Audit template
Sponsor Worker Compliance
Covers sponsorship duties, record keeping and reporting for sponsored care workers. This template runs quarterly in MyCareCompliance and carries 8 mapped checks across 6 CQC quality statements.
Last reviewed: September 2026. This guidance reflects CQC information available at the date above — always refer to cqc.org.uk for current regulatory requirements.
What the audit covers
Every question in the Sponsor Worker Compliance is mapped to a CQC quality statement and the underlying regulation, so a failed check tells you exactly which part of the single assessment framework is at risk. This is an optional template you can switch on when it applies to your service.
- Runs quarterly — optional template
- Part of the Workforce audit category
- Maps to 5 regulations: Regulation 19 — Fit and proper persons employed, Regulation 12 — Safe care and treatment, Regulation 13 — Safeguarding service users from abuse and improper treatment, Regulation 18 — Staffing, Regulation 17 — Good governance
- Failed checks become tracked improvement actions with an owner, due date and evidence
The 8 checks
Safe and effective staffing
Safe — 1 check- Regulation 19 — Fit and proper persons employedSponsor Worker Compliance
Are robust Right to Work checks completed and retained for all sponsored workers, including verification of Biometric Residence Permits (BRPs) and visa conditions?
What we look for: Sample 5 recently recruited sponsored workers. Check that the employer has obtained and securely stored the statutory excuse (Right to Work check via Home Office portal). A fail would be missing checks, expired visas not flagged, or relying solely on physical BRPs instead of the online checking service.
Evidence: Staff files, Home Office right to work check codes, BRP copies, Passport copies, Visa condition documents
Safe environments
Safe — 1 check- Regulation 12 — Safe care and treatmentSponsor Worker Compliance
Are checks in place to ensure sponsored workers who drive for work have valid UK or eligible international driving licenses and appropriate business insurance?
What we look for: For domiciliary care workers driving between calls, verify that international licenses are within the 12-month permitted UK use period and that business insurance is in place. A fail is staff driving on expired international licenses or without business cover.
Evidence: Driving licence checks, DVLA check codes, Car insurance policies (business use), Vehicle MOT and tax records
Safeguarding
Safe — 1 check- Regulation 13 — Safeguarding service users from abuse and improper treatmentSponsor Worker Compliance
Are robust safeguards in place to protect sponsored workers from financial exploitation, including transparent repayment clauses?
What we look for: Check employment contracts and repayment agreements (e.g., for visa fees or flights) to ensure they are proportionate, transparent, and do not constitute debt bondage. A fail is punitive, escalating exit fees that trap workers in their employment, breaching ethical recruitment frameworks.
Evidence: Employment contracts, Repayment agreements, Staff handbook, Whistleblowing policy, Payroll records
How staff, teams and services work together
Effective — 2 checks- Regulation 18 — StaffingSponsor Worker Compliance
Do sponsored workers receive specific cultural orientation and tailored induction to the UK adult social care system?
What we look for: Sample induction records to see if they go beyond standard training to cover UK societal norms, CQC expectations, and nuances of providing care in people's own homes in the UK. A fail is a generic induction that does not bridge the gap in international care practices.
Evidence: Care Certificate portfolios, Induction checklists, Cultural orientation training records, Shadowing logs
- Regulation 19 — Fit and proper persons employedSponsor Worker Compliance
Is English language proficiency adequately assessed and supported to ensure safe and effective communication with people drawing on care?
What we look for: Review how the provider ensures staff can read care plans, write daily notes, and communicate clearly with clients. Good looks like ongoing language support and spot checks. A fail is service users reporting they cannot understand their carers, or illegible daily care notes.
Evidence: Interview records, Language assessment certificates (e.g., IELTS, OET), Communication spot checks, Feedback from service users
Workforce wellbeing and enablement
Caring — 1 check- Regulation 18 — StaffingSponsor Worker Compliance
Are comprehensive pastoral support and welfare mechanisms in place to assist international recruits in settling into the UK?
What we look for: Look for evidence of practical support such as help with bank accounts, GP registration, and finding accommodation. Good practice includes a dedicated pastoral lead or buddy system. A fail is international staff arriving with no structured support, leaving them vulnerable or isolated.
Evidence: Welcome packs, Pastoral support policy, Accommodation support records, Staff meeting minutes, 1:1 supervision notes
Governance, management and sustainability
Well-led — 2 checks- Regulation 17 — Good governanceSponsor Worker Compliance
Is the Sponsorship Management System (SMS) accurately updated within 10 working days for any changes to sponsored workers' circumstances?
What we look for: Review a sample of workers who have changed addresses, roles, or left the service. Check that these changes were reported on the SMS within 10 days. A fail is a backlog of unreported changes, jeopardising the provider's sponsor license.
Evidence: SMS login records, Change of circumstance reports, Worker address history, Leavers log
- Regulation 17 — Good governanceSponsor Worker Compliance
Are working hours closely monitored to ensure compliance with visa conditions (e.g., maximum 20 hours supplementary work) and Working Time Regulations?
What we look for: Examine rotas for sponsored workers. Verify they are fulfilling their primary sponsored hours and that any secondary work is legally permitted and declared. A fail is staff working excessive hours causing fatigue, or breaching their visa conditions by working unauthorized second jobs.
Evidence: Timesheets, Rota system reports, Opt-out agreements, Declarations of secondary employment
See it running for your service
Book a free demonstration and we will run the Sponsor Worker Compliance against scenarios from a service like yours, or start your 7-day trial and try it yourself.
See it with your own service
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