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What Happens If a Sponsored Employee Leaves Their Job?

Sponsicore

Mar 13, 2025

What Happens If a Sponsored Employee Leaves Their Job?

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When a sponsored employee leaves their job, the employer and the employee have legal obligations to fulfil to comply with immigration laws. Here’s what happens next:

Employer Responsibilities

If a Skilled Worker Visa or other sponsored employee leaves their role, the sponsoring employer must:

Notify the Home Office within 10 working days

Stop Sponsoring the Employee

The Certificate of Sponsorship (CoS) becomes invalid, and the employee can no longer work under that sponsorship.

Update Payroll & HR Records

Employers must ensure payroll is updated and remove the employee from compliance tracking systems.

Prepare for a Possible UKVI Audit

If a significant number of sponsored employees leave, the Home Office may conduct an inspection to ensure compliance.

Employee Responsibilities

For the sponsored employee, their visa is directly tied to their job. If they leave, they must:

Find a New Sponsor (If Staying in the UK)

Leave the UK (If No New Job is Found)

  • If the employee does not find a new sponsor, they must leave the UK before their visa expires.
  • Staying beyond the allowed period can result in visa curtailment and potential bans on future UK immigration applications.

Apply for a Different Visa (If Eligible)

If they meet the requirements, they can apply for a different UK visa, such as:

  • Indefinite Leave to Remain (ILR) (if eligible)
  • Spouse or Family Visa
  • Graduate or Innovator Visa

Consequences of Non-Compliance

For Employers:

  • Failure to report the departure could lead to sponsor license suspension or revocation
  • Non-compliance may result in fines or being banned from sponsoring future employees

For Employees:

Overstaying or working without sponsorship can lead to deportation, visa bans, or legal penaltiesImmigration Rules - Immigration Rules part 13: deportation - Guidance - GOV.UK

Final Thoughts

If a Skilled Worker Visa holder leaves their job, both employers and employees must act quickly to remain compliant.

Employers should report the change

Employees should secure a new job or leave the UK

Note: Please note that the content of the above blog and the aforementioned information are solely for the purpose of awareness and are informative in nature. The content is designed with intent to ease the understanding while preserving the essence and importance of the compliance rules and shall not be considered as an ultimate replication of the rules. Sponsicore does not own any responsibility whatsoever for any unpleasant event that may arise due to the misinterpretation of a specific part or whole of the information.

Sponsicore is a company registered in England and Wales with the registration number 11574971. Our data protection registration certificate reference number is ZB678519.

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