Getting a Sponsor Licence is one thing.
Managing it properly afterwards is another.
Once a business becomes a licensed sponsor, much of the day-to-day work is carried out through the Sponsor Management System, usually referred to as the SMS.
This is the Home Office’s online sponsorship portal. It is where sponsors carry out important tasks such as assigning Certificates of Sponsorship, managing certain licence details, requesting CoS allocations and reporting changes relating to sponsored workers or the organisation itself.
For an employer using the sponsorship system for the first time, the SMS can look slightly intimidating.
There are menus, reporting functions, licence details, CoS allocations, user roles and various areas where seemingly small pieces of information can have immigration consequences.
The system itself is not particularly difficult once you understand what each part does.
The bigger challenge is knowing what you are required to do, when you need to do it and what information should actually be entered.
That distinction matters.
Anybody can learn which button opens a particular screen.
Knowing whether a change needs to be reported in the first place is the more important part.
This guide explains what the Sponsor Management System is, who can access it, what employers use it for and how to avoid turning what should be a useful administrative system into a source of Sponsor Licence problems.
What is the Sponsor Management System?
The Sponsor Management System is the Home Office’s online system for organisations holding a Sponsor Licence.
UKVI describes the SMS as the online tool used to administer day-to-day sponsorship activities and duties. This includes assigning Certificates of Sponsorship and reporting changes in a sponsored worker’s circumstances.
For Worker and Temporary Worker sponsors, the system can be used for activities including:
- managing aspects of the Sponsor Licence;
- creating and assigning Certificates of Sponsorship;
- viewing CoS allocations;
- requesting certain changes;
- reporting changes concerning sponsored workers;
- reporting changes concerning the sponsor organisation;
- managing SMS users; and
- viewing information about the licence.
The SMS therefore becomes an important part of the relationship between the employer and the Home Office.
Once the licence has been granted, an organisation cannot simply put the approval email in a folder and forget about sponsorship until the next overseas employee comes along.
The licence carries ongoing responsibilities.
The SMS is one of the main ways those responsibilities are administered.
Why is the SMS important?
The easiest way to understand the SMS is to think of it as the operational side of the Sponsor Licence.
Your licence confirms that the organisation has been approved as a sponsor.
The SMS is where much of the practical sponsorship work happens afterwards.
For example, suppose a company has just obtained its first Skilled Worker Sponsor Licence because it wants to retain an employee currently on a Graduate visa.
The company may need to:
- check its available CoS position;
- assign the appropriate Certificate of Sponsorship;
- make sure the job details are entered correctly;
- maintain the employee’s sponsorship information;
- report relevant changes if circumstances later alter; and
- keep the organisation’s own licence information up to date.
A properly managed SMS therefore helps the business demonstrate that it is actively managing its sponsorship responsibilities.
Poorly managed SMS records can do the opposite.
Is the Sponsor Management System optional?
No.
If you hold a Sponsor Licence, the SMS is part of the sponsorship framework you are expected to use.
It is not simply an optional Home Office dashboard for businesses that like administrative systems.
The Sponsor Guidance places ongoing duties on licensed sponsors, and the SMS is used to carry out many of the required sponsorship activities and reports.
This means somebody within the organisation needs to understand how it works.
That does not mean every director, manager and HR employee needs SMS access.
In fact, access should be controlled properly.
But there should always be somebody responsible for using the system and making sure necessary sponsorship actions are completed.
Who can access the Sponsor Management System?
Access is controlled through the Sponsor Licence’s key personnel and SMS user structure.
The main roles within sponsorship include the:
- Authorising Officer;
- Key Contact;
- Level 1 User; and
- Level 2 User, where one is appointed and permitted.
The Level 1 User is particularly important because this person has significant access to the Sponsor Management System and can perform a wide range of sponsorship functions.
The Home Office SMS guidance confirms that certain licence information and functions are only available to Level 1 Users. For example, the licence summary showing matters including CoS allocations and licence details can only be viewed by a Level 1 User.
Level 2 Users have more restricted permissions.
This user structure is important because the SMS contains sensitive and potentially consequential information.
The organisation should therefore think carefully about who genuinely needs access.
What does a Level 1 User do?
A Level 1 User is usually responsible for many of the practical day-to-day sponsorship activities carried out through SMS.
Depending on the organisation and route, this may involve:
- assigning Certificates of Sponsorship;
- viewing licence details;
- reporting certain changes;
- requesting additional CoS allocation;
- managing some SMS users;
- updating relevant information; and
- monitoring outstanding sponsorship requests.
The Home Office provides detailed SMS user manuals covering these functions.
In a large business, the Level 1 User may be an experienced HR or global mobility professional.
In a small company, it may be a director or senior manager.
There is nothing wrong with the same person wearing several hats in a smaller organisation, provided the relevant eligibility requirements are met and they actually understand the responsibilities involved.
The important part is not the person’s job title.
It is whether they can manage the licence properly.
What is the Authorising Officer’s role?
The Authorising Officer is not simply another SMS login.
This person has overall responsibility for the organisation’s Sponsor Licence and the activities of the people using the sponsorship system.
In practice, that means the Authorising Officer should have sufficient seniority and authority within the organisation to ensure sponsorship is being managed correctly.
A common mistake is to think:
“Our Level 1 User deals with all of that, so nobody else needs to know what is happening.”
That is risky.
Day-to-day tasks may be delegated, but organisational responsibility for sponsorship cannot simply disappear into somebody else’s inbox.
The business should have clear oversight.
How do you log into the Sponsor Management System?
The Home Office provides a dedicated Sponsor Management System login page.
This is one reason why sponsor management system login attracts a significant amount of search traffic: many people searching the term are simply trying to reach the official SMS page.
That is understandable.
The important practical point is to make sure users access the official GOV.UK sponsorship system rather than relying on random links saved in emails or search results.
The Home Office’s official Sponsor Management System page allows sponsors to manage the licence, assign Certificates of Sponsorship and report relevant changes.
Login credentials should be treated carefully.
The SMS is not the sort of account where a password should be written on a sticky note and attached to the office monitor.
Should several people have SMS access?
This depends on the organisation.
A small business may only need one or two appropriately authorised users.
A larger organisation with several HR staff, sites or sponsored workers may require wider access.
There is a balance.
Too little access can create operational problems if the only Level 1 User is unavailable.
Too much access can create control problems because several people may make changes without anybody having a clear overview.
A sensible approach is to ask:
Who actually needs to carry out sponsorship activity?
Then give access accordingly.
Access should reflect responsibility.
Not curiosity.
What can employers do through the SMS?
The Sponsor Management System has several important functions.
For most employers, the areas they encounter most frequently involve:
- Certificates of Sponsorship;
- licence details;
- key personnel and users;
- CoS allocation;
- sponsored worker reporting; and
- organisational changes.
Each of these deserves proper attention.
Assigning Certificates of Sponsorship through SMS
One of the most important SMS functions is assigning a Certificate of Sponsorship.
A CoS is the electronic sponsorship record used by a worker when applying under the relevant sponsored work route.
The Home Office confirms that sponsorship requires the employer to assign a CoS to the worker, linking that individual to a qualifying role with the sponsor.
The SMS allows the employer to create or assign the appropriate certificate and enter important information about the job and worker.
This is not merely administrative data.
For a Skilled Worker, the information may include matters such as:
- job title;
- occupation code;
- salary;
- working hours;
- work location;
- proposed dates; and
- other sponsorship information.
The certificate needs to accurately reflect the genuine employment.
The SMS therefore should not be treated like an online form that can simply be filled from memory.
Before assigning a CoS, we prefer to establish exactly what the correct sponsorship details should be.
The click itself takes seconds.
Working out what should be clicked can require considerably more thought.
Viewing your Certificate of Sponsorship allocation
The SMS also allows sponsors to view their available CoS allocation.
For employers using Undefined Certificates of Sponsorship, this is particularly important.
The licence summary within SMS displays information including the organisation’s CoS allocation and licence details.
A business should know whether it has enough sponsorship allocation before promising an employee that everything can be completed immediately.
If additional allocation is required, a request may need to be made.
This can affect timing.
It is much better to discover that three months before an employee’s current visa expires than three days before.
Requesting additional CoS allocation
Where a sponsor requires additional Undefined Certificates of Sponsorship, the SMS can be used to make the relevant request.
The Home Office SMS manual specifically includes functionality for requesting and withdrawing CoS allocation increases and managing annual allocation requests.
An additional allocation request should be based on genuine recruitment needs.
The Home Office may ask why the certificates are required and for information concerning the roles or workers involved.
A request should therefore be properly considered.
Asking for twenty certificates because “we might use them one day” is not necessarily the strongest explanation.
Reporting changes relating to sponsored workers
One of the most important ongoing sponsor duties involves reporting relevant changes concerning sponsored workers.
The SMS is used to make many of these reports.
Examples can include circumstances where:
- a sponsored worker does not start employment;
- employment ends earlier than expected;
- certain employment details change;
- the worker is absent in circumstances that require reporting;
- sponsorship is withdrawn; or
- other relevant circumstances arise.
Exactly what must be reported depends on the situation and the current Sponsor Guidance.
The crucial point is that businesses should not wait until something happens and then start wondering whether the Home Office needed to know.
Ideally, somebody within the organisation should already understand the reporting framework.
How quickly do changes need to be reported?
Reporting deadlines matter.
Current sponsor guidance requires sponsors to report specified worker and organisational changes within prescribed timescales, often within 10 working days for relevant sponsored worker events and within 20 working days for certain organisational changes, although the exact requirement depends on the event being reported.
This is precisely why sponsorship needs a process.
A manager may know that an employee has resigned.
Payroll may know.
HR may know.
The question is whether the person responsible for the Sponsor Licence knows.
If the information never reaches the SMS user, the business can miss the reporting deadline even though several people internally were aware of what happened.
That is a systems problem.
Reporting when a sponsored worker leaves
Suppose a sponsored worker resigns.
From an employment perspective, the business deals with the usual issues:
notice;
final salary;
holiday;
equipment;
handover.
From a sponsorship perspective, there is another question:
What needs to be reported to the Home Office?
The sponsor will generally need to report that sponsorship has ended and provide the relevant information through SMS in accordance with the Sponsor Guidance.
The business should not simply remove the employee from payroll and consider the matter closed.
Sponsored workers sit within both the employment system and the immigration sponsorship system.
Both need to be dealt with.
What if a sponsored employee is dismissed?
The same principle applies.
If the employment ends, the sponsorship position needs to be considered.
That does not mean a Sponsor Licence prevents an employer from dismissing a sponsored employee where there is a legitimate employment reason and the employer complies with employment law.
Sponsorship does not create permanent employment.
But when employment ends, the relevant Home Office reporting duties need to be followed.
This is where we often advise employers to check the sponsorship implications alongside the employment decision rather than dealing with immigration several weeks afterwards.
Reporting changes to salary, hours or duties
Changes to a sponsored worker’s employment can sometimes have immigration consequences.
A salary increase is usually less concerning than a salary reduction, but even apparently ordinary changes need to be considered against the rules.
Likewise, changes to:
- working hours;
- job duties;
- occupation code;
- work location; or
- employment structure
may require reporting or, in some circumstances, could affect whether the existing sponsorship remains appropriate.
This is not an area where we would recommend simply editing the employment contract and assuming everything else remains unchanged.
Some changes are perfectly manageable.
Some need to be reported.
Others may require a fresh immigration application or different sponsorship approach.
The correct answer depends on the facts.
Reporting changes to the organisation
The SMS is also used to deal with changes concerning the sponsor itself.
GOV.UK specifically identifies the system as a way to report sponsor-side changes such as changes of ownership or a new location.
Other changes can include matters involving:
- organisation details;
- addresses;
- branches;
- key personnel;
- ownership or control;
- mergers or takeovers; and
- other relevant structural changes.
Some corporate events have much more serious sponsorship consequences than merely changing an address.
For example, Sponsor Licences are not generally transferable assets that can simply be moved from one legal entity to another following a business sale.
Where ownership, restructuring or corporate transactions are involved, the sponsorship implications should be considered before the transaction completes, not afterwards.
That is one area where obtaining advice early can be particularly valuable.
Changing your Authorising Officer or Key Contact
The SMS manual allows sponsors to manage certain changes to their Authorising Officer and Key Contact, including replacing them or amending their details.
This becomes important when senior employees leave or responsibilities change.
An organisation should not discover months later that its Authorising Officer left the company and nobody thought about the Sponsor Licence.
Sponsor Licence responsibilities need to form part of offboarding for people who hold key sponsorship roles.
When somebody leaves, ask:
Did they have an SMS account?
Were they a Level 1 User?
Were they the Authorising Officer?
Were they the Key Contact?
If yes, there may be sponsorship housekeeping to complete.
Managing Level 1 and Level 2 Users
SMS user access should also be reviewed periodically.
Employees change jobs.
People leave.
Responsibilities move.
What made sense when the Sponsor Licence was granted three years ago may no longer make sense today.
The Home Office’s SMS guidance includes specific processes for managing user access. The current introduction and user-access manual was updated in March 2026.
A simple periodic check of active SMS users can prevent old accounts and outdated responsibilities from accumulating.
It is basic administration.
But basic administration is often where compliance problems begin.
What is the licence summary?
The licence summary is an important area within SMS.
It allows the Level 1 User to view information about the Sponsor Licence.
The Home Office manual states that this includes:
- CoS or CAS allocation;
- key licence dates; and
- licence details.
Employers should become familiar with this screen.
If your company has a Sponsor Licence and nobody responsible for sponsorship has looked at the licence summary for a year, it is probably worth logging in.
The SMS should not only be opened when somebody urgently needs a CoS.
Does the Sponsor Licence need renewing?
The position on Sponsor Licence renewals changed from 6 April 2024.
For most Worker and Temporary Worker sponsors, licences no longer generally expire after four years in the way they previously did, provided the sponsor continues meeting the relevant requirements.
That means many existing sponsors no longer need to make routine Sponsor Licence renewal applications.
However, allocation and sponsorship-management processes continue to exist within SMS, and employers should still keep their licence details and sponsorship activity properly maintained.
This is a good example of why old SMS guides can be misleading.
The sponsorship system changes.
A screenshot-heavy guide written five years ago can become obsolete remarkably quickly.
Does the SMS replace your HR system?
No.
The Sponsor Management System is not your company’s HR database.
It is a Home Office sponsorship tool.
The employer still needs its own systems and records for managing sponsored workers and meeting its record-keeping duties.
Appendix D of the Sponsor Guidance sets out documents that sponsors must retain as part of their sponsorship record-keeping responsibilities.
The SMS and the company’s HR records should work together.
For example, the HR system might identify that:
a worker’s address has changed;
employment has ended;
a salary has changed;
or a particular absence has occurred.
The sponsorship process then determines whether that event requires Home Office reporting.
The SMS does not magically detect what is happening inside your business.
Somebody has to tell it.
Why internal communication matters
This is probably one of the most overlooked parts of Sponsor Licence compliance.
The person with SMS responsibility may not be the person managing the employee every day.
Imagine this situation.
A sponsored employee moves from Manchester to the company’s new Birmingham office.
Their manager knows.
Payroll knows.
Facilities knows because they ordered a new desk.
The Level 1 User does not know.
From an internal business perspective, everybody may assume the change has been dealt with.
From a sponsorship perspective, the person responsible for considering whether a report is required never received the information.
That is why a proper Sponsor Licence compliance system needs internal reporting.
Managers should know which events need to be escalated to whoever manages sponsorship.
It does not need to become bureaucratic.
A simple internal process can work perfectly well.
How often should you check the SMS?
There is no universal rule requiring every sponsor to log into SMS every Tuesday at 9:17am.
But an organisation should use the system actively enough to manage its sponsorship responsibilities properly.
For a business sponsoring dozens of employees, that may mean frequent use.
For a small company with one sponsored worker whose circumstances remain stable, activity may be much less frequent.
Either way, we would recommend periodic checks.
Look at:
- licence details;
- current users;
- outstanding requests;
- CoS allocation;
- sponsored worker records; and
- any internal events that may require reporting.
A licence that is actively managed is much easier to keep under control than one rediscovered whenever the next visa deadline appears.
Should you keep records of SMS reports?
Yes, good internal record keeping is sensible.
If a report is made, the organisation should be capable of demonstrating what was reported and when.
The exact method depends on the business.
Some organisations retain screenshots or PDFs.
Others maintain an internal sponsorship log recording the date, worker, event, report and person responsible.
The important thing is to create an audit trail.
If the Home Office asks two years later:
“When did you report this salary change?”
the ideal answer is not:
“I think Sarah probably did it.”
Particularly if nobody remembers who Sarah was.
Common Sponsor Management System mistakes
The SMS itself rarely causes the problem.
It is normally what the business does, or fails to do, through it.
Some common areas of risk include:
- failing to report a relevant change;
- reporting outside the required timeframe;
- assigning a CoS using incorrect information;
- allowing inappropriate people to retain SMS access;
- failing to update key personnel;
- overlooking organisational changes;
- not checking CoS allocation before recruitment;
- keeping no internal record of reports made;
- treating sponsorship as one person’s responsibility with no backup; and
- assuming the SMS will remind the business about everything it needs to do.
The last one is particularly dangerous.
The Sponsor Management System is a tool.
It does not run your compliance system for you.
What happens if you make an SMS mistake?
The consequences depend on the mistake.
A minor administrative error may be capable of straightforward correction.
A significant failure to report, inaccurate CoS assignment or wider pattern of non-compliance can be more serious.
The Home Office’s current Sponsor Guidance explains that a Sponsor Licence may be downgraded, suspended or revoked where sponsorship duties are breached.
That does not mean every typo results in the Home Office arriving with a revocation letter.
Proportionality and circumstances matter.
But sponsors should not become casual about the system simply because previous mistakes did not cause immediate problems.
If an error is discovered, establish what happened and what corrective action is required.
Do not simply delete an email and hope nobody asks.
Can the Home Office check your SMS activity?
Yes.
The Sponsor Management System forms part of the sponsorship record.
UKVI has compliance powers and can assess whether sponsors are meeting their duties. Current Part 3 Sponsor Guidance explains the action the Home Office can take where sponsorship duties are breached or suspected to have been breached.
This is another reason to make reports accurately and contemporaneously.
If the business has a clear history showing that relevant changes were reported appropriately, that helps demonstrate active licence management.
If nothing appears to have been updated for years while the organisation has undergone major staffing and structural changes, questions may arise.
Sponsor Management System and compliance visits
During a Home Office compliance visit, officers may want to understand how the organisation manages its sponsorship responsibilities.
The business should therefore know:
who has SMS access;
who is responsible for reporting;
how relevant events reach that person;
how sponsored worker records are maintained;
and how the company makes sure deadlines are met.
This does not mean every employee needs to memorise the Sponsor Guidance.
But the people responsible should know their roles.
A compliance visit is not the ideal time for the Authorising Officer to discover what the letters “SMS” stand for.
Do you need professional help managing the SMS?
Technically, businesses can manage their own Sponsor Management System.
And many do.
The question is whether the organisation has the knowledge and time to manage the sponsorship decisions behind the system properly.
A business with an experienced HR team, several sponsored employees and established immigration processes may be perfectly comfortable handling most day-to-day matters internally.
A smaller employer with one or two sponsored workers may use the system only occasionally.
That can actually create its own difficulties.
If you assign a CoS once every two years, remembering exactly which occupation, salary, reporting and SMS rules currently apply may not be the best use of a director’s afternoon.
Professional assistance becomes useful not because SMS is technically impossible to operate.
It isn’t.
The value is in understanding:
what needs doing;
when it needs doing;
whether the proposed change is permitted;
and what information should be entered.
When should you seek advice before using SMS?
Some SMS activities are routine.
Others deserve a little more thought.
We would particularly recommend checking the sponsorship position before making significant changes involving:
- salary reductions;
- substantial changes in working hours;
- major changes to job duties;
- occupation-code changes;
- changes in work location;
- business takeovers or acquisitions;
- mergers or restructuring;
- changes of employing entity;
- dismissal or early termination;
- extended absences;
- additional CoS requests where the business circumstances are unusual; or
- anything that appears inconsistent with the sponsorship originally granted.
The principle is simple.
If the business change could affect why the worker qualified for sponsorship in the first place, check the immigration position before implementing it.
It is much easier to structure a change properly beforehand than explain an incompatible arrangement afterwards.
How we help businesses manage Sponsor Management System issues
Our role is not to make employers dependent on us for every SMS click.
A business should understand the basic responsibilities that come with its Sponsor Licence.
But where a sponsorship decision has immigration consequences, professional input can remove uncertainty.
For example, we can help with matters such as:
- assigning Certificates of Sponsorship;
- checking Defined and Undefined CoS requirements;
- additional CoS allocation;
- changes affecting sponsored workers;
- reviewing reporting requirements;
- changes to key personnel;
- considering changes to salary or duties;
- employee departures;
- organisational changes; and
- reviewing sponsorship compliance arrangements.
The important distinction is between operating the SMS and making the correct sponsorship decision.
Most employers can learn the first.
It is the second where professional experience often provides the real value.
Keeping your Sponsor Licence under control
The Sponsor Management System should not feel frightening.
Once an employer understands the basic structure and has sensible internal processes, most routine sponsorship administration becomes manageable.
The difficulty usually comes when the licence is treated as something the business obtained years ago rather than something it continues to hold today.
A good sponsorship system does not need to be complicated.
It needs to answer a few basic questions clearly:
Who is responsible?
Who has access?
What changes need to reach them?
What needs to be reported?
When is the deadline?
Where do we keep the evidence?
If everyone involved knows those answers, SMS management becomes considerably easier.
Need help with your Sponsor Management System?
If your organisation already holds a Sponsor Licence and needs help with an SMS or sponsorship issue, we can review the position before changes are made.
That might involve assigning a Certificate of Sponsorship, considering an additional CoS request, checking whether a change needs to be reported, reviewing a proposed change to a sponsored worker’s employment or helping the business understand what action it needs to take.
You can manage the SMS yourself.
But where the decision behind the SMS entry affects a worker’s immigration position or the company’s Sponsor Licence, it can be considerably more cost-effective to check the position first.
The button is usually the easy part.
Knowing whether you should press it is where things become more interesting.
FAQs
1. What is the Sponsor Management System?
The Sponsor Management System, usually called SMS, is the Home Office’s online system for licensed sponsors. Employers use it to manage important sponsorship activities, including assigning Certificates of Sponsorship, viewing CoS allocations, managing certain licence information and reporting relevant changes concerning sponsored workers or the organisation. It becomes an important part of managing a Sponsor Licence after approval.
2. How do I log into the Sponsor Management System?
Authorised users access the SMS through the official Home Office Sponsor Management System login. Users receive credentials allowing them to access the functions appropriate to their role. Employers should use the official government service and keep login details secure. SMS access should only be given to people who genuinely need it for sponsorship responsibilities.
3. Who can use the Sponsor Management System?
SMS access is principally managed through Level 1 and Level 2 Users. Level 1 Users have extensive permissions and can carry out important sponsorship activities, while Level 2 Users have more restricted access. The organisation should carefully control who has access and ensure that users continue to meet the relevant requirements and understand their sponsorship responsibilities.
4. What can a Level 1 User do on the SMS?
A Level 1 User can perform a wide range of sponsorship activities, including assigning Certificates of Sponsorship, viewing licence information, managing certain users, making relevant reports and requesting some changes or additional CoS allocation. Because these actions can affect sponsored workers and the Sponsor Licence, the organisation should appoint somebody competent and ensure suitable oversight remains in place.
5. Can I assign a Certificate of Sponsorship through SMS?
Yes. Assigning Certificates of Sponsorship is one of the main functions of the Sponsor Management System. Before assignment, the employer should check the worker, role, occupation code, salary, hours and correct type of CoS. The important part is not simply completing the SMS fields, but making sure the underlying sponsorship information is correct.
6. What changes must a sponsor report through SMS?
Sponsors must report specified changes involving sponsored workers and the organisation. These can include employment ending, certain changes to a worker’s job or circumstances, key personnel changes and relevant organisational changes. Different events have different requirements and deadlines, so employers should check the current Sponsor Guidance rather than assuming every business or employment change is treated identically.
7. How long do I have to report a change on the SMS?
Many reportable events concerning sponsored workers must be reported within 10 working days, while certain changes concerning the sponsor organisation have a 20-working-day timeframe. However, the correct deadline depends on the particular event. Businesses should have an internal process ensuring sponsorship-related changes quickly reach the person responsible for SMS reporting.
8. What happens if I forget to report a change?
The consequences depend on the nature and seriousness of the failure. Sponsor Licence holders are required to comply with their reporting duties, and significant or repeated breaches can potentially result in Home Office compliance action. If a reporting error is discovered, the business should establish what happened and take appropriate corrective action rather than simply ignoring it.
9. Should I keep records of changes reported through SMS?
Yes. Maintaining an internal record of SMS activity is sensible Sponsor Licence management. This can include the date of a report, the sponsored worker concerned, what was reported and who completed it. Keeping an audit trail makes it much easier to demonstrate compliance if the Home Office later asks when or how a particular change was reported.
10. Can an immigration adviser manage Sponsor Management System matters?
Professional assistance can be used for appropriate sponsorship matters, although the sponsor remains responsible for complying with its duties. An adviser can be particularly useful where the employer is unsure whether a change needs reporting, a CoS is being assigned or employment arrangements are changing. The real value is usually determining the correct sponsorship action before making the SMS entry.