What Happens During a Home Office Compliance Audit?

There are always some differences between every audit however they typically cover the same themes. Here’s what you can normally expect during the audit itself.

1. Documentation and File Review

• Sponsored worker files (passport, BRP, visa, CoS copy, pay records, etc.)
• Right to work checks (for all staff, not just sponsored workers)
• Employment contracts and job descriptions
• Absence and attendance records
• Recruitment evidence and interview notes
• Payroll records and proof of salary payments

The officer will assess whether the documents are complete, accessible, and reflect compliance with the rules.

2. Interviews

• They may speak with your Authorising Officer, Level 1 User, or anyone involved in HR or onboarding
• They may also interview sponsored workers to verify they’re in the right role, receiving the correct pay, and not subject to unusual working conditions

Interview questions may include:

• How do you track visa expiry dates?
• Who’s responsible for reporting changes?
• How do you ensure salaries match the CoS?
• Can you walk me through your onboarding process?

3. System Checks

They’ll want to see how your processes work in practice:

• How the Sponsor Management System is accessed and updated
• How right to work checks are stored and monitored
• Whether visa renewals are tracked internally
• Whether you’re following Appendix D record-keeping rules

What Happens After the Home Office Compliance Audit?

Following the audit, the Home Office will issue one of several outcomes:

You won’t always receive feedback straight away. In some cases, findings are issued weeks after the visit.

Most Common Audit Fails We See

Based on mock audits and real-case responses, these are the issues that most often catch employers out:

• Outdated or missing Key Personnel records
• Workers doing jobs that don’t match the CoS or occupation code
• No absence monitoring or reporting system
• Salary changes not reported (when relevant)
• Inconsistent right to work records (not keeping up with requirement changes)
• Poor internal training on sponsor responsibilities

In many cases, the business wasn’t deliberately non-compliant—they just didn’t know the detail required or didn’t realise internal changes needed to be reported.

Here’s what we recommend:

• Run a mock audit at least once per year
• Audit your sponsored worker files every 6 months
• Review and update your key personnel quarterly
• Cross-check CoS details against current duties and pay
• Use a central system to monitor visa expiry dates and absences
• Train HR and PeopleOps staff on sponsor duties, reporting, and SMS use

And if you’re not sure where to start?

Book a Discovery Call or Mock Audit

We offer:

• One-off mock compliance audits
• Our Audit-Ready Authority Blueprint (a premium full-day package with a mock audit, training, report and fixes)
• Our Compliance Confidence Compass (a lighter remote package including healthcheck, risk report and training)

👉 Book a Discovery Call
Let’s make sure your licence is in good standing—before the Home Office comes knocking.