UK Skilled Worker Visa Employer Compliance: HR’s 30-Day Response Plan for Job Changes

Why this matters

The U.K.’s Skilled Worker Visa offers flexibility for international employees but comes with strict compliance requirements for employers. When a visa holder changes jobs or employers, the sponsoring company must act quickly to stay compliant with the UK Skilled

Worker visa employer compliance rules are set by the Home Office.

For HR teams, the 30-day window following a resignation or role change is critical. Delays in reporting or record updates can trigger compliance audits, sponsorship downgrades, or even revocation of the company’s sponsor license.

Common risks

• Late reporting to the Home Office. Sponsors must report changes in employment, job title, or work location within 10 working days.
• Payroll discrepancies. Failure to align end dates with payroll can create mismatches between the Sponsorship Management System (SMS) and HMRC records.
• Incomplete document retention. Employers must keep evidence of right-to-work checks, job offers, and final working days for each sponsored worker.

What you will get here

• HR’s 30-day action plan when a Skilled Worker leaves or transfers
• Reporting checklist for Home Office compliance
• Payroll and recordkeeping steps to close the loop

HR’s 30-Day Response Plan for UK Skilled Worker Visa Employer Compliance

Days 1–5: Confirm and Document the Change

1. Receive written notice from the employee confirming resignation or internal transfer.
2. Verify visa sponsorship details in the SMS, including Certificate of Sponsorship (CoS) number and job code.
3. Document last working day and confirm whether the employee will move to a new sponsor or end employment entirely.

Days 6–10: Report to the Home Office

1. Log into the Sponsorship Management System (SMS).
2. Submit a report under the sponsored worker’s record detailing:
   • The last working day
   • Whether the visa holder resigned or was terminated
   • Any change in role or work location (if remaining with the company)
3. Submit within 10 working days of the change to remain compliant with UK Skilled Worker visa employer compliance regulations.

Days 11–20: Coordinate Payroll and Benefits

1. Update payroll systems to reflect the employee’s final working day.
2. Reconcile outstanding payments such as bonuses or unused leave.
3. Issue P45 (if applicable) and confirm final contributions to National Insurance and pension.
4. Notify finance to avoid post-employment payments after visa sponsorship ends.

Days 21–30: Close the Compliance Loop

1. Archive immigration documents including passport, visa copy, and right-to-work checks, for at least one year after sponsorship ends.
2. Remove access to internal systems and update HRIS.
3. Conduct an internal review of the process to ensure deadlines were met and documentation is complete.
4. If the employee transfers to a new U.K. sponsor, advise them to wait for the new visa approval before beginning work at the new company.

Reporting Checklist for HR Teams

• Confirm change of employment or resignation has been reported to the Home Office via the SMS within 10 working days.
• Verify that payroll and HMRC records reflect the employee’s final working day and all payments are reconciled.
• Ensure National Insurance and pension contributions have been finalized.
• Retain all immigration documents, including right-to-work checks, CoS, and resignation letters for at least one year.
• Notify internal teams (HR, Legal, Finance) of sponsorship end date to close records.
• Review sponsor compliance duties to confirm all Home Office reporting requirements are met.
• Schedule a post-case compliance review to document lessons and confirm no missed steps.

Best Practice Tip

Create a shared “Skilled Worker Offboarding Template” within your HRIS or document management system. Include:

• Reporting deadlines
• Required SMS actions
• Internal approvals (HR, Finance, Legal)

This ensures no step is missed during a high-turnover or remote-work scenario.

Looking Ahead

The U.K. Home Office continues to tighten oversight on sponsor compliance, and audits often focus on how quickly HR teams act after employment changes. By following this 30-day plan and maintaining UK Skilled Worker visa employer compliance, employers can protect their sponsor license, reduce legal exposure, and demonstrate proactive compliance.

With clear coordination between HR, Legal, and Payroll, the transition of a Skilled Worker visa holder can be seamless rather than stressful.