A sponsor licence is vital for UK businesses employing skilled migrant workers. When the Home Office rejects, refuses, suspends, or revokes a licence, the impact on business operations can be severe. Latitude Law explores the strategic options available to employers, from the Pre-Licence Error Correction Service to Judicial Review.

This article explores when UK businesses can sponsor a self-employed worker under the Skilled Worker route and how to structure a compliant contract for services. It explains the Home Office definition of self-employment, control over work and income, right to work checks and record-keeping, using examples such as dentists and other professionals. Latitude Law breaks down key sponsor licence compliance risks and what to expect from Home Office audits.

Learn about the common pitfalls in maintaining a sponsor licence. Non-compliance can be costly and take up precious management time to rectify. Read our guide now.

Nearly 2,000 UK sponsor licences were revoked in the past year, signalling a sharp rise in immigration enforcement. Gary McIndoe outlines the urgent steps employers must take to stay compliant and protect their workforce.

While recent changes to the UK’s skilled worker route have made it impossible to issue new sponsorship to chefs, the Home Office has also been raising the temperature for licensed sponsors across all sectors. Can you stand the heat, or should you get out of the kitchen? 

The UK is an attractive market for many businesses and entrepreneurs and those who want to come to the UK to do business will generally need a visa. Whilst the wealth of visa routes mean you have a better chance of securing the right visa, it can also make it difficult to determine which one you need and how exactly to get it. Learn more about the UK's complicated business immigration rules.

Latitude Law outlines the 2025 UK Immigration Rules (HC 997), detailing the RQF 6 skills threshold increase, new salary requirements, and changes to care worker sponsorship. Understand the impact on Skilled Worker visas and transitional provisions for businesses and applicants.

All employers in the UK must conduct a right to work check prior to an employee commencing employment to prevent illegal working. If an employer is found to be employing workers who do not have the right to work in the UK, employers can face a civil penalty of £45,000 per illegal worker for a first breach; and £60,000 per illegal worker for repeat breaches.