First sponsored hire
The company needs to know whether licence application, HR readiness and candidate timing make the hire realistic.
Employer Sponsor Hub
Sponsor licence and Skilled Worker decisions need careful planning.
For founders, HR teams, hiring managers and candidates whose UK work route depends on an employer being ready to sponsor correctly.
Employer Readiness Map
Before sponsorship becomes a promise, the business should check the whole route.
A candidate may be excellent and still not have a usable immigration route if the licence, role, salary, CoS timing or compliance position does not align.
| Decision area | What to clarify | Why it matters | UKIMMI output |
|---|---|---|---|
| Licence position | Whether the business already holds the correct sponsor licence or needs to apply | Licence timing can control the whole hiring plan | Sponsor readiness snapshot |
| Role fit | Job duties, occupation code, skill level and whether the role matches the business need | A wrong code or weak role description can undermine the route | Role and code issue list |
| Salary and hours | Salary threshold, going rate, working hours and any tradeable-points logic | Salary assumptions often decide whether an offer can be sponsored | Salary pressure view |
| CoS timing | Undefined or defined CoS need, allocation timing, start date and notice period | A viable role can still fail if timing is unrealistic | Hiring timeline map |
| Compliance exposure | HR systems, record keeping, reporting duties, right-to-work controls and key personnel | Sponsorship creates operational duties, not only an application step | Compliance risk triage |
Next Step
Use the lowest sensible review before deeper business spend.
The first step should identify whether sponsorship looks possible, what blocks the route and whether the business needs specialist legal support before making commitments.
01
Business facts
Company activity, licence status, HR systems, key personnel and hiring objective.
02
Candidate facts
Nationality, location, current status, role, salary, family members and deadline.
03
Route pressure
Licence, CoS, salary, occupation code, start date and compliance risk are compared together.
04
Next action
Business intake, sponsor readiness review, Skilled Worker check or regulated legal referral.
Business Scenarios
Common employer situations that need early triage.
These scenarios help employers and candidates understand when a short review can prevent expensive hiring mistakes.
Retaining a Graduate visa employee
The business must compare role eligibility, salary, CoS timing and expiry date before the final months arrive.
Executive or specialist transfer
Global Business Mobility, Skilled Worker and settlement consequences may need comparison before assignment planning.
Founder building a UK team
Sponsorship may interact with founder route, expansion plans, family relocation and future hiring needs.
Candidate already has an offer
A signed offer may still need immigration checks before the candidate resigns, travels or relies on a start date.
Business has sponsor duties
Record keeping, reporting changes and right-to-work controls should be understood before sponsorship scales.