If you’re an HR manager or employer sponsor in the UK, you’ve probably felt the squeeze. What used to be a relatively smooth process—requesting additional Certificates of Sponsorship (CoS) for your foreign workers—has turned into a months-long waiting game. And it’s getting worse.
According to a recent advisory from Five Star International, a specialist immigration consultancy, the Home Office is now taking up to 18 weeks to approve requests for additional “undefined” Certificates of Sponsorship. That’s more than four months. For context, these certificates are essential documents that allow you to extend a Skilled Worker’s visa or hire someone already in the UK under the Skilled Worker route.
If you submitted a request in October 2025, you might only be hearing back now—in mid-February 2026. That’s not just inconvenient. For businesses with tight project timelines and critical talent on expiring visas, it’s a serious operational risk.
Why Are Processing Times So Bad Right Now?
The short answer: staffing shortages at the Home Office.
Behind the scenes, the department has been reallocating case workers to handle two massive rollout projects—the Electronic Travel Authorisation (ETA) system and the new eVisa platform. Both are essential modernisation efforts, but they’ve left the Sponsorship Operations team stretched dangerously thin.
The result? A backlog that’s piling up and processing times that have tripled compared to last year. And while the Home Office hasn’t officially acknowledged the delays, immigration consultancies and corporate sponsors are seeing it firsthand.
What About the Priority Service?
Yes, there’s a paid priority service that promises a five-day turnaround. Sounds great, right?
Here’s the catch: it’s capped at just 60 slots per day, and those slots sell out within minutes—sometimes seconds—of being released. If you’re not sitting at your computer ready to pounce the moment they go live, you’re out of luck.
For large employers managing multiple visa renewals or urgent hires, this creates a nightmare scenario. You’re essentially gambling that you’ll secure a slot before your employee’s visa expires or your new hire’s start date arrives.
What Happens If You Run Out of CoS Allocation?
Let’s be clear about the stakes here. If you run out of Certificates of Sponsorship and can’t get more in time, you’re looking at:
- Stranded employees. Workers whose visas are expiring can’t legally continue working while they wait for approval. They may have to stop work or, in worst-case scenarios, leave the country.
- Illegal working penalties. Employing someone without valid sponsorship can result in hefty fines—up to £20,000 per illegal worker—and potential loss of your sponsor licence.
- Project delays. If a key team member can’t work or a new hire can’t start, your timelines go out the window. For businesses operating on tight margins or client deadlines, this isn’t just frustrating—it’s costly.
- Reputational damage. Talented candidates may walk away if the process drags on too long, and existing employees may lose confidence in your ability to manage their immigration status.
What Should HR Teams and Employers Be Doing Right Now?
If you’re managing a sponsor licence, waiting until the last minute is no longer an option. Here’s what immigration experts are advising:
1. Audit Visa Expiry Dates 12 Months in Advance
Don’t wait until three months before a visa expires to start planning. Map out every Skilled Worker’s expiry date for the next year and flag anyone who’ll need an extension or new CoS.
2. Submit CoS Allocation Requests at Least Six Months Early
Given current delays, six months is the new standard lead time. If you know you’ll need additional certificates later this year, request them now.
3. Track Your CoS Balance Religiously
You should always know how many undefined CoS you have left and when you’ll need to request more. Running out unexpectedly is a recipe for disaster.
4. Prepare Detailed Justifications for Priority Requests
If you do need to apply for priority processing, don’t submit a bare-bones request. Include detailed justifications, supporting evidence (like project timelines or client contracts), and anything that demonstrates genuine business need. The more compelling your case, the better your chances.
5. Communicate the Risk to Line Managers
Make sure department heads and project managers understand that visa processing is no longer a quick administrative task. They need to build contingency time into hiring and project plans.
6. Use Immigration Management Platforms
Manually tracking visa expiry dates across dozens or hundreds of employees is error-prone. Platforms like VisaHQ’s corporate visa management system can automate tracking, send real-time alerts, and even prepare allocation requests on your behalf. It’s one less thing to worry about when you’re already juggling a dozen fires.
The Bigger Picture: What This Means for UK Businesses
These delays aren’t happening in isolation. They’re part of a broader shift in how the UK manages immigration—one that’s leaning heavily on digital systems like ETA and eVisa but hasn’t yet caught up on the staffing side.
For employers, the message is clear: the old playbook doesn’t work anymore. You can’t assume quick turnarounds or last-minute fixes. Immigration compliance is now a strategic HR function that requires forward planning, budget allocation, and constant vigilance.
And let’s be honest—it’s also a competitive issue. Companies that get this right will have a smoother time attracting and retaining international talent. Those that don’t risk losing good people to competitors who have their act together.
What If You’re Already in a Bind?
If you’re reading this and realising you’ve got employees with visas expiring soon and no CoS allocation left, don’t panic—but do act fast.
- Submit your allocation request immediately, even if you think it might be too late. Sometimes requests move faster than expected.
- Attempt to secure a priority slot as soon as they’re released. Set reminders and have your payment details ready.
- Consult an immigration lawyer or advisor to explore backup options, like switching visa categories or applying for temporary leave extensions.
- Communicate transparently with affected employees. They deserve to know what’s happening and what contingency plans are in place.
The Bottom Line
We’re living in a new reality when it comes to UK immigration compliance. The 18-week delays for Certificates of Sponsorship aren’t a temporary blip—they’re a symptom of systemic under-resourcing at the Home Office, and there’s no sign they’ll improve any time soon.
For HR teams, mobility managers, and business owners, the solution isn’t to hope for the best. It’s to plan early, track meticulously, and build contingency into every hire and visa renewal.
Because in 2026, when it comes to UK sponsorship, hope isn’t a strategy—preparation is.
