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Key facts verified May 2026. Salary thresholds, SOC code requirements, and UKVI guidance are subject to change. Verify against current Home Office guidance before making compliance decisions.
A: To begin onboarding, employers should provide their sponsor licence approval letter, sponsor licence number, SMS portal access details for the designated Level 1 user, current sponsored worker register, existing Certificates of Sponsorship (CoS) records, and any documentation relating to recent UKVI correspondence or compliance actions. Providing these documents upfront allows Jobbatical to conduct a full compliance review before taking over SMS management.
A: Yes. The sponsor licence approval letter is one of the most important compliance documents because it confirms the licence rating, licence number, and key personnel registered with UKVI. Jobbatical uses this document to verify sponsor licence details against the information held within the SMS portal and identify any discrepancies that may require updating.
A: Employers should prepare a complete file for every sponsored worker, including passport copies, BRP or eVisa evidence, right-to-work check records, employment contracts, CoS details, salary records, contact information, and any documents relating to job title, salary, or work location changes. These records form part of the evidence UKVI may request during a compliance audit.
A: Employers must retain evidence of all right-to-work checks conducted before employment begins and, where applicable, follow-up checks. This typically includes copies of passports, immigration status evidence, online right-to-work check results, date-stamped verification records, and proof of the individual’s ongoing permission to work in the UK. Missing right-to-work documentation is a common compliance issue identified during UKVI audits.
A: Yes. Employers should maintain signed employment contracts for all sponsored workers, together with any contract amendments. The contract should clearly reflect the role, salary, working hours, and employment terms that correspond with the information reported on the worker's Certificate of Sponsorship. UKVI may compare these documents during a compliance inspection.
A: Employers should maintain payroll records, payslips, bank payment evidence, salary review documentation, and records confirming that sponsored workers are being paid at or above the salary level stated on their CoS. These documents help demonstrate compliance with sponsor licence salary requirements and are frequently requested during UKVI compliance visits.
A: Employers should retain supporting evidence for every reportable change, including salary adjustment letters, promotion or job title change documentation, updated employment contracts, relocation records, absence records, resignation letters, and termination documentation. Maintaining supporting evidence is essential because UKVI may request proof that reported changes were accurate and submitted within the required timeframe.
A: Appendix D records should be stored in a secure and easily accessible format, either digitally or in physical files. Each sponsored worker should have a dedicated file containing their identity documents, right-to-work evidence, employment contract, CoS records, payroll documents, contact details, and any records of reportable changes. Employers should be able to produce these records immediately if requested during a UKVI compliance audit or site visit.
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