Additional Certificates of Sponsorship (CoS) for HR Managers

HR managers often need extra Certificates of Sponsorship (CoS) at short notice, but the process is technical and tightly policed by UKVI. Using NA Law Solicitors helps you avoid delays, refusals and compliance risks when requesting additional CoS and assigning them to Skilled Worker applicants.

What is an additional CoS request?

When you receive your sponsor licence, UKVI gives you an annual allocation of undefined CoS (mainly for in‑country Skilled Worker applications and certain other routes). You can view your live allocation at any time in the Sponsor Management System (SMS). If your allocation is too low for your recruitment needs, you must submit an additional CoS allocation request through the SMS before you can assign more CoS.

How HR should request extra CoS

For HR managers, a clear internal process is essential:

Check your current allocation

Log into the SMS and confirm how many undefined CoS  remain and when your CoS year ends.

Review your 6–12 month hiring plans to estimate how many additional CoS you genuinely need for Skilled Worker and any other relevant routes.

Submit the additional allocation request

In the SMS, use “Request additional CoS allocation” and specify the number of CoS required.

Give a clear business rationale: forecast hires, contract wins, expansions or project work that justify the numbers, and split by route if needed (e.g. Skilled Worker vs Senior or Specialist Worker).

Manage timing and priority

Standard in‑year requests can reportedly take several weeks or up to around 18 weeks in some cases, which can be critical if an employee’s leave is expiring.

Where timing is sensitive, you may be able to use the post‑licence priority service for certain additional CoS requests, giving a faster decision for an extra fee if a priority slot is available.

Assigning the CoS once granted

After approval, the additional CoS will appear in your SMS account, ready to assign to individual workers.

When assigning, HR must enter accurate details such as job title, SOC code, salary, hours, and employment start date, ensuring the role meets the Skilled Worker skill and salary thresholds.

Common pitfalls HR must avoid

Small mistakes with additional CoS can lead to refusals, wasted fees and compliance action:

Choosing the wrong CoS type

Defined CoS are for Skilled Worker applications from outside the UK, while undefined CoS are used mainly for in‑country Skilled Worker applications and certain other categories.

Selecting the wrong category in the SMS usually leads to an automatic refusal and loss of the CoS fee, with knock‑on delay for the applicant and the business.

Under‑ or over‑estimating your allocation

Running out of undefined CoS mid‑year means you cannot sponsor extensions or new in‑country hires until your extra allocation has been approved.

Requesting unrealistic numbers without a clear justification may prompt UKVI to grant a lower allocation or ask further questions.

Inaccurate or non‑compliant job details

Issuing a CoS with the wrong SOC code, salary below the relevant threshold, or duties that do not match the claimed occupation is a common cause of visa refusals and compliance concerns.

Errors in start dates, hours, or locations can also create problems and may later trigger the need for corrections and reports via the SMS.

Poor evidence and justification

UKVI can ask for more information on your additional CoS request if your explanation is vague or unsupported.

Not having internal documentation to show anticipated recruitment, business growth or contracts can weaken your case if UKVI queries the request.

Why use NA Law Solicitors?

Working with an expert immigration solicitor takes pressure off HR and protects your sponsor licence:

Strategic planning and allocation

NA Law Solicitors can review your historic CoS usage and hiring plans to calculate realistic allocations, reducing the risk of running out or requesting unjustified numbers.

The team can help you decide when to rely on the standard process and when to consider the priority service for additional CoS requests.

Drafting robust requests and justifications

An experienced solicitor can prepare or review your additional CoS allocation requests, ensuring the rationale, role descriptions and numbers are clearly explained and aligned with UKVI guidance.

Where UKVI raises queries or grants a lower allocation than expected, NA Law can help you respond and strengthen your position.

Reducing risk when assigning CoS

NA Law Solicitors can check that proposed roles meet the Skilled Worker criteria on skill level, salary and genuine vacancy before you assign a CoS.

They can also train HR managers on common sponsorship pitfalls, right‑to‑work compliance and how to keep your sponsor licence audit‑ready.

For HR managers, additional CoS requests are not just a formality; they sit at the heart of your ability to hire and retain key staff under the Skilled Worker route. To avoid costly delays or compliance issues, contact NA Law Solicitors’ business immigration team for tailored advice on CoS allocations, sponsor licence strategy and ongoing HR support.