Sponsor Licence UKVI Audits: Preparing for Compliance Visits in 2025

Audits can be digital (desktop) or in-person (Home Office site visits) and may be announced or unannounced.

Digital Audits
 

These involve remote checks, where the Home Office requests information through video conferencing (Microsoft Teams), screen-sharing, and SMS records.

On-Site Visits
 

During on-site visits, Home Office officers assess HR records, interview key personnel, and may speak with sponsored employees. They will also verify sponsor reporting duties and ensure adherence to UKVI compliance guidance.

Tip : Treat every audit, digital or in-person, with the same level of preparation to ensure you are ready for any scenario.

1. Pre-Licence Visits 

When applying for a Sponsor Licence, businesses may undergo a pre-licence visit by the Home Office to assess readiness. During these visits, the Home Office will:

• Inspect the Business Premises : To verify the physical setup matches information provided in the licence application.
   
• Evaluate HR and Recruitment Systems : To confirm that the business has the resources and knowledge to fulfil sponsorship obligations, such as monitoring sponsored workers and keeping up with reporting duties.
   
• Assess Record-Keeping : Review how well the business organises and retains critical records, including right to work documentation, job descriptions, and employment contracts.

A failure to meet standards during a pre-licence audit can result in a rejected licence application and, potentially, a 6-month cooling-off period, so ensuring all compliance systems are in place is crucial before applying.

2. Follow-Up Visits Post-Licence 

After a licence is granted, the Home Office can conduct follow-up visits anytime to ensure compliance. These visits, often unannounced, aim to verify that:

• Sponsored Employees’ Duties Match their Certificates of Sponsorship (CoS) : Confirming that sponsored roles align with job descriptions and responsibilities outlined in their CoS.
   
• The Business is Actively Trading and Meeting Sponsorship Duties : Includes checks on right to work compliance, reporting changes in employment status, and maintaining accurate contact information for all sponsored employees.
   
• HR Systems and Record-Keeping Meet Compliance Standards : Ensuring that HR practices align with Home Office requirements for tracking and managing sponsored employees.

Tip : Regular self-audits and thorough documentation preparation can keep your business ready for these visits at any time.

A well-organised documentation system is essential for demonstrating compliance during a Sponsor Licence audit. Below is a checklist of Basic Documentation and Additional Records required to facilitate a smooth audit process: 

 

1. Basic Documentation 

• Tax Returns or Utility Bills : Evidence of active business operations.
   
• Copies of Sponsored Employees’ Passports and Visas : For each sponsored employee, maintain copies of identification and right to work documentation.
   
• Employment Contracts : Signed employment contracts for each sponsored worker, detailing roles, responsibilities, and salary information. 
  
   

2. Additional Records 

• Current and Past Contact Details : Up-to-date records of residential addresses, phone numbers, and email addresses for each sponsored employee.
   
• Resident Labour Market Test (RLMT) (if applicable): Documentation proving efforts to hire locally before employing a sponsored worker.
   
• Attendance and Absence Logs : Keep attendance records and log any unauthorised absences, which must be reported to the Home Office as required.
   
• Salary Payment Proofs : Documentation of salary payments, demonstrating that employees are compensated as specified in the CoS.
   
• Recruitment Process Details : Records of the recruitment and onboarding process, particularly for sponsored roles.
   
• Record-Keeping Processes : A clear outline of how sensitive information is stored and managed, ensuring compliance with data protection regulations.
   
• Evidence of Skills and Qualifications : Documents verifying that the sponsored worker has the necessary skills or certifications for their role. 
  
   

Keeping these documents accessible – whether digitally or in hard copy – facilitates prompt retrieval during an audit and demonstrates thorough compliance. For more information on handling compliance checks – visit our blog .

During an audit, the Home Office typically interviews both key personnel and sponsored employees to verify compliance. Here’s what you can expect: 

 

1. Interview for Employers and Key Personnel 

Inspectors may interview the Authorising Officer, Key Contact, or Level 1 Users, asking questions such as:

• Compliance with Sponsorship Requirements : “How do you ensure right to work checks are completed accurately?”
   
• Monitoring Employment Status : “What procedures are in place to track changes in sponsored employees’ roles or statuses?”
   
• Record-Keeping : “Can you describe how you securely store sensitive information?”

These questions are intended to assess the knowledge and readiness of your team in managing sponsorship responsibilities. 

 

2. Interview with Sponsored Employees 

Sponsored employees may also be interviewed to confirm their roles and awareness of visa conditions. Common questions include:
 

• Job Role and Responsibilities : “Can you describe your primary duties and confirm they align with your Certificate of Sponsorship?”
   
• Awareness of Visa Terms : “Are you familiar with the conditions and limitations of your visa?” 
  
   

3. Home Office Focus During Interviews 

The Home Office may focus on:
 

• Genuine Role Alignment : Ensuring that employees are performing roles consistent with their CoS and that job descriptions are accurate.
   
• Compliance Awareness : Confirming that both the employer and employee understand the visa terms and conditions.
   
• Organisational Compliance : Assessing whether the employer has effectively communicated sponsorship duties and responsibilities to employees.

An effective HR system is critical to track employee data, attendance, and right to work documentation. Key features of an efficient HR system include:
 

• Automated Reminders : Set alerts for visa expirations and right to work rechecks, reducing the risk of oversights.
   
• Real-Time Data Updates : Ensure that employee information, including role changes or salary adjustments, is updated promptly.
   
• Accessible Reporting : Generate reports quickly to retrieve records, expediting the audit process.

Investing in a well-integrated digital HR solution can streamline compliance processes and make audit preparation smoother.

1.  Routine Self-Audits 

Conducting internal audits allows you to identify and address potential compliance issues proactively. Routine self-audits should:
 

• Verify document accuracy, filling any missing or outdated information.
   
• Confirm the consistent tracking of sponsored employee roles and attendance.
   
• Ensure alignment with Home Office requirements, including reporting obligations.
  
   

2. Ongoing Training for Key Personnel 

The Home Office expects key personnel – such as the Authorising Officer and Level 1 Users – to be fully aware of their sponsorship duties. Regular training ensures that they understand current immigration rules and can manage sponsorship responsibilities confidently.

Tip : Schedule quarterly training sessions to stay updated on regulatory changes and ensure team preparedness.

After an audit, potential outcomes include:
 

• Licence Downgrade : Minor compliance issues may result in a downgrade to a B-rating, which must be addressed through a Home Office-mandated action plan.
   
• Suspension or Revocation : Serious breaches, such as non-compliance with right to work checks, may lead to suspension or revocation, impacting your ability to sponsor workers.
   
• Financial Penalties : Non-compliance, especially if unauthorised workers are employed, can result in civil penalties and harm to your business’s reputation.
   

If the Home Office identifies compliance issues, they will typically provide a corrective action plan and deadline to resolve them. Promptly addressing these requirements is essential to avoid further consequences.
 

Tip : If you disagree with the audit outcome, consider requesting an administrative review, or consult with a legal professional for possible appeals.