UK Immigration: Work Visa Curtailed – Can I or my dependant continue working?

UK visas can be curtailed for a variety of reasons, including but not limited to:

• Use of deception in visa applications
• Criminal convictions
• Breach of visa conditions
• Sponsor losing their sponsor licence
• End of a relationship (for dependant visas)

Curtailed Sponsored work visas

For sponsored work visas, curtailment typically occurs when the sponsorship ends. This could be because:

• The sponsor has lost its sponsor licence, or
• The sponsorship is withdrawn or terminated

When this happens, the Home Office will send a curtailment letter to the last known address recorded in their system. The letter will outline:

• The reason for curtailment
• Any grace period granted
• Rights of appeal or review

Where the end of sponsorship is not the worker’s fault  for example, if the sponsor loses its licence both sponsored workers and their dependants are usually granted a 60-day grace period (unless their original visa expires sooner). During this period:

• Workers may stay in the UK
• Workers may apply for a new visa if eligible 
• Without a new visa, they must leave the UK by the end of the grace period to avoid overstaying

Can I Continue Working During the Grace Period?

Sponsored workers: No.

• Work visas are dependent on a valid sponsorship.
• Once sponsorship ends or a sponsor loses its licence, the worker no longer has a legal right to work.
• Any supplementary or secondary employment linked to the initial sponsorship must also end immediately.

If a worker secures another sponsorship, they must apply for a new visa using a new Certificate of Sponsorship (CoS) before the grace period expires.

Dependants: Yes.

• Dependants are not tied to sponsorship and may continue working until the end of the grace period.

What if my sponsor lost its licence but I haven’t received a Curtailment Letter?

Even if a curtailment letter has not been received, workers cannot continue working.

• Loss of a sponsor licence automatically ends all sponsorships.
• Workers have no legal basis to continue employment with the original employer.
• They must secure a new sponsor, obtain a CoS, and apply for a new visa before resuming work.

Reasons for not receiving a curtailment letter may include processing delays, postal issues, or other administrative circumstances. Workers are advised to monitor their visa status regularly via their UKVI account.

Dependants may continue working, but like their partners, they must stay vigilant regarding changes to their immigration status. Once aware of a curtailment, they must either apply for a new visa or leave the UK before the grace period ends.

Guidance for Employers

Employers have a legal obligation to conduct compliant right-to-work checks before hiring any individual. The Home Office’s right-to-work check system provides:

• Live records of a worker’s immigration status
• Their right to work
• Any conditions attached to their visa
• Guidance on records that employers must keep

Employers must comply with all visa conditions. For example, a Student visa holder may only work 20 hours per week during term time, and records of term dates must be maintained.

Employers should repeat checks if there are concerns about changes to a worker’s immigration status during employment.

Employers who lose their Sponsor Licence

If a sponsor loses its licence:

• They are no longer permitted to employ migrant workers requiring sponsorship.
• All employment relationships with current sponsored workers must end immediately.
• The company may continue to employ individuals who do not require sponsorship, such as holders of dependant visas, Graduate visas, or Student visas (within work restrictions).

Key Takeaway:

• Sponsored workers must stop working immediately if their sponsorship ends or the sponsor loses their licence.
• Dependants may continue working during the grace period but must ensure they remain compliant.
• Employers must regularly check and monitor the immigration status of their workers to avoid non-compliance.