| All | Blog | Videos | Webinars |
New sponsor compliance guidance for employers in 2026
On 6 March 2026, the sponsor compliance guidance was updated by the Home Office, with several aspects of the sponsorship rules being changed.
The day before the Home Office released the new sponsor compliance guidance, they announced the March 2026 Statement of Changes. As the statement updated such a broad range of rules, many of which were quite impactful, it seems the new sponsor compliance guidance was overshadowed by it.
In the past, sponsorship updates have been included in Statements of Changes, but this time, the Home Office decided to release them separately.
Below, we shall cover the new guidance so you can understand what may affect you or your business, and then we will discuss how our expert law team can help you maintain your Sponsor Licence compliance.
Employment rights evidence: Updated sponsor guidance
To begin, Appendix D of the sponsor compliance guidance has been updated, stating that sponsors must keep evidence showing that they have told their sponsored employees and workers about their employment rights whilst they are in the UK.
Specifically, evidence must be part of your company’s human resource systems. It includes written copies of any information provided to employees, contracts of employment and training courses.
Please be aware that this rule change will not just apply to future sponsored workers, but also any current ones. This means that if you do not have any evidence currently stored, then you are non-compliant. You should review any stored information you have and make sure that you have everything you need to remain compliant with the latest sponsorship guidance.
Eligible roles: new definition
The definition of an eligible role for sponsorship has been updated in the glossary’s guidance.
Essentially, for a role to be eligible, it must exist at the point in time where you issue a Certificate of Sponsorship (CoS).
Additionally, the definition requires that the worker performs their specific duties, including the number of hours they work a week, as set out in the CoS.
Also, the role must meet all requirements set out for the visa route that the worker is in the UK on. For example, the skill level and salary requirements must be met.
Finally, the role a worker is being sponsored for must be appropriate for the business that is hiring for that role. Ultimately, this means that the role must be relevant to the purpose of the business.
Occupation code compliance: stricter Home Office enforcement
Whilst already a rule before, the guidance now explicitly states that if a sponsored worker’s role does not match the occupation code or job description outlined in the CoS, and if it was not a permitted change, then your Sponsor Licence will be revoked.
The rules already state that employers have 10 working days to inform the Home Office if a worker’s role changes and does not require a change of employment application with a new CoS.
Basically, the Home Office is making their guidance clearer on what will happen if an employer fails to ensure a worker’s role retains the same occupation code and job description. Sponsors should make sure that when they promote sponsored workers or if their role changes for other reasons, that their processes are always compliant with the rules.
Sponsorship principles addition: the Home Office’s stricter stance
Based on the updates to the guidance and the language being used by the Home Office, it is clear they are taking a much stricter stance with sponsors in an effort to make sure they are complying with the rules.
This is made clear by the addition of a new paragraph in part one of the sponsorship guidance about applying for a Sponsor Licence. Essentially, paragraph L2.2. discusses how being a sponsor is voluntary for their own benefit, and how the granting of a licence is at the Home Office’s discretion.
They further state that, if they think you are not suitable for a Sponsor Licence or have concerns about you as a current sponsor, then they will refuse or revoke your licence.
In summary, the language of the Home Office seems a lot more hostile and strict regarding sponsors, as shown by their guidance on the very principles of Sponsor Licences.
Changes elsewhere in the UK Immigration Rules
None of the updates discussed so far were announced in a Statement of Changes or other release, and were simply put in place with immediate effect.
However, there were some updates released in the March 2026 Statement of Changes that employers should be aware of. Considering the statement included such updates, it is surprising that the Home Office did not include the new sponsorship guidance in it as well.
First, sponsors must pay their workers the full salary in every pay period, instead of the salary being averaged across the whole year. This also means that UK Visas and Immigration will be able to check workers are being paid their full salary every month, instead of at the end of the year.
Second and final, asylum seekers accepting offers of employment from a sponsor will only be able to do jobs at the degree level or above. This does not affect those already working, only those who are hired to work in the future.
How we can help
At our firm, we have assisted many employers apply for Sponsor Licences, as well as with other aspects of being a sponsor, such as with mock compliance audits, licence renewals, CoS applications, and more. We can help you, too.
With the immigration rules being updated as often as they are, it is wise to search for the assistance of immigration law experts such as ourselves. Our team can help you to understand all of the changes and what they mean for your business, as well as help you with the many aspects of being a sponsor.
If you would like the guidance of our Principal Solicitor, Nathan Woodcock, as well his team of legal experts, then contact us today by phone, email, our website chatbot, or by booking a free 10-minute assessment. This initial contact allows you to tell us what you need help with and helps us to think of the best way to help you.
After the first step, you can book a paid consultation that lasts either 30 minutes, or an hour. During this consultation, our team will give you legal advice and help you to plan your next steps.
Get in touch with us today for your assistance with your Sponsor Licence.
