What is the Resident Labour Market Test and what is required to be compliant? Immigration expert Gillian Burns talks you through the RLMT in this short video.Read more about this
When applying for a sponsor licence you must nominate people within your organisation as ‘key personnel’. Immigration expert Natalie Payne talks you through the roles and responsibilities of the ‘key personnel’ in this short video.Read more about this
The Tier 2 visa is the most frequently used immigration route in to the UK for skilled workers from outside the European Economic Area (EEA). Employers wishing to hire non-EEA workers in the UK under the Tier 2 route must have a valid sponsorship licence. An employer with a sponsor licence will then agree to sponsor an individual that is working for them and this allows the individual to apply for their Tier 2 visa.
The licence comes with many strict compliance conditions that must be met at all times, otherwise the licence may be downgraded or revoked – read more about sponsorship duties here.
The Tier 2 licence can cover both Tier 2 General and Tier 2 Intra Company Transfer visas and you can also hold a sponsor licence to sponsor Tier 5 temporary visas.
You will need to become a Tier 2 licenced sponsor if you are:
As part of the application process, you need to appoint people internally and provide their details to UKVI to manage the sponsorship process and the sponsored workers. The main way in which this is done is through the Sponsor Management System (SMS).
The main roles are:
You should consider suitability and eligibility of key personnel fulfilling these important roles before they are assigned to individuals. We recommend that you provide training on sponsor duties and obligations for Key Personnel. If you would like help with this, details of the training courses we can offer can be found here.
This is the online system that sponsors are given access to when the licence is granted. You can update on any changes to circumstances as well as applying for and assigning Certificates of Sponsorship using this system.
If you require assistance with the SMS, we offer a Sponsor Management Service and further details can be found here.
To become a registered sponsor, you must complete a lengthy online application form, provide supporting documents and a covering letter, all of which must satisfy UKVI’s exacting criteria.
UKVI will assess your suitability to be a sponsor, and will consider:
Our team has a 100% success rate with sponsor licence applications and can provide a range of services to assist you with the process. Please contact us to discuss this further.
You will need to submit your application online and all supporting documents and a covering letter are to be provided within five working days of submitting the online application form. Failure to provide these will invalidate the application. These documents provide evidence to UKVI that you are a genuine business and commonly relate to you being registered with the tax authorities, any required regulatory body and having suitable insurance in place.
You must provide original documents or certified copies of all relevant documents. We can help prepare your supporting documents and certify these for you if you prefer not to send originals. Please contact us to arrange this.
A sponsor licence is granted for four years and must be renewed thereafter. There are initial fees to pay as part of the application process which vary depending on the size of the business. If you have an annual turnover of £10.2 million or less and employ fewer than 50 employees, the fee is currently £536. If you do not satisfy these criteria, the fee is currently £1,476.
There are additional fees to be paid including the Immigration Skills Charge and when assigning a CoS.
If you are applying for sponsorship for the first time, we recommend that you take advice on the application process. If the application is refused your fees will not be refunded. There is also a cooling off period of six months for reapplying if your application is rejected so getting it wrong can be costly and it will delay your plans for recruitment. Get in touch to see how we can help you get it right first time
In order to recruit a non-EEA worker, it is generally a requirement that an employer show they have been unable to recruit a “settled worker” for the role which is to be filled by the migrant. An employer shows this by conducting a “Resident Labour Market Test” (RLMT).
Where an employer is obliged to carry out a RLMT they must demonstrate they have complied with the following requirements:
Employers must keep adequate records of the steps they have taken, both in relation to advertising roles and the subsequent recruitment process. The consequences of getting it wrong can be serious and can include the revocation of a sponsor’s licence.
We would strongly advise getting specific advice before taking steps to carry out the RLMT as it requires close attention to the details both of the process of carrying out the RLMT and also retaining documentary evidence of this.
A compliant advertisement must contain the following details:
Once an advertisement is placed on a recruitment platform it should not be amended – if an amendment to the advert has to be made, it may be necessary to re-advertise the role completely (re-starting the 28 day period).
Please contact us if you would like a free compliant job advert template.
Employers must ensure they operate a fair and objective recruitment process. All applicants should be reviewed and any candidates who meet the skills and requirements listed in the advert should be offered an interview.
In assessing candidates, an employer must ensure that any prospective employees meet the criteria in the advertisement – this will need to be demonstrated to UKVI. Candidates must not be refused on the basis that they do not meet criteria which was not listed in the job advert.
Employers have to keep clear records of the recruitment process and may need to share these with UKVI. This includes details of all applicants, copies of applications, detailed assessment notes and reasons for rejection. Get in touch to check that your recruitment process and documentation is compliant.
There are circumstances where it is not necessary to comply with the RLMT requirements. The most common of these are if:
There are other limited exemptions which apply.
If your business requires advice or assistance in complying with the RLMT requirements, please feel free to contact one of our immigration experts.
Every role that UKVI deems suitable for sponsorship under Tier 2 General is assigned a “SOC Code” (Standard Occupational Classification Code). This is a four digit identifier for the role and it includes:
Identifying the correct SOC Code is crucial as failure to do so could invalidate the RLMT and result in the role not meeting the minimum salary or minimum skill which would ultimately result in the visa application being rejected. To check whether you have identified the right SOC Code for the role in question, please contact us.
A Certificate of Sponsorship (CoS) is a virtual document assigned by a sponsor to the employee. It provides details of the role the employee is being sponsored for and matches the employer and employee with UKVI. The employee cannot submit their visa application until they have a CoS.
There are two types of CoS for Tier 2 General: Restricted and Unrestricted. Choosing the right type is vital as if the wrong type is issued to an employee a sponsor could have their licence suspended or revoked as a result.
The majority of “new” hires into the UK from overseas will be subject to the annual limit for Tier 2 General. Unless an exception applies, you will have to request a restricted CoS.
Generally speaking, an unrestricted CoS may be used in the following circumstances:
The distinction between the two types of CoS can be highly technical and therefore it is always advisable to seek advice before assigning a CoS to a worker.
As the title suggests, there are restrictions on the number of restricted certificates of sponsorship that can be allocated annually. You can apply using the Sponsor Management System. Your application will receive a score based on the rate of pay and whether the RLMT has been completed.
You must submit the application by 5th of the month if it is be to be considered on 11th of that month. If the application is unsuccessful you can re-apply in the following month.
Who was the applicant?
Through our connection with the University of Leeds where we provide visa advice to international students, we were introduced to a growing Leeds based wholesale company which was rapidly expanding into the Chinese market.
How did we help?
As well as advising the company on the sponsorship of two Chinese nationals, we also advised the individual directly when their Tier 2 General visa application was rejected. This application had been prepared without any professional support and a number of minor errors in the application form meant that they were not eligible for the visa. Through our Sponsor Management Service, we are registered as legal representative and level 1 user for this organisation which allowed us to use the priority service to obtain a new unrestricted CoS within days and assign this to the individual before their current Tier 4 Student visa expired.
We then worked with the individual to prepare the visa application and supporting documents and submit these urgently in order to protect the individual’s right to remain and work in the UK whilst the application was being considered. The Tier 2 General visa was successfully granted within a matter of weeks.
As a result of the previous errors made when sponsoring workers, this organisation was also subject to a sponsor licence compliance visit from UKVI. We conducted an audit at the company premises of the records, systems and processes and conducted mock interviews with the Key Personnel in preparation for the audit which was passed with no concerns raised by UKVI.
We have a 100% success rate of sponsor licence applications for our clients. Whether you require advice on the merits of applying for a sponsor licence, need full support with the application process or simply want to run a query past us, we can help.
By way of an example, our comprehensive sponsor licence advice service is set out below and is designed to take you from the initial application process through to the successful grant of your employee’s visa:
Stage 1 – sponsor licence application:
we provide a template sponsor licence application form to be completed which we can check before you submit the application online
we collect the required information from you and prepare a draft covering letter to accompany the application which includes all of the information required by UKVI
we discuss with you the supporting documents required to accompany the application to identify which are applicable to the company and easiest for you to provide
we consider the appropriate SOC Code for the role to be sponsored
we check the application form, covering letter and supporting documents before submission to ensure all information is included and is correct
we answer any questions you have about the process or correspondence from UKVI, and
we advise you on the documentation to retain to evidence the submission of the application.
Stage 2 – Resident Labour Market Test:
we assist with the preparation of the job description and job advert for the role in question
we advise on the process of advertising the role in accordance with UKVI’s requirements
we advise on the recruitment process in accordance with UKVI’s requirements, and
we advise you on the documentation to retain to evidence the advertising and recruitment process.
Stage 3 – applying for, creating and assigning the Certificate of Sponsorship (CoS):
we assist you in applying for a Restricted CoS (if required)
we assist you with creating and assigning the Restricted or Unrestricted CoS is to the future employee, and
we support you with general queries and any queries from UKVI in relation to the CoS.
Stage 4 – visa application:
we assist your future employee with their visa application by reviewing and suggesting amendments to the completed draft application
review and advise upon the necessary supporting documents, and
provide support to the company and the individual with general queries and queries from UKVI.
Fee estimate*: £3,000 – £4,500
*: Our fees are calculated based on the number of hours it will take us to carry out this work. The exact number of hours it will take depends on the circumstances in your case, such as:
the volume of supporting documents and evidence that we need to consider
the quality of the draft supporting documents provided by you, the amount of time required to amend these and the number of amended drafts required
whether face to face meetings with you are required and the volume of calls and queries from you
the urgency of your application
whether the company or future employee has an adverse immigration or criminal history
the need to obtain documentation from or liaise with third parties such as accountants or translation companies
whether advice is required on current immigration status.
Fees are excluding VAT at the rate of 20%. Disbursements are costs related to your matter that are payable to third parties, such as application fees payable to the Home Office and document translation fees. These are not included in the above estimate.
As a registered sponsor of Skilled Worker and ICT migrants, you have a wealth of obligations and duties to UK Visas & Immigration and failure to comply can ultimately lead to your licence being revoked.
Have peace of mind from only £100 per month
Let our business immigration experts take away that risk and strain by being named as Legal Representative on your sponsor licence, as well as having day-to-day involvement as a Level 1 User of the Sponsor Management System.
Our service includes:
Contact us to find out more.
We run an in-depth training course on Sponsor Management for Skilled Worker and ICT sponsor licence holders. This half day course is aimed at members of HR and Management and those who are Key Personnel named on the sponsor licence. This training, previously delivered at your premises but available to delivered online, covers:
These training courses cost £950 plus VAT each and can be delivered in-house to your staff. To discuss your immigration training requirements or the above courses, please contact us.
Our immigration solicitors provide Right to Work training for HR and Recruitment teams and those who are responsible for carrying out right to work checks on employees. Using practical examples and case studies, the course is designed to up-skill your staff and ensure compliant right to work checks are completed. This training can be delivered at your premises and covers:
Training courses cost £950 plus VAT each and can be delivered in-house to your staff. To discuss your immigration training requirements or the above courses, please contact us.
Correctly managing your organisation’s Skilled worker and ICT sponsor licence and retaining copies of all of the relevant documents is an onerous but important task.
If you are concerned that the organisation is not on top of this, or you want peace of mind that you reporting and record keeping is up to date, or perhaps you have a pending visit from a Home Office Immigration Compliance Officer, a member of our expert immigration team can carry out a thorough compliance audit for you.
This typically includes:
Prices start from £1,000 plus VAT. Contact us to find out more.
Given the fast pace of change, we would stress that this information is designed to be informative, not advisory and represents our understanding of English law and practice as at the date indicated. We would always recommend that you should seek specific guidance on any particular legal issue.
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