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
The occupation code should reflect the actual job duties. Salary compliance is not established by job title or annual figure alone.
Build the control
Core actions
- Compare real duties to occupation descriptions
- Confirm the code is eligible for the route
- Check general threshold and going-rate rules
- Use the correct weekly hours and salary components
Compliance pressure points
Common risks
- Choosing the best-paying code rather than the accurate one
- Counting non-guaranteed pay
- Ignoring reduced-rate conditions
- Job description copied from an unrelated role
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.