What are the Risks of Sponsoring a Foreign Worker in the UK?

Risks of Sponsoring a Foreign Worker in the UK

Many UK-based businesses find immense value in hiring talents from abroad. The unique skills, perspectives, and expertise that foreign workers bring can be indispensable to a company’s growth and diversification. However, sponsoring a foreign worker is not without its complexities.  

Let’s explore some of the potential risks of sponsoring a foreign worker in the UK that can put the UK employer in trouble.

Loss of Sponsor Licence

One of the most severe consequences of non-compliance in sponsoring a foreign worker from outside the UK is the loss of the sponsorship licence. It is vital for businesses that frequently require sponsoring foreign workers to fill specific roles. 

There are various scenarios which can prompt the Home Office to revoke a sponsor licence. Some of these include:

  • Providing wrong information during the sponsor licence application.
  • Failure to report significant changes, such as a change in business size or nature, via the sponsor management system.
  • Neglecting sponsorship duties, like ensuring the migrant truly fills a genuine vacancy in the company that cannot be filled by the resident workforce.

Once a licence is revoked, there can be various implications. Apart from affecting the business’s current capability to sponsor an immigrant or assign a certificate of sponsorship,  this might also affect their ability to apply for a new licence for a specific duration.

Moreover, current foreign workers, whether on a skilled worker visa or another type of work visa, might face complications. Their current visa might become invalid, forcing them to leave the UK or switch to a different visa route if they meet the eligibility.

Financial Penalties

Another considerable risk for UK employers who do not adhere to the rules of sponsoring foreign workers is financial penalties. The UK government imposes these to prevent severe non-compliance and ensure that companies take their sponsorship responsibilities seriously. For instance, if an employer is caught having employees without the proper UK right-to-work permissions, they could confront a civil fine of up to £20,000 for each worker involved. 

To steer clear of these penalties, businesses should:

  • Regularly train their HR teams on the latest immigration rules and visa requirements.
  • Keep up-to-date with updates from UK visas and immigration and the Home Office.
  • Ensure systems in place, especially the HR systems, are robust and regularly updated.

You may also consider consulting with a team of immigration solicitors to ensure all the processes are streamlined and in line with the latest regulations.

Damage to Business Reputation

The reputation of a business is a delicate asset, cultivated over the years but capable of being degraded in moments. One of the often-underestimated consequences of not complying with the regulations for sponsoring foreign workers is the potential damage to a company’s public image.

If a well-known business is caught violating immigration guidelines, it might attract media attention quickly, influencing not just prospective customers but also existing associates and investors. This can deteriorate confidence and may affect ties with collaborators, shareholders, and the wider community.

Moreover, clients and partners seek stability and reliability in their business relationships. Non-compliance with sponsorship guidelines can be perceived as an indication of broader managerial or ethical issues within the company. This can lead to reluctance in initiating or renewing business contracts, potentially resulting in significant financial losses.

There have been cases where businesses, after facing penalties, struggled to regain their market position. Their competitors gained an edge, resulting in a decline in their growth trajectory.  

To safeguard against such reputational risks, businesses must ensure they are compliant with immigration and sponsorship laws and best practices. This includes regular training, transparent internal policies, and swift corrective actions in the face of discrepancies.

Increased Administrative Workload

Sponsoring a foreign worker undeniably comes with increased administrative responsibilities. From the initial stages of applying for a skilled worker sponsor licence to monitoring the status and adherence of sponsored work visa holders, the workload can be significant.

With every foreign worker that a business sponsors, the HR and administrative tasks multiply. These range from ensuring the sponsored worker remains compliant with the terms of their visa to notifying the Home Office of any significant changes in the worker’s circumstances, which should be done via the online sponsor management system.

The costs associated with this administrative growth aren’t just economic. The time-intensive nature of handling, monitoring, and reporting adds to the operational overhead. For businesses, especially those in the early phases of UK expansion, the increased workload can be overwhelming. 

Legal Sanctions or Lawsuits

Beyond financial penalties and administrative burdens, non-compliance can lead to legal consequences. Legal sanctions or even potential lawsuits can occur if a company is found to be in gross violation of its sponsorship duties. These can be both immediate, in the form of sanctions, and long-term, arising from lawsuits initiated either by affected employees or regulatory bodies.

The authorities have the power to enforce penalties on companies that do not comply with the rules of employee sponsorship. Violations of these directives may intersect with different legal domains, including workers’ rights, anti-discrimination legislation, and fiscal laws. 

To steer clear of potential legal challenges, businesses should ensure adherence to laws and rules and also keep meticulous records of their compliance activities. In addition, having legal counsel from immigration lawyers familiar with sponsorship regulations can be invaluable in navigating the complexities.

Uncertainty Due to Policy Changes

One of the inherent risks of sponsoring foreign workers in the UK is the volatility of immigration and employment laws. With political shifts, global events, and changing economic landscapes, policies can and do change.

For businesses, these changes can mean constantly adapting their strategies. A change in government policy can suddenly make a previously viable visa route inaccessible or introduce new requirements for sponsor licence holders. The transition seen in recent years is proof of the ever-changing nature of these policies.

Discrimination Allegations

A significant but sometimes overlooked risk of sponsoring foreign workers in the UK is the potential for discrimination allegations. Any perceived or actual bias during the hiring or treatment of sponsored workers can lead to allegations of discrimination. For example, if different pay scales are adopted for foreign workers compared to their UK counterparts, this can be grounds for discrimination claims.

Additionally, if foreign employees experience inappropriate treatment, exclusion, or discrimination due to their origin, language, or cultural background, employers might be accountable for failing to ensure a welcoming and inclusive workplace environment.

Allegations of discrimination, even if proven unfounded, can have long-lasting effects on a company. Apart from potential legal penalties, negative publicity can deteriorate trust among clients, partners, and the workforce. It is essential for businesses to cultivate a culture of inclusivity, ensuring that all employees, irrespective of their national origins, are treated equally and with respect.

Increased Oversight by Regulatory Authorities

Businesses can expect increased oversight from regulatory bodies when they employ or sponsor foreign workers. The Home Office and UK visas and immigration department are very attentive to ensure that UK employers uphold their duties and responsibilities.

As an example, the Home Office can visit anytime to inspect your facilities, review your records, interview sponsored workers, and evaluate your HR systems in place. The primary purpose of these inspections is to verify a company’s genuine commitment to its sponsorship duties and to ensure there are no breaches of immigration rules or procedures.

Being adequately prepared for these inspections is vital. Companies should keep their documentation current and have a thorough grasp of all sponsorship and employment-related responsibilities.


While sponsoring foreign workers in the UK offers businesses a unique opportunity to tap into global talent, it comes with its own set of challenges and risks. From financial penalties to potential legal entanglements and reputational damage, the spectrum of risks is wide. However, with due diligence, staying informed, and proactive management of possible pitfalls, businesses can confidently deal with the complexities of sponsorship.

It’s always advisable to have a robust team of immigration experts on your side, be it in-house or external.  They can provide invaluable insights, guide businesses through the ever-evolving landscape of UK immigration laws, assist with visa applications and sponsorship duties, and ensure compliance at every step.

How Gulbenkian Andonian Solicitors Can Help You

Sponsoring foreign workers in the UK requires understanding the complicated legal requirements and responsibilities. Any misstep in this process can lead to substantial repercussions, from financial penalties to reputational damage. So, professional guidance throughout the process from immigration experts can be invaluable.

At Gulbenkian Andonian Solicitors, we acknowledge the complexities of immigration law. Our dedicated team of legal professionals stands ready to guide you through every step of the sponsorship journey for companies, ensuring a smooth, compliant, and successful process. Here’s how we can assist:

Reach out to Gulbenkian Andonian Solicitors today, and let us confidently steer your business through the challenges of sponsoring foreign workers in the UK. 


Visa sponsorship refers to the process of a company or organisation sponsoring a foreign worker’s visa application to live and work in the UK. It’s like the official approval of authority that enables businesses in the UK to sponsor skilled workers. 

A certificate of sponsorship is a document issued by a licensed sponsor that provides evidence of a job offer and allows the foreign worker to apply for a visa.

To apply for a sponsor licence, the sponsoring employer will need to submit an online application to the Home Office and provide supporting documents and evidence of your eligibility, as well as pay the application fee. Generally an application takes 8-10 weeks to get approved however you can also apply through the Pre-licence Priority Service to get an answer in 10 working days.

Sponsor licence duties include keeping records, reporting any changes or events, and complying with the immigration and sponsorship rules.

The visa requirements for sponsoring a foreign worker may vary depending on the specific visa route and the individual’s circumstances. It is vital to check the guidance by the Home Office UK or consult an immigration expert for accurate information.

Non-compliance with the sponsor licence can result in severe consequences, such as revocation of the licence, fines, and potential criminal charges.

Ask our Expert Legal Team

At Gulbenkian Andonian, we pride ourselves on “Excellence, Experience and Efficiency”. With over 35 years of experience on your side, our team of London based lawyers and solicitors have a wealth of experience advising individuals, families and businesses of all sizes to find clarity on UK law.

Call us on +44 (0) 207 269 9590 or fill out the form below. We usually reply within a few hours.

    Share This Post


    Neither Gulbenkian Andonian Solicitors ltd, nor their employees, agents, consultants or assignees, accept any liability based on the contents of written articles which are meant for guidance only and not as legal advice. We advise all readers to take professional advice before acting. If you would like to consult with a professional lawyer or solicitor to discuss your case, please do not hesitate to contact us directly. This site uses reCAPTCHA and is protected by the Google privacy policy and terms of service.