In this article, we explore the top six mistakes’ employers make when sponsoring skilled workers, answer common questions about UK visa sponsorship, and explain how to avoid costly refusals.
Why would a UK Skilled Worker visa be denied?
There are several reasons a Skilled Worker visa can be refused. Some of the most common include:
- The job role not meeting the required skill or salary threshold.
- Incorrect or incomplete Certificates of Sponsorship (CoS).
- Employers failing to maintain accurate records or carry out right-to-work checks.
- Applicants not meeting the English language or financial requirements.
- Breaches of sponsor duties by the employer, leading to suspension or revocation of the sponsor licence.
Essentially, any failure to meet immigration rules can result in refusal, which is why employers must handle sponsorship carefully.
Mistake 1: Incomplete or inaccurate sponsor licence applications
One of the earliest and most damaging mistakes is failing to submit a correct sponsor licence application. Employers often underestimate the level of documentation required to prove they are a genuine and compliant business. Missing mandatory documents, providing incorrect details, or failing to show robust HR systems can lead to outright rejection.
Tip: Double-check the required documents listed by the Home Office and ensure internal processes (such as record-keeping and monitoring staff absences) are in place before applying.
Mistake 2: Assigning Certificates of Sponsorship incorrectly
A Certificate of Sponsorship (CoS) is central to the Skilled Worker visa process. Employers sometimes allocate CoS to roles that do not qualify under the Skilled Worker visa UK rules, or they make errors in filling out job details. Even small discrepancies between the CoS and the worker’s application can cause a Skilled Worker visa refusal.
Tip: Ensure the job meets the correct skill and salary threshold, and that all details on the CoS match exactly with the applicant’s documents.
Mistake 3: Not keeping up with compliance duties
Once an employer becomes a sponsor, the responsibilities do not stop there. Sponsors must report key changes (such as an employee leaving or changing job roles), maintain accurate records, and conduct regular right-to-work checks. Many employers lose their sponsor licence because they neglect these duties.
Tip: Treat compliance as ongoing. Having a dedicated HR compliance officer or working with immigration lawyers will help maintain good standing.
Mistake 4: Failing to pass a Home Office compliance visit
The Home Office often conducts site visits before granting or renewing a sponsor licence, or even during sponsorship. If HR systems are found to be inadequate, or if staff are unaware of their duties, the licence can be refused or revoked.
Tip: Prepare your team for potential visits. Ensure that all relevant staff are trained in sponsor duties and that record-keeping systems are up to date.
Mistake 5: Misunderstanding job eligibility and salary requirements
A frequent issue is employers sponsoring roles that are not on the list of eligible Skilled Worker roles, or offering salaries below the required threshold. This leads directly to visa refusals.
Tip: Before assigning a CoS, check that the role is listed as eligible for sponsorship and confirm that the salary meets the minimum required, including any allowances for shortage occupations.
Mistake 6: Poor preparation for the sponsor licence interview
The Home Office may interview key personnel during the application process to assess whether the business is capable of meeting sponsorship responsibilities. Employers who are unprepared, provide inconsistent information, or cannot demonstrate HR systems risk refusal.
Tip: Anticipate the types of questions that may be asked. Be ready to show evidence of recruitment practices, compliance systems, and the genuine need for overseas workers.
Why has it become more difficult to get sponsorship in the UK?
The difficulty lies in the strict requirements employers must meet. The Home Office imposes these rules to prevent abuse of the immigration system. Employers need to prove they are genuine, capable of compliance, and offering legitimate roles that meet Skilled Worker visa UK requirements. For small businesses or those without strong HR systems, preparing a robust application can be challenging.
What is required of an employer to sponsor a work visa?
Employers must:
- Apply for and obtain a sponsor licence from the Home Office.
- Demonstrate they are a genuine and lawfully operating business.
- Have HR systems in place to monitor and report on sponsored workers.
- Assign Certificates of Sponsorship only to eligible job roles.
- Comply with ongoing reporting and record-keeping duties.
Failure to meet these obligations can lead to losing the licence and being barred from sponsoring in the future.
How much does a Skilled Worker visa cost?
The cost of sponsoring a worker includes both the employer’s and employee’s fees. Employers pay:
- The sponsor licence application fee (small businesses and charities pay £536; medium or large sponsors pay £1,476).
- An Immigration Skills Charge of £364 per year (small businesses/charities) or £1,000 per year (medium/large sponsors).
- The cost of assigning a CoS (£525 per worker as of April 2025).
Applicants themselves also pay the Skilled Worker visa cost, which includes the visa application fee and the Immigration Health Surcharge.
Final thoughts
UK visa sponsorship offers a vital solution for employers facing recruitment shortages, but the process is complex and unforgiving of mistakes and the Home Office has become even tougher. From inaccurate sponsor licence applications to ongoing compliance failures, errors can result in Skilled Worker visa refusals and significant business disruption.
By understanding the common pitfalls and preparing thoroughly, employers can successfully sponsor overseas workers while remaining compliant with immigration law. Seeking professional guidance often makes the difference between approval and refusal, giving businesses the confidence to grow with international talent.
About the author: Mulgrave Law
Mulgrave Law is a London-based immigration law firm specialising in business and corporate immigration. We help employers secure sponsor licences, navigate Skilled Worker and Global Business Mobility routes, and ensure ongoing compliance with Home Office requirements. Our practical experience and meticulous approach make us a trusted partner for businesses seeking to attract and retain global talent.
If your business is planning to sponsor skilled workers or needs guidance on UK immigration compliance, contact Mulgrave Law today for expert advice and support. Book a free case consultation today. From start to finish, you are guaranteed a positive experience with our team of experienced immigration lawyers and solicitors.