Published 08/04/2026
💰 Salary compliance
- You must pay the worker at least what you promised on their Certificate of Sponsorship (CoS).
- The government will check this (via audits or HMRC).
🧾 How often you pay
- Usually at least once a month (unless the contract says otherwise).
⏱️ Pay must meet the required rate
- In every pay period, the worker must be paid at least the correct hourly rate.
📊 Minimum pay overtime
Depending on how often you pay:
Monthly (or less often):
- Every 3 months, total pay must be at least ¼ of annual salary (e.g. £52k/year → at least £13k every 3 months)
More often than monthly (e.g. weekly):
- Every 12 weeks, pay must be 12/52 of annual salary (e.g. £52k → at least £12k in 12 weeks)
Irregular hours (uneven pay):
- Every 17 weeks, pay must be 17/52 of annual salary (you must declare this working pattern)
If deductions temporarily reduce pay below these levels, you must explain this on the CoS or report it as a note on FGSMS.
🚫 Unpaid leave & salary reductions
❌ Unpaid / reduced pay absence
- If a worker is unpaid or underpaid for more than 4 weeks in a year, you must stop sponsoring them, unless it’s for valid reasons like:
- maternity/paternity leave
- sick leave
- jury service
- strike action
- humanitarian work
🔽 Reducing salary
✅ Allowed (no new visa needed)
You can reduce salary without a new CoS if:
- It’s due to things like sick leave or parental leave, OR
- The worker still meets visa salary rules after the cut, OR
- It’s a temporary health-related reduction in hours (with medical support)
👉 But you must report the change within 10 working days.
⚠️ Not allowed (action required)
If the salary reduction doesn’t meet the rules:
- If still eligible under visa rules → 👉 Assign a new CoS + worker applies again
- If NOT eligible →👉 Stop sponsoring the worker
🚨 Important
- The government checks your payroll with HMRC
- If you underpay and it’s not allowed, your sponsor licence can be revoked