A Certificate of Sponsorship is one of the key requirements for a UK Skilled Worker visa application.

Despite its name, it is not a paper certificate. It is an electronic record created by a licensed sponsor containing information about the worker, employer and sponsored job. Each Certificate of Sponsorship has a unique reference number that the applicant uses when making their visa application.

Receiving a Certificate of Sponsorship does not guarantee that a Skilled Worker visa will be granted. A CoS is a necessary condition – not a sufficient one. The applicant and the sponsored job must independently satisfy all requirements of the Skilled Worker route, including salary, occupation code and English language ability.

If an employer has offered to sponsor you, our Skilled Worker Visa Support page can help you organise your questions and understand your next step.

What Is a Certificate of Sponsorship?

A Certificate of Sponsorship, commonly abbreviated to CoS, is an electronic sponsorship record assigned by an employer that holds the appropriate Home Office sponsor licence.

The CoS links the applicant to the specific job for which they are being sponsored. The occupation code on the CoS is important because it determines the applicable occupation, going-rate requirements and whether the role falls within the relevant Skilled Worker eligibility provisions.

It contains information relating to areas such as:

  • The sponsoring employer
  • The worker
  • The job
  • The occupation code
  • The salary
  • Working hours
  • The proposed employment start and end dates
  • The Skilled Worker salary option being relied upon, such as the standard rate, new entrant, PhD discount or transitional rate, where relevant

The applicant needs the unique CoS reference number when making their Skilled Worker visa application.

Is a Certificate of Sponsorship a Visa?

No.

A Certificate of Sponsorship and a Skilled Worker visa are different things.

The employer assigns the CoS as part of the sponsorship process. The worker then uses the CoS to make an immigration application to the Home Office.

The Home Office decides whether the visa application meets the Immigration Rules.

Having a CoS therefore does not mean that you already have permission to work in the UK or that your visa application has been approved.

Who Can Issue a Certificate of Sponsorship?

A Skilled Worker CoS must come from an organisation authorised by the Home Office to sponsor workers under the Skilled Worker route.

The employer must hold the appropriate sponsor licence and must be able to offer genuine employment meeting the route’s skill and salary requirements.

An ordinary UK employer that does not hold the relevant sponsor licence cannot issue a valid Skilled Worker CoS simply because it wants to employ an overseas worker.

Applicants should therefore confirm that the employer is an approved sponsor before relying on an offer of visa sponsorship.

Does Having a Sponsor Licence Mean Any Job Can Be Sponsored?

No.

The employer being licensed is only one part of the requirement.

The sponsored role must also:

  • Be genuine
  • Fall within an eligible occupation
  • Meet the applicable skill-level rules
  • Meet the Skilled Worker salary requirements
  • Comply with relevant employment law requirements
  • Meet any additional occupation-specific requirements

A licensed sponsor cannot make an otherwise ineligible job qualify simply by assigning a Certificate of Sponsorship.

What Is the Difference Between a Defined and Undefined Certificate of Sponsorship?

There are two types of Skilled Worker CoS:

  • Defined Certificate of Sponsorship
  • Undefined Certificate of Sponsorship

Which type is required depends primarily on where the worker is applying from.

Defined Certificate of Sponsorship

A Defined CoS must be used where the Skilled Worker will make an entry-clearance application from outside the UK.

The employer first applies to the Home Office for the Defined CoS. Once the request is approved, the sponsor can assign it to the worker.

Defined CoS are requested when needed rather than being issued as part of an annual allocation.

Undefined Certificate of Sponsorship

Undefined CoS are used for eligible Skilled Worker applications made from within the UK, including relevant:

  • Visa extensions
  • Switching applications
  • Changes of employment

Sponsors receive or request an allocation of Undefined CoS through the Sponsor Management System.

A sponsor must not assign an Undefined CoS to a Skilled Worker who needs a Defined CoS for an entry-clearance application. Home Office sponsor guidance states that doing so can lead to action against the sponsor’s licence.

How Long Is a Certificate of Sponsorship Valid?

Once a Certificate of Sponsorship has been assigned, the worker must use it to make their visa application within three months of the date it was assigned.

If the CoS was issued more than three months before the application date, the CoS will no longer be valid for that application.

The applicant must also not submit the visa application more than three months before the employment start date stated on the CoS.

The assignment date and proposed job start date should therefore both be checked before the application is submitted.

What Should You Check on Your Certificate of Sponsorship?

Although the employer is responsible for assigning the CoS correctly, applicants should review the details before making their visa application.

Important information to check includes:

  1. Your personal details
  2. The sponsor’s details
  3. Your job title and duties
  4. Your occupation code
  5. Your salary
  6. Your weekly working hours
  7. Your employment start and end dates
  8. The Skilled Worker salary option being relied upon
  9. Whether maintenance has been certified, if relevant
  10. Any additional information connected with your particular route or occupation

Errors in these areas can affect whether the CoS or visa application satisfies the Immigration Rules.

Check Your Name and Personal Details

Start by checking that your personal information is accurate.

Your details should correspond with the identity documents you will use for the visa application.

If there is an error in your name, nationality, date of birth or other relevant information, raise it with the employer before submitting the visa application.

Depending on the type of error and whether the CoS has already been assigned, the sponsor may need to add a sponsor note, amend permitted information or assign a new CoS.

Check the Employer Is the Organisation You Expect

The organisation named on the CoS should normally be the organisation that is sponsoring and employing you in the sponsored role, subject to the rules on permitted third-party work and other arrangements.

This deserves particular attention where:

  • You were recruited through an agency
  • You will work at a client’s premises
  • The organisation operates through several companies
  • Your recruitment involved an overseas intermediary
  • The name used during recruitment differs from the legal employer

Skilled Worker sponsorship cannot be used simply to hire a worker out to a third party to fill an ongoing or routine position for that third party.

Where legitimate client work is involved, sponsors have additional duties to provide information about the client contract.

Check Your Occupation Code

The occupation code is one of the most important details on a Skilled Worker CoS.

The sponsor must select the SOC 2020 occupation code that accurately reflects the job.

Occupation codes determine matters including:

  • Whether the role is eligible
  • Whether it is higher skilled or medium skilled
  • The applicable going rate
  • Whether special salary provisions apply
  • Whether the occupation appears on the Immigration Salary List or Temporary Shortage List

The occupation code should be based on what you will actually do, rather than simply the wording of your job title.

What If the Occupation Code Looks Wrong?

Raise the issue with the sponsor before applying.

A role should not be placed under an occupation code simply because that code:

  • Has a lower salary threshold
  • Is eligible when the true occupation is not
  • Appears on the Immigration Salary List
  • Produces a more favourable visa outcome

The Home Office can assess whether the occupation code is appropriate for the actual job. Sponsor guidance requires the sponsored role to be genuine and eligible.

A mismatch between the stated occupation and actual duties can therefore create problems even if the job title itself appears plausible.

Check the Job Description

The CoS should accurately reflect the role you have accepted.

For Defined CoS applications, the sponsor provides information including the occupation code, job description, salary and start date.

Compare the CoS information with:

  • Your job offer
  • Employment contract
  • Recruitment discussions
  • The duties you have been told you will perform

Significant differences should be queried before the visa application is submitted.

Check Your Salary Carefully

The salary stated on the CoS must genuinely reflect what the employer intends to pay you.

Home Office sponsor guidance expressly requires the salary recorded on the CoS to satisfy the Skilled Worker salary rules.

For most standard applications, the current salary requirement is at least the higher of:

  • £41,700 per year
  • The applicable going rate for the occupation

Different salary options apply to some applicants.

These include certain:

  • New entrants
  • Applicants with relevant PhD qualifications
  • Jobs on the Immigration Salary List
  • Healthcare and education occupations
  • Workers covered by transitional provisions

For a detailed breakdown, see Skilled Worker Visa Salary Requirements Explained.

Make Sure the Salary Matches Your Offer

Compare the salary shown on your CoS with the salary in your written job offer or employment contract.

If the CoS states £45,000 but your contract states £40,000, that inconsistency should be resolved before you apply.

The Home Office expects the salary on the sponsorship record to reflect the genuine employment arrangement.

Applicants should also remember that not every part of an employment package counts towards the Skilled Worker salary requirement.

Check Your Weekly Working Hours

The sponsor must state the number of hours you will work each week.

If the hours vary, the sponsor must explain the working pattern.

Working hours matter because the going rate is generally stated by reference to a specified number of hours per week and may need to be pro-rated for the worker’s contracted working pattern.

For example, the salary may need to be assessed differently where the worker’s contracted hours differ from the working hours used to calculate the applicable going rate.

The salary and working-hours information should therefore be checked together.

Check the Employment Start Date

The CoS includes the date on which the sponsor expects your employment to begin.

You cannot make the Skilled Worker application more than three months before that date.

The proposed start date should also be realistic in light of:

  • The visa application process
  • Any notice period with your current employer
  • Your travel arrangements
  • Professional registration requirements
  • The employer’s onboarding process

If the expected start date changes, the sponsor should deal with the change in accordance with Home Office sponsor guidance.

Check the Employment End Date

The CoS also records the expected end date of sponsorship.

This can affect:

  • The period of visa permission requested
  • The visa application fee
  • The Immigration Health Surcharge
  • The Immigration Skills Charge payable by the employer
  • Planning for any future extension

Applicants should understand how long the employer intends to sponsor them rather than assuming that every Skilled Worker CoS covers five years.

Does a Certificate of Sponsorship Have to Be for Five Years?

No.

A Skilled Worker can be sponsored for a shorter period.

The duration will depend on the employment arrangement and the dates recorded on the CoS.

A Skilled Worker visa can subsequently be extended where the applicant continues to meet the requirements. There is no requirement for every initial CoS to cover the maximum possible visa period.

The application fee and Immigration Health Surcharge can also vary according to the length of permission applied for.

Check Which Salary Option the Sponsor Is Using

Where the application relies on a salary option other than the standard rate, the sponsor needs to provide the relevant information.

Home Office sponsor guidance requires a Defined CoS application to identify the salary points option being claimed and explain how the worker qualifies where a particular worker has been identified.

This can be important where you are relying on:

  • New entrant status
  • A relevant PhD
  • A relevant STEM PhD
  • An Immigration Salary List role
  • A healthcare or education salary provision
  • A transitional salary arrangement

You should understand which salary option your employer believes applies to you.

Does a Certificate of Sponsorship Confirm You Meet the English Requirement?

No.

The CoS deals primarily with sponsorship and the job.

A Skilled Worker applicant must also meet other immigration requirements, including the applicable English language requirement.

You might therefore have a valid CoS but still need to provide separate evidence that you meet the English language requirement.

The same principle applies to other requirements that depend on your circumstances.

Does a CoS Prove You Have Enough Maintenance Funds?

Not automatically.

The Skilled Worker financial requirement is separate from the sponsorship and salary requirements.

However, an A-rated sponsor can certify maintenance on the CoS in qualifying circumstances.

Where this is done correctly, the sponsor confirms that it will maintain and accommodate the applicant, if necessary, up to the required amount during the first month of employment.

Where maintenance is not certified and no exemption applies, the applicant may need to demonstrate the required funds independently.

Applicants who have already been in the UK with valid permission for at least 12 months are generally treated as meeting the Skilled Worker financial requirement without having to show the standard maintenance funds.

Do You Have to Pay for Your Certificate of Sponsorship?

The employer is responsible for the Certificate of Sponsorship fee.

The current CoS fee for a Skilled Worker is £525.

Home Office sponsor guidance prohibits Skilled Worker sponsors from recouping the CoS fee from the sponsored worker. A sponsor that seeks to recover prohibited sponsorship costs can face action against its sponsor licence.

This is separate from the worker’s own visa application costs.

Who Pays the Immigration Skills Charge?

Where the Immigration Skills Charge applies, the sponsor must pay it.

The employer must pay the Immigration Skills Charge and must not seek to pass that charge, or prohibited sponsorship-related costs, on to the sponsored worker.

As of August 2026, the Immigration Skills Charge is:

Sponsorship period Small or charitable sponsor Medium or large sponsor
First 12 months £480 £1,320
Each additional 6 months £240 £660

Exceptions exist where the Immigration Skills Charge is not payable.

The applicant should not confuse employer sponsorship costs with their own visa application fee and Immigration Health Surcharge.

Should You Pay an Employer for Visa Sponsorship?

Be cautious if an employer or recruiter asks you to reimburse costs that the sponsor is legally required to bear.

In particular, current Home Office guidance prohibits Skilled Worker sponsors from passing specified sponsorship costs, including the Certificate of Sponsorship fee, on to sponsored workers.

The Immigration Skills Charge must also be paid by the sponsor.

This does not mean that every recruitment-related payment is automatically unlawful, but applicants should understand which costs belong to the employer and which costs legitimately belong to the visa applicant.

If a request for money appears inconsistent with Home Office sponsorship rules, further professional support may be appropriate.

Does the Sponsor Need to Give You a Copy of the CoS?

The Certificate of Sponsorship itself is an electronic record.

Your employer should provide you with the information you need to make your application, including the unique CoS reference number.

It is sensible to obtain the relevant CoS details so that you can check the information being relied upon before submitting the Skilled Worker application.

What Happens If There Is a Mistake on the CoS?

The correct solution depends on the type of mistake and when it is identified.

Home Office sponsorship guidance provides mechanisms for some information to be corrected or updated.

Depending on the circumstances, the sponsor may be able to:

  • Amend information before assignment
  • Add a sponsor note after assignment
  • Assign a replacement CoS where necessary

Some errors are more significant than others.

For example, an incorrect contact detail is different from a CoS that identifies the wrong occupation, salary or type of sponsorship.

Applicants should ask their sponsor to resolve material errors before making the visa application.

Can the Salary Be Changed After the CoS Is Assigned?

Some information can be updated in accordance with sponsor guidance, but the employer cannot simply change the salary to something that no longer meets the Skilled Worker requirements.

Once a CoS has been assigned, the sponsor cannot simply make material changes to the sponsored role without considering the applicable sponsor guidance. Some information can be corrected or updated using a sponsor note or other permitted process, while more significant changes may require a new CoS.

For example, a material change to the job, occupation code or salary should be checked against the sponsorship rules before the worker relies on the existing CoS.

A significant change to the sponsored employment should therefore be checked against the sponsorship rules rather than treated as an informal amendment.

Can a Certificate of Sponsorship Be Withdrawn?

Yes.

A sponsor can withdraw sponsorship, and the Home Office can also cancel a CoS in relevant circumstances.

A CoS must not have been withdrawn by the sponsor or cancelled by the Home Office for it to satisfy the sponsorship requirement. If the CoS is withdrawn or cancelled, the applicant will not have a valid CoS for the application.

The CoS must be valid for the application and must not have been withdrawn, cancelled or previously used in an application that was granted or refused.

Can You Reuse a Certificate of Sponsorship?

A CoS is assigned to a particular worker for a specific sponsored role and can generally be used only once.

You should not assume that a CoS from an earlier application can simply be reused for another Skilled Worker application.

Home Office guidance states that an application will be refused where the CoS was used in a previous application that was refused.

If a new CoS is required, the sponsor must assign the appropriate sponsorship record.

Do You Need a New CoS When Changing Employer?

Yes.

If you move to a different Skilled Worker sponsor, the new employer must assign a new CoS and you must make the required Skilled Worker update application before beginning the new sponsored employment.

For more information, see What Happens to Your Skilled Worker Visa If You Change Employer?

Do You Need a New CoS When Extending Your Skilled Worker Visa?

Yes.

A Skilled Worker extension is supported by a new Certificate of Sponsorship covering the additional period of employment.

The sponsor needs to confirm the continuing role, salary and sponsorship details relevant to the new application.

Applicants should check the rules in force at the time of the extension rather than assuming that requirements applying to their previous CoS remain unchanged.

What If Your Job Is Medium Skilled?

The Skilled Worker rules changed substantially in July 2025.

Under the current system, medium-skilled occupations are subject to additional restrictions.

A medium-skilled job can qualify where, for example:

  • It is included on the Immigration Salary List
  • It is included on the Temporary Shortage List
  • A relevant transitional provision applies

The fact that an employer is willing to assign a CoS does not remove the need for the applicant and job to satisfy these rules.

If your occupation code is described as medium skilled, check the current eligibility provisions particularly carefully.

What If You Are Being Sponsored as a Care Worker?

Special restrictions apply to care workers and senior care workers under occupation codes 6135 and 6136.

From 22 July 2025, care workers and senior care workers can generally only be sponsored where the worker is already in the UK and applying for permission to stay, and additional requirements must be met. These include specific requirements concerning the worker’s existing employment or Skilled Worker permission. Transitional provisions apply until 22 July 2028 in certain circumstances.

For qualifying care-worker sponsorship in England, the sponsor must also satisfy relevant Care Quality Commission requirements.

Applicants should therefore not rely on outdated information suggesting that an employer can simply issue an overseas care worker CoS under the previous system.

Does a Certificate of Sponsorship Guarantee Entry to the UK?

No.

The Home Office still considers the Skilled Worker visa application.

The applicant must satisfy the relevant requirements, including those relating to:

  • Sponsorship
  • Occupation eligibility
  • Salary
  • English language
  • Financial requirements where applicable
  • Immigration history and suitability
  • Any additional requirements relevant to the application

A valid CoS provides the sponsorship element of the application. It is not a guarantee of immigration permission.

Can the Home Office Check Whether the Job Is Genuine?

Yes.

A sponsored job must be genuine.

Sponsor guidance specifically requires Skilled Worker sponsors to offer genuine employment that satisfies the route requirements.

The Home Office can consider whether:

  • The role actually exists
  • The duties correspond with the occupation code
  • The salary is genuine
  • The organisation requires the role
  • The arrangement is genuine sponsorship rather than an attempt to obtain immigration permission through a false or artificial job

A CoS does not prevent the Home Office from examining the underlying employment arrangement.

What Should You Check Before Submitting Your Skilled Worker Application?

Before applying, it can help to review the CoS against the following points.

1. Is the Employer an Approved Sponsor?

Confirm that you are dealing with the organisation that will genuinely employ and sponsor you.

2. Do Your Personal Details Match Your Documents?

Check your name, nationality and other identifying information.

3. Is the Correct CoS Type Being Used?

Applicants applying from overseas require a Defined CoS.

4. Is the Occupation Code Correct?

Compare the occupation code with the duties you will actually perform.

5. Is the Job Currently Eligible?

This is particularly important for medium-skilled occupations following the July 2025 rule changes.

6. Does the Salary Meet the Correct Threshold?

Check both the general salary threshold and the going rate, together with any alternative salary option being used.

7. Are the Working Hours Correct?

The working hours can affect the going-rate calculation.

8. Does the CoS Match Your Employment Contract?

Check the salary, job duties, employer and working hours.

9. Is the CoS Still Within Its Three-Month Validity Period?

The CoS must be used within three months of assignment.

10. Are You Applying Within Three Months of the Job Start Date?

You must not submit the application more than three months before the start date recorded on the CoS.

11. Do You Understand the Other Visa Requirements?

A CoS does not replace requirements relating to English, finances, suitability or other circumstances.

Common Certificate of Sponsorship Mistakes

Problems can arise where:

  • The employer does not hold the correct sponsor licence
  • An overseas applicant receives an Undefined CoS instead of a Defined CoS
  • The CoS expires before the visa application is submitted
  • The applicant applies more than three months before the stated job start date
  • The wrong occupation code is used
  • The job description does not match the occupation code
  • The salary does not meet the correct going rate
  • The CoS salary differs from the employment contract
  • The weekly hours are incorrect
  • A lower salary option is used without the applicant qualifying for it
  • Outdated medium-skilled occupation rules are relied upon
  • The sponsor attempts to pass prohibited sponsorship costs to the worker
  • The applicant assumes that receiving a CoS guarantees visa approval

Checking the record before applying can help identify discrepancies while the sponsor still has an opportunity to address them.

Visit our Skilled Worker Visa Support page to organise your questions and understand your next step.