Understanding RQF for Employers & Immigration

If your organisation is looking to sponsor someone under the Skilled Worker visa route, one of the requirements is that the job on offer is a minimum skill level of RQF level 3 or above.

The Regulated Qualifications Framework (RQF) is a system used in the United Kingdom to categorise and standardise the levels of education and training qualifications. It provides a consistent framework, ranging from entry-level to doctorate-level qualifications, enabling individuals and employers to understand the relative complexity and depth of different qualifications.

In this guide, we explain the role of the RQF in UK immigration applications and how this system can be used by employers when assessing non-UK job applicants’ qualifications.

 

Section A: Understanding the Regulated Qualifications Framework (RQF)

 

The Regulated Qualifications Framework (RQF) allows for easier comparison with international education and training frameworks, making it an essential component in global education and workforce mobility.

 

1. What is RQF?

 

The RQF is a framework that categorises qualifications in the UK by assigning them to specific levels based on their complexity, depth, and learning outcomes. Each qualification is placed on a level from 1 to 8, with Level 1 representing basic skills and knowledge and Level 8 representing the most advanced qualifications, such as doctoral degrees. The primary purpose of the RQF is to provide a clear hierarchy of qualifications, making it easier for employers, learners, and educators to understand the relative value and difficulty of different qualifications. This ensures that qualifications meet standardised criteria for quality and rigour, thereby enhancing the credibility of the UK education and training system.

 

2. RQF Structure

 

The RQF is structured into eight levels, each representing a different degree of difficulty and learning outcomes:

[Insert table 1: RQF Levels and UK Equivalent Qualifications]

Each level is designed to progressively build on the knowledge, skills, and competencies required at the previous level, ensuring a coherent learning journey from basic education to advanced academic or professional qualifications.

 

3. Comparison with International Qualifications

 

The RQF is comparable to other international qualification frameworks, such as the European Qualifications Framework (EQF) and the Australian Qualifications Framework (AQF).

The EQF, for instance, also uses an eight-level structure, which allows for a direct comparison between European qualifications and those in the UK. This alignment is particularly useful for employers and educational institutions involved in international recruitment or partnerships, as it facilitates the recognition of foreign qualifications and ensures that they are appropriately valued.

While the RQF is focused on the UK, its design allows for compatibility with international systems, making it easier for individuals with foreign qualifications to have their achievements recognised in the UK. This compatibility supports the mobility of workers and students across borders, enhancing global opportunities and ensuring that qualifications are understood and respected regardless of where they were obtained.

 

Section B: Role of RQF in UK Immigration

 

The RQF is used within the UK immigration system to set standards for sponsored worker visa applications. As such, the RQF is the benchmark used by the Home Office and employers to assess the qualifications of foreign candidates and ensure that they meet the necessary standards for specific roles.

 

1. Role in Visa Sponsorship

 

The UK visa sponsorship system requires that the job role being offered to the foreign worker meets specific skill and qualification levels, which are often defined using the RQF. For example, many roles eligible for sponsorship under the Skilled Worker Visa route require candidates to have qualifications at RQF Level 3 or above. This level corresponds to A-Level qualifications or equivalent, ensuring that the sponsored worker has the necessary skills and knowledge to perform their role effectively.

Employers must match the job role they are offering with the appropriate RQF level to ensure that the candidate’s qualifications are aligned with the UK’s immigration requirements.

Failure to do so can result in the visa application being rejected, as the Home Office uses the RQF as a benchmark to assess whether the applicant’s qualifications meet the job’s skill requirements.

 

2. Immigration Compliance Requirements

 

UK employers must adhere to strict compliance requirements when hiring overseas workers under the Skilled Worker Visa scheme. This includes ensuring that the qualifications of the potential employees align with the RQF levels specified for the job role.

Employers must provide evidence that the candidate’s qualifications meet the required RQF level, which may involve obtaining certified translations of foreign qualifications or using official services to compare international qualifications to the RQF.

To maintain compliance, employers must:

 

a. Verify Qualifications: Ensure that the qualifications listed by the candidate are genuine and meet the required RQF level. This might involve working with agencies that specialise in evaluating international qualifications.

 

b. Record Keeping: Keep detailed records of how the qualification was assessed and how it matches the RQF level. These records must be available for inspection by the Home Office.

 

c. Ongoing Compliance: Regularly review and update their understanding of RQF levels and how they apply to specialist job roles, especially if immigration rules change or new roles are added to the sponsorship list.

 

Non-compliance can lead to severe penalties, including the loss of the sponsor license, fines, or even criminal charges, which can significantly impact an employer’s ability to hire talent from abroad.

 

3. Recognising Overseas Qualifications

 

A key step in determining visa applicant eligibility for the Skilled Worker visa is matching their international qualifications to the RQF to ensure the overseas workers’ skills and knowledge are appropriately recognised in the UK.

Many countries have their own qualifications frameworks, which may not directly align with the RQF. Therefore, employers need to undertake a careful assessment to ensure that a foreign qualification is equivalent to the required RQF level.

To recognise and map overseas qualifications to the RQF, employers can:

 

a. Use UK ENIC (formerly UK NARIC):

UK ENIC provides a service that evaluates international qualifications and compares them to the UK’s RQF levels. This is often the most reliable method for determining how a foreign qualification aligns with the RQF.

 

b. Consider Professional Equivalencies

For some professions, especially regulated ones like engineering or healthcare, professional bodies may offer guidance on how overseas qualifications compare to UK standards. These equivalencies are crucial for ensuring that the worker meets both the professional and immigration requirements.

 

c. Employ Internal Evaluation

Larger companies with established HR or legal departments might have internal processes for evaluating qualifications, though this should be done carefully and possibly with external consultation to avoid errors in judgment.

 

Section C: Importance of RQF for Skilled Worker Visa Applications

 

The Regulated Qualifications Framework (RQF) is a fundamental element of the UK’s Skilled Worker visa, the primary immigration route for employers looking to hire skilled non-UK workers.

The RQF helps standardise and assess the qualifications of international candidates, ensuring they meet the necessary criteria for skilled roles in the UK.

 

1. Skilled Worker Visa Eligibility Criteria

 

To be eligible for the Skilled Worker visa, the job offer must meet certain skill and salary thresholds, and the candidate’s qualifications often need to align with these requirements. The role being offered must be at RQF Level 3 or above, which corresponds to A-Level qualifications or their equivalent.

For example, if an employer is offering a position that requires RQF Level 6 (equivalent to a Bachelor’s degree), the candidate must have a qualification that meets or exceeds this level. The RQF provides a clear framework that helps both employers and immigration officials assess whether a candidate’s qualifications are sufficient for the role. This ensures that the candidate has the appropriate level of education and skills to perform the job effectively.

The job offer and the candidate’s qualifications have to match the required RQF level. Failing to meet these criteria can result in the rejection of the visa application, as the Home Office strictly adheres to these standards to maintain the integrity of the UK’s immigration system.

 

2. UK’s Points-Based System

 

The UK’s points-based immigration system is designed to assess visa applications based on a variety of factors, including qualifications, salary, and English language proficiency. The RQF levels play a significant role in this system, particularly in awarding points for qualifications.

Under the points-based system, a candidate can earn points for having a qualification that meets a certain RQF level. For instance:

a. 20 Points may be awarded if the job requires an RQF Level 3 or higher qualification and the candidate meets this requirement.

b. Additional Points can be earned if the job is in a shortage occupation or if the applicant holds a PhD relevant to the job (RQF Level 8).

 

Criteria	Points Awarded	Explanation
Job Offer at Appropriate Skill Level (RQF 3 or above)	20 points	The job must be at least at RQF Level 3 to qualify
English Language Proficiency	10 points	Applicant must meet English language requirements
Salary Threshold	20 points	Applicable minimum salary or the going rate for the job
PhD in a Subject Relevant to the Job (RQF Level 8)	10 points	Additional points for higher qualifications
Shortage Occupation	20 points	Additional points for jobs in shortage occupations

 

The accumulation of points across various criteria determines whether the applicant is eligible for the Skilled Worker Visa. The RQF ensures that there is a standardised method for evaluating the qualifications part of this system, helping to maintain consistency and fairness in how points are awarded.

 

3. Document Verification

 

Employers must verify that the candidate’s stated qualifications are genuine and meet the required RQF level. Proper document verification helps prevent issues that could lead to visa rejections or legal complications.

Employers should follow these steps to verify qualifications effectively:

 

a. Obtain Certified Translations: If the qualifications are not in English, certified translations should be obtained to ensure they are accurately understood and can be properly assessed against the RQF.

 

b. Use UK ENIC (formerly UK NARIC): UK ENIC provides a service that assesses international qualifications and compares them to the UK’s RQF levels. This is one of the most reliable methods to ensure that foreign qualifications meet the necessary standards.

 

c. Check with Professional Bodies: For regulated professions, employers should verify qualifications through relevant professional bodies, which may have specific requirements or provide equivalency assessments related to the RQF.

 

d. Request Original Documents: Employers should request original qualification documents and scrutinise them carefully. In some cases, additional checks with the issuing institution may be necessary to confirm authenticity.

 

 

Step	Action	Details
1	Collect Original Qualification Documents	Request original or certified copies of qualifications from candidates.
2	Obtain Certified Translations	If documents are not in English, obtain certified translations.
3	Use UK ENIC Services	Compare the international qualifications to RQF levels using UK ENIC.
4	Consult Professional Bodies	For regulated professions, check with relevant UK professional bodies.
5	Document the Verification Process	Keep detailed records of the verification process and decisions made.

 

Section D: Benefits of Understanding RQF for Employers

 

For UK employers, the RQF provides a standardised method for evaluating qualifications, which is particularly important in a globalised workforce where candidates may have diverse educational backgrounds. Effective use of the RQF enables employers to better identify and recruit skilled workers, maintain compliance with UK immigration and employment laws, and leverage global talent for competitive advantage.

 

1. Hiring the Right Talent

 

One of the most significant benefits of understanding the RQF is its role in helping employers identify and recruit the best-fit candidates for skilled roles. The RQF categorises qualifications across eight levels, providing a clear benchmark for assessing a candidate’s skills, knowledge, and competencies.

Using the RQF to evaluate candidates’ qualifications allows employers to precisely match job requirements with the appropriate level of education and experience, ensuring selected candidates have the necessary skills to perform the job effectively.

The RQF also allows employers to compare UK qualifications with those obtained abroad, making it easier to evaluate international candidates. This is particularly useful for roles that require specific skill sets, as employers can confidently assess whether a foreign qualification meets the required standards.

With the RQF’s clear structure, employers can avoid the risk of under- or over-qualifying candidates for roles. This leads to better job satisfaction, reduced turnover, and a more effective workforce overall.

 

2. Legal Compliance

 

In the context of immigration and employment law, employers must align their recruitment efforts with the RQF guidelines or risk compliance breaches and enforcement action.

For employers hiring non-UK workers under the Skilled Worker Visa, it is essential that the job role and the candidate’s qualifications align with the required RQF levels. This ensures compliance with the UK’s points-based immigration system and prevents issues such as visa application rejections or the loss of a sponsor licence.

[Insert table 4: Compliance Checklist for Employers]

The RQF provides an objective framework for assessing qualifications, which can help employers avoid unintentional bias or discrimination during the hiring process. By basing decisions on standardised levels, employers can ensure fairness and transparency in their recruitment practices.

Properly documenting how qualifications align with RQF levels is important for audit purposes. Should an employer’s practices be scrutinised by regulatory bodies, having a clear, RQF-aligned rationale for hiring decisions can protect the business from legal challenges.

 

3. Business Growth

 

Skilled immigrant workers are a vital component of business growth in the UK, and understanding the RQF helps employers effectively tap into this talent pool.

 

a. Access to Global Talent

The RQF allows employers to recognise and validate the qualifications of candidates from around the world. This opens up access to a broader range of skills and expertise that may not be readily available in the local job market, enabling businesses to innovate and compete on a global scale.

 

b. Enhancing Workforce Quality

By ensuring that all employees meet high standards of education and training, as defined by the RQF, employers can build a more competent and productive workforce. This directly contributes to improved business performance and the ability to take on more complex projects.

 

c. Driving Innovation

Immigrant workers often bring diverse perspectives and new ideas, which can drive innovation within a company. Understanding the RQF helps employers ensure that these workers are not only highly skilled but also capable of integrating their knowledge effectively into the business.

 

d. Expansion Opportunities

As businesses grow and expand into new markets, having a workforce that includes internationally qualified professionals can be a significant advantage. These employees may bring unique insights into different markets, helping the business to adapt and succeed in a globalised economy.

 

Section E: Challenges and Considerations

 

While the RQF offers a standardised method for assessing qualifications in the UK, employers may face several challenges when dealing with international qualifications and maintaining ongoing compliance with immigration rules. These challenges can complicate the recruitment process and require careful consideration to avoid legal pitfalls and ensure only eligible candidates with the required qualifications are hired.

 

1. Interpreting International Qualifications

 

One of the primary challenges employers face is accurately interpreting and comparing international qualifications with the RQF. The diversity of educational systems around the world means that qualifications can vary significantly in terms of content, duration, and level of rigour, making it difficult to determine how they align with the RQF.

 

 

RQF Level	UK (RQF)	Europe (EQF)	Australia (AQF)
Level 1	Basic qualifications	EQF Level 1	AQF Certificate I
Level 2	GCSE (grades A*-C), NVQ Level 2	EQF Level 2	AQF Certificate II
Level 3	A-Levels, NVQ Level 3	EQF Level 3	AQF Certificate III, Senior Secondary
Level 4	Higher National Certificate	EQF Level 4	AQF Certificate IV
Level 5	Higher National Diploma	EQF Level 5	AQF Diploma, Advanced Diploma
Level 6	Bachelor’s Degree	EQF Level 6	AQF Bachelor’s Degree
Level 7	Master’s Degree	EQF Level 7	AQF Graduate Diploma, Master’s Degree
Level 8	Doctoral Degree	EQF Level 8	AQF Doctoral Degree

 

a. Diverse Education Systems

Different countries have unique educational structures, and what may be considered a higher education qualification in one country might only equate to a lower level on the RQF. For example, a bachelor’s degree from one country might not meet the same RQF level as a UK bachelor’s degree due to differences in curriculum, academic standards, or duration of study.

 

b. Lack of Direct Equivalency 

Not all international qualifications have a direct equivalent within the RQF. This can lead to uncertainty about whether a candidate’s qualifications meet the requirements for a specific job role, especially for specialised or niche fields.

 

c. Language Barriers

Qualifications issued in languages other than English can pose an additional challenge, as employers must rely on translations that may not fully capture the nuances of the original qualification. Misinterpretations during translation can lead to incorrect assessments of a candidate’s qualifications.

 

d. Complexities of Professional Qualifications

Some professions have qualifications that are tightly regulated and require specific recognition by UK professional bodies. Understanding how these professional qualifications from abroad align with UK standards and the RQF can be particularly complex and requires specialised knowledge or consultation with professional regulatory bodies.

To address these challenges, employers often turn to services like UK ENIC (formerly UK NARIC) for an official comparison of international qualifications to the RQF levels. However, even with such tools, interpreting and accurately matching qualifications remains a nuanced process that requires careful consideration.

 

2. Maintaining Compliance

 

Maintaining compliance with RQF guidelines and immigration rules is an ongoing responsibility for employers, particularly those who regularly hire international workers. Compliance is not a one-time task but a continuous process that requires vigilance and regular updates to ensure alignment with evolving regulations.

 

a. Regular Updates to Immigration Rules

The UK immigration landscape is subject to frequent changes, which can affect the RQF levels required for certain roles, the points awarded for qualifications, and the overall eligibility criteria for visas. Employers must stay informed about these changes to ensure that their recruitment practices remain compliant.

 

b. Sponsor Licence Obligations

Employers who hold a sponsor license have additional responsibilities, such as ensuring that the roles they are sponsoring meet the correct RQF levels and that the qualifications of the sponsored workers are properly verified. Failure to maintain compliance can result in the loss of the sponsor license, fines, or other legal penalties.

 

c. Record Keeping and Reporting

Employers must keep detailed records of how they have assessed qualifications against the RQF, including any evaluations or comparisons made. These records must be readily available for audits or inspections by the Home Office. Proper documentation is essential to demonstrate compliance and to defend against any potential challenges to hiring practices.

 

d. Training and Awareness

It is important for HR teams and hiring managers to be regularly trained on RQF-related compliance issues. As immigration rules and RQF guidelines evolve, ongoing education and awareness are critical to ensure that all stakeholders involved in the recruitment process are making informed decisions.

 

e. Integration with Business Strategy

Compliance with RQF and immigration regulations should be integrated into the broader business strategy. This means not only understanding the legal requirements but also aligning recruitment practices with the company’s growth objectives while ensuring that all employees, regardless of their origin, meet the necessary standards.

 

Section F: Summary

 

The Regulated Qualifications Framework (RQF) is a system in the UK that categorises qualifications based on their level of difficulty, ranging from Level 1 (basic skills) to Level 8 (doctoral degrees).

For employers, particularly those involved in sponsoring non-UK skilled workers, the RQF provides a standardised way to assess and compare both UK and international qualifications, ensuring that potential employees meet the required standards for specific roles.

Key risks for employers include the potential for non-compliance with immigration laws if qualifications are not correctly matched to the appropriate RQF level. This can lead to visa application rejections, legal penalties, and even the loss of the sponsor licence, severely impacting the ability to recruit international talent.

Employers must also be cautious when interpreting international qualifications, as differences in education systems can make it challenging to accurately assess whether a foreign qualification meets the necessary UK standards.

Finally, UK Immigration Rules are subject to frequent change, making it important that employers carry out regular reviews of their sponsorship and recruitment practices to ensure compliance with the latest requirements.

 

Section G: Need Assistance?

 

DavidsonMorris are leading UK immigration legal advisers. We provide specialist support and guidance to employers sponsoring foreign nationals under the Skilled Worker visa route. We offer advice on how to use and interpret the RQF to enable you to determine applicant eligibility under the visa requirements and provide ongoing sponsorship support to ensure compliance. For expert advice, contact us.

 

Section H: RQF FAQs

 

What is the Regulated Qualifications Framework (RQF)?
The Regulated Qualifications Framework (RQF) is a system in the UK that categorises qualifications into levels based on their complexity, depth, and learning outcomes. It ranges from Level 1 (basic qualifications) to Level 8 (doctoral degrees), helping employers and educational institutions assess and compare different qualifications.

 

Why is the RQF important for UK employers?
The RQF provides a standardised method to evaluate and compare qualifications, especially when hiring candidates with international education backgrounds. Understanding the RQF helps employers ensure that they are recruiting individuals with the appropriate skills and qualifications for specific roles.

 

How does the RQF impact the Skilled Worker Visa process?
The RQF impacts the Skilled Worker Visa process by defining the qualification levels required for visa sponsorship. To sponsor a worker under this visa, the job role must meet specific RQF levels, typically Level 3 or above. Employers must ensure that the candidate’s qualifications align with these levels to meet the eligibility criteria for the visa.

 

How can employers verify international qualifications against the RQF?
Employers can verify international qualifications against the RQF by using services like UK ENIC (formerly UK NARIC), which provides official comparisons of foreign qualifications to UK standards. Employers may also consult relevant professional bodies for specific professions to ensure that the qualifications meet the required RQF levels.

 

What are the risks of non-compliance with RQF regulations?
Non-compliance with RQF regulations can lead to significant risks for employers, including the rejection of visa applications, fines, and the potential loss of a sponsor license. Additionally, failing to accurately assess and document qualifications can result in legal challenges and damage to the employer’s reputation.

 

How does the RQF help in hiring the right talent?
The RQF helps hire the right talent by providing a clear benchmark for assessing candidates’ qualifications. By matching job requirements with appropriate RQF levels, employers can ensure that they are recruiting individuals who possess the necessary skills and knowledge for the role, leading to better job performance and employee retention.

 

Can the RQF be used to compare qualifications from different countries?
Yes, the RQF can be used to compare qualifications from different countries, though this often requires additional tools or services like UK ENIC to accurately map foreign qualifications to RQF levels. This comparison is essential for employers looking to hire international candidates and ensures that foreign qualifications are properly valued in the UK context.

 

What ongoing responsibilities do employers have regarding RQF and immigration compliance?
Employers have ongoing responsibilities to stay updated on changes to RQF-related immigration rules, ensure that all job roles and candidate qualifications meet the required RQF levels, and maintain detailed records of their compliance efforts. Regular training and audits are also essential to ensure that recruitment practices remain aligned with current regulations.

 

How does understanding the RQF contribute to business growth?
Understanding the RQF contributes to business growth by enabling employers to effectively tap into a global talent pool, ensure high standards of workforce competency, and drive innovation through the recruitment of skilled immigrant workers. This, in turn, supports business expansion and competitiveness in both local and international markets.

 

What challenges do employers face when interpreting international qualifications?
Employers may face challenges such as differing education systems, lack of direct equivalency, language barriers, and complexities related to professional qualifications. These challenges can make it difficult to accurately assess how international qualifications align with the RQF, potentially impacting the hiring process and compliance efforts.

 

Section I: Glossary

 

Term	Definition
Regulated Qualifications Framework (RQF)	A UK system that categorises qualifications by level, from basic skills (Level 1) to doctoral degrees (Level 8), based on their difficulty and learning outcomes.
Skilled Worker Visa	A type of UK visa that allows employers to sponsor skilled workers from overseas, provided the job and the candidate’s qualifications meet specific criteria.
Sponsor Licence	A licence that UK employers must obtain to hire and sponsor non-UK workers under certain visa categories, requiring adherence to strict legal standards.
Qualification Level	The rank within the RQF that indicates the complexity and depth of a qualification, ranging from Level 1 (basic) to Level 8 (doctoral).
UK ENIC (formerly UK NARIC)	The official UK agency responsible for comparing international qualifications to the RQF and other UK frameworks, assisting employers in verifying foreign credentials.
Compliance	The act of adhering to legal and regulatory requirements, such as ensuring that recruitment practices align with immigration laws and RQF guidelines.
International Qualifications	Educational or professional credentials obtained outside the UK, which may need to be assessed against the RQF to ensure they meet UK standards.
Legal Penalties	Consequences imposed by law, such as fines or loss of a sponsor licence, for failing to comply with immigration regulations or RQF-related requirements.
Visa Application	The process by which a foreign national applies for permission to enter or remain in the UK, often requiring proof of qualifications aligned with the RQF.
Recruitment Practices	The methods and processes used by employers to attract, assess, and hire candidates, which must comply with legal standards and RQF requirements.

 

Section J: Additional Resources

 

UK Government – Regulated Qualifications Framework (RQF)
https://www.gov.uk/what-different-qualification-levels-mean/list-of-qualification-levels
A comprehensive overview of the RQF, detailing each qualification level and its significance in the UK education and training system.

 

UK Government – Skilled Worker Visa
https://www.gov.uk/skilled-worker-visa
Official guidance on the Skilled Worker Visa, including eligibility requirements, application process, and the role of qualifications in visa sponsorship.

 

UK ENIC (formerly UK NARIC)
https://www.enic.org.uk
The UK’s official agency for comparing international qualifications, offering services to help employers assess and verify foreign credentials against the RQF.

 

Office of Qualifications and Examinations Regulation (Ofqual)
https://www.gov.uk/government/organisations/ofqual
The regulatory body overseeing qualifications in England provides information on the RQF and the standards that qualifications must meet.

 

UK Government – Sponsor a Skilled Worker
https://www.gov.uk/uk-visa-sponsorship-employers
Detailed guidance for employers on how to sponsor skilled workers from overseas, including compliance with RQF levels and maintaining a sponsor licence.

 

Chartered Institute of Personnel and Development (CIPD)
https://www.cipd.co.uk
A leading professional body for HR and people development, offering resources and training on recruitment, compliance, and best practices for employing international workers.