Need Ongoing Sponsor Licence Compliance Support?
Choose the support that fits your workforce, systems and sponsorship workload.
Sponsor duties continue after a licence is granted. A worker’s role or location may change, a report may be due, or the people managing your Sponsor Management System may need support.
AHJ SponsorCare provides immigration compliance support to UK employers that sponsor workers. The work can be arranged around your business: you might need us as an additional Level 1 User, want planned ongoing support, or have a specific issue you need help with.
We agree the work, responsibilities, response arrangements and fee with you before it starts.
Prefer to speak to the team? Request a Call Back.
What Is Sponsor Licence Compliance Support?
A Sponsor Licence is not a one-off approval. Employers must keep meeting the duties that apply to their licence and sponsored workers. These can include keeping records, monitoring sponsored workers, reporting certain changes and ensuring the employment continues to match the sponsorship.
AHJ SponsorCare supports employers with these immigration-related responsibilities. It can be used by businesses with a Skilled Worker or Temporary Worker licence that need help with routine compliance, SMS activity, worker changes, record reviews or a particular Home Office issue.
Your organisation remains responsible for its sponsor duties and for the actions of its SMS users, including any representative it appoints. SponsorCare supports your compliance work; it does not transfer those responsibilities to AHJ or guarantee a particular Home Office outcome.
Choose the Support That Fits Your Business
Different sponsors need different arrangements. We can discuss options such as:
Additional Level 1 User support: Where appropriate, your organisation may appoint us as an additional Level 1 User after its licence is granted. This can allow us to carry out agreed day-to-day sponsorship tasks through the SMS. It does not replace your organisation’s requirement to have its own eligible Level 1 User or Authorising Officer. You remain responsible for the actions taken through your licence.
Planned ongoing support: If you want regular immigration compliance input, we can agree the work and contact arrangements in advance. This may include scheduled reviews, support with worker or organisational changes, and agreed check-ins. The frequency and content depend on your business and the service agreed.
Ad hoc support: You can also ask us to help with a specific task or question, such as assessing a proposed role or location change, checking a reporting issue, reviewing relevant records or preparing for a compliance visit. We confirm the scope and fee for that work before starting.
For any arrangement, we set out who will contact us, how instructions are approved, what work we may carry out, expected response arrangements and which matters require a separate instruction.
Level 1 Users and Your SMS
A Level 1 User carries out day-to-day sponsorship activities through the SMS. The rules distinguish between your organisation’s required in-house user and additional users. For most sponsors, at least one Level 1 User must meet the relevant employee, director or partner and settled-worker requirements. A UK-based representative may be appointed as an additional Level 1 User after the licence is granted, subject to the applicable requirements and formal appointment.
Your Authorising Officer remains responsible for SMS users and should have a system for checking their activity. We agree the limits of any appointment with you, including which tasks we can carry out and when we need your instructions or approval.
There is also a current change to check. From 9 September 2026, sponsors can no longer appoint new Level 2 Users. Existing Level 2 accounts must be converted to Level 1 where the user is eligible and still needs access, or deactivated, by 8 March 2027. We can help you review the users on your licence and consider what action is needed.
What We Can Help You Review
The right review depends on your sponsor route, workforce and circumstances. Areas may include:
Sponsored worker changes: A change in a worker’s duties, salary, work location, attendance or employment may need immigration review. The reporting requirement depends on the event. Some changes may require a new immigration application; others may need to be reported or recorded differently.
Reporting and records: We can help you understand which reporting duties may apply and review whether relevant records are available and consistent with the information held by the business.
SMS users and licence details: We can help you identify whether the right people have access, whether user details remain current and whether a change to the organisation or key personnel needs attention.
Right to Work processes: We can discuss the immigration aspects of your checking processes and identify where you may need to consider the relevant Home Office guidance or specialist advice.
Our Sponsor Licence compliance audit checklist gives employers a practical starting point. Our guides to Sponsor Licence duties and reporting duties explain the broader requirements.
Right to Work Checks: What Changed in October 2026?
From 1 October 2026, the Right to Work Scheme was extended to certain working arrangements beyond traditional employment. Depending on how the arrangement operates, this can include some worker contracts, individual subcontracting arrangements and online matching services.
The responsibility depends on the actual arrangement, not just the label used in a contract. A business should check whether it is responsible for the relevant check before work begins.
A business may use someone acting under its control and direction to carry out the steps of a check. However, responsibility for ensuring the check is performed correctly remains with the responsible employer or engager. Except for a prescribed check carried out using a registered Right to Work Digital Verification Service Provider, an employer cannot establish a statutory excuse by relying on an independent check carried out by an external adviser.
We can discuss how the change relates to immigration compliance and your sponsorship processes. SponsorCare does not take over the employer’s checking responsibility or provide employment-law advice.
Support for Sponsored Workers
Sponsored workers currently employed by an organisation that instructs us for SponsorCare can also approach us for separate immigration advice without an additional professional fee, where the issue is within our authorised scope and we are able to act.
The worker’s advice is a separate matter from the employer’s SponsorCare instruction. We clarify who the client is, the scope of the advice and how the matter will be handled before giving advice. We do not share a worker’s personal advice with the employer without the worker’s consent, except where a legal or regulatory obligation requires disclosure. If a conflict arises or a matter falls outside our scope, we explain the appropriate next step.
Home Office Compliance Visits
The Home Office may conduct announced or unannounced compliance visits. Employers should be able to explain how their processes work in practice and locate relevant records when requested.
We can help you review the systems and documents within the agreed scope and identify areas that may need attention. If a visit is already planned or the Home Office has raised concerns, tell us when you enquire so we can assess the urgency and whether the work is within our scope.
Our guide to Home Office Sponsor Licence compliance visits explains what employers may need to consider.
How Fees and Working Arrangements Are Agreed
SponsorCare does not have one fixed fee for every business. The work and fee depend on factors such as the number of sponsored workers, the level of support required, whether you want us appointed as an additional Level 1 User, and the amount or frequency of work involved.
We confirm the proposed scope and professional fee in writing before accepting instructions. Home Office charges and third-party costs are separate where they apply. See our immigration fees for other published services.
What Happens When You Get in Touch?
Start a Query with:
- Your business name and the type of Sponsor Licence you hold.
- The number of sponsored workers and whether you currently have an eligible Level 1 User.
- Whether you are considering Level 1 User support, planned ongoing support or help with a specific task.
- Any relevant worker or organisational change, deadline, Home Office contact or planned visit.
- Any previous sponsor compliance issue that may affect the work.
We use this information to understand the support you need, check whether we can assist within our authorised scope and prepare a suitable proposal. For ongoing work, we agree the contact route, review or check-in arrangements, response expectations and any SMS permissions. For ad hoc work, we confirm the task and fee before it begins.
Start a Query or Request a Call Back.
SponsorCare Questions
Can AHJ become our Level 1 User?
Where the requirements are met, your organisation may appoint us as an additional Level 1 User after the licence has been granted. Your business must retain its required eligible Level 1 User and Authorising Officer. We agree the tasks and permissions for any appointment before it is made.
Can we use AHJ only when a question comes up?
Yes. You can enquire about ad hoc assistance for a specific task or issue. We confirm whether we can help, the scope and the fee before starting work.
Can our sponsored workers contact AHJ for advice?
Yes. Sponsored workers currently employed by a SponsorCare client can seek separate immigration advice from us without an additional professional fee, where the matter is suitable and within our authorised scope. The worker’s advice is handled separately from the employer’s compliance instruction.
Does SponsorCare replace our HR team or employment lawyer?
No. SponsorCare provides immigration compliance support within the agreed scope. Your business remains responsible for HR management, employment decisions, payroll and its sponsor duties. Employment-law matters may need a separate adviser.
Is an annual compliance audit compulsory?
There is no general requirement for every Worker or Temporary Worker sponsor to complete a formal annual audit. Employers must continue to meet their sponsor duties, however, and may find periodic reviews useful. The appropriate review depends on the organisation and its sponsorship activity.
Discuss the Support Your Business Needs
Tell us how many workers you sponsor, how your SMS is managed and whether you need an additional Level 1 User, ongoing support or help with a specific issue. We will explain the options and agree the scope before work begins.
Prefer a conversation? Request a Call Back.
AHJ Immigration is a brand of Knightsbridge Immigration Ltd, which is authorised and regulated by the Immigration Advice Authority. All advice and casework are managed through Knightsbridge Immigration Ltd.
