Key principle
Sponsorship is considered on a case-by-case basis, but will only be approved where there is a clear business need. Approval for sponsorship sits with the relevant executive director (ED).
When sponsorship will be considered
Sponsorship may be approved under one or more of the following circumstances:
- the role is difficult to recruit to (for example specialist or shortage roles)
- there is a business-critical need to fill the post
- recruitment campaigns have not attracted suitable candidates with existing right to work
- the preferred candidate is the strongest appointable candidate
- the cost of sponsorship is justified compared to alternatives (for example agency usage)
When sponsorship is unlikely to be approved
Sponsorship is unlikely to be supported where:
- the role has a strong local candidate pool
- the role is not business-critical
- the role is short-term and does not justify the cost
- suitable candidates are available who do not require sponsorship
Key considerations for managers
Before requesting sponsorship, managers must consider:
- cost implications (full cost breakdown available from Recruitment)
- timeframes (standard versus urgent sponsorship timelines)
- alternative options (for example readvertising, agency, workforce planning)
- length of role (permanent versus fixed term)
- impact if the role remains unfilled
Recruitment process expectations
Before advertising
If you are considering sponsorship for a role, you must contact the recruitment team before advertising. They will be able to support with advice and next steps.
Roles are typically advertised as not eligible for sponsorship by default. If a manager wishes to consider sponsorship, they must inform the recruitment team before advertising so that appropriate wording can be included. Incorrect wording can lead to candidate confusion and withdrawn offers.
Managers should confirm whether the role is:
- eligible for sponsorship
- not eligible for sponsorship
This will determine how candidates are assessed during shortlisting.
During shortlisting
For roles not eligible for sponsorship:
- only candidates who confirm they do not require sponsorship should be shortlisted
For roles eligible for sponsorship:
- all suitable candidates can be considered on merit
At offer stage
Sponsorship requests must be:
- formally approved by the executive director
- reviewed with the recruitment team
Important notes
Sponsorship decisions must be based on role requirements and business need, not personal characteristics.
Consistency across services is essential to ensure fairness and defensibility.
Early identification of sponsorship needs is critical to avoid delays or withdrawn offers.
Support
For advice on sponsorship, costs, or process, please contact the recruitment team.
Sponsorship information for managers
The difference between a visa and sponsorship
A visa gives someone the right to work in the UK.
Sponsorship is when the council supports a visa application.
Roles that sponsorship can be offered for
Sponsorship is dependent on a number of factors, and internally is considered on a case-by-case basis and must be approved by the relevant executive director.
For a role to be eligible for sponsorship, it must meet UK government requirements. In some cases, roles may still be eligible where they meet a proportion of the required salary (for example, new entrant or other permitted exceptions). The recruitment team will confirm eligibility.
Please contact the recruitment team to find out if the role does meet the government requirements.
Skill level
Must be classed as a skilled role (usually degree-level or equivalent).
Occupation type
Must align to an eligible occupation code.
Internally, it's typically only supported where there is a clear business need, such as hard-to-fill or critical roles. It's important to remember that meeting these criteria doesn't guarantee eligibility, with final confirmation provided by the recruitment team.
When to consider sponsorship
You should consider sponsorship where:
- you have been unable to recruit suitable candidates with existing right to work
- the role is business-critical
- the preferred candidate is the strongest appointable candidate
- the cost is justified compared to alternatives (for example agency staffing)
When not to consider sponsorship
Sponsorship is unlikely to be appropriate where:
- there is a strong pool of suitable candidates
- the role is not difficult to fill
- the role is short-term and does not justify the cost
When to decide if a role is eligible for sponsorship
Ideally, this should be confirmed before the role is advertised.
This ensures:
- clear expectations for candidates
- consistent shortlisting decisions
- avoidance of delays at offer stage
Shortlisting candidates who require sponsorship
If the role is not eligible for sponsorship → No.
If the role may be eligible → Yes, but sponsorship will need approval later.
The cost of sponsorship
Costs can vary, but managers should be aware of:
- Certificate of Sponsorship (CoS) fees
- Immigration Skills Charge (paid by the council)
- potential priority processing fees (approximately £300+) if urgent
- internal administrative costs
Sponsorship should always be considered in comparison to alternatives, such as agency costs or service impact from vacancies.
Timelines
Typical timelines:
- standard processing: several weeks
- urgent cases: priority services may be used (additional cost applies)
Delays can impact:
- start dates
- service delivery
- workforce planning
What to do if a candidate's visa is expiring soon
Managers should consider:
- whether the council is prepared to sponsor the role
- whether the candidate can maintain right to work for the duration of employment
Offers must not be made where there is no confirmed and realistic plan for the candidate to maintain right to work for the duration of employment.
Managers must not rely on potential future visa changes or third-party sponsorship arrangements.
How to get approval
All sponsorship requests must be approved by the relevant executive director before proceeding. Please get in touch with the recruitment team before advertising, as soon as possible to discuss your options and for guidance.
Support
The recruitment team can:
- advise on whether sponsorship is appropriate
- explain costs and timelines
- support discussions with HR and Borderless
Key reminder
Sponsorship decisions must be based on business need and role requirements, not personal characteristics.
Early consideration of sponsorship avoids delays, withdrawn offers, and unnecessary recruitment activity.