Sponsor Licence Compliance Checklist (Printable)

Based on Part 3: sponsor duties and compliance, version 08/26 (valid from 28 August 2026).

Report changes about sponsored workers (within 10 working days)

A sponsored worker does not start within 28 days of the start date on their certificate. (Part 3, C1.15)
A sponsored worker is absent without permission for more than 10 consecutive working days. Report no later than 10 working days after the 10th day, even if you keep sponsoring them. (Part 3, C1.15 and C1.19)
A sponsored worker is on unpaid or reduced-pay leave for more than 4 weeks in total in a calendar year. (Part 3, C1.15)
A sponsored worker's pay falls below the level stated on their certificate. (Part 3, C1.15)
Significant changes to the job, such as a new title or core duties within the same occupation code. (Part 3, C1.15 and C1.44)
A sponsored worker's normal work location changes, including a move to full-time home working. (Part 3, C1.15 and C1.21 to C1.24)
You stop sponsoring a worker for any reason (resignation, dismissal, contract ending early, settlement granted). (Part 3, C1.15 and C1.26)
As soon as reasonably practicable, tell the Home Office if you know or suspect a worker has breached their conditions of stay. (Part 3, C1.14)

Report changes about your organisation (within 20 working days)

Significant changes such as stopping trading, insolvency, a substantial change in the nature of the business, a merger or a takeover. (Part 3, C1.13, C2.2 and C2.3)
Changes to your details, such as your address or the people in your sponsorship management roles. (Part 3, C2.3 and C2.4)
A change in organisation size or charitable status, which can change the fees you pay. (Part 3, C2.5)
Keep at least one Level 1 User in place at all times unless you are surrendering the licence. (Part 3, C2.16)

Keep records

Keep the documents listed in Appendix D for each sponsored worker, for the periods Appendix D sets. (Part 3, C1.37; Appendix D)
Give the Home Office any relevant documents when asked, such as evidence of your recruitment practices. (Part 3, C1.38)
Keep copies of any registration, certificate or reference confirming the requirements of the job are met. (Part 3, C1.42)

Comply with immigration law

Carry out right to work checks on every worker you sponsor or employ. (Part 3, C1.42)
Assign certificates only for roles that meet the route's criteria, and make sure the job done matches the occupation code and job description on the certificate. (Part 3, C1.42 and C1.45)
Do not recover sponsorship fees or associated costs from a sponsored worker where the guidance prohibits it. (Part 3, C1.42; Part 1, L6)
Do not let a sponsorship management system user assign a certificate to themselves or to a close relative or partner. (Part 3, C1.42)
Check and confirm on the certificate whether the worker needs an ATAS certificate, where the route requires it. (Part 3, C1.48)

Be ready for compliance checks

Checks can happen before or after a licence is granted, announced or unannounced. Give compliance officers access to premises and sites under your control. (Part 3, C7.9 and C7.10)
The Home Office makes regular checks with HMRC that workers are paid in line with the rules. (Part 3, C7.7)
Follow any action plan the Home Office sets. A downgrade to a B-rating comes with a paid action plan. (Part 3, C7.12 and C8.1)

Source: GOV.UK, Workers and Temporary Workers: guidance for sponsors, Part 3, checked 3 Oct 2026.

Fees for action plans and licence applications are on the employers hub. This checklist summarises the guidance; the guidance itself is the authority.

Sponsor licence compliance checklist