Employer compliance guidance
Immigration Compliance Knowledge Centre
Practical guidance for employers and sponsors on right to work checks, sponsor duties, records, Home Office visits, penalties and licence action.
Prevention before enforcement
Consistent checks. Complete records.
Andrew Williams Solicitors provides regulated legal advice, legal review, representation and solicitor-led compliance support. Compliance monitoring and workflow technology (such as ICMS and ComplianceWatch) is provided separately by Ibiab Systems and is not legal advice.
Start with these topics
Right to Work
Right to Work Checks for UK Employers
What a right to work check is, when it must be done and why a correctly conducted check matters.
Read guidanceSponsor Licence Duties
Sponsor Licence Duties Explained
Holding a sponsor licence brings continuing duties on reporting, record keeping and monitoring.
Read guidanceCertificates of Sponsorship & Sponsored Workers
Assigning a Certificate of Sponsorship Accurately
The role, occupation code and salary on a CoS must reflect the genuine job.
Read guidanceRecord Keeping & Evidence
Record Keeping for Sponsors and Employers
Incomplete records are one of the most common reasons a business cannot demonstrate compliance.
Read guidanceVisa Expiry & Repeat Checks
Visa Expiry and Repeat Checks
Missed expiry dates are a preventable cause of illegal working risk.
Read guidanceHome Office Compliance Visits
Home Office Compliance Visits
Visits can be announced or unannounced. Preparation of records and people matters.
Read guidanceCivil Penalties & Illegal Working
Civil Penalties for Illegal Working
Employers can face a civil penalty for each illegal worker unless they hold a statutory excuse.
Read guidanceSuspension, Downgrade & Revocation
Sponsor Licence Suspension and Revocation
Why licences are suspended, downgraded or revoked, and what it means for a business.
Read guidanceBrowse the guidance
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39 topics
Right to Work
Initial and repeat checks, digital status, share codes and keeping a statutory excuse.
Right to Work
Right to Work Checks for UK Employers
What a right to work check is, when it must be done and why a correctly conducted check matters.
Read guidanceRight to Work
Initial and Repeat Right to Work Checks
Workers with time-limited permission need follow-up checks to keep a statutory excuse in place.
Read guidanceRight to Work
Digital Status, eVisas and Share Codes
Many workers now prove their status online, which changes how checks are carried out and recorded.
Read guidanceRight to Work
Using the Employer Checking Service
When a worker cannot prove their status themselves, the Employer Checking Service may be needed.
Read guidanceRight to Work
Who Owns the Right to Work Process?
Inconsistent processes and unclear ownership are a frequent cause of compliance failures.
Read guidanceSponsor Licence Duties
Key Personnel, reporting, monitoring and ongoing licence readiness.
Sponsor Licence Duties
Sponsor Licence Duties Explained
Holding a sponsor licence brings continuing duties on reporting, record keeping and monitoring.
Read guidanceSponsor Licence Duties
Key Personnel: Authorising Officer and Level 1 / Level 2 Users
The people named on your licence carry real responsibility for how it is managed.
Read guidanceSponsor Licence Duties
Sponsor Reporting Duties and Worker Monitoring
Certain events concerning sponsored workers must be reported within set time limits.
Read guidanceSponsor Licence Duties
Ownership and Organisational Changes
Mergers, acquisitions and restructures can affect a sponsor licence and must be managed.
Read guidanceSponsor Licence Duties
Licence Renewal and Ongoing Readiness
Keeping a licence ready for scrutiny at any time is easier than preparing in a rush.
Read guidanceCertificates of Sponsorship & Sponsored Workers
Assigning CoS accurately and managing changes during sponsorship.
Certificates of Sponsorship & Sponsored Workers
Assigning a Certificate of Sponsorship Accurately
The role, occupation code and salary on a CoS must reflect the genuine job.
Read guidanceCertificates of Sponsorship & Sponsored Workers
Job Descriptions and Occupation Codes
A clear, accurate job description links the real role to the sponsorship.
Read guidanceCertificates of Sponsorship & Sponsored Workers
Changes to a Sponsored Worker's Role, Salary or Location
Some changes need reporting; others may need a new application. Check before you make them.
Read guidanceCertificates of Sponsorship & Sponsored Workers
Onboarding and Ending Sponsored Employment
Start dates, right to work checks and terminations all carry sponsor obligations.
Read guidanceRecord Keeping & Evidence
The documents and audit trails that demonstrate compliance.
Record Keeping & Evidence
Record Keeping for Sponsors and Employers
Incomplete records are one of the most common reasons a business cannot demonstrate compliance.
Read guidanceRecord Keeping & Evidence
Absence and Attendance Records
Monitoring attendance supports both reporting duties and evidence at a compliance visit.
Read guidanceRecord Keeping & Evidence
Audit Trails and Evidence of Reported Changes
Being able to show what was done, when and by whom is central to demonstrating compliance.
Read guidanceVisa Expiry & Repeat Checks
Tracking permission end dates, pending applications and follow-up checks.
Home Office Compliance Visits
What may be inspected and how to prepare people and documents.
Home Office Compliance Visits
Home Office Compliance Visits
Visits can be announced or unannounced. Preparation of records and people matters.
Read guidanceHome Office Compliance Visits
Internal and Mock Compliance Audits
A structured review finds gaps before the Home Office does.
Read guidanceHome Office Compliance Visits
Responding to Home Office Information Requests
Accurate, timely responses matter. Legal review before responding is often sensible.
Read guidanceCivil Penalties & Illegal Working
Employer liability, statutory excuse, objections and mitigation.
Civil Penalties & Illegal Working
Civil Penalties for Illegal Working
Employers can face a civil penalty for each illegal worker unless they hold a statutory excuse.
Read guidanceCivil Penalties & Illegal Working
Statutory Excuse and Employer Liability
A statutory excuse is the employer's protection against a civil penalty. It depends on how checks were done.
Read guidanceSuspension, Downgrade & Revocation
Responding to Home Office concerns and protecting operations.
Suspension, Downgrade & Revocation
Sponsor Licence Suspension and Revocation
Why licences are suspended, downgraded or revoked, and what it means for a business.
Read guidanceSuspension, Downgrade & Revocation
Responding to a Home Office Compliance Concern
Evidence gathering, remediation and a clear response are central.
Read guidanceContinuous Compliance Management
Ownership, periodic reviews, training and escalation.
Continuous Compliance Management
Compliance Ownership, Training and Escalation
Compliance works when responsibilities are clear and staff know when to escalate.
Read guidanceContinuous Compliance Management
Periodic Compliance Reviews and Audit Readiness
Regular reviews keep records current and highlight changes that need action.
Read guidanceContinuous Compliance Management
Proactive Remediation and Evidence Preservation
Correcting issues early and documenting the fix reduces risk.
Read guidanceSector-Specific Compliance
Practical risk themes for particular industries.
Sector-Specific Compliance
Immigration Compliance for Care Providers
Care providers often sponsor significant numbers of workers and have attracted particular Home Office scrutiny.
Read guidanceSector-Specific Compliance
Immigration Compliance for Restaurants and Takeaways
Hospitality businesses face frequent illegal working enforcement and need consistent checks.
Read guidanceSector-Specific Compliance
Immigration Compliance for Construction Businesses
Subcontracting and site-based work create risk around who is responsible for checks.
Read guidanceSector-Specific Compliance
Immigration Compliance for Engineering Companies
Engineering sponsors must ensure skilled roles, codes and salaries are accurate.
Read guidanceSector-Specific Compliance
Immigration Compliance for Recruitment Businesses
Agencies and their clients need clarity on who checks and who is liable.
Read guidanceSector-Specific Compliance
Immigration Compliance for Education Providers
Education providers may have both employer and student sponsor duties.
Read guidanceSector-Specific Compliance
Hiring Your First Overseas Worker
SMEs new to sponsorship need systems in place from day one.
Read guidanceSector-Specific Compliance
Immigration Compliance for Multinational Companies
Group structures, transfers and multiple sites add complexity.
Read guidanceRight to Rent & Non-Employer Compliance
Landlord and agent checks, retention and repeat checks.
Compliance Technology & Systems
How monitoring tools support — but do not replace — legal compliance.
Speak to a solicitor about your compliance
We can review your right to work and sponsor processes, prepare you for a Home Office visit or advise on a penalty or licence concern. Scope and fees are agreed in writing before substantive work begins.
This is general legal information for organisations, not advice on your circumstances. Duties depend on your business, workers and the rules and guidance in force at the relevant time. No outcome is guaranteed.