Overview
Sponsorship ends when the worker stops working for the sponsor, or when the CoS period ends without renewal. The reporting obligations and the worker's right to remain in the UK depend on how sponsorship ends.
Cessation of employment
If a sponsored worker's employment ends before the CoS end date (for example through resignation, dismissal, redundancy, or mutual agreement), the sponsor must report cessation within 10 working days on the Sponsor Management System. This triggers the worker's 60-day cure period, during which they can seek a new sponsor or an alternative immigration route.
Non-renewal at CoS expiry
If a CoS reaches its end date and the sponsor does not issue a new one, either because the worker is leaving or because the sponsor does not wish to continue, sponsorship ends naturally. The worker's visa will expire at the date on the CoS, which is typically aligned with the visa end date.
The 60-day cure period
When sponsorship ends early through cessation, the worker has 60 days from the date the Home Office writes to them curtailing their leave, or until their original visa expiry, whichever is earlier. During this period, the worker can:
Find a new sponsor and submit a new Skilled Worker application
Switch to a different immigration route where eligible
Leave the UK
A worker on the 60-day cure period does not retain the right to work for the departing sponsor and cannot start with a different sponsor until a new CoS is assigned and a new visa granted, subject to Section 3C leave rules where the new application is submitted before the existing visa expires.
Visa end date versus CoS end date
A CoS end date and visa end date are not always identical. The visa is typically granted for a period equal to the CoS plus up to 14 days, so the visa often outlasts the CoS by up to two weeks. However, the right to work ends when sponsorship ends, not when the visa expires.
Notice periods and the end of sponsorship
A sponsored worker is entitled to the contractual notice period in their employment contract. During notice, the worker remains sponsored and their right to work continues. The 10-working-day reporting clock starts on the worker's final day, not on the date notice is given.
Redundancy and re-sponsorship
A sponsor can rehire a previously sponsored worker who has been made redundant, but this requires assigning a fresh CoS and the worker will need a new visa grant. The previous visa is not reinstated by offering the role back.