Sponsor licence enforcement has intensified significantly. The Home Office confirmed that 1,948 licences were revoked between July 2024 and June 2025, more than double the 937 revoked during the previous 12 months. Quarterly sponsorship data subsequently showed around 3,100 Worker sponsor licence revocations during calendar year 2025, a record high.
There is no statutory right of appeal against revocation. A first revocation normally triggers at least a 12-month cooling-off period before the organisation can reapply, increasing to at least 24 months following repeated revocations. Judicial review may be available where the decision is arguably unlawful.
What changed in 2026?
Home Office sponsor guidance updated on 6 March 2026 introduced the term “eligible role”, clarified that enforcement action may be taken where there is reasonable suspicion of non-compliance, and emphasised that participation in the sponsorship system is a privilege rather than a right.
Appendix D also introduced a record-keeping requirement for sponsors to retain evidence that sponsored workers have been made aware of their employment rights in the UK.
These requirements are particularly important for businesses using structures such as the self sponsorship visa UK.
Salary compliance also became more precise from 8 April 2026. Skilled Workers must meet the applicable going rate in each pay period. For workers paid monthly or less frequently, pay across any three-month period must generally equal at least one quarter of the required annual salary, subject to specific rules for irregular working patterns and permitted deductions.
Our guide to Certificates of Sponsorship explains why salary and job details on the CoS need to remain accurate.
Five checks to make before a compliance visit
| What to check | Why it matters | Common risk |
|---|---|---|
| Occupation code and duties | Sponsored work must remain an eligible role | Actual duties have changed substantially |
| Payroll records | Salary rules apply throughout sponsorship | Pay falls below the required level |
| Right to work evidence | Employers must conduct prescribed checks | Evidence cannot be produced |
| Employment rights records | Evidence of informing sponsored workers must be retained | No auditable record |
| Appendix D documents | Sponsor records must be available for inspection | Files are incomplete or inaccessible |
A mismatch between the sponsored occupation and the work actually being performed can result in compliance action. Employers should therefore reassess sponsored roles whenever duties, reporting lines, location or salary change rather than assuming the original CoS remains suitable.
Home Office compliance checks can take place before or after a licence is granted and may be announced or unannounced. Sponsors should be able to demonstrate effective recruitment, HR and reporting systems. The current sponsor duties guidance should be reviewed alongside your internal procedures.
Our Skilled Worker sponsorship service can assist employers with sponsor compliance and workforce planning.
What happens to sponsored workers after revocation?
When a sponsor loses its licence, the worker’s Certificate of Sponsorship is cancelled. A worker already in the UK will normally have their immigration permission shortened to 60 days, or to the remaining period of their permission if that is shorter. Someone involved in the reasons for revocation may have their permission cancelled immediately.
That can disrupt longer-term plans involving indefinite leave to remain or British citizenship by naturalisation.
Depending on individual circumstances, alternative routes might include a UK Ancestry visa or the 10 year long residence route. Graduates should also understand the requirements for switching from a Graduate visa to Skilled Worker.
Frequently asked questions
Can the Home Office revoke a sponsor licence without deliberately dishonest conduct?
Yes. Revocation grounds do not necessarily require a breach to have been deliberate or knowingly committed. Some breaches require revocation, while others permit suspension, downgrading or other action.
Is there an appeal against sponsor licence revocation?
No statutory appeal exists. Judicial review may be considered where there are grounds to challenge the lawfulness of the decision.
How long must an employer wait before applying again?
Following a first revocation, the minimum cooling-off period is normally 12 months. It can be longer in specified circumstances, including repeated revocations.
Should employers conduct mock compliance audits?
Regular internal reviews can help identify missing documents, salary discrepancies and outdated sponsorship records before a Home Office visit.
For a sponsor licence health check, Speak to our team in Bromley or explore our UK immigration services for individuals and employers.