Hospitality sector sponsorship

A clear starting point

Check individual hospitality roles against the current sponsorship rules. This page sets out the questions to consider before choosing an application and paying any charges.

Hotels, restaurants and hospitality businesses exploring lawful recruitment of overseas workers. The correct approach depends on the exact permission, application location and immigration history involved. A similar-looking case may be subject to a different rule or transitional arrangement.

Who is this for?

Hotels, restaurants and hospitality businesses exploring lawful recruitment of overseas workers.

General eligibility and requirements

Sponsorship depends on the actual occupation and current eligibility rules, not the sector alone. Review duties, salary, hours and the business’s sponsorship systems.

Check the current official guidance for the intended submission date. If you have a previous refusal, an approaching expiry date or a change in circumstances, include that in your initial enquiry. These details may affect what is possible and how urgently you need advice.

Supporting documents

A useful evidence file addresses the specific requirements, with clear dates and consistent personal details. Depending on your circumstances, the following may be relevant:

• Trading records
• role description
• organisational structure
• pay and working hours
• recruitment rationale
• sponsor licence and HR records

This is a preparation list, not an exhaustive submission checklist. Check required formats, relevant evidence periods and translation requirements. Keep an exact copy of the final application and evidence. See our document preparation guide for a practical way to organise your records.

The application process

1. Describe the real duties of the proposed hospitality role and assess the current occupation rules. Do not assume a staffing shortage creates immigration eligibility.
2. Check the employer’s sponsor readiness, salary and working hours. Review the evidence supporting a genuine role within the business’s structure.
3. Where an eligible sponsorship route exists, coordinate licensing, certificate assignment and the worker’s application. Keep recruitment arrangements distinct from immigration permission.

For appeals, protection and employer compliance matters, the relevant procedure may be a review, tribunal process or ongoing duty rather than a visa application. The official source below identifies the appropriate starting point.

Government fees & processing times

Professional fees are separate from government charges. Ask for a written quote confirming scope, any VAT, exclusions and additional costs. Our fees information explains what to clarify. Paying for a faster service does not guarantee approval or a decision by a particular date.

Common issues to consider

Assuming any shortage makes a role eligible, relabelling duties to fit an occupation code and treating sponsorship as a recruitment service.

Where a record is missing or inconsistent, explain the issue honestly and establish which evidence can address it. Do not amend a document to make it appear to meet a requirement. For help preparing for a discussion, read our consultation preparation guide.

Frequently asked questions