Sponsoring a worker under the Skilled Worker visa route requires that the employer understands and follows a range of immigration rules. While the visa sponsorship system is designed to allow UK businesses to fill genuine vacancies that meet the skill and salary requirements and comply with UK law, the process is complex and can quickly become administratively onerous, involving not only offering an eligible job but also meeting specific salary, skill and compliance requirements.
The rules around Skilled Worker sponsorship also remain subject to frequent change, notably following the publication of the Immigration White Paper in May 2025. These changes affected salary and skill thresholds, job eligibility and sponsor responsibilities. Employers must take care to apply the most up-to-date guidance when recruiting from overseas.
This guide explains how the Skilled Worker route works from a sponsor’s perspective. It sets out the eligibility rules, the steps involved in assigning a Certificate of Sponsorship, how to use Appendix Skilled Occupations correctly and the duties that come with holding a sponsor licence. It also looks at the financial and compliance requirements that apply throughout the worker’s stay, from the initial application through to possible settlement.
Section A: Who Can You Sponsor Under the Skilled Worker Route?
UK employers can sponsor overseas nationals under the Skilled Worker route if the role being offered meets the eligibility criteria set out in the Immigration Rules.
To sponsor someone, the role must appear in the list of eligible occupations under Appendix Skilled Occupations. Each job is assigned a Standard Occupational Classification (SOC) code, which includes a description of the duties typically associated with that role. Sponsors are expected to match the job they are offering to a suitable SOC code based on the actual duties to be performed, rather than relying solely on the job title.
The role must be at the required skill level, which is broadly equivalent to RQF 6 (degree‑level) or above, unless the job appears on the Immigration Salary List (ISL) or Temporary Shortage List (TSL) and qualifies under transitional rules. Jobs below graduate level that are not on these lists may only be sponsored if the worker already held Skilled Worker permission before 22 July 2025 and has had continuous permission.
The applicant must also meet a minimum salary threshold. The general minimum (Option A) is the higher of £41,700 per year and 100% of the relevant going rate, whichever is higher. Reduced thresholds may be available for in certain circumstances, such as specific health and care sector roles, eligible PhDs, jobs on the ISL and qualifying ‘new entrants’. Sponsors must select the correct points option (Options A–J) and apply the corresponding salary threshold and percentage of the applicable going rate.
Applicants must also meet an English language requirement, which can be satisfied through a recognised qualification, a degree taught in English or a secure English language test. The level of English required is typically equivalent to B1 on the Common European Framework of Reference for Languages.
Jobs must be genuine, full-time or part-time roles that comply with UK employment law. The Home Office may refuse applications where there is evidence that the job offer is not credible or does not reflect a genuine vacancy.
Sponsors must also ensure that the applicant is qualified or suitably experienced to perform the job. While formal qualifications are not always required for every role, the applicant’s background should support their ability to undertake the work.
Section B: Sponsor Licence: How to Become a Sponsor
Employers that wish to recruit skilled workers from outside the UK must hold a valid sponsor licence issued by the Home Office. Without a sponsor licence, it is not possible to issue Certificates of Sponsorship (CoS) or to lawfully employ individuals under a sponsored work route.
To apply for a sponsor licence, the organisation must be a legitimate business or educational institution operating lawfully in the UK. The application is made online, followed by submission of supporting documents to demonstrate the organisation’s trading presence, registration and compliance with UK laws. Most employers applying under the Skilled Worker route will apply for a ‘Worker’ licence, though some may also require a ‘Temporary Worker’ licence, depending on the roles offered.
The Home Office will assess whether the organisation is capable of meeting its sponsorship duties. These duties include monitoring sponsored workers, keeping accurate records, reporting certain changes and events and ensuring sponsored workers comply with the conditions of their leave. Sponsors must also have suitable systems in place to manage the sponsorship process, and may be subject to a compliance visit before or after the licence is granted.
There are different fees depending on the size and structure of the organisation. Small or charitable sponsors currently pay £574 to apply, while medium and large sponsors pay £1,579.
| Licence Type | Use | Application Fee |
|---|---|---|
| Worker licence | For Skilled Worker and other long-term work routes | £574 (small sponsors), £1,579 (medium/large sponsors) |
| Temporary Worker licence | For short-term roles under seasonal or youth mobility schemes | £574 (flat rate) |
In addition to the licence application fee, the sponsor will also have to pay £525 per Certificate of Sponsorship and most sponsors will also be liable for an Immigration Skills Charge (ISC) when assigning a CoS. This charge is £364 for the first 12 months and £182 for each additional six‑month period for small or charitable sponsors, and £1 000 and £500 respectively for medium or large sponsors (sponsors of certain occupations e.g., research scientists are exempt).
To qualify as a small sponsor, an organisation typically needs to satisfy at least two of these conditions: an annual turnover of no more than £15 million, total assets valued at £7.5 million or less, or a workforce of 50 or fewer employees. For charitable sponsor status, the organisation must be a registered charity in England or Wales, Scotland, or Northern Ireland, with unregistered Northern Irish charities providing evidence of their charitable tax status from HMRC. Other qualifying charitable entities include excepted charities, exempt charities, and ecclesiastical corporations set up for charitable objectives.
As part of the application process, sponsors must appoint specific individuals to manage the sponsorship duties through the Home Office’s Sponsor Management System (SMS). These include an Authorising Officer (usually a senior person responsible for compliance), a Key Contact and at least one Level 1 user who will access and manage day-to-day activity within the SMS.
The Home Office will refuse applications from organisations that do not meet the eligibility requirements or fail to provide the correct documentation. Applications may also be refused if there is evidence of previous non-compliance with immigration rules, poor HR practices or unspent criminal convictions for certain offences.
Before applying, employers should assess whether the roles they intend to fill meet the Skilled Worker route requirements, and whether they have the systems and staff in place to comply with sponsor duties. Once a licence is granted, sponsors are listed on the official Register of Licensed Sponsors, which is published by the Home Office. Only organisations on this list may lawfully sponsor Skilled Worker visa applicants.
Section C: Assigning a Certificate of Sponsorship (CoS)
A Certificate of Sponsorship (CoS) is a mandatory requirement for sponsoring a Skilled Worker visa applicant. The CoS is an electronic document issued by the employer through the SMS. When assigning a CoS, sponsors must include details such as the occupation code, salary and working hours, which is information used by the Home Office to assess the application. This means errors on the CoS can lead to a visa refusal.
There are two types of CoS under the Skilled Worker route: defined and undefined. Defined CoS are used for workers applying from outside the UK, while undefined CoS are used for those applying from within the UK, including those switching visa categories. Sponsors must understand the distinction, as assigning the wrong type can lead to application delays or refusal.
To issue a defined CoS, sponsors must first submit a request to the Home Office through the SMS. This request will be reviewed, and if approved, the CoS can then be assigned to the prospective employee. Undefined CoS are allocated annually as part of a sponsor’s CoS allocation and can be issued to eligible candidates without requiring individual approval in advance.
When assigning a CoS, sponsors must input accurate details, including the SOC code, salary, job title, work address and the number of weekly hours. Errors or inconsistencies in these details can result in the refusal of the visa application or potential action against the sponsor. Sponsors must ensure that the salary meets or exceeds the relevant threshold for the role and visa route and that the job description aligns with the duties set out in the selected SOC code.
The CoS must be assigned before the applicant submits their visa application. A CoS is valid for three months from the date of assignment, and the visa application must be made within this period. The CoS also confirms whether the sponsor is certifying maintenance for the worker, which removes the need for the applicant to show personal savings as part of their visa application.
There is a fee to assign a CoS. For Skilled Worker visas, the current fee is £525 per certificate. In most cases, the employer must also pay the Immigration Skills Charge (ISC), which is calculated based on the size of the organisation and the length of sponsorship.
| Type of CoS | Used For | Approval Process |
|---|---|---|
| Defined CoS | Applicants outside the UK | Request required via SMS before assigning |
| Undefined CoS | Applicants inside the UK | Drawn from sponsor’s annual allocation |
Before assigning a CoS, employers must confirm that the role is genuine, meets the required criteria, and that they are prepared to meet all sponsor obligations. Failure to comply with these requirements may result in enforcement action, including downgrading or revocation of the sponsor licence.
Section D: Using Appendix Skilled Occupations
Appendix Skilled Occupations is a key resource for employers sponsoring workers under the Skilled Worker visa route. It sets out the list of job roles that are eligible for sponsorship, along with their associated Standard Occupational Classification (SOC) codes, salary thresholds, and going rates.
Before assigning a Certificate of Sponsorship, employers must ensure that the role they are offering is included in the appendix. Each eligible occupation is assigned a specific SOC code, which is used to categorise jobs based on skill level and typical duties. The Home Office expects employers to select a code that accurately reflects the actual work the applicant will carry out, rather than matching job titles alone.
Care should be taken when interpreting job descriptions. Some roles may fall under more than one SOC code, depending on the duties involved. Employers must choose the code that most closely aligns with the responsibilities of the job. Selecting a code based on salary expectations or job title alone may lead to a visa refusal or further scrutiny from the Home Office.
The appendix sets out salary requirements for each SOC code, based either on an annual salary figure or an hourly rate. The general minimum salary threshold under the Skilled Worker route is the higher figure of either £41,700 per year, or the relevant going rate for the role. This applies to most applicants. Some exceptions apply, including lower thresholds for new entrants or ISL roles.
For health and education roles, salary requirements are based on national pay scales rather than market averages. Employers offering jobs in these sectors must ensure they are paying in line with the correct band or grade on the relevant pay scale.
Transitional rules remain in place for workers already sponsored under pre-April 2024 salary thresholds. Employers can refer to separate transitional tables in the appendix when extending sponsorship for workers already in the UK. These rules are expected to remain in place until 4 April 2030, provided the worker’s sponsorship has been continuous.
Appendix Skilled Occupations also identifies roles that are ineligible for sponsorship. These are jobs that do not meet the required skill level or are otherwise excluded from the Skilled Worker route. Sponsoring a worker for a role that falls within these codes will result in the application being refused.
To use the appendix effectively, employers should review the duties of the proposed job and compare them with the role descriptions set out under the relevant SOC codes. The salary being offered must meet or exceed the rate specified for the code, after considering whether any tradeable points or exemptions apply. Records of how the SOC code and salary level were determined should be kept on file as part of the employer’s compliance records.
Accurate use of Appendix Skilled Occupations is a requirement of lawful sponsorship. Errors in matching the role, or selecting an inappropriate SOC code, can lead to visa refusals and Home Office enforcement action against the sponsor. Careful review and evidence-based decision-making are essential at each stage.
Section E: Financial and Immigration Health Surcharge Requirements
Skilled Worker visa applicants, and their dependants, must usually meet financial maintenance requirements unless these are certified by the sponsor. Employers have the option to confirm, on the Certificate of Sponsorship, that they will maintain and accommodate the sponsored worker for the first month of their employment in the UK. Where this is not certified, the applicant must show they have access to a minimum level of funds at the time of their application.
The current maintenance levels are set by the Home Office. Skilled Worker applicants must show they have at least £1,270 available. For dependants, the requirement is £285 for a partner, £315 for the first child, and £200 for each additional child. These funds must have been held for a consecutive 28-day period, and day 28 must fall within 31 days of the date of the visa application.
Where the sponsor certifies maintenance on the CoS, the applicant does not need to show personal funds. Employers should ensure they have the capacity to meet this commitment and should retain evidence to show it was made in good faith. Certification of maintenance can only be used where the sponsor is rated A on the sponsor register.
In addition to the maintenance requirement, applicants and dependants are required to pay the Immigration Health Surcharge (IHS) unless exempt. The IHS grants access to NHS healthcare during the period of leave. The cost depends on the length of the visa and the applicant’s age. For adults, the charge is typically £1,035 per year, and for children under 18, it is £776 per year. Payment is made as part of the visa application process.
The IHS is calculated upfront for the full length of the visa and must be paid before the application can be submitted. For example, an applicant applying for a visa of 2 years and 9 months will pay the equivalent of three years of IHS. Dependants must also pay the IHS at the applicable rate for their age and duration of stay.
Employers are not required to pay the IHS on behalf of the worker or their family members, but some choose to offer financial support as part of a wider relocation package. Where this is the case, clear terms should be set out in the employment contract or offer letter.
| Applicant Group | IHS Rate | Total Cost (2 years 9 months) |
|---|---|---|
| Main applicant | £1,035 per year | £3,105 |
| Main applicant + spouse | £1,035 per adult | £6,210 |
| Main applicant + spouse + 1 child | £1,035 (adult), £776 (child) | £8,538 |
| Main applicant + spouse + 2 children | £1,035 (adult), £776 (child) | £10,866 |
Failure to meet the financial requirements will result in the visa being refused. Sponsors should ensure that applicants are fully aware of the costs involved, and that the Certificate of Sponsorship correctly reflects whether maintenance has been certified. Keeping clear records of financial support and any reimbursement arrangements will help reduce the risk of errors or disputes later in the sponsorship process.
Section F: Sponsoring Dependants
Employers sponsoring a Skilled Worker should be aware of the rules that apply to the worker’s family members.
Most Skilled Worker visa holders are permitted to be accompanied by eligible dependants. From 22 July 2025, Skilled Workers sponsored for jobs at graduate level (RQF 6) or above may still bring or join partners and dependent children if other eligibility requirements are met
Workers sponsored for jobs below graduate level (RQF 3–5) are generally no longer allowed to bring or join dependants unless a transitional provision applies, and this includes most care worker and other medium‑skilled roles (whether on the ISL or TSL); exceptions apply if the worker held Skilled Worker permission before 11 March 2024 (care workers) or 22 July 2025 (other medium‑skilled jobs) and is extending their visa.
Partners and children may apply as dependants under the Skilled Worker route, either at the same time as the main applicant or later.
A dependant partner must be either the spouse, civil partner or unmarried partner of the main applicant. Unmarried partners must show they have lived together in a relationship similar to marriage or a civil partnership for at least two years. Evidence such as joint tenancy agreements, shared financial accounts or official correspondence addressed to the same household may be required.
Children under the age of 18 can be included in a dependant application. Children aged 16 or over must not be married or in a civil partnership, must not be living an independent life and must be financially supported by the main applicant. The Home Office will usually expect to see evidence that older children live with the family unless they are away in full-time education.
Each dependant must submit a separate application and pay the relevant visa fee and Immigration Health Surcharge. Where dependants apply from outside the UK, they must provide their biometrics at a visa application centre. For applications made inside the UK, dependants may use the UK Immigration: ID Check app or attend an appointment at a UKVCAS centre, depending on their eligibility and the type of document used.
Dependants are generally granted leave in line with the main applicant’s visa. If the main applicant is granted permission to stay for 3 years, their partner and children will usually be granted the same period. Any changes to the main applicant’s status, such as switching routes or leaving the UK, can affect the status of their dependants.
Once in the UK, dependants are allowed to work and study without restriction, except they cannot be employed as a professional sportsperson or coach. Some roles may require additional permission or registration, such as jobs in healthcare or childcare, depending on the employer’s safeguarding policies.
Dependants must not rely on public funds and should meet the financial maintenance requirements unless the main applicant’s sponsor certifies maintenance on the Certificate of Sponsorship. The sponsor must consider whether they are willing to provide this support and ensure the certificate reflects the correct position.
Employers may wish to support the family as part of a wider relocation package, especially where dependants play a role in the worker’s decision to accept the job. Any such support should be clearly outlined and properly recorded for internal HR and compliance purposes.
Section G: Compliance Duties and Sponsor Responsibilities
Holding a Skilled Worker sponsor licence brings with it a number of ongoing responsibilities. Employers must meet these duties to retain their licence and continue sponsoring workers lawfully. The Home Office expects sponsors to play an active role in ensuring that sponsored workers comply with the terms of their visa and that the business maintains suitable systems to track and report relevant information.
All sponsors are required to keep accurate records for each sponsored worker. This includes copies of passports and visas, evidence of right to work checks, up-to-date contact details and records of absences and salaries. These documents must be stored securely and made available to the Home Office on request. Right to work checks must be carried out before the employment begins and at regular intervals if the worker holds time-limited permission to stay.
Sponsors must report certain changes or events to the Home Office using the SMS. These reports should be made within 10 working days and include situations such as a sponsored worker failing to start work as expected, ending their employment earlier than planned, or changing their job role or work location. Sponsors must also report if they stop sponsoring the worker for any reason or if there are any changes to the size, structure, or ownership of the business.
The Home Office may conduct compliance visits, either announced or unannounced. These visits allow immigration officers to assess whether the sponsor is meeting its duties. Inspectors may ask to see HR records, interview staff, and assess whether sponsored workers are doing the jobs stated on their Certificate of Sponsorship. Sponsors should ensure that all records are kept up to date and that key personnel understand their responsibilities.
| Duty | What Must Be Reported | Deadline |
|---|---|---|
| New hire fails to start | Report non-attendance | Within 10 working days |
| Early termination | End of sponsorship/employment | Within 10 working days |
| Change in job role or salary | New CoS may be required | Immediately or before the change |
| Change of address/contact details | Update SMS records | As soon as possible |
The consequences of failing to meet sponsor duties can be serious. The Home Office may downgrade the licence to a B-rating, suspend it while an investigation takes place, or revoke it entirely. If the licence is revoked, any sponsored workers will have their visas curtailed and may have to leave the UK. Reapplying for a licence after revocation can be difficult and may involve a waiting period.
Employers must also be alert to misuse of the system. Offering jobs that are not genuine, inflating job duties to meet the skill threshold or failing to pay the salary stated on the CoS can all lead to enforcement action. The Home Office expects sponsors to act honestly and to ensure that the sponsorship system is used to fill real vacancies with genuine workers.
Training internal HR teams and assigning sponsorship responsibilities to appropriately trained staff is strongly recommended. Sponsors should maintain a clear internal process for compliance checks, document retention and reporting, and should review their systems regularly to ensure they remain effective.
Employers who fail to meet these standards risk losing their ability to sponsor workers.
Section H: Common Challenges
Sponsoring a Skilled Worker is far from straightforward, and employers often face challenges that can lead to visa refusals or compliance concerns.
One of the most common errors is selecting the wrong SOC code. Employers sometimes rely too heavily on job titles, without ensuring that the duties match those listed under the selected code in Appendix Skilled Occupations. The Home Office expects sponsors to match job roles based on content and responsibilities, not simply on how a position is labelled. If the duties do not align closely with the selected SOC code, the visa application may be refused, and the sponsor could face further scrutiny.
Salary thresholds are another area where applications are often rejected. Employers must ensure that the salary meets the correct level for the type of role, taking account of whether any tradeable points or exceptions apply. For example, lower thresholds may be accepted for new entrants. If the salary falls short of the minimum required, the application will usually be refused without the opportunity to correct the error.
Errors in the Certificate of Sponsorship can also lead to refusal. All information must be accurate, including the job title, working hours, start date, work location and whether maintenance is being certified. The Home Office checks this information against the wider application, and discrepancies can raise concerns about the credibility of the role or the employer’s record-keeping.
Problems may also arise where the applicant’s qualifications or experience do not match the role. While not all roles require formal qualifications, the Home Office will expect to see evidence that the worker is suitably skilled. Employers should review CVs and supporting documents carefully and be prepared to explain why the candidate is appropriate for the position.
Some sponsors fall into difficulty when relying on third-party agents or overseas recruitment firms. If these intermediaries provide incorrect information or fail to carry out proper checks, the employer remains responsible. Sponsors should maintain oversight of all recruitment activity and ensure that only trained staff manage the sponsorship process.
Delays can also occur if supporting documents are missing or inconsistent. Applicants must provide evidence of their identity, English language ability, and, where relevant, qualifications or registration with a UK professional body. Employers should support the applicant by confirming what will be required and, where appropriate, issuing letters to clarify terms of employment or other points of detail.
Sponsors are advised to keep clear records of how decisions were made when assigning a CoS, including notes on the choice of SOC code and salary level. This evidence may be requested by the Home Office during an audit or in the event of a visa refusal.
Avoiding common errors requires attention to detail and a good understanding of the rules. Employers that invest time in reviewing the guidance, training relevant staff, and keeping records up to date are more likely to succeed in sponsoring workers and maintaining a compliant licence.
Section I: Renewals, Extensions and ILR
Employers sponsoring Skilled Workers must plan for what happens at the end of a worker’s current visa. Most Skilled Worker visas are granted leave for an initial period of up to five years, though many are issued for shorter terms based on the employment contract or job offer. If the worker continues to meet the eligibility criteria and the job remains genuine, the visa can be extended before it expires.
Extensions follow the same core requirements as an initial application. The role must still be eligible under the Skilled Worker route, the salary must meet the required threshold and the employer must assign a new Certificate of Sponsorship. The Home Office will assess whether the worker still meets all of the conditions and whether the employer remains compliant with sponsorship duties.
Workers who held sponsorship before changes in April 2024 may be eligible to extend under transitional rules. These allow continued use of the lower salary threshold, provided the sponsorship has been continuous and the worker has not changed employers or job roles. These rules are to remain in place until April 2030. Employers must ensure they apply the correct salary threshold, particularly when using an older SOC code or relying on transition arrangements.
A Skilled Worker may qualify for indefinite leave to remain (ILR) in the UK after five years of continuous residence. To be eligible, they must meet certain criteria, including proof of English language ability, continuous lawful residence and a salary that meets the required threshold. From 22 July 2025, the salary for ILR must meet or exceed £41, 700 and the role’s full going rate; there are no reductions, e.g for PhD or new entrant status. Transitional salary rules allow workers sponsored before 4 April 2024 to continue using lower thresholds until 4 April 2030.
Time spent on certain other visa routes may count towards the five-year qualifying period, but breaks in residence or periods spent on short-term visas will not. Employers should support workers who are approaching eligibility by confirming employment terms, issuing relevant documents, and checking that the salary and role still meet the rules.
In some cases, sponsored workers may wish to switch to a different visa category. For example, they may move to the Global Talent route or start a family visa if their personal circumstances change. Sponsors are not required to continue sponsorship in such cases, but it is good practice to keep internal records of any change in immigration status.
Employers should also review visa expiry dates regularly and allow enough time for renewals or ILR applications. Failure to extend a visa on time can lead to the employee’s permission to work expiring, which may result in a breach of right to work rules and a risk of penalties for the employer.
A clear internal process for managing sponsored workers’ visa timelines can help reduce the risk of disruption. Employers who support staff through the ILR process may also benefit from improved retention, as settled workers are no longer subject to visa conditions or ongoing sponsorship requirements. Careful planning is essential to ensure continuity of employment and compliance with UK immigration law.
Section J: Need assistance?
For specialist advice on any aspect of UK visa sponsorship, contact our UK immigration experts.
Section K: Skilled worker guidance FAQs
What is a sponsor licence and why is it needed?
A sponsor licence allows UK employers to recruit non-resident workers under sponsored work routes such as the Skilled Worker visa. Without a valid licence, an employer cannot assign a Certificate of Sponsorship or support a visa application.
Can any job be sponsored under the Skilled Worker route?
Only roles listed in Appendix Skilled Occupations are eligible for sponsorship. The job must meet the required skill level and salary threshold. Sponsors must ensure the duties match the relevant SOC code.
How much does it cost to sponsor a Skilled Worker?
Costs include the sponsor licence fee, the Certificate of Sponsorship fee, and the Immigration Skills Charge, which varies depending on the size of the business and the length of sponsorship. The worker also pays visa and Immigration Health Surcharge fees.
Do sponsors have to prove there are no suitable UK candidates?
No formal labour market test is required under the Skilled Worker route, however, the job must be genuine, and the Home Office may request evidence of recruitment activity if there are concerns about the role.
What happens if the worker leaves the business?
Sponsors must report the worker’s departure to the Home Office within 10 working days using the Sponsorship Management System. The Home Office will usually curtail the worker’s permission so they can find a new sponsor or leave the UK.
Can a worker apply for settlement after five years?
Skilled Workers can apply for indefinite leave to remain after five years if they meet the eligibility requirements, including salary thresholds and continuous residence
Can dependants of Skilled Workers work in the UK?
Partners and children can apply as dependants and, once in the UK, are allowed to work or study. The only restriction is that they cannot work as professional sportspersons or coaches.
What are the consequences of getting something wrong?
Failure to comply with sponsor duties can result in the licence being downgraded, suspended or revoked. Visa applications may be refused, and the business may be subject to enforcement action.
How often should sponsor records be reviewed?
Sponsor records should be kept up to date at all times. It is good practice to carry out regular internal audits and ensure that staff with SMS access are trained and aware of their responsibilities.
Section L: Glossary
| Term | Definition |
|---|---|
| Appendix Skilled Occupations | The official list of job roles eligible for Skilled Worker sponsorship, including SOC codes, salary thresholds and job descriptions. |
| Certificate of Sponsorship (CoS) | An electronic document assigned by a licensed sponsor to a foreign national, confirming the details of the job being offered. |
| Defined CoS | A Certificate of Sponsorship required for Skilled Worker applicants applying from outside the UK. |
| Undefined CoS | A Certificate of Sponsorship used for Skilled Worker applications made from within the UK. |
| Immigration Health Surcharge (IHS) | A fee paid as part of a visa application to allow access to NHS services during the applicant’s stay in the UK. |
| Immigration Skills Charge (ISC) | A fee paid by sponsors for each skilled worker they employ, intended to fund training for the UK workforce. |
| Indefinite Leave to Remain (ILR) | Permanent residence status allowing an individual to live and work in the UK without immigration restrictions. |
| Sponsorship Management System (SMS) | The online portal used by licensed sponsors to manage their sponsorship duties, including assigning CoS and reporting changes. |
| Skilled Worker | A person sponsored to work in the UK under a role that meets the eligibility requirements set out by the Home Office. |
| Sponsor Licence | Permission granted to UK employers to sponsor foreign workers under certain immigration routes, including the Skilled Worker visa. |
| Standard Occupational Classification (SOC) Code | A numerical code used to categorise job roles by skill level and duties for the purpose of immigration and labour market analysis. |
Author
Founder and Managing Director Anne Morris is a fully qualified solicitor and trusted adviser to large corporates through to SMEs, providing strategic immigration and global mobility advice to support employers with UK operations to meet their workforce needs through corporate immigration.
She is recognised by Legal 500 and Chambers as a legal expert and delivers Board-level advice on business migration and compliance risk management as well as overseeing the firm’s development of new client propositions and delivery of cost and time efficient processing of applications.
Anne is an active public speaker, immigration commentator, and immigration policy contributor and regularly hosts training sessions for employers and HR professionals.
