Friday 18 September 2026

As hybrid working has become a permanent feature of the UK labour market, the Home Office has adapted its sponsor guidance to reflect modern working practices. Whilst routine hybrid working arrangements are now widely accepted, sponsors must still understand their reporting obligations and ensure they remain compliant with their sponsor duties.

From strict reporting to greater flexibility
The sponsorship system was originally designed around employees attending a specific workplace. As remote working became widespread during the pandemic, sponsors were required to report various changes relating to work locations and working patterns.

In 2023, the Home Office formally recognised hybrid working arrangements within its sponsor guidance. However, sponsors were still required to report where sponsored workers moved to a hybrid working pattern or began working remotely on a permanent basis. The position was relaxed further in 2024, with the Home Office confirming that routine hybrid working arrangements no longer need to be reported. Sponsors must, however, continue to maintain accurate records and notify the Home Office of other reportable changes, including changes to a worker’s main work location.

Fully remote roles attract greater scrutiny
The position becomes more complicated where a sponsored worker operates entirely remotely. Current sponsor guidance states that sponsors must notify the Home Office where a worker is a contractual home worker with little or no requirement to attend company premises or client sites. In these circumstances, Home Office may question why sponsorship is required if the role could be performed from overseas. Sponsors should therefore be ready to demonstrate why the worker’s presence in the UK is necessary, whether for collaboration with colleagues, client facing responsibilities, attendance at meetings or integration with the wider UK business,

What should sponsors do?
Whilst there is currently little indication that the Home Office intends to reverse its acceptance of hybrid working, there is an increased scrutiny of sponsor compliance.

Sponsors should ensure that they:

• understand their reporting obligations;
• keep accurate records of working arrangements; and
• are able to demonstrate that any fully remote roles are genuine and that there is a need for the worker in the UK.

Conclusion
Hybrid working is recognised by the Home Office as a normal feature of modern working life. For sponsors, the greater risk arises from fully remote roles where the business case for a worker being based in the UK may come under closer scrutiny.