Hiring international talent into the UK: What UK employers need to know
Hiring international talent into the UK: What UK employers need to know
Welcome to our comprehensive Doing Business in the UK article series, designed specifically for international businesses and investors looking to establish or expand their operations in the United Kingdom. This series aims to provide you with essential insights and practical guidance on navigating the UK business landscape.
Throughout this series, we will cover the initial setup of your business, understanding business taxes, and the process of registering a UK business. We will also delve into workforce setup, payroll, employment costs and international hiring considerations for businesses employing people in the UK. Finally, we also explore accountancy processes, compliance and management reporting requirements, and discuss the complexities of importing goods and services into the UK.
Bringing overseas employees to the UK can be a great way to access skills your business needs — but it comes with rules you can’t ignore. Here’s what matters most:
1. Start with the basics
Before anything else, make sure your new hire has the legal right to work in the UK. If they’re not a British citizen or Irish citizens, they’ll need a visa. The type of visa depends on:
- How long they’ll work in the UK
- The role they’ll perform
These factors also affect tax obligations and other employer responsibilities – refer to our article Hiring International Talent into the UK: Tax and Reporting Essentials
2. Getting a Sponsor Licence
To hire someone from outside the UK who does not already hold their own right to work in the UK, you’ll need a sponsor licence.
Most employers use the Worker Licence, which covers roles like:
- Skilled Worker
- Senior or Specialist Worker (Global Business Mobility)
- Graduate Trainee (Global Business Mobility)
- Minister of Religion
- International Sportsperson
For non-UK entities considering expanding into the UK, the UK Expansion Worker may be an alternative route for you.
3. Your key responsibilities
Holding a sponsor licence means taking on legal duties. You must:
- Appoint key personnel to manage the licence
- Keep accurate records of right-to-work checks and attendance
- Report changes—such as if a worker leaves, their role changes or your business structure changes
- Follow UK employment law
Failing to comply can lead to your licence being suspended or revoked.
4. Certificates of Sponsorship (CoS)
Every sponsored worker needs a CoS—a unique electronic reference for their visa application. Timing matters:
- Apply within 3 months of assigning the CoS
- Not more than 3 months before the job start date
Fees apply, and for some roles, you’ll also pay the Immigration Skills Charge.
5. Why compliance matters
These rules aren’t just red tape — they protect your business and your employees. Good compliance means fewer headaches, smoother audits, and confidence that you’re doing things right.