UK Sponsor Reporting Deadline Calculator

Usually 10 working days after the relevant change or event, unless a different rule applies — for example a late start, unauthorised absence, or offshore workers.

Source: Part 3, C1.13–C1.15

Usually 20 working days after the date you became aware of the change. Replacing the Authorising Officer or Key Contact is excluded from that rule, and mergers and takeovers count from the date the change took place.

Sources: Part 3, C2.3, C4.2

No. This calculator treats the event day as the trigger and counts working day 1 from the next working day, because the guidance sets deadlines as “within” or “no later than” a number of working days “after” the event. An event on Monday 5 October 2026 has working day 1 on Tuesday 6 October and a 10-working-day deadline of Monday 19 October.

No. The sponsor guidance glossary defines working days as any day other than a Saturday, Sunday or UK bank holiday. Bank holidays differ between England and Wales, Scotland and Northern Ireland, so the calculator asks which apply. Choose “weekends only” if you want the earliest possible date.

Sources: Sponsor guidance glossary, GOV.UK bank holidays

No. Occasional, day-to-day changes of work location, moving to a hybrid pattern without changing the main workplace, and most salary increases do not need reporting — though you must keep records.

Source: Part 3, C1.15 and C1.23–C1.25

Unauthorised absence becomes reportable when it is more than 10 consecutive working days. The report is due no later than 10 working days after the 10th day of absence — not 10 working days from the first day. You must report even if you plan to keep sponsoring them.

Source: Part 3, C1.19–C1.20

Once permission is granted, the worker should normally start within 28 days of the latest of the CoS start date, the “valid from” date and the date they were told permission was granted. If they don’t, report the new start date and reasons (or that you have stopped sponsoring) within 10 working days after that 28-day period. A start delayed by no more than 28 days doesn’t need reporting.

Source: Part 2, S3.15–S3.21

A pay cut not related to absence must normally be reported. Depending on the route and the new salary, you may also need a new CoS or new permission, or have to stop sponsoring the worker. Some reductions, such as a phased return for health reasons, are permitted exceptions.

Source: Part 2, S4.29–S4.31

A change of role, title, duties or a promotion in the same occupation code is reported within 10 working days (if the S9.10 conditions are met). A move to a different occupation code, or to a different employer, can need a new change of employment application — check before the change happens.

Sources: Part 3, C1.15, C1.44, Part 2, S9

Not just because a worker moves to a hybrid pattern. You must still report changes to their main office or new client sites, keep records of working patterns, and report anyone who will work entirely from home.

Source: Part 3, C1.23–C1.24

Report as soon as you can and keep evidence of what you submitted and when. A late report can be a breach of sponsor duties. The Home Office decides what follows — the guidance lists options including reducing your CoS allocation, a B-rating, suspension or revocation. Consider taking advice from a regulated adviser.

Source: Part 3, C1.12

No. Reports are made by your Level 1 User through the Sponsorship Management System (SMS), or the official form or email the guidance names. MadyHR.ai does not submit anything to UKVI.

Source: GOV.UK — Sponsorship Management System

Some details are not covered by the Home Office guidance — for example, whether a resignation date means the day notice is given or the last day worked, or which nation’s bank holidays count. Where that happens, the result shows a purple “Not indicated in the Home Office guidance” box explaining the assumption we made. In those cases please check with a solicitor or regulated immigration adviser.

No. It is an independent MadyHR.ai tool based on published Home Office guidance. It is not affiliated with or endorsed by the Home Office, UK Visas and Immigration, GOV.UK or HM Government.