The UK government is consulting on proposals to extend right-to-work checks to self-employed workers and subcontractors in the construction sector. The aim is to close loopholes that have allowed illegal working while protecting legitimate businesses.

For construction firms, the stakes are high. Failure to comply can result in fines of up to £60,000 per worker, business closures, director bans and imprisonment. In this blog, we cover a practical guide to navigating these reforms.

Understanding Your Workforce

Start by reviewing your workforce thoroughly, including both employees and self-employed subcontractors. Identify who is working for you, confirm their immigration status and type of leave.

Key considerations:

• What type of visa or leave do workers hold?
• Are they legally allowed to work in the UK?
• Which workers require additional verification?

A comprehensive audit ensures you know exactly who is on your sites and whether they are legally compliant.

Sponsor Licence: Lawful Hiring of Overseas Workers

A Sponsor Licence allows businesses to legally hire skilled workers from overseas. For firms in the construction sector, this can help fill gaps while staying compliant with immigration laws.

Benefits include:

• Lawful employment of overseas talent.
• Protection against penalties associated with illegal working.
• Flexibility to plan workforce needs strategically.

Right-to-Work Checks in Practice

Proper right-to-work checks are crucial to compliance, including:

• Document verification: checking passports, visas and biometric residence permits.
• Online checks: using the Home Office online services where applicable.
• Record keeping: evidence of checks to demonstrate compliance.

For self-employed subcontractors, these checks should be conducted in the same way as for employees. 

Tip: Consider integrating ID verification support which can make the process more accurate and harder to falsify.

Proactive Compliance and Risk Mitigation 

To minimise risk, you need to be consistent with:

• Conducting regular workforce audits.
• Training staff involved in hiring and site management on correct right-to-work procedures.
• Keeping processes up-to-date with changes in legislation.

Proactive compliance protects your business from fines, reputational damage and potential legal action.

Conclusion

Right-to-work reforms are a major shift for the construction sector, but businesses that act early can turn compliance into a competitive advantage. By reviewing your workforce, obtaining a Sponsor Licence, conducting thorough right-to-work checks and maintaining ongoing compliance, you can protect your business and workforce from risk.
If you need guidance on Sponsor Licence or right-to-work compliance, expert advice can be provided to ensure your processes are fully robust and legally defensible.

The UK government is considering new rules that would make digital identity verification mandatory for employment, accessing certain public and private services. 

Key Points

• Digital ID would become a requirement for everyday services.
• The move is aimed at reducing fraud and increasing security.
• Concerns remain about data privacy and excluding those without digital access

How will the Digital ID work?

It is interesting to note that although there is much discussion around the issuance of ID cards, the new scheme will not be a physical card. The digital ID will be stored on your mobile device to prove your identity, date of birth and residency status. It will be free to download and employers will be required to check it as evidence of your right to work in this country. 

1. Choosing a Verified Provider:
   It is understood that individuals will be able to choose an identity provider that meets government standards to create and verify their digital ID. This provider will verify the user’s identity using secure methods, such as facial recognition or other biometric data.

2. Using the Digital ID:
   Once verified, the individual will have a secure digital identity that can be used across multiple services. This ID will be recognised by both government and private sector services, streamlining the process of accessing services online.

3. Protecting Personal Information:
   The Digital ID will be designed with privacy at its core. Only the necessary information will be shared when using the ID, and the individual will have control over what data is disclosed.

4. Standards and Compliance:
   The Digital ID Scheme will adhere to strict government standards to ensure that the identity verification process is secure, reliable, and transparent. This includes compliance with data protection regulations like the General Data Protection Regulation (GDPR).

What data is on the Digital ID?

• Full Name
• Date of Birth
• Nationality or Residency Status
• A photo (just like on a passport or eVisa)

Why this matters?

• Employers may need to adapt right-to-work and compliance checks.
• Education providers could see changes in student registration and visa sponsorship processes.
• Individuals applying for visas may need to ensure their digital ID links correctly to immigration records.

The above outlines the Government’s proposals so far, we will continue to update this blog. 

With the rise in document fraud, verifying the authenticity of identity documents is vital. For UK employers and registered sponsors, it is a requirement to ensure that individuals under your employment or sponsorship hold genuine documentation. Failure to do so can result in serious compliance breaches and liability for illegal working.

The Home Office has recently released updated guidance to help organisations identify fraudulent documents and strengthen right to work checks. This blog summarises the key points from that guidance to help you stay compliant and protect your business.

What Types of Documents Should You Check?

The most commonly used identity documents include UK and foreign passports, Biometric Residence Permits (BRPs), Application Registration Cards (ARCs), immigration status documents and national ID cards.

Employers must ensure these are checked in person and in original form, in conjunction with approved digital verification systems.

• Poor-quality printing or inconsistent fonts
• Photographs that appear glued on or tampered with
• Laminates that are bubbling, peeling or look recently replaced 
• Misspelled words or incorrect English
• Missing or damaged watermarks, holograms or embossed features
• Inconsistencies between the document and the individual presenting it (age, appearance, signature) 

Although not legally required, many organisations use tools like magnifiers or lights to detect altered or forged features as best practice.

What to Look Out For In Specific Documents:

Passports 

Check that the photo page is intact, the photo matches the individual and the security features (e.g. holograms, watermarks) are present and undamaged.

BRPs and ARCs:

Confirm that the photograph matches the holder and that biographical data align with other documentation. Pay attention to any conditions printed on the card (e.g. “no work”, “restricted work” or “limited leave”). 

Using Checklists and Technology

The Home Office provides two official checklists under their guidance on examining identity documents to assist with document validation. These outline the expected security features for various identity documents and offer guidance on spotting irregularities.

Regularly reviewing these checklists during onboarding or right to work checks can help you build a standardised, defensible process.

Employers may also benefit from using Identity Document Validation Technology (IDVT), which can analyse document templates and flag potential issues more efficiently than a visual check alone. Using certified providers can significantly improve accuracy and reduce the likelihood of human error during checks. 

What to Do If You Suspect Fraud

If a document appears to be fraudulent or tampered with:

• Do not confront the individual
• Consult reference tools such as PRADO (Public Register of Authentic Documents Online) and EdisonTD, which offer visual comparisons of genuine documents from across the world.
• If you encounter a suspected false document then contact the police or your local immigration enforcement office.

Useful Links:

Document fraud poses a significant compliance risk for UK employers and sponsors. For more detailed information on examining identity documents, see the full Home Office guidance.

Guidance on examining identity documents (accessible) – GOV.UK

As of 22 July 2025, significant changes have been made to the Immigration Rules, particularly in relation to work routes. These updates will have a major impact on both sponsor licence holders and individuals holding Skilled Worker visas.

The Home Office has made it clear that its goal is to focus the Skilled Worker route on highly skilled occupations, specifically those at RFQ Level 6 or above. This marks a shift away from lower-skilled roles, which have been subject to misuse under the previous system.

Moving forward, only occupations classified at RQF Level 6 or higher will generally be eligible for sponsorship. However, there are limited exceptions, which we’ll cover in this guide.

Key Exceptions to the New Rules

Despite the stricter criteria, some roles below RFQ Level 6 will still be eligible for sponsorship under specific circumstances:

• Roles listed on the Immigration Salary List (ISL)
• Occupations on the new Temporary Shortage List (TSL)
• Skilled Workers who were already in the UK before 22 July 2025

The changes rely heavily on the updated tables in Appendix Skilled Occupations. These tables are essential but can be difficult to interpret. Below is a breakdown to help you identify which table applies to your candidate.

Table 1

This table contains all of the occupations that will be eligible for sponsorship after the 22nd July 2025.

All occupations listed on this table are considered to be at a skill level of RQF Level 6 or above.

You may be referred to this table if your candidate fits into Tradeable Points Options A-E found in the Skilled Worker caseworker guidance. 

Table 1a

This table contains roles which are at RQF Level 3-5, in addition to care workers (RQF Level 2).

This table only applies to Skilled Workers who were already in the UK before 22nd July 2025, except in relation to Option D or occupations on the TSL.

Table 2a

Contains roles that used to be considered Level 3-5, but are now considered below Level 3.

This table is mainly limited to extension applications with the same sponsor. The applicant must have been in the UK as a Skilled Worker before 4 April 2024 and the application must be made prior to 4 April 2030.

These roles are only valid for Skilled Worker route, not eligible for Global Business Mobility or Scale-up.

Table 2b

Occupation codes in this table were previously considered RQF Level 6, but have been re-evaluated and considered to be below this.

This table is only available under Global Mobility routes. Applicants must have been in the UK under this route continuously since 4 April 2024, and apply before 4 April 2030.

Table 3

Health and education roles where salaries are based upon national pay scales. Some roles have been removed from the list of eligible occupations in this table for new candidates.

Eligible for Skilled Worker, Global Business Mobility and Scale-up, except for roles below Agenda for Change Band 5, which are ineligible for the Global Business Mobility and Scale-up routes.

Table 3a

Similar to Table 3, but used for people already in the UK so will include the codes now excluded from Table 3.

RQF Level 3-5. Only eligible for Skilled Worker, not Global Business Mobility or Scale-up. 

Table 4

Healthcare codes by administration or band.

Band 1 and 2 jobs are not eligible for sponsorship at all.

Band 1-4 roles are not eligible for sponsorship under GBM or Scale Up routes.

Unless Option D or the TSL applies, this will only be relevant to Skilled Workers here prior to 22nd July 2025. 

Table 5

Education roles by administration or role.

Table 6

Roles which are not eligible for sponsorship under Skilled Worker, Global Business Mobility or Scale-up routes. 

Roles in Table 1a, 2aa, 2a, 2b and 3a are also not eligible for these routes except for in the exceptions outlined above them.

Immigration Salary List (ISL)

The Immigration Salary list will continue to exist after 22nd July 2025 with the existing roles, however occupations at RQF Level 3-5 which have been identified by the MAC as being shortage occupations will also be on there.

You will need to check the ISL to see if the role you are looking to sponsor is listed. The tables relevant to the ISL are likely to be 1a and 2aa, depending on the circumstances of your candidate.

Temporary Shortage List (TSL)

This is a new introduction to the Immigration Rules as on 22nd July 2025.

This list contains occupations at RFQ Levels 3-5 which the Department for Business and Trade and His Majesty’s Treasury have identified as being important for the UK’s Modern Industrial Strategy.

Both of the above lists are considered to be temporary measures and the roles on them will be automatically removed as of 31/12/2026, unless extended.

Useful Links:

• Immigration Rules – Immigration Rules Appendix Skilled Occupations – Guidance – GOV.UK
• Skilled Worker visa: immigration salary list – GOV.UK
• Skilled Worker visa: temporary shortage list – GOV.UK

If you are a UKVI registered sponsor with Skilled Workers under your sponsorship, you may need to extend their sponsorship as their visas approach expiry. Skilled Worker visa extensions are only applicable to individuals already under your sponsorship whose visas expire within three months. Extensions are not available for those changing sponsors or job roles within your organisation. 

When Do You Need to Extend a Skilled Worker’s Visa?

You must extend a worker’s visa if:

• Their current Skilled Worker visa is nearing expiry (within three months), AND
• You wish to continue sponsoring them within the same role.

Note: If the worker is eligible for Indefinite Leave to Remain (ILR) before their visa expiry, a Skilled Worker visa extension may not be necessary.

1. Assign a new Certificate of Sponsorship (CoS): This must be in the extension category for the relevant individual.
2. Sponsored Worker submits a visa application: Your sponsored worker uses the new CoS to apply for an extension of their Skilled Worker visa.
3. Visa is granted: Once the new visa is granted, their stay in the UK is legally extended.

Things to Consider When Extending Your Sponsored Worker’s Visas:

Period of Sponsorship

You may wish to consider when your sponsored workers may be eligible for Indefinite Leave to Remain when deciding on a period of sponsorship for an extension. 

Skilled workers may be eligible for ILR after 5 years of continuous residence in the UK under the Skilled Worker visa (subject to them meeting the other requirements)

Therefore, if you have already been sponsoring a person for 3 years, you may wish to extend the period of sponsorship for a further 2 years.

Salary

When preparing for a Skilled Worker visa extension, you may be required to increase the salaries of your sponsored workers when assigning them the new CoS. When assigning CoS for extensions, you will need to meet current salary requirements rather than the requirements in place when you began sponsoring the individual. There may however be the potential for some salary reductions if you are extending a sponsored worker who has been in the UK as a Skilled Worker since prior to 4th April 2024.

Actions to Take Once the Visa Extension is Granted:

You must conduct a new right to work check once your sponsored worker’s new visa has been granted. This right to work check should reflect their new visa expiry date and continued eligibility to work.  

In today’s competitive labour market, construction companies across the UK are increasingly turning to overseas workers to fill critical skill shortages. From bricklayers to roofers, the demand is growing – but can your construction company actually hire workers from abroad?

The answer lies in obtaining a UK sponsor licence, which allows businesses to employ non-UK nationals under the Skilled Worker visa route. If you’re a construction firm considering this move, this guide will break down everything you need to know – from eligibility to occupation-specific sponsorship rules – and help you determine whether sponsorship is right for your business. 

Can Any Construction Company Get a Sponsor Licence?

In most cases, yes – most UK construction companies can apply for a sponsor licence, as long they meet the UK Visas and Immigration (UKVI) criteria. To be eligible your business must:

• Be a genuine business operating legally in the UK – You’ll need to provide evidence such as registration documents, tax records and business bank statements.
• Have appropriate HR and recruitment systems in place – UKVI expects sponsors to monitor and report on their sponsored workers, including absences, changes in job roles and terminations.
• Demonstrate a legitimate need for the overseas role you wish to sponsor – You must be able to justify why the role you’re sponsoring can’t be filled by a UK resident and that it matches an eligible job on the government’s Skilled Worker list.

There’s no minimum size requirement to apply. Whether you’re a small subcontractor or a large firm, the key is compliance and documentation. A well-prepared application and clear internal processes will go a long way in securing approval.

The application process involves several steps:

1. Check if you qualify for a sponsor licence and identify which roles you want to sponsor. These must align with the Skilled Worker visa list, which includes a number of construction-related occupations like bricklayers, roofers and civil engineers.
2. Set up sponsorship management roles (including an Authorising Officer).
3. Prepare your documents, such as your business bank statements, employer’s liability insurance, and contracts to prove your business is operating lawfully in the UK.
4. Complete and submit the application online and pay the appropriate fee.
5. Wait for a decision – UKVI typically responds within 8 weeks, though a priority service may be available that offers a decision within 10 working days. During this time, UKVI may request further information or conduct a compliance visit to verify your setup.

Once approved, you’ll be able to issue Certificates of Sponsorship (CoS) to overseas candidates and begin the process of bringing them into your workforce.

Sponsor Licences and Subcontracting

Subcontractors can apply for a sponsor licence, as long as they are directly employing and supervising the overseas workers themselves.

UKVI expects sponsors to have direct oversight of their sponsored employees. This means:

• You must be their legal employer.
• You must supervise their work.
• You cannot act as a labour supplier or agency.

Even if your sponsored employees are working on a client site, they must remain under your contractual and operational management. You cannot subcontract out or assign sponsored workers to third parties in a way that resembles agency work. Any arrangement that blurs this line can be considered a breach of sponsor licence conditions.

Which Construction Roles Can Be Sponsored in 2025?

UKVI maintains an approved list of roles eligible under the Skilled Worker visa route. Here’s an overview of common roles in construction and their eligibility:

• Bricklayers –  Eligible and currently listed on the Immigration Salary List
• Carpenters and Joiners – Eligible and currently listed on the Immigration Salary List
• Stone Masons – Eligible and currently listed on the Immigration Salary List
• Roofers – Eligible for sponsorship
• Window Fitters – Eligible for sponsorship
• Floorers – Eligible for sponsorship
• Electricians – Eligible for sponsorship
• Plumbers – Eligible for sponsorship
• Plasterers and Dry Liners – Eligible for sponsorship
• Scaffolders – Not currently eligible, but industry bodies continue to push for inclusion
  •  

It’s vital to check the official occupation codes and the latest updates on the Immigration Salary List before submitting a sponsorship application.

Is a Sponsor Licence Right For Your Construction Company?

For many construction businesses, a UK sponsor licence is a strategic investment in long-term growth and workforce stability. If you’re regularly struggling to find skilled UK-based workers or have projects that demand fast access to labour, sponsorship can offer a practical solution.

Sponsorship allows your business to access a wider talent pool, helping you:

• Fill urgent vacancies
• Meet project deadlines
• Scale your workforce for growth

With roles like bricklayers now formally recognised as Shortage Occupations, a sponsor licence gives you a competitive advantage in today’s tight labour market. However, you should be aware of and take into consideration the costs and responsibilities. 

Conclusion

Whether you’re hiring bricklayers, roofers, or exploring future roles like scaffolders, understanding the rules and responsibilities is the first step towards building a more flexible workforce.

As the demand for skilled labour grows, being prepared to hire internationally could give your company a valuable advantage. If you’re unsure about where to start, get in touch with us today and we can help you through your application.

Useful Resources

Apply for a Sponsor Licence: Apply for a sponsor licence – GOV.UK

Eligible Occupations and Codes: Skilled Worker visa: eligible occupations and codes – GOV.UK

Immigration Salary List: Skilled Worker visa: immigration salary list – GOV.UK

On 12 March 2025, the government laid new immigration rules in Parliament to reduce reliance on overseas recruitment in the care sector and prioritise care workers already in the UK who need new sponsorship.

As of 9 April 2025, additional requirements were introduced that affect care providers in England who wish to sponsor workers, particularly under occupation codes 6135 (Care Workers) and 6136 (Senior Care Workers). 

Who will be affected?

These additional requirements will apply to:

• Care workers or senior care workers applying for entry clearance from overseas.
• Care workers or senior workers applying from within the UK but who do not meet the following exceptions:
  • Already being sponsored under codes 6145 or 6146
  • In another visa route but already working in care and have been employed by their prospective sponsor for at least three months

Care providers intending to sponsor individuals applying for entry clearance or those who are in the UK but unable to meet either of the 2 requirements set above will have additional requirements in place.

From 9 April 2025, care providers looking to sponsor new workers from overseas must first attempt to recruit from within England, specifically from a pool of displaced care workers requiring new sponsorship.

If an applicant is seeking entry clearance from overseas or is in the UK but does not meet the specified exceptions, their prospective sponsor must provide evidence that they have actively tried to fill the role with candidates already in the UK. This includes efforts to recruit from the pool of displaced care workers who require new sponsorship.

Sponsors must obtain confirmation from their regional partnership verifying that they have met this requirement and that no suitable workers were found within the pool of displaced workers.

Additional evidence for switching visa routes

Those who are in the UK on a different visa route, currently working as a care worker and now looking to switch to the Care Worker route, must provide proof that they have been continuously employed by the care provider for at least three months before applying. Employers may be required to submit supporting documentation to verify this period of employment.

These changes to the Immigration Rules reflect a push from the Home Office to find new sponsorship for sponsored care workers who have been displaced because their sponsor has lost their licence; has not provided sufficient work; or has been identified by the relevant local authority as a person who requires new sponsorship. 

Employers in the care sector must adjust their recruitment practices to comply with these new rules. This may result in longer recruitment timelines as they seek local workers before hiring internationally.

Prospective care workers should ensure they understand these new requirements and check their eligibility before applying.

Becoming a British citizen grants you full rights in the UK, from voting in elections to working without restrictions and access to public services. If you were not born a British citizen or do not have British citizenship by descent, you will typically need to apply for naturalisation through the UK Home Office. The current fee for adult applications is £1,630. The fee for children under 18 is £1,214. 

In this guide, we’ll break down who is eligible, walk you through the application process, share expert tips for success and answer common questions to help you on your journey to citizenship. 

Do you meet the eligibility criteria?

Naturalisation is the most common route for foreign nationals seeking citizenship. Before you start your application, it’s essential to confirm that you meet the eligibility criteria:

• You must be over 18.
• You must have resided in the UK for at least 5 years (or 3 years if married to a British citizen). 
• You need to hold Indefinite Leave to Remain (ILR) or Settled Status for at least 12 months (unless you are applying as a spouse of a British citizen).
• Applicants must pass the Life in the UK Test, demonstrate sufficient English language proficiency and meet the good character requirement (including having a clear criminal record).

1. Prepare your documentation

• Gather all the necessary documents such as proof of residency (utility bills, bank statements, your passport or biometric residence permit and certificates for the Life in the UK Test and English language proficiency.

2. Tests and verification 

• Life in the UK Test: This exam assesses your understanding of British history, culture and laws. The test costs £50 and includes 24 multiple-choice questions. You will need a 75% score to pass. If you’ve already passed the test for ILR, you won’t need to retake it for citizenship.
• English Language Requirement: You must demonstrate your ability to communicate in English. You can meet the requirement with a degree taught or researched in English or by passing a Home Office-approved language test, unless you’re from exempt countries. 
• Good Character Requirement: Applicants over 10 must prove no criminal record, immigration fraud or financial issues. The Home Office will check your history including any convictions, bankruptcies or immigration violations.
  
• As part of your application, you’ll need to attend an appointment to provide biometric data (a photograph and fingerprints) to verify your identity. You will also need to provide two referees who should be professionals, know you personally and meet the Home Office’s specific criteria.

3. Citizenship ceremony 

• After approval, you will be invited to a citizenship ceremony. You must attend a citizenship ceremony within 3 months of receiving your invitation from the Home Office. 
• During the ceremony, you will officially pledge your commitment to the UK by making an oath of allegiance and a promise to uphold the country’s rights, freedoms and laws. 
• You will receive your British citizenship certificate along with a welcome pack.

3 Tips for a successful application

Prepare in advance: Collect and verify your documents early. Double-check everything to avoid common errors that may delay your application.

Study for your tests: Invest time in preparing for the Life in the UK Test and ensure you meet the language requirements. There are online resources and practice tests available to help you.

Seek professional guidance: Consulting with experts can provide you with tailored advice to ensure your application is as strong as possible.

Application checklist:

• Check your eligibility.
• Prepare your documents.
• Complete the application form carefully.
• Book and attend biometric appointment.
• Pay the application fee.
• Prepare for the citizenship ceremony.
  

As part of the UK’s initiatives to streamline and digitise border controls, the Electronic Travel Authorisation (ETA) system will become mandatory for all foreign visitors who do not require a visa to enter the UK from 25 February 2026. This system applies to all international visitors, except British and Irish nationals, requiring them to obtain an ETA or an eVisa before traveling.

What is an ETA?

An ETA is a digital travel permit linked to your passport, allowing you to visit the UK for up to six months.

With an ETA, you may visit the UK for tourism, business trips, visiting family/friends or short-term study (up to 6 months). You may also transit via UK airports, if you need to go through UK border control.

Introduced to strengthen border security and improve travel, an ETA does not guarantee entry – you must still present to a Border Force officer or use an ePassport gate. 

• Cost: £16
• Validity: 2 years or until your passport expires, whichever comes first
• Entry: Multiple visits allowed for stays of up to six months at a time 

The ETA scheme has been rolled out in phases. Full list of nationalities can be found in FAQ below.

This requirement applies to all travellers, including babies and children. If you get a new passport, you will need to get a new ETA. 

Important: If you need an ETA and do not have one, you may be denied boarding by the airline or refused entry upon arrival.

Who is exempt from ETA?

You do not need an ETA if:

• You hold a valid UK visa
• You have permission to live, work or study in the UK (including settled or pre-settled status or right of abode)
• You are transitioning through a UK airport and will not pass through border control (check with your airline if unsure)
• You are a British or Irish citizen
• You are travelling with a British overseas territories citizen passport 
• You live in Ireland and you are travelling from Ireland, Guernsey, Jersey or the Isle of Man
• You are a dual citizen with British or Irish nationality 

Note: If you hold a dual nationality, you should travel on a valid British passport (or Certificate of Entitlement), especially after 25 February 2026, to avoid being denied boarding or going through additional identity checks. 

Application Guidelines:

• Apply before travelling to the UK.
• Each traveller, including children, must apply separately.
• Your ETA is electronically linked to your passport, so you must use the same passport when entering the UK.
• If your passport expires, you must apply for a new ETA.

A recent High Court judgment provides clarity on the Home Office’s practices regarding care businesses holding UKVI sponsor licences.

Since late 2023, the Home Office has increasingly required additional information from care businesses when they request Certificates of Sponsorship (CoS). These additional information requests have significantly impeded care businesses from hiring sponsored workers. This judgment examines the Home Office’s approach to additional information requests and how they may be conducted moving forward.

Case Background

In January 2024, Hartford Care Group requested 70 defined CoS with hopes to hire new sponsored workers before the care worker dependent ban came into force in March 2024. After additional information was requested and submitted, the request for CoS was subsequently refused. In response, Hartford Care Group wrote a pre-action letter against this decision.

The Home Office’s additional information request included multiple documents from the sponsor, with a particular focus on:

• Copies of official contracts or agreements demonstrating genuine vacancies related to current requests.
• Specific details such as the start and end dates, scope of services, number of service users, required staff and work locations.

These types of requests will by now be very familiar to care businesses who have requested CoS in the last year and a half. Although Hartford Care Group submitted the necessary documents requested including framework agreements with three local authorities, the Home Office rejected the CoS request, arguing that the agreements did not contain specific hours, number of service users or number of staff. They claimed that Hartford Care Group intended to sponsor migrant workers prior to securing additional work for them to undertake.