Skilled Worker (Tier 2 General) Certificate of Sponsorship

FURTHER DETAILS

What employers should check before assigning a CoS

The information entered on the Certificate of Sponsorship must accurately reflect the job the worker will perform. The Home Office may compare the CoS against the employment contract, job description, payroll records, organisational structure and information previously supplied by the sponsor.

Role and occupation code

The sponsor must choose the occupation code that best matches the duties of the role. Selecting a code because it has a lower salary requirement, rather than because it accurately describes the job, can create serious compliance risks.

Salary and working hours

The proposed salary must meet the applicable general threshold and the relevant going rate. The correct calculation depends on the visa route, occupation code, weekly hours and whether any transitional or discounted salary provisions apply.

CoS allocation and requests

A sponsor may need to request an annual allocation of Undefined CoS or submit an additional allocation request. The Home Office can ask for evidence explaining the vacancy, the worker, the business need and how the requested number of certificates was calculated.

Sponsor duties after assignment

Assigning the CoS is not the end of the process. Sponsors must retain the required records, monitor the worker and report specified changes through the Sponsor Management System within the applicable deadlines.

Westkin can advise before assignment, prepare supporting representations, assist with allocation requests and review the proposed sponsorship arrangement as a whole.

For further information on Certificates of Sponsorship, or for assistance with compliancy when hiring foreign workers for your business, please get in touch.