How sponsors should assess promotions, salary changes, occupation codes, work locations, hybrid working and changes in duties.
01
Compare the proposed role with the sponsored role.
A promotion or reorganisation should be tested against the existing occupation code, duties, skill level and salary basis. A new title alone may not be material; a substantive change can be material even if the title stays the same.
The analysis should be completed before the employee starts the new duties, not reconstructed during a later audit.
02
Calculate salary in immigration terms.
Salary reductions, changes in hours, allowances, unpaid absence and variable remuneration can affect the figure recognised under the route. Payroll and immigration calculations should be reconciled before contractual changes take effect.
Where a points option or going rate was relied upon, the sponsor should retain the calculation and identify whether the proposed change remains eligible.
03
Treat location and working-pattern changes as controlled events.
Moves between offices, client sites, home working and overseas activity can engage reporting, genuine-vacancy or third-party-working questions. The contract, CoS and real arrangement should remain consistent.
A change matrix should route proposals through immigration review before HR approval where sponsorship may be affected.