Reporting is the duty sponsors meet most often. The Home Office sets two default deadlines in Part 3 of its sponsor guidance (version 08/26, valid from 28 August 2026), plus a few that run differently. This guide lists them, with paragraph references.
It explains the published rules. It does not tell any organisation what to report in a particular case. Speak to a regulated adviser about your circumstances.
The two default deadlines
Paragraph C1.13 sets the defaults:
- Changes about a sponsored worker: within 10 working days of the event, unless the guidance says otherwise.
- Changes about your organisation: within 20 working days of the event, unless the guidance says otherwise.
Some things have no fixed number of days. You must tell the Home Office "as soon as reasonably practicable" if you know or suspect a sponsored worker has breached their conditions of stay. You must also give the police any information suggesting a sponsored worker may be involved in terrorism or criminal activity (C1.14).
Worker changes: the 10 working day list
Paragraph C1.15 lists the worker changes to report within 10 working days:
- the worker does not start the role within 28 days (Part 2, section S3, covers start dates)
- the worker is absent without permission for more than 10 consecutive working days
- the worker is on unpaid or reduced-pay leave for more than 4 weeks in total in a calendar year
- the worker's pay falls below the level stated on their Certificate of Sponsorship (CoS)
- significant changes to the job that do not need a change of employment application, such as a new title or core duties within the same occupation code
- the worker's normal work location changes
- you stop sponsoring the worker for any reason
- for offshore workers, the dates they arrive in and leave UK waters
- any extra changes the route-specific guidance lists
Salary increases do not normally need reporting. The exception in C1.15 is a pre-registration nurse or midwife who has since registered.
Unauthorised absence
The absence rule has its own timing. You must report a worker absent without permission for more than 10 consecutive working days, even if you plan to keep sponsoring them. The report is due no later than 10 working days after the 10th day of absence (C1.19).
C1.20 lists what to include: when the absence started, any return date, attempts to contact the worker, any salary deductions, and whether you will keep sponsoring them. When you report an absence or that you have stopped sponsoring someone, you must also give their last known address, phone number and any personal email addresses (C1.17).
Work location and home working
You must report a change to a worker's normal work location. That includes a move to a new branch or client site, or to working from home on a permanent or full-time basis (C1.21 and C1.24).
A move to hybrid working does not need reporting on its own. You must still report changes to the main office location or new client sites, and keep records of working patterns (C1.23). Day-to-day changes, such as an occasional day at another site, do not need reporting (C1.25).
Stopping sponsorship
C1.26 gives examples of when you stop sponsoring a worker and must report it. They include resignation, dismissal or redundancy, a contract ending early, a withdrawn job offer, loss of a legally required professional registration, and a grant of settlement.
Organisation changes: the 20 working day list
Part 3, section C2, covers changes to your organisation. Except when replacing your Authorising Officer or Key Contact, you must report them no later than 20 working days after you became aware of the change (C2.3).
Our guide to changes of circumstances for sponsors covers this list in full. It includes insolvency, mergers and takeovers, changes of address, Key Personnel changes, a change in size or charitable status, and relevant convictions (C2.4).
GOV.UK's summary gives the same 20 working day window. Its examples are stopping trading, insolvency, a substantial change in the nature of the business, and a merger or takeover.
How to report
Most worker changes go through the "Report migrant activity" function in the sponsorship management system (SMS) (C1.16). Most organisation changes go through the SMS too. If you have no Level 1 User with SMS access, some changes need the sponsor change of circumstances form instead (C2.15).
If the Home Office asks for a signed submission sheet or supporting documents for an SMS request, you must send them within 5 working days (C2.19). The same applies to any further documents it requests. If you miss the deadline, it will refuse the request and may revoke the licence.
Why it matters
Part 3 notes that reports about a worker's non-attendance or disappearance may be used to cancel their permission (C1.18). Failing to meet any sponsor duty in section C1 is listed in Annex C2(a) as a ground on which the Home Office will normally revoke a licence.
The printable sponsor compliance checklist puts these deadlines on one page.
Common questions
Are the deadlines in calendar days or working days?
Part 3 states them in working days: 10 for worker changes and 20 for organisation changes (C1.13). The 28-day start rule and the 4-week leave rule are part of what triggers a report.
Do we report a worker's pay rise?
Not usually. C1.15 says you do not need to report increases, except for a pre-registration nurse or midwife who has completed registration.
Is hybrid working a reportable change?
Moving to hybrid working is not, on its own (C1.23). A move to working entirely from home is (C1.24).
Can we talk to someone about our situation?
You can tell us about your situation. We do not assess cases or help with forms.