General information, not a personal recommendation
These pages explain published sponsor duties. They do not audit an organisation, approve a role or replace the current sponsor guidance.
Plain-English answer
What this means operationally
A CoS should reflect a genuine eligible role, the correct route, occupation code, salary, hours and work details.
Build the control
Core actions
- Confirm the role is eligible
- Use the correct CoS category
- Verify occupation code, salary and hours
- Check worker and start-date information
Compliance pressure points
Common risks
- Generic job description
- Wrong occupation code
- Salary calculation does not match the rules
- CoS assigned before internal approval
Detect
Managers and systems identify a worker or business event.
Verify
The sponsor team checks the facts and current guidance.
Record
Evidence and decisions are retained consistently.
Report
Required SMS action is taken within the applicable timeframe.
Primary source
Read the current sponsor guidance
Personal circumstances?
Verify a regulated professional →Know when a guide is no longer enough
Eligibility assessments, evidence reviews, application preparation and representation should be handled by a suitably regulated professional.