Immigration Compliance Audits and training

Understanding Sponsor License Duties and Responsibilities

The legal framework for sponsor licenses in the UK was established under the Immigration Act 2006. This legislation sets out the duties and responsibilities of businesses who are granted a Sponsor License, which includes:

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Maintaining accurate records of sponsored workers

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Ensuring sponsored workers are eligible to work in the UK

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Informing the Home Office of any changes in circumstances for sponsored workers

Failure to comply with these duties can result in serious consequences for your business, including losing your Sponsor License and being unable to hire international workers. Businesses must have a thorough understanding of their duties and responsibilities as sponsors to avoid such penalties.

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Compliance with Record-Keeping Requirements

One of the key requirements for sponsor license holders is maintaining accurate records of all sponsored workers. This includes keeping copies of all relevant documents such as passports, visa applications, and Biometric Residence Permits (BRPs).

These records must be kept up-to-date and readily available for inspection by the Home Office during audits or compliance checks. Failure to comply with record-keeping requirements can result in penalties for your business, including fines or revocation of your Sponsor License.

Sponsor Duties Rega-rding Eligibility to Work

As a sponsor, it is your responsibility to ensure that all sponsored workers are eligible to work in the UK. This means conducting thorough right-to-work checks and keeping records of these checks on file.

Right-to-work checks involve verifying documents such as passports and visas to confirm an individual's legal right to work in the UK. These checks must be carried out before employment begins, and they must be repeated periodically for sponsored workers who have time-limited visas. Businesses should also be aware of any changes in immigration laws or guidance that may affect the eligibility of their sponsored workers.

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Sponsor Duties Rega-rding Eligibility to Work

As a sponsor, it is your responsibility to ensure that all sponsored workers are eligible to work in the UK. This means conducting thorough right-to-work checks and keeping records of these checks on file.

Right-to-work checks involve verifying documents such as passports and visas to confirm an individual's legal right to work in the UK. These checks must be carried out before employment begins, and they must be repeated periodically for sponsored workers who have time-limited visas. Businesses should also be aware of any changes in immigration laws or guidance that may affect the eligibility of their sponsored workers.

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How Our Immigration Compliance and Audits Solicitors Can Help

At Ali & Barrow Solicitors, we specialize in helping businesses like yours meet immigration compliance requirements and safeguard your sponsor license. With our deep understanding of UK immigration laws and a commitment to personalized service, we’re here to make the compliance process seamless and stress-free. Here’s how we can support you:

Tailored Preparation for Immigration Audits:

We will work closely with you to get your business audit-ready. Our team will review your processes, conduct mock audits, and pinpoint improvements to ensure you’re fully prepared for Home Office inspections.

Guidance on Sponsor License Duties:

Acceptable evidence includes marriage certificates, shared financial responsibilities, communication records, or proof of cohabitation.

Comprehensive Record Maintenance:

Acceptable evidence includes marriage certificates, shared financial responsibilities, communication records, or proof of cohabitation.

Expert Advice on Immigration Laws:

Acceptable evidence includes marriage certificates, shared financial responsibilities, communication records, or proof of cohabitation.

Minimizing Risks and Penalties:

Acceptable evidence includes marriage certificates, shared financial responsibilities, communication records, or proof of cohabitation.

Continuous Training and Support:

Acceptable evidence includes marriage certificates, shared financial responsibilities, communication records, or proof of cohabitation.

Efficient and Timely Reporting:

Applicants must prove they are in a genuine and subsisting marriage, civil partnership, or long-term relationship with their UK-based sponsor.

Proactive Monitoring of Employee Eligibility:

If not already married, the couple should be planning to marry or enter a civil partnership within 6 months of the visa being granted (for Fiancé Visas transitioning to Spouse Visas).

By choosing us, you’re choosing a dedicated partner in navigating the complexities of immigration compliance.

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Schedule a Consultation with Our Immigration Compliance and Audits Solicitors Today!

Don't wait until it's too late to address your immigration compliance. Contact us today to schedule a consultation with one of our experienced solicitors. We'll work with you to assess your current compliance processes and develop a customized plan that meets your specific needs and goals.

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