Workforce Issues in the Weybridge Hospitality Sector: Challenges and Solutions

With the after-effects of challenging circumstances such as the COVID-19 pandemic and the changes that occurred due to the implementation of the Brexit Referendum, the Weybridge hospitality sector has been experiencing ongoing shortages in its available workforce.

To help mitigate the issue of finding enough suitable workers, several steps can be taken, such as hiring foreign talent. Weybridge pubs, restaurants, hotels, and the like, may want to consider a sponsor licence application. Additionally, several steps can be taken to ensure that job opportunities are as attractive as possible, which may include flexibility in scheduling, enough breaks, and appropriate amenities.

How Can a Sponsor Licence Help with Overcoming Worker Shortages in Weybridge?

One of the key benefits of hiring internationally is that it allows businesses to draw in the most suitable professionals to join and strengthen their teams. Diversifying one’s employee base can help to attract highly qualified workers with unique skills and strong motivation, which can help by creating a stable and proactive culture within the business.

Additionally, being able to hire for specific seasonal employment needs will mean that the business can be supported adequately when it is most needed, without pushing too much work on a too-limited team and without having to hire a non-sustainable number of employees to work year-round.

Challenges of Becoming a Sponsor

When considering international recruitment, Weybridge businesses in the hospitality sector will first need to examine their role in the hiring process, as the sponsor position comes with its rules and responsibilities that may vary, depending on the nature and size of the business that is seeking international workers.

Weybridge businesses in the hospitality sector may need to consider the type of worker that they have need for and what employment basis might be the most appropriate, to make sure that the offered job position corresponds well with the skills and qualifications of their potential hires. It is important that the work hours, wakes, and nature of the work meet the requirements for sponsorship and that any businesses wishing to pursue this route have an appropriate setup for managing all prospective sponsored employees.

As a sponsoring business, one of the main responsibilities will be to keep an eye on the international workers and to report any relevant changes in circumstances of either the employee or the business, which may affect the nature of the work and sponsorship. Depending on the type of work arrangement, sponsored employees might also need to be offered support with finding suitable accommodation arrangements for the duration of their stay and employment, which will often be especially relevant when hiring seasonal workers.

How Can Weybridge Businesses Become Accredited Sponsors?

To sponsor foreign workers, Weybridge businesses will have to apply for a sponsorship licence. This means that there must be a functioning HR system in place to manage and record all activities pertaining to sponsorship certificates and sponsored workers.

Businesses will also need to show that they have been legally trading prior to becoming a sponsor and that there have been no instances of unlawful activities, including fraud, immigration offences, or other breaches of trading conduct. It is important that any sponsors are able to offer safe and reliable working conditions to their potential employees, and this is especially important when recruiting from overseas.

To apply for a sponsorship licence, businesses will need to file an official application by submitting the online application form along with relevant evidence that shows their eligibility to become a sponsor. Businesses will also be liable to pay the application fee, which will depend on the type of Sponsorship licence that is needed and the size of the business.

Human Resources and Managing Sponsorship Certificates

Sponsorship of foreign workers requires a functional internal structure that allows employers to oversee and manage the ongoing conditions of their foreign employees. As such, sponsors must usually identify and appoint the appropriate roles within a dedicated HR department to keep track of all ongoing sponsored workers.

Sponsorship is usually managed through the dedicated Sponsorship Management System, also called SMS. To access this, specific roles must be appointed.

The Authorising Officer

Each business that wishes to sponsor foreign workers must appoint an authorising officer as part of the HR team. Their role is to manage recruitment and the hiring of international talent. This should usually be a pre-existing and qualified employee at the company.

The Key Contact

The key contact will handle communications with UKVI (UK Visas and Immigration).

The Level 1 User

Level 1 users are responsible for the general management of the sponsor licence and any sponsorship certificates that have been issued. Employers with this role will have access to the Sponsorship Management System, where they must track and update any relevant changes in circumstances either for the company or sponsored workers. The authorising officer may also be made a level 1 user.

The Level 2 User

Once a company has obtained their sponsor licence, level 2 users may be appointed to help with the management of sponsorship certificates. They will usually have limited access to the Sponsorship Management System.

Identifying the Correct Sponsorship Licence Category

One essential step when applying to become an official sponsor for international workers is to identify the type of sponsorship licence that will be needed based on the hiring goals of the business. Sponsor licences are offered in two main categories, distinguishing between general and temporary employment:

● The worker licence allows businesses to sponsor talent for traditional employment with a particular focus on hiring skilled and senior workers whose specific qualifications can best support the business.

● The temporary worker licence may be especially suitable for businesses in the hospitality sector, which may require increased staff during specific seasons, such as during the summer or winter periods. It usually covers employment that is set to continue for a limited time only, after which a worker will be expected to return to their home country.

Businesses may apply for either one of these licence types separately, but there is also the option to apply for a joint licence that allows sponsorship of workers under either category. This can offer the greatest flexibility for businesses in the hospitality sector that may wish to bring on highly qualified management personnel on a long-term basis while still requiring additional workers during peak seasons.