Key Takeaways
To apply for a UK Skilled Worker visa, you must be sponsored by a licensed employer and have a valid job offer.
Applicants need to score 70 points under the UK’s points-based system, demonstrating they meet the strict eligibility criteria.
The salary threshold requirements can be complex and subject to change. Currently, the general salary threshold for a Skilled Worker is set at £41,700.
Both sponsors and workers must be aware of the upfront and ongoing costs associated with the visa.
Sponsors must fulfill their sponsorship duties or risk losing their license and the workers they have sponsored.
The Skilled Worker visa remains the UK’s principal work-based immigration route, enabling employers to recruit talent from overseas while providing foreign nationals with a lawful pathway to work in the UK.
The route is governed by the UK’s strict sponsorship framework, which places significant compliance obligations and financial responsibilities on sponsoring employers, and effectively ties sponsored workers to their employer for the duration of their permission. Ongoing and frequent changes to the Skilled Worker rules continue to increase both eligibility challenges and compliance risks.
Sponsors should ensure their applications are correct at the outset to avoid delays in recruitment and unexpected costs. The process requires both the employer and the worker to demonstrate their respective eligibility, making coordinated preparation essential to prevent errors or omissions that could lead to refusals.
This guide outlines the rules and requirements of the Skilled Worker route, including eligibility criteria, documentary evidence, costs, processing times, and the conditions that apply once the visa holder commences employment in the UK.
Section A: What is the Skilled Worker Visa?
The Skilled Worker visa, which replaced the former Tier 2 (General) category, is the UK’s primary work route for overseas nationals. It enables employers to sponsor non-UK citizens to work in the UK in eligible skilled roles. Applicants must obtain 70 points by meeting specific requirements, including the appropriate skill and salary level, English language proficiency, and a qualifying job offer from a UK employer that holds a valid sponsor licence.
The route also permits spouses, “durable partners,” and dependent children to apply to accompany or join the main applicant in the UK as Skilled Worker dependants.
A Skilled Worker visa may be granted for a period of up to five years. After this, the worker may become eligible to apply for Indefinite Leave to Remain in the UK, subject to meeting the relevant residence and eligibility criteria.
1. What does a Skilled Worker visa allow?
A Skilled Worker visa permits overseas nationals to live and work in the UK for an approved sponsor in an eligible role. The permission is tied to the specific job detailed on the Certificate of Sponsorship, meaning the holder must remain with the licensed employer in the Home Office–approved position. The visa allows full-time employment in that role, limited supplementary work where the rules permit, and the ability to study or undertake voluntary work alongside their main employment.
Skilled Worker visa holders may travel freely in and out of the UK during the validity of their leave, provided they maintain continuous permission and remain employed in their sponsored role. They may also bring eligible family members—such as a spouse, partner, or dependent children—who will generally have the right to live and, in most cases, work in the UK.
After five years of lawful residence under this route, the visa can lead to eligibility for settlement, subject to satisfying the relevant requirements.
2. How long does a Skilled Worker visa last?
A Skilled Worker visa is granted for the duration of employment stated on the Certificate of Sponsorship, up to a maximum of five years. In practice, sponsors commonly issue an initial period of three years. Before the visa expires, the worker must apply to extend their permission or, after completing five years’ continuous residence, may be eligible to apply for Indefinite Leave to Remain in the UK.
There is no cap on the number of extensions a Skilled Worker can obtain, provided they continue to meet all relevant requirements of the route.
3. Skilled Worker Dependants
Holders of a Skilled Worker visa may be able to bring eligible family members to the UK as dependants. Dependants typically include a spouse, civil partner, unmarried partner, and children. The UK immigration rules set specific criteria that must be met for family members to join or accompany the main applicant.
Eligible partners include a husband, wife, civil partner, or an unmarried partner. Unmarried partners must demonstrate that they have been living together in a relationship akin to marriage for at least two years prior to the application. Children may apply as dependants if they are under 18 at the time of application. Children aged 18 or over may continue as dependants only if they are already in the UK with dependant status, unmarried, not in a civil partnership, and not living an independent life.
Applicants must also show that they have adequate financial resources to support their dependants in the UK. These maintenance requirements are in addition to the funds required for the main applicant. At present, the required amounts are £285 for a spouse or partner, £315 for the first child, and £200 for each additional child.
For employers, the Skilled Worker route requires far more investment and oversight than simply submitting a visa application. By sponsoring a worker, you enter into an ongoing legal relationship with both the individual and the Home Office. Your compliance framework and day-to-day management of sponsored workers must meet the standards set out in the sponsorship rules, which extend well beyond ordinary HR procedures. When managed correctly, sponsorship can offer a significant competitive advantage by giving access to global talent. If mismanaged, however, you risk enforcement action, loss of your sponsor licence, and the potential curtailment of your sponsored workers’ visas.
Section B: Skilled Worker Visa Changes 2025
The UK Government’s Immigration White Paper, published in May 2025, sets out a range of proposed reforms to the Skilled Worker route. While certain measures remain under consultation or review, several key changes have already been implemented through Statements of Changes to the Immigration Rules, with many taking effect from 22 July 2025.
From 22 July 2025, the minimum skill level for Skilled Worker eligibility has been raised from RQF Level 3 (A-level equivalent) to RQF Level 6 (graduate level). This significantly reduces the number of roles that qualify for sponsorship and has particular impact on sectors that previously sponsored employees in supervisory, administrative, or technician-level positions.
The Immigration Salary List (ISL) is scheduled to expire no later than 31 December 2026. In parallel, a Temporary Shortage List (TSL) has been introduced, applying only to a narrow set of sub-degree (RQF 3–5) roles, and subject to strict, time-limited and conditional sponsorship arrangements. The Migration Advisory Committee (MAC) is undertaking a two-stage review of the TSL, with full implementation anticipated in mid-2026.
Skilled Worker salary thresholds were also increased from 22 July 2025. For most new applications, the general salary threshold (Option A) has risen to £41,700, with updated going rates for each SOC code based on the latest ASHE data. Most applicants under Options A–E must additionally meet a universal minimum hourly rate of £17.13, calculated on the basis of no more than 48 hours per week.
Transitional salary options (Options F–J) remain available for workers continuing in roles held before 22 July 2025 and for eligible health and care roles.
Following the October 2025 Statement of Changes (HC 1333), the Home Office has confirmed that, from 8 January 2026, applicants under the Skilled Worker, High Potential Individual and Scale-up routes must demonstrate English language ability at B2 CEFR level (A-level equivalent), replacing the previous B1 requirement (GCSE level). This represents a significant increase to the language standard for most sponsored work routes.
The higher requirement applies to new Skilled Worker applications made on or after 8 January 2026. Extensions on the same route will continue to be assessed at B1. Applicants may meet the B2 requirement in the usual ways: by passing a Secure English Language Test (SELT) with an approved provider, holding a qualifying English-taught degree, or being a national of an exempt country.
Employers should allow additional lead-in time for candidates to sit language tests and should not assign Certificates of Sponsorship until the applicant can evidence the required B2 level. Failure to meet the correct standard at the date of application will lead to refusal.
We will continue to update this summary as further changes are announced.
July 2025 marked the most significant reforms to the Skilled Worker visa in recent years, introducing more complex eligibility and procedural requirements. Higher salary and skill thresholds, changes to eligible roles, and new transitional provisions have layered additional obligations onto the existing framework, increasing compliance risks for both sponsors and applicants. It is essential to follow the rules in force at the time of application; reliance on outdated criteria will result in refusal.
Section C: Skilled Worker Visa Eligibility Requirements for Sponsors
If you intend to employ a non-UK national under the UK’s points-based system, you will generally need to apply to the Home Office for a sponsorship licence. This licence grants UK employers permission to sponsor overseas nationals for a visa to work in a specific role within an eligible skilled occupation.
Employers do not require a licence to hire individuals who already have the right to work in the UK, such as those with settled or pre-settled status under the EU Settlement Scheme, holders of Indefinite Leave to Remain, or British citizens.
To qualify for a Skilled Worker sponsor licence, an organisation must demonstrate that it is a genuine business operating lawfully in the UK and that it is suitable to sponsor skilled migrant workers. In assessing suitability, UK Visas and Immigration (UKVI) will consider whether:
a. The organisation can offer genuine employment in the UK that meets the required skill level and pays the relevant minimum salary threshold.
b. The organisation is capable of fulfilling its sponsorship duties, with appropriate HR systems and practices in place, and suitably qualified key personnel responsible for operating the Sponsor Management System (SMS) and discharging the obligations of a licensed sponsor.
c. The organisation, its key personnel, and management are honest, reliable, and trustworthy. Any history of immigration breaches or relevant unspent criminal convictions relating to those involved in the day-to-day management or the named key personnel may affect the organisation’s ability to sponsor overseas workers.
| Duty | Examples | Risks of Non-Compliance |
|---|---|---|
| Record-keeping | Copies of passports, BRPs/eVisas, contracts, salary records, absence logs | Home Office may treat missing or inconsistent records as non-compliance, risking licence downgrade |
| Reporting | Changes to worker’s job, salary, hours, address; reporting terminations or absences | Late or missed reports can trigger Home Office investigations or suspension |
| Monitoring | Tracking attendance, right to work checks, ensuring job role matches CoS | Failure to monitor may lead to accusations of employing illegal workers |
| Key Personnel Duties | Authorising Officer oversight, Key Contact communication, Level 1/2 Users managing SMS | Unsuitable personnel or poor SMS use can result in licence revocation |
| Co-operation with Home Office | Providing documents on request, allowing site visits, responding promptly | Failure to co-operate risks immediate suspension or revocation |
The application form is only one of the later stages in the sponsor licence process. Before completing the form, the organisation should undertake thorough preparation, including auditing HR systems, internal processes, and key personnel. It is essential to be confident in the organisation’s eligibility before engaging with the Home Office.
Additionally, prior to offering visa sponsorship, the recruitment process should include careful vetting of Skilled Worker applicants to ensure they meet the eligibility requirements under the rules.
Section D: Skilled Worker Visa Eligibility Requirements for Workers
The rules and requirements for the Skilled Worker route are set out in Appendix Skilled Worker. To qualify for a Skilled Worker visa, applicants must accrue a total of 70 points under the points-based system.
The 70 points are comprised of 50 mandatory (“non-tradeable”) points—awarded for the job offer, English language ability, and the required skill level of the role—and 20 “tradeable” points, which may be gained through factors such as salary level, shortage occupation status, or relevant qualifications.
1. Skilled Worker Visa Minimum Salary
Applicants must score 20 points under Appendix Skilled Worker for salary, based on one of the specified options (see summary table below).
The Skilled Worker visa does not set a single flat minimum salary. Instead, an applicant must meet the higher of:
-
The relevant general salary threshold under the points-based options, or
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The required percentage of the occupation’s going rate.
From 22 July 2025, the headline graduate-level threshold (Option A) is £41,700 per year. Options B, C, D, and E permit lower thresholds of £37,500 or £33,400, provided the role and applicant satisfy the relevant PhD, Immigration Salary List (ISL at RQF 6+), or new entrant conditions. Options A–E are also subject to a minimum hourly rate of £17.13, calculated over no more than 48 hours per week.
Health and care roles listed in Table 2 use Options F–J. Option F carries a £31,300 cash floor; Options G and H set floors of £28,200 (non‑STEM PhD) and £25,000 (STEM PhD), respectively; Option I applies the £25,000 floor to sub-degree ISL roles; and Option J applies the same floor to new entrants in Table 2 codes. None of these options is subject to the £17.13 hourly rule, although care worker and senior care worker codes 6135/6136 must still meet the higher of £25,000 per year or £12.82 per hour, and 100% of their lower going rate.
Option K is reserved for listed health and education sector occupations that have been continuously sponsored since before 22 July 2025. It requires £25,000 per year and 100% of the standard going rate or the relevant national pay-scale figure; no hourly minimum applies.
Separate “continuing-employment” tables (1A, 2A, 3A) preserve sponsorship for certain sub-degree codes first used before 22 July 2025. Workers in these codes may continue to extend their visas on the same £31,300, £28,200, or £25,000 floors until 4 April 2030 (or 22 July 2028 for care workers). This concession is closed to new hires.
ISL Roles and Salary Requirements
ISL roles remain eligible for sponsorship. Graduate-level ISL codes follow Option D with a £33,400 floor, while sub-degree ISL codes follow Option I with a £25,000 floor. New recruits in any RQF 3–5 ISL code cannot bring new dependants, although family members granted leave before 22 July 2025 may extend their stay if eligible.
Only guaranteed gross PAYE salary counts toward the threshold. Bonuses, overtime, allowances, and repayments to the sponsor are excluded. The cash threshold is not pro-rated for part-time work, although the occupation’s going rate may be adjusted to reflect contracted hours. Guidance specifies that the reference week is 37.5 hours for most codes, 40 hours for hospital doctors, and 32.5 hours for state-school teachers.
| Option | Applicable to: | Skilled Worker Salary Requirements from 22 July 2025 | Points |
|---|---|---|---|
| A | Standard threshold (no discounts) | The applicant’s salary equals or exceeds the higher of: • £41,700 per year; and • the going rate for the SOC 2020 occupation code. Hourly floor: £17.13 (max 48 hrs/wk). | 20 |
| B | Relevant PhD (non-STEM) | The applicant has a PhD in a subject relevant to the job and their salary equals or exceeds the higher of: • £37,500 per year; and • 90% of the going rate for the SOC 2020 occupation code. Hourly floor: £17.13 (max 48 hrs/wk). | 20 |
| C | STEM PhD | The applicant has a PhD in a STEM subject relevant to the job and their salary equals or exceeds the higher of: • £33,400 per year; and • 80% of the going rate for the SOC 2020 occupation code. Hourly floor: £17.13 (max 48 hrs/wk). | 20 |
| D | Job on the Immigration Salary List | The applicant is sponsored for an ISL job and their salary equals or exceeds the higher of: • £33,400 per year; and • the going rate for the SOC 2020 occupation code. Hourly floor: £17.13 (max 48 hrs/wk).* | 20 |
| E | New entrant (early-career applicant) | The applicant is a new entrant and their salary equals or exceeds the higher of: • £33,400 per year; and • 70% of the going rate for the SOC 2020 occupation code. Hourly floor: £17.13 (max 48 hrs/wk). | 20 |
| F | Health & Care ASHE salary jobs or continuing employment – standard rate | The applicant’s salary equals or exceeds the higher of: • £31,300 per year; and • the lower going rate for the SOC 2020 occupation code. | 20 |
| G | Health & Care ASHE salary jobs or continuing employment – relevant PhD (non-STEM) | The applicant has a PhD and their salary equals or exceeds the higher of: • £28,200 per year; and • 90% of the lower going rate for the SOC 2020 occupation code. | 20 |
| H | Health & Care ASHE salary jobs or continuing employment – STEM PhD | The applicant has a STEM PhD and their salary equals or exceeds the higher of: • £25,000 per year; and • 80% of the lower going rate for the SOC 2020 occupation code. | 20 |
| I | Health & Care ASHE salary jobs or continuing employment – job on the Immigration Salary List | The applicant is sponsored for an ISL job and their salary equals or exceeds the higher of: • £25,000 per year; and • the lower going rate for the SOC 2020 occupation code. * | 20 |
| J | Health & Care ASHE salary jobs or continuing employment – new entrant | The applicant is a new entrant and their salary equals or exceeds the higher of: • £25,000 per year; and • 70% of the lower going rate for the SOC 2020 occupation code. | 20 |
| K | Listed health or education occupation (Skilled Worker-only concession for existing employees in certain health or education codes) | The applicant is sponsored for a listed health or education job and their salary equals or exceeds: • £25,000 per year; and • the going rate or the relevant national payscale rate for the SOC 2020 occupation code. | 20 |
* Specific rules apply for care worker roles under SOC 6135/6136 for the Health and Care Worker visa.
a. Skilled Worker Visa Going Rates
Occupation-specific going rates are set out in Appendix Skilled Occupations. Depending on the applicable tradeable points option, the salary must meet either 100% of the going rate or a reduced percentage (70%, 80%, or 90%). These reduced percentages do not apply to roles listed in Tables 3 or 3A of Appendix Skilled Occupations.
| Table | Description |
|---|---|
| Table 1 | SOC 2020 jobs assessed at RQF level 6 +. Going rates are based on the median (50th‑percentile) ASHE 2024 data. |
| Table 2 | The same RQF 6+ codes, but the going‑rates are the 25th‑percentile ASHE values (lower quartile). |
| Table 1a | RQF 3‑5 occupation codes (plus care‑workers at RQF 2) that were eligible before 22 July 2025 and are kept only for workers who already hold Skilled Worker leave in that exact code. |
| Table 2aa | The lower‑rate equivalents of Table 1a codes, for Options F‑J continuing‑employment cases. |
| Table 2a | A smaller list of RQF 3‑5 codes that became ineligible on 4 Apr 2024 but remain sponsorable until 4 Apr 2030 for the same sponsor. |
| Table 2b | 15 sub‑degree codes kept only for Global Business Mobility holders who were sponsored before 4 Apr 2024. |
| Table 3 | Health‑care and education roles where pay is set by national pay scales (NHS doctors, dentists, teachers, Agenda‑for‑Change bands 5 +). |
| Table 3a | Transitional national‑pay‑scale codes removed from new eligibility but still sponsorable for the same employer until 4 Apr 2030. |
Temporary Shortage Occupation List roles do not have a going rate discount, but other tradeable points requirements may be available.
The relevant annual salary threshold and the applicable going rate (at the required percentage: 100%, 90%, 80%, or 70%) must both be met, with the higher pay level prevailing.
b. Salary Thresholds for Health and Care Workers
Applicants under the Health and Care Worker route should refer to Options F–J in Table 2 of Appendix Skilled Occupations. These options apply to any Table 2 code and, under transitional provisions, may also be used by workers first sponsored before 4 April 2024 until 4 April 2030 (or 22 July 2028 for care worker codes). Unlike graduate-level options, none of the Table 2 bands is subject to the £17.13-per-hour minimum.
Sub-degree codes for care workers and senior care workers (6135/6136) require a minimum of £25,000 per year or £12.82 per hour, whichever is higher, and 100% of the lower going rate. New overseas applications in these codes closed on 22 July 2025. In-country “switchers” may still be sponsored under the Health and Care route until 22 July 2028, provided they have been on the sponsor’s UK payroll for at least three months.
2. Sponsored Role Requirement
Applicants must score 20 mandatory points for employment sponsorship. The obligations apply to both the worker and the employer (i.e., the sponsor). The sponsor must hold a valid sponsorship licence with an A rating. The Home Office will also assess whether the vacancy and employment are genuine, ensuring that the sponsoring organisation has a legitimate need for the role.
Where applicable, the sponsor must have paid the Immigration Skills Charge (ISC). The ISC is expected to increase by approximately 32%, most likely in 2026.
3. Certificate of Sponsorship Requirement
Before a worker can submit their visa application, their UK sponsor must assign a valid Certificate of Sponsorship (CoS) to confirm that both the individual and the role meet the sponsorship eligibility requirements.
The CoS is a reference number that the Skilled Worker visa applicant must provide with their Home Office application. Only licensed sponsors are authorised to issue a CoS.
There are two types of Certificate of Sponsorship: the defined CoS and the undefined CoS, which replaced the previous restricted and unrestricted CoS that applied before 1 December 2020.
An undefined CoS is used for workers already in the UK with valid leave who are applying to switch into the Skilled Worker category from another immigration route, or for applicants applying under certain other visa routes either from within the UK or overseas.
Defined and Undefined Certificates of Sponsorship
A defined CoS is used for out-of-country Skilled Worker visa applications. Sponsors must apply for and pay for each defined CoS. The application is made directly to the Home Office and requires details of the specific job and salary. The current cost to assign a defined CoS under a Worker sponsor licence is £525.
Undefined CoS are allocated to sponsors on an annual basis. The number of CoS allocated depends on factors such as the size of the sponsor’s workforce and the nature of the business. Any unused CoS are removed from the Sponsor Management System (SMS) at the end of the 12-month allocation period. Sponsors may also apply for additional undefined CoS during the year if required.
4. Skill Requirement
Skilled Worker visas are issued only to workers in eligible roles. From 22 July 2025, the skills threshold for eligible roles increased to RQF Level 6 (graduate level), subject to limited transitional provisions.
For Skilled Worker sponsorship, a job must now be classed at RQF Level 6 or above, with only occupations listed in Tables 1–3 of Appendix Skilled Occupations meeting this requirement.
Sub-degree roles (RQF 3–5) listed in Tables 1A, 2AA, and 3A may be sponsored only where:
a) The worker already held Skilled Worker permission in that SOC code before 4 April 2024 (“continuing employment”), allowing extensions or switches until 4 April 2030 (or 22 July 2028 for care workers); or
b) The occupation is temporarily included on the Immigration Salary List (ISL) or Temporary Shortage List (TSL) for new hires, which runs until 31 December 2026.
Workers sponsored in these RQF 3–5 roles are not permitted to bring new dependants.
Role Assessment and SOC Codes
When assessing roles for Skilled Worker visa eligibility, the Home Office uses Standard Occupation Codes (SOC) from the SOC 2020 system. Sponsors should identify the relevant SOC code using the ONS occupation coding tool, ensuring that the job description accurately reflects the position. This SOC code must then be cross-referenced with Appendix Skilled Occupations to confirm eligibility and recorded on the Certificate of Sponsorship (CoS).
Employers must not use an inappropriate SOC code or exaggerate job requirements to qualify for a higher-skilled category. The Home Office may request additional evidence of the applicant’s skills and experience if an incorrect SOC code is suspected. Genuine errors can often be corrected, but the Home Office may refuse the visa if the job or the applicant’s skills do not correspond with the assigned SOC code and required skill level.
5. English Language Requirement
Until 7 January 2026, the required English level for Skilled Worker applications is B1 CEFR across reading, writing, speaking, and listening. From 8 January 2026, new Skilled Worker applications must demonstrate B2 CEFR (A-level equivalent). Extensions on the same route will continue to be assessed at B1. Applicants who have previously satisfied the English requirement at the appropriate level do not need to re-evidence it.
Most applicants must prove their English ability unless it has already been accepted in a prior UK application or they are exempt by nationality. English may be evidenced by:
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Passing an approved Secure English Language Test (SELT) at the required level;
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Holding a degree-level qualification taught in English; or
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Holding a GCSE, A level, Scottish National 4 or 5, Scottish Higher, or Advanced Higher in English awarded by a UK awarding body, typically obtained through study at a UK school.
Applicants are exempt from providing English evidence if they are nationals of certain majority English-speaking countries.
| Antigua and Barbuda | Canada | Malta | Trinidad and Tobago |
| Australia | Dominica | New Zealand | USA |
| the Bahamas | Grenada | St Kitts and Nevis | |
| Barbados | Guyana | St Lucia | |
| Belize | Jamaica | St Vincent and the Grenadines |
Sponsors should allow additional lead time where candidates need to take a SELT at B2 and should only assign a Certificate of Sponsorship once the applicant can evidence the correct level for the intended submission date.
6. Financial Maintenance Requirement
Applicants must demonstrate that they meet the financial requirement and have sufficient funds to support themselves, as they cannot access public funds such as benefits.
Applicants are generally required to have at least £1,270 in their bank account at the time of application. These funds must have been held for 28 consecutive days, with the final day falling within 31 days of the visa application. Evidence of savings must be provided unless the applicant has been in the UK for 12 consecutive months with lawful status and earned income during that period, or if the sponsor certifies maintenance, agreeing to cover up to £1,270 of the applicant’s costs during their first month in the UK. This must be confirmed on the Certificate of Sponsorship under the ‘sponsor certifies maintenance’ section in Additional Data.
Additional funds are required if dependants are included in the application. Current rates under Appendix Skilled Worker are: £285 for a partner, £315 for the first child, and £200 for each additional child.
7. Background Check Requirement
Some applicants may also need to show a criminal records certificate, if their occupation requires this.
8. Healthcare Professionals
Healthcare professionals seeking to work in the UK health or adult social care sector typically apply under the Health and Care Worker sub-category of the Skilled Worker visa. This route covers specific, eligible occupations, including qualified nurses, doctors, and other healthcare roles, as listed in Appendix Skilled Occupations.
Health and Care Worker applications benefit from reduced application fees compared with standard Skilled Worker applications (e.g., £304 for up to 3 years, £590 for over 3 years) and are fully exempt from the Immigration Healthcare Surcharge.
Eligibility criteria depend on the role. Eligible occupations are listed in Tables 1–3 (RQF 6+) and Tables 1A, 2AA, 3A (RQF 3–5 with transitional provisions) of Appendix Skilled Occupations. Certain RQF 3–5 roles are temporarily eligible if included on the Immigration Salary List (ISL) or Temporary Shortage List (TSL) until 31 December 2026. However, care worker and senior care worker codes (SOC 6135/6136) are closed to new overseas hires from 22 July 2025, with in-country switching allowed until 22 July 2028.
The ISL and TSL are subject to change. Sponsors and workers must ensure eligibility by verifying the correct SOC code on the Certificate of Sponsorship.
For workers, securing a sponsor and job offer does not guarantee that a visa will be granted. The Home Office application process involves rigorous scrutiny to verify that the applicant is suitable and that both the individual and the role meet the visa requirements.
Both sponsors and applicants have significant stakes in the process and must take care to avoid issues, delays, or a refusal. All evidence submitted must be genuine, consistent, and comprehensive. Effective collaboration between sponsors and applicants is therefore essential to ensure a robust and compliant visa application.
Section E: How to Apply for a Skilled Worker Visa
Each stage of the Skilled Worker visa process carries risks that can lead to delay or refusal if errors or mistakes are made.
1. Skilled Worker Visa Application Process
To apply for a Skilled Worker visa, the applicant must submit an online application along with all supporting documentation and pay the applicable fee.
Applications may be submitted up to three months before the intended employment start date in the UK, as specified on the Certificate of Sponsorship (CoS). The CoS itself expires if not used within three months of assignment.
The applicant must complete the online application within three months of being assigned their CoS, providing the certificate’s unique reference number as part of the process.
Applicants are also required to attend a visa application centre to enrol their biometric information and submit the relevant supporting documents.
| Step | Description |
|---|---|
| Step 1: Obtain Job Offer | Secure a job offer from a UK employer with a sponsorship license. |
| Step 2: Apply for CoS | Employer issues a Certificate of Sponsorship. |
| Step 3: Gather Documents | Collect all required documents for the visa application. |
| Step 4: Complete Online Application | Fill out the online visa application form and pay the fees. |
| Step 5: Biometric Appointment or ID Check App | Attend an appointment to provide fingerprints and photo or verify via Immigration ID Check App. |
| Step 6: Wait for Decision | Wait for the Home Office to process the application. |
| Step 7: Receive Visa | If approved, receive the visa and prepare to move to the UK. |
2. Skilled Worker Visa Supporting Documents
In addition to the application form, the applicant must compile and submit supporting documents to evidence both their identity and eligibility.
Depending on whether the application is made in the UK or overseas, the applicant will either:
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Use the UK Government’s ‘UK Immigration: ID Check’ app to submit their ID document; or
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Attend a UK Visa and Citizenship Application Services (UKVCAS) centre to provide biometric information (fingerprints and photograph).
| Document | Purpose | Details |
|---|---|---|
| Certificate of Sponsorship (CoS) | Confirmation of job offer and employment details | Issued by your UK employer, includes a unique reference number and details of the job offer. |
| Sponsor’s Name and Licence Number | Identifies the employer’s sponsorship status | Employer’s name and their sponsorship licence number. |
| Job Title Confirmation | Verifies the job position | Confirmation of your job title as stated in your employment contract. |
| Annual Salary Confirmation | Verifies the salary meets visa requirements | Confirmation of your annual salary for the job offer. |
| Job Occupation Code | Classifies the job according to UK standards | The specific occupation code for your job as listed in the job offer. |
| Current Passport | Identity and travel document | Must be valid for the duration of your stay in the UK. Include any previous passports covering your stay in the UK. |
| Expired Passports or Travel Documents | Shows travel history | Previous passports or travel documents to demonstrate your travel history. |
| Proof of Personal Savings | Demonstrates financial ability | Bank statements showing required maintenance funds held for at least 28 days prior to application, if applicable. |
| Proof of English Proficiency | Demonstrates meeting the English language requirement | Approved English language test results, or degree taught in English, if applicable. |
| TB Test Results (if applicable) | Health requirement for applicants from certain countries | Tuberculosis test results from an approved clinic if you are from a country where TB testing is required. |
| Proof of Relationship (for dependents) | Demonstrates relationship with spouse/partner and children | Marriage certificate, birth certificates for children, or evidence of living together for unmarried partners. |
| Valid ATAS Certificate (if applicable) | Required for certain sensitive subjects | Academic Technology Approval Scheme (ATAS) certificate if your field of study or work requires it. |
| UK PhD Certificate or Ecctis Reference Number (if applicable) | Verifies academic qualifications | UK PhD certificate or an Ecctis reference number if claiming points for a qualification. |
| Criminal Record Certificate (if applicable) | Background check for criminal records | Certificate from relevant authorities in your home country or any country where you have lived for more than 12 months in the past 10 years. Required if working in education, health, or social care sectors. |
| Employment Contract | Verifies ongoing employment with a UK employer | Contract from your UK employer detailing job title, salary, and terms of employment. |
| Accommodation Details | Confirms place of residence in the UK | Rental agreement or letter from your sponsor confirming accommodation arrangements. |
Applicants from outside the EU, Switzerland, Norway, Iceland, or Liechtenstein, as well as those from these countries without a biometric (chipped) passport, must ensure their passport contains at least one blank page.
The Home Office assesses applications based on the points accrued under the points-based system.
It is important to note that an offer of genuine employment with a valid Certificate of Sponsorship does not guarantee the grant of a Skilled Worker visa. The applicant must still satisfy all other relevant eligibility criteria.
The Home Office will also consider any general grounds for refusal, including relevant criminal history or previous breaches of immigration law.
3. Switching to the Skilled Worker Visa
In many circumstances, it is possible to apply from within the UK to switch into the Skilled Worker route, provided the applicant meets the relevant conditions. Eligibility requirements will largely depend on the type of visa the individual currently holds.
Applicants switching to the Skilled Worker route must continue to meet all Skilled Worker eligibility criteria.
It is not possible to switch into the Skilled Worker category if the individual currently holds any of the following UK statuses:
a) Visit visa
b) Short-term student visa
c) Parent of a Child Student visa
d) Seasonal worker visa
e) Domestic worker in a private household visa
f) Permission to stay outside the immigration rules
g) Immigration bail
| Current Visa | Switch Allowed? | Notes |
|---|---|---|
| Student visa / Graduate visa | Yes | Must meet Skilled Worker requirements and apply before expiry |
| Skilled Worker (extension) | Yes | Renewal or change of employer possible with new CoS |
| Family visa routes | Yes | Subject to meeting full Skilled Worker criteria |
| Tier 5 / Temporary Worker | Yes | Possible if role and employer meet Skilled Worker rules |
| Visit visa | No | Applicants must leave the UK and apply from overseas |
| Short-term student visa | No | In-country switch not permitted |
| Seasonal Worker visa | No | Applicant must apply from outside the UK |
| Domestic Worker in a private household | No | Cannot switch in-country |
| Immigration bail / outside the rules | No | Applicant must leave UK and apply lawfully |
4. Skilled Worker Visa Timeline
This table outlines the key stages and expected timeframes involved in the Skilled Worker Visa application process, to support effective planning:
| Stage | Duration | Details |
|---|---|---|
| Job Offer and Certificate of Sponsorship (CoS) | A few weeks to a couple of months | Secure a job offer from a UK employer with a valid sponsorship licence. The employer issues a CoS, which is a unique reference number for your visa application. |
| Preparation of Documents | 1-2 weeks | Gather necessary documents including your passport, CoS, proof of English proficiency, financial evidence, and other required documents. |
| Online Visa Application | A few hours | Complete the online Skilled Worker Visa application form, pay the application fee and Immigration Health Surcharge (IHS), and book a biometric appointment. |
| Biometric Appointment (where required) | Typically within 1-2 weeks | Attend a UK Visa and Citizenship Application Services (UKVCAS) centre to provide fingerprints and a photograph. Bring all required documents. |
| Visa Processing | Standard: Up to 8 weeks for in-country applications, or up to 3 weeks for out of country processing Priority: 5 working days. Super Priority: Next working day. | Processing time starts after biometric information is submitted. Faster options may be available at an additional cost. |
5. Skilled Worker Visa Processing Times
Skilled worker visa applications generally take up to 8 weeks if applying from within the UK or up to 3 weeks if the application is made from outside the UK. It may be possible to pay for fast-tracked processing, depending on where the application is being processed. You will be advised when making your application if faster processing is available.
6. Skilled Worker Visa Fees & Costs
The applicant will have to pay the visa application fee, with the amount payable depending on factors such as whether the job is on the Immigration Salary List.
The same costs apply to any dependants applying with the main visa applicant.
| Application type | Application fee per applicant |
| Applying from outside the UK |
|
| Applying from inside the UK (switching, updating or extending) |
|
| Immigration Salary List roles, both in-country and out of country applications |
|
In addition to processing fees, applicants also have to pay the Immigration Health Surcharge for each year of leave.
7. Skilled Worker Visa Application Tips
Follow these tips to give your application the best chance of success:
| Tip | Description |
|---|---|
| Ensure All Documents Are Complete | Gather all required documents before starting your application. This includes your passport, Certificate of Sponsorship (CoS), proof of English language proficiency, and financial evidence. Missing documents can delay the process. |
| Check Sponsor’s Licence Status | Verify that your employer has a valid sponsorship licence. You can check the official list of licensed sponsors on the UK government website. An invalid licence can result in application rejection. |
| Understand the Financial Requirements | Ensure you meet the maintenance funds requirement. You need to show that you have enough money to support yourself and any dependents without relying on public funds. Maintain the required amount in your bank account for at least 28 days. |
| Prepare for the English Language Test | If required, book and prepare for an approved English language test well in advance. Achieving the necessary score is crucial for your visa approval. Exemptions apply to nationals of majority English-speaking countries or those with degrees taught in English. |
| Accurately Complete the Online Application | Fill in all sections of the online application form accurately. Double-check all details to avoid errors, which can lead to delays or rejections. Ensure you select the correct visa category. |
| Pay the Immigration Health Surcharge (IHS) | Calculate and pay the IHS as part of your application. This surcharge provides access to the UK’s National Health Service (NHS) during your stay. The amount depends on the length of your visa. |
| Book and Attend the Biometric Appointment Promptly | Schedule your biometric appointment as soon as you receive the invitation. Attend the appointment on time and bring all required documents. Missing this appointment can delay your application. |
| Choose the Right Processing Service | Decide between standard, priority, or super priority processing based on your timeline and budget. Priority services cost more but can significantly reduce processing times. |
| Keep Copies of All Submitted Documents | Make copies of all documents submitted with your application. This includes your online application form, supporting documents, and payment receipts. Keeping records can be useful in case of any issues or queries. |
| Monitor Application Status | Regularly check the status of your application. If you opted for priority or super priority service, expect updates within the promised timeframe. Contact UKVI if there are any unexpected delays. |
-
Ensure All Documents Are Complete
Before starting the application, gather all required documents, typically including your passport, Certificate of Sponsorship, proof of English language proficiency, and evidence of financial maintenance. Missing or incomplete documents can cause delays or, in some cases, refusal. -
Check Your Sponsor’s Licence Status
Confirm that your prospective employer holds a valid sponsor licence. The Home Office maintains an official register of licensed sponsors, which should be verified prior to accepting an offer. An invalid or expired licence will prevent the application from proceeding. -
Understand the Financial Requirements
Applicants must demonstrate that they can support themselves and any dependants without accessing public funds. The required maintenance sum must be held in a bank account for at least 28 consecutive days before submission. Caseworkers often scrutinise this evidence closely. -
Prepare for the English Language Test
If required, book an approved English test well in advance. Achieving the necessary score is mandatory for visa approval unless the applicant is exempt, for example, as a national of a majority English-speaking country or if holding a degree taught in English. -
Complete the Online Application Accurately
Carefully complete the online form. Incorrect details, selecting the wrong visa category, or leaving gaps can result in refusal or delays. Cross-check all information against your supporting documents before submission. -
Pay the Immigration Health Surcharge
The Immigration Health Surcharge (IHS) must be paid as part of the application. The amount is calculated based on the length of the visa and provides access to the NHS. Failure to pay renders the application invalid. -
Book and Attend the Biometric Appointment Promptly
Once invited, schedule your biometric appointment without delay. Attend on time and bring all required documents, as missing this stage prevents the application from progressing. -
Choose the Appropriate Processing Service
Applicants may select standard, priority, or super-priority services. Priority services incur higher fees but offer faster decisions. Choose based on travel plans, budget, and urgency. -
Keep Copies of All Documents
Retain copies of the completed application, supporting evidence, and payment confirmations. These records are essential if questions arise or if an appeal or reapplication becomes necessary. -
Monitor Your Application Status
Track progress via the UKVI system. If using priority services, ensure timelines are met. For unexpected delays, contact UKVI promptly with your reference number to request updates.
Procedural requirements are equally important as the visa eligibility criteria. The Home Office requires evidence to confirm eligibility, but this evidence must be submitted at the correct time and in the prescribed format. Caseworkers do not have the capacity to request missing information.
If there are concerns, or if required documents or information are missing, the application is likely to be refused, necessitating a new application from the start.
It is therefore essential to invest time in preparation, ensuring the entire application is complete, accurate, and aligned with current visa requirements before submission.
Section F: Skilled Worker Visa Rules & Conditions
Skilled worker visa holders have to comply with certain conditions, including ensuring their status is not left to expire, and to take certain steps if they change employer, lose their job or want to take on additional work.
1. Changing Jobs or Employer as a Skilled Worker
If a Skilled Worker visa holder changes sponsor or role, they must apply for a new period of leave by submitting a new Skilled Worker visa application supported by a new Certificate of Sponsorship (CoS) from the prospective employer.
2. Taking on Additional Work with a Skilled Worker Visa
Skilled Worker visa holders may undertake additional work, including voluntary roles, provided they remain employed by their original sponsor, continue in their main sponsored role, and all relevant conditions are met.
A postgraduate doctor or dentist whose leave extends up to four months beyond the CoS end date may undertake supplementary locum work during this period without being employed by their original sponsor, but this applies only to those who have completed an approved training programme.
In all other cases, the worker must continue with their sponsor to qualify for supplementary employment.
Conditions for supplementary work:
-
Limited to 20 hours per week, outside the hours of the main sponsored role.
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Must be at the same skill level as the sponsored role.
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Must fall within the same SOC 2020 code or another occupation listed in Appendix Skilled Occupations, including ISL roles.
If the additional work:
-
exceeds 20 hours per week,
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occurs during CoS hours, or
-
does not meet the supplementary employment criteria,
the worker cannot commence the role until a new CoS is assigned by the second employer. The worker must then submit a change of employment application online, pay the relevant fee and Immigration Health Surcharge (IHS), and await approval before starting. The first employer’s leave remains valid until the application is approved.
Where both roles are to be held permanently, the worker generally maintains the primary sponsored role and undertakes the second role as supplementary employment (if eligible), or applies for a change of employment to the new sponsor.
3. Losing Your Sponsored Job
If a Skilled Worker visa holder loses their job, the Home Office may curtail their leave to 60 days or until the visa expiry date, whichever is sooner. The Home Office will notify the individual in writing of the period they are permitted to remain in the UK following the loss of sponsored employment.
During this grace period, the visa holder may remain in the UK to seek alternative employment. If a new job is secured with a UK employer holding a valid sponsorship licence, the worker must obtain a new Certificate of Sponsorship (CoS) and submit a new Skilled Worker visa application using that CoS.
If securing a new sponsor proves difficult, the individual may consider switching to another visa category, such as a Family Visa, if eligible. It is critical to comply with all visa conditions during this period and to seek professional advice where necessary.
Failure to secure new employment or a visa switch within the grace period will require the individual to leave the UK to avoid overstaying.
4. Sponsor Loses Their Licence
If your sponsor loses their licence (for example, if it is revoked by the Home Office), your Skilled Worker visa ceases to be valid, as the permission to employ you has been withdrawn. The Home Office will usually curtail your leave, typically allowing 60 days or until your visa expiry date, whichever is sooner, to secure a new sponsoring employer or to leave the UK.
During this period, you cannot continue working for the original sponsor, but you may seek alternative employment with organisations holding a valid sponsor licence. Failure to secure a new sponsor within the permitted time may result in overstaying, which carries serious immigration consequences.
Home Office oversight continues after the Skilled Worker visa is granted. Both the sponsor and the visa holder must acknowledge that compliance with visa and sponsorship conditions is an ongoing obligation. Any breach of these conditions may result in the revocation of the sponsor licence and curtailment of visas.
It is therefore essential that both parties understand and adhere to the conditions imposed under the sponsorship arrangement throughout the period of leave.
Section G: Skilled Worker Visa to Indefinite Leave to Remain (ILR)
Securing Indefinite Leave to Remain (ILR) is a key step towards permanent residency in the UK. ILR confers the right to live, work, and study without time restrictions and represents an important milestone on the path to British citizenship.
To apply for ILR, Skilled Worker visa holders must satisfy several requirements. Applicants must have resided continuously in the UK for at least five years, with no more than 180 days spent outside the UK in any 12-month period. A valid Skilled Worker visa must be held at the time of application.
Applicants must also have ongoing employment with a UK employer holding a valid sponsorship licence. The role must continue to meet the required skill and salary thresholds for settlement, and the applicant must pass the ‘Life in the UK Test’, which assesses knowledge of British history, customs, and traditions.
The English language requirement for ILR follows the standard of the visa route under which settlement is sought. Applications submitted before 8 January 2026 require English at B1, while those on or after 8 January 2026 must demonstrate B2 proficiency. There is no retrospective effect; individuals already granted a Skilled Worker visa based on a B1 qualification remain compliant and are not required to retake a test mid-permission. However, extensions or settlement applications submitted after 8 January 2026 will need to meet the B2 standard.
All ILR applicants must also satisfy the suitability criteria and must not fall under the general grounds for refusal as set out in the Immigration Rules.
The Skilled Worker visa provides a medium- to long-term route to work in the UK; however, it does not guarantee settlement. Indefinite Leave to Remain (ILR) is not automatic, even after five years of residence. Applicants must continue to satisfy all ILR requirements, including salary thresholds and absences from the UK.
Employers should monitor employee absences carefully to prevent unintentional breaches that could reset the five-year qualifying period. Transitional salary provisions may also affect eligibility. Employers are advised to plan proactively for workers they intend to retain long term, including considering salary adjustments to safeguard the pathway from Skilled Worker visa to ILR.
Section H: Summary
Applying for a Skilled Worker visa, or managing sponsorship as an employer, involves significantly more than completing forms. The requirements are subject to frequent change, including salary thresholds, skill levels, sponsor duties, and Home Office compliance obligations. Even minor errors—such as selecting an incorrect SOC code, miscalculating salary against the going rate, or failing to demonstrate maintenance funds—can lead to refusal, curtailment, or enforcement action.
For employers, a failed application may result in lost fees and disruption to workforce planning. For applicants, refusal may mean loss of the opportunity to work in the UK, and in some cases, curtailment of leave.
The risks continue beyond the application stage. Sponsors are subject to ongoing Home Office audits and must maintain compliance with record-keeping, reporting, and monitoring obligations, while visa holders must adhere to conditions on employment, supplementary work, and job changes.
Recent reforms—including the increase to RQF 6 skill level, higher salary thresholds, and transitional provisions with strict deadlines—have added further complexity. Professional advice is therefore essential to ensure that sponsors and applicants understand the practical impact of the latest changes, avoid hidden pitfalls, and safeguard their long-term immigration position. Early guidance can prevent costly mistakes and protect both the organisation and the individual.
Section I: Need Assistance?
For skilled workers and their sponsors, the stakes are high, and seeking expert legal advice is essential to determine the most appropriate immigration route. The UK immigration system has undergone significant reforms in recent years, with a variety of work visa options available to different types of workers across sectors and roles. It is therefore critical to ensure that the Skilled Worker visa is the correct route for your circumstances.
As specialist UK immigration lawyers, we offer substantial experience and recognised expertise in advising both employers and workers on UK employment sponsorship and Skilled Worker visa applications.
For expert guidance on any aspect of the Skilled Worker visa, including:
-
How to sponsor a skilled worker and obtain a sponsor licence,
-
How to apply to the Home Office for a Skilled Worker visa after securing qualifying UK employment,
please contact us. We provide practical, up-to-date advice to help you navigate the process efficiently and compliantly.
Section J: Skilled Worker Visa FAQs
What is the UK Skilled Worker Visa?
The UK Skilled Worker Visa allows individuals with a job offer from an approved UK employer to live and work in the UK. The visa is part of the UK’s points-based immigration system.
Who is eligible for the Skilled Worker Visa?
To be eligible, you must have a job offer from a UK employer that holds a valid sponsorship licence. You must also meet the minimum skill level, salary and English language requirements.
How do I apply for the Skilled Worker Visa?
You can apply online by filling out the application form, providing the required documents and paying the necessary fees.
What documents are required for the application?
Key documents include your passport, Certificate of Sponsorship from your employer, proof of English proficiency, proof of financial means and any relevant qualifications.
How long does it take to process the visa?
The processing time typically ranges from three to eight weeks, depending on your location and the complexity of your application.
How much does the Skilled Worker Visa cost?
The cost varies depending on your situation. For example, a visa where the CoS has been assigned for 3 years or less and is applied for from outside the UK costs £769, while an in-country application with a CoS of more than 3 years costs £1,751. As well as the visa application fee, you may also have to pay the healthcare surcharge and possibly additional costs for dependants and expedited processing.
What is a Certificate of Sponsorship (CoS)?
A CoS is an electronic reference number assigned by a UK employer to a visa applicant, verifying that the visa requirements for sponsorship are met. Skilled Worker visa applicants need a valid CoS to apply for their visa.
What are the English language requirements?
Unless exempt, you have to demonstrate proficiency via an approved test or a degree taught in English.
Can I bring my family members with me?
You can bring your spouse/partner and children under 18 as dependents, provided they apply for dependant visas and meet the visa requirements.
Can I switch to a Skilled Worker Visa from another visa?
You may be able to switch to a Skilled Worker Visa from certain visa categories if you meet the eligibility criteria.
How long can I stay in the UK with this visa?
The visa is typically granted for up to five years. You can apply to extend it or switch to another visa before it expires.
Can I apply for permanent residency?
After five years on a Skilled Worker Visa, you may be eligible to apply for Indefinite Leave to Remain (ILR), provided you meet the residency and other requirements.
What happens if I lose my job?
If you lose your job, you will need to find another employer who can sponsor you or switch to another visa category. You will usually be given a 60-day grace period (unless your visa expires before this date) to secure new lawful status, or leave the UK.
What are the common reasons for visa refusal?
Common reasons include not meeting the eligibility criteria, insufficient documentation, failing the English language requirement and not having a valid Certificate of Sponsorship.
Is Tier 2 the same as the skilled worker visa?
The Skilled Worker visa replaced the Tier 2 (General) visa, which is broadly similar to the old visa, although there are some changes aimed at making the process more straightforward for both sponsors and applicants.
Do EU nationals need a visa to work in the UK?
Except for Irish citizens, all EU nationals coming to work in the UK after 1 January 2021 need permission to work, which could be either valid status under the EU Settlement Scheme or a valid visa.
Section K: Glossary
| Term | Definition |
|---|---|
| Skilled Worker Visa | A visa category allowing individuals with a job offer from a UK employer to live and work in the UK. |
| Certificate of Sponsorship (CoS) | An electronic document issued by a UK employer that confirms a job offer and is required for the visa application. |
| Points-Based System | The UK’s immigration system that assigns points for certain criteria like job offer, salary, and English proficiency. |
| Indefinite Leave to Remain (ILR) | Permanent residency status that allows individuals to live and work in the UK indefinitely. |
| Sponsor | A UK employer that holds a valid sponsorship license to employ workers from outside the UK. |
| Maintenance Funds | Financial proof required to show that an applicant can support themselves and their dependents in the UK. |
| Biometric Appointment | An appointment where applicants provide their fingerprints and photo as part of the visa application process. |
| Health and Care Visa | A visa route for eligible health professionals to work in the UK, part of the Skilled Worker Visa category. |
| English Language Requirement | The need for visa applicants to prove their English proficiency through approved tests or qualifications. |
| Job Offer | Employment provided by a UK employer which meets the criteria for the Skilled Worker Visa. |
| Immigration Health Surcharge (IHS) | A fee paid by visa applicants to access the UK’s National Health Service (NHS) during their stay. |
| Switching Visas | The process of changing from one visa category to another while remaining in the UK. |
| Visa Extension | Applying to extend the duration of an existing visa before it expires. |
| Dependants | Family members such as spouse/partner and children under 18 who can apply to join the main visa holder in the UK. |
| Sponsorship Licence | Authorisation that a UK employer needs to employ foreign workers, ensuring they meet UKVI requirements. |
| Settlement | The process of obtaining Indefinite Leave to Remain (ILR) after meeting the necessary criteria and residency requirements. |
| Salary Threshold | The relevant minimum salary required for a job to be eligible for the Skilled Worker Visa. |
| Home Office | The UK government department responsible for immigration, security, and law and order. |
| Visa Processing Time | The period it takes for the Home Office to process a visa application, typically between three to eight weeks. |
| Right to Work | The legal authorisation for a visa holder to be employed in the UK under the conditions of their visa. |
Section L: Additional Resources
| Resource | Description | URL |
|---|---|---|
| UK Government Official Skilled Worker Visa Page | Comprehensive information on Skilled Worker visa requirements and process. | https://www.gov.uk/skilled-worker-visa |
| UK Visa and Immigration (UKVI) Guidance | Official UKVI organisational page with immigration and visa resources. | https://www.gov.uk/government/organisations/uk-visas-and-immigration |
| Points-Based Immigration System Statement | Government statement setting out details of the UK points-based system. | https://www.gov.uk/government/publications/uk-points-based-immigration-system-further-details-statement |
| Visa Processing Times | Official information on current UK visa application processing timelines. | https://www.gov.uk/visa-processing-times |
| Approved English Language Tests | List of secure English language test providers accepted by UKVI. | https://www.gov.uk/guidance/prove-your-english-language-abilities-with-a-secure-english-language-test-selt |
| Financial Requirements for UK Visas | Details on maintenance and financial evidence rules for Skilled Worker visas. | https://www.gov.uk/skilled-worker-visa/financial-evidence |
| Register of Licensed Sponsors | Updated list of UK employers licensed to sponsor Skilled Worker visa applicants. | https://www.gov.uk/government/publications/register-of-licensed-sponsors-workers |
| Guidance for Sponsors | Home Office guidance for employers sponsoring Skilled Worker applicants. | https://www.gov.uk/government/publications/sponsor-a-skilled-worker |
| Apply for a Skilled Worker Visa | Step-by-step application page for Skilled Worker visa applicants. | https://www.gov.uk/skilled-worker-visa/apply |
| Immigration Health Surcharge (IHS) Information | Information on paying the IHS to access NHS services during your stay. | https://www.gov.uk/healthcare-immigration-application |