Many UK employers are becoming increasingly familiar with Skilled Worker sponsorship, sponsor duties and UKVI compliance. But there is another layer of compliance that can easily be overlooked, particularly in agriculture, horticulture, food production, food packing and shellfish-related work, and this is gangmaster licensing.

This is often still referred to as GLAA licensing, although from April 2026 the relevant licensing function sits with the Fair Work Agency (FWA). The underlying point remains the same: if your business is in, or supplies labour into, a regulated sector, you need to understand whether a gangmaster’s licence is required.

That matters even more if you hold a UKVI sponsor licence. A breach of gangmaster licensing legislation is not just a regulatory issue. It can be a criminal offence, and it may also place your sponsor licence at risk because sponsors must comply with wider UK law. 

Who is responsible for gangmaster licensing?

The Gangmasters and Labour Abuse Authority, commonly known as the GLAA, was the body associated with licensing labour providers in certain high-risk labour sectors.

From 7 April 2026, the relevant functions now sit within the Fair Work Agency (FWA), an executive agency sponsored by the Department for Business and Trade. The FWA is responsible for enforcing workers’ rights, including the applications and management of gangmaster licences and investigating whether a labour provider is licensed.

Which sectors are governed by gangmaster licensing?

The licensing scheme is focused on work in:

• agriculture;
• horticulture;
• shellfish gathering;
• processing and packaging of products derived from agriculture, fish or shellfish.

The Fair Work Agency protects workers from exploitation by operating a licensing scheme in agriculture, horticulture, shellfish gathering and associated processing and packaging sectors. If an individual or an organisation supplies labour or uses workers to provide services in these sectors, they may need a gangmaster’s licence.

Examples of businesses that may be affected include farms, growers, food manufacturers, fresh produce businesses, meat processing businesses, fish and shellfish processors, poultry businesses, flower packing businesses, and businesses involved in associated processing or packaging.

What about construction, care, hand car washes and other sectors?

The GLAA historically held a wider labour exploitation role and has been associated with monitoring and investigating exploitation risks in sectors such as construction, care, hand car washes, recycling, garment manufacturing, warehousing, hospitality, nail bars and taxi driving. However, those sectors are not generally within the gangmaster licensing scheme.

It is likely that the FWA will expand its investigations into these wider sectors, notably they have been urged to act on reports identifying construction as a sector plagued by “systemic” labour exploitation, particularly regarding subcontractors and agency worker chains.

Under its new guise, the FWA has also stated it will prioritise industries with high numbers of low-paid, precarious, and zero-hours workers, which includes the care sector. The agency has the power to carry out both planned and unannounced inspections of labour users, including in-person or virtual visits to sites.

Furthermore, under the Employment Rights Act 2025, the FWA also has broadened powers to inspect workplaces, demand documentation, and interview workers to ensure compliance, particularly regarding payroll, holiday pay, and statutory sick pay.

Who needs to be licensed?

A licence may be required where a person or business is acting as a gangmaster in a regulated sector. The official guidance explains that acting as a gangmaster includes supplying labour to agriculture, horticulture, shellfish gathering, and food processing and packaging; using labour to provide a service in the regulated sector and using labour to gather shellfish.

The concept of “supply” is deliberately wide. It can include supplying temporary workers, introducing workers for direct employment, sourcing candidates, forwarding CVs or application forms, and screening candidates for work in licensed sectors. The Home Office makes clear that it does not matter whether the arrangement is formal or informal, or whether the end client makes the final decision to employ the worker.

This is where some employers fall foul of the rules. They may think “it’s only the introduction of candidates” or “they’re only helping with recruitment”. In a regulated sector, that may still be enough to bring the activity within the licensing regime.

Do you need a licence if you directly employ staff?

Usually, you do not need a gangmaster’s licence simply because you directly employ staff to work exclusively for your own business. For example, a farm advertising for workers, recruiting them directly and employing them to work only on that farm would not normally be “supplying” workers to another labour user.

However, the position can change if the farm were to:

• supply those workers to another business;
• introduce workers to another business;
• use their workers to provide a service to another person in a regulated sector.

The official guidance states that a business needs a licence if it supplies a worker to a labour user for work covered by licensing, or if it uses a worker to provide a service to another person to do work covered by licensing.

So, the key question is not only “do we employ the worker?” It is also “what are we doing with that worker, and for whom?”

What are the two main breaches employers need to understand?

There are two common risk areas.

• Supplying labour without holding the required licence. It is illegal to act as a gangmaster without a licence. The maximum penalty for operating without a licence is 10 years in prison and a fine.
• Using an unlicensed gangmaster. It is also illegal to use an unlicensed gangmaster. The maximum penalty for this offence is 6 months in prison and a fine.

There is also a specific offence relating to false documents. A person commits an offence if, in an attempt to make another person believe they are licensed, they possess or control a false, improperly obtained or third-party document connected with licensing.

In practical terms, the compliance message is simple: do not supply workers into a regulated sector without checking whether a licence is required, and do not use a labour provider unless you have checked that they are properly licensed.

You can check whether a labour provider is licensed using the official public register of licensed labour providers.

Why does this matter for UKVI sponsor licence compliance?

Sponsor licence holders must comply with their sponsor duties. One of those duties is to comply with wider UK law, not just immigration law.

The Home Office sponsor guidance states that sponsors have a duty to comply with wider UK law, including employment law, legally required licences, registrations or approvals needed to run the business lawfully, licensing by statutory bodies where required, and not engaging in criminal activity.

This means a breach of gangmaster licensing legislation or involvement in labour exploitation can create two problems at once:

• A potential criminal or regulatory issue under the gangmaster licensing regime; and
• A sponsor compliance issue because the organisation may no longer be complying with wider UK law.

For regulated businesses that sponsor Skilled Workers, Seasonal Workers or other sponsored workers, this is particularly important. UKVI is likely to look closely at whether the sponsor is operating lawfully, whether workers are being recruited and managed appropriately, and whether the sponsor’s wider compliance arrangements are robust.

If I sponsor Skilled Workers, do they still need to be placed by a licensed provider?

Sponsorship does not remove the need to comply with gangmaster licensing rules.

If a third party is supplying, introducing, sourcing, screening or otherwise arranging workers for roles in a regulated sector, that third party may need a gangmaster’s licence, regardless of whether the workers are sponsored.

Equally, if your business is both a sponsor and a labour provider, you may need to consider both regimes together: sponsor duties on one side, and gangmaster licensing obligations on the other.

Do UKVI and the Fair Work Agency talk to each other?

Employers should not assume that immigration compliance and labour market enforcement operate in separate silos.

The Fair Work Agency licensing standards refer to the Gangmasters Licensing Act offences being enforced by the FWA on behalf of the Home Office. The licensing standards also state that the FWA may consider whether relevant individuals have contravened requirements or standards of other regulatory authorities, including UKVI.

That does not mean every issue will automatically be referred to UKVI, or that every UKVI compliance issue will automatically trigger FWA action. But it does mean businesses should treat labour licensing and sponsor licence compliance as connected risk areas.

How can employers prevent a breach?

A practical compliance plan should include:

• mapping which parts of the business involve agriculture, horticulture, shellfish gathering, or associated food/fish/shellfish processing and packaging;
• identifying whether workers are directly employed, supplied by an agency, introduced by a recruiter, provided by an intermediary or used to deliver services to another business;
• checking the public register before using any labour provider in a regulated sector;
• keeping evidence of licence checks, including screenshots or dated records;
• reviewing contracts with agencies, recruiters, umbrella companies and subcontractors;
• training HR, operations, procurement and site managers to spot when GLAA/FWA licensing may be relevant;
• adding gangmaster licensing checks to sponsor licence compliance audits;
• taking advice before moving sponsored workers between sites, clients, group companies or third-party arrangements.

Official government guidance does illustrate that exclusions exist, but employers should check carefully whether an exclusion applies before relying on it.

Key takeaway for sponsor licence holders

If your business operates in agriculture, horticulture, shellfish gathering, or associated processing and packaging, gangmaster licensing should be part of your sponsor licence compliance framework.

A breach is not a minor technical issue. It can involve criminal offences, fines, imprisonment, licence revocation risk and UKVI sponsor compliance consequences.

For employers using sponsored workers, the safest approach is to ask three questions:

1. Are any roles or sites within a regulated sector?
2. Are any workers supplied, introduced, screened, sourced or managed by a third party?
3. Have we checked and documented whether a gangmaster’s licence is required?

If the answer to any of those questions is unclear, it is worth getting advice before the issue becomes a UKVI or FWA compliance problem.

Useful links:

• Public register of licensed labour providers

UK Right to Work check requirements have recently been expanded within the updated sponsor guidance, issued by the Home Office. These changes are important for all UK employers, given that they are likely to be implemented across all UK employers and organisations later this year. Currently, these changes are vitally important for those holding a UKVI sponsor licence.

While some of these changes reflect existing practice, they signal a broader shift towards stricter compliance and increased accountability. 

Why are these changes happening?

These updates are likely a result of widespread discussions regarding changes to the Right to Work regime and upcoming changes to the Code of Practice. It is expected that the obligations on employers relating to Right to Work checks will be expanding.

In addition to employees, employers will, in future, be required to carry out checks on non-direct employees, such as subcontractors and self-employed individuals. 

A new Code of Practice is expected to come into force in October 2026, which is likely to formalise and expand these requirements.  

What changes have been implemented to the sponsor guidance?

The updated guidance introduces several important clarifications:

• RTW checks apply to all employees
  • Home Office guidance now clarifies that correct right to work checks must be carried out for all employees and not just sponsored workers in order to be compliant with record keeping duties. While this reflects existing practice, it is now explicitly stated in the guidance.
• Checks must be completed before work begins
  • The guidance also now makes clear that right to work checks must be carried out on any worker you wish to sponsor, employ or directly engage prior to any work beginning. 
• “Directly engage”
  • The phrase “directly engage” widens the net of individuals you are required to carry out checks on beyond traditional employees.  
• No statutory excuse required (yet) for non-employees
  • Employers are not currently required to establish a statutory excuse for non-employees at this point. However, from a sponsor licence compliance perspective, you must still carry out checks on these individuals.  

Consequences for non-compliance (all employers):

Failure to comply with RTW obligations can result in serious penalties: 

• Up to £60,000 civil penalties per illegal worker imposed in the event of illegal working, where no right to work check has been conducted or where checks have been conducted incorrectly   

• Potential prosecutions 

• Exclusion from becoming a company director  

• Negative impact on future immigration applications where applicable

At present, these penalties would not apply where checks are not carried out on non-employees. 

Additional consequences for Sponsor Licence holders:

For sponsor licence holders, the risks are significantly higher:

• Likely revocation of the sponsor licence  

• Cooling off period before reapplying for a licence (likely to be 12 months but can be as much as 5 years if there are multiple civil penalties) 

These consequences would apply where RTW checks have not been correctly carried out for anyone directly engaged by the sponsor.  

When to carry out Right to Work checks:

• Before employment or work begins – mandatory in all cases.
• If the employee is a British citizen or has settled/ILR status you are only required to carry out this check once.
• For anyone with a temporary leave to remain, you will be required to carry out further checks.  

• Ideally you should also carry out checks prior to considering sponsorship of any individual. This check will indicate whether they are eligible for sponsorship. 

Employers must ensure full compliance with UK Right to Work check obligations to avoid penalties.

Useful links:

• Code of Practice
• How to conduct a Right to Work check

UK care providers have experienced significant disruptions since the government ended overseas recruitment for care workers last year. Recent Home Office data shows a sharp fall in Health and Care Worker visa applications following these changes, with main applications down 54% year-on-year and a staggering 92% below the November 2023 peak.

For many providers, the real concern isn’t just the policy headlines; it’s the practical reality of day-to-day operations. Questions keep coming up:

• Can we still sponsor existing staff?
• Can workers already in the UK switch into sponsored roles?
• What does this mean for our sponsor licence?
• Is sponsorship still a realistic option at all?

Below we examine what has changed, what remains possible in 2026, where the main risks lie now, and how care providers should be thinking about compliance going forward.

What changed for care worker sponsorship?

The sponsorship landscape for care workers (SOC 6135) and senior care workers (SOC 6136) shifted significantly following a series of policy announcements and changes to the Immigration Rules during 2025.

April 2025 changes: The “Displaced Worker” Rule

From April 2025 to July 2025, care providers in England were required to prioritise workers already in the UK before turning to overseas workforce. In practice, this meant demonstrating an attempt to recruit from a pool of displaced care workers – individuals who lost their sponsorship through no fault of their own (e.g. due to a previous sponsor unable to offer sufficient work or losing their licence). It’s important to note that this displaced worker rule is now no longer in force.

At the same time, the minimum salary thresholds for care worker sponsorships rose from £23,200 per year to £25,000 per year (or £12.82 per hour).

July 2025 Changes: The Overseas Ban

In July 2025, the Immigration Rules officially closed overseas recruitment altogether for frontline care roles

• Care workers and home carers (SOC 6135)
• Senior care workers (SOC 6136)

From this point new sponsorship for these roles became restricted to two groups:

• Displaced workers already in the UK on the care route
• In-country switchers – eligible individuals on other visa types such as Students, Graduates or Dependents, provided they have worked legally for the provider for at least three months.

Taken together these changes have fundamentally changed how sponsorship operates in adult social care. Overseas recruitment is no longer an option, and sponsors now operate under far tighter compliance expectations.

Why has adult social care been hit harder than other sectors?

Unlike other industries that had time to adjust to higher salary thresholds, adult social care lost an entire recruitment route overnight. For a sector reliant on overseas workers to fill persistent gaps, the impact was immediate. Many providers had to rebuild their recruitment strategies from scratch, relying solely on the in-country workforce while navigating far more complex compliance demands at the same time.

Can care providers still sponsor anyone at all?

Many employers still ask this because “care sponsorship” is discussed too broadly in the media. The answer is not a simple “no,” but it is highly conditional. It depends on the role, the worker’s current status, and whether the case falls within the remaining lawful routes or transitional arrangements. 

Although most Skilled Worker roles now need to meet RQF Level 6, care sponsorship continues to operate under a unique framework of exceptions: 

• In-Country Extensions and Changes of Employer: You can still sponsor existing Health and Care visa holders who need to extend their stay or are looking to switch into your sponsorship.

• In-Country Switching (The Three-Month Rule): Students, Graduates and Dependents, may be able to switch into the care route, provided the sponsor can evidence that they have legally employed the applicant for three months before assigning the Certificate of Sponsorship (CoS).

• Immigration Salary List (ISL) or Temporary Shortage List (TSL): Care and Senior Care roles remain on the ISL, allowing sponsorship below RQF Level 6 until at least 22 July 2028, provided the worker is already in the UK. 

Other roles within care may still be eligible for sponsorship, including under transitional rules, but this is something which would require consideration on a case-by-case basis. 

What are the main risks for care businesses now?

The government has made clear that these reforms are driven by concerns about “rogue providers”. This is the point where every provider should pause and review their files against these five risks: 

• Weak Sponsor Licence: Holding a licence is no longer enough. It is about proving you deserve to keep it. The Home Office no longer treats administrative gaps in compliance as mere technicalities. Poor record-keeping or unclear recruitment trails can lead to licence suspension or, revocation, and serious consequences for sponsored staff.

• Role Inflation: There is a significant temptation to “promote” a care worker to a “Manager” or “Specialist” role that fits RQF Level 6 simply to meet the new skill threshold. The Home Office is actively targeting cases where the job description on paper doesn’t match the day-to-day reality of the staff member’s duties.

• Sponsorship without a Genuine Vacancy: You must prove that the role actually exists and is commercially needed. Speculative or forward-planning sponsorship is regularly challenged.

• Right-to-Work Checks and Reporting Failures: Missed reports, late updates, or inconsistent records can quickly escalate into audits under the tighter post-2025 regime.

• Outdated Recruitment Models: Treating sponsorship as a routine HR process rather than a regulated immigration function often leads to accidental non-compliance.

What should care providers do now?

Practicality is key here. To retain your care team and remain compliant, care providers should focus on a few core actions:

1. Audit compliance systems and reporting processes
2. Check existing workforce visa expiries to identify who needs an extension soon
3. Review recruitment plans against the ISL, TSL and rule change timelines
4. Restructure if necessary, rather than forcing roles into categories that no longer fit
5. Ensure HR teams understand the post-July 2025 rules, including which roles can and cannot be advertised overseas
6. Seek legal advice before assigning a CoS in complex or borderline cases

Ultimately, sponsorship remains a viable, although more restricted, option for adult social care providers. In 2026, the focus is whether your recruitment model still works comfortably under the current rules.

The fishing sector is an industry where UKVI sponsorship changes can quietly cause big operational problems if people don’t see them coming.

This article focuses on the ‘Deck Hand’ role and is designed for fishing vessel owners and operators HR/admin staff supporting recruitment and anyone responsible for compliance, payroll, or workforce planning.

Salary Levels

The minimum salary allowable for the Deck Hand role is currently £33,400 per annum. This is due to the fact the role is listed on the Immigration Salary List. Currently, there is no indication that this minimum salary level will be changing before December 2026.

What does this mean?

There is no short-term impact forecasted in relation to salary levels.

English Language Requirement

The English Language Requirement for individuals new to the Skilled Worker route has recently changed. The new requirement for those qualifying via the Secure English Language Test (SELT) now sits at the higher ‘B2’ level, this is classed as upper intermediate level and the individual should be able to understand complex, technical, or abstract topics.

If a worker is already in the UK on a Skilled Worker visa and their previous permission required B1, they may not need to meet the higher B2 threshold if they are extending or switching. However, specific circumstances should always be considered before making any immigration application.

The Secure English Language Test (SELT) is not the only way an individual can prove their level of English and qualify for the points required for their visa. Some individuals may also qualify for the English language requirement via their nationality, school qualification and degree level qualifications taught in English.

What does this mean?

This change has already taken place – consider this higher English language requirement and which regions of the world you are looking to recruit from.

Deck Hand – Sponsorship Eligibility Changes

The role of ‘Deck Hand’ is currently eligible for Skilled Worker sponsorship due to its placement on the Immigration Salary List (ISL).

Deck hands (specifically, those on large fishing vessels of 9 metres and above, classified under SOC code 9119) are currently scheduled to be removed from the UK ISL on 31 December 2026.

Whilst the role remains on the ISL, new entrants can enter the skilled worker route with the minimum annual salary of £33,400.

Please note any new entrants to this route as a Deck Hand cannot bring dependents to the UK.

What happens after 31 December 2026?

Sponsorship as a Deck Hand may not be possible after 31 December 2026.

If the current rules remain in place, then transitional arrangements for those sponsored as Skilled Workers prior to 22 July 2025 will still be available for those extending and switching.

Those on the skilled worker route prior to 22 July 2025 may still qualify for extensions or switching sponsors with a minimum annual salary of £41,700.

Those on the skilled worker route prior to 04 April 2024 may still currently qualify for extensions or switching sponsors with a minimum annual salary of £31,300 – this concession is only available for applications made on or before 04 April 2030.

What does this mean?

Any direct overseas sponsorship for the Deck Hand role is likely to end on 31 December 2026 (unless new rules are implemented to allow continued overseas sponsorship). Transitional arrangements will still be in place for those sponsored in the Skilled Worker route prior to 22 July 2025.

If you are considering the employment of overseas Deck Hands via the UKVI sponsorship route we recommend you prioritise this now to ensure any overseas workers are onboarded prior to the rule changes.

Indefinite Leave to Remain (ILR) Proposals – Earned Settlement

The Government has confirmed its intention to proceed with a new ‘Earned Settlement’ model.

The standard ILR qualifying period of 5 years is expected to increase to 10 years for most routes.

Whether these changes apply to people already in the UK remains under consultation.

What does this mean?

We do not know if there will be any transitional protection in place for those already in the Skilled Worker route. We are currently unable to provide any advice in relation to future ILR applications. Any individuals who believe they currently qualify for ILR should consider making an application before any new rules are imposed.

Continued compliance activity:

The Home Office has increased scrutiny on:

• Sponsor Management System (SMS) accuracy
• Absences and location tracking
• Contract and payslip alignment 
• Ongoing reporting and HR processes

Legal/compliance impacts:

• Sponsor licence downgrade, suspension or revocation
• Civil penalties for right-to-work failures (illegal working)
• Reputational damage in the sector

What fishing businesses should do now:

1. Review who is managing your sponsorship and compliance – are they competent?
2. Tighten right-to-work processes
3. Strengthen compliance records
4. Prepare for UKVI audit readiness

From 11 November 2025, the UK Immigration Rules introduced a major update. Part Suitability now replaces the old “Part 9 – General Grounds for Refusal”. 

This reform aims to create greater consistency in how the Home Office evaluates character, conduct and public interest factors across most visa categories. In this blog, we explain what the changes mean for applicants, sponsors and legal advisers.

What is Part Suitability?

Part Suitability provides a unified framework for deciding whether a person should be refused entry clearance (a visa), permission to stay or have their existing permission cancelled, based on various “suitability” grounds. 

Unlike the old system, the new rules distinguish clearly between mandatory and discretionary decisions:

• Mandatory refusal: applies where the applicant has been convicted of a criminal offence resulting in imprisonment of 12 months or more, regardless of when the conviction occurred.
• Discretionary refusal: applies to individuals with lesser convictions, non-custodial sentences or out-of-court disposals.

Key Grounds Under Part Suitability

Part Suitability covers several areas that can lead to refusal or cancellation. These include:

• Exclusion, deportation or travel ban: Permission must be refused or cancelled if the individual is subject to an exclusion or deportation order.
• Non-conductive conduct: Applications may be refused where a person’s conduct, character or associations make their presence in the UK undesirable.
• Criminality: Mandatory refusal or cancellation applies in cases involving serious criminal convictions. For example:
  • sentences of 12 months or more
  • repeat offending
  • offences that cause serious harm.
• Previous breach of immigration law: Overstaying or other immigration violations can impact new applications or lead to cancellation of existing permission.
• Debt to NHS or litigation costs: Outstanding NHS charges above the relevant threshold, or Home Office litigation debts, may be considered under suitability. 

Applications for leave that do not align with the Immigration Rules may be refused.

Why Does This Change Matter?

Part Suitability represents one of the most significant structural changes to the Immigration Rules in recent years. The biggest shift is in consistency. Under Part Suitability, most applicants are now assessed against a single, unified standard rather than route-specific tests. 

However, this shift also makes the system stricter, particularly for family and private-life routes that previously benefited from exemptions around overstaying or certain convictions.

As a result, applicants and sponsors need to be more vigilant in preparing their cases. 

Practical Tips for Applicants and Sponsors

• If you have any past criminal records, immigration breaches, unpaid NHS costs, don’t assume they don’t matter.
• Build a strong documentary record as a way of gathering evidence. Mitigating factors such as rehabilitation and compelling personal circumstances may help in discretionary cases.
• Full disclosure is key. Failing to tell the truth or under-reporting past problems could result in long-term reputational damage in future applications as well as risk refusal.
• Given the technical complexity, consult with an immigration advisor to assess risk and prepare submissions. Contact us for support. 

If you are a sportsperson, athlete or coach aiming to live and work in the UK, the International Sportsperson visa is your primary route. 

This specialist temporary visa is designed to attract top-level athletes and coaches to the UK and allows sports professionals with international recognition to work, reside and compete in the UK. 

Understand the Eligibility Criteria

To qualify for the International Sportsperson visa, you must:

• Be 16 years or older
• Have a valid Certificate of Sponsorship (CoS) from a UK-based sponsor with a valid sponsor licence.
• Obtain an endorsement from a recognised governing body in your sport, confirming your elite status and contribution to the sport in the UK.
• Meet the English language requirement (level A1 in speaking and listening) if applying for a visa longer than 12 months. 
• Demonstrate you can maintain and accommodate yourself in the UK, either through personal savings (£1,270 minimum for 28 days) or a sponsor guarantee. 

Securing a Governing Body Endorsement (GBE)

Each sport has its own governing body responsible for issuing endorsements. These bodies assess your achievements and potential contribution to the sport in the UK. Contact the relevant body early to understand their specific requirements and timelines.

1. Identify the governing body https://www.gov.uk/guidance/immigration-rules/immigration-rules-appendix-sports-governing-bodies
2. Contact them to understand their application process.
3. Prepare your portfolio (international results, awards, references, etc). 
4. Submit your application following their guidelines.
5. Receive the endorsement letter or certificate which must be valid for submission with your visa application. 

Obtain a Certificate of Sponsorship (CoS)

Your UK sponsor, such as a sports club or organisation, must issue you a CoS. This document 

• Confirms your job offer
• Details your role, salary, and employment conditions 
• Is essential for your visa application

Gather Required Documents

Prepare the following documents for your application: 

• A valid passport or travel document.
• The Certificate of Sponsorship reference number.
• Proof of English language proficiency (if applicable).
• Evidence of maintenance funds (bank statements or sponsor’s guarantee).
• The endorsement letter from your sport’s governing body

Application Process

1. Apply online via the UK government website. 
2. Fill in personal info, job details and endorsement info. 
3. Upload documents: include endorsements, CoS, financial proof, English proficiency, passport. 
4. Pay fees: £319 (up to 12 months) or £769-£885 (over 12 months), plus Immigration Healthcare Surcharge (£1,035/year).
5. Review and submit, receive a reference number. 
6. Verify identity by biometric appointment or UK Immigration ID Check app. 

Immigration Skills Charge Exemption

Individuals applying via this route are now exempt from the UK’s Immigration Skills Charge (ISC).

The exemption includes not only elite sportspeople but also those in supporting roles such as coaches, instructors, and officials.

Await a Decision

Processing times vary:

• Outside the UK: Typically within 3 weeks.
• Inside the UK: Usually within 8 weeks.

You may be eligible to pay for a faster decision.

After Your Visa is Granted

With the International Sportsperson visa, you can: 

• Work for your sponsor in the specified role.
• Engage in voluntary work.
• Study, provided it doesn’t interfere with your sponsored role.
• Travel abroad and return to the UK.
• Bring eligible dependents (partner and children) with you.

The visa is initially valid for up to 3 years. After 5 years, you may be eligible to apply for Indefinite Leave to Remain (ILR), allowing permanent settlement in the UK.

Visa holders cannot claim public funds, start or run a business.

Tips for a Successful Application

• Start Early: Begin the process well in advance to accommodate time for endorsements and document preparation.
• Stay Informed: Regularly check the official UK government website for any updates or changes to the visa requirements.
• Seek Professional Advice: Consider consulting with an immigration solicitor or advisor to navigate the application process smoothly.

For more detailed information, visit the official UK government page on the International Sportsperson visa: Overview – GOV.UK

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. 

Our ‘Sector Focus’ series looks at skilled worker sponsorship in the veterinary sector. In this publication, we consider how UK Visas & Immigration (UKVI) accreditation (also known as skilled worker sponsorship) can support the sector, which occupations can benefit from sponsorship and why this is something that organisations should consider when developing or reviewing their recruitment strategy.

Current Shortfall

A significant number of reports demonstrate a shortage of skilled workers in the veterinary sector in certain regions and specialties within the UK. Globally, there is also a shortage of veterinary nurses with a nationwide shortage here in the UK. Factors contributing to this shortage include an increasing demand for veterinary services due to pet ownership trends (this increased considerably during the COVID-19 pandemic), Brexit and the expansion of veterinary services beyond traditional roles, all of which compounds the continued challenges in recruiting and retaining veterinary professionals. 

Some specific areas where shortages have been noted include rural areas, where there may be fewer veterinary practices and difficulties attracting professionals, as well as in certain specialties like farm animal medicine, animal welfare and public health. 

Global mobility allows UK businesses to tap into a diverse pool of talent from around the world. Home Office accreditation as a sponsor is particularly crucial in sectors where specific skills are in high demand or where there are shortages within the domestic workforce. By deploying global mobility strategies, businesses can attract and retain top talent, enhancing their competitiveness and innovation capabilities. 

Practices should consider the growing pool of overseas veterinary workers already employed in the UK as a useful talent pool, but these individuals cannot be considered for full-time employment without a sponsor licence in place. 

And, it’s not just those who have qualified overseas who require sponsorship. There are a growing number of UK graduates from local vet schools that also require sponsorship after their graduate visa expires. Many practices assume that candidates needing sponsorship have only gained their degree overseas, but this is not the case, some vet schools’ recent graduate cohorts have more than 50% of overseas nationals. 

By leveraging global mobility effectively, businesses can enhance their competitiveness, drive growth, and succeed in an increasingly interconnected world. 

Number of Overseas Vets Registering With the RCVS is On the Increase

The number of overseas veterinary professionals coming to work in the UK had seen a significant decline since Brexit negotiations in 2018. Data from the Royal College of Veterinary Surgeons (RCVS) illustrates that annually, the number of qualified vets moving to work in the UK had dropped by 68% between 2019 and 2021. However, recent figures indicate a record year in 2023 for overseas registrations with the RCVS, with 2024 registrations increasing again by 37%. These figures positively evidence that overseas veterinary practitioners are increasingly interested in migrating to the UK. 

English Language Levels

Some employers express their concerns regarding communication and English language levels. However, candidates sponsored under the UKVI Skilled Worker scheme must sit and pass a Secure English Language Test (SELT) or an Occupational English Test (OET) prior to registration with the RCVS. This ensures that the sponsored workers meet a satisfactory standard of English. In practice, many candidates have excellent communication skills and spoken/written English.

The Number of UK Businesses  Holding a Sponsor Licence Has Increased Significantly

Given the significant challenges faced across most sectors following the negotiations and implementation of Brexit, businesses are increasingly applying for a sponsor licence. Current data illustrates that 136,251 UK business now hold a sponsor licence, with over c.3,600 new licence applications being submitted every month. This demonstrates that an increasing number of UK businesses are now exploring wider global mobility and recognising the benefits of overseas sponsorship.

Which Veterinary Practice Roles Can Be Sponsored?

UK sponsorship of skilled workers is very much dictated by the needs of the business and ultimately any genuine and eligible role can be fulfilled via UKVI sponsorship. When considering which veterinary jobs can be sponsored it is worth considering the range of occupations listed on the Government eligibility list: 

• Veterinary Practice Manager 

• Veterinarian 

• Veterinarian Practitioner 

• Veterinarian Surgeon 

• Veterinary Scientist 

The following roles are eligible for sponsorship only if the applicant was granted permission as a Skilled Worker under the rules in place before 22 July 2025, and they have had continuous permission as a Skilled Worker since then; 

• Veterinary Assistant  

• Veterinary Nurse  

• Animal Nurse  

• Animal Technician  

• Canine Beautician  

• Stable Hand  

• Kennel Assistant  

• Kennel Maid  

Other supporting roles such as marketing, sales, finance and business development can also be considered for sponsorship. 

Support Through Skilled Worker Sponsorship in the Veterinary Sector 

The skills shortage is a growing issue in the UK veterinary sector, which has historically relied, in some part, on bringing qualified vets from overseas in order to improve its pool of available professionals. 

To combat the shortage, temporary arrangements have been set in place to enable RCVS recognition of graduates from vet schools accredited by the European Association of Establishments for Veterinary Education (EAEVE).  

During their January 2024 meeting, the RCVS Council agreed to continue this recognition for up to five years, meaning eligibility will last until 2029 at the latest. The policy could still be terminated earlier if circumstances change.

Support

Supporting veterinary practices with skilled worker sponsorship involves a structured action plan to navigate UK immigration rules, secure the right candidates, and maintain compliance.

As the veterinary sector demand for skilled labour grows, being prepared to hire internationally could give your practice 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 and the sponsorship process. 

Tools & Resources 

• RCVS: rcvs.org.uk 

• UKVI Sponsor Guidance: gov.uk

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