If your UK business wants to employ a skilled worker from overseas, one of the first questions is usually straightforward:
“How do we get a Tier 2 sponsor licence?”
There is an important terminology point before we go any further.
The Tier 2 sponsor licence is the old name. The UK immigration system now uses the Worker sponsor licence, including sponsorship under the Skilled Worker route. Businesses that still search for “Tier 2 sponsor licence solicitors” are usually looking for legal help with what is now a Worker sponsor licence application and the wider Skilled Worker sponsorship process.
In 2026, getting the licence is only one part of the job.
UK employers must also show that they are genuine and operating lawfully, appoint suitable people to manage sponsorship, understand the roles they intend to fill, keep the required records and comply with reporting and monitoring duties after the licence is granted. The Home Office’s sponsor guidance was updated again in August and September 2026, making compliance an especially important part of the process.
There have also been significant changes affecting Skilled Worker sponsorship.
The general Skilled Worker salary threshold is now normally £41,700, subject to the applicable occupation going rate and permitted salary options. New Skilled Worker applicants normally need B2 English rather than the previous B1 standard. The skill level for many Skilled Worker jobs has also increased, with exceptions and transitional arrangements applying to certain occupations.
For employers, that means a sponsor licence application should no longer be treated as a simple form-filling exercise.
It is a business, recruitment and compliance project.
This guide explains what businesses need to know about Tier 2 sponsor licence solicitors in the UK in 2026, including the current terminology, eligibility, costs, documents, application process, Skilled Worker requirements, 2026 changes, compliance duties, common mistakes and how employers can plan ahead.
What is a Tier 2 sponsor licence?
A Tier 2 sponsor licence was historically used by UK employers that wanted to sponsor skilled migrant workers.
The immigration system has since changed.
The current system generally refers to a Worker sponsor licence, with the Skilled Worker route being the principal route for employers recruiting eligible skilled workers.
So when someone searches for:
“Tier 2 sponsor licence solicitors”
they are generally looking for legal assistance with:
- applying for a UK sponsor licence;
- Skilled Worker sponsorship;
- sponsor licence compliance;
- Certificate of Sponsorship applications;
- sponsor licence refusals;
- licence downgrades;
- sponsor licence suspensions;
- sponsor licence revocations;
- reporting duties;
- sponsor audits and compliance visits;
- changes to key personnel;
- immigration compliance systems.
The terminology has changed, but the underlying business need remains.
If your company wants to recruit overseas workers, it needs to understand the current sponsorship framework rather than relying on older Tier 2 guidance.
2026 latest update: what has changed for sponsor licence holders?
2026 has brought several important changes for employers.
Some are directly connected with the sponsor licence system. Others affect the workers that businesses intend to sponsor.
1. Worker sponsor licence fees increased in April 2026
From 8 April 2026, the Worker sponsor licence fee increased to:
- £611 for small sponsors and charitable sponsors
- £1,682 for medium and large sponsors
The same fee structure continues under the Home Office fee table taking effect from 8 October 2026.
Businesses should therefore budget for the licence fee before starting the application.
The fee is not the only sponsorship cost.
Depending on the worker and route, the employer may also need to consider:
- Certificate of Sponsorship fees;
- Immigration Skills Charge;
- legal fees;
- recruitment costs;
- compliance costs;
- HR system costs;
- payroll administration;
- right-to-work checks;
- professional registration requirements where relevant.
2. Level 2 Users are being removed
This is one of the most important September 2026 sponsor licence updates.
The latest sponsor guidance says that from 9 September 2026, employers can no longer appoint new Level 2 Users.
Existing Level 2 Users must be upgraded to Level 1 Users, where eligible, by 8 March 2027, or their accounts must be deactivated.
This matters because businesses that have relied on several people managing their Sponsor Management System should review their current structure.
If you have:
- an Authorising Officer;
- a Key Contact;
- Level 1 Users;
- Level 2 Users;
you should check who still has access and whether each person remains eligible.
This is not something to leave until March 2027.
A sponsor should know exactly who can access its Sponsorship Management System and what those users are authorised to do.
3. Multi-factor authentication is now mandatory
Another significant 2026 development is the introduction of mandatory multi-factor authentication for Sponsorship Management System users.
The September 2026 sponsor guidance says SMS users must have their personal and contact information kept up to date so they can continue accessing their accounts. The Home Office also states that inactive SMS accounts may be removed and that failure to take appropriate action can create a compliance risk.
For employers, this is a practical reminder that sponsorship is increasingly dependent on secure digital account management.
It is no longer enough to know who the Authorising Officer is.
Businesses should also know:
- who has SMS access;
- whether those users are still employed;
- whether their contact details are correct;
- whether they still require access;
- whether former employees have been removed;
- whether internal responsibilities are clearly allocated.
4. Skilled Worker English requirement is now B2
From 8 January 2026, most people making a first Skilled Worker application must demonstrate English at B2 level under the Common European Framework of Reference for Languages.
There are transitional rules for people who previously held Skilled Worker permission under the earlier rules.
This is mainly a worker eligibility requirement rather than a sponsor licence requirement.
But employers need to understand it because sponsoring an otherwise suitable employee does not guarantee that the employee will qualify for the visa.
Before assigning a Certificate of Sponsorship, employers should understand the worker’s immigration position and the relevant Skilled Worker requirements.
5. The Skilled Worker salary threshold is now higher
For many Skilled Worker applications, the general salary threshold is now £41,700 per year, although different salary options and transitional arrangements can apply.
The worker must also normally meet the applicable going rate for the occupation.
Current rules provide several salary options, including circumstances involving:
- relevant PhD qualifications;
- relevant STEM PhDs;
- Immigration Salary List occupations;
- new entrants;
- transitional arrangements.
The applicable threshold depends on the worker’s circumstances and the occupation.
This is why employers should not simply look at the £41,700 figure and assume every Skilled Worker must earn exactly that amount.
The occupation code, going rate, salary option and transitional provisions need to be checked.
6. Skill-level rules have also changed
The Skilled Worker route now generally requires the job to meet the relevant skill-level requirements, with current rules focusing on eligible occupations and specific exceptions.
Government statistics and guidance record the move to RQF level 6 or above for many Skilled Worker roles, with exceptions for certain occupations appearing on the Immigration Salary List or Temporary Shortage List and transitional arrangements.
This makes job classification extremely important.
A business should not start with:
“We have a vacancy and want to sponsor this person.”
It should start with:
“What is the genuine job, what are its duties, which occupation code accurately describes it, and does that role meet the current sponsorship requirements?”
That difference can prevent serious problems later.
Do I need a solicitor to apply for a sponsor licence?
No.
There is no rule requiring a business to use a solicitor to apply for a sponsor licence.
An employer can make the application itself through GOV.UK.
However, some businesses choose to work with Tier 2 sponsor licence solicitors or other immigration professionals because the application involves more than completing an online form.
The Home Office needs to be satisfied that the organisation is genuine, lawfully operating and able and willing to comply with its sponsor duties. It also requires relevant supporting documents and information about the jobs the business intends to fill.
Legal advice may therefore be particularly useful where:
- the company is newly established;
- the business structure is complicated;
- the company has multiple branches;
- the intended sponsored role is unusual;
- there are previous immigration compliance issues;
- the organisation has previously had a sponsor licence;
- the company has been subject to enforcement action;
- there is uncertainty about the correct occupation code;
- the business is planning multiple sponsored hires;
- there are concerns about the evidence required.
The value of professional advice is generally in getting the application and compliance structure right, rather than simply pressing the “submit” button.
Who can apply for a UK sponsor licence?
A UK organisation generally needs to demonstrate that it is a genuine organisation operating lawfully in the UK.
The Home Office sponsor guidance says it must be satisfied that the organisation is genuine and lawfully operating or trading in the UK, and that it can comply with the sponsorship requirements.
The organisation may be:
- a limited company;
- a partnership;
- a public body;
- a charity;
- another eligible organisation.
The exact evidence required depends on the type of organisation and route.
The application should therefore be built around the actual business.
A sponsor licence application should tell a coherent story:
Who are you?
What does your organisation do?
Where do you operate?
Who owns and manages the organisation?
What jobs do you need to fill?
Why are those roles needed?
Who will manage the sponsored workers?
How will you comply with sponsor duties?
A weak application can leave gaps between those answers.
What documents are needed for a sponsor licence?
There is no single universal document list that applies identically to every business.
The Home Office’s Appendix A explains that most organisations normally need to provide at least four documents or combinations of documents, although the exact requirements depend on the organisation and route.
The documents are intended to demonstrate matters such as:
- the organisation exists;
- the organisation is genuine;
- the organisation operates lawfully;
- the organisation meets route-specific requirements;
- the business can sponsor eligible roles;
- the business understands its sponsorship responsibilities.
For Skilled Worker applications, the employer also needs to provide information about the roles it intends to fill.
This can include:
- job title;
- occupation code;
- main duties;
- position within the organisation;
- weekly working hours;
- salary;
- required skills;
- experience;
- qualifications.
If a particular worker has already been identified, the employer may also need to explain how the worker was identified and provide relevant information.
Why is the proposed job so important?
This is one of the most overlooked parts of sponsor licence applications.
A sponsor is not applying for permission simply to employ “foreign workers”.
It needs to demonstrate that it has legitimate roles requiring sponsorship.
The Home Office can examine whether the role is genuine.
Under the Skilled Worker guidance, sponsorship can be refused where there are reasonable grounds to believe the role does not exist, is a sham or was created mainly so someone can obtain immigration permission.
This means businesses should prepare genuine job descriptions.
The job description should reflect the actual position.
Do not create a job description purely because a particular occupation code looks convenient.
The role, duties, salary, qualifications and business need should fit together.
Sponsor licence application process in 2026
The basic process is straightforward, but preparation is where many applications succeed or fail.
Step 1: Decide which sponsorship route you need
For many skilled overseas employees, this will involve the Skilled Worker route.
However, businesses should consider whether another Worker or Temporary Worker route is more appropriate.
Do not automatically assume every overseas employee belongs under Skilled Worker.
Step 2: Check whether the organisation is eligible
Review:
- business status;
- lawful operation;
- regulatory requirements;
- immigration history;
- previous sponsor licence history;
- criminal convictions where relevant;
- compliance systems.
Step 3: Choose your Key Personnel
Current sponsor guidance requires three core roles:
- Authorising Officer
- Key Contact
- Level 1 User
The same person can fill more than one role if they meet the requirements.
This is particularly important after the September 2026 changes affecting Level 2 Users.
Step 4: Prepare your evidence
Do not rush this stage.
Build the evidence around your organisation and proposed roles.
Check that:
- documents are current;
- company information is consistent;
- job descriptions match the intended occupation;
- salary information is accurate;
- organisational charts make sense;
- key personnel details are correct.
Step 5: Complete the online application
GOV.UK requires businesses to apply online.
After completing the application, the business must send the submission sheet and supporting documentation where required.
Documents need to meet the Home Office’s format and submission requirements.
If documents are not in English or Welsh, certified translations are generally required.
How much does a sponsor licence cost in 2026?
For a Worker sponsor licence, the current fee is:
| Sponsor type | Worker licence fee |
|---|---|
| Small or charitable sponsor | £611 |
| Medium or large sponsor | £1,682 |
These are the fees applicable from 8 April 2026 and remain listed at the same level in the Home Office fee table taking effect on 8 October 2026.
A business is generally treated as a small sponsor if at least two of the relevant criteria apply, including turnover of £15 million or less, total assets of £7.5 million or less, or 50 employees or fewer. Charitable sponsors have separate criteria.
The licence fee is only one part of the overall sponsorship budget.
How long does a sponsor licence application take?
GOV.UK currently states that most sponsor licence applications are dealt with in less than eight weeks.
UKVI may need to visit the business before deciding the application.
There is also a priority service that costs £750 and may provide a decision within 10 working days. Priority places are limited and allocated on a first-come, first-served basis.
Priority processing does not mean guaranteed approval.
It only affects processing speed.
A poorly prepared application remains a poorly prepared application even when it is processed quickly.
What happens after the sponsor licence is approved?
Once approved, the business can begin using the sponsorship system for the route or routes covered by its licence.
For a Skilled Worker:
- the employer identifies a genuine eligible role;
- the employer identifies a suitable worker;
- the employer checks the worker and job meet the sponsorship requirements;
- the employer assigns the appropriate Certificate of Sponsorship;
- the employer pays any required sponsor charges;
- the worker submits the visa application;
- UKVI decides the worker’s application.
A Certificate of Sponsorship is an electronic record rather than a paper certificate.
The sponsor licence and the worker’s visa are therefore two different things.
Sponsor licence: permission for the organisation to sponsor.
Certificate of Sponsorship: sponsorship for a particular worker.
Skilled Worker visa: immigration permission granted to the individual.
One does not automatically guarantee the others.
What is the Immigration Skills Charge?
The Immigration Skills Charge is an additional cost that some employers must pay when sponsoring workers under eligible routes.
For Skilled Worker and certain other sponsored workers, the charge generally depends on:
- the size of the organisation;
- the length of sponsorship.
Current GOV.UK guidance states that the charge is:
- £480 for the first 12 months for small or charitable sponsors
- £1,320 for the first 12 months for medium or large sponsors
- £240 for each additional six months for small or charitable sponsors
- £660 for each additional six months for medium or large sponsors.
There are exemptions for certain occupations and circumstances.
The employer is responsible for paying the Immigration Skills Charge where it applies.
A sponsor should not simply pass prohibited sponsorship costs to the worker.
GOV.UK warns that a licence may be revoked if a sponsor asks the sponsored worker to pay the sponsor licence fee or certain sponsorship-related costs that the sponsor is required to meet.
What are the main sponsor duties?
Getting a sponsor licence is the beginning of the responsibility.
It is not the end.
A sponsor needs systems for:
- monitoring immigration status;
- maintaining required documents;
- tracking attendance;
- reporting relevant changes;
- reporting non-compliance;
- monitoring sponsored workers;
- maintaining accurate contact information;
- complying with UK employment law;
- ensuring sponsored workers perform the sponsored role.
GOV.UK confirms that sponsors must have appropriate HR systems and keep relevant documents for sponsored workers.
The Home Office can take action where a sponsor fails to meet its responsibilities.
Possible consequences can include:
- licence downgrade;
- suspension;
- revocation;
- restrictions on sponsorship;
- other enforcement action.
What does an A-rated sponsor licence mean?
A newly approved licence is generally A-rated.
An A-rated licence allows the sponsor to assign Certificates of Sponsorship within the scope of its licence.
But an A-rating is not permanent.
If a sponsor stops meeting its responsibilities, UKVI can downgrade the licence to a B-rating.
A B-rated sponsor cannot issue new Certificates of Sponsorship until it has completed the required improvements and upgraded its licence.
This is why sponsor licence compliance should be viewed as an ongoing process.
A business should not think:
Apply → approval → hire → finished.
A better model is:
Apply → obtain licence → recruit → sponsor → monitor → report → maintain records → remain compliant.
What happens if a sponsor is downgraded to B-rating?
If a sponsor is downgraded, UKVI can issue an action plan.
The current fee for an action plan is £1,579. The sponsor generally has to pay within 10 working days of being notified.
The business must then complete the required improvements.
If it successfully completes the action plan and there are no outstanding issues, the licence can be returned to an A-rating.
If the sponsor fails to make the required improvements, it can lose the licence.
The current guidance also limits the number of B-ratings a sponsor can have during the validity of its licence.
This makes early compliance management far less expensive than fixing serious failures after UKVI intervention.
Can UKVI visit a sponsor?
Yes.
UKVI can conduct compliance checks and may visit business premises.
The purpose is to assess whether the sponsor is complying with its responsibilities.
The business should therefore be prepared to demonstrate:
- where sponsored workers work;
- what jobs they perform;
- how attendance is monitored;
- how immigration documents are recorded;
- how changes are reported;
- who manages sponsorship;
- how payroll information is maintained;
- how the business maintains HR records.
A compliance check should not be treated as something that only happens to “bad employers”.
It is part of the sponsorship system.
Why should businesses consider Tier 2 sponsor licence solicitors in 2026?
Again, the current term is generally Worker sponsor licence solicitors, but many businesses still search for “Tier 2 sponsor licence solicitors”.
Professional legal support can be particularly useful where there is a lot at stake.
A solicitor may assist with:
Initial eligibility assessment
Reviewing whether the organisation appears eligible before the application is submitted.
Sponsor licence application
Helping prepare the application and supporting evidence.
Skilled Worker roles
Reviewing whether proposed jobs meet the relevant sponsorship requirements.
Occupation codes
Checking whether the selected occupation code accurately reflects the role.
Salary requirements
Reviewing the applicable salary threshold and going rate.
Certificate of Sponsorship
Advising on the sponsorship process after the licence is approved.
Compliance systems
Helping employers establish processes for monitoring sponsored workers.
Compliance visits
Preparing the organisation for a potential Home Office compliance inspection.
Licence downgrade
Advising where UKVI has identified compliance concerns.
Suspension or revocation
Helping the sponsor understand the allegations and available response.
Refused applications
Reviewing whether a sponsor licence refusal may be challenged or whether a fresh application is more appropriate.
Common sponsor licence mistakes
Many sponsor licence problems begin with seemingly small errors.
Mistake 1: Using outdated Tier 2 information
The phrase “Tier 2 sponsor licence” remains common in searches, but employers should use current Worker sponsor guidance.
Immigration rules change frequently.
Mistake 2: Choosing an occupation code because it looks convenient
The occupation code should accurately describe the genuine job.
Mistake 3: Treating the sponsor licence as a visa
The licence belongs to the organisation.
The visa belongs to the worker.
They are separate.
Mistake 4: Weak job descriptions
A vague job description can make it harder to demonstrate that the role is genuine and eligible.
Mistake 5: Ignoring salary rules
A salary that sounds competitive is not necessarily sufficient for Skilled Worker sponsorship.
The employer must assess the applicable salary rules and occupation going rate.
Mistake 6: Forgetting the English requirement
For new Skilled Worker applications, B2 English is generally required from 8 January 2026, subject to transitional provisions.
Mistake 7: Treating compliance as an HR problem only
Sponsorship is an immigration compliance responsibility as well as an HR responsibility.
The business needs clear ownership.
Mistake 8: Failing to update SMS users
The 2026 changes make this especially important.
Employers should review their SMS access and ensure the correct users remain active.
A 2026 sponsor licence compliance checklist
Before applying, ask:
Organisation
- Is the organisation genuine?
- Is it operating lawfully?
- Are its corporate details accurate?
- Are regulatory registrations up to date?
Key personnel
- Is there a suitable Authorising Officer?
- Is there a suitable Key Contact?
- Is there at least one eligible Level 1 User?
- Have former users been removed?
- Has the business addressed the September 2026 Level 2 User changes?
Jobs
- Are the roles genuine?
- Are the occupation codes correct?
- Are the duties accurate?
- Is the salary compliant?
- Are the roles actually needed by the business?
Workers
- Does the worker meet the relevant immigration requirements?
- Does the worker meet the English requirement where applicable?
- Does the worker meet the salary requirements?
- Does the worker have the necessary qualifications or professional registration?
Compliance
- Are right-to-work procedures in place?
- Can attendance be monitored?
- Are records maintained?
- Can changes be reported to UKVI?
- Is there a process for tracking visa expiry dates?
How businesses can plan ahead for Skilled Worker sponsorship
Good sponsorship planning should begin before the vacancy is advertised.
A practical approach is:
Phase 1: Business planning
Identify the roles the business expects to recruit internationally.
Phase 2: Immigration assessment
Check whether those roles are eligible for sponsorship under the current rules.
Phase 3: Licence preparation
Prepare the sponsor licence evidence and identify Key Personnel.
Phase 4: Application
Submit the licence application and supporting documentation.
Phase 5: Recruitment
Recruit workers in accordance with the sponsorship rules.
Phase 6: Sponsorship
Assign Certificates of Sponsorship only after checking the relevant requirements.
Phase 7: Compliance
Maintain the required records and monitor sponsored workers.
Phase 8: Future planning
Track immigration rule changes before extending workers or recruiting additional staff.
This last stage is often overlooked.
Immigration rules do not remain static.
A company recruiting internationally in 2026 should not assume that the same salary, occupation or eligibility rules will necessarily apply several years later.
What does the future look like for UK sponsor licence holders?
The direction of travel is clear in one respect: employers need stronger immigration compliance systems.
The Home Office has continued to update sponsor guidance and digital management requirements throughout 2026. The introduction of mandatory multi-factor authentication and changes to SMS user roles show that sponsorship management is becoming increasingly structured.
At the same time, Skilled Worker eligibility has become more demanding in areas such as:
- salary;
- English language;
- occupational skill level;
- eligible occupations;
- care-sector recruitment;
- dependant rules for certain routes.
The result is that businesses should think about sponsorship as part of workforce planning.
If a company expects to depend on international recruitment, it should build immigration compliance into its HR processes rather than dealing with it only when a vacancy becomes urgent.
Frequently Asked Questions
Is the Tier 2 sponsor licence still available in 2026?
“Tier 2” is legacy terminology. The current sponsorship framework uses the Worker sponsor licence, including the Skilled Worker route. Businesses searching for Tier 2 sponsor licence solicitors are generally looking for advice on the current Worker sponsor licensing system.
How much is a UK sponsor licence in 2026?
A Worker sponsor licence costs £611 for a small or charitable sponsor and £1,682 for a medium or large sponsor under the current fee structure.
How long does a sponsor licence take?
GOV.UK says most applications are dealt with in less than eight weeks. A priority service costing £750 may provide a decision within 10 working days, subject to limited availability.
Do I need a solicitor to apply for a sponsor licence?
No. Businesses can apply themselves. However, specialist legal advice may be useful where the business structure, proposed jobs, immigration history or compliance position is complicated.
What is the difference between a sponsor licence and a Skilled Worker visa?
The sponsor licence authorises an eligible organisation to sponsor workers. The Skilled Worker visa is immigration permission granted to the individual worker. A Certificate of Sponsorship links the employer and the specific worker.
What salary does a Skilled Worker need in 2026?
The general salary threshold is normally £41,700, but the applicable salary requirement can differ depending on the occupation, going rate, tradeable points option and transitional provisions.
What English level is required for a new Skilled Worker?
Most new Skilled Worker applicants from 8 January 2026 need English at B2 CEFR in reading, writing, speaking and listening, subject to transitional arrangements.
Can a sponsor lose its licence?
Yes. A sponsor can face downgrade, suspension or revocation if it fails to comply with sponsor duties.
What happened to Level 2 Users in 2026?
From 9 September 2026, new Level 2 Users can no longer be appointed. Existing Level 2 Users must be upgraded to Level 1 Users where eligible by 8 March 2027 or have their accounts deactivated.
Is multi-factor authentication required for SMS users?
Yes. The latest sponsor guidance introduced mandatory multi-factor authentication for Sponsorship Management System users and requires sponsors to keep user information up to date.
What is the Immigration Skills Charge?
It is an additional charge that may apply when an employer sponsors eligible workers. The amount depends on the sponsor’s size and the period of sponsorship.
Final Thoughts
The phrase “Tier 2 sponsor licence” is still widely used online, but employers should be careful about relying on old Tier 2 information.
In 2026, the relevant framework is the Worker sponsor licence and, for many skilled roles, the Skilled Worker route.
The application itself is only the starting point.
A successful sponsor needs to demonstrate that it is a genuine organisation, identify legitimate eligible roles, appoint suitable Key Personnel, maintain appropriate HR systems and continue meeting its sponsor duties after approval.
The latest 2026 changes make that ongoing responsibility particularly important.
The removal of new Level 2 User appointments from September 2026, the requirement for multi-factor authentication, increased sponsor licence fees and the continuing changes to Skilled Worker salary, skill and English requirements all mean that employers should keep their sponsorship systems under review.
For businesses planning international recruitment, the practical lesson is simple:
Do not wait until you have an overseas candidate ready to start before thinking about sponsorship.
Start with the business role.
Check the occupation.
Check the salary.
Check the worker.
Prepare the evidence.
Build the compliance system.
Then apply.
And if the organisation has a complicated structure, previous immigration issues or uncertainty about eligibility, speaking to Tier 2 sponsor licence solicitors using the current Worker sponsor licence framework can help the business understand its position before committing to an application.
A sponsor licence is not just permission to hire overseas workers.
It is an ongoing responsibility to UK Visas and Immigration.
The companies that plan for that responsibility from the beginning are better positioned to manage recruitment, avoid preventable compliance problems and adapt when UK immigration rules change again.
Official UK Sources
The information in this article has been checked against current Home Office and GOV.UK guidance, including the 2026 sponsor guidance, fee tables and Skilled Worker requirements.
- GOV.UK – Workers and Temporary Workers: guidance for sponsors, Part 1
- GOV.UK – Sponsor duties and compliance
- GOV.UK – Apply for a sponsor licence
- GOV.UK – Sponsor a Skilled Worker
- GOV.UK – Home Office immigration and nationality fees from 8 October 2026
- GOV.UK – Immigration Skills Charge
- GOV.UK – Sponsor licence ratings
- GOV.UK – Skilled Worker English language requirements
Legal information: This article is for general information about UK immigration sponsorship. Sponsor licence applications and Skilled Worker cases are fact-specific, and the Immigration Rules and Home Office guidance can change. Employers should check the current rules applicable on the date of application and obtain specialist advice where appropriate.