How UK Immigration Policy Is Shaping Hospitality Recruitment

The connection between UK immigration policy and hospitality recruitment has never been more critical. Since Brexit and the introduction of the points-based system, employers across the hospitality sector — from hotels and restaurants to event venues and serviced apartments — have faced new challenges in attracting and retaining staff. While the changes aim to bring clarity and structure, they’ve also added layers of complexity that many hospitality employers are still working to understand fully.

At AA Recruitment Consultants, we’ve worked closely with hospitality businesses across London, and one challenge we hear time and again is this: finding and keeping the right people is more complex than ever, and immigration rules are part of the reason why.

For years, many hospitality businesses leaned on overseas talent — particularly from within the EU — to fill roles quickly and reliably. But today, those same roles often require sponsorship, visa eligibility, and salary thresholds that don’t always reflect the realities of the hospitality industry.

From kitchen porters and wait staff to housekeepers and night cleaners, employers are finding it increasingly difficult to hire, even when strong candidates are available. The process has become more time-consuming, expensive, and uncertain, especially for small to mid-sized businesses without in-house HR teams.

The Points-Based System: Who Qualifies, and Who Doesn’t?

The UK’s immigration system now operates on a points-based system, requiring candidates to score enough points across various areas, including salary, job type, English language proficiency, and qualifications. In principle, it’s designed to attract high-skilled workers — but in practice, it’s leaving gaps in sectors like hospitality, where many essential roles are not considered “high-skilled” by policy standards.

The result? Employers are experiencing a growing mismatch: demand for staff is high, yet many well-suited overseas candidates don’t qualify under the current framework.

What UK Immigration Policy Means for Hospitality Recruitment Today

Hiring international staff isn’t as simple as offering someone a job — it starts with becoming a licensed sponsor through the Home Office. This is a formal process that requires businesses to demonstrate their authenticity, reliability, and ability to manage the legal responsibilities associated with employing non-UK nationals.

To obtain a sponsor license, you’ll need to show that your business is registered correctly, compliant with UK employment laws, and has appropriate systems in place to track and report on the employees you sponsor. This includes maintaining up-to-date contact details, tracking visa expiry dates, and notifying the Home Office if a worker fails to appear, changes roles, or leaves your organisation.

But sponsorship doesn’t end once the visa is issued. It’s a continuing responsibility — one that includes regular monitoring, potential audits by UK Visas and Immigration (UKVI), and ongoing evidence that your employment practices remain compliant. Failing to meet these standards can result in serious consequences: your license could be downgraded, suspended, or revoked entirely, leaving you unable to hire from overseas at all.

One of the most common barriers employers face when looking to sponsor overseas workers is meeting the required salary thresholds set by the UK’s immigration rules. While the intention behind these thresholds is to attract high-skilled workers and prevent wage undercutting, the reality is that many vital roles within the hospitality sector fall below the minimum pay requirements.

Whether it’s a part-time kitchen porter, a junior waiter, or a housekeeper with flexible hours, these positions are essential to the smooth operation of hotels, restaurants, and event venues. Yet, because they don’t reach the minimum salary levels defined by the visa system, employers are unable to offer sponsorship, even if they’re struggling to fill the role locally and have strong international candidates available.

These limitations can force hospitality businesses into difficult decisions: either raise wages well beyond standard market rates, which may not be financially viable, or forgo sponsorship altogether and continue facing shortages. It also creates a challenge when scaling teams quickly to meet seasonal demand, as salary thresholds are not always adaptable to the flexible nature of hospitality work.

Understanding which roles meet the requirements — and whether exceptions or lower thresholds apply (e.g., for younger workers or shortage occupations) — is key to planning. For many employers, this part of the system feels at odds with the realities of the industry, making strategic workforce planning more critical than ever.

Hiring staff from overseas isn’t something that can be turned around overnight. From the initial application for a sponsor license to the issuance of the final visa, the process can easily stretch over several weeks — and, in many cases, several months. This is due to the number of steps involved, each of which requires careful attention and patience.

First, an employer must apply to become a licensed sponsor, which involves submitting evidence to the Home Office that your business is genuine, compliant, and prepared to take on the legal responsibilities of sponsorship. This application can take several weeks to process on its own, and delays are not uncommon, particularly during periods of high demand or policy changes.

Once your license is approved, you’ll then need to assign a Certificate of Sponsorship (CoS) to your chosen candidate, who must, in turn, apply for a visa. This stage involves additional documentation, biometric appointments, and background checks, all of which require time and can be impacted by issues as simple as incorrect paperwork or delays in communication.

In the context of hospitality, where last-minute cover is often critical and operational continuity depends on reliable staffing, these timeframes can present real challenges. That’s why it’s essential to treat sponsorship and visa applications as part of long-term workforce planning rather than a quick-fix solution.

Building realistic lead times into your recruitment strategy will help avoid staffing gaps, missed service standards, or pressure on existing teams.

For every UK employer, checking a candidate’s right to work isn’t optional — it’s a legal obligation. Before anyone starts a shift, whether it’s in a hotel kitchen, at a reception desk, or behind the bar, you must confirm that they are legally allowed to work in the UK.

This typically involves verifying documents such as a British or Irish passport, a biometric residence permit, or a valid visa. In some cases, it may also mean using the Home Office’s online checking service to confirm status digitally. Employers must conduct these checks in a specific manner, maintaining dated records and copies as evidence of compliance.

For the hospitality industry — where hiring is often fast-paced and turnover can be high — it’s crucial not to let speed compromise legality. Bringing someone in “just to cover a shift” without checking their status can have serious consequences, including civil penalties of up to £20,000 per illegal worker, potential damage to your brand, and even criminal sanctions if it’s found that the employer knew (or should have known) the individual had no right to work.

Beyond the financial risks, there’s also the reputational impact. Venues that fail to meet their legal duties can find themselves under scrutiny, losing the trust of clients, staff, and partners.

Right-to-work checks should be seen as a standard part of your onboarding process — not a box-ticking exercise, but a vital step in protecting your business. Keeping up with the latest guidance and ensuring your team is aware of what to look for is essential.

Policy in Motion: Why Staying Informed Matters

UK immigration policy is not fixed — it’s a moving target. Regulations are regularly reviewed, reinterpreted, or revised in response to labour shortages, public sentiment, and political priorities. For employers in the hospitality industry, this constant state of change can make workforce planning especially challenging.

In recent months, discussions have centered on increasing salary thresholds for visa sponsorship, reviewing the shortage occupation list, and introducing stricter criteria for certain visa types, particularly in sectors such as care and hospitality, which rely on a flexible and diverse workforce. While some changes are announced with notice, others can come into effect swiftly, catching unprepared businesses off guard.

What this means for employers is straightforward: what is compliant today might not be tomorrow. A role that qualifies under current sponsorship rules could fall outside eligibility following a policy update. Similarly, a previously accepted Right to Work check method could be phased out in favour of new digital systems or documentation requirements.

Staying informed isn’t just about ticking legal boxes — it’s about protecting your operations. In hospitality, where staff shortages have a direct impact on service delivery, delays in recruitment or compliance missteps can affect everything from the guest experience to the business’s reputation.

That’s why it’s crucial to incorporate immigration awareness into your long-term strategy rather than treating it as a reactive task. Partnering with a recruitment consultancy that monitors policy developments and understands their practical impact can give your business a much-needed edge, saving time, reducing risk, and allowing you to plan with confidence, even when the rules change.

Our Role: Supporting You Every Step of the Way

At AA Recruitment Consultants, we’re not here to forward CVs or tick boxes. Our goal is to become a genuine extension of your team — someone you can rely on for honest advice, clear direction, and long-term recruitment support.

We understand that in today’s environment, hiring isn’t just about filling vacancies — it’s about navigating complex immigration rules, staying compliant with Right to Work checks, and planning for the future in a sector that moves fast and expects even more.

Whether you’re considering applying for a sponsor license, unsure whether your open roles meet visa criteria, or facing questions about onboarding overseas candidates, we’re here to guide you through each stage. We keep on top of the latest changes in UK immigration policy, so you don’t have to. Our team breaks down the jargon, helps you understand your responsibilities, and supports you in making informed, confident hiring decisions.

But our support doesn’t stop at compliance. We take the time to understand your business — its culture, its pace, and its standards. That way, we can help you find people who not only arrive on time but also represent your brand with professionalism and pride.

For us, recruitment isn’t just about getting someone through the door; it’s about finding the right person for the proper role. It’s about building teams that perform well, stay longer, and enhance the guest experience you work so hard to deliver.

Conclusions

The hospitality sector is built on people, but the rules that govern how you hire them are shifting all the time. From sponsor licenses and visa requirements to salary thresholds and Right to Work checks, today’s recruitment landscape requires more than just good intentions.

It requires a clear understanding of the legal framework, the ability to plan effectively, and the confidence to adapt when policies change. That’s where we come in.

At AA Recruitment Consultants, we do more than supply staff. We help hospitality businesses navigate the complexities of UK immigration policy and hospitality recruitment, building teams that are not only compliant but also committed, capable, and aligned with your brand.