Company Restructuring

When your business undergoes restructuring, reorganisation or redundancy, the immigration implications can be complex and time sensitive. Sponsor licence holders face unique challenges, especially when ownership changes, TUPE transfers occur, or roles are redefined.

What you need to know

• A change in direct ownership, merger, partial merger, takeover or any shift in controlling shares of the entity holding your sponsor licence must be reported correctly. If not, you risk losing your licence and may need a new one. Sponsored workers’ visas do not transfer automatically to a new entity, even under TUPE, so proactive compliance is critical.
• The existing sponsor licence holder must report any change to ownership structure or shareholding through the Sponsor Management System (SMS) within 20 working days.
• If the new employer doesn’t hold a sponsor licence, they must apply for one before sponsored staff can transfer to the new licence.
• You must report any corporate structural changes, including indirect changes in ownership, to the Home Office within 20 working days.
• What happens to existing sponsored workers depends on exactly how they will transfer over to the new entity holding the Sponsor Licence.
• Failure to report or apply for a new licence can lead to visa curtailment and loss of right to work.
• Changes to a sponsored worker’s job role, location or salary must be reported to the Home Office within 10 working days. Significant changes may require a new visa application before they can start working for the new company.
• Redundancies involving sponsored workers must be reported and may trigger a 60-day period for affected employees to find a new sponsor or leave the UK, calculated from the date of the curtailment letter.

How can we support you?

We offer strategic, hands-on support to help you navigate these changes:

• Sponsor licence management: We can act as your Level 1 user and manage all reporting duties on your behalf. Our experienced team helps you meet every obligation and deadline you can’t afford to miss. Mistakes can lead to the loss of your sponsor licence and sponsored staff being limited to a 60‑day period to remain in the UK.
• TUPE and restructure advice: We’ll assess the impact on your sponsor licence and guide you through every necessary step from both an employment and immigration law perspective.
• Documentation and compliance: From CoS assignments to Home Office communications, we ensure everything is accurate and timely.
• Audit readiness: We offer mock audits service pre and post-licence (once it is granted), as the Home Office can visit at any point during its validity. Our audit assesses whether your HR systems and processes meet your sponsor duties, ensuring you are fully prepared for a Home Office visit and minimising the risk of costly compliance errors.
• Training: We train your staff and provide tailored advice to help you maintain robust HR and right‑to‑work records, reducing compliance risks and protecting your reputation.

We combine immigration expertise with commercial insight, ensuring your business remains compliant while minimising disruption to operations.