Reading tools
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.
Working checklist
Questions before the next step.
- Compare duties before and after
- Recheck occupation code
- Recalculate salary and going rate
- Assess working hours and allowances
- Review work locations and third-party arrangements
- Decide report, new CoS or fresh application
Primary sources
Rules and official guidance.
Reviewed 20 July 2026. Check the current provision and complete facts before relying on this resource.
How to use the source record
Verify the current instrument, commencement date, transitional position and caseworker guidance against the application date and complete facts. The source may change after this resource was reviewed.
Questions
Points that commonly alter the answer.
Does every promotion require a new visa?+
No. The consequence depends on whether the role remains within the existing occupation code and route requirements and whether reporting or a new application is required.
Can a sponsored worker work from home?+
Hybrid or home working is not automatically prohibited, but work-location and reporting requirements, genuine role and monitoring arrangements must be considered.
Can salary be temporarily reduced?+
Only in circumstances permitted by the route and sponsor guidance. The reason, period, amount and reporting or application consequence require review before implementation.
Continue within this subject
Follow the sponsor position from licence to continuing control.
Applications, sponsored roles, reporting, payroll and inspection readiness form one regulatory system. Continue with the part of that system that determines the present risk.
Sponsor position review
Test the licence, role and operating evidence together.
Quastels can review the organisation, sponsor controls, role, salary, reporting position and the decision that must be made next.
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