It is a legal requirement to carry out a right to work check, record and track people rights to work in the UK.

We have different types of people to track to prevent non-compliance and avoid civil penalties of £20,000 per illegal worker:

1. Sponsored workers.
2. Students under immigration control.
3. Overseas national outside of immigration control.
4. Overseas national under the EU Settlement Scheme.
5. Overseas national on business visas permitted to be employed.
6. Family members under appendix FM immigration control.
7. Right of Abode.
8. Settlement visas.
9. Turkish nationals
10. UK Ancestry visas
11. Returning nationals
12. Other immigration routes not listed above.

If you are unsure who needs permission to work in the UK, under the SLA, we can audit each employee file and give you the peace of mind your staff are compliant plus, any new people you plan to hire, we can help with right to work checks.

You must keep the Home Office updated if your business has minor or major changes via your SMS.

The organisation must comply to the 10 and 20 working days reporting otherwise their sponsor licence could be downgraded to a B-Rating, Suspended then Revoked or Revoked immediately.

10 days reporting

• Sponsored worker visa is refused.
• Sponsored worker does not start the role for which they are being sponsored.
• Sponsored workers absent from work for more than 10 consecutive working days without permission.
• Sponsored worker’s contract of employment or contract for services, or any relevant professional registration ends earlier than shown on their CoS.
• Employment ceases regardless of the reason.
• Sponsored worker switches into a different visa route.
• Sponsored workers are absent from work without pay for more than 4 weeks
• Sponsored worker’s employment changes that include promotion, job title or core duties changes, a reduction in salary stated on the sponsored worker CoS, job location changes that includes where a sponsored worker works at a different Org’s site or a sports player moves
• to another sports club on loan or, sponsored worker’s employment is affected by TUPE or similar protection.
• if a sponsored worker’s sponsor changes but they will remain working for the same employer and in the same employment
• if the size or charitable status of the Org business changes for example, the Org was a large company but now qualify as a small company or have gained charitable status or, the Org was a small company but are now a large company or, the Org previously held charitable status but have ceased to do so.

20 days reporting

• change of the Org name or the name of any of their branches
• sell all or part of the business
• are involved in a merger or are taken over
• stop trading or go into an insolvency procedure
• substantially change the nature of the business
• are convicted of a relevant offence as defined in Annex L3 of Part 1: Apply for a licence.

Our SLA we will update your Sponsorship Management System (SMS) and provide evidence by screen grabs of all changes made which can be used as evidence if ever charge of not updating your SMS.

Our SLA covers the following key areas to support a sponsor licence (SL):

1. About G4I
2. Org introduction
3. 5 key areas of SL compliance
4. Preventing illegal employment
5. EU and non-EU nationals under sponsorship
6. job posting compliance
7. SL and HR compliance
8. Business structure
9. Assigning the right people to the org SL
10. SL compliance audit and non-compliance
11. CoS compliance & associated costs
12. Recruitment cycle & internal responsibilities
13. Data compliance
14. G4I SMS & visa support
15. SLA fees & services clarification & agreement
16. Agreement.

Under 9 of the 16 sections listed above, we have sub-sections that goes into greater detail that outlines and teaches you the areas you are responsible for and how our firm that help.