What is a Digital Audit?
A Home Office digital audit is a remote inspection to verify your organisation's compliance with its sponsor duties. A caseworker will request documents and may conduct video interviews to assess your systems without visiting your premises. Their goal is to ensure you are a trustworthy, competent, and compliant sponsor. This tool breaks down the key areas they focus on.
Compliance Trends: The Last Year at a Glance
Recent Home Office data shows a significant increase in compliance actions. Improved data sharing across government departments has led to a surge in digital audits, licence suspensions, and revocations. Staying audit-ready has never been more critical.
1,948
Licences Revoked
(Jul 2024 - Jun 2025)
1,723
Licences Suspended
(Apr 2024 - Mar 2025)
>100%
Increase in Revocations
(Year-on-Year)
HR Systems & Record-Keeping
What they look for:
- Complete and Accessible Records: All required documents from Appendix D, including passports, BRPs, contact details, absence records, and employment contracts.
- Organised Systems: The ability to produce requested documents quickly. Disorganised or incomplete files are a major red flag.
Right to Work Checks
What they look for:
- Correct Procedure: Proof of compliant checks for every employee before their employment begins.
- Follow-Up Checks: A system to track visa expiry dates and conduct timely follow-up checks.
- Record Retention: Clear, dated copies of all checks performed are retained correctly.
Genuineness of Sponsored Role
What they look for:
- Recruitment Process: Evidence of genuine recruitment, such as job adverts and interview notes.
- Job Description: Responsibilities must align with the Standard Occupational Classification (SOC) code used.
- Salary and Skill Level: Pay must meet the required threshold for the specific role and visa route.
SMS Usage & Reporting
What they look for:
- Timely Reporting: Reporting changes (absences, job changes, leavers) within the 10 or 20 working day time limits.
- Accurate Information: Details on the Sponsor Management System (SMS) must match your internal HR records perfectly.
Compliance with Visa Conditions
What they look for:
- Work Location: The worker is based at the location stated on their Certificate of Sponsorship (CoS).
- Job Duties: They are performing the job they were sponsored to do, not different tasks.
- Salary Payments: You are paying the promised salary, verified via payslips and bank records.
Interviews with Personnel
Who they interview:
- Key Personnel: Assessing the Authorising Officer's and Level 1 User's knowledge of sponsor duties and HR systems.
- Sponsored Workers: Interviewed separately to confirm their job, salary, and conditions match company records.
HR Systems & Record-Keeping
What they look for:
- Complete and Accessible Records: All required documents from Appendix D, including passports, BRPs, contact details, absence records, and employment contracts.
- Organised Systems: The ability to produce requested documents quickly. Disorganised or incomplete files are a major red flag.
Right to Work Checks
What they look for:
- Correct Procedure: Proof of compliant checks for every employee before their employment begins.
- Follow-Up Checks: A system to track visa expiry dates and conduct timely follow-up checks.
- Record Retention: Clear, dated copies of all checks performed are retained correctly.
Genuineness of Sponsored Role
What they look for:
- Recruitment Process: Evidence of genuine recruitment, such as job adverts and interview notes.
- Job Description: Responsibilities must align with the Standard Occupational Classification (SOC) code used.
- Salary and Skill Level: Pay must meet the required threshold for the specific role and visa route.
SMS Usage & Reporting
What they look for:
- Timely Reporting: Reporting changes (absences, job changes, leavers) within the 10 or 20 working day time limits.
- Accurate Information: Details on the Sponsor Management System (SMS) must match your internal HR records perfectly.
Compliance with Visa Conditions
What they look for:
- Work Location: The worker is based at the location stated on their Certificate of Sponsorship (CoS).
- Job Duties: They are performing the job they were sponsored to do, not different tasks.
- Salary Payments: You are paying the promised salary, verified via payslips and bank records.
Interviews with Personnel
Who they interview:
- Key Personnel: Assessing the Authorising Officer's and Level 1 User's knowledge of sponsor duties and HR systems.
- Sponsored Workers: Interviewed separately to confirm their job, salary, and conditions match company records.
Stay Prepared with IRS HR
Navigating sponsor licence compliance can be complex. IRS HR provides a robust digital software solution designed to keep your business digital audit ready at all times. Our platform centralises your record-keeping, automates Right to Work check reminders, and streamlines your reporting duties.