Self Sponsorship Visa UK Guide

Self sponsorship is not a standalone UK visa. It is a lawful strategy that uses the Skilled Worker route where a UK company that you own or control becomes the licensed sponsor and then employs you in a genuine, suitably skilled and salaried role.

What this article is about: a comprehensive, step-by-step guide to Skilled Worker self-sponsorship and its alternative (Innovator Founder), covering business setup, sponsor licence, the visa application, compliance duties, costs and timelines, common pitfalls, FAQs, glossary and authoritative resources.

Section A: What is Self Sponsorship?

“Self sponsorship” describes using the Skilled Worker route so that your own UK company sponsors you for a qualifying job. Legally, the company is the sponsor and you are the sponsored worker. There is no separate “Self Sponsorship Visa”. Success depends on the company obtaining a Skilled Worker sponsor licence, the role meeting skill and salary rules, and the arrangement passing the genuine vacancy test.

1. What self sponsorship is (and is not)

It is a combined corporate-and-immigration pathway using the Skilled Worker rules. It is not a shortcut or a separate visa category. The sponsor (your company) must exist in substance, not just on paper, and the job you will do must be real, needed by the business, and compliant with the Immigration Rules.

2. Core legal tests that drive outcomes

• Genuine vacancy: the job must exist and not be created mainly to obtain a visa.
• Skill level: from 22 July 2025, Skilled Worker sponsorship is normally limited to roles at RQF level 6. RQF 3–5 roles are only possible if the occupation is on the Immigration Salary List or Temporary Shortage List, or if transitional protections apply.
• Salary threshold: meet or exceed the applicable threshold for the SOC code (general threshold £41,700 unless a specific or reduced threshold applies) or the going rate, whichever is higher.
• Compliance capacity: the company must maintain HR systems, reporting, and record-keeping to sponsor workers lawfully.

3. Typical misconceptions to avoid

• “I can sponsor myself” → The company sponsors you. Keep roles and decision-making documented and arm’s-length enough to satisfy UKVI scrutiny.
• “Any skilled job will do” → Post-July 2025, most mid-skill (RQF 3–5) roles are out unless specifically listed or covered by transitional rules.
• “A business plan is optional” → While not a formal licence requirement, coherent financial and operational evidence is often decisive in proving a genuine role and viability.

Section Summary: Self sponsorship is a Skilled Worker strategy, not a visa type. Success turns on your company being a credible, compliant sponsor, the role meeting tightened skill and salary rules, and your ability to evidence a genuine operational need for your position.

Section B: Setting Up a UK Business

The first step in a self sponsorship strategy is to establish or acquire a UK business that can legitimately employ and sponsor you. The business must be structured and operated in a way that satisfies both UK company law and UKVI sponsor licence requirements. Without a functioning business, a sponsor licence application will not succeed.

1. Choosing the right business structure

Although sole traders can theoretically apply for a sponsor licence, in practice it is far more difficult to satisfy compliance requirements. The most common structure for self sponsorship is a private limited company (Ltd), which offers limited liability protection and is recognised as a separate legal entity. Partnerships can also qualify if set up correctly, but they must demonstrate the same systems and compliance readiness as a company.

• Private Limited Company (Ltd): Preferred model; requires at least one director and one shareholder.
• Sole Trader: Uncommon for sponsorship due to lack of HR infrastructure and risk of rejection.
• Partnership: Possible but requires clear division of responsibility and evidence of genuine trading activity.

2. Registering with Companies House

All companies must be registered with Companies House. Registration can usually be completed online within a few working days. Required information includes:

• Unique company name compliant with UK rules
• Registered office address in the UK
• At least one director (does not have to be UK resident)
• Details of shareholders and their holdings
• A Standard Industrial Classification (SIC) code that accurately reflects your business activity

3. Governance documents

You will need to file a Memorandum and Articles of Association. These documents define how the company will operate, how decisions are made, and the rights of shareholders and directors. Standard templates are available, but tailoring them to your business model is advisable. Poorly drafted documents may cause issues at sponsor licence stage if they do not reflect operational reality.

4. Opening a UK business bank account

A UK business bank account is essential. It demonstrates genuine operations and financial independence, and will be scrutinised by the Home Office. Expect to provide proof of incorporation, ID for directors, and evidence of a trading presence. Lack of a bank account is a common reason for licence refusal.

5. Meeting tax registration requirements

Within three months of starting business activity, you must register for Corporation Tax with HMRC. If turnover will exceed the VAT threshold (currently £90,000 annually), VAT registration is also required. In addition, if the company will employ staff (including sponsoring you as its employee), it must register for PAYE (Pay As You Earn) to manage tax and National Insurance contributions.

6. Compliance with UK employment and regulatory law

Your company must comply with wider UK regulations. This includes employer’s liability insurance, health and safety obligations, and data protection duties. At sponsor licence stage, UKVI will cross-check company records with HMRC and Companies House to verify legitimacy and ongoing compliance.

7. Business plan and viability

Although not mandatory, a detailed business plan helps to prove that the company is genuine and capable of sustaining employment. A good business plan should cover objectives, market research, financial forecasts, and staffing needs. UKVI does not demand evidence of economic benefit at sponsor licence stage, but in practice caseworkers often want to see documents that show the role exists for real business purposes.

Section Summary: A legitimate UK business must exist before you can apply for a sponsor licence. This involves incorporation, governance, banking, tax registrations, and regulatory compliance. While UKVI does not require a formal business plan, producing one strengthens your case and helps evidence a genuine need for the role you wish to sponsor.

Section C: Applying for a Sponsor Licence

Once your UK company has been incorporated and is operational, the next stage of the self sponsorship process is to apply for a Skilled Worker sponsor licence. The licence allows your company to sponsor overseas workers, including you, under the Skilled Worker route. This step is central: without a sponsor licence, a Certificate of Sponsorship (CoS) cannot be issued and a visa application cannot proceed.

1. Eligibility to apply for a sponsor licence

Your business must be genuine, lawfully established in the UK, and capable of meeting its sponsor duties. This means having HR systems in place to monitor sponsored workers, record-keeping practices, and financial stability. UKVI will check your company against Companies House and HMRC records. It will also scrutinise the nominated Key Personnel roles:

• Authorising Officer (AO): Senior person responsible for overall compliance.
• Key Contact (KC): Main point of communication with UKVI.
• Level 1 user: Manages the Sponsorship Management System (SMS). For applications made on or after 31 December 2024, at least one Level 1 user must be a settled worker who is an employee, director or partner of the company.

2. Application process

The application is made online via the UKVI portal. After submission, you must email a signed submission sheet and upload supporting documents within 5 working days. UKVI may visit your premises before making a decision, especially for newly formed companies or where there is limited evidence of trading activity.

3. Supporting documents

Appendix A of the Sponsor Guidance sets out the documents required. Common examples include:

• Recent business bank statements or letter from your bank confirming operations
• Employer’s liability insurance certificate
• HMRC registration documents (PAYE, Corporation Tax)
• Proof of business premises, such as lease or ownership documents
• Audited or unaudited accounts, depending on the age of the business

At least four pieces of evidence are typically required. Failure to provide sufficient documents will result in refusal, and the application fee is non-refundable.

4. Sponsor licence fees

The cost depends on the size and status of your business:

Small sponsors must meet at least two of these: turnover under £15m, assets under £7.5m, or fewer than 50 employees. Charities must be registered or provide HMRC evidence of charitable status.

5. Immigration Skills Charge (ISC)

When assigning a CoS, your company must usually pay the ISC. Rates depend on company size and sponsorship length:

• Small/charitable sponsors: £364 for the first 12 months, £182 for each additional 6 months
• Medium/large sponsors: £1,000 for the first 12 months, £500 for each additional 6 months

6. Processing times

Decisions usually take up to 8 weeks. A pre-licence priority service is available for an additional £500, aiming for a decision within 10 working days, subject to limited daily slots. If UKVI decides to conduct a compliance visit, the process will take longer.

Section Summary: A sponsor licence application requires your company to prove legitimacy, financial stability and the ability to comply with sponsor duties. Careful preparation of documents and systems is essential, as UKVI may inspect the business before granting approval. Once granted, the licence provides the authority to issue Certificates of Sponsorship under the Skilled Worker route.

Section D: Skilled Worker Visa Application for Self Sponsorship

Once your company has been granted a sponsor licence and can assign a Certificate of Sponsorship (CoS), the next stage is to apply for a Skilled Worker visa. This application is made by you as the individual worker being sponsored by your own company. The process requires careful preparation, as UKVI will closely examine whether the role is genuine, skilled and properly remunerated.

1. What the Skilled Worker visa allows

A Skilled Worker visa permits you to live and work in the UK in the role sponsored by your company. It is usually granted for up to five years and can be extended. After five years of continuous residence under this route, you may be eligible to apply for Indefinite Leave to Remain (ILR), provided you meet the settlement requirements.

• You must still be required for the role at the date of ILR application.
• You must meet the applicable salary threshold for ILR.
• You must pass the Knowledge of Life in the UK test and meet English language requirements at the settlement stage.

2. Key visa requirements

To qualify for a Skilled Worker visa through self sponsorship, you must:

• Have a confirmed job offer from your licensed company.
• Hold a valid CoS for the specific job role.
• Be employed in an occupation listed as eligible under Appendix Skilled Occupations.
• Meet the skill and salary thresholds (usually RQF level 6, with salary of at least £41,700 or the going rate).
• Prove English language ability at CEFR level B1 or higher.
• Show financial maintenance of £1,270 unless certified on your CoS (not required if you have already been lawfully in the UK for 12 months).

3. July 2025 salary and skill changes

From 22 July 2025, sponsorship is limited to RQF level 6 occupations, unless the job is on the Immigration Salary List or Temporary Shortage List. For these exceptions, sponsorship is still permitted at RQF levels 3–5. Transitional rules protect those already in the Skilled Worker route before this date, provided they have maintained continuous permission.

4. Fees and costs

Application fees vary depending on length of sponsorship and whether the role is on a shortage list. As of July 2025, the main fee bands are:

Additional charges include:

• Immigration Health Surcharge (IHS): £1,035 per year, per applicant.
• CoS assignment fee: £525, payable by the sponsor (the company).
• Immigration Skills Charge: payable by the sponsor, based on company size and length of sponsorship.

5. Dependants

Your spouse/partner and children may apply to join or accompany you, provided your role qualifies for dependant sponsorship. However, from 22 July 2025, dependants are not permitted for new Skilled Worker applicants in most RQF 3–5 occupations unless transitional protections apply. Where dependants are allowed, you must show funds of £285 for a partner, £315 for the first child, and £200 for each additional child (unless maintenance is certified on the CoS).

6. Processing times

Applications made outside the UK are usually decided within three weeks; those inside the UK within eight weeks. Priority services are available in some locations: £500 for a five-working-day decision or £1,000 for a next-working-day decision. These do not guarantee approval but may expedite processing where available.

7. Risks and genuine vacancy checks

UKVI will examine whether your job exists for legitimate business needs. Evidence such as payslips, PAYE records, contracts, and trading documents may be requested. Caseworkers are alert to businesses created purely to facilitate immigration. If they suspect the role is contrived, they may conduct a compliance visit or refuse the visa.

Section Summary: The Skilled Worker visa application formalises your self sponsorship arrangement. To succeed, you must meet the strict skill and salary thresholds, submit all supporting evidence, and show that the role is genuine. Costs are significant, and dependants face new restrictions in non-graduate roles. Preparation is vital to avoid refusal.

Section E: Ongoing Sponsorship Duties

Once your company has obtained a sponsor licence and you hold a Skilled Worker visa, the obligations do not end there. Both the sponsoring business and the visa holder are subject to ongoing duties under UK immigration law. Failure to comply can lead to the revocation of the sponsor licence, curtailment of visas and enforcement action. This section explains the key compliance responsibilities that apply after approval.

1. Duties of the sponsor licence holder

As a licensed sponsor, your company has to demonstrate ongoing compliance with the sponsorship regime. This includes the following duties:

• Monitoring: Track visa expiry dates, ensure employees work in their sponsored roles at the correct salary and skill level, and monitor attendance and absences.
• Record keeping: Maintain copies of passports, visas, BRPs, contracts, payslips, qualifications and evidence of recruitment processes. Records must be accurate and up to date.
• Reporting changes: Notify UKVI within 10 working days of significant events, such as:
  • Employee leaving the company
  • Changes in job title, duties or salary
  • Change of company address or ownership
  • Failure of an employee to attend work without explanation
• Use of SMS: All changes must be reported through the Sponsorship Management System (SMS) by a Level 1 or Level 2 user.

2. Home Office compliance audits

The Home Office may conduct announced or unannounced compliance visits at any time. During these inspections, caseworkers will review HR systems, employee records, payroll data and whether the business is genuinely operating. If compliance is inadequate, the licence may be suspended, downgraded or revoked, placing all sponsored visas at risk.

3. Responsibilities of the Skilled Worker visa holder

As a visa holder, you must also comply with conditions:

• Work only in the sponsored role: The job must match your CoS. Any change usually requires a new CoS and sometimes a fresh visa application.
• Salary compliance: Your pay must remain at or above the required threshold. A drop below this level may trigger visa curtailment.
• Keep documents valid: Ensure your visa is extended before expiry, and that your passport remains valid.
• Report changes: You must update UKVI if you change address, contact details, marital status, or add dependants.

4. Risks of non-compliance

If your company fails to comply with sponsor duties, UKVI can downgrade, suspend or revoke the sponsor licence. For self sponsorship, this directly impacts your own visa status and can result in curtailment of leave. Even minor lapses, such as late reporting of changes, can attract scrutiny and jeopardise both the company and your immigration status.

Section Summary: Compliance does not end once the visa is granted. Both the company and the sponsored worker carry ongoing obligations. Accurate records, timely reporting, salary maintenance and cooperation with audits are critical. Failure to meet these standards risks the loss of the sponsor licence and the Skilled Worker visa itself.

Section F: Innovator Founder as an Alternative to Self Sponsorship

While self sponsorship through the Skilled Worker route offers control and flexibility, it is not the only option for entrepreneurs and business owners. The Innovator Founder visa is a dedicated route for those who want to set up and run an innovative business in the UK. Unlike the Skilled Worker pathway, this route does not involve sponsorship by a UK company. Instead, it operates through endorsement by an authorised body.

1. What the Innovator Founder visa allows

The Innovator Founder visa enables overseas entrepreneurs to live in the UK and build a business that has been recognised as innovative, viable and scalable. It initially lasts for three years and can be extended or used as a route to Indefinite Leave to Remain (ILR), provided the business meets the required growth and sustainability criteria. Dependants can also accompany the visa holder if they meet eligibility requirements.

2. Key eligibility requirements

To qualify, applicants must meet the conditions in Appendix Innovator Founder of the Immigration Rules. These include:

• Endorsement: An authorised endorsing body must confirm that your business proposal is innovative, viable and scalable.
• Innovation: The business must offer something new to the UK market or give a competitive advantage.
• Viability: The applicant must have the necessary skills, knowledge and market awareness to run the business successfully.
• Scalability: The proposal must show potential for growth, job creation and expansion into international markets.
• English language: You must demonstrate English at B2 CEFR level or higher.
• Financial requirement: You must have sufficient funds to support yourself without recourse to public funds.

3. Comparison with self sponsorship

The Innovator Founder visa and Skilled Worker self sponsorship share the aim of enabling business activity in the UK, but they differ significantly in structure:

• Sponsorship vs endorsement: Self sponsorship relies on your UK company obtaining a sponsor licence, whereas the Innovator Founder route requires endorsement from an external authorised body.
• Innovation vs employment: Innovator Founder is designed for genuinely new and innovative ideas. Skilled Worker self sponsorship is employment-based, focused on filling a skilled role within your company.
• Settlement timeframe: Innovator Founder allows ILR after three years if criteria are met. Skilled Worker self sponsorship normally requires five years.
• Investment requirement: There is no minimum set investment under Innovator Founder, unlike the former Innovator visa. However, credible funding must still be shown. Skilled Worker sponsorship depends more on the company’s financial capacity to employ and pay the sponsored role.

4. Choosing the right route

Whether self sponsorship or the Innovator Founder visa is better depends on your circumstances:

• If your focus is on execution and you have a company that can offer you a genuine, skilled job, self sponsorship under the Skilled Worker route may be more appropriate.
• If you have a novel business idea that is new to the UK market, requires external recognition and has strong growth potential, the Innovator Founder visa may be the better option.

Section Summary: The Innovator Founder visa is a distinct route that bypasses sponsorship but requires endorsement. It is aimed at entrepreneurs with truly innovative business ideas and offers a quicker path to settlement than the Skilled Worker route. Choosing between the two depends on whether your plans are innovation-led or centred on building and managing a business within the Skilled Worker sponsorship framework.

Section G: Summary

Self sponsorship is not a formal visa route, but a strategy that uses the Skilled Worker system to allow an overseas national to establish or acquire a UK company and be sponsored by that business in a genuine skilled role. The process involves several critical stages: creating a compliant UK business, securing a sponsor licence, issuing a Certificate of Sponsorship, and applying for a Skilled Worker visa. Each stage attracts costs and evidential requirements, and the Home Office applies strict scrutiny to ensure the role is not contrived purely for immigration purposes.

While this approach offers flexibility and independence, it also brings significant compliance obligations. The sponsoring business must maintain HR systems, record-keeping, and reporting practices in line with Home Office rules. Any failure in compliance can lead to suspension or revocation of the sponsor licence, directly impacting the visa holder’s status. Applicants must also meet salary and skill thresholds, with tighter restrictions applying from July 2025.

The Innovator Founder visa provides an alternative for entrepreneurs with innovative, viable and scalable business ideas. Unlike self sponsorship, it requires endorsement rather than sponsorship, and it offers a faster route to Indefinite Leave to Remain. The right option depends on whether your business plan is innovation-driven or based on fulfilling skilled employment needs.

Section Summary: Self sponsorship can be a powerful route for overseas nationals to live and work in the UK through their own business, but it demands careful planning, investment and ongoing compliance. Alternatives such as the Innovator Founder visa may be more suitable for entrepreneurs with innovative ideas and growth potential. Professional advice is highly recommended to navigate these complex options and avoid costly errors.

Section H: Need Assistance?

Self sponsorship is a complex strategy that combines company law, immigration rules and compliance duties. Each stage — from establishing a UK company and applying for a sponsor licence, through to preparing the Skilled Worker visa application and maintaining ongoing compliance — requires precision and detailed evidence. Errors can result in refusals, lost fees, or revocation of your sponsor licence.

If you are considering self sponsorship or exploring alternatives such as the Innovator Founder visa, it is highly advisable to seek professional advice. Immigration specialists can help you assess your eligibility, identify risks, and guide you through the evidential requirements. They can also advise on the most suitable immigration route for your circumstances, whether your focus is on establishing a business through Skilled Worker sponsorship or developing a novel idea under the Innovator Founder pathway.

Section Summary: Self sponsorship offers opportunities but comes with high evidential and compliance hurdles. Taking professional guidance can help you avoid mistakes and improve your chances of a successful application.

Section I: Self Sponsorship Visa FAQs

1. What is a Self Sponsorship Visa UK?

There is no visa formally called a “Self Sponsorship Visa”. The term is used to describe when a UK company that you own or control sponsors you under the Skilled Worker route. The company becomes the sponsor and you are the sponsored worker.

2. Who is eligible for self sponsorship?

You must own or establish a UK company capable of meeting sponsor licence requirements, obtain a Skilled Worker sponsor licence, and demonstrate that the job role is genuine, skilled and properly salaried. You must also meet English language and financial requirements.

3. How does the process work?

The process involves setting up or acquiring a UK business, applying for a sponsor licence, assigning a Certificate of Sponsorship to yourself, and then applying for a Skilled Worker visa. Once approved, you must maintain ongoing compliance as both visa holder and sponsor licence holder.

4. Can a sole trader sponsor a worker in the UK?

Yes, but only if the sole trader business is genuine and can meet the strict sponsor licence obligations. Private individuals cannot hold a licence unless they are operating a legitimate business that employs the worker. In practice, self sponsorship through a limited company is more common.

5. What is the genuine vacancy requirement?

The role you are sponsored to do must be real and necessary for the business. UKVI will refuse applications if they believe the job exists primarily to secure immigration status. Evidence such as business activity, client contracts, payslips and financial records may be requested.

6. What is a Certificate of Sponsorship (CoS)?

A CoS is a digital record issued by a licensed sponsor confirming that an individual has a genuine job offer in the UK. It is required for all Skilled Worker visa applications, including self sponsorship.

7. Can I bring family members with me?

Yes, your partner and dependent children can usually apply to join you. However, from July 2025, new dependants are not permitted for applicants in most RQF 3–5 roles unless transitional protections apply. You must also meet the financial requirement for dependants unless your sponsor certifies maintenance.

8. How long is the visa valid?

A Skilled Worker visa can be granted for up to five years and can be extended. After five years, you may be eligible for Indefinite Leave to Remain if you continue to meet the requirements.

9. Can I switch into self sponsorship from another visa?

Switching into the Skilled Worker route is possible in many cases if you meet the eligibility criteria. For example, holders of Student visas or Innovator Founder visas may be able to switch, but visitors and short-term categories cannot. Always check the Immigration Rules for switching restrictions.

10. What are common mistakes to avoid?

Frequent errors include submitting incomplete sponsor licence documents, choosing an ineligible SOC code, failing to meet salary thresholds, or not maintaining PAYE and HR systems. Misunderstanding the July 2025 changes to skill and salary rules is another common cause of refusal.

Section Summary: Self sponsorship FAQs highlight that while the route is viable, it carries strict requirements. Understanding the genuine vacancy test, sponsor obligations, and changes to dependants and salary thresholds is critical for success.

Section J: Glossary

Section K: Additional Resources

Gill Laing

Gill Laing is a qualified Legal Researcher & Analyst with niche specialisms in Law, Tax, Human Resources, Immigration & Employment Law. Gill is a Multiple Business Owner and the Managing Director of Prof Services - a Marketing & Content Agency for the Professional Services Sector.

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