This guide explains how hybrid and remote working arrangements affect sponsored workers and what employers need to do to remain compliant with Home Office requirements.

Why work location matters

When sponsoring a worker, the Home Office expects:

  • A genuine and identifiable work location
  • Accurate details recorded on the Certificate of Sponsorship (CoS)
  • The role to reflect how the work is actually carried out

Work location is a key part of sponsor licence compliance. Employers must ensure that what is recorded on the Sponsorship Management System matches the worker’s actual working arrangement. The work location recorded is typically the employer’s office or business premises, even where hybrid working is in place. This applies also to sponsored workers who work at client sites. However, where a role is fully remote with little or no requirement to attend a workplace, this must be treated differently and reported to the Home Office.

Reviewing a worker’s current working arrangement

Before assessing any changes, employers should review the worker’s current sponsorship details.

This includes checking:

  • The usual work address (or addresses) listed on the CoS
  • The worker’s contracted weekly hours
  • How the worker is actually working in practice.

This step is important even if nothing has changed, as it helps confirm whether your records are accurate and up to date. 

Types of working arrangements

Employers should identify whether the worker’s arrangement falls into one of the following categories:

  • Office-based
    The worker mainly works at the recorded workplace
  • Hybrid working
    The worker regularly works remotely but still attends a workplace such as an office or client site
  • Fully remote working
    The worker works entirely remotely, with little or no requirement to attend a physical workplace.

This distinction is important because hybrid and fully remote working are treated differently under sponsor guidance. 

When changes need to be reported

Employers must assess whether any changes to working arrangements require action.

In general:

  • Occasional home working or minor day-to-day changes do not need to be reported
  • Hybrid working arrangements do not need to be reported solely because they are hybrid. However, any change to the main office work location must still be reported.
  • Fully remote working (permanent or full-time) must be reported to the Home Office via the Sponsor Management System.
  • If there has been a contractual change to the employee’s working location, it may be necessary to report the change if the role is no longer being performed as originally sponsored.

Employers should also be aware that fully remote roles may raise questions about why the role requires the worker to be based in the UK.

Employers should also maintain clear records of working patterns in all cases. 

Assessing whether further action is needed

When a worker’s arrangement changes, employers should consider:

  • Whether the change is temporary or permanent
  • Whether it affects the worker’s primary work location
  • Whether it represents a significant change to the role.

Some changes may require reporting or further review to ensure compliance. 

Managing working arrangements in practice

To remain compliant, employers should:

  • Keep the worker’s main office work location clearly defined
  • Maintain records of the worker’s actual working pattern
  • Clearly distinguish between hybrid and fully remote working
  • Regularly review whether arrangements match what is recorded on the CoS
  • Report any required changes, including:
    • Changes to the normal work location
    • Moves to fully remote home working.

Real-world example

A sponsored worker is employed as a Business Analyst. Their CoS lists your Edinburgh office as their usual work address.

They now work from home four days a week and attend the office one day a week.

  • This is still considered a hybrid working arrangement
  • It does not need to be reported simply because it is hybrid
  • Employers should:
    • Keep the main office location clearly recorded
    • Maintain records of the working pattern
  • If the main office location has changed, that change must still be reported.

What should be recorded on the CoS?

The CoS must include the worker’s usual work address or addresses.

For hybrid workers:

  • Continue to record the main office work location
  • Keep internal records showing the hybrid working pattern

If the worker becomes effectively a home worker with little or no office attendance:

  • This may be considered fully remote working
  • The change must be reported.

Common mistakes to avoid

  • Assuming all home working must be reported
  • Assuming hybrid working does not need to be reviewed
  • Failing to report a change in the main work location
  • Treating fully remote workers as if they are hybrid
  • Not keeping clear and accessible records of working patterns.

Key points to remember

  • Work location is a core part of sponsorship compliance
  • Hybrid working does not usually need to be reported
  • Changes to the main work location must still be reported
  • Fully remote working must be reported
  • Clear and accurate record-keeping is essential. 

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