Obtain A Tier 2 Sponsor Licence Today

Our client, a Company offering Business to Business (B2B) Lead Generations sought to employ a worker from outside the UK and EU.

We were instructed to advise the Company regarding the Tier 2 Sponsor Licence Application and how this would allow the Company to employ workers from outside the UK and Europe.

We first advised which documentation was required in order to give the Company the best possible chances of success and after reviewing the same, carried out a mock compliance visit in order to prepare the Company for what to expect if and when the Home Office carry out a compliance visit. We prepared the Tier 2 Sponsor Licence Application including detailed legal representations addressing the key factors which would persuade the Home Office that the Company is able to fully comply with its duties as a Tier 2 Sponsor.

The Home Office conducted an unannounced compliance visit at the Company’s headquarters and was satisfied that all of the requirements had been met by the Company.

The Company was informed that their Tier 2 Sponsor Licence Application had been successful and further, that they had been granted an A rated status.

Our Client, a Restaurant specialising in Indian cuisine were looking to employ a Chef from outside the UK and EU.

The Restaurant sought advice about how they could process an application for a Tier 2 Sponsorship Licence. They instructed us that their cuisine originated from South India and finding chefs who had the ability to cook and prepare traditional dishes were difficult to find. The Restaurant was a relatively new business and they were worried that the Home Office may refuse the application because of this.

We advised them that the recent incorporation of the business would not be an issue but we would need to demonstrate that the vacancy was a genuine vacancy and that the business could afford to employ the Chef. We worked with the Restaurant owners to prepare an analysis of the business and together with the supporting evidence, we were able to prepare an application which adequately handled all the possible concerns the Home Office would have with this type of application.

After 8 weeks, we received positive news that the Sponsor Licence had been issued.

Our Client, a clothing company based in the North West of the UK were facing huge bills for work being carried out from abroad. They felt that it would be efficient for them to hire a worker from outside the UK and base the employee at their factory in the UK.

We advised them that in order to hire employees from outside the UK and EU, they would need a Sponsor Licence issued by the Home Office in order to do so. Without a Licence they could face financial penalties. They were unaware of this requirement and instructed for us to process an application right away. They also lacked documentation to support their application but we advised that not all the documents would be necessary. We discussed at length on what documents could be submitted as an alternative to the traditional documents.

The Home Office needed further clarification and after further consideration, they were granted a Sponsor Licence and were now free to hire a worker from outside the UK and EU.

Our Client, a FOREX trader based in the Midlands approached us to acquire a Sponsorship Licence on their behalf. A potential employee had been identified but were unsure which of the RQF Level Codes applied to the role.

The concern was that the role could be filled locally. We advised that in this instance, we should advertise the role as per the requirements of the Resident Labour Market Test (RLMT) and if this yielded no result, this would be used to demonstrate that the role required filling from outside the UK. With our client, we worked on satisfying the other requirements and were able to demonstrate the role could not be filled by a British or EU Citizen.

5 weeks after submitting the Application, the Home Office granted our Client a Sponsor Licence.

Our Client, a Software Management Company had previously held a Sponsor Licence but this was revoked approximately 4 years earlier. They had now identified a potential employee who could fill the job vacancy but he was from outside the UK and EU.

We advised that it would be necessary to demonstrate that the Company had countered the points raised at the time of the revocation and that these concerns had been addressed. We advised our Client in how their HR and Compliance systems would need an overhaul, especially after the points raised by the Home Office previously. This was crucial as our Client would need to show that they can comply with their duties as a Sponsor. Following the submission of the Application, the Home Office carried out a compliance visit.

After a further request for information, the Home Office were satisfied that our Client had met the requirements and issued them with a Sponsor Licence.

Our Client, a Religious organisation based in the South West of the UK sought to employ a Priest from Tibet. This was an important role to fill and the Committee were anxious that the role be fulfilled as quickly as possible.

We provided them with guidance on the headline points that would need to be satisfied and were able to evaluate their structure and advise them on the strengths and weakness of their potential application. We advised them of what we would need specifically and built a profile to use as part of their application. Prior to the submission of the application, we carried out a compliance visit to ensure the Committee was confident in their HR and Compliance systems.

Within 6 weeks, the Home Office issued them with a Sponsor Licence Application.