How hospitality employers should analyse chef roles, duties, occupation eligibility, salary, hours and genuine-vacancy evidence before assigning sponsorship.
01
Classify the role from its substantive duties.
The occupation code should follow what the worker will actually do, their level of responsibility and the structure of the kitchen. A senior-sounding title cannot elevate routine duties into a qualifying occupation.
Menus, brigade structure, supervisory responsibility, experience requirements and reporting lines can help explain the role. They should describe reality rather than retrofit an immigration category.
02
Calculate eligibility at the intended sponsorship date.
Occupation eligibility and salary requirements can change. The applicable occupation table, going rate, weekly hours and any permitted salary option should be checked against the intended Certificate of Sponsorship date.
Pay should also reconcile with payroll, contracted hours and the commercial circumstances of the restaurant. Non-guaranteed tips or variable payments should not be assumed to satisfy a required salary figure.
03
Retain evidence of the genuine vacancy.
The sponsor should be able to explain why the role exists, how it was recruited, why its duties are required and how it fits the organisation. The Home Office can assess whether a role has been exaggerated, created principally for immigration purposes or does not exist as described.
After grant, duties, hours, salary and work location should remain aligned with the sponsored position. Material changes require review before implementation.