As a UK sponsor licence holder, a visit from UK Visas and Immigration (UKVI) can be a pivotal moment for your business. These visits, whether announced or surprise inspections, are designed to ensure you are meeting your sponsor duties under the points-based immigration system.
But what happens after the visit? What should you be doing to stay compliant, protect your licence, and continue to sponsor workers from overseas?
In this blog, we will walk you through the key steps employers must take after a UKVI visit, along with a refresher on your core responsibilities as a sponsor. Whether you are new to sponsorship or a long-time licence holder, this blog will help you navigate the post-visit process confidently.
What is a UKVI compliance visit?
UKVI conducts compliance audits to verify that:
- Your HR systems are robust and immigration-compliant
- You are properly monitoring your sponsored workers
- You are only sponsoring eligible workers for suitable roles
- You report key changes to UKVI promptly
If you fail to comply with your sponsorship duties, your sponsor licence can be downgraded, suspended, or revoked, potentially disrupting your business and leaving workers without valid immigration status.
What to do immediately after a UKVI visit
1. Review any feedback or notes provided
UKVI officers may provide verbal feedback during or after the visit. In some cases, a written report may follow.
- Take note of all observations, particularly any compliance concerns.
- Do not delay addressing any weaknesses identified, even if no official enforcement action has been taken.
- Document your response plan to demonstrate proactive engagement.
2. Conduct an internal compliance audit
After the visit, review all areas covered by the inspection:
- Right-to-work checks
- Record-keeping
- Certificate of Sponsorship (CoS) allocation
- Monitoring of visa conditions and attendance
- Reporting of changes or issues
This internal review will help you stay ahead of any formal compliance warnings or actions.
Your key sponsorship responsibilities
UKVI expects sponsors to meet several core duties. Failing to fulfil them can result in enforcement action.
1. Ensure workers are eligible for their role
You must:
- Check that your foreign workers have the necessary skills, qualifications or professional accreditations to do their job
- Keep evidence and copies of these documents on file
- Only assign a Certificate of Sponsorship if the job is eligible for sponsorship
2. Monitor and report non-compliance
You are responsible for reporting the following to UKVI:
- A sponsored worker is not complying with the conditions of their visa
- A worker is no longer attending work
- There are significant changes to the job role or contract
3. Comply with UK employment law
You must meet all employment law requirements, including:
- National Minimum Wage
- Working hours
- Holiday entitlement
- Fair treatment and discrimination laws
Effective HR systems: a sponsorship requirement
Strong HR systems are essential to compliance. Your systems must allow you to:
Maintain accurate records
- Immigration status and visa expiry
- Copies of right-to-work documentation
- Evidence of skills/qualifications
Track attendance
- Record worker absences and leave
- Flag unexplained absences for prompt reporting
Keep contact details up to date
Ensure you maintain:
- Up-to-date addresses
- Mobile numbers and emails
Report issues promptly
Use the Sponsorship Management System (SMS) to report:
- Absenteeism
- Job changes
- End of employment
Reporting changes in your business
You must report any significant business changes to UKVI within 20 working days, including:
- If you stop trading or become insolvent
- There is a merger, acquisition or takeover
- You make significant changes to your business model or operations
- You change your relationship with an overseas partner (e.g. secondment arrangements)
- You update your business address or the roles of your Authorising Officer, Key Contact or Level 1 User
Changes must be made via the Sponsorship Management System (SMS).
Fast-track option
You can use the priority change of circumstances service for faster processing (within 5 working days) at a fee of £200.
Sponsoring workers under 18
Employers sponsoring workers under 18 have extra safeguarding duties. You must ensure there are suitable care arrangements in place for:
- Travel to the UK
- Arrival and reception in the UK
- Living arrangements in the UK
You also need to:
- Obtain written consent from the child’s parent(s)
- Complete a Disclosure and Barring Service (DBS) check for relevant staff
Failure to meet these safeguarding duties can result in licence revocation.
Sponsoring scale-up workers
If you are sponsoring a scale-up worker, your duties start from the day you assign their Certificate of Sponsorship and continue for 6 calendar months after:
- The valid-from date on their visa (if they applied from outside the UK), or
- The date they were granted permission to stay (if applying from inside the UK)
Example: A worker receives permission to stay on 1 October 2022. Your responsibilities end at 11:59pm on 1 April 2023.
You must also report their start date using SMS.
Sponsoring offshore workers
For offshore workers, you are required to inform UKVI:
- When the worker enters UK waters at the start of the job
- When the worker leaves UK waters at the end of the job
Use SMS to report these events. Do not pre-report – you have up to 10 working days after arrival or departure to notify UKVI.
If you hold a provisional licence for UK Expansio
If you have been granted a UK Expansion Worker provisional sponsor licence, there are additional steps:
- You must inform UKVI once your Authorising Officer’s visa is granted
- Update their immigration status and UK address via SMS
This update confirms that your key personnel are in place and legally allowed to act on your behalf.
Final thoughts: don’t wait for problems — be proactive
A UKVI visit should not be seen as a one-off test – it is a snapshot of your ongoing compliance obligations. The best way to avoid enforcement action is to treat post-visit activities as a chance to strengthen your systems and procedures.
Key takeaways:
- Conduct an internal audit immediately after the visit
- Review your record-keeping and HR compliance
- Report all required changes via SMS promptly
- Understand your specific obligations depending on the type of worker you’re sponsoring
- Seek legal advice if unsure about your compliance
Need help staying compliant?
At Gherson, we help businesses navigate sponsor licence compliance, prepare for UKVI audits and respond to visit outcomes.
Whether you are facing a licence downgrade or just want to stay ahead of the curve, our expert solicitors and advisers are here to help.
Need Immigration Assistance? Contact Gherson Solicitors today for expert legal guidance on navigating the latest immigration changes.
Get in touch now to schedule a consultation!
Updated: 16 April 2025
How Gherson can assist
Gherson’s Immigration Team are highly experienced in advising on UK visa matters. If you have any questions arising from this blog, please do not hesitate to contact us for advice, send us an e-mail, or, alternatively, follow us on X, Facebook, Instagram, or LinkedIn to stay-up-to-date.
The information in this blog is for general information purposes only and does not purport to be comprehensive or to provide legal advice. Whilst every effort is made to ensure the information and law is current as of the date of publication it should be stressed that, due to the passage of time, this does not necessarily reflect the present legal position. Gherson accepts no responsibility for loss which may arise from accessing or reliance on information contained in this blog. For formal advice on the current law please do not hesitate to contact Gherson. Legal advice is only provided pursuant to a written agreement, identified as such, and signed by the client and by or on behalf of Gherson.
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