How to Verify if a UK Company Can Legally Sponsor You

Receiving a job offer contingent on sponsorship is an exciting development for any international professional seeking to work in the UK. Before investing significant time and resources into the visa application process, confirming the employer's legal authority to sponsor you is paramount. An organisation must hold a valid sponsor licence for the specific immigration route, such as the Skilled Worker route, to issue a Certificate of Sponsorship (CoS). This licence demonstrates that the company has met the stringent requirements set by the Home Office to employ overseas talent. Without this authorisation, any job offer requiring sponsorship is invalid, making verification an indispensable first step in your journey.

A company's sponsorship status is not permanent and can change over time. Licences can be downgraded from an A-rating to a B-rating, suspended, or even revoked for non-compliance with sponsor duties. Therefore, relying on outdated information or assumptions can lead to significant setbacks, including a rejected visa application. Licence validity is a critical due diligence step that protects you from pursuing unviable employment paths. This proactive check provides peace of mind and allows you to focus your efforts on genuine opportunities with authorised employers.

Understanding the different licence ratings is also beneficial for assessing a potential employer's standing with UK immigration authorities. An A-rating, which is awarded when a licence is first granted, signifies that the sponsor has systems in place to meet its duties. A B-rating, however, indicates that the sponsor has failed to meet some of its obligations, requiring them to follow a time-limited action plan. While a B-rated sponsor can still issue a CoS, licence rating provides valuable insight into the company's compliance history and administrative reliability.

Confirming a company's ability to sponsor you is the first part of a much larger eligibility puzzle for a successful visa application. The employer must ensure that the role itself meets the strict skill-level and salary requirements associated with the immigration route. They are also responsible for assigning a valid Certificate of Sponsorship, which is a unique reference number containing your personal and job details. This digital document is fundamental to your application, acting as formal proof of a genuine employment offer from an authorised sponsor. Understanding the full scope of Skilled Worker visa eligibility is therefore essential for both you and your prospective employer.

Beyond the employer's obligations, you must also satisfy personal immigration requirements, which are assessed independently by the Home Office. This includes meeting the English language proficiency standard, which was raised to B2 level for new applicants from January 2026. You must also demonstrate that you have sufficient maintenance funds, unless your A-rated sponsor certifies this on your CoS. Comprehensive eligibility checks involve evaluating both the company's status and your personal qualifications against the current immigration rules. Using a dedicated eligibility calculator can help you assess your standing before committing to an application.

The Certificate of Sponsorship (CoS) is not a physical document but a crucial electronic record that links you to your sponsoring employer. An employer must assign a valid CoS before you can apply for your visa, and they are responsible for paying the associated fee. Under current regulations, sponsors are strictly prohibited from passing on the CoS fee or any other administrative sponsorship costs to the worker. Recouping costs from you is a serious breach of their duties and can lead to licence revocation. Be aware of this rule to protect yourself from illegitimate financial requests during the hiring process.

There are two main types of CoS: 'Defined' and 'Undefined', and the type your employer uses depends on your location. A Defined CoS is required for applicants applying for a Skilled Worker visa from outside the UK and must be approved by the Home Office. An Undefined CoS is used for applicants who are already in the UK and are eligible to switch immigration status, such as from a student visa. Your employer manages their allocation of Undefined CoS through the Sponsorship Management System (SMS) and can assign them directly to candidates.

Employers interact with the Home Office through a secure online portal called the Sponsorship Management System (SMS). This system is central to all sponsorship activities, from assigning CoS to reporting changes in a sponsored worker's circumstances. Access to the SMS is tightly controlled, with personnel assigned specific roles like Authorising Officer, Key Contact, and Level 1 or Level 2 User. These individuals are responsible for maintaining compliance and ensuring all information provided to UK Visas and Immigration (UKVI) is accurate. Understanding this system's existence helps clarify how employers manage their sponsorship duties and responsibilities.

The SMS provides the employer with a real-time overview of their licence, including their current rating and their annual allocation of CoS. When an employer needs to sponsor a worker, a Level 1 User logs into the system to assign a certificate, populating it with the job details and the candidate's information. This mandatory process is a prerequisite for your visa application, as the unique CoS number generated is required on your form. The integrity of this system is paramount, and any misuse, such as sharing passwords, can result in the immediate revocation of the company's licence, which would impact all their sponsored employees.

If a sponsored worker's employment ends prematurely, for instance through redundancy, the employer must report this via the SMS. This action triggers the start of a 60-day period during which the individual must find new sponsorship or leave the UK. This reporting duty underscores the direct link between the employer's administrative actions and your immigration status. Therefore, securing a role with a diligent and compliant sponsor is just as important as the job itself, as their management of the SMS directly affects your ability to remain in the country and pursue UK visa sponsorship roles.

During your job search, certain signs may indicate a potential issue with a company's sponsorship capabilities. Be cautious if an employer seems vague or uncertain about the sponsorship process. A genuinely licensed sponsor will have designated personnel familiar with their obligations. They should be able to discuss the process clearly and confidently with you. Hesitation or incorrect information can be a significant red flag for candidates.

Another warning sign is any request for you to cover sponsorship-related administrative fees, which is strictly forbidden. This includes the sponsor licence application fee, the Certificate of Sponsorship fee, or the Immigration Skills Charge. While you are responsible for your own visa application fees and the Immigration Health Surcharge (IHS), the employer must bear all costs associated with obtaining and maintaining their licence. A request to pay these fees suggests a non-compliant or fraudulent operator.

It is important to recognise that not every international professional requires company sponsorship to work legally in the UK. For example, Irish citizens have the right to work in the UK without needing any form of permission or sponsorship. Similarly, individuals who have been granted status under the EU Settlement Scheme or hold Indefinite Leave to Remain (ILR) do not need to be sponsored. Understanding who needs sponsorship UK regulations helps clarify whether this verification process is a necessary step for your specific circumstances and prevents unnecessary delays in your job search.

For most other foreign nationals, including EU, EEA, and Swiss citizens who arrived after 31 December 2020, employer sponsorship is mandatory. The primary route for this is the Skilled Worker visa, which requires a job offer from a Home Office-approved sponsor. This distinction is critical, as applying for roles without understanding your personal work rights can be inefficient. Before beginning your search, confirm your immigration status and determine if you fall into a category that requires sponsorship for employment.

Ultimately, verifying that a UK company can legally sponsor you is a non-negotiable step in your journey to working in the UK. This due diligence protects you from fraudulent offers, prevents wasted application fees, and ensures you are building your career on a solid legal foundation. Using a reliable, searchable database of sponsors is the most efficient method to confirm a company's licence status and rating. This simple check empowers you to proceed with confidence, knowing your prospective employer is authorised by the Home Office to support your visa application. It transforms uncertainty into assurance, allowing you to focus on preparing for your new role.

Once you have confirmed the employer's valid licence, your next steps should involve gathering your personal documentation for the visa application. Ensure your passport is valid and that you can meet the financial and English language requirements for your specific route. Maintain open communication with your employer's HR team, as they will provide the essential Certificate of Sponsorship number needed to submit your application. By taking a methodical and informed approach, you significantly increase your chances of a smooth and successful transition into the UK workforce.