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Vishang Shah
Vishang Shah
Co-Founder of Westend Consultants
Vishang is Co-Founder of Westend Consultants and has been helping clients with UK immigration matters since the firm was established in 2008. With nearly 18 years of experience, he has built his practice around giving clear, honest and practical advice to both businesses and private clients.
A Certificate of Sponsorship has a fixed three month window in which it must be used. Miss it, and the employer is back to square one, paying for a new certificate and restarting the process while the candidate’s start date slips further away.
For UK employers sponsoring overseas talent, the CoS is not paperwork to rush through at the end of recruitment. It is the record the Home Office relies on to decide whether a role and a worker genuinely meet the requirements of the route they are applying under, and it carries a cost, a set of strict timing rules, and ongoing reporting duties once it is assigned.
This guide explains what a Certificate of Sponsorship is, the difference between a Defined and an Undefined CoS, current 2026 costs including the Immigration Skills Charge, and the compliance obligations that follow once a certificate has been issued.
Key Takeaways
- A CoS Is a Digital Record, Not a Certificate: There is no physical document. A CoS is an electronic entry in the sponsor’s Sponsorship Management System (SMS) account, generating a unique reference number the worker uses in their visa application.
- Two Types Serve Different Situations: A Defined CoS is for Skilled Workers applying from outside the UK. An Undefined CoS covers Skilled Workers applying to stay from within the UK, plus workers on all other sponsored routes.
- CoS Fees Depend on the Route: Worker route CoS (Skilled Worker, Senior or Specialist Worker) currently cost £525 each. Temporary Worker route CoS (Scale-up, Graduate Trainee, UK Expansion Worker, and similar) cost £55.
- The Immigration Skills Charge Is Separate From the CoS Fee: Employers sponsoring a Skilled Worker or Senior or Specialist Worker usually pay the ISC on top of the CoS fee, and the amount depends on organisation size and sponsorship length.
- Employers Cannot Recover CoS or ISC Costs From the Worker: Both fees must be paid by the sponsor and cannot be passed on, directly or indirectly, to the sponsored employee.
- Timing Is Strict: A CoS must be used in a visa application within three months of being assigned, and the worker cannot apply more than three months before the start date recorded on the certificate.
- A CoS Does Not Guarantee a Visa: Assigning a certificate confirms the sponsor’s side of the arrangement. The worker must still meet every other immigration requirement before permission is granted.
- Errors Are Treated as a Compliance Issue: An incorrect occupation code, salary figure, or job description on a CoS can lead to a refused application and can prompt wider scrutiny of the sponsor’s licence.
What Is a Certificate of Sponsorship?
A Certificate of Sponsorship (CoS) is confirmation from a licensed sponsor that a genuine job offer exists, that the role meets the requirements of the relevant immigration route, and that the sponsor is willing to take on the duties that come with sponsoring that worker.
It is assigned through the sponsor’s SMS account, not printed or posted, and it contains the worker’s personal details, the job title and description, salary, working hours, and start and end dates. Once assigned, the CoS generates a reference number, which the worker enters into their own visa application.
Only a Level 1 or Level 2 SMS user at a licensed sponsor can assign a CoS. Before doing so, the employer must hold a valid sponsor licence covering the correct route, whether that is the Worker route or a Temporary Worker route.
Defined vs Undefined CoS: What Is the Difference?
Employers sponsoring under the Skilled Worker visa need to know which type of CoS applies to their situation, since assigning the wrong one is treated as a serious compliance error.
| CoS Type | Who It Is For | How It Is Obtained |
| Defined CoS | Skilled Worker applicants applying for entry clearance from outside the UK | Requested individually through the SMS each time it is needed; not part of an annual allocation |
| Undefined CoS | Skilled Workers applying to stay from within the UK, and workers on all other Worker and Temporary Worker routes | Drawn from the sponsor’s annual CoS allocation, set when the licence is granted or renewed |
A Defined CoS cannot be substituted for an Undefined one, or the reverse. Assigning the wrong type for the situation is a compliance failure the Home Office takes seriously, and it can put the sponsor’s licence rating at risk.
If you are unsure which type your next hire needs, our advisers can talk through the specific route and situation with you before you assign anything through the SMS. Book a Consultation.
How Much Does a Certificate of Sponsorship Cost in 2026?
Every CoS carries a fee, payable each time one is assigned, regardless of whether it is Defined or Undefined.
| Cost Item | Worker Route (e.g. Skilled Worker) | Temporary Worker Route (e.g. Scale-up, UK Expansion Worker) |
| CoS assignment fee | £525 | £55 |
| Who pays | Sponsor only, non-recoverable from the worker | Sponsor only, non-recoverable from the worker |
These figures reflect the published Home Office fee table at the time of writing. Fees are reviewed periodically, so always confirm the current amount on gov.uk before budgeting for a hire, particularly given the significant CoS fee increase that took effect from April 2025.
Since 31 December 2024, sponsors of Skilled Workers, and since April 2025, sponsors on several other routes, have been barred from recovering the CoS fee from the worker by any means. Doing so is treated as grounds for sponsor licence revocation.
What Is the Immigration Skills Charge (ISC)?
If you are sponsoring a Skilled Worker or a Senior or Specialist Worker, you will usually also pay the Immigration Skills Charge each time you assign a CoS. This is separate from, and in addition to, the CoS fee itself.
| Sponsor Size | First 12 Months | Each Further 6 Months |
| Small or charitable sponsor | £480 | £240 |
| Medium or large sponsor | £1,320 | £660 |
The ISC does not apply to dependants, and several exemptions exist, including workers switching from a Student visa, certain research occupations, and workers you have previously sponsored where the new permission will not exceed their existing period. Like the CoS fee, the ISC cannot legally be recovered from the sponsored worker.
Getting the sponsor size classification wrong, small versus medium or large, is a common and costly mistake, since it determines both the ISC rate and the sponsor licence fee. If you are unsure how your organisation is classified for immigration purposes, it is worth checking before your next CoS assignment rather than after. Talk to Immigration Specialist about your specific circumstances.
How Do You Get and Assign a Certificate of Sponsorship?
The process differs slightly depending on whether you need a Defined or an Undefined CoS, but both run through the sponsor’s Sponsor Management System (SMS) account.
- Confirm the sponsor licence covers the right route. You cannot assign a CoS on a route your licence does not cover.
- Check the role and salary meet the route’s requirements. This includes the correct SOC occupation code and the applicable salary threshold.
- Request or assign the CoS through the SMS. A Defined CoS is requested and reviewed by UKVI, typically within one working day. An Undefined CoS can usually be assigned directly, provided allocation remains.
- Pay the CoS fee, and the ISC if applicable. The certificate is not valid until the correct fee has been paid in full.
- Give the worker the CoS reference number. They use this to complete their own visa application.
- Track the three month usage window. The worker must apply before the CoS expires.
What Information Must Be on a CoS?
A valid CoS must include several specific details, and errors here are one of the most common reasons applications stall or get refused.
- Worker’s personal details, including name, nationality, date of birth, and passport information
- Job title, job description, and the correct four digit SOC 2020 occupation code
- Gross salary, broken down by allowance where relevant, and the PAYE reference where applicable
- Start date, end date, and usual work address or addresses
- Whether a recruitment agent was used, and details of that agent
- Whether the sponsor is certifying the worker meets the financial requirement
It is essential that the role described on the CoS accurately reflects what the worker will actually be doing. If the role changes materially after permission is granted, the sponsor must report this within the required reporting window.
Certificate of Sponsorship Validity and Timing Rules
Timing catches out more sponsors than almost any other part of the CoS process, so it is worth building it into your recruitment schedule from the outset.
A CoS must be used in a valid application within three months of the date it was assigned, or it expires and a new one must be requested and paid for. At the same time, the worker cannot apply for entry clearance or permission more than three months before the start date recorded on the certificate. This creates a narrow window that recruitment and onboarding timelines need to work around.
Once granted permission, a worker should normally start in their sponsored role within 28 days of the latest of several trigger dates, including the CoS start date and the date their visa becomes valid. If a start is delayed beyond this, the sponsor must report the new date and the reason, or stop sponsoring the worker.
Employer Compliance Duties After Assigning a CoS
Assigning a CoS is not the end of the sponsor’s responsibilities. Several ongoing duties follow, and falling behind on them is a common trigger for a sponsor licence compliance visit.
- Report significant changes to the worker’s role, salary, or work location, normally within 10 working days
- Report if a sponsored worker does not start work, is absent without permission, or leaves their role early
- Keep accurate records of recruitment, right to work checks, and payroll for each sponsored worker
- Tell the Home Office within 20 working days if your organisation’s size, structure, or ownership changes
- Continue to pay the sponsored worker at or above the relevant salary threshold and in line with National Minimum Wage requirements
Falling short on any of these duties, even unintentionally, can lead to a licence being downgraded, suspended, or revoked, which affects every worker the organisation currently sponsors, not just the one connected to the error.
Common CoS Mistakes That Put Sponsor Licences at Risk
Most CoS problems are preventable, but they tend to repeat across sponsors who are new to the system.
- Selecting the wrong occupation code, so the role does not appear to meet the skill level or salary requirement it actually does
- Assigning a Defined CoS where an Undefined one was needed, or the reverse
- Letting a CoS expire unused, forcing a new fee and a new application
- Recording a salary or job description that does not match reality, which the Home Office treats as a potential compliance breach rather than a simple clerical slip
- Attempting to recoup the CoS fee or ISC from the worker, which is now a clear ground for licence revocation on several routes
Why West End Consultants for Certificate of Sponsorship Support
Getting a Certificate of Sponsorship right the first time matters more than most employers realise until something goes wrong with it. West End Consultants’ IAA-regulated advisers work with employers on the practical side of sponsorship, from checking a role and salary against current requirements before a CoS is assigned, to helping resolve an error once one has already been picked up.
With 15+ years of experience across personal and business immigration, direct Home Office correspondence handled on your behalf, and remote consultations available wherever your business or your candidate is based, our team can help you build a CoS process that holds up under scrutiny. If your sponsor licence is already under review or you are facing a compliance visit, we can also advise on that separately.
Getting Your Next Certificate of Sponsorship Right
A Certificate of Sponsorship looks like a small administrative step in a much longer recruitment process, but the fees, the timing rules, and the reporting duties attached to it carry real weight. Getting the type, the details, and the timing right the first time avoids delays, extra costs, and the kind of errors that draw wider Home Office attention to a sponsor’s licence.
If you are preparing to sponsor your first overseas hire, or reviewing how your organisation currently handles CoS assignments, West End Consultants’ advisers can talk you through what applies to your specific route and workforce. Book a Consultation with our team.
Frequently Asked Questions
1. Is a Certificate of Sponsorship the same as a work visa?
No. A CoS is not a visa or a work permit. It is the reference number and supporting record the worker needs to submit their own visa application, and the Home Office still assesses that application against all of the usual immigration requirements.
2. Can a Certificate of Sponsorship be reused if a visa application is refused?
Generally no. Once a CoS has been used in a decided application, it shows as used in the SMS and cannot support a second application. A new CoS, and a new fee, is normally required if the sponsor wants to try again.
3. Who pays for the Certificate of Sponsorship, the employer or the worker?
The sponsor pays the CoS fee and, where applicable, the Immigration Skills Charge. Recovering either cost from the worker is prohibited on most routes and can put the sponsor’s licence at risk.
4. How long does it take to get a Certificate of Sponsorship?
An Undefined CoS can usually be assigned directly through the SMS, provided the sponsor has allocation available. A Defined CoS is typically approved within one working day, though the Home Office may take longer if it requests further information.
5. What happens if the details on a CoS are wrong?
Minor errors, such as a mistyped name, can sometimes be corrected with a sponsor note. More significant errors, such as an incorrect occupation code or nationality, usually require withdrawing the CoS and assigning a new one.
6. Do I need a solicitor to assign a Certificate of Sponsorship, or can a regulated adviser handle it?
You do not need a solicitor specifically. IAA-regulated immigration advisers, like the team at West End Consultants, can advise on and support the CoS process as part of wider sponsor licence and compliance work.
