Overseas Trained Teachers (OTTs) bring a wealth of global experience, diverse perspectives, and valuable skills to our schools. The NEU Model Policy on the employment of OTTs is designed to ensure that these educators are welcomed, supported, and treated fairly throughout their professional journey in England.
NEU model policy for OTT sets out a comprehensive framework for schools and trusts to follow, covering everything from ethical recruitment and relocation support to induction, pay, and progression. It recognises the unique challenges OTTs face—such as adapting to a new curriculum, navigating cultural differences, and managing the logistics of relocation and offers practical solutions to help them thrive.
For NEU reps, the policy is a powerful tool to advocate for OTT members. It provides clear standards that reps can use in negotiations with school leadership, including:
- Ensuring fair pay and transparent progression pathways, including the use of Recruitment and Retention allowances.
- Securing structured induction programmes with reduced timetables and mentoring support.
- Advocating for relocation allowances, paid leave for community integration, and access to well-being resources.
- Promoting equal treatment in appraisal, observation, and professional development opportunities.
- Supporting OTTs in their journey to Qualified Teacher Status (QTS), including funding and release time for the Assessment Only route.
NEU reps are encouraged to negotiate the adoption of the OTT model policy and checklist in their workplaces.
Checking the sponsor status of prospective employers
If you require a visa sponsorship to work in the UK (e.g., Skilled Worker visa), you must verify whether any prospective school or Trust is a licensed sponsor with the legal authority to employ migrant workers. Failing to do so may risk your visa application being refused and could jeopardise your immigration status.
This advice explains why checking sponsor status matters, how to verify a school’s licence, and warning signs to watch out for.
Why it’s essential to check pponsorship status
Only employers with a valid Home Office‑issued sponsor licence are legally permitted to sponsor teachers who require visas. This licence confirms the organisation meets strict compliance requirements.
Working for, or relying on sponsorship from, an organisation without a valid licence can result in visa refusal or curtailment, job loss, and loss of lawful status.
Sponsor licences can be downgraded, suspended, or revoked if employers fail to meet their reporting and compliance duties. A suspended or revoked licence means the employer cannot lawfully issue Certificates of Sponsorship.
How to check a prospective employer’s sponsor status
Use the official register of licensed sponsors
The UK Government maintains an up‑to‑date Register of Licensed Sponsors, listing all organisations legally permitted to sponsor workers.
- Go to the UK Government’s sponsor licence register.
- Download the latest version.
- Search the employer’s full legal name.
- Check whether the organisation appears on the list; their licence type (must include Skilled Worker)and their rating (an A‑rating is required for issuing new Certificates of Sponsorship).
If the employer does not appear, they cannot sponsor you.
Ask the employer directly
A legitimate sponsor should be able to provide:
- Their Sponsor Licence Number (SLN)
- Confirmation of the Skilled Worker route licence
- Evidence that their licence is active (e.g., screenshots from SMS or approval letters)
Employers who are evasive, vague, or claim they are “in the process” of renewing a licence should be treated with caution.
Warning signs to look out for:
- The employer claims they “used to have” a licence but it has lapsed.
- They say they will sponsor you “once the licence is approved”—but have not yet obtained it.
- They cannot provide a licence number or documentation.
- They insist you start work before a Certificate of Sponsorship is assigned (this is unlawful).
- They keep delaying sponsorship steps or offer inconsistent explanations.
Employers are legally required to actively manage their sponsor licence, including reporting changes and maintaining compliance systems. Licence issues often indicate wider organisational problems.
What to do before accepting a job offer - verifying the sponsor status of a prospective school/trust
Below is a practical checklist for educators subject to immigration control to take to interviews or submit before interviews to verify a school or Trust’s ability to sponsor Skilled Worker visas.
1. Confirm Sponsor Licence Status
- ☐ “Do you currently hold an active Skilled Worker sponsor licence?”
- ☐ What is your Sponsor Licence Number (SLN)?
- ☐ Is your licence rating A‑rated, as only A‑rated sponsors may issue new Certificates of Sponsorship?
2. Certificate of Sponsorship (CoS) Readiness
- ☐ “Are you ready to assign a Certificate of Sponsorship immediately if an offer is made?”
- ☐ Who in the organisation manages the Sponsorship Management System (SMS)?
- ☐ Have you previously sponsored teachers and, if so, how many?
3. Licence Compliance and Stability
- ☐ Has your licence ever been downgraded, suspended, or at risk?
- ☐ Do you have robust HR systems in place to monitor visa compliance?
4. Job Suitability for Sponsorship
- ☐ Does the advertised role meet Skilled Worker requirements (skills level, salary threshold)?
- ☐ Have sponsored this type of role before.
5. Timeline and Process
- ☐ Please let me know:
- When you will assign the CoS
- How long you expect processing to take
- Whether you support priority visa services
- ☐ Who will be my contact for visa paperwork?
Don’t forget to verify against the official register before or after the interview -check the school’s/Trust’s name on the Home Office Register of Licensed Sponsors and confirm the organisation is listed under the Skilled Worker route.