What sets a charitable sponsor apart from a small sponsor?
Please read the following information before submitting an application for a Sponsorship Licence UK. If at least two of the following statements apply to you, you are a small Sponsor:
- You have less than 50 workers
- Your annual revenue is £10.2 million or less
- Your overall assets are worth £5.1 million or less
If you meet the following criteria, you qualify as a charitable Sponsor
- You are a recognised charity in Scotland
- You are a recognised charity in England and Wales
- You are an excluded charity
- you are an exempt charity
- you are a registered charity in Northern Ireland
- If you are not on the register, you must submit HM Revenue and Customs (HMRC) with proof of your charitable status for tax purposes
Functions of Sponsorship Licence UK management
You must designate a firm employee to manage the sponsorship process when requesting a UK Sponsorship Licence.
The Sponsorship Management System (SMS) will be their main tool. The roles are as follows:
- An experienced senior person known as a “authorising officer” is responsible for the actions of workers and representatives who use SMS.
- Key Contact – UK Visas and Immigration (UKVI)’s main point of contact.
- Level 1 user, in charge of daily SMS management of your licence.
- The same individual, two, or more persons may fill these jobs.
- Relevant HR procedures to keep track of foreign employees.
Are you aware of your duties and responsibilities as a Sponsor?
Your duties and responsibilities as a Sponsor are as follows:
- Proof that you’ve verified each of your sponsored employees has the proper authorization to work for you in the UK and fulfil the task at hand.
- Compliance with immigration regulations.
- Coordinate with the Home Office.
- Check employee background.
- Maintain Employee’s contact information – updated address, contact number, email & other necessary data.
- Ensuring adherence to the Sponsor assessment processes.
- Notifying UKVI of any pertinent changes to the Sponsoring firm, such as address changes, key employee replacements, ownership/shareholding/acquisition changes, and changes in the Sponsor’s size (from a small to a large corporation, etc.).
- Observing and reporting migrant conduct trends that are concerning.
Employers must be familiar with internal HR systems in order to execute their duties as Sponsors. These responsibilities include: monitoring migrant workers’ compliance with immigration law,; keeping track of the Sponsored worker’s attendance and absences, and maintaining the records outlined in Appendix D of the Sponsor Guidance.
Prove your Genuineness with valid evidences
Based on the company’s history, HR practices, capacity to carry out obligations, staff, and key employees, the UKVI evaluates the Sponsor’s genuineness. They will determine if the positions you are providing need the necessary amount of training and pay.
The UKVI evaluates the firm, Sponsor, and key personnel’s immigration status as well as their criminal and other backgrounds. Make sure to present any supporting documentation, such as records of employee attendance, logistics, daily activities recorded on paper, etc., to demonstrate the organization’s legitimacy.
If you need help setting up your supporting documents for Sponsor Licence application and verifying that they are all in the right format and order before submission, you may get in touch with our experienced legal specialists by booking a consultation.
To conclude, a Sponsorship Licence UK is mandatory for UK-based employers if they are looking to hire Overseas employees from outside the UK, Visa nationals switching from other eligible categories & Intra-company transfers for their UK-based company.