Skilled Worker Visa & Sponsorship Guide for Employers 

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The Skilled Worker visa continues to be the UK’s main immigration route for hiring overseas employees, but the regulatory framework is dense and ever-changing. For employers, understanding how the route operates, from salary thresholds and sponsorship duties to switching rules and extensions, is vital for lawful, compliant recruitment that supports commercial objectives and competitive advantage.

Skilled Worker Visa Overview

Replacing the old Tier 2 visa, the Skilled Worker route allows UK-licensed sponsors to employ foreign nationals in eligible skilled roles. The relevant eligible jobs are listed in Appendix Skilled Occupations, which sets out the SOC codes defining each occupation and its associated salary levels.

Applicants must meet the Skilled Worker visa points requirement by scoring at least 70 points across skill, salary, sponsorship and language criteria.

From 22 July 2025, new Skilled Worker applications generally require roles at RQF Level 6 (degree-level) or above. Lower-skill roles (RQF 3 – 5) must be on a designated list (Immigration Salary List, which replaced the old shortage occupation list, or Temporary Shortage List) or via transitional arrangements.

Employers should consult both lists before assigning a Certificate of Sponsorship, as inclusion can reduce the salary requirement or relax the “going rate” rule.

The general minimum salary threshold for many new Skilled Worker roles has been increased to £41,700, or the relevant going rate, whichever is higher.

Details are found in Appendix Skilled Worker, which integrates the salary framework, eligibility and permitted activities.

Employers assigning Certificates of Sponsorship must match the worker’s role to the correct SOC code and confirm that it meets the Skilled Worker visa minimum salary requirement or the Skilled Worker going rate, whichever is higher. Current guidance on both appears in the Skilled Worker guidance published by the Home Office.

The Skilled Worker English language requirement can be satisfied through an approved English test, a recognised degree taught in English, or being a national of a majority-English-speaking country.

Employers should verify that candidates meet the minimum IELTS score for UK work visa or an equivalent SELT result before assigning sponsorship, as refusal on this basis counts against both worker and sponsor.

Fees, Dependants and Extensions

Employers and workers share the cost of sponsorship. Current Skilled Worker visa fees vary by length of stay, occupation type and whether the role appears on the immigration salary list. For healthcare roles, discounted health and care visa fees apply.

Family members can join under the Skilled Worker dependant visa, gaining permission to live and work in the UK.

For ongoing employment, the Skilled Worker visa extension process allows renewal before the visa expiry date, provided sponsorship, salary and eligibility criteria remain satisfied.

Sector-Specific Categories: Health and Care

The term ‘care worker visa’ is commonly used to refer to the Health and Care visa (a sub-route of Skilled Worker). From 22 July 2025, sponsors cannot recruit new overseas applicants for care workers (SOC 6135) or senior care workers (SOC 6136), but limited in-country continuity exists: eligible workers already in the UK can extend or, in specific cases, switch to the Health and Care visa if they have been working legally in the same job for the sponsoring employer for at least the 3 months ending on the date the CoS is assigned (and the employer is appropriately CQC-regulated).

Health and Care applicants (and their dependants) pay reduced fees and are exempt from the Immigration Health Surcharge. Transitional provisions are time-limited and the social-care route is scheduled to close fully to new in-country sponsorship by 22 July 2028, so employers should check the latest ISL/TSL and caseworker guidance before actioning any application.

SOC Codes and Salary Alignment

The SOC codes with salary tables in Appendix Skilled Occupations specify the job titles, skill levels and going-rate salaries used for sponsorship. Selecting the wrong SOC code or quoting an incorrect salary remains one of the most common causes of visa refusals and sponsor compliance action.

Employers should review job descriptions against the SOC codes before issuing a Certificate of Sponsorship and retain supporting evidence to demonstrate that the role matches the chosen code.

New Entrants and Graduate Recruitment

Reduced thresholds may apply to younger or early-career workers qualifying as new entrant Skilled Worker visa applicants. Graduates moving from post-study permission can also benefit from lower salary rules.

Many employers hire international graduates who switch from the graduate visa to Skilled Worker visa after completing UK study. Others transition staff who came to the UK as students under the student to Skilled Worker visa process. Both require careful timing to ensure continuous lawful residence.

Switching and Changes During Employment

Changes of role, location or duties can trigger a Skilled Worker change of employment application, requiring a new Certificate of Sponsorship and visa update before the employee starts the new role.

Any significant personal or job-related updates should also be reported through the Sponsor Management System under Skilled Worker change of circumstances rules.

If an employee previously held a Tier 5 (Temporary Worker) visa, employers may sponsor them by following the Tier 5 to Tier 2 (now Skilled Worker) transition process.

Supplementary and Additional Work

Under the current rules, sponsored workers can undertake secondary roles in certain limited situations. Skilled Worker visa additional work is permitted up to 20 hours per week in roles that are either on the same SOC code as the main job or on the immigration salary list.

Employers should be aware that working more than 20 hours on Tier 2 visa (now Skilled Worker) outside these criteria would breach sponsorship conditions and risk compliance penalties.

Updating and Maintaining Compliance

Sponsors are required to stay informed of rule changes. Any update Skilled Worker visa developments, such as new salary thresholds or Home Office policy changes, should be reflected in HR systems and staff training.

Routine internal audits and adherence to the latest Skilled Worker guidance help protect the organisation’s licence rating and ensure continued eligibility to sponsor workers.

Pathways to Settlement and ILR

After five years of continuous lawful residence, Skilled Worker holders may qualify for settlement. Employers should plan ahead for staff approaching the five-year mark and understand both the Skilled Worker visa to ILR process and the Tier 2 to ILR requirements for legacy holders.

The government has proposed ILR reforms, including extending the residency requirement and introducing a societal contribution requirement, but these are not yet in force.

Currently, the UK ILR rules for the Skilled Worker visa generally require five years’ continuous qualifying residence and evidence that the worker is still needed and is paid at least the higher of £41,700 per year or the standard going rate for the occupation (with specific exceptions for health/education roles and protected legacy cohorts). Early assessment can help prevent disruption to long-term staffing.

Differences Between Related Visa Routes

Employers often ask about the difference between Skilled Worker visa and Health Care visa. Both share core sponsorship rules, but the Health and Care route applies only to medical, nursing and care roles and carries reduced fees and exemptions from the Immigration Health Surcharge.

Historic references to the Tier 2 dependent visaTier 2 visa application and Tier 2 sponsorship remain relevant when dealing with legacy cases, but all new applications now fall under the Skilled Worker framework.

Long-Term Immigration Planning

Employers with international workforces should align sponsorship with broader mobility strategy. Identifying potential routes to settlement, managing salary progression in line with the going rate, and monitoring visa expiry dates are essential for continuity.

Regular training on the latest Home Office policies ensures HR teams remain compliant, while understanding overlapping routes — such as the care worker visa UK, graduate visa to Skilled Worker visa, and health-care exemptions — provides flexibility in recruitment planning.

Sponsorship compliance & best practices

For employers holding or applying for a UK sponsor licence, understanding the Home Office’s complex sponsor guidance is vital. The UKVI framework sets out strict conditions for how licensed sponsors should manage recruitment, compliance and reporting duties.

Getting this wrong risks licence suspension or even loss of the ability to hire overseas workers.

The foundations of sponsor compliance

The Home Office’s sponsor rules are extensive, but the most important reference points are Appendix D and the relevant route-specific guidance. Appendix D lists every document an employer is required to keep for each sponsored worker, from proof of recruitment to payroll and contact records.

Routine internal audits against Appendix D help ensure records are complete and ready for inspection during a compliance visit. Missing evidence remains one of the most common reasons for UKVI downgrading or enforcement action.

Responding to UKVI enforcement

If UKVI identifies weaknesses in a sponsor’s processes, it may issue a UKVI action plan. This sets out specific improvements and deadlines for completion. The organisation’s sponsor rating is downgraded while the plan is in force, limiting the ability to issue new Certificates of Sponsorship.

Employers should approach an action plan as an opportunity to reset compliance standards, assign responsibility across HR and legal teams, and evidence progress within the Home Office’s timeframe.

Student and education-sector sponsorship

Universities, colleges, and schools sponsoring international students must comply with student sponsor guidance, which requires close monitoring of attendance, course changes, and term-time travel.

Although it is primarily aimed at education providers, the same principles, accuracy of records, timely reporting and clear communication with UKVI, apply across all sponsor types. Reviewing student sponsor guidance can help employers strengthen their own compliance culture.

Certificates of Sponsorship: correct allocation and use

Every sponsored worker requires a Certificate of Sponsorship (CoS). Employers must understand the difference between a defined and undefined Certificate of Sponsorship, as using the wrong category can cause visa refusals or compliance breaches.

Defined Certificates apply to overseas applicants under the Skilled Worker route and must be requested for each role individually. Undefined Certificates are pre-allocated for use in country, typically for visa extensions or dependants. Employers should monitor allocations regularly and justify each assignment through HR documentation.

Applying for a sponsor licence

New employers often ask how to sponsor someone for work in the UK. The process starts with a sponsor licence application, supported by the documentation set out under Appendix A and a clear demonstration that the organisation is genuine and capable of fulfilling sponsor duties.

Once approved, sponsors are required to maintain ongoing compliance, report changes promptly and train staff on their responsibilities. UKVI can inspect a business at any time, so compliance preparation should begin from day one.

Corporate changes and mergers

merger will affect sponsor licence obligations where the ownership or structure of the business changes. If the legal entity holding the licence ceases to exist, the licence automatically ends and sponsorship of existing workers becomes invalid.

Sponsors should notify UKVI via the Sponsor Management System as soon as a merger, acquisition or restructuring is confirmed. Where a new entity is created, a new sponsor licence application is generally required.

Suitability and criminal record checks

Before granting or renewing a licence, the Home Office checks whether the organisation and its key personnel are honest, dependable and reliable. A sponsor licence criminal record may result in refusal or revocation, especially if the offences relate to dishonesty, immigration, or employment law.

Employers should conduct internal due diligence when appointing key personnel and maintain clear disclosure processes to manage any changes in circumstances.

Licence revocation and recovery

If UKVI finds serious non-compliance, a sponsor licence revoked means all sponsored workers’ visas are curtailed and the employer loses permission to issue new CoS.

While there is no formal appeal process, sponsors can reapply after a cooling-off period, provided they can demonstrate full corrective action. Early legal advice and open communication with UKVI during an investigation can sometimes prevent revocation.

Managing sponsored workers’ absences

sponsored worker on long term sick leave remains under sponsorship only if the absence is authorised and properly reported. Extended unpaid leave beyond four weeks typically needs to be disclosed through the Sponsor Management System unless the absence falls under statutory or compassionate grounds.

Employers should maintain accurate absence logs, medical evidence and correspondence records to meet Home Office expectations.

Route-specific guidance and obligations

Different immigration routes carry specific sponsor requirements. For example, teacher visa sponsorship UK includes confirming that the role is on the eligible occupation list, meets salary thresholds and that the candidate has recognised teaching credentials.

Similarly, a temporary worker sponsor licence is suitable for short-term or non-permanent roles under temporary work visas such as the Government Authorised Exchange, Seasonal or Charity Worker schemes. Each route has distinct duration limits, reporting rules and record-keeping expectations.

Licence ratings and maintaining good standing

After approval, every sponsor starts with an A rating sponsor licence. This status confirms full compliance and provides unrestricted access to sponsorship privileges.

A downgrade to a B-rating follows compliance concerns, triggering a UKVI action plan. If the sponsor fails to meet the plan’s requirements, the licence may be revoked. Regular internal checks, staff training, and use of specialist immigration systems help organisations retain an A-rating and avoid enforcement risk.

Need assistance?

Employers that treat compliance as an ongoing management function rather than a one-off licence application are far more likely to maintain their rating and avoid disruption.

For specialist advice for your organisation, contact our UK business immigration advisers.

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