Temporary Worker Sponsor Licence

Allows UK employers to sponsor overseas workers in temporary roles.

Covers multiple routes such as Charity Worker, Creative Worker, Religious Worker, Government Authorised Exchange, and Seasonal Worker.

Organisation must apply (not individual workers).

Employers must meet compliance and reporting duties.

Licence type: A-rated (full sponsor privileges) or downgraded if compliance fails.

Charity Worker – For unpaid voluntary roles in registered UK charities.

Creative Worker – For jobs in the creative sector (e.g., actors, musicians, artists, film crews).

Religious Worker – For those coming to the UK for short-term religious work (not permanent leadership roles).

Government Authorised Exchange (GAE) – For work experience, training, or research schemes approved by the UK government.

Seasonal Worker – For temporary agricultural work (e.g., fruit picking, farming).

Each category has its own eligibility rules.

Some routes (like Seasonal Worker) are time-limited and only run under government pilot schemes.

Temporary workers cannot usually settle in the UK through this route.

Be a genuine UK-based organisation (registered with Companies House or as a charity, if applicable).

Have HR systems in place to monitor and manage sponsored workers.

Appoint Key Personnel (Authorising Officer, Key Contact, Level 1 User).

Show a genuine need for temporary workers.

Meet category-specific rules (e.g., being a registered charity for Charity Worker licence).

Must demonstrate credibility and compliance.

Strong HR systems are essential to track worker attendance and activities.

False or misleading applications can lead to refusal.

Online Application Form – Submit via the Home Office portal.

Pay the Fee – Fee varies by organisation type and size.

Submit Supporting Documents – e.g., Companies House certificate, bank statements, charity registration proof.

Home Office Checks – The Home Office may conduct a compliance visit.

Decision Issued – Approved as A-rated licence if successful.

Application is organisation-based, not individual.

Decision usually takes 8–12 weeks (priority service may be available).

Incorrect documents or poor HR systems often lead to refusal.

£364 for any stated period of employment up to 12 months (or £480 where the CoS is assigned on or after 16 December 2025) an additional £182 for each subsequent 6-month period stated on the CoS (or £240 for each subsequent 6-month period where the CoS is assigned on or after 16 December 2025)

£1,000 for any stated period of employment up to 12 months (or £1,320 where the CoS is assigned on or after 16 December 2025) an additional £500 for each subsequent 6-month period stated on the CoS (or £660 for reach subsequent 6-month period where the CoS is assigned on or after 16 December 2025)

Licence fee is paid upfront and non-refundable.

Additional CoS fee applies (£25 per worker for temporary workers).

Monitoring attendance and work activities of sponsored workers.

Reporting absences, early terminations, or changes in role.

Keeping accurate records of employment.

Renewing the licence before expiry.

Cooperating with Home Office compliance visits.

Non-compliance can result in downgrading, suspension, or licence revocation.

Sponsors may face fines or bans for misuse.

The Home Office conducts spot-checks to ensure compliance.