TranslateWork Visas and Sponsorship
Introduction:
NHS Blood and Transplant (NHSBT) holds a sponsorship license from UK Visa and Immigration (UKVI) and we regularly sponsor people for employment. This page provides high-level information for managers and employees about what this involves. However, it doesn't offer advice on visa types or eligibility criteria, and please note that we cannot provide advice to individuals. Links to further information are provided below.
Recruitment Process and Onboarding
All candidates for jobs are reminded when they apply that any offer of employment will depend on confirming a right to work. However, they will be considered in the same way as other candidates, and visa status can only be verified at offer stage. Candidates can't be rejected because they require sponsorship for a visa, or because of the associated cost, which must be covered by the budget of the department where the role sits. If a role is no longer eligible for sponsorship, we will explain this upfront in the job posting.
The process of obtaining sponsorship from the UK Visa and Immigration (UKVI) is managed by the Recruitment Team. If a candidate asks us to sponsor them, we will tell the hiring manager and explain next steps.
There are two Sponsorship routes, Skilled Worker visa and Health and Care worker visa. For further details, please follow these links.
Skilled Worker visa: Your job - GOV.UK (www.gov.uk)
Health and Care Worker visa: Your job - GOV.UK (www.gov.uk)
The onboarding process when we are sponsoring someone is mostly the same as for other candidates who are joining us. If candidates are based overseas, there may be additional considerations. Candidates need to understand the specific working arrangements that the post requires and to have researched practicalities such as the cost of living and accommodation. While some NHS Trusts may be able to provide accommodation, NHSBT is not a Hospital Trust and can’t provide assistance. The Recruitment Team sends a letter to candidates during the process to explain all these points.
Managers can provide more support if they wish. NHS Employers have guidance on best practices located on the NHS Employers International recruitment website.
Reporting changes in status
NHSBT has a legal obligation to report to UKVI any changes in the status of employees working on a sponsored visa. This includes termination, location changes, alterations in job title or duties, modifications to salary or working hours, periods of unpaid leave, and instances of an employee failing to attend for 10 consecutive days.
Employees must notify their Line Manager in advance of any changes or planned actions that may lead to a change in their status. Managers should inform Recruitment of anticipated changes or any incidents that may result in a change.
Non-compliance with these obligations carry serious civil and criminal penalties. You can contact Recruitment by contacting HR Direct through Service Now.
Sponsorship Renewal and Visa Transfers
Sponsored employees should start the renewal process for sponsorship 3 months before the expiration date. Whilst we track sponsorship expiry dates and will issue a reminder if needed, it is the employee’s responsibility for taking timely action to ensure their right to work is maintained.
NHSBT will consider requests for sponsorship from employees who aren’t currently sponsored but want to move to Sponsorship. If this before the expiry of their current visa, the budget holder must agree the cost. Otherwise, the request will be considered when the current visa expires. Employees will also have to pay an application fee and any immigration health surcharge.
Contacts:
You can contact recruitment by contacting HR Direct through Service Now.
For more information, please visit the UK Visas and Immigration - GOV.UK (www.gov.uk) website. This includes current information on changes to immigration rules.
