Why Hospitality Businesses Work With Us
The staffing deficit in UK hospitality has been building since 2021 and it has not resolved itself. For restaurants serving high-end covers, hotels managing complex operations and groups running multiple sites, the ability to hire internationally is not a luxury. It is what keeps the doors open.
Hospitality applications have specific wrinkles that catch people out. Tronc arrangements, variable rotas, split shifts and tip income all interact with the salary threshold rules in ways that most HR teams are not aware of. We structure every application and every CoS assignment to make sure the numbers add up correctly from the start.
Roles Typically Sponsored in Hospitality
SOC code accuracy matters more than most people realise. Incorrect classification is one of the most common reasons a Certificate of Sponsorship gets refused or flagged at audit.
Head Chef and Sous Chef
Senior kitchen roles across restaurants, hotels and contract catering. The most commonly sponsored hospitality role in the UK.
Pastry Chef and Specialist Chef
Specialist culinary roles with demonstrable expertise in a specific cuisine or technique.
Restaurant and Food and Beverage Manager
General managers and F and B directors for licensed premises.
Hotel General Manager
Senior leadership roles for hotels and serviced accommodation.
Sommelier and Bar Manager
Specialist beverage management for high-end hospitality operations.
Events Manager
Venue events, conference and banqueting management.
Which Immigration Routes Apply
We confirm the correct route and applicable threshold on your free assessment call. Figures below reflect 2026 thresholds.
| Route | Minimum Salary 2026 | What You Need to Know |
|---|---|---|
| Skilled Worker | £38,700 general / going rate | The main route for hospitality managers and head chefs. Chef roles have specific going rate requirements that need to be checked carefully before the CoS is assigned. |
| Senior or Specialist Worker | £48,500 or going rate | For international hotel and restaurant groups transferring staff from overseas corporate entities. |
| Temporary Worker Creative | Varies | Occasionally relevant for visiting chefs performing at festivals or pop-up events. Short-term only and rarely the right answer for permanent hiring needs. |
What Hospitality Sponsors Get Wrong
These are the areas UKVI focuses on most when visiting hospitality businesses. Getting them right before you start is considerably easier than fixing them after a visit.
- 💷Tronc and Salary ComplianceTips, service charges and tronc payments do not count toward the minimum salary threshold. Base salary must meet the requirement on its own. Sponsors who include variable gratuities in their CoS salary figures are creating a compliance liability.
- 📅Variable Rotas and Hours RecordsSkilled Worker roles require guaranteed minimum hours that meet the salary threshold. Variable or zero-hours contract arrangements are high risk in this context. Actual hours records must be maintained and retained for every sponsored staff member.
- 🏨Multi-Site OperationsHospitality groups running multiple venues must record the correct primary place of work on each CoS. Workers who move between sites may need new CoS assignments. Franchise structures add further complexity that needs early planning.
- 📋Genuine Vacancy EvidenceUKVI scrutinises hospitality applications for genuine vacancy evidence. Advertising records, candidate shortlists and any interview documentation should be retained for every sponsored role.
Hospitality businesses have one of the highest rates of sponsor licence compliance failures across all sectors. Variable pay structures and informal HR practices create audit risk that builds quietly until there is a UKVI visit. A compliance review before your first sponsored worker starts will identify the issues before they become enforcement action.
What Clients Say About Working With Us
"We needed to bring in a senior chef urgently. ACG handled everything, kept us fully informed throughout and delivered approval considerably faster than we expected."
"We hold licences across seven sites. ACG manages our entire portfolio on retainer. The quarterly health checks alone have prevented at least two potential compliance issues."
"Clear advice, straightforward pricing and a genuinely fast turnaround. We have used ACG for three separate sponsor licence matters now and would not go anywhere else."