Once a Certificate of Sponsorship has been assigned, the sponsored worker must make their visa application within three months of the CoS issue date. The application requires the worker to provide identity documents, evidence of English language ability, financial maintenance evidence in some cases, and a tuberculosis certificate where required. Errors or omissions in the application, incorrect fee payments, or missing documents are common reasons for delay or refusal, all of which can disrupt the employer's recruitment plans.
Employers who sponsor workers regularly benefit from having a clear and consistent process for managing visa applications across their workforce. This includes understanding the documentation requirements for each route, keeping track of visa expiry dates and renewal timelines, and ensuring that workers are not inadvertently working without valid leave. The full eVisa transition, which moved away from physical Biometric Residence Permits for most workers, has also changed how employers verify and record right-to-work status after a visa is granted.
NARA Solicitors advises and assists employers in managing visa applications for their sponsored employees. We work with both the employer and the worker to ensure the application is complete and accurate, advise on any complications in the worker's immigration history that may need to be addressed, and keep the employer informed throughout the process. For businesses with multiple sponsored workers, we can also advise on building an internal process that keeps visa timelines under control.