We are proud to share another success story from NARA Solicitors. Our client's licence was revoked after a CoS was assigned to a brother-in-law, and later reinstated following a successful PAP challenge.
This case is an important reminder that hiring a relative is not, in itself, a breach of sponsor duties. What matters is whether the recruitment process was genuine, fair, and properly documented.
The Background
Our client held a valid sponsor licence and operated a UK business with established hiring needs. A Certificate of Sponsorship was assigned to a candidate who happened to be the brother-in-law of one of the company's directors.
The Home Office took the view that this assignment raised compliance concerns and revoked the sponsor licence. For our client, this was a serious blow. A revocation does not just stop future hiring. It cancels the sponsorship of existing workers, damages business operations, and triggers a cooling-off period before any new sponsor licence can be applied for.
The client came to us for help.
Our Approach
Our team carefully reviewed the revocation decision and prepared a detailed Pre-Action Protocol letter to the Home Office.
We challenged the decision by demonstrating that a full and compliant recruitment process had been followed, including advertising, shortlisting, interviews, references, and a formal offer with no preferential treatment.
The brother-in-law had gone through the same process as every other candidate. He was selected because he was the most qualified applicant for the role, not because of any family connection.
We also identified that the Home Office had relied on an incorrect interpretation of its own policy. Sponsoring a relative is not prohibited under Home Office sponsor guidance. The rule is that the recruitment must be genuine, the role must exist, and the worker must be qualified for it. The decision treated a family relationship as if it were a breach in itself, and that was a clear error.
The Outcome
Following our representations, the decision was overturned and the licence reinstated.
Our client was able to resume sponsoring workers, protect the existing sponsored employees on the licence, and avoid the cooling-off period that would otherwise have blocked any new application for several months.
If you have received a revocation or suspension notice, time matters. The earlier we are involved, the stronger the response we can put together.
How NARA Solicitors Can Help
At NARA Solicitors, we handle sponsor licence applications, compliance audits, suspensions, revocations, and Pre-Action Protocol matters. We have helped businesses across multiple sectors get their licences reinstated and their operations back on track.
No two cases are the same. Our expert knowledge, attention to detail, and years of experience handling complex sponsor licence matters are what make the difference.
If your sponsor licence has been revoked or suspended and you require legal advice, please feel free to contact us for assistance.
