Sponsor compliance: current Part 3 guidance
Sponsor licence compliance is governed by the current Workers and Temporary Workers sponsor guidance, including Part 3: sponsor duties and compliance. Version 05/26 is valid from 20 May 2026.
Part 3 confirms that sponsors must monitor compliance with the Immigration Rules, sponsor guidance and wider UK law. Sponsors must keep accurate records, report relevant changes, comply with right to work duties, monitor sponsored workers and remain prepared for Home Office compliance action.
The old four-year sponsor licence renewal requirement was removed on 6 April 2024 for most sponsors. The practical risk is therefore not “renewal” in the old sense, but whether the licence would survive Home Office scrutiny, suspension or revocation action.
Current source: Sponsor guidance Part 3: sponsor duties and compliance, version 05/26. Last reviewed by NA Law Solicitors: June 2026.
For UK sponsor licence holders
Sponsor Licence Compliance Review for UK Employers
Practical solicitor-led support for employers who need either a routine sponsor compliance audit or urgent help after UKVI contact.
Sponsor licence audit support for HR and compliance teams.
Which situation are you in?
Need a routine compliance audit?
Use this route if you want to check your sponsor systems before a problem arises, prepare for a possible compliance visit, or tidy HR and SMS records.
Received UKVI contact or worried about revocation?
Use the urgent route if you have a Home Office letter, suspension warning, compliance visit finding, civil penalty issue or revocation concern.
What we review
We review SMS reporting, right to work records, key personnel issues, sponsored worker files and practical remedial steps.
Routine sponsor compliance audit
A compliance review helps employers identify gaps before UKVI does. We focus on the records and processes that usually matter most: sponsored worker files, salary and role consistency, right-to-work evidence, SMS reporting, work locations, absences and key personnel responsibilities.
- ✓Check whether CoS, payroll and HR records match.
- ✓Review sponsored worker files and right-to-work evidence.
- ✓Identify missing SMS reports or unclear reporting history.
- ✓Recommend practical remedial steps and record improvements.
If UKVI has already contacted you
A routine audit is not always enough once the Home Office has written to you or raised concerns. At that point, the priority is to understand the allegations, preserve evidence and respond properly within the deadline.
Why employers ask us to review compliance
Sponsor duties sit across HR, payroll, recruitment and operations. Problems often arise because records do not line up, not because one person has deliberately done something wrong.
Our role is to give clear legal and practical advice so you can decide what needs correcting, what needs reporting and what evidence should be kept.
Request a sponsor compliance review
Tell us whether you need a routine audit or have already heard from UKVI. We will come back to you with the next step.
Call 0203 524 5439
This page is provided for general information only and does not constitute legal advice. Immigration rules, Home Office guidance and sponsor duties can change and may apply differently depending on the facts of each case. Legal advice should be obtained for your specific circumstances.
Last reviewed: May 2026
Sponsor licence compliance FAQs
Common questions about sponsor licence audits and compliance
What is a sponsor licence compliance audit?
A sponsor licence compliance audit is a review of your HR systems, sponsored worker records, right to work checks, reporting duties and Sponsor Management System processes. It helps identify problems before the Home Office does.
When should an employer arrange a sponsor licence audit?
You should consider an audit before applying for a sponsor licence, before renewal, after key HR staff changes, before sponsoring multiple workers, after a merger or restructuring, or if you are worried your records are not Home Office ready.
What does the Home Office check during a compliance visit?
The Home Office may check whether sponsored workers are doing the roles stated on their Certificates of Sponsorship, whether salaries and hours are compliant, whether right to work checks are correct, and whether the business has proper systems to monitor attendance, contact details and changes in employment.
Can the Home Office visit without warning?
Yes. Compliance visits can be announced or unannounced. Employers should keep sponsor records up to date at all times rather than waiting until a visit is expected.
What are common sponsor licence compliance problems?
Common issues include missing right to work evidence, incorrect job descriptions, salary or hour discrepancies, late SMS reports, poor absence monitoring, sponsored workers doing different duties, and not updating the Home Office after business changes.
What happens if sponsor duties are breached?
The Home Office can downgrade, suspend or revoke a sponsor licence. Revocation can seriously affect sponsored workers and the business. If you have received a warning, suspension letter or compliance concerns, you should get advice urgently.
Can NA Law help if our sponsor licence has been suspended?
Yes. We can review the suspension letter, identify the Home Office concerns, help gather evidence and prepare representations. Suspension cases are time-sensitive, so early advice is important.
How often should sponsor licence holders review compliance?
Many employers benefit from at least an annual sponsor compliance review, with additional checks after recruitment drives, changes to sponsored roles, key personnel changes, restructures or changes in Home Office guidance.
Do we need a mock Home Office audit?
A mock audit is useful if you are unsure whether your HR files, SMS records, sponsored worker duties and right to work checks would withstand Home Office scrutiny. It gives you a practical action list before any official visit.
Want to understand your sponsor licence risk? Use our sponsor licence calculator as a first step, then book a compliance review with NA Law Solicitors.