Certificate of Sponsorship (COS)

What is a Certificate of Sponsorship?

A Certificate of Sponsorship (CoS) is a digital document that serves as the foundation for UK work visa applications. This electronic record, issued by licensed UK employers, confirms that a suitable candidate has been offered a genuine job that meets UK immigration requirements. The CoS contains essential details including the applicant's personal information, employer details, job specifics, and a unique reference number used by UK Visas and Immigration (UKVI) for verification purposes.

The Certificate of Sponsorship acts as a crucial bridge between UK employers and international talent, enabling businesses to recruit skilled workers from around the world while ensuring compliance with UK immigration law.

After assignment, the CoS must be used within 3 months, and the worker must not apply more than 3 months before the job’s start date shown on the CoS.

Who Needs a Certificate of Sponsorship?

A CoS is mandatory for applicants seeking the following UK visa categories:

• Skilled Worker visa - For skilled professionals in eligible occupations
• Global Business Mobility visas - Including Senior or Specialist Worker, Graduate Trainee, Service Supplier, UK Expansion Worker, and Secondment Worker routes
• Scale-up visa - For the initial sponsored period (first 6 months)
• Temporary Worker visas - Including Creative Worker, Charity Worker, Religious Worker, Government Authorised Exchange, International Agreement, and Seasonal Worker routes
• Minister of Religion visa - For religious workers
• International Sportsperson visa - For professional athletes and coaches

Visa Routes NOT Requiring CoS:

• Graduate visa
• High Potential Individual visa
• Youth Mobility Scheme visa
• British National (Overseas) visa
• Family visas
• Visitor visas

Types of Certificate of Sponsorship

Following immigration rule changes in December 2020, there are now two primary types of CoS for work visas:

Certificate of Sponsorship Eligibility Requirements

To issue a Certificate of Sponsorship, employers must meet stringent criteria:

• Hold a valid Worker or Temporary Worker sponsor licence from UKVI
• Maintain an A-rating for sponsor licence compliance
• Demonstrate legitimate business operations within the UK
• Prove financial stability and ability to meet sponsorship obligations

• Conduct proper Right to Work checks before employment begins
• Maintain accurate records of all sponsored workers
• Report changes in worker circumstances within specified timeframes
• Submit annual CoS allocation requests with proper justification
• Undergo potential compliance audits by UKVI

For Employees (Sponsored Workers)

Workers can only be assigned a CoS if they meet specific criteria:

• Position must be at the appropriate skill level for the visa category
• Salary must meet or exceed the minimum threshold for the role
• Job must be classified under an eligible Standard Occupational Classification (SOC) code
• Role must represent a genuine vacancy with real business need

• Must not be a UK national or have existing work rights through other means
• Meet English language requirements for the visa category
• Satisfy character and conduct requirements
• Have no disqualifying factors such as immigration violations

How to Apply for a Certificate of Sponsorship

Before issuing any CoS, employers must secure the appropriate sponsor licence:

• Submit detailed application to UKVI with supporting documentation
• Pay licence application fees (£574 for small organisations, £1,579 for large organisations)
• Undergo Home Office assessment of business legitimacy
• Processing typically takes 8-12 weeks (or 10 working days with priority service)

Once licensed, employers gain access to the secure online SMS portal:

• Nominate authorised users (Level 1 and Level 2 users)
• Set up initial CoS allocation for undefined certificates
• Establish internal processes for CoS management and compliance

• For Defined CoS: Apply individually for each overseas worker
• For Undefined CoS: Use annual allocation based on business projections
• Consider timing requirements and recruitment schedules

For Defined CoS:

1. Log into SMS as Level 1 or Level 2 user
2. Select "Defined CoS" from Workers screen
3. Enter employment details including job title, salary, and start date
4. Verify information accuracy and submit application
5. Await UKVI decision (typically 1 working day)

For Undefined CoS Assignment:

1. Access "Create and Assign" function in SMS (requires available allocation)
2. If allocation is insufficient, request increase through SMS
3. Enter worker and employment details
4. Submit request and await processing (up to 18 weeks standard, 5 days priority)
5. Once approved, assign CoS and pay applicable fees
6. Provide unique CoS reference number to worker

Required Information for CoS Application

When creating a Certificate of Sponsorship, employers must provide comprehensive details:

• Job title and detailed job description
• Standard Occupational Classification (SOC) code
• Gross annual salary excluding allowances
• Working hours and employment pattern
• Job location and reporting arrangements
• Start date and contract duration

• Full name as shown on passport
• Date of birth and nationality
• Passport number and expiry date
• Current immigration status (if applicable)
• Previous UK immigration history
• National Insurance number
• Current CoS reference number (if they are already sponsored, where applicable)

Certificate of Sponsorship Costs and Fees

Mandatory for most sponsored workers:

• Small/Charitable Sponsors: £364 for first year, £182 per additional 6 months
• Medium/Large Sponsors: £1,000 for first year, £500 per additional 6 months

• Small Organisations: £574
• Large Organisations: £1,579
• Priority Processing: Additional £500

Cost Planning Considerations

Employers should budget for the total cost of sponsorship, including licence fees, CoS fees, Immigration Skills Charge, and potential legal advice costs. These expenses cannot be passed to the sponsored worker and must be borne entirely by the employer.

Common Certificate of Sponsorship Mistakes to Avoid

Using the wrong Standard Occupational Classification code can lead to visa refusal:

• Prevention: Carefully match job duties to SOC code descriptions
• Solution: Review official SOC code guidance and seek professional advice when uncertain

Offering salaries below the minimum required threshold:

• Prevention: Calculate correct salary requirements including all applicable thresholds
• Solution: Factor in going rates for the occupation and location

Providing incorrect details on the CoS:

• Prevention: Implement double-checking procedures and review processes
• Solution: Verify all information matches supporting documentation

Applying for undefined when defined is needed, or vice versa:

• Prevention: Clearly understand when each type applies
• Solution: Consider worker's current location and visa status

Missing critical deadlines or validity periods:

• Prevention: Maintain clear timelines and deadline tracking systems
• Solution: Build buffer time into recruitment schedules

Using sponsor notes for changes that aren’t allowed — when in doubt, withdraw and assign a new CoS.

Managing Your Certificate of Sponsorship Allocation

Sponsors receive an annual allocation of undefined CoS based on their business projections:

• Estimated during sponsor licence application
• Requires justification based on business needs
• Consider factors such as company size, industry, and growth plans

If additional CoS are needed during the year:

1. Submit increase request through SMS
2. Provide detailed justification for additional need
3. Include supporting evidence of business growth or changes
4. Allow time for Home Office review and approval

The 12-month allocation period varies based on circumstances:

• New sponsors: One year from licence grant date
• Existing sponsors: Based on previous allocation cycles
• Renewal: Submit follow-on applications 3 months before expiry

Ongoing Sponsor Duties and Compliance

• Worker fails to start employment
• Significant changes to job role, salary, or working conditions
• Worker stops working or employment terminates early
• Changes to worker's contact details or address

• Organisational changes such as mergers, address changes, or ownership transfers
• Changes to key personnel or contact details

Sponsors must maintain comprehensive records including:

• Right to Work documentation
• Payroll and attendance records
• Copies of contracts and job descriptions
• Immigration status documentation
• Correspondence with workers and UKVI

UKVI conducts regular compliance checks through:

• Desk-based reviews of SMS data
• On-site compliance visits
• Investigation of reported concerns
• Random audit selections

Certificate of Sponsorship Processing Times

Typical Processing Timeframes

• Standard Processing: 8-12 weeks
• Priority Service: 10 working days (additional £500 fee)

• Standard Processing: 1 working day
• Complex Cases: May take several weeks if additional information required
• Priority Service Available: £500 for expedited processing

• Standard Processing: Up to 18 weeks
• Priority Service: Approximately 5 working days (additional fee applies)

Making Changes to an Assigned CoS

For small errors such as typos:

• Add sponsor note through SMS to clarify mistake
• Document correction in internal records
• Ensure visa application reflects correct information

For major errors requiring correction:

• Cancel existing CoS through SMS
• Create new CoS with correct information
• Pay new fees and charges as applicable
• Inform worker of new reference number

Cancellation Requirements

CoS must be cancelled within 5 working days when:

• Worker fails to take up employment
• Worker leaves employment permanently
• Worker changes to job outside current SOC code
• Worker transfers to different employer

Legal Implications and Enforcement

Non-compliance can result in serious consequences:

• Reduction from A-rating to B-rating
• Loss of ability to assign new CoS
• Increased monitoring and reporting requirements

• Temporary prohibition on sponsoring new workers
• Existing sponsored workers may have visas curtailed
• Business disruption and reputational damage

• Complete removal of sponsorship privileges
• Inclusion on publicly available list of revoked sponsors
• Potential civil penalties and prosecution

Employers may face fines for:

• Employing workers without proper right to work checks
• Failing to report required information to UKVI
• Allowing workers to breach their visa conditions

Best Practices for Certificate of Sponsorship Management

• Create detailed workflows for CoS applications and assignments
• Assign specific roles and responsibilities to trained staff
• Implement review and approval stages to catch errors

• Ensure SMS users receive proper training on system functions
• Stay updated on immigration rule changes and updates
• Consider professional development courses on sponsor compliance

• Maintain comprehensive filing systems for all CoS-related documents
• Create audit trails for decision-making processes
• Regularly backup and secure sensitive immigration data

Strategic Planning

• Integrate CoS requirements into recruitment strategies
• Consider timing implications when planning international hiring
• Align CoS allocation requests with business growth projections

• Develop contingency plans for CoS allocation shortfalls
• Monitor compliance performance and address issues promptly
• Consider professional legal support for complex cases

• Budget accurately for all sponsorship-related costs
• Track spending against CoS usage and business outcomes
• Evaluate return on investment for sponsored positions

Future Developments and Changes

The UK immigration system continues to evolve with regular updates to:

• Salary thresholds and skill level requirements
• CoS fees and Immigration Skills Charge rates
• Processing procedures and compliance requirements

Employers should:

• Subscribe to UKVI updates and guidance changes
• Participate in immigration law seminars and training
• Maintain relationships with qualified immigration advisers
• Monitor industry publications and professional networks