Overview
A UK sponsor licence is the formal approval from UK Visas and Immigration that lets your Glasgow business employ workers from overseas on the Skilled Worker route, the Health and Care Worker route, and other work routes. You cannot assign a Certificate of Sponsorship, and your candidate cannot apply for a UK work visa, until you hold one. The application itself is not long, but the preparation is: UKVI assesses your trading status, your key personnel, and your HR systems before it will grant the licence.
This page is specifically for Glasgow employers. It covers how we work with businesses across the city, the sectors in Glasgow and the west of Scotland where sponsor licence demand is highest, how we carry out the HR systems audit on site or remotely, and what the full process looks like from first call to A-rating. For the complete step-by-step application guide, visit our full sponsor licence application page.
Updated for 2026: Since April 2024, sponsor licences are granted indefinitely and do not need renewing every four years. Application fees remain £611 for small or charitable sponsors and £1,682 for medium or large sponsors. A priority service is available for £750. The Immigration Skills Charge is £480 for the first 12 months then £240 per further 6 months for small sponsors, and £1,320 then £660 for medium or large sponsors. Health and Care Worker sponsorships are ISC-exempt.
We advise employers in Glasgow city centre, the International Financial Services District, Govan, Hillington, Parkhead, Paisley, Renfrew, East Kilbride, Hamilton, Motherwell, and Clydebank. Whether you run a single care home in the south side or a group of hotels across Greater Glasgow, the starting point is the same: a free assessment to confirm eligibility and map out the costs.
Key Benefits
On-site or remote HR audit
UKVI expects your right-to-work processes, record-keeping and monitoring systems to be fully operational before you apply. We carry out a structured HR audit at your Glasgow premises or remotely for employers across Paisley, East Kilbride, Motherwell and the wider west of Scotland. You get a written gap report and help closing every issue before the application goes in.
Key personnel correctly placed
Your Authorising Officer, Key Contact and Level 1 User each carry duties and must pass UKVI's checks. We confirm which individuals in your Glasgow business are eligible for each role, what the checks involve, and how to present them on the application. A key personnel error is one of the most common reasons Glasgow applications are refused.
Glasgow sector knowledge built in
We work regularly with Glasgow care homes, NHS supply chain businesses, hospitality groups across the city centre, and tech companies in the IFSD. We understand the specific HR and operational patterns in each sector, which routes are most relevant, and which compliance questions UKVI is most likely to ask in a pre-licence visit.
From licence to first hire, end to end
Once you have your A-rating, we assign your Certificates of Sponsorship, advise on the Immigration Skills Charge, and keep your Sponsorship Management System in good order. The full journey, from eligibility assessment through to your first sponsored worker starting in your Glasgow office or care setting, is handled without you having to manage multiple advisers.
Our Service Packages
Glasgow Eligibility Assessment
A one-to-one consultation with a Glasgow immigration adviser, on the phone or at our office. We confirm whether your business qualifies for a sponsor licence, identify which routes you need, assess your small or large sponsor status, and give you a written action plan covering HR systems, key personnel and documents. The clearest starting point before you commit any time or money.
From £200 + VAT
Full Application Package
End-to-end sponsor licence application for Glasgow employers. We carry out the HR systems audit at your premises or remotely, advise on key personnel, prepare all supporting documents to specification, complete the online application, produce the submission sheet, and upload your documents within the five-working-day deadline. Includes one revision if UKVI requests further information.
From £1,500 + VAT
HR Systems Audit
For Glasgow employers preparing their own application. We review your right-to-work processes, record-keeping systems and monitoring procedures against the current UKVI sponsor guidance, and produce a written gap report with remediation steps. Removes the risk of a compliance visit exposing a gap you could have fixed in advance.
From £400 + VAT
Refusal Review
If your Glasgow business received a sponsor licence refusal, we review the refusal letter against the sponsor guidance and eligibility rules, advise whether administrative review or a fresh application is the stronger route, and rebuild your HR systems evidence. Where judicial review is the right path, we refer you to a specialist representative and continue to support the underlying file.
From £500 + VAT
Getting a sponsor licence as a Glasgow employer
If your Glasgow business wants to hire a worker who does not already have the right to work in the UK, a sponsor licence is the first step. Without one, you cannot assign a Certificate of Sponsorship to your candidate, and they cannot apply for a work visa. The Home Office application is completed online, but the preparation behind it, the HR audit, the key personnel checks, and the supporting documents, is where most Glasgow employers need help.
This page is written specifically for Glasgow employers. It covers who we work with across the city, how we carry out the HR systems audit at your premises or remotely, the sectors in Glasgow where sponsor licence demand is highest, and what the full process looks like from first contact to A-rating. For a complete step-by-step breakdown of the application requirements, key personnel roles, document lists and the online form itself, see our full sponsor licence application guide.
We hold every Glasgow employer’s sponsor licence application to the same standard: a structured HR audit before submission, key personnel confirmed and checked, documents prepared to UKVI specification, and a five-day upload deadline managed on your behalf. Call 0141 536 0269 to start with a free eligibility assessment.
Which Glasgow employers need a sponsor licence
Any Glasgow business that wants to hire a worker who does not already have permission to work in the UK needs a sponsor licence. That includes workers from outside the UK who do not hold pre-settled or settled status, Indefinite Leave to Remain, or another visa with the right to work.
The most common situation for Glasgow employers is identifying a candidate from overseas, often through an agency or a direct application, and finding that the candidate needs a work visa. At that point the employer either already holds a sponsor licence and can proceed, or needs to apply for one before the candidate can begin the visa process. Starting the licence application at the point of making a job offer means weeks of delay. Glasgow employers who plan their international recruitment ahead hold a significant advantage.
We advise employers across the city centre, the International Financial Services District, Govan, Hillington, Parkhead, Paisley, Renfrew, East Kilbride, Hamilton, Motherwell, and Clydebank. Whether you employ five care workers or fifty, a restaurant team or an engineering division, the eligibility rules are the same and the preparation is what makes the difference.
Glasgow sectors with the highest sponsor licence demand
Glasgow’s economy is diverse, and international recruitment is significant in several distinct sectors. The businesses that come to us most often are employers in the following areas.
Adult social care and the NHS Greater Glasgow supply chain
Adult social care in Glasgow and the west of Scotland has relied on international recruitment for several years. Care homes across the south side, Govan, Pollokshields, Shawlands and Bearsden, as well as nursing homes and domiciliary care agencies in Paisley and East Kilbride, regularly need to sponsor care workers and nurses from the Philippines, India, Nigeria and Zimbabwe. The relevant route is the Health and Care Worker visa, a sub-category of Skilled Worker for registered care workers, nurses and allied health professionals working for a Care Quality Commission-registered provider or an equivalent body in Scotland.
The Health and Care Worker route is ISC-exempt, which means Glasgow care employers do not pay the Immigration Skills Charge per worker. For a care group sponsoring ten workers, that exemption represents a substantial saving compared with the standard Skilled Worker route. We work with registered care providers across Greater Glasgow and Clyde, and we carry out HR audits on site at care homes where records are physical and the operational setup is easier to assess in person.
NHS Greater Glasgow and Clyde is itself a major employer in the region. Its supply chain, including private clinical staffing agencies, laboratory services, and specialist healthcare contractors operating across the Queen Elizabeth University Hospital campus in Govan, the Royal Infirmary on Castle Street, and other NHS sites in the west of Scotland, also requires sponsor licences to fill skilled vacancies from overseas.
Glasgow city centre hospitality
Hotels and restaurants along Buchanan Street, Argyle Street, and the Clyde waterfront, as well as in the west end around Byres Road and Great Western Road, are among the most consistent applicants for Skilled Worker sponsor licences in the city. Hospitality businesses typically need to sponsor workers in roles such as chef, kitchen manager, and front-of-house manager that fall above the Skilled Worker qualification threshold.
Glasgow’s status as a major conference and events destination, with the SEC Centre at the west end of the Clyde, creates consistent year-round demand for skilled hospitality staff. Hotels in Finnieston, around Blythswood Square, and along the Clyde Expressway employ international workers across front office, food and beverage, and event management roles. We advise Glasgow hospitality groups on the licence application, confirm which roles are eligible under the relevant occupation codes, and help build the HR monitoring systems that shift-based workforces often find most demanding.
Technology and life sciences
Glasgow’s technology sector is concentrated in the central business district and along the M8 corridor, with a growing cluster of software, fintech, and digital media companies in the IFSD and the Innovation District around the University of Glasgow and the University of Strathclyde. Life sciences and biotech businesses, including those linked to the university research campuses in the west end, regularly hire specialist researchers, software engineers, and data scientists from outside the UK.
Tech and life sciences employers in Glasgow typically apply for Skilled Worker licences. The occupation codes for software developers, data analysts, and research scientists are well-established and the salary thresholds are generally met by the roles these Glasgow employers are filling. Where a Glasgow tech company is part of a multinational group, the Senior or Specialist Worker route may also apply for intra-company transfers. We confirm which routes are needed at the eligibility assessment and ensure only those routes are applied for, which keeps the application clean.
Construction and infrastructure
Construction contractors working on Clydeside regeneration projects, social housing programmes across the Greater Glasgow area, and infrastructure work in Motherwell, Hamilton and East Kilbride regularly need to sponsor skilled trades workers. Structural engineers, civil engineers, project managers and site supervisors at certain salary levels can qualify under the Skilled Worker route. We advise Glasgow and west of Scotland construction employers on whether their target roles and salary levels meet the current occupation code requirements before they apply for the licence.
Our HR systems audit for Glasgow businesses
The most common reason UKVI refuses a sponsor licence application is not that the business is ineligible or that the key personnel fail their checks. It is that the employer’s HR systems were not demonstrably in place at the time of the application. UKVI expects right-to-work processes, record-keeping, attendance monitoring, and SMS reporting procedures to be operating before you apply, not built in response to a compliance visit.
We carry out a structured HR systems audit as the foundation of every sponsor licence application we handle for Glasgow employers. The audit is available on site at your Glasgow premises or remotely for businesses across Paisley, East Kilbride, Clydebank, Hamilton and Motherwell where travel is less convenient.
On-site audits across Glasgow and the west of Scotland
For Glasgow care homes, restaurants, construction sites, and other businesses where operational records are physical and HR processes are embedded in day-to-day routines, an on-site audit is usually faster and more thorough. We attend your premises, meet the person who will be named as Level 1 User, review your current right-to-work records for existing employees, walk through your onboarding process, and check how absences and worker changes are currently tracked and documented.
We cover Glasgow city centre, Govan, Hillington, Parkhead, Shawlands, Bearsden, Milngavie, Paisley, Renfrew, Johnstone, East Kilbride, Hamilton, Motherwell, Wishaw, Clydebank, and other locations across Greater Glasgow and the west of Scotland. Where a Glasgow employer has multiple sites, such as a care group with homes in Paisley, Motherwell and Clydebank, we can audit them together or in a sequence that makes sense for your management structure.
Remote audits
For office-based Glasgow businesses and tech companies where records are digital, a remote audit via video call and secure document sharing is equally effective. You share your current HR documentation, we review it against the sponsor guidance, and we produce the same written gap report as an on-site audit. Remote audits suit Glasgow employers in the IFSD and city centre who prefer to minimise management time on the process.
What the audit produces
After the audit, on-site or remote, every Glasgow client receives a written gap report that identifies every area where their current HR systems fall short of UKVI expectations, with specific remediation steps for each gap. We then help you implement those steps before the application is submitted. A Glasgow employer who submits with documented, functional HR systems in place has a materially better prospect of a clean A-rating than one who submits first and hopes to fix systems under the pressure of a compliance visit notice.
Key personnel for Glasgow businesses: what UKVI checks
Every sponsor licence application must name an Authorising Officer, a Key Contact, and at least one Level 1 User. Getting these roles right is important for Glasgow employers, because errors in key personnel selection are among the most frequent reasons for refusals and requests for further information from UKVI.
The Authorising Officer must be a paid employee, director, or partner of your Glasgow business. It cannot be an external adviser. In a Glasgow SME this is typically the managing director or a director of operations. In a care group with sites across Greater Glasgow, it may be the registered manager or a director of the care group. The Authorising Officer carries personal accountability for the licence.
The Key Contact is the day-to-day liaison with UKVI. This role can be an external adviser, which is where we typically sit for Glasgow clients who want ongoing support. The Key Contact must be named on the application and contactable by UKVI at any point.
The Level 1 User operates the Sponsorship Management System: assigning Certificates of Sponsorship, reporting changes, and maintaining records. At least one Level 1 User must be an employee of the business, not an external adviser. For most Glasgow employers this is an HR manager, practice manager, or office manager.
All named individuals undergo character checks. The Authorising Officer in particular must not have relevant unspent criminal convictions and must not have been involved in a previous licence that was revoked for compliance failures. We confirm eligibility for each role with every Glasgow client before the application goes in. Full detail on the roles, duties, and checks is covered in our full sponsor licence application guide.
Routes most used by Glasgow employers
Most Glasgow businesses applying for a sponsor licence need a Worker licence. Within that licence, the two most commonly selected routes are the Skilled Worker route and the Health and Care Worker route.
The Skilled Worker route covers the majority of professional and skilled occupations above the required salary and skills threshold. Glasgow employers in hospitality, tech, engineering, financial services, and professional services use this route. Full eligibility requirements, salary thresholds, and occupation code guidance are at our Skilled Worker visa page.
The Health and Care Worker route is a sub-category of Skilled Worker, available only to employers who are registered care providers, NHS bodies, or NHS-funded bodies. Glasgow care homes and nursing agencies use this route. It carries a reduced visa application fee for the worker and is exempt from the Immigration Skills Charge for the employer. Full details are at our Health and Care Worker visa page.
Glasgow employers in multinational businesses may also need the Senior or Specialist Worker route for intra-company transfers. Construction and seasonal employers may need a Temporary Worker licence. We confirm exactly which routes your Glasgow business needs at the eligibility assessment, so you apply for the right routes on the first application rather than having to add routes later.
Related guidance is also available at our Certificate of Sponsorship page and our sponsor licence compliance page.
Pre-licence compliance visits at Glasgow premises
UKVI may conduct a compliance visit at your Glasgow premises before deciding the application. This is more common for care homes and other businesses in higher-scrutiny sectors, for newly incorporated Glasgow businesses, and for businesses in areas where UKVI has historically found compliance issues.
A compliance visit is not a signal that your application is failing. It is part of the standard assessment process for certain categories of sponsor. A UKVI officer will typically review your HR documentation, check that named key personnel are present and are who the application says they are, and confirm that your premises are genuine and suitable for the work being sponsored.
Glasgow care providers, in particular, should expect compliance visits. The adult social care sector has been under closer UKVI scrutiny since 2023, and care homes applying for Health and Care Worker licences should be ready for a visit as a matter of course. We prepare every Glasgow client for the possibility of a compliance visit as part of the standard application service, not as an optional extra.
Licence fees, ISC, and full cost breakdown for Glasgow employers
Understanding the full cost of sponsorship before you apply means there are no surprises when you begin hiring. The costs fall into two categories: the licence application costs, and the per-worker costs that follow once you start sponsoring.
Licence application costs:
- Application fee: £611 for small or charitable sponsors; £1,682 for medium or large sponsors.
- Priority processing service: £750 on top of the standard fee, if your Glasgow recruitment timeline demands a faster decision.
Per-worker costs (each hire):
- Certificate of Sponsorship fee: £525 per worker for Worker routes.
- Immigration Skills Charge: £480 for the first 12 months then £240 per further 6 months for small or charitable sponsors; £1,320 then £660 for medium or large sponsors. Exempt for Health and Care Worker route sponsorships.
- The worker’s visa application fee and Immigration Health Surcharge, paid by the worker unless your Glasgow business agrees to cover them.
For a Glasgow care group sponsoring eight care workers on the Health and Care Worker route, the CoS fee is £525 per worker and the ISC does not apply. For a Glasgow technology company sponsoring three software engineers on the Skilled Worker route, the ISC adds a significant per-year cost per engineer. We produce a written cost breakdown for your specific hiring plan at the eligibility assessment, so you know exactly what you are committing to before the application goes in.
Processing times and priority service for Glasgow applications
The standard processing time for a sponsor licence application is around eight weeks from the date UKVI receives your online application and supporting documents. Processing can extend if UKVI conducts a pre-licence compliance visit at your Glasgow premises, or if they request further information from you.
A priority service is available for £750. This targets a faster decision, though UKVI does not publish a guaranteed turnaround for priority sponsor licence applications. If your Glasgow recruitment timeline is urgent, we advise whether priority is worth the cost in your specific circumstances and help you manage the application to minimise avoidable delays.
The strongest risk mitigation for any Glasgow employer is planning ahead. A business that begins the licence application three months before its first overseas hire has the time to close HR gaps, resolve any compliance visit queries, and still hit its recruitment date. A business that starts two weeks before the worker’s planned first day does not have that margin. We help Glasgow clients build a realistic timeline from the first call.
After the licence: CoS assignments and ongoing compliance
Once UKVI grants your Glasgow business an A-rated sponsor licence, you can begin the hiring process for individual workers. The next step is assigning a Certificate of Sponsorship for each worker. The CoS is an electronic record in the Sponsorship Management System confirming that you are offering a genuine job at the required salary, in an eligible occupation code, to a specific named worker. The worker uses the CoS reference number in their visa application.
Full details of the CoS process, including defined versus undefined CoS, how to request an allocation, and the common errors that lead to UKVI rejection, are at our Certificate of Sponsorship page.
Once workers are sponsored, your Glasgow business takes on ongoing compliance duties: keeping records, monitoring attendance, reporting changes to UKVI within prescribed timescales, and cooperating with any post-licence compliance visits. UKVI can downgrade, suspend, or revoke a licence if those duties are not met. Our sponsor licence compliance service covers the full range of ongoing duties, audit preparation, and response to UKVI correspondence, so you are not managing that alone as your sponsored workforce grows.
If your Glasgow sponsor licence application is refused
A refusal sets out the reasons. Common reasons for Glasgow employer refusals include key personnel who did not meet the eligibility criteria, HR systems that UKVI considered inadequate at the time of a compliance visit, documents that did not meet the format requirements, or evidence that the business was not genuinely trading at the required level.
You may have a right of administrative review if the refusal contains a case-working error. In many cases a fresh application with corrected HR systems and improved documentation is faster and more effective than administrative review, because it gives you the opportunity to address the specific reasons for the refusal rather than challenging the decision on narrow procedural grounds. We review every refusal letter, advise honestly on which route is stronger for your Glasgow business, and rebuild the application where that is the right path.
Where the refusal raises matters potentially suitable for judicial review, we advise on the merits and refer to a specialist representative who can conduct those proceedings. We do not conduct judicial review, but we remain involved in rebuilding the underlying evidence where a parallel fresh application is also being pursued.
How we work with Glasgow employers
UK Visa Assistance advises employers across Glasgow, Paisley, Renfrew, East Kilbride, Hamilton, Motherwell, Clydebank, and the wider west of Scotland on the full sponsor licence application. We work on fixed fees agreed before we start. There are no hourly billing surprises and no scope creep.
The process begins with a free eligibility assessment: a conversation about your Glasgow business, the roles you want to fill, your current HR setup, and the timeline you are working to. From there we confirm eligibility, identify which routes you need, carry out the HR audit on site or remotely, advise on key personnel, prepare all supporting documents, complete the online application, and manage the five-working-day document upload window on your behalf.
Once you hold the licence, we are available for CoS assignments, compliance support, and any UKVI correspondence. Glasgow employers who want a single point of contact for everything from the licence application to the first worker’s visa through to ongoing compliance have that with us.
To start, call 0141 536 0269 or request a callback below for a free initial assessment of your sponsor licence application.
Frequently asked questions
The Home Office application fee is £611 for small or charitable sponsors and £1,682 for medium or large sponsors. A Glasgow business qualifies as a small sponsor if it meets at least two of: annual turnover of £15 million or less, total assets of £7.5 million or less, or 50 employees or fewer in its most recent financial year. Charitable sponsors pay the small sponsor fee regardless of size. On top of the licence fee, a priority processing service costs an additional £750. Once you are licensed and begin sponsoring workers, the Immigration Skills Charge is a further cost: £480 for the first 12 months then £240 per further 6 months for small sponsors, and £1,320 then £660 for medium or large sponsors. Health and Care Worker sponsorships are exempt from the ISC. We give you a full written cost breakdown at the eligibility assessment before you commit.
The standard processing time is around eight weeks from the date UKVI receives your online application and supporting documents. This applies to Glasgow businesses just as it does everywhere else in the UK, as applications are assessed centrally by UKVI. Processing can take longer if UKVI schedules a pre-licence compliance visit at your Glasgow premises, or if they request further information. A priority service is available for an additional £750 and targets a faster decision, though UKVI does not publish a guaranteed turnaround for priority sponsor licence cases. We build realistic timelines into your recruitment planning at the start.
Yes. We carry out the pre-application HR systems audit either on site at your Glasgow premises or remotely, depending on what works best for your business. On-site audits work well for care homes, restaurants and other Glasgow businesses where the operational records are physical and where it is easier to walk through the right-to-work processes in situ. Remote audits work well for office-based businesses and for employers across Paisley, East Kilbride, Hamilton, Motherwell and Clydebank where travel is less convenient. Both produce the same written gap report and remediation plan. We confirm availability and agree the format at the eligibility assessment.
Yes. We work regularly with registered care providers across Glasgow and the west of Scotland, including care homes in the south side, Govan, Pollokshields, and nursing homes in Paisley and East Kilbride. For care sector businesses, the relevant route is usually the Health and Care Worker visa, a sub-category of Skilled Worker for registered care workers and nurses working for a registered care provider. Health and Care Worker sponsorships are exempt from the Immigration Skills Charge, which significantly reduces the per-worker cost for Glasgow care employers. We confirm eligibility, carry out the HR audit, and prepare the application with the specific documentation that care sector businesses need to provide.
Yes. There is no minimum trading period in the sponsor guidance. However, UKVI will scrutinise newer Glasgow businesses more closely to satisfy themselves that your organisation is genuinely trading and operating. That means providing strong evidence of trading activity such as client contracts, HMRC registration, bank statements showing business transactions, and proof of your Glasgow premises. A pre-licence compliance visit is more likely for recently incorporated businesses. We prepare newly incorporated Glasgow businesses for that closer scrutiny as a matter of course.
In Glasgow and the west of Scotland, the sectors where we see the highest demand for sponsor licences are: adult social care and nursing homes, which rely heavily on international recruitment from the Philippines, India and Nigeria; hospitality, including hotels in Glasgow city centre and along the Clyde, and restaurants across the International Financial Services District and the west end; technology and software companies in the central business district and the M8 corridor; life sciences and biotech businesses near the university quarter in the west end; NHS Greater Glasgow and Clyde supply chain organisations; and construction contractors working on Clydeside regeneration and wider west of Scotland infrastructure projects. We have sector-specific experience in each of these areas.
UKVI expects four categories of systems to be in place before you submit the application. First, a right-to-work checking process that you apply to every new employee before they start, with documentation. Second, a record-keeping system that holds copies of passports, visas and biometric residence permits for all sponsored workers, maintained for the duration of employment and for one year after. Third, an attendance monitoring system that identifies unexplained absences and triggers a reporting process. Fourth, documented processes for reporting changes to UKVI through the Sponsorship Management System within the required timescales. Glasgow care homes and hospitality businesses, which often run shift-based workforces, frequently need the most work on the monitoring and reporting systems. We audit all four areas before your application goes in.
A pre-licence compliance visit is a check by a UKVI officer at your business premises before the licence is granted. UKVI uses these visits to verify that your business is genuine, that your named key personnel are who you said they are, and that your HR systems are ready. They are more common for businesses in certain sectors, for newly incorporated businesses, and for businesses in areas where UKVI has historically seen higher rates of non-compliance. A pre-licence visit is not a sign that your application is in trouble. A Glasgow employer whose records are well-organised and whose key personnel are available and briefed will pass without difficulty. We prepare every client for the possibility of a visit as part of the standard application service.
Since April 2024, sponsor licences are granted indefinitely and no longer need to be renewed every four years. If your Glasgow business held a licence granted before April 2024, it automatically converted to an indefinite licence and you do not need to do anything to extend it. The licence remains valid as long as you continue to meet your ongoing sponsor duties. UKVI can downgrade, suspend or revoke a licence if your compliance falls short. The removal of the renewal requirement makes ongoing compliance more important, not less: there is no natural renewal point at which you would have to demonstrate your systems are in order, so UKVI instead relies on compliance visits and SMS monitoring.
A sponsor licence is the gateway to a series of further steps. Once you hold an A-rating, the next step is assigning a Certificate of Sponsorship for each worker you want to hire. Full details of that process are at our Certificate of Sponsorship page. After the CoS is assigned, your worker applies for their visa: for most Glasgow business hires that will be a Skilled Worker visa, and for care sector hires the Health and Care Worker visa. Ongoing compliance is covered by our sponsor licence compliance service, which includes SMS management, audit preparation and response to UKVI enforcement action.