Immigration Update

Alongside these reforms, updated statutory guidance has been issued for employers holding a sponsor licence, placing greater responsibility on those recruiting workers from outside the UK, including individuals on Skilled Worker visas.

Under the revised guidance, employers must now carry out right to work checks not only for direct employees but also for any individuals they intend to sponsor who are engaged through other arrangements, including those they plan to bring into the business on a direct engagement basis. This marks a tightening of compliance expectations across more complex labour supply models.

Changes have also been made to how sponsored workers are paid. A new pay framework requires salaries to be issued at least monthly, with each pay period meeting or exceeding the applicable hourly rate based on the role. This is intended to ensure that pay remains consistent with visa requirements throughout employment, rather than averaged over longer periods.

In addition, employers are now required to actively inform sponsored workers about their employment conditions and wider rights in the UK, including workplace protections. Organisations must also retain clear records demonstrating how this information has been communicated.

Failure to meet these updated requirements could result in enforcement action, including the downgrading, suspension or revocation of a sponsor licence, which would prevent employers from hiring overseas workers.

To support members, NFRC shares the Build UK resources and guidance, including a flowchart outlining the process for employing workers from outside the UK, as well as detailed advice on securing a sponsor licence and applying for Skilled Worker visas.