Employers must demonstrate that the role they wish to fill with a skilled migrant worker cannot be adequately filled by the resident workforce. This requires a comprehensive recruitment process and documentation of efforts to hire locally.

Employers must have a clean compliance record, which includes a satisfactory history of complying with immigration laws and previous sponsorship duties, if applicable.

Employers need to establish robust systems and processes to manage their sponsorship duties effectively. This includes maintaining certain records and ensuring compliance with employment and immigration laws.

If you are applying for a sponsorship license, you must have physical premises in the UK where the sponsored workers can carry out their duties.

In certain cases, employers must conduct a Resident Labour Market Test (RLMT) to prove that they were unable to find suitably qualified resident workers for the skilled roles they are looking to fill.

Employers should ensure that the offered salaries meet the minimum thresholds set for the specific job roles as defined by the UK government. There are different levels of minimum salary requirement. Global Law will give you the information on salaries so you do not breach employment laws.

Employers must set up and maintain a Sponsorship Management System (SMS), which is an online portal used to manage the sponsorship process and provide vital information to the Home Office. Global Law will train you to navigate around the system so you are complaint with reporting and record keeping.