Worker review 1
Use the worker name or an internal reference if you do not want to print personal names.
UK Sponsor Compliance Audit Pack Template
Sponsoring a worker is not one single record task. It usually means bringing together sponsor licence details, key-personnel information, sponsored-worker files, right-to-work evidence, CoS details, payroll alignment, reporting evidence, and supporting documents.
This is a free internal-review template for Worker sponsor licence holders. It helps you organise records before an internal review or possible Home Office compliance visit. It is not an official Home Office form, it is not exhaustive, and completing it does not prove or guarantee compliance. Check the current GOV.UK sponsor guidance that applies to your licence and sponsored routes.
Free to use Printable No login or email Sources checked 15 July 2026
Official sponsor guidance checked on 15 July 2026. Some sections below summarise current sponsor guidance directly. Other lines are internal-review prompts to help you organise evidence and follow-up work; they are not all mandatory in every case.
Section 1
Sponsor licence and organisation records
Use this section to check the sponsor-side records and access arrangements that support the licence itself.
| Review item | Checked | Notes or evidence location |
|---|---|---|
Current sponsor licence details | ||
Licensed routes | ||
Organisation name and address details | ||
Relevant organisation or ownership changes | ||
Current key personnel | ||
Authorising Officer | ||
Key Contact | ||
Level 1 and Level 2 Users, where applicable | ||
Internal responsibility for sponsor duties | ||
Access and handover arrangements | ||
Copies of records retained from the sponsor licence application |
Section 2
Sponsored-worker register
Repeat this worker-level review structure for the sponsored workers you want to sample. Print extra copies if you need more worker pages.
Internal-review aid: the field layout below is a practical review structure, not a claim that every sponsor keeps every worker file in exactly this format.
Worker review 2
Use the worker name or an internal reference if you do not want to print personal names.
Worker review 3
Use the worker name or an internal reference if you do not want to print personal names.
Section 3
Identity, immigration and right-to-work evidence
Check the evidence you hold and whether the date, method, and follow-up position are readable from the record.
The right evidence depends on the worker’s circumstances. Use this as a review prompt, not a substitute for the current right-to-work guidance.
| Review item | Checked | Notes or evidence location |
|---|---|---|
Identity evidence | ||
Right-to-work check evidence | ||
Date and method of check | ||
Online share-code result or other valid evidence, where applicable | ||
Evidence retained in a readable form | ||
Follow-up check requirement | ||
Current contact details | ||
Residential address | ||
Relevant eVisa or immigration-status evidence |
Section 4
Certificate of Sponsorship and role evidence
Use this section to compare the worker file against the role details that support the sponsorship record.
This checklist does not validate occupation-code or salary eligibility. It is an internal-review aid for record control.
| Review item | Checked | Notes or evidence location |
|---|---|---|
Assigned CoS record | ||
Job title and duties | ||
Occupation code | ||
Salary and working hours | ||
Work location | ||
Employment start date | ||
Contract or written employment terms | ||
Evidence supporting the role | ||
Qualifications, registration or experience where relevant | ||
Explanation of any material change from the original sponsored role |
Section 5
Recruitment records
Recruitment evidence can matter for some routes and circumstances. Use this section to gather what you hold and note any gaps.
Internal-review aid: exact recruitment records depend on the route and circumstances. This page is not saying every item below is required in every case.
| Review item | Checked | Notes or evidence location |
|---|---|---|
Recruitment method | ||
Job description | ||
Advertisement or sourcing evidence where relevant | ||
Applications or shortlist evidence where relevant | ||
Interview or selection records where retained | ||
Reason for selecting the sponsored worker | ||
Evidence that the vacancy and role are genuine |
Section 6
Attendance, contact and work-location monitoring
This section focuses on how the sponsor can show current work location, contact-detail management, and absence or escalation monitoring.
Internal-review aid: the checklist does not set a universal absence-reporting threshold or route-specific rule.
| Review item | Checked | Notes or evidence location |
|---|---|---|
Current work location | ||
Attendance or absence monitoring method | ||
Unauthorised absence escalation | ||
Worker contact-detail update process | ||
Hybrid, remote or client-site working records where relevant | ||
Responsibility for identifying reportable changes |
Section 7
Salary and payroll alignment
Use this section to check that payroll records, pay evidence, and sponsored-employment records can be reconciled.
Internal-review aid: this template does not calculate salary eligibility or confirm that the sponsored role remains eligible.
| Review item | Checked | Notes or evidence location |
|---|---|---|
Salary shown on the CoS | ||
Current salary | ||
Contracted hours | ||
Payroll records | ||
Payslips | ||
Payment method | ||
Allowances or deductions | ||
Changes to salary or hours | ||
Evidence supporting any change | ||
Internal check that payroll records align with sponsored employment records |
Section 8
Changes and reporting evidence
Use this section to review whether changes were identified internally, whether reporting was considered, and whether SMS evidence is easy to retrieve.
This template does not submit reports and it does not claim that every issue below is reportable in every case. Use current sponsor guidance and SMS guidance for reporting decisions.
| Review item | Checked | Date identified, reporting decision, SMS evidence, notes, and responsible person |
|---|---|---|
Worker failed to start, where applicable Use the notes field for the date identified, reporting decision, SMS reference or screenshot location, internal notes, and responsible person. | ||
Employment ended Use the notes field for the date identified, reporting decision, SMS reference or screenshot location, internal notes, and responsible person. | ||
Change in job duties Use the notes field for the date identified, reporting decision, SMS reference or screenshot location, internal notes, and responsible person. | ||
Change in salary Use the notes field for the date identified, reporting decision, SMS reference or screenshot location, internal notes, and responsible person. | ||
Change in working hours Use the notes field for the date identified, reporting decision, SMS reference or screenshot location, internal notes, and responsible person. | ||
Change in work location Use the notes field for the date identified, reporting decision, SMS reference or screenshot location, internal notes, and responsible person. | ||
Unauthorised absence Use the notes field for the date identified, reporting decision, SMS reference or screenshot location, internal notes, and responsible person. | ||
Change in immigration status known to the sponsor Use the notes field for the date identified, reporting decision, SMS reference or screenshot location, internal notes, and responsible person. | ||
Organisation changes Use the notes field for the date identified, reporting decision, SMS reference or screenshot location, internal notes, and responsible person. |
Section 9
Policies, processes and staff awareness
This section is for internal process control around sponsor duties, escalation, and periodic review.
Internal-review aid: this is not a claim that one universal policy set is mandatory for every sponsor.
| Review item | Checked | Notes or evidence location |
|---|---|---|
Written sponsor-compliance responsibilities | ||
Right-to-work process | ||
Sponsored-worker onboarding process | ||
Change-reporting process | ||
Absence escalation process | ||
Document-retention process | ||
Key-personnel training | ||
Manager awareness | ||
Periodic internal reviews | ||
Evidence of corrective actions |
Section 10
Review findings and action plan
Use the action table to record gaps, assign ownership, and note whether evidence has been added later.
| Finding | Worker or area affected | Risk or consequence | Required action | Owner | Target date | Completion date | Evidence added | Status |
|---|---|---|---|---|---|---|---|---|
Final review summary
Record-retention note from current Appendix D guidance
- Current Appendix D guidance says sponsorship records can be kept on paper or electronically.
- It does not prescribe one storage system, but records must be available to the Home Office on request.
- Sponsored-worker records should generally be kept throughout sponsorship and until the earlier of one year after sponsorship ends or the date a compliance officer has examined and approved them, where that is earlier.
- Other legal retention duties can still apply, so Appendix D should be read alongside wider record-keeping requirements.
What this template does not cover
Limits of the checklist
This page helps organise a review file. It does not make legal or eligibility decisions.
- It does not determine visa eligibility.
- It does not determine whether a role or occupation code is eligible.
- It does not calculate salary eligibility.
- It does not assign a Certificate of Sponsorship.
- It does not submit reports through the Sponsor Management System.
- It does not cover every route-specific requirement.
- It does not replace legal or immigration advice.
- It does not guarantee the outcome of a Home Office visit.
- It does not certify that the sponsor is compliant.
Methodology and official sources
How this page was put together
The checklist is manually maintained from current GOV.UK sponsor guidance. It does not scrape government pages at runtime.
- Legal or process statements on this page are based on the user’s selected scope and the official guidance linked below.
- Where a prompt goes beyond an explicit Appendix D line item, it is labelled as an internal-review aid rather than a universal legal requirement.
- Visa permission can extend beyond a sponsor’s expected employment timeline, and route-specific facts can change, so confirm live guidance before relying on the checklist.
- Current GOV.UK sources for this page were checked on 15 July 2026.
- Workers and Temporary Workers: guidance for sponsors part 3: sponsor duties and compliance - GOV.UKChecked 15 July 2026. Visit and compliance-check statements on this page are based on the current Part 3 guidance, including section C7 on compliance checks.
- Workers and Temporary Workers: guidance for sponsors - Appendix D: record-keeping duties (accessible) - GOV.UKChecked 15 July 2026. Used for record-retention, paper-versus-electronic storage, right-to-work evidence, recruitment evidence, salary records, and supporting-record references.
- SMS manual 9: reporting worker activity (accessible version) - GOV.UKChecked 15 July 2026. Used for statements about reporting worker activity and keeping internal evidence of Sponsor Management System reporting decisions.
- Right to work checks: an employer's guide - GOV.UKChecked 15 July 2026. Used where this page refers to recording the date and method of right-to-work checks and keeping supporting evidence.
Related sponsor pages
More sponsor record-keeping tools and guides
Use the free checklist on its own, or keep exploring the live sponsor pages on soteriaa.com.
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Audit-pack FAQ
Questions about the audit-pack template
Short answers about scope, record keeping, printing, and what the template does not do.
What is a sponsor compliance audit pack?
A sponsor compliance audit pack is an internal-review file or checklist used by a sponsor licence holder to organise worker records, reporting evidence, and follow-up actions before an internal review or possible Home Office compliance visit.
Is this an official Home Office template?
No. Soteriaa provides this page as a free internal-review template. It is not an official Home Office form and it is not exhaustive.
What records should a sponsor licence holder keep?
The exact records depend on the route and circumstances, but current sponsor guidance covers areas such as right-to-work evidence, sponsored-worker records, recruitment evidence where relevant, salary information, and other supporting records listed in Appendix D and related sponsor guidance.
Can sponsor records be stored electronically?
Yes. Current Appendix D guidance says documents can be kept as paper copies or in an electronic format, provided they can be made available to the Home Office on request.
How long should sponsored-worker records be kept?
Current Appendix D guidance says sponsored-worker records should generally be kept throughout sponsorship and until the earlier of one year after sponsorship ends or the date a compliance officer has examined and approved them, where that is earlier. Other legal retention requirements can still apply.
Does completing the checklist prove compliance?
No. Completing the checklist does not prove compliance, certify that the sponsor is compliant, or guarantee the outcome of a Home Office compliance visit.
Does the template replace the Sponsor Management System?
No. The template is an internal-review aid only. It does not assign a Certificate of Sponsorship and it does not submit reports through the Sponsor Management System.
Can this be used before a Home Office compliance visit?
Yes. It is designed to help a sponsor organise records before an internal review or possible Home Office compliance visit, but it is not a substitute for reading the current GOV.UK guidance that applies to the routes you sponsor.
Does Soteriaa provide immigration advice?
No. Soteriaa is independent software for employers. It is not the Home Office, it is not the Sponsor Management System, and it does not provide immigration advice.
Is the template free?
Yes. This public template is free to use without a login or email gate.
Calculating records between reviews is only one part of sponsor compliance.
Soteriaa helps employers organise sponsored-worker records, visa and right-to-work dates, documents, evidence and follow-up tasks between internal reviews.