Keep immigration compliance working as your business grows
Sponsorship responsibilities continue between applications. A new starter, promotion, absence or change in working arrangements can create questions for the people managing your workforce.
Your team needs to know what to record, when to seek advice and who is responsible for taking action.
Knightsbridge Immigration provides immigration-focused HR and compliance support for employers. We help you build practical arrangements around recruitment, sponsored employment and the changes that arise in the course of running a business.
Give your team clear responsibilities
Immigration administration may sit with an HR department, an operations manager or a business owner. Problems can arise when responsibility is assumed rather than understood.
We help you identify who obtains information, who maintains records and who assesses whether a change requires further action.
The arrangements should reflect your business’s structure and the people who will use them. A process that depends on information no one routinely collects is unlikely to work consistently.
Support recruitment and onboarding
Before someone starts work, the business needs to understand their right to work and any relevant restrictions.
We advise on the appropriate checking process, the evidence to retain and any follow-up requirements. Where sponsorship is involved, we also help you identify the information needed about the proposed employment.
This supports coordination between recruitment, HR and the people responsible for sponsorship, so important questions are addressed before the intended start date.
Our Business Sponsor Licence service is available where your organisation needs to obtain a licence.
Keep records useful and up to date
Records should allow the business to establish the worker’s position and demonstrate how it is meeting the relevant requirements.
Our support can address the organisation of immigration permission, employment information, contact details and the other records relevant to sponsorship.
We explain what needs to be maintained and help you identify weaknesses in the way information is collected or updated. Your team remains responsible for keeping the records accurate and telling us about relevant changes.
Assess changes before taking action
A proposed change to a sponsored worker’s duties, salary, work location or employment needs to be considered against the applicable requirements.
Some changes require a sponsor report. Others may also require a new immigration application or further preparation before they can take effect.
We help you understand the implications of the particular change and the steps that need attention. Where action through the Sponsorship Management System is included in our support, the responsibilities and authority to carry it out are agreed.
Choose support around your business’s needs
You may need advice on a specific issue, help improving an existing procedure or continuing support with sponsorship questions.
We agree the scope around the work your business requires. This includes the matters covered, how queries will be handled and any separately charged application or review work.
For a structured examination of existing records and procedures, our Immigration & HR Audits service provides a defined review. CoS Allocation support is available where your recruitment plans require additional certificates.
Our HR and compliance work focuses on immigration responsibilities. Wider employment-law matters should be addressed through the appropriate advice.
Understand the fees and responsibilities
Before paid work begins, we explain the proposed support and professional fees.
Your organisation retains its responsibilities as an employer and sponsor. Our role is to provide advice and agreed assistance, helping those responsible understand the action required and the information on which it depends.
Discuss the support your team needs
Our Free Case Review is an initial discussion of your workforce, sponsorship arrangements and current priorities. We identify the appropriate service and explain the scope and fees.
Tell us whether you hold a sponsor licence, who manages immigration matters and which questions you need help addressing.
Prefer to begin in writing? Send an enquiry by email.
