On 19 March 2026 the Home Office released another revision of its ‘Workers and Temporary Workers: guidance for sponsors’—the third update in six months. While the document runs to more than 200 pages, immigration advisers have highlighted several changes with immediate impact on corporate compliance. Most notably, the definition of a ‘genuine vacancy’ now includes an explicit test of whether a role could be carried out fully remotely from overseas. Sponsors must record why an on-shore presence is essential when assigning a Certificate of Sponsorship (CoS).
![Home Office Updates Sponsor Licence Guidance—Action Points for HR Teams]()
At this point many employers turn to specialist partners for support. VisaHQ’s dedicated UK team provides end-to-end assistance with sponsor licence management, from drafting CoS justifications to preparing for Home Office audits, and can also streamline individual visa applications for assignees. More information is available at https://www.visahq.com/united-kingdom/
Failure to evidence this could lead to refusal or even revocation following a compliance visit. The guidance also shortens the deadline for reporting salary changes from 10 to 5 working days and introduces a mandatory ‘assignment completion’ report confirming the sponsored worker’s final day in the post. In a move welcomed by the tech sector, the Home Office has clarified that share-option packages can count toward the general salary threshold provided they vest within the first year of employment and the company can demonstrate a verifiable market valuation. However, allowances linked to cost-of-living or housing remain excluded. HR and global mobility professionals should therefore: 1) update internal processes to ensure payroll or HRIS systems alert immigration teams to salary fluctuations within five days; 2) review remote-working policies and document why UK-based presence is justified; 3) brief line managers on the new end-of-assignment report; and 4) audit equity-heavy remuneration packages to ensure they meet the new evidential standards. Given that licence renewal fees rise on 1 April, companies coming up for renewal may wish to file before that date. Early adopters who align their processes now will minimise the risk of enforcement action as the Home Office accelerates digital compliance analytics later this year.
At this point many employers turn to specialist partners for support. VisaHQ’s dedicated UK team provides end-to-end assistance with sponsor licence management, from drafting CoS justifications to preparing for Home Office audits, and can also streamline individual visa applications for assignees. More information is available at https://www.visahq.com/united-kingdom/
Failure to evidence this could lead to refusal or even revocation following a compliance visit. The guidance also shortens the deadline for reporting salary changes from 10 to 5 working days and introduces a mandatory ‘assignment completion’ report confirming the sponsored worker’s final day in the post. In a move welcomed by the tech sector, the Home Office has clarified that share-option packages can count toward the general salary threshold provided they vest within the first year of employment and the company can demonstrate a verifiable market valuation. However, allowances linked to cost-of-living or housing remain excluded. HR and global mobility professionals should therefore: 1) update internal processes to ensure payroll or HRIS systems alert immigration teams to salary fluctuations within five days; 2) review remote-working policies and document why UK-based presence is justified; 3) brief line managers on the new end-of-assignment report; and 4) audit equity-heavy remuneration packages to ensure they meet the new evidential standards. Given that licence renewal fees rise on 1 April, companies coming up for renewal may wish to file before that date. Early adopters who align their processes now will minimise the risk of enforcement action as the Home Office accelerates digital compliance analytics later this year.
