Employer visa sponsorship: costs, timelines, and what your hire must do
Sponsoring an international hire involves two separate tracks: what your company must do and pay, and what the hire must do on their end. Use the estimator below to look up both — by country and visa type — without reading through pages of prose.
Cost & timeline estimator
Select a destination country and visa type. The estimator pulls the data already in this guide into one place so you can answer "how long and how much" in under a minute.
The two-track model
Every international hire involves two parallel processes. Confusing them is the most common source of delays.
Obtaining or renewing a sponsor licence, issuing the Certificate of Sponsorship or work permit authorisation, paying government fees, and complying with ongoing sponsorship duties (right-to-work checks, record-keeping, reporting absences). The employer must start first — the hire cannot apply until you have issued the sponsorship document.
Submitting the visa application, attending biometrics, providing financial proof, obtaining police clearances and medical certificates, booking the consulate appointment, and registering with local authorities on arrival. The hire's steps run in parallel once you have issued the sponsorship document — delays on their side extend your start date.
Add 4 weeks buffer to any estimate. Embassy appointments, credential evaluations, and document authentications are outside both parties' control. Build this buffer into your offer letter and position planning.
Visa sponsorship by country
United Kingdom — Skilled Worker Visa
The UK's points-based system requires you to hold a sponsor licence before you can hire from outside the UK and Ireland. If you do not already have a licence, factor in 8–12 weeks to obtain one before the hire's application clock starts. You issue a Certificate of Sponsorship (CoS) for each hire, confirming the role, salary, and SOC code. The hire then applies for their visa using the CoS reference number.
The role must meet the minimum salary threshold — currently £38,700 for most roles, or the going rate for the SOC code if higher. Some shortage occupation roles have different thresholds. The UK legally prohibits recovering visa costs from employees.
Germany — EU Blue Card & Skilled Worker Visa
Germany has two primary employer-sponsored routes. The EU Blue Card applies to non-EU nationals with a university degree and a job offer above the salary threshold (€48,300/year in 2026, or €43,992 for shortage occupations). The Skilled Worker Visa applies to those with a recognised vocational qualification in a regulated occupation.
The most common bottleneck is qualification recognition — if the hire's degree or vocational qualification is from a country without an automatic recognition agreement, the evaluation process takes 8–16 additional weeks. Germany does not require employers to hold a separate sponsor licence, but you must confirm the employment offer formally.
Netherlands — Highly Skilled Migrant (HSM) Permit
The Netherlands has one of the fastest employer-sponsored routes in Europe. You must register as a recognised sponsor with the IND (Immigration and Naturalisation Service) — a one-time process that takes 4–12 weeks for new employers. Once registered, individual HSM applications are processed in approximately 2 weeks. The hire must meet the minimum gross salary threshold (€5,688/month in 2026 for those over 30; lower thresholds for graduates under 30).
Non-EU hires coming for the first time will also need an MVV (Machtiging tot Voorlopig Verblijf) entry visa, issued at the Dutch consulate in their home country.
Ireland — Critical Skills Employment Permit (CSEP)
Ireland's CSEP covers roles on the Critical Skills Occupations List. The application is submitted jointly by the employer and the employee to the DETE (Department of Enterprise, Trade and Employment). The employer must be registered in Ireland and compliant with employment law. Processing takes 6–8 weeks. Non-EEA nationals then apply for a visa at their nearest Irish embassy.
Canada — Work Permits (LMIA & LMIA-Exempt)
Canada has two main routes for employer-sponsored workers. The standard route requires a Labour Market Impact Assessment (LMIA) — proof that no Canadian was available for the role. Processing takes 8–20 weeks and costs CAD $1,000. For tech and highly skilled roles, the Global Talent Stream (GTS) is the fastest LMIA-exempt path at approximately 2 weeks. CUSMA/USMCA and intra-company transfers (ICT) are LMIA-exempt for eligible roles and nationalities.
France — Work Permit & Talent Passport
France requires employer authorisation via the DREETS (Direction régionale de l'économie, de l'emploi, du travail et des solidarités) before the hire can apply at the consulate. The employer files a work authorisation request which takes 4–12 weeks. For highly qualified workers, the Talent Passport (Passeport Talent) is a combined work and residence permit with faster processing in some categories.
Australia — Employer-Sponsored (TSS 482)
Australia's Temporary Skill Shortage (TSS 482) visa requires you to become an approved sponsor, nominate the position, and then the hire applies for the visa. The sponsorship application and nomination together take 2–8 weeks once you are an approved sponsor. The visa itself takes 4–12 weeks. The hire must undergo a medical examination and provide police clearances.
Realistic timelines
These are end-to-end estimates from the employer starting the process to the hire being cleared to work. Use the estimator above for per-country detail.
4–10 weeks if you already hold a sponsor licence. Add 8–12 weeks if you need to apply for one. Visa decision: 3–8 weeks (5 working days with priority service).
Credential recognition adds 8–16 weeks if needed. Embassy appointment and visa: 2–6 weeks. Post-arrival authority registration: 8–20 weeks (hire can work during this period).
Fastest in Europe if you are already a recognised sponsor. IND processes HSM applications in ~2 weeks. MVV entry visa adds 2–4 weeks for non-EU nationals.
CSEP decision: 6–8 weeks. Embassy visa (non-EEA): 2–8 weeks. IRP registration on arrival: 4–8 weeks (hire can work immediately after landing).
Global Talent Stream: 2 weeks + visa 4–8 weeks. Standard LMIA: 8–20 weeks + permit 4–8 weeks. ICT/CUSMA: 4–12 weeks.
DREETS work authorisation: 4–12 weeks. Consulate visa: 4–8 weeks. Talent Passport fast-track available for qualifying roles.
Sponsor approval + nomination: 2–8 weeks. TSS 482 visa: 4–12 weeks. Medical and police clearances run in parallel and typically take 2–4 weeks.
What the hire must do themselves
After you issue the sponsorship document (CoS, work permit authorisation, or equivalent), the hire's clock starts. These tasks are on their side — delays here push your start date.
Universal hire-side tasks
- Submit visa application with the sponsorship reference number — typically within 3 months of CoS issuance (UK) or from the date of the employer's authorisation.
- Attend biometrics appointment — fingerprints and photograph at a visa application centre. Usually bookable within 1–2 weeks; harder in some countries.
- Provide financial proof — bank statements showing sufficient funds for the first weeks (requirements vary by country).
- Obtain police clearance certificate — from every country they have lived in for 12+ months in the past 5–10 years. Can take 4–8 weeks to obtain.
- Health insurance coverage — proof of cover from day one (mandatory in Germany, Netherlands, and most non-EU countries before arrival).
Country-specific hire tasks
Pay the Immigration Health Surcharge (£1,035/year, paid upfront for the visa duration). Present BRP on first day. You must carry out right-to-work checks before the first day — not after.
Register address within 14 days of arriving (Anmeldung at the Bürgeramt). Apply for the Blue Card or residence permit from within Germany after arriving on a national visa. Enrol in public health insurance (Krankenkasse) before or on first day.
Register at the municipality (gemeente) within 5 days of establishing their address. Collect their residence permit from the IND office. Register with a GP (huisarts) within the first weeks.
Register with the Irish Registration Officer (IRP) within 90 days. PPSN application at Intreo. Non-EEA nationals book IRP appointment before travelling — slots are limited.
Attend port of entry. Work permit issued at border for some routes (CUSMA). Apply for SIN (Social Insurance Number) on arrival. Provincial health card — apply immediately; 3-month wait in Ontario and BC.
Medical examination with a designated physician before application. Police clearances from all countries of residence. Tax File Number (TFN) application on arrival. Superannuation fund enrolment on or before first day.
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Employer cost guide
These are employer-side hard costs only — government fees and legal fees. Relocation packages (flights, temporary housing, shipping allowance) are separate and typically add £2,000–8,000 per hire.
Sponsor licence: £536 (small) or £1,476 (medium/large). Certificate of Sponsorship: £239. Visa fee: £719–1,500. Immigration Health Surcharge: £1,035/year (often paid by employer). Legal support: £1,000–2,500.
Visa filing: €75–100. Qualification recognition: €100–600. Immigration adviser: €1,000–3,000 (optional but recommended for first hire). Relocation allowance: €2,000–5,000 (separate, discretionary).
IND sponsor registration: €350–700 (one-time). IND filing fee: €350–950 per application. MVV entry visa: €210. Immigration adviser: €1,000–2,000.
CSEP application: €1,000. Visa fee: €60–100. IRP registration: €300. Immigration adviser: €1,000–2,500.
LMIA fee: CAD $1,000 (waived for Global Talent Stream). Work permit: $155–255. Immigration adviser: $1,500–4,000. Biometrics (hire-side): $85.
Standard Business Sponsorship: $420. Nomination: $330. Skilling Australians Fund (SAF): $1,200–1,800/year. TSS visa fee: $3,115 (paid by hire but often reimbursed). Adviser: $2,000–4,000.
FAQ
Can we recover visa costs from the employee?
In the UK: no. UK law explicitly prohibits sponsors from passing the cost of the sponsor licence fee or the Certificate of Sponsorship fee to the employee. Breaking this rule can result in losing your licence. In most other countries (Germany, Netherlands, Ireland, Canada, Australia) there is no equivalent statutory prohibition, but the standard HR practice is to cover employer-side fees and split or fully cover visa fees. Always check with an employment lawyer in the destination country before making any deductions.
Do we need a sponsor licence for every country?
The UK and Netherlands (IND recognised sponsor status) both require you to hold a formal sponsor licence before you can employ non-EEA nationals. Germany, Ireland, France, and Australia do not require a separate employer licence — you apply per hire. Canada's LMIA route is per-hire; Global Talent Stream requires you to sign a commitment to work with Employment and Social Development Canada.
What is the fastest route to getting someone working in each country?
Netherlands HSM (if you are already a recognised sponsor): ~2–4 weeks. Canada Global Talent Stream: ~6–10 weeks. UK (if you already hold a licence and use priority service): ~6–8 weeks. Germany and France are the slowest for first-time employers due to bureaucratic steps. Ireland CSEP is mid-range at 10–18 weeks.
How much does a typical relocation package cost on top of visa fees?
Most employer relocation packages include 2–4 weeks of temporary housing (typically £1,500–4,000), a lump-sum settling-in allowance (€2,000–8,000 depending on seniority and country), shipping or baggage allowance, and flights. Total package cost beyond visa fees typically ranges from £3,000–12,000 depending on family size, distance, and company seniority band.
What are our ongoing obligations after the hire starts?
In the UK, sponsors must report to the Home Office within 10 working days if a sponsored worker fails to show up, is absent without explanation for more than 10 consecutive days, or leaves the employment. You must also keep copies of right-to-work documents and update them when visas are renewed. Germany, Netherlands, and Ireland have similar ongoing reporting obligations but they are generally lighter-touch than the UK's system.
Can the hire bring family members?
In most cases yes. UK Skilled Worker visa holders can bring dependent partners and children. Germany Blue Card holders can bring family with the right to work immediately. Netherlands HSM family permits are issued quickly alongside the main permit. Ireland CSEP holders can bring dependants who get a Stamp 3 (non-working) — the dependant must then apply for a separate General Employment Permit to work. Canada work permit holders can usually bring spouses on an open work permit. Factor in additional fees (typically £500–2,000 per dependant) and extra processing time.
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