UK Skilled Worker Visa Approved After Sponsor Licence Refusal

How expert legal advice helped correct serious sponsorship errors and secure approval in just three weeks

Quick Summary: A Skilled Worker Visa and Sponsor Licence Success Story

A global research firm’s sponsor licence application and Skilled Worker Certificate of Sponsorship request for an employee, Chun (a highly skilled marketing professional), were refused due to the use of an incorrect Certificate of Sponsorship and sponsor compliance errors.
Mulgrave Law provided expert legal guidance, correcting errors, advising on HR and compliance systems, and preparing a fully compliant application.
The Skilled Worker visa and sponsor licence were successfully approved in just three weeks.
The employer is now fully compliant for future sponsorships and can continue sponsoring skilled workers with confidence.

Chun’s background and immigration journey

Chun first came to the UK in 2020 on a Student visa to complete her postgraduate studies in Marketing. After graduating, she switched to the Graduate (Post-Study Work) visa, valid from 2022 to 2024.

During this time, Chun joined a global research firm as an Executive Qualitative Moderator. Thanks to her fluency in both Mandarin and English and her ability to manage complex international clients, she quickly became an integral part of the business. She was promoted to supervise a team of researchers delivering projects across the Asia-Pacific region.

Given her specialist language skills, regional market expertise, and the difficulty of recruiting a suitable candidate from the UK labour market, the company decided to sponsor Chun under the Skilled Worker visa route.

What went wrong: sponsor licence and Certificate of Sponsorship errors

Unfortunately, the company attempted to handle the sponsorship process internally, without seeking professional legal advice. This led to several serious errors, including:

Requesting the incorrect type of Certificate of Sponsorship (CoS): Chun was eligible to apply from within the UK, meaning an Undefined CoS was mandatory. Instead, a Defined CoS was requested, which is only valid for Skilled Worker visa applications made from outside the UK.
Incorrect HR records: The Home Office identified inconsistencies in record-keeping.
Lack of sponsor compliance structure: There was no designated individual responsible for sponsorship compliance duties, a key requirement for licensed sponsors.

As a result, the sponsor licence application was refused, and Chun was unable to proceed with submitting her Skilled Worker visa application.

Seeking help after a Sponsor Licence refusal

Following the refusal, Chun and her employer were understandably anxious about her future in the UK.

Although the employer indicated that legal advice would be sought, Chun took proactive steps to find a UK law firm specialising in sponsor licences and Skilled Worker visas. This led her to Mulgrave Law.

After an initial consultation, Mulgrave Law was formally instructed by the employer. A dedicated immigration lawyer reviewed the refusal decision in detail, assessed the company’s compliance position, and created a clear legal strategy to correct the errors and minimise the risk of a further refusal.

How Mulgrave Law helped

Mulgrave Law provided comprehensive legal support to both the employer and Chun, including:

Advising on the sponsor licence application
Advising on requesting and assigning the correct certificate of sponsorship
Reviewing the role to assess whether it met skilled worker visa eligibility and skill level requirements
Advising on a compliant salary and upcoming increases at the time
Advising on establishing clear HR and compliance procedures
Conducting a mock audit to ensure Home Office compliance audit readiness
Preparing and submitting all relevant forms and supporting documents
Managing all Home Office correspondence
Assigning a compliant in-country CoS well in advance for the extension application

Risk management and refusal prevention

Beyond correcting the initial errors, Mulgrave Law advised on application timing, supporting documentation, and sponsor compliance controls to reduce the risk of future refusals. This proactive approach ensured the application was fully decision-ready before submission.

The result: sponsor licence and Skilled Worker visa approved in three weeks

Once the sponsor licence application was approved, an Undefined Certificate of Sponsorship was issued, and Chun submitted her Skilled Worker visa application. Her visa was granted for the period from 20 November 2024 to 20 February 2026.

With Mulgrave Law’s guidance, the sponsor licence, Certificate of Sponsorship, and visa application were all approved within three weeks, despite a previous refusal and broader Home Office delays affecting other applications.

Following this success, the employer chose to continue sponsoring Chun for an additional three years, submitting a renewal application in 2025.

Client feedback

After the application was approved, Chun shared the following feedback about their experience working with Mulgrave Law.

“I would like to thank Mulgrave Law for everything you have done for me. Thanks to your support, I can now get back to my life! You understood my story from a human perspective and showed me what my options were. The advice you gave my employer helped us clearly understand the process and ensured everything was done correctly.”

Building long-term sponsorship compliance

Mulgrave Law’s involvement ensured the employer was not only compliant for this application but also well-positioned for future sponsorships, audits, and business growth. The company now has structured HR systems, trained personnel, and ongoing legal support to meet its sponsor duties with confidence.

Why employers choose Mulgrave Law

Mulgrave Law combines technical sponsor licence expertise with practical business and HR insight. We support employers and sponsored workers throughout the sponsorship lifecycle, from initial applications and refusals to compliance audits and extensions.

If your business is considering sponsoring an overseas worker, or has experienced a Skilled Worker visa refusal, early legal advice can prevent costly mistakes and protect both your licence and your employee. To discuss your Skilled Worker Visa or Skilled Worker Sponsor Licence application, contact our Skilled Worker Route lawyers on 02072537248 or complete our enquiry form.

FAQ: Skilled Worker visa and Sponsor Licence Questions

1. What is the difference between a Defined and an Undefined Certificate of Sponsorship (CoS)?

Defined CoS: Required for overseas nationals applying for a Skilled Worker visa from outside the UK. It confirms that the employer is licensed and that the role meets Home Office eligibility requirements.
Undefined CoS: Required for candidates already in the UK who are eligible to switch to a Skilled Worker visa in-country. It allows the Home Office to verify that the applicant meets all visa requirements without leaving the UK.

2. Can a Skilled Worker visa be re-applied for after refusal?
Yes, but it is crucial to understand the reasons for refusal and correct any errors before re-applying. Legal guidance can prevent further refusals and protect your immigration record.

3. What happens if the wrong type of CoS is used?
Using the wrong CoS type can result in an automatic refusal, as seen in Chun’s case. Employers must ensure the correct Defined or Undefined CoS is issued depending on whether the application is in-country or from overseas.

4. How long does it take to correct a sponsor licence or Skilled Worker visa application?
The timeframe for a Skilled Worker visa application depends on the reasons for any previous refusal, the readiness of supporting documentation, and the employer’s compliance measures. With expert legal guidance from Mulgrave Law, Chun’s application was successfully approved in just three weeks.

5. What are the most common sponsor licence compliance mistakes?
Common sponsor licence compliance issues include poor record keeping, errors when selecting the correct occupation code, inadequate HR systems, and failure to anticipate Home Office scrutiny. Addressing these issues proactively is essential to avoid refusals and protect both the licence and employee applications. Read about top 6 mistakes UK employers make on our blog here.

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Disclaimer

This case study is for general guidance only and is based on immigration rules and policies in force at the time of the case. Every sponsor licence and Skilled Worker visa application is unique, and requirements may vary depending on individual circumstances. Past outcomes do not guarantee future results. Legal advice should always be sought in relation to your specific situation. Mulgrave Law provides personalised legal advice based on your individual circumstances. Names have been changed for confidentiality and privacy purposes.