What Is a Certificate of Sponsorship?

A Certificate of Sponsorship is not a physical certificate. It is an electronic record created and assigned through the Home Office Sponsorship Management System.

Each CoS has a unique reference number which the worker uses when making the relevant immigration application.

By assigning a CoS, the sponsor confirms to the Home Office that it wishes to sponsor the worker, that it considers the worker capable of meeting the relevant immigration requirements and that the organisation itself is eligible to sponsor under the route concerned.

An employer therefore should not treat the CoS simply as an administrative form to be completed after a recruitment decision has already been made.

If your organisation does not yet hold the appropriate sponsor licence, see our Sponsor Licence Applications service.

Defined and Undefined Certificates of Sponsorship

The type of CoS required depends primarily on the immigration route and whether the worker is applying from inside or outside the UK.

Using the wrong type of CoS can cause problems for the worker’s immigration application and may also create sponsor compliance issues.

Before Assigning a CoS

Before assigning a Certificate of Sponsorship, the employer should determine whether the role and worker meet the requirements of the relevant immigration route.

That assessment may involve the occupation code, job duties, salary, working pattern, work location, immigration status and other route-specific requirements.

The sponsor should also ensure that the information entered on the CoS accurately describes the proposed employment.

For Skilled Worker cases, see our Skilled Worker Sponsorship service.

The Certificate of Sponsorship Process

Information Entered on a CoS

The Certificate of Sponsorship records important information about the proposed employment and sponsored worker.

This can include personal details, the job title, occupation code, salary, working hours, work location, employment start and end dates and other information required for the relevant route.

The information should be consistent with the employment documentation and the actual role the worker will perform.

Inconsistencies between the CoS, employment contract, payroll records and the worker’s actual duties can create difficulties during the visa application or later Home Office compliance activity.

Occupation Codes & Job Duties

Selecting the appropriate occupation code is an important part of many sponsored work applications.

The code should reflect the job the worker will actually perform rather than simply the employer’s preferred title for the role.

Employers should consider the substantive duties, responsibilities and level of the role when selecting the appropriate occupation code.

An incorrect occupation code can affect eligibility, salary requirements and the credibility of the sponsorship arrangement.

Salary Requirements

Where the relevant immigration route includes salary requirements, the employer should confirm that the proposed remuneration satisfies those requirements before assigning the CoS.

The applicable salary threshold can depend on the immigration route, occupation code, worker’s circumstances and other factors.

Employers should therefore avoid relying on a single general salary figure without checking the current route-specific rules.

For detailed advice on the Skilled Worker requirements, see our Skilled Worker Sponsorship page.

How Long Is a Certificate of Sponsorship Valid?

Once a Certificate of Sponsorship has been assigned, the worker will normally need to use it to make the relevant visa application within three months.

The worker should also ensure that the timing of the application is consistent with the proposed employment start date recorded on the CoS.

A CoS that is not used within the permitted period may no longer be valid for the intended application.

Employers should therefore coordinate sponsorship timing with the worker rather than assigning Certificates of Sponsorship substantially before the worker is ready to apply.

Certificate of Sponsorship Fees

The Home Office charges a fee when a Certificate of Sponsorship is assigned.

At the time of writing, the fee is £525 for most Worker route Certificates of Sponsorship and £55 for Temporary Worker Certificates of Sponsorship. International Sportsperson sponsorship is currently £525 where the CoS is assigned for more than 12 months and £55 where it is assigned for 12 months or less.

The precise fee depends on the sponsorship route and should be checked at the time of assignment because Home Office fees may change.

For certain routes, other charges may also apply, including the Immigration Skills Charge.

Who Must Pay the CoS Fee?

The sponsor must pay the Certificate of Sponsorship fee where required by the sponsor guidance.

The current GOV.UK employer guidance specifically states that the sponsor must pay the CoS fee when sponsoring Skilled Workers, workers under the Global Business Mobility routes, Ministers of Religion, International Sportspersons, Scale-up Workers and Seasonal Workers.

Sponsors should therefore review employment and recruitment arrangements carefully where costs are being passed to workers.

See our Sponsor Licence Compliance service for advice on sponsor duties and Home Office compliance risk.

Immigration Skills Charge

In addition to the Certificate of Sponsorship fee, some sponsors must pay the Immigration Skills Charge when sponsoring workers under certain routes.

The charge commonly arises in Skilled Worker and Senior or Specialist Worker sponsorship, subject to the exemptions provided by the applicable rules.

The amount depends on factors including the size of the sponsor and the length of sponsorship.

The Immigration Skills Charge is separate from the CoS fee and the worker’s visa application fee.

Defined CoS Applications

A sponsor recruiting a Skilled Worker from outside the UK will normally need to apply for a Defined CoS through the Sponsorship Management System.

The sponsor must provide relevant information about the proposed role when requesting the Defined CoS.

Once the request is approved, the sponsor can assign the Defined CoS to the particular worker.

The Defined CoS should not be requested or assigned until the sponsor is satisfied that the role meets the applicable Skilled Worker requirements.

Undefined CoS Allocations

Undefined Certificates of Sponsorship operate through the sponsor’s CoS allocation.

The employer should monitor its available allocation and recruitment requirements so that it has sufficient Certificates of Sponsorship when needed.

Where the available allocation is insufficient, the sponsor may need to request an increase through the Sponsorship Management System and provide information supporting that request.

Employers with significant recruitment programmes should therefore incorporate CoS allocation management into their wider sponsorship planning.

Correcting Errors on a Certificate of Sponsorship

Errors sometimes arise after a Certificate of Sponsorship has been assigned.

The appropriate solution depends on the nature and significance of the error and whether the worker has already made the immigration application.

Some matters may be capable of explanation or correction through the relevant SMS functionality. More significant errors may require a different approach, including in some circumstances assigning another CoS.

The employer should assess the problem before making changes because inconsistent amendments can create further difficulties.

Changes After a CoS Has Been Assigned

Employment arrangements sometimes change after sponsorship has been approved.

Changes to duties, salary, occupation code, work location or other employment circumstances may have sponsorship consequences.

Some changes may require reporting through the Sponsorship Management System. Others may require a new Certificate of Sponsorship and a further immigration application by the worker.

Sponsors should therefore obtain advice before making significant changes to sponsored employment.

Certificates of Sponsorship & Sponsor Compliance

The Home Office can examine how an organisation has used its Certificates of Sponsorship as part of sponsor compliance activity.

Patterns of inaccurate CoS assignment, inappropriate occupation codes, discrepancies in salary or roles that do not correspond with the sponsored employment can place the sponsor licence at risk.

A sponsor should therefore maintain evidence showing why each sponsored role met the relevant requirements at the time the CoS was assigned.

Our Sponsor Licence Compliance service deals with ongoing sponsor duties, audits and Home Office compliance visits.

Certificates of Sponsorship Under Other Work Routes

The CoS system is used across a number of sponsored work routes, but the requirements differ between them.

Businesses moving workers between international group companies should see our Global Business Mobility service.

Overseas businesses establishing a UK operation can see our UK Expansion Worker service.

Sports organisations, athletes and coaches can see our International Sportsperson Visa service.

The precise CoS requirements should therefore always be considered against the immigration route under which the worker will apply.

What If a CoS Is Refused or Sponsorship Creates a Problem?

A Defined CoS request or allocation request may not always be granted as expected. The Home Office may request additional information or question the proposed sponsorship.

The employer should understand why the request has not progressed before deciding whether to provide further evidence, make another request or reconsider the sponsorship arrangement.

Where a worker’s immigration application has been refused despite sponsorship, the reasons for refusal should be considered separately from the sponsor’s own licence position.

See our Business Immigration Refusals service where a Home Office refusal has already been issued.

How We Assist With Certificates of Sponsorship

1. Sponsorship Route Assessment

We identify the appropriate sponsorship route and whether a Defined or Undefined CoS is required.

2. Role & Eligibility Review

We review the proposed role, duties, occupation code, salary and relevant sponsorship requirements.

3. Defined CoS Requests

We can advise on requests for Defined Certificates of Sponsorship for Skilled Worker applicants applying from outside the UK.

4. Undefined CoS Allocation

We advise sponsors on existing CoS allocations and applications for additional allocation where required.

5. CoS Assignment

We review the information to be recorded on the Certificate of Sponsorship and assist with sponsorship issues arising before assignment.

6. Errors, Changes & Compliance

We advise on errors, employment changes, reporting requirements and other compliance issues arising after a CoS has been assigned.

What is a Certificate of Sponsorship?

A Certificate of Sponsorship is an electronic record assigned by a licensed sponsor through the Sponsorship Management System. It contains information about the worker and the employment being sponsored.

What is the difference between a Defined and Undefined CoS?

A Defined CoS is generally required for a Skilled Worker applying from outside the UK. Undefined CoS are generally used for eligible in-country applications and other sponsorship circumstances where the Defined CoS system does not apply.

How long is a CoS valid after assignment?

A worker will normally need to use the Certificate of Sponsorship to make the relevant immigration application within three months of it being assigned.

How much does a Certificate of Sponsorship cost?

Current Home Office fees depend on the route. At the time of writing, most Worker route Certificates of Sponsorship cost £525 and Temporary Worker Certificates of Sponsorship cost £55. Employers should check the current fee before assignment.

Can the worker pay the Certificate of Sponsorship fee?

For the routes specified by the Home Office, the sponsor must pay the Certificate of Sponsorship fee and must not pass that fee to the sponsored worker. Breach of the applicable cost rules can place the sponsor licence at risk.

Does a CoS guarantee that the visa will be granted?

No. The Certificate of Sponsorship forms part of the immigration application, but the worker must independently satisfy the requirements of the relevant immigration route.

Can an error on a CoS be corrected?

It depends on the nature of the error and the stage reached. Some matters may be capable of correction or explanation through the SMS, while more significant errors may require another approach.

Can a sponsor assign a CoS to any overseas worker?

No. The sponsor must hold the appropriate licence and be satisfied that the worker and proposed employment meet the requirements of the relevant sponsored work route.

Do we need a new CoS if the worker changes jobs?

A significant change in sponsored employment can require a new Certificate of Sponsorship and a further immigration application. The exact position depends on the route and the nature of the change.

Can incorrect CoS use affect the sponsor licence?

Yes. The Home Office may consider the sponsor’s use of Certificates of Sponsorship during compliance activity. Repeated or serious failures can result in action against the sponsor licence.

Official Certificate of Sponsorship Guidance

The principal Home Office guidance is Workers and Temporary Workers: guidance for sponsors, Part 2: Sponsor a Worker.

The Home Office provides a practical Sponsorship Management System guide to creating and assigning Certificates of Sponsorship.

Employers can also review the GOV.UK guidance on Certificates of Sponsorship for employers.