Templates & Checklists
Working checklists for the duties you already carry. No invented downloads.
A template that is not on the site is not a template.
We have not published a downloadable pack. What follows is the same material already used in the visit guide, Appendix D pages, reporting calculator and Right to Work tools — collected so you can work through it in one place.
- These are working aids, not official Home Office forms.
- There is no PDF pack yet — print this page, or run the matching free tool.
- Each list is drawn from a guide or tool already on this site.
- A completed checklist is a prompt, not a compliance finding.
The checklists
5 listsHome Office compliance visit checklist
Visit readiness
A standing quarterly check, not a scramble after a phone call. Sourced from the compliance visit guide.
- Key personnel named on the licence are the people actually in those roles
- Registered address and each work location are current
- Reportable organisation changes have been filed
- Job title and duties on each CoS match what the worker does today
- Salary actually paid meets the applicable threshold and going rate at hours actually worked
- Work location on record is the location they attend
- Right to Work check is the correct route, evidenced, with any follow-up diarised
- Appendix D evidence is complete across all five areas
- For every change in the last twelve months, you can show what was reported and when
- Unreported changes you have now found have been filed with an explanation
- A named worker's full file can be produced today without searching a shared drive
- Recruitment evidence still demonstrates a genuine vacancy
- Each compliance decision can show the rule applied and the evidence used
Appendix D · version 08/26
Appendix D completeness
Having documents is not enough. Each record has to be collected, connected, current, retained and retrievable.
- Right to Work — route, date, outcome, evidence and follow-up
- Recruitment — advert, process, assessment and genuine vacancy rationale
- Salary — contract, payroll, hours and CoS salary
- Skill level — role requirements and the worker's ability to perform them
- Additional route-specific evidence where it applies
- Each document is connected to the right worker and the duty it supports
- Superseded documents are identifiable, not mixed with the current set
- Retention is tied to the worker lifecycle, not deleted on exit
- The set can be produced on request without reconstructing a folder
Part 3 sponsor guidance · version 08/26
Reporting event triage
Ordinary HR activity can start a working-day clock. Use this to decide whether the deadline calculator is the next step.
- Worker did not start as expected
- Employment ended or sponsorship stopped
- Unauthorised absence
- Unpaid or reduced-pay absence
- Salary reduction
- Job title, role or duties changed
- Work location changed
- Working arrangements changed
- Registered address changed
- New branch or location
- Key personnel changed
- You can name the trigger date and the UK jurisdiction that counts the working days
Employer's guide to right to work checks · 16 July 2026
Right to Work record
A visa expiry date is not a Right to Work record. Each check needs the route, the evidence and the next action.
- Check route is recorded — share code, manual, IDSP or Employer Checking Service
- Date the check was completed
- Outcome and the permission it established
- Official output of the check is retained
- Whether permission is continuous or time-limited
- Follow-up date is diarised where the permission is time-limited
- Employer Checking Service cases have a next action
- The record is attached to this worker, not only stored in a shared drive
Salary compliance and going-rate tools
Salary assessment
A sponsored salary can fail without anyone cutting pay. Check the inputs before you trust the cash figure.
- Occupation code on the CoS is still the role being performed
- Weekly hours used in the assessment are the hours actually worked
- Applicable salary option and going rate have been identified
- Payroll figure agrees with the sponsored salary
- A proposed hours or pay change has been tested before it is applied
- The rule version used for the last assessment is still identifiable
FAQ
Frequently asked questions
Can I download these as PDFs?
Not yet. There are no separate template files. Use the checklists on this page — they print cleanly — or run the matching free tool for a single worker or event.
Are these official Home Office forms?
No. They are working aids drawn from the same published guidance our tools and guides are written against. They do not replace Appendix D, the Sponsor Management System or any form the Home Office requires you to file.
Which checklist should I start with?
If a visit is possible, start with visit readiness and the free licence health check. If you are reviewing one worker, start with Appendix D completeness and Right to Work. If something just changed, start with reporting event triage.
Does completing a checklist mean we are compliant?
No. A checklist is a prompt. Compliance is whether the records, salary, checks and reports actually meet the current published rules for each worker.
Is this immigration advice?
No. Sponsoro provides compliance information. Individual immigration matters still need an appropriately regulated professional.
A checklist is useful once.
Sponsoro re-checks the same duties against your own workers every day, and keeps the evidence behind each result.
Start with the free health check, or start a 14-day trial.
Free. No account required.
These checklists are working aids, not official Home Office forms, and not immigration advice.