This article provides a detailed guide for UK employers and sporting organisations on the International Sportsperson visa route. It focuses on the legal framework, sponsorship duties, and HR compliance considerations involved in recruiting overseas athletes and coaches.
What this article is about:
The International Sportsperson visa allows elite athletes and qualified coaches to come to the UK to perform at the highest level of their sport. For employers, the route carries significant sponsorship responsibilities, including ensuring governing body endorsements are obtained, meeting salary and eligibility requirements (including English language where the stay exceeds 12 months), and maintaining full compliance with immigration and employment law. This article sets out the visa rules in detail, explains the application process, and highlights the obligations and risks for employers when managing international sporting talent.
Section A: Understanding the International Sportsperson Visa
The International Sportsperson visa is the UK immigration route designed for elite athletes and qualified coaches who are internationally recognised at the highest level of their sport. It enables them to work in the UK for a professional sports club, team, or organisation that holds the relevant sponsor licence. Employers must understand how this route is structured, as it imposes strict requirements that must be satisfied before a visa can be granted.
1. What the visa is and who it applies to
This route applies to sportspeople and coaches who can demonstrate they are established at the highest level internationally and whose presence will make a significant contribution to the development of their sport in the UK. It is intended for elite-level talent rather than recreational players. For example, Premier League footballers, international rugby players, or Olympic-level athletes may qualify, while amateur players would not.
2. Eligibility requirements for athletes and coaches
Applicants must meet several requirements, including:
- Having a formal job offer from a UK-based sponsor with a valid International Sportsperson sponsor licence.
- Holding a Governing Body Endorsement (GBE) confirming elite status and contribution to the sport.
- Meeting the English language requirement where the period of permission sought is longer than 12 months.
- Demonstrating sufficient maintenance funds unless the sponsor certifies maintenance on the Certificate of Sponsorship.
3. Governing body endorsements
A central feature of this route is the need for a Governing Body Endorsement. Each sport has a recognised UK governing body, approved by the Home Office, which must confirm the applicant’s international standing and the role they will perform. For football, for instance, The Football Association issues endorsements using criteria such as international appearances and league status. Employers must obtain the GBE before assigning a Certificate of Sponsorship and ensure the CoS details match the endorsement.
4. Length of stay and permitted activities
Permission can be granted to match the employment contract. Short-term visas can be issued for up to 12 months. Longer-term visas can be granted for up to 3 years initially and extended, with subsequent grants of up to 5 years at a time. Five years’ continuous residence in this route can lead to Indefinite Leave to Remain, subject to the settlement rules.
During their stay, visa holders are permitted to:
- Play or coach for their sponsoring club or organisation in the role described on the CoS.
- Undertake permitted supplementary employment in limited circumstances.
- Bring dependants (partner and children) where requirements are met.
- Travel in and out of the UK while their permission remains valid.
5. Comparison with visitor visa for sports
The visitor route for sports permits short-term participation in events, trials, or unpaid activities, but it does not allow ongoing employment in the UK. Where the sportsperson will be contracted, paid, or based in the UK for more than brief, specific events, the International Sportsperson visa is the correct route.
Section Summary: The International Sportsperson visa is reserved for elite-level athletes and coaches whose involvement in UK sport contributes to maintaining the country’s international standing. The key features include sponsorship by a licensed organisation, a Governing Body Endorsement obtained before assigning the CoS, English language where permission exceeds 12 months, and clear rules on length of stay and permitted activity.
Section B: Employer Sponsorship Duties
Employers play a central role in the International Sportsperson route. Only clubs, teams, or organisations that hold a valid A-rated sponsor licence in the International Sportsperson category may employ overseas athletes or coaches in this route. Holding the licence brings ongoing compliance obligations that are actively monitored by the Home Office, including via announced and unannounced compliance visits.
1. Sponsor licence requirements for clubs and organisations
To recruit under this route, the organisation must obtain and maintain a sponsor licence for International Sportsperson. The Home Office will assess legitimacy, financial standing, genuine vacancy, HR systems, and the capability to meet sponsor duties. Sports organisations must operate at the appropriate professional level and be able to secure Governing Body Endorsements (GBEs) for relevant roles.
Licence maintenance includes responding to Home Office enquiries, keeping key personnel up to date on the Sponsorship Management System (SMS), and ensuring the licence rating remains A-rated. Any material organisational changes must be reported within required timeframes.
2. Certificate of Sponsorship (CoS) process
The CoS is a digital record assigned on the SMS. Employers must obtain the GBE before assigning the CoS and ensure CoS details (role title, duties, salary, location, start and end dates) match the endorsement. Inaccuracies can cause refusals and create compliance risk for the sponsor.
Before assigning a CoS, check:
- Valid GBE covering the role and applicant.
- Accurate contract dates and remuneration consistent with governing body standards.
- Maintenance certification if the sponsor will certify maintenance.
- Any conditions specific to the sport’s governing body criteria.
3. Salary and conditions requirements
While general Skilled Worker salary thresholds do not apply here, pay and conditions must meet the standards set by the relevant governing body and reflect the professional level of the sport. Contract terms should be clear on duties, training, and performance expectations. Sponsors must not assign CoS where remuneration or conditions are inconsistent with governing body rules or Home Office guidance.
4. Record-keeping and reporting duties under sponsor guidance
Sponsors must keep robust HR files and use the SMS to report specified changes. Core duties include:
- Right to work: complete an initial online right to work check before employment begins and repeat if time-limited permission is granted.
- Records: retain copies of the GBE, CoS, contract, RTW check result, and up-to-date contact details for the sportsperson.
- Reporting: use the SMS to report changes such as non-attendance, changes in work location or duties, contract changes or termination, usually within 10 working days.
- Absence monitoring: report where the sportsperson misses 10 consecutive working days without permission.
Failure to meet these duties can lead to enforcement action, including licence downgrading, suspension, or revocation.
5. Risks of non-compliance and enforcement action
The Home Office actively audits sponsor compliance. Non-compliance can result in civil penalties for illegal working, licence action, and reputational harm. Clubs should operate a documented compliance framework covering onboarding, RTW checks, GBE and CoS sequencing, reporting timelines, visa expiry tracking, and internal audits. Training key personnel and maintaining clear escalation routes reduce risk during transfer windows and peak competition periods.
Section Summary: Sponsorship is an ongoing obligation. Secure a GBE before assigning the CoS, align contract and salary with governing body standards, keep complete records, and report changes promptly on the SMS. A disciplined compliance framework protects licence status and ensures athletes and coaches can perform without immigration disruption.
Section C: Application Process and Timelines
Employers and applicants must follow a structured process when using the International Sportsperson route. While the sponsor is responsible for endorsement and assigning the Certificate of Sponsorship (CoS), the visa application is submitted by the athlete or coach. Understanding the steps, evidence, fees, and typical decision times helps align onboarding with competition schedules and ensures compliance.
1. Step-by-step application process
- Governing Body Endorsement (GBE): The employer secures a GBE for the specific role and individual.
- Assign CoS on the SMS: Once the GBE is granted, the sponsor assigns a CoS with accurate role, salary, and contract dates, and may certify maintenance if applicable.
- Online visa application: The applicant completes the International Sportsperson form and pays the visa fee (and the Immigration Health Surcharge if applicable).
- Biometrics and identity: The applicant either attends a visa application centre or uses the UK Immigration: ID Check app where available.
- Decision and grant of permission: The Home Office issues a decision. Most applicants now receive digital immigration status (eVisa). The individual must keep their UKVI account details up to date.
Important: The sponsor should not assign the CoS until the GBE has been issued, and the applicant must not start work until permission is granted.
2. Documents required from the employer and the sportsperson
Both parties must prepare supporting evidence. Typical items include:
- From the employer: GBE letter, CoS reference, signed contract of employment, confirmation of maintenance (if certified), and any sport-specific documents required by the governing body.
- From the applicant: valid passport, CoS reference, proof of English language where permission sought exceeds 12 months, evidence of maintenance funds (unless certified by the sponsor), tuberculosis test results if required, and evidence of identity for biometrics/ID Check.
Dependants must apply at the same time as, or after, the main applicant (not before), each with their own evidence and fees.
3. Visa fees and Immigration Health Surcharge (IHS)
Fees depend on length of permission (up to 12 months, or longer) and the location of application (outside or inside the UK). Where the grant exceeds 6 months, the IHS is typically payable and gives access to the NHS. Sponsors may choose to meet some or all costs contractually, but there is no general legal requirement to do so.
4. Processing times in and outside the UK
As a guide, applications made outside the UK are often decided in around 3 weeks and in-country applications in around 8 weeks, though times vary by location and season. Priority and super priority services may be available for faster decisions, subject to capacity and additional fees. Clubs should factor peak periods (for example, transfer windows and pre-season) into planning.
5. Extensions and switching routes
International Sportsperson permission can be extended if eligibility continues and a fresh GBE and CoS are provided. If the individual changes employer, they will usually need a new GBE and CoS and must obtain new permission before starting for the new sponsor. Some sportspersons may switch into other routes (for example, Skilled Worker) if their role changes and the relevant rules are met. Time spent lawfully in the route can count towards the 5-year qualifying period for settlement, subject to the general ILR rules, including absence limits.
Section Summary: A compliant application hinges on correct sequencing (GBE → CoS → application), complete evidence, and realistic timelines. Priority services can shorten waits but are not guaranteed. For transfers, new permission is required before the athlete or coach starts work with a new sponsor.
Section D: HR and Compliance Considerations
Recruiting through the International Sportsperson route carries ongoing HR and compliance responsibilities. Beyond securing permission, clubs and sporting organisations must manage employment in line with immigration conditions, sponsor duties, and wider workforce planning to maintain a statutory excuse against civil penalties and to protect licence status.
1. Right to work checks for international sportspersons
Carry out an online right to work (RTW) check before employment begins using the Home Office service with the worker’s share code and date of birth. Most sportspersons will hold digital status (eVisa); the online check is the prescribed method. Record the check outcome, the date of the check, and confirm the photo is of the individual you intend to employ. Keep evidence of the check (PDF or screenshot) securely.
- Repeat checks are required where permission is time-limited; diarise the visa end date and complete a follow-up check before expiry.
- If a BRP or visa vignette exists, you must still use the online check where the individual has digital status; do not rely on physical documents where an online check is mandated.
- Ensure the individual keeps their UKVI account details up to date so RTW status remains accessible.
2. Managing contract terms and immigration status
Employment contracts and day-to-day duties must match the CoS and the Governing Body Endorsement (GBE). Sponsors must notify the Home Office via the Sponsorship Management System (SMS) within required timeframes (typically 10 working days) of reportable events, including:
- Non-attendance, late start, or termination of the role.
- Material changes to duties, pay, work location, or hours.
- Absence of 10 consecutive working days without permission.
Maintain a complete personnel file: GBE, CoS, contract, RTW evidence, contact details, and any agreed variations. Align internal approvals (e.g., transfers, loans, secondments) with immigration reporting steps before changes take effect.
3. Impact on team planning and recruitment strategy
Build immigration lead times into squad planning, particularly around transfer windows, pre-season, and competition registration deadlines. Factor in GBE processing, visa decision times, and travel. For away fixtures abroad, ensure passports/visas support travel without jeopardising UK immigration conditions. Track time-limited permission and schedule extension applications early to avoid RTW gaps.
- Consider contingency for delayed decisions or endorsement issues.
- Integrate immigration milestones into medicals, onboarding, and kit/registration processes.
4. Dependants and family members joining the sportsperson
Partners and dependent children can usually accompany or join the sportsperson where they meet route requirements. While employers are not responsible for dependant applications, relocation support improves retention and performance. Dependants generally have the right to work in the UK, subject to standard conditions (for example, no work as a professional sportsperson or coach). Ensure contract start dates realistically allow for family logistics where relevant.
5. Route to settlement (ILR) and long-term workforce planning
Time spent in the International Sportsperson route can lead to settlement after five years’ continuous residence, subject to eligibility including absence limits, suitability requirements, and the Life in the UK Test and English language at the required level. Plan renewals and extensions so there are no breaks in permission. For retained talent, consider long-term pathways (for example, extension in-route) and ensure endorsements and sponsorship remain in place throughout the qualifying period.
Section Summary: Compliance does not end at visa grant. Complete prescribed RTW checks (and repeats where required), keep records, report changes on the SMS within deadlines, and integrate immigration milestones into team planning. Address dependant needs and ILR pathways to support retention while protecting sponsor licence status.
Section D: HR and Compliance Considerations
Recruiting through the International Sportsperson route carries ongoing HR and compliance responsibilities. Beyond securing permission, clubs and sporting organisations must manage employment in line with immigration conditions, sponsor duties, and wider workforce planning to maintain a statutory excuse against civil penalties and to protect licence status.
1. Right to work checks for international sportspersons
Carry out an online right to work (RTW) check before employment begins using the Home Office service with the worker’s share code and date of birth. Most sportspersons will hold digital status (eVisa); the online check is the prescribed method. Record the check outcome, the date of the check, and confirm the photo is of the individual you intend to employ. Keep evidence of the check (PDF or screenshot) securely.
- Repeat checks are required where permission is time-limited; diarise the visa end date and complete a follow-up check before expiry.
- If a BRP or visa vignette exists, you must still use the online check where the individual has digital status; do not rely on physical documents where an online check is mandated.
- Ensure the individual keeps their UKVI account details up to date so RTW status remains accessible.
2. Managing contract terms and immigration status
Employment contracts and day-to-day duties must match the CoS and the Governing Body Endorsement (GBE). Sponsors must notify the Home Office via the Sponsorship Management System (SMS) within required timeframes (typically 10 working days) of reportable events, including:
- Non-attendance, late start, or termination of the role.
- Material changes to duties, pay, work location, or hours.
- Absence of 10 consecutive working days without permission.
Maintain a complete personnel file: GBE, CoS, contract, RTW evidence, contact details, and any agreed variations. Align internal approvals (e.g., transfers, loans, secondments) with immigration reporting steps before changes take effect.
3. Impact on team planning and recruitment strategy
Build immigration lead times into squad planning, particularly around transfer windows, pre-season, and competition registration deadlines. Factor in GBE processing, visa decision times, and travel. For away fixtures abroad, ensure passports/visas support travel without jeopardising UK immigration conditions. Track time-limited permission and schedule extension applications early to avoid RTW gaps.
- Consider contingency for delayed decisions or endorsement issues.
- Integrate immigration milestones into medicals, onboarding, and kit/registration processes.
4. Dependants and family members joining the sportsperson
Partners and dependent children can usually accompany or join the sportsperson where they meet route requirements. While employers are not responsible for dependant applications, relocation support improves retention and performance. Dependants generally have the right to work in the UK, subject to standard conditions (for example, no work as a professional sportsperson or coach). Ensure contract start dates realistically allow for family logistics where relevant.
5. Route to settlement (ILR) and long-term workforce planning
Time spent in the International Sportsperson route can lead to settlement after five years’ continuous residence, subject to eligibility including absence limits, suitability requirements, and the Life in the UK Test and English language at the required level. Plan renewals and extensions so there are no breaks in permission. For retained talent, consider long-term pathways (for example, extension in-route) and ensure endorsements and sponsorship remain in place throughout the qualifying period.
Section Summary: Compliance does not end at visa grant. Complete prescribed RTW checks (and repeats where required), keep records, report changes on the SMS within deadlines, and integrate immigration milestones into team planning. Address dependant needs and ILR pathways to support retention while protecting sponsor licence status.
FAQs
How long can an International Sportsperson stay in the UK?
Permission aligns to the contract. Short-term visas can be granted for up to 12 months. Longer-term grants are up to 3 years initially, with further grants of up to 5 years at a time. Five years’ continuous residence in this route can qualify for Indefinite Leave to Remain, subject to the settlement rules.
What is a Governing Body Endorsement and who issues it?
A Governing Body Endorsement (GBE) is a confirmation from the sport’s Home Office-recognised UK governing body that the individual is an elite sportsperson or qualified coach who will contribute to the sport in the UK. The endorsement must be in place before the sponsor assigns the Certificate of Sponsorship.
Can International Sportsperson visa holders bring family to the UK?
Yes. Partners and dependent children can usually accompany or join the sportsperson where the requirements are met. Each dependant applies in their own right and pays the relevant fees (and the IHS where applicable). Dependants generally have permission to work, but not as a professional sportsperson or coach.
What happens if the sportsperson changes club or employer?
A new GBE and Certificate of Sponsorship are normally required, and the individual must obtain new permission before starting for the new sponsor. The current sponsor must report the contract ending via the SMS. An endorsement or CoS transfer alone is not sufficient without new permission.
How does the International Sportsperson route compare to the Skilled Worker route?
The International Sportsperson route is tailored to elite athletes and qualified coaches and relies on sport-specific endorsement and governing body standards for pay and conditions. Skilled Worker is a broad labour market route with general salary thresholds and occupation codes. For professional sporting roles, International Sportsperson is usually the correct category.
Conclusion
The International Sportsperson route enables UK clubs and sporting organisations to lawfully recruit elite athletes and qualified coaches. Success in this route depends on disciplined compliance: secure the Governing Body Endorsement before assigning the CoS, complete prescribed right to work checks, maintain accurate records, and report changes on the SMS within deadlines. Align immigration milestones with squad planning so availability for training camps, transfer windows, and competitions is protected.
Employers should instil a documented compliance framework that covers onboarding, monitoring of permissions and absences, and timely extensions. Over a five-year horizon, plan for settlement where appropriate to retain talent while maintaining continuous endorsement and sponsorship. This integrated approach reduces legal and operational risk and supports sustained team performance.
Glossary
| Term | Meaning |
|---|---|
| Governing Body Endorsement (GBE) | A confirmation issued by the sport’s UK governing body (recognised by the Home Office) that the athlete or coach is at the highest international level and will contribute to the sport in the UK. |
| Certificate of Sponsorship (CoS) | A digital record assigned by a licensed sponsor via the Home Office Sponsorship Management System containing details of role, salary, and contract; required to support the visa application. |
| Immigration Health Surcharge (IHS) | A fee payable for most permissions over 6 months that provides access to NHS services during the holder’s stay in the UK. |
| Indefinite Leave to Remain (ILR) | Settlement in the UK that allows a person to live and work without immigration restrictions, typically after 5 years’ qualifying residence and meeting the ILR rules. |
| Right to Work (RTW) Check | The prescribed Home Office process to verify a person’s permission to work in the UK, usually via the online service using a share code and date of birth, with records kept to establish a statutory excuse. |
Useful Links
| Resource | Link |
|---|---|
| GOV.UK – International Sportsperson visa guidance | https://www.gov.uk/international-sportsperson-visa |
| Home Office – Register of licensed sponsors | https://www.gov.uk/government/publications/register-of-licensed-sponsors-workers |
| Home Office – Sponsor guidance for employers | https://www.gov.uk/government/collections/sponsorship-information-for-employers-and-educators |
| DavidsonMorris – International Sportsperson visa guide | https://www.davidsonmorris.com/international-sportsperson-visa/ |
| Xpats.io – International Sportsperson visa | https://www.xpats.io/international-sportsperson-visa/ |
Author
Gill Laing is a qualified Legal Researcher & Analyst with niche specialisms in Law, Tax, Human Resources, Immigration & Employment Law.
Gill is a Multiple Business Owner and the Managing Director of Prof Services - a Marketing & Content Agency for the Professional Services Sector.
