Sponsor Licence — A vs B rated mechanics + remediation

The Sponsor Licence (Worker and Temporary Worker categories) authorises UK employers to sponsor migrant workers under routes like Skilled Worker, Senior or Specialist Worker (GBM), Health and Care Worker, Scale-up, etc.

Sponsors are rated A or B; the rating impacts the employer's ability to assign CoS and the applicant's confidence in the offer.

For [EMPLOYER_NAME] (Licence [LICENCE_NUMBER]):

§1 — A-RATED VS B-RATED (120-150 words)

A-rated sponsor:
  ▪ Default rating on grant
  ▪ Can assign Defined CoS (for routes where applicable) AND Undefined CoS (for in-country switching, extension)
  ▪ Number of CoS authorised = the employer's annual allocation set at licence grant (typically modest; can request increase)
  ▪ Full sponsor functionality on Sponsor Management System (SMS)
  ▪ Applicants applying with an A-rated sponsor have lowest scrutiny on sponsor-side issues

B-rated sponsor:
  ▪ Rating downgrade following compliance issues identified at audit or via routine monitoring
  ▪ Cannot assign Defined CoS (must purchase Action Plan + remediate)
  ▪ Can continue to assign existing applicants but new CoS restricted
  ▪ Must follow 3-month Action Plan to return to A-rated
  ▪ If fail to remediate: licence revoked

Suspended sponsor:
  ▪ Cannot assign CoS
  ▪ Existing applicants on existing CoS may proceed
  ▪ UKVI investigating
  ▪ Final outcome: either restored to A-rated, downgraded to B-rated, or revoked

§2 — WHY SPONSORS ARE DOWNGRADED (100-120 words)

Common downgrade triggers:
  ▪ Failure to record sponsored worker attendance / migration history
  ▪ Failure to report changes (worker absence > 4 weeks; worker resignation; salary change)
  ▪ Sponsoring workers in roles below RQF Level 3 (now exclusively excluded under Skilled Worker)
  ▪ Sponsor's reference data inconsistent with HMRC PAYE records
  ▪ Sponsor has high CoS-to-grant ratio (CoS-mill behaviour)
  ▪ HR system audit findings: poor record-keeping, inconsistent application of policies
  ▪ Workers being given different duties from those on CoS
  ▪ Director / Authorising Officer changes not reported

For [EMPLOYER_NAME] history: [COMPLIANCE_HISTORY analysis].

§3 — APPLYING FOR A NEW SPONSOR LICENCE (120-150 words)

For an Indian employer expanding to UK (or a UK employer applying):

Eligibility:
  ▪ Genuine UK presence (registered address, HMRC PAYE registration, evidence of trading)
  ▪ Key personnel:
    - Authorising Officer (senior employee; cannot be migrant)
    - Key Contact (point of liaison with UKVI)
    - Level 1 / Level 2 Users (manage SMS)
  ▪ HR systems capable of recording worker attendance, salary, immigration status
  ▪ Genuine vacancy for the role to be sponsored

Application:
  ▪ Online via UKVI Sponsorship Management System portal
  ▪ Fee: GBP 1,476 (small/charitable); GBP 536-1,476 depending on org size [VERIFY]
  ▪ Supporting documents: 4-5 evidence categories (Companies House, HMRC, business bank statement, business premises, etc.)
  ▪ Decision: 8 weeks standard; priority service available
  ▪ Compliance audit (pre- or post-grant): UKVI visits to verify

§4 — SPONSOR DUTIES (100-120 words)

Once licensed, ongoing duties (Sponsor Guidance: Workers and Temporary Workers):
  ▪ Right-to-Work check on every sponsored worker (Section 19 Immigration, Asylum and Nationality Act 2006)
  ▪ Record-keeping (worker passport, BRP/eVisa, contracts, attendance, salary)
  ▪ Reporting (within 10 working days of):
    - Change of worker's circumstances (resignation, dismissal, role change, salary change)
    - Sponsor's own changes (Authorising Officer change, address change)
  ▪ Cooperating with UKVI compliance visits
  ▪ Not assigning CoS to non-genuine vacancies
  ▪ Following minimum salary requirements per SOC code
  ▪ Renewing licence every 4 years (or rolling renewal post-2024)

Breach of duties = downgrade to B-rated; serious breach = suspension or revocation.

§5 — REMEDIATION PATHWAY (100-120 words)

If [CURRENT_RATING] = B-rated:
  ▪ UKVI issues Action Plan within 28 days of downgrade
  ▪ Sponsor pays Action Plan fee (GBP 1,476 [VERIFY])
  ▪ Sponsor implements remedial actions within 3 months
  ▪ Common actions: improve HR records, train Authorising Officer, deploy compliance software, engage immigration solicitor
  ▪ UKVI re-audits at end of 3-month window
  ▪ If satisfactory: restored to A-rated
  ▪ If not satisfactory: licence revoked OR further 3-month extension

For applicants:
  ▪ Existing CoS remains valid through remediation
  ▪ New CoS assignment paused during B-rated period
  ▪ Affects timing for new applicants in queue

§6 — IMPLICATIONS FOR APPLICANTS (80-100 words)

For [ROLES_TO_SPONSOR] applicant:
  ▪ Verify sponsor's current rating BEFORE accepting offer
  ▪ Check UKVI Register of Worker and Temporary Worker Sponsors (publicly available)
  ▪ If A-rated: low sponsor-side risk
  ▪ If B-rated: ask employer for remediation status; consider whether to proceed
  ▪ If suspended: do NOT accept offer until clarified
  ▪ Even with A-rated sponsor, post-application sponsor downgrade can disrupt visa (rare)

§7 — STRATEGIC NOTES FOR EMPLOYERS (60-80 words)

Best practices to maintain A-rated status:
  ▪ Invest in HR systems (right-to-work checking; attendance; salary tracking)
  ▪ Pre-employment training for HR / line managers
  ▪ Quarterly internal sponsor compliance audit
  ▪ Document retention for 1 year after worker leaves
  ▪ Annual review of sponsored worker portfolio
  ▪ Designate one immigration-focused contact

End with: "DRAFT — for OISC/IAA-registered adviser or solicitor review (for employer matters) or for compliance-trained solicitor. Sponsor Licence applications are high-stakes; UKVI rejects 1 in 3 first-time applications on documentation gaps. For high-volume sponsorship plans (10+ CoS/year), engage a specialist immigration solicitor + HR consultancy at outset."