If you are extending a sponsored worker’s visa, you must assign a new CoS. A CoS cannot be reused, even for the same employee.
🆕 When Is a New CoS Required?
You must assign a new CoS if:
The worker’s current visa is expiring and you are extending their sponsorship.
The worker is applying to extend their Skilled Worker visa.
Even though the worker is already employed by you, a new CoS is still required for the extension application.
What Is the Difference Between a Visa Extension and a New Hire?
There are two common scenarios:
🆕 New Hire - Used when sponsoring someone new to your organisation.
All worker and job details must be entered from scratch.
The worker does not currently hold sponsorship with your company.
♻️ Extension (Renewal CoS) - Used when extending sponsorship for an existing employee.
You must assign a new CoS.
Some details may pre-fill from the previous CoS.
You must review and update all information before assigning.
⏰ When Should I Assign the Extension CoS?
You should:
Assign and send the new CoS 2–3 months before the worker’s current visa expires.
Ensure it is assigned before the visa expiry date.
Failing to assign a new CoS in time may impact the worker’s ability to continue working lawfully.
🖥️ How Do I Assign the New CoS?
Log in to Borderless.
Open the employee’s profile.
Click Sponsor.
Review and confirm all job and salary details.
Submit the sponsorship offer.
Once the candidate accepts the sponsorship offer and fills in their visa information details, our immigration team will submit the visa application and assign the CoS on your behalf.
❓ Frequently Asked Questions
What if I don’t have enough CoS allocation available?
You will need to request additional CoS allocation before assigning a new CoS. Please see this support article for guidance on how to submit a new CoS request through Borderless.
What if the worker’s visa has already expired?
If the visa has already expired, the situation may be more complex and urgent. You should contact support immediately for guidance.
What if the role has changed?
If the worker’s job role and responsibilities have changed, this will usually require a new SOC code.
If a new SOC code is required, you must assign a new CoS and the worker will need to submit a new visa application under the updated role.
You should not continue sponsorship under the existing CoS if the role has materially changed.
Does a salary change require a new CoS?
If there is a salary increase, this must be reported as a change of circumstance.
A salary increase does not require a new CoS or a new visa application unless the worker’s role (and therefore SOC code) is also changing.
If there is a salary decrease, this must also be reported as a change of circumstance.
Salary changes alone do not require a new CoS, but they must always be reported to remain compliant. Please see this support article for guidance on how to report a change of circumstance through the Borderless portal.