for a new DCoS.
What Happens After Assignment
Once assigned, the CoS is active, and the worker can apply for their Skilled Worker visa using the reference number. The details on the CoS—job title, salary, SOC code, and start date—form the basis of their visa application.
You remain responsible for ensuring that the worker is employed in the role and at the salary stated on the CoS. If there are any changes to the job or salary after the CoS is assigned but before the worker starts, you must report these changes through your SMS account. Material changes may require you to withdraw the CoS and apply for a new one.
Compliance and Reporting Obligations
Your responsibilities do not end once the DCoS is assigned. You must continue to fulfil all sponsor duties throughout the worker's employment.
Ongoing Sponsor Duties
You must:
Ensure the worker is doing the job stated on the CoS.
Pay the salary stated on the CoS, subject only to lawful deductions.
Report any significant changes, including changes to job duties, salary reductions, extended absences, or termination of employment.
Keep records of the worker's right to work, contact details, and attendance.
Failure to comply with these duties can result in civil penalties, licence suspension, or revocation. The Home Office conducts compliance visits and audits, and sponsors found to have breached their duties may lose the ability to sponsor workers.
The worker does not start their employment on the agreed date.
The worker is absent from work for more than ten consecutive working days without permission.
The worker's employment is terminated.
There is a significant change in the worker's circumstances, such as a change in job role or salary.
Reporting is done through your SMS account. Timely and accurate reporting is essential for maintaining your A-rating and your ability to apply for future DCoS allocations.
Differences Between DCoS and Undefined CoS
Understanding the distinction between a Defined Certificate of Sponsorship and an undefined CoS is important for managing your sponsorship activities effectively.
A DCoS is required for workers applying for entry clearance from outside the UK. It involves a two-step process: first, you apply to the Home Office for the allocation; second, once approved, you assign the CoS to the worker.
An undefined CoS is used for workers who are already in the UK and are either extending their visa or switching employers. You can assign an undefined CoS directly through your SMS account without needing prior Home Office approval. There is no separate application stage—you create and assign the CoS in one action.
The eligibility criteria—skill level, salary thresholds, and job requirements—are the same for both types of CoS. The key difference lies in the administrative process and the worker's location at the time of application.
Your sponsor licence will include an allocation of undefined CoS that you can assign at your discretion. For DCoS, there is no annual limit on the number you can request, but each application is subject to individual Home Office approval.
Common Mistakes and How to Avoid Them
Employers new to the DCoS process sometimes encounter issues that delay approval or result in refusals. Being aware of common mistakes can help you avoid them.
Incorrect SOC Code
One of the most frequent errors is selecting an SOC code that does not accurately reflect the job duties. The Home Office compares your job description against the official SOC code criteria, and discrepancies can lead to refusal.
To avoid this, review the Standard Occupational Classification guidance carefully and ensure your job description uses language and duties that match the chosen code.
Salary Below Threshold
Another common issue is stating a salary that falls below either the general threshold or the going rate for the occupation. Always check the current thresholds before submitting your application, and ensure that any allowances you include are permitted under the Immigration Rules.
If the role is part-time, remember to pro-rate the salary correctly. The Home Office will assess the full-time equivalent salary, so your calculation must be accurate and clearly documented.
Missing or Inaccurate Worker Details
Errors in the worker's personal details—such as misspelled names or incorrect passport numbers—can cause delays or rejections. Double-check all information with the worker before submitting your DCoS application.
Late Assignment
After receiving DCoS approval, some employers delay assigning the CoS, which can result in the allocation expiring. Assign the CoS promptly once approved, and ensure you have the necessary payment arrangements in place to pay the assignment fee without delay.
Policy Updates and Effective Dates
The Home Office periodically updates Skilled Worker sponsorship rules, and it is important to stay informed about changes that affect DCoS applications.
If you are planning to sponsor a worker, check the date the rules will apply. If you assign a CoS before a rule change takes effect, the previous rules apply to that worker's visa application. If you assign the CoS on or after the effective date, the new rules apply.
The sponsor guidance is updated regularly, and it is your responsibility as a licence holder to ensure you are working from the current version. Subscribe to Home Office email alerts and review guidance updates whenever you plan to sponsor a new worker.
Where to Find Further Guidance
The Home Office publishes detailed guidance for sponsors, which includes step-by-step instructions, policy explanations, and examples.
If you require help with your SMS account or have questions about a specific DCoS application, you can contact the UK Visas and Immigration sponsor helpline. Contact details are provided in your SMS account and in the published sponsor guidance.
