Hiring international employees allows UK employers to access a global talent pool of skilled individuals. Individuals from outside the UK usually require immigration permission to work, and employers must ensure they sponsor the worker if the visa route requires it, or confirm that the individual holds valid permission to work under a non-sponsored route.
Employers must comply with UK immigration rules. Where the worker will be on a sponsored route (such as the Skilled Worker or Scale‑up visa), the employer must hold a valid sponsor licence. A licence allows the employer to assign a Certificate of Sponsorship (CoS) and carry out the necessary reporting and record‑keeping duties
Employers must also conduct statutory Right to Work checks on all workers, including those who hold British or settled status. Failure to do so can lead to a civil penalty of up to £45,000 per illegal worker for a first breach and up to £60,000 per illegal worker for repeat breaches.
In this guide for employers, we explain the rules on employing foreign workers and how to avoid falling foul of UK Home Office regulations.
Section A: UK work visa rules
Anyone who is not a British or Irish citizen, or does not hold settled or pre-settled status under the EU Settlement Scheme, generally needs a visa to work in the UK.
For sponsored visa categories, such as the Skilled Worker visa, Temporary Work visas and Global Business Mobility visas, employers must hold a valid sponsorship licence issued by the Home Office to hire foreign workers, while the worker will have to meet the requirements of the relevant route.
1. Sponsored Work Visas
To recruit workers on routes that require sponsorship (e.g., the Skilled Worker), an employer must apply for a sponsor licence and demonstrate that it is a legitimate and operational UK entity, with appropriate HR systems to meet Home Office compliance duties. Sponsors must monitor worker immigration status, keep accurate records, report relevant changes and ensure sponsored roles meet skill and salary requirements.
Once the licence is granted, the organisation is listed on the register of licensed sponsors and can assign Certificates of Sponsorship to eligible candidates.
As well as the sponsor licence application fee and CoS fee, most sponsors must pay an Immigration Skills Charge when assigning a CoS: £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. Some occupations (e.g., certain researchers) 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.
2. Unsponsored Work Visas
Some routes do not require employer sponsorship, such as:
- High Potential Individual Visa: For graduates from eligible top global universities.
- Graduate Visa: For international students who completed a degree in the UK.
- Global Talent Visa: For recognised leaders or emerging talent in certain fields.
The High Potential Individual (HPI) visa is available to people who have been awarded a degree within the last 5 years from a university on an approved global list; applicants must meet an English language and maintenance requirement and do not need a job offer or sponsorship. The Graduate visa allows international graduates who completed a degree in the UK to stay for 2 years (3 years for PhD graduates) to work at any skill level without sponsorship. The Global Talent visa is for individuals who are recognised leaders or potential leaders in academia, research, arts and culture, or digital technology; it requires an endorsement or an eligible prize rather than employer sponsorship.
These visas require the worker to apply to the Home Office to prove they meet the relevant eligibility requirements, although these would not include a job offer or visa sponsorship by an employer.
3. Hiring EU Workers Post-Brexit
EU, EEA and Swiss citizens who obtained settled or pre‑settled status under the EU Settlement Scheme can continue to live and work in the UK without a visa. Employers must still carry out right to work checks on these workers, in most cases using share codes.
EU citizens coming to the UK after 1 January 2021 generally require an appropriate visa (e.g., Skilled Worker, Scale‑up) to work in the UK.
4. Hiring international students
International students on Student visas are permitted to work in the UK under certain conditions, including limits on hours during term time (typically up to 20 hours per week) and full-time work during vacations. Employers still have to conduct right to work checks and retain evidence that the student is complying with their visa conditions.
Many international students apply for post-study work visas after graduation. The Graduate visa allows eligible graduates to remain in the UK for up to two years (three years for PhD holders) to work or look for work without sponsorship (although these periods are due to be shortened). The route gives employers flexibility to hire recent graduates without needing a sponsor licence. However, the Graduate visa is non-renewable, so longer-term employment will require switching to a sponsored route such as the Skilled Worker visa.
Employers considering international student hires should plan ahead, especially where sponsorship may be required later.
Section B: Sponsor licence eligibility requirements
Before committing to the licence application process, it’s advisable to understand the Home Office criteria you’ll need to meet. In summary, you’ll need to show that your organisation:
- Is a legitimate and operational company that operates legally in the United Kingdom.
- Is located in the UK
- Does not pose a threat to immigration control (i.e., do not hire illegal workers) – employers must not have any pending convictions for immigration violations, money laundering, fraud, or similar offences.
- Has not had a sponsor licence revoked in the preceding year.
- Has trustworthy and dependable employees managing the employment sponsorship procedure.
- Complies with the compliance standards of a sponsoring employer
You will also need to demonstrate that you meet the compliance duties, which include:
- Operating an HR system that allows you to maintain accurate records on sponsored employees.
- Implementing procedures to ensure that only suitable and competent foreign workers receive a Certificate of Sponsorship.
- Reporting significant changes in circumstances to UKVI within the prescribed timeframes (e.g., if a sponsored worker does not arrive on their first day of work or if they quit your employment).
Read our comprehensive guide to applying for a sponsor licence here >>
Section C: UK Skilled Worker Visa
The primary UK work visa is the Skilled Worker visa, although a number of routes are available, depending on factors such as the type of work on offer and the worker’s credentials.
The Skilled Worker visa is for individuals who are sponsored by a UK employer and who meet certain criteria to attain points. A Skilled Worker applicant needs 70 points in total. The non‑tradeable points are: 20 points for a job offer from an approved sponsor; 20 points for an occupation at the required skill level; 10 points for English language at level B1; and the remaining 20 points come from the appropriate salary or tradeable characteristics.
From 22 July 2025, a new Skilled Worker can be sponsored only if the job is at RQF 6 (degree level) or appears on the Immigration Salary List (ISL) or Temporary Shortage List (TSL). Transitional rules allow sponsorship of lower‑skilled roles (RQF 3-5) only if the worker already held Skilled Worker permission before 22 July 2025 and has continuous permission.
Sponsors must usually pay the higher of either £41,700 per year and the full ‘going rate’ for the occupation (Option A), although discounts may be available under points options. For health and care occupations, lower salary thresholds (Options F–J) apply, starting from £31 300 and as low as £25 000 in specific health and care roles or transitional cases, as detailed in Appendix Skilled Occupations.
The Shortage Occupation List has been replaced by the Immigration Salary List. Jobs on the ISL qualify for a lower general threshold (20 % discount), but sponsors must still pay the full going rate. The ISL and the new TSL will remain at least until the end of 2026.
From 22 July 2025, only Skilled Workers sponsored at graduate‑level (RQF 6) can bring new dependants. Workers in medium‑skilled roles (RQF 3–5) cannot normally sponsor dependants unless they meet transitional provisions (e.g., care workers with permission before 11 March 2024).
Section D: Alternative UK work visa options
A number of work visa options are available but suitability will depend on a number of factors, including the individual’s skillset, reason for coming to the UK, intended duration of stay, among other factors.
For example, the Health & Care Worker visa is specifically for healthcare professionals, while the Global Business Mobility visas are a set of visa routes for specific types of workers such as those being deployed to the UK on an intra-company transfer basis.
Section E: Immigration compliance
All UK employers are subject to the prevention of illegal working regime, which requires them to verify a worker’s right to work in the UK. This applies regardless of whether you are hiring from overseas or if your workforce comprises only workers from the domestic labour market.
There are civil and criminal penalties if you employ a person unlawfully, i.e. someone who does not have the right to work in the UK and to do the job they are being employed to do. Under the civil penalty regime, employers can be fined up to £45 000 per illegal worker for a first breach and £60 000 per worker for repeat breaches. Knowingly employing a person without the right to work is a criminal offence punishable by an unlimited fine or up to 5 years’ imprisonment.
The Home Office also publishes details of businesses that receive civil penalties for illegal working.
Section F: Need assistance?
DavidsonMorris provides a complete UK immigration solution to employers. From consultancy on overseas recruitment and immigration strategies, through to visa application management and our comprehensive sponsorship licence application service, we can help. Our team of UK immigration specialists are highly experienced in all the documentary and evidentiary requirements vital to a prompt and stress-free process when applying for a sponsor licence or visa, and we also provide support and guidance on managing the licence and avoiding enforcement issues.
For guidance on applying for a sponsor licence, contact us.
Section G: Hiring international employees FAQs
What does hiring international employees involve?
Hiring international employees means recruiting individuals from outside the UK who require the correct visa and immigration permission to work legally in the country.
Do I need a sponsor licence to hire international employees?
If you are employing workers on a sponsored visa, such as the Skilled Worker visa, you must obtain a sponsor licence from the Home Office.
What are the costs of hiring international employees?
Costs include the sponsor licence fee, the Immigration Skills Charge, the Certificate of Sponsorship (CoS) fee, and any visa application fees. Employers must also meet minimum salary thresholds for sponsored roles.
What are Right to Work checks?
Right to Work checks are mandatory steps employers must take to verify an individual’s legal right to work in the UK. Failure to conduct these checks can lead to significant penalties.
How long does it take to hire an international employee?
The timeline depends on visa processing times and the role’s requirements. Employers should allow for several weeks or months, including obtaining a sponsor licence if needed.
What are the risks of non-compliance with immigration laws?
Non-compliance can result in fines, reputational damage, and the revocation of your sponsor licence, preventing you from hiring international employees in the future.
Can international employees bring family members to the UK?
Many visa routes allow employees to bring dependants, such as a spouse or children, provided specific financial and accommodation requirements are met.
Do international employees need to meet minimum salary thresholds?
Sponsored workers, such as Skilled Worker visa holders, must meet minimum salary thresholds, which depend on the role and visa category.
How do I support international employees during the hiring process?
You can provide guidance on visa applications, relocation assistance, and information about living in the UK to help them settle into their new role and environment.
What happens if an international employee’s visa expires?
Employers must track visa expiry dates and work with the employee to ensure they apply for visa extensions or alternative permission before their current visa expires.
Section H: Glossary
| Term | Definition |
|---|---|
| Certificate of Sponsorship (CoS) | An electronic document issued by a licensed sponsor to a worker, confirming job details and enabling a visa application under a sponsored route. |
| Common European Framework of Reference (CEFR) | An international standard used to describe language ability. Skilled Worker applicants must usually meet level B1. |
| Ecctis | The UK agency responsible for evaluating overseas qualifications, formerly known as UK NARIC. Provides confirmation of English-taught degrees and UK equivalence. |
| Global Business Mobility (GBM) | A UK visa category for overseas workers being assigned to the UK on a temporary basis as part of an intra-company transfer or similar arrangement. |
| Global Talent Visa | A work route for recognised leaders or emerging talents in academia, research, arts, culture, and digital technology. Does not require employer sponsorship. |
| High Potential Individual (HPI) Visa | A UK visa route for recent graduates from top global universities. Applicants do not need a job offer or sponsorship. |
| Immigration Health Surcharge (IHS) | A fee paid as part of a visa application, giving access to NHS healthcare. Charged annually for the duration of the visa. |
| Immigration Salary List (ISL) | A list of jobs eligible for Skilled Worker sponsorship at lower salary thresholds. Replaced the Shortage Occupation List in 2024. |
| Immigration Skills Charge (ISC) | A fee paid by employers when assigning a Certificate of Sponsorship, aimed at supporting UK workforce training. Charged annually per sponsored worker. |
| Right to Work Check | A legal obligation on employers to verify that every employee has the legal right to work in the UK, regardless of nationality. |
| Secure English Language Test (SELT) | A Home Office-approved English exam required for certain visa routes. Tests must be taken with authorised providers and meet the CEFR standard. |
| Shortage Occupation List (SOL) | The former list of shortage occupations, replaced by the Immigration Salary List (ISL) in April 2024. |
| Skilled Worker Visa | The main UK work visa route for foreign nationals sponsored to fill eligible jobs that meet specific skill and salary thresholds. |
| Sponsor Licence | Permission granted by the Home Office allowing UK employers to sponsor foreign workers under routes such as the Skilled Worker visa. |
| Sponsorship Management System (SMS) | The online portal used by licensed sponsors to manage their sponsor licence, including assigning CoS and reporting changes. |
| Temporary Shortage List (TSL) | A short-term list of roles eligible for sponsorship below the usual skill level. Introduced alongside the ISL in 2025. |
| UKVI | UK Visas and Immigration, the branch of the Home Office responsible for managing the UK’s visa system and immigration enforcement. |
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.
