The Bottom Line
- Assume a job move can trigger a <strong>visa update workflow</strong>. Validate early using GOV.UK ‘update your visa if you change job or employer’.
- The operational risk isn’t ‘being ineligible’—it’s <strong>timing mismatch</strong> between HR start dates, CoS issuance, and system checks.
- Run the switch as a timeline: <strong>offer → CoS → application/update → checks → start</strong>.
Doctors switch Trusts frequently—rotations, fellowships, locally employed posts, training starts. The visa system expects the sponsorship record to match the job reality. Your job is to align HR and sponsorship steps so you don’t end up with a start date you can’t meet.
The avoidable disaster
Don’t resign or commit to a start date on the assumption that sponsorship will ‘sort itself out’. Get written confirmation of who issues the CoS, when it will be assigned, and what steps you must complete before start.
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Step 1 — Identify what has changed (role, hours, employer, second job)
List the variables: employer, site, occupation code, pay, hours, second job hours. If the change is material, treat it as an ‘update’ scenario until proven otherwise.
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Step 2 — Ask the sponsorship team for a one-paragraph plan
Request: “What do you need from me, what will you produce (CoS), and what is the expected timeline?” If they can’t answer, escalate early.
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Step 3 — Build a single timeline and share it with HR
Put dates in writing. HR onboarding often runs on auto-pilot; you want them to understand that sponsorship is a dependency, not a formality.
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Step 4 — Keep your UKVI account details stable
If passport/contact details change, update your UKVI account first. This reduces downstream verification loops.
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Step 5 — Have a contingency plan for ‘checks can’t be completed’
If HR cannot verify status via the usual route, you need your evidence bundle and the official escalation route ready. Don’t wait until the day before start.