Hiring internationally is not what it used to be.
Since Brexit, EU candidates are treated the same as applicants from anywhere else in the world. For many small businesses, that has turned what used to feel straightforward into something that feels… bureaucratic.
In this episode of Buzzing About HR, I break down the sponsor licence process in plain English. What you actually need. What it costs. And where small businesses tend to trip up.
If your candidate is not British or Irish, does not have settled or pre-settled status, and does not already hold the right visa, you will likely need a sponsor licence. For small businesses and charities, that currently costs £536. For medium or large organisations, it is £1,579. Processing is typically 8 to 12 weeks, and delays are common.
But the fee is only part of the picture.
You need a named Authorising Officer. You need proper right to work checks and monitoring systems. The role must meet the skill level and salary thresholds. And visa costs can range from £769 to £1,519, plus the Immigration Health Surcharge at £1,035 per year.
There are strict rules around who pays what. Employers cannot pass sponsorship costs to employees, though repayment agreements for certain visa fees may be structured properly.
We also cover the April 2025 changes, including increased salary thresholds, care sector partnership requirements, and updates affecting creative industries.
This is not just about compliance. It is about onboarding well. Supporting relocation. Setting expectations clearly. And avoiding expensive mistakes.
If you are thinking about hiring international talent, this episode will help you understand what is realistic, what is required, and what to plan for.
Future episodes will cover visa routes that do not require sponsorship.
Until then, stay compliant, stay caffeinated, and keep buzzing.
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Until next time, keep buzzing and take care of your people!
