My employer has lost their sponsor licence – what should I do?

16 Oct 2023, 08 mins ago

If your employer sponsors your visa, your permission to work in the UK is directly linked to them. In the event that your employer’s sponsor licence is revoked, you need to be aware of the steps you have to take to protect your immigration position.

Revocation after employment commences

Once your employer’s sponsor licence has been revoked, the organisation will no longer be able to sponsor your visa. Therefore, your employment may need to come to an end.

Usually, the Home Office would notify you that your visa has been curtailed to 60 days from the date of notification. If your current visa is valid for less than 60 days, you will not receive a curtailment letter, and instead your visa will simply expire on the relevant date.

During this period, you will either need to make another visa application in a category for which you qualify, or leave the UK. A list of UK work visas can be found here, but you may wish to consider other options, such as family visas. Should you fail to regularise your immigration status, you will need to leave the UK before the expiration of the 60-day period, or your visa, whichever is earlier.

If the Home Office believe you were complicit in the reasons for the revocation, your visa will be cancelled entirely, which would mean that you would have to leave the UK immediately.

Revocation before employment commences

If the sponsor licence has been revoked prior to your visa application being decided, your application will be refused. If you have been issued a UK work visa tied to your sponsor but you are yet to enter the UK, your visa will be cancelled.

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 TwitterFacebook, 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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