Failing to renew your sponsorship licence can leave you with a real headache

//Failing to renew your sponsorship licence can leave you with a real headache

Failing to renew your sponsorship licence can leave you with a real headache

Employers need a sponsorship licence if they wish to employ migrant workers from outside the EEA in the UK.

Sponsorship licences must be renewed in good time otherwise organisations may suddenly have to dismiss their migrant workers leading to significant disruption and damage to staff morale.

Who is responsible for your sponsorship licence and its renewal?  Are they on top of things and will they notice the renewal reminders popping into their inbox and react accordingly?  Does the relevant manager understand their responsibilities as the holder of a sponsorship licence and will they carry out their duties effectively?

Lapsed sponsorship

If the organisation fails to renew their sponsorship licence, the first you may know of this could be when one of your employees tells you they have received notice that they have to leave the UK.  If by chance this is when they are about to go on holiday, then the embarrassment of being stopped by the Border Force on their return may await and they may not be allowed to return to the UK for at least the following 12 months.  Even if the employee is lucky enough to be permitted re-entry to the UK to sort out their personal life before being deported, this is only likely to be for a very brief period of a week or so.

What employers need to note

Sponsorship duties must be taken seriously.  Licence renewal dates should be carefully diarised and licences renewed in good time.  You can find out more about sponsorship duties by following this link:

If you need further advice on employment or immigration issues, please email Caroline Banwell on or call 07964 903664.

By |2017-09-15T18:18:06+00:00September 15th, 2017|Uncategorized|0 Comments

About the Author:

Caroline Banwell
Caroline Banwell (LL.B. Hons.) trained and worked initially as a solicitor for a major London law firm. She has advised a wide variety of clients from SMEs to multinationals and from small primary schools to Cambridge Colleges. As well as considerable knowledge of the business and education sectors, she has also worked extensively for the charity sector and was recommended in the Charities and Not for Profit section of the 2017 Legal 500 for her work heading the Cambridge office employment team at leading charity and education firm, Stone King. Caroline collaborates with other Cambridge HR consultants on project work from time to time. Caroline gives advice through Harmony HR Solutions Limited as an HR consultant and not as a solicitor and Harmony HR Solutions Limited is not regulated by the Solicitors’ Regulation Authority. Caroline works as a solicitor for Kesteven Partners Limited which is a law firm regulated by the Solicitors’ Regulation Authority.

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