Certificate of Sponsorship (CoS)
Certificate of sponsorship status
CoS Check: How to Verify Your Certificate of Sponsorship Number
You can perform a CoS check to confirm the validity of your Certificate of Sponsorship status and associated CoS number.
Click here to check CoS status
How the Certificate of Sponsorship system works
Issuing Certificates: Employers issue Certificates of Sponsorship through the Sponsorship Management System (SMS).
Validity: A CoS is valid for 3 months from the date of issue. The worker must apply for a visa using the certificate within this period to maintain accurate visastatus.
ATAS Certificate: In certain sectors, an Academic Technology Approval Scheme (ATAS) certificate may also be required in addition to the CoS.
Types of Certificates: Certificates are divided into “specified” and “unspecified” categories, depending on the visa route and the applicant’s country of origin.
Cost: The cost of issuing a Certificate of Sponsorship varies based on the type of licence and visa route.
CoS Check: To verify the status of a certificate, use the Check CoS service available on this website to confirm the current Certificate of sponsorship status.
How the Certificate of Sponsorship system works
Specified Certificates: Issued for workers applying from outside the UK. These are processed via the SMS portal.
Unspecified Certificates: Typically used for workers already in the UK or for certain visa categories. The number of these certificates is defined when applying for a sponsorship licence.
Scaling Sponsorship Capabilities
Initial Limit: Employers are initially permitted to issue one certificate to a designated official.
Expansion: After the first visa has been approved, the employer may increase the number of Certificates of Sponsorship to up to four.
Certificate Costs
The cost of a Certificate of Sponsorship is dependent on the type of sponsor licence and the visa route. For example, the standard fee for a worker certificate is £525.
Visa Application Deadline: The prospective employee must submit their visa application within 3 months of the CoS being issued to maintain a valid visastatus.
ATAS Requirement: Employers must confirm whether the job role or sector requires an ATAS certificate before issuing a CoS.
Requirements for Sponsoring Overseas Workers in the UK
To employ a worker from outside the UK—including EU nationals—employers must obtain a valid sponsorship licence. This licence confirms that the company is compliant with UK Home Office regulations and authorised to sponsor foreign workers.
Who Needs a Sponsorship Licence?
General Requirement: Most employers will require a sponsorship licence to hire any non-UK worker (including EU nationals post 31 December 2020).
Exemptions: Irish citizens, individuals with settled or pre-settled status under the EU Settlement Scheme, and those holding Indefinite Leave to Remain in the UK do not need sponsorship.
Benefits of Holding a Sponsorship Licence
Authority to Issue CoS: Licence holders can issue Certificates of Sponsorship for approved vacancies.
Permission to Hire Overseas Nationals: A valid CoS enables the overseas worker to apply for a UK visa to work for the sponsoring company.
Important: Possessing a sponsorship licence does not guarantee that a visa will be granted. Visa approvals are determined solely by UK Visas and Immigration (UKVI) based on all eligibility criteria.
Who Can Sponsor an Overseas Worker in the UK? Requirements and Restrictions
To sponsor an overseas worker in the United Kingdom and obtain a sponsorship licence, a company must comply with a set of criteria established by UK Visas and Immigration (UKVI). This ensures only compliant and responsible employers participate in the sponsorship system.
Basic Requirements for Sponsorship
To be eligible to sponsor foreign workers, a company must demonstrate the following:
Clean Record: The business must not have any unspent convictions for immigration-related offences or serious crimes such as fraud or money laundering.
No Recent Licence Revocation: The company must not have had a sponsor licence revoked within the previous 12 months.
Control and Monitoring Systems: There must be appropriate internal systems in place to monitor sponsored workers and manage sponsorship responsibilities effectively.
UKVI Compliance Checks: The company may be subject to audits or compliance checks by UKVI to confirm reliability and compliance.
These requirements are vital to maintaining valid Certificate of sponsorship status (CoS number) and ensuring all sponsorship activity aligns with immigration law.
Role Requirements
The job role being offered to the overseas worker must meet specific legal and immigration criteria:
Minimum Wage and Working Hours: The job must comply with UK employment law, including minimum wage and working time regulations.
Visa-Specific Criteria: Each visa route has its own set of requirements. For instance, Skilled Worker, Health and Care Worker, and Seasonal Worker visas all have tailored eligibility rules.
Important: Failure to meet these requirements may lead to a visa refusal for the worker and possible cancellation of the employer’s sponsor licence, impacting both visastatus and Certificate of sponsorship status.
Which Workers Can Be Sponsored?
UK employers may sponsor a wide range of overseas workers depending on the type of role and visa route, including:
Unskilled Workers
Skilled Workers
Health and Care Workers
Global Business Mobility Workers
Scale-up Workers
Seasonal Workers
International Athletes
Creative Workers
Charity Workers
Religious Workers
For all these categories, employers must issue a valid CoS number. Always perform a CoS check to confirm Certificate of sponsorship status before proceeding with a visa application.
Types of Sponsorship Licences in the UK
Employers must select the appropriate type of sponsorship licence based on the job being offered to the non-UK national. There are two main categories:
1. Worker License
Used to sponsor individuals for skilled, long-term, or short-term employment.
Subcategories:
Skilled Worker – For jobs that meet salary and skill thresholds.
Senior or Specialist Worker (Global Business Mobility) – For intra-company transfers.
Minister of Religion – For faith-based employment.
International Sportsperson – For professional athletes and coaches.
2. Temporary Worker Licence
Used for sponsoring temporary roles or niche positions under specific schemes.
Subcategories:
Unskilled Worker – For basic roles not requiring specialised qualifications.
Scale-up Worker – For high-growth companies hiring to support expansion.
Creative Worker – For arts, culture, and entertainment professionals.
Charity Worker – For volunteer roles within charitable organisations.
Religious Worker – For non-pastoral faith-based roles.
Government Authorised Exchange – For short-term training or work experience.
International Agreement – For contracts under international treaties.
Graduate Trainee – For training roles at multinational branches.
Service Supplier – For contract-based work under UK trade agreements.
UK Expansion Worker – For employees establishing a UK office.
Seconded Worker – For specialists transferring to UK companies.
Seasonal Worker – For agriculture, horticulture, or poultry roles.
Special Considerations: Scale-up Worker Sponsorship
Scale-up Workers, after holding a valid visa and CoS for six months, gain more flexibility:
They can continue working without obtaining a new Certificate of Sponsorship (CoS).
They may change jobs without securing a new sponsor, depending on their role and visa terms.
Employers should always Check CoS number and monitor Certificate of sponsorship status through the Sponsorship Management System to ensure ongoing compliance.
Roles and Responsibilities in the UK Sponsorship Management System
To effectively manage the sponsorship of foreign workers, a UK employer must appoint authorised personnel to operate the Sponsorship Management System (SMS). These individuals interact directly with UK Visas and Immigration (UKVI) and are responsible for ensuring compliance and the accurate status of the Certificate of Sponsorship (CoS).
Key Roles in the Sponsorship Management System (SMS)
Authorising Officer: The senior person responsible for sponsorship within the organisation. They make strategic decisions and are accountable for all actions taken within the SMS.
Key Contact: The main point of contact with UKVI for all sponsorship-related matters.
Level 1 User: Carries out the day-to-day SMS functions, such as assigning CoS numbers, managing sponsored workers, and updating licence information.
Level 2 User: Has limited permissions and provides administrative support within the system.
Requirements for SMS Users
Fit and Proper Criteria: Individuals must have a clean criminal record and no history of UKVI penalties or violations.
UK Residency: All nominated individuals are generally required to reside in the UK.
Employment Status: Users are typically expected to be employees or officeholders of the sponsoring organisation.
Financial Standing: Users must not be subject to bankruptcy proceedings.
UKVI will conduct thorough checks to ensure all appointed individuals are suitable and trustworthy. These checks may impact the organisation’s licence and the assigned CoS number if any issues are identified.
Sponsoring Minor Workers in the UK: Special Rules and Restrictions
Sponsoring Minors (Under 18) Involves Additional Legal and Child Protection Obligations
Key Requirements for Sponsoring Minors
Duty of Care: Employers must ensure the welfare of minor workers at all stages — during travel, upon arrival in the UK, and throughout their employment.
Parental Consent: Written consent from a parent or guardian is required for all activities involving the minor.
Background Checks: An enhanced Disclosure and Barring Service (DBS) check must be conducted.
Age Restrictions: Children under the age of 16 can only be sponsored under the Creative Worker visa or a government-approved exchange scheme.
Working Hours: Statutory limits on working hours for minors must be strictly observed.
Local Authority Permission: In some cases, permission from the local authority may be required before employing a minor.
Sponsoring Scale-up Workers (Minors)
For minor workers sponsored under the Scale-up Worker route, sponsorship duties generally end six months after the visa start date. However, the Certificate of Sponsorship (CoS) remains a reference point for UKVI during audits and compliance checks.
Important Considerations
Sponsor Responsibility: Failure to comply with child protection and sponsorship requirements may lead to licence revocation and adverse immigration consequences for the minor, including visa refusal or a change in immigration status.
Individual Approach: Each sponsorship involving a minor must be tailored to the worker’s age, role, and employment conditions.
What is an ATAS Certificate and Why is It Required?
An Academic Technology Approval Scheme (ATAS) certificate is necessary for foreign nationals undertaking sensitive research in specific scientific or technical fields. It ensures the proposed work aligns with UK academic and national security standards.
When is an ATAS Certificate Required?
An ATAS certificate is required if:
The sponsor is licensed to employ the worker (with a valid CoS number).
The employee is engaged in relevant research or study.
The role corresponds to a relevant occupation code.
The employee is not from a country exempted from ATAS requirements.
How to Apply for an ATAS Certificate
Confirm Requirement: The employer should check if the ATAS certificate is mandatory based on the role and worker’s background.
Notify Worker: Inform the prospective employee about the ATAS requirement.
Submit Application: The employee completes and submits the ATAS form online.
Processing Time: Applications typically take 2 to 3 weeks to process.
Document Retention: The employer must retain a copy of the certificate and confirmation of issue.
If the worker is not conducting research at PhD level or above, no ATAS certificate is needed. In this case, an explanatory note must be included in the Certificate of Sponsorship and linked to the assigned CoS number.
Importance of ATAS Compliance
Visa Impact: Failure to obtain a required ATAS certificate can lead to visa refusal and jeopardise the worker’s visastatus.
Licence Risk: Non-compliance may result in the suspension or loss of the employer’s sponsorship licence.
Additional Tips
Plan Early: Begin the ATAS process well in advance to avoid visa delays.
Seek Advice: Contact UKVI or a qualified immigration adviser for guidance.
Stay Informed: Regularly monitor official UK government sites for updates on ATAS and sponsorship rules.
Check CoS status
You can perform a CoS check to confirm the validity of your Certificate of Sponsorship status and associated CoS number. Click here to check CoS status