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.
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What the issue is
A Certificate of Sponsorship records the job the worker will do, the occupation code, salary and other details. The role must be genuine and the occupation code must match the actual duties.
Why it matters
An inaccurate code or salary can lead to refusal and is a common compliance concern. Choosing a code because of its salary threshold rather than the duties is a recognised risk.
When advice may be appropriate
Where a role spans more than one occupation or the salary is close to a threshold.
Common failures
- Generic job descriptions copied from the code description.
- Salary details that differ from the contract.
Evidence to keep
Examples to consider where relevant — not a complete or mandatory list.
- The job description, contract and recruitment record.
- Reasoning for the occupation code chosen.
Practical preventative steps
- Check duties against the occupation code before assigning.
- Cross-check salary with payroll.
Official rules and guidance
Rules and guidance change. Check the current official sources before relying on this information.
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.
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.
Related compliance topics
When solicitor advice may be appropriate
Speak to Andrew Williams Solicitors about your organisation's position, a Home Office visit, a penalty notice or a licence concern. Scope and fees are agreed in writing before substantive work begins.