Managing Redundancy Risks for UK Sponsored Workers

When your employment ends, your sponsor must inform the Home Office. They are legally required to do this within 10 working days via their Sponsor Management System (SMS). This notification triggers the formal curtailment of your visa. You will receive an official notice confirming your visa will be cut short, giving you 60 days to act. This 60-day period is your maximum grace period, regardless of the original expiry date on your Biometric Residence Permit.

This process is automatic and non-negotiable. It applies whether you were made redundant, resigned, or were dismissed for other reasons. The key is that your sponsorship has ceased. During this time, you must either submit a new visa application or make arrangements to leave the UK. Failing to act within this window results in you becoming an overstayer, which has severe consequences for future immigration applications.

Your primary goal is securing a new job offer from a licensed sponsor. The new role must meet the prevailing salary threshold, which stands at £41,700 for most occupations under current regulations. This requires a focused and efficient job search strategy. Many professionals find success with platforms that list verified employers, as this saves critical time. You can filter by sector and location to quickly identify suitable opportunities and find the right UK visa sponsorship roles for your skillset.

AI adoption is driving redundancies across many UK sectors, making the job market competitive. You must present a strong case to potential employers, highlighting your skills and immediate availability. Emphasise that you can start as soon as your new visa is approved. Remember, the new employer must assign you a valid Certificate of Sponsorship (CoS) before you can submit your application. This CoS is the essential link between your job offer and your visa.

Submitting a valid visa application before your 60-day period expires is crucial. This action provides legal protection under what is known as Section 3C leave. This provision automatically extends your existing leave while the Home Office considers your new application. It allows you to remain in the UK legally, even if the 60-day window passes while you await a decision. This protection is vital for maintaining a continuous lawful presence in the country.

However, Section 3C leave comes with conditions. You cannot start working for your new employer until your new visa is granted. This creates a potential financial gap you must plan for. Furthermore, if your application is refused, your Section 3C protection ends, and you must leave the UK. Therefore, ensuring your new application is complete and accurate is of the utmost importance to avoid complications.

The Skilled Worker route is not your only option. Depending on your profession and background, other pathways may be more suitable. The Global Talent visa, for example, offers a faster three-year settlement path for leaders in specific fields. This route does not require employer sponsorship, providing significant freedom. It is a strong alternative for those who meet the endorsement criteria and want to avoid being tied to one employer, especially when seeking skilled worker visa UK jobs.

Another increasingly popular option is the Scale-up visa. This route allows you to work for a qualifying high-growth UK business. After an initial six-month period with your sponsoring Scale-up, you can take on other work without needing further sponsorship. This flexibility is a major advantage over the more restrictive employer-tied visas. Exploring these alternatives can provide a valuable safety net if finding direct sponsorship proves difficult within the tight timeframe.

During the transition period, you must manage your finances carefully. Your visa conditions include 'No Recourse to Public Funds', meaning you cannot claim most state benefits. This makes personal savings essential. If you have over two years of continuous service, you are entitled to statutory redundancy pay. Your employer should calculate this and include it in your final payment. This money can provide a vital buffer while you search for a new role.

It is also important to understand your employment rights. Employers must follow a fair redundancy process, even for sponsored workers. They often use objective scoring systems to mitigate risks of discrimination claims. As of Autumn 2026, you also have a day-one right to Statutory Sick Pay in any new role you secure. This recent change provides an important layer of financial security from the very beginning of your next employment.

Successfully navigating redundancy on a sponsored visa hinges on speed and preparation. The 60-day curtailment window is absolute, making a proactive job search non-negotiable. Your focus must be on securing a new role that meets the £41,700 salary threshold from a licensed sponsor. Submitting a valid application before your deadline is the only way to protect your legal status in the UK under Section 3C leave.

Three actions will define your success. First, begin your job search the moment you are notified of redundancy. Second, explore all viable visa routes, including Global Talent and Scale-up, as potential alternatives. Third, ensure your finances can cover the gap between employment, as you cannot work for a new sponsor until the visa is approved. Taking decisive action within the first week is the best strategy for a positive outcome.