Section A: What is the Scale Up Visa?
The Scale Up visa is a points-based route for migrant workers who have been recruited by a UK Scale Up sponsor, and who have the skills necessary to enable the sponsor’s business to continue growing. This visa is designed to allow those with a suitable job offer at the required skill level from a recognised UK Scale Up to qualify for a fast-track visa.
Although the applicant must be employed in the job for which they’re being sponsored for the first 6 months of their grant of leave, Scale Up workers are then permitted to work full-time at any skill level. This means the Scale Up worker will be sponsored only for the first six months of this period, after which they are able to work for any employer.
1. What does the Scale Up visa allow?
The Scale Up route permits sponsored work for the first six months, then removes the sponsorship requirement so the worker can stay on the route and change role or employer without a new CoS. That flexibility helps businesses respond quickly to hiring needs as they scale.
Permission is usually granted for two years at first. Applicants can apply from overseas for entry clearance or switch in the UK if the Rules allow.
The route can be extended on an unsponsored basis and, over time, can lead to indefinite leave to remain where the wider rules are met.
Dependants can accompany the main applicant. A partner and children under 18 can apply in line, and the family may later qualify for indefinite leave to remain if all settlement requirements are met.
Study is allowed. For certain sensitive postgraduate subjects an Academic Technology Approval Scheme (ATAS) certificate is required before study begins.
2. Scale Up Visa Benefits
The Scale Up Visa offers significant advantages for both high-growth businesses and for non-UK workers.
The Scale Up Visa allows businesses to tap into a wider pool of skilled professionals from around the world, enabling them to fill crucial roles that are essential for their growth and innovation.
The requirements for sponsoring a Scale Up visa are tailored to high-growth companies, making the process more streamlined compared to other visa routes. Once the business is recognised as a Scale Up, it gains the flexibility to hire international talent with fewer bureaucratic hurdles.
While the Scale Up Visa is broadly available across sectors, certain high-growth industries may find it particularly beneficial:
a. Technology and Digital: Sectors such as software development, fintech, and artificial intelligence are likely to be significant users of the Scale Up Visa, as they often experience rapid growth and require highly specialised talent.
b. Healthcare and Life Sciences: With ongoing innovations and the need for skilled professionals in these areas, businesses in healthcare, biotechnology, and pharmaceuticals may also benefit from the Scale Up Visa.
c. Green Energy and Sustainability: As the UK pushes towards its net-zero goals, businesses in renewable energy and sustainability sectors may use this visa to attract the expertise needed to scale their operations.
The Scale Up Visa is particularly appealing to professionals looking to work in high-growth environments where they can contribute to and benefit from the rapid expansion of innovative companies.
After the initial six months with the sponsoring employer, the Scale Up Visa allows workers to switch jobs without needing to update their visa, offering greater career flexibility.
One of the most attractive features of the Scale Up Visa is its potential to lead to long-term residency in the UK. After completing five years on the Scale Up Visa, workers can apply for Indefinite Leave to Remain (ILR), provided they meet the necessary requirements, such as continuous residence and meeting salary thresholds.
3. Scale Up or Skilled Worker visa?
If you are assessing international recruitment options, you are likely comparing Skilled Worker with Scale-up and asking what truly separates the two. Both can bring talent in at pace, yet they operate very differently once the hire starts. Skilled Worker maintains immigration ties for the full visa term. Scale-up front-loads your obligations, then releases sponsorship after six months. The decision turns on retention, compliance exposure, total cost and whether your organisation qualifies for Scale-up in the first place.
Scale-up gives high-growth companies greater flexibility than most work routes. To use it you either evidence three consecutive years of average annual growth of at least 20% in turnover or headcount with ten or more employees at the start of that period, or proceed via the endorsing body pathway. Build retention into the offer from day one because after six months the worker can change role or employer without new sponsorship.
Scale-up is a hybrid route. The worker begins in a sponsored role and, after six months, no longer needs sponsorship from you. Ongoing immigration administration reduces, but the risk profile shifts to keeping the individual engaged. In practice many employers experience the first six months much like Skilled Worker, followed by a period that feels closer to standard employment, with immigration conditions still in play.
Employer eligibility is not universal. You need a valid sponsor licence and either the qualifying HMRC growth history or a successful endorsement. Sponsor duties in the first six months still require disciplined systems. The bigger commercial question is retention when sponsorship ends. Where the individual is central to delivery, consider lawful retention mechanisms such as training repayment clauses, deferred awards and clear progression frameworks.
DavidsonMorris Strategic Insight
For employers, it’s going to be important to understand what the Scale up route entails and if it is the most appropriate option in the circumstances.
The Scale Up route is unique in its 6-month sponsorship set-up. The employer will be subject to the usual sponsor licence compliance standards and commitment but ordinarily a sponsored worker route would tie the worker to the employer for the duration of their visa to offer some guarantee of return on that investment. The Scale Up removes this security for the employer, but why? What is the thinking?
The Home Office is effectively using the employer to carry out the pre-employment verification checks, to make sure only genuine roles are filled and that skill and pay levels are met. After this initial period of verification (almost akin to probation), the talent can move on and progress unencumbered to pursue other opportunities, without the burden of sponsorship ties. So it’s meant to allow companies to hire more quickly and allow the talent to move onwards through wider access to opportunities.
Section B: Scale Up Visa Sponsorship Rules
The Scale Up category is a hybrid visa, imposing sponsorship requirements on the employer during the visa application process and the first six months of the visa’s validity. After this initial six-month period, the worker no longer needs to be sponsored, which has the effect of alleviating the employer of its sponsorship compliance obligations in relation to the Scale Up worker, and means the worker has the option to change roles or employer.
1. How to apply for a Scale-up sponsor licence
Before you can hire under Scale-up, the organisation needs a Scale-up sponsor licence. This involves proving you are a genuine UK business with the right growth profile or a valid endorsement, showing you have HR systems that meet sponsor duties, nominating key personnel on the licence and paying the licence fee.
You apply online, nominate your Authorising Officer, Key Contact and Level 1 User, and upload an evidence pack in line with Appendix A. For Scale-up eligibility you either rely on HMRC data showing average 20% annual growth over three years with at least ten employees at the start, or you include an endorsing body reference if HMRC history is not yet sufficient.
Costs include the sponsor licence fee of £574. If you need an endorsing body, budget the endorsement fee of £1,500 plus VAT, paid to the endorser. A limited priority service is sometimes available for sponsor licence decisions for an extra £500.
Timeframes on standard applications are usually up to eight weeks from submission. Priority requests, where available, aim for a decision in around ten working days, subject to allocation and the quality of your evidence. UKVI may run verification checks or conduct a pre-licence visit if they need to confirm your systems, people and trading status.
Once approved, your licence will show permission to sponsor on the Scale up route. You can then assign a Certificate of Sponsorship that matches the job details, SOC code, salary and hours in the offer. CoS fee on the Scale-up route is £55. There is no Immigration Skills Charge for Scale up workers.
Use a defined CoS for an applicant applying from overseas or an undefined CoS if the person applies from inside the UK. Sponsor duties apply for the first six months of the worker’s permission, so set up record keeping and reporting routines before you assign the CoS.
Read our detailed guide to applying for a Scale Up Sponsor Licence here >>
2. Initial 6 Months of the Scale Up Visa
During the visa application stage, businesses intending to sponsor a worker under the Scale Up Visa must first obtain a sponsorship licence from the UK Home Office. The business must demonstrate that it meets specific eligibility criteria, including a consistent growth rate of at least 20% in employment or turnover over the past three years. Once the licence is granted, the business issues a Certificate of Sponsorship (CoS) to the prospective employee, detailing the job offer, salary and role specifics.
Once the visa is approved and the worker arrives in the UK, the first six months of employment are closely tied to the sponsoring business. During this period, the worker is required to remain employed by the sponsoring company in the role specified in the CoS. The business must ensure that the job meets the higher of the general threshold or the occupation’s going rate. From 22 July 2025 the general Scale Up threshold is £39,100 per year.
During the first 6 months, the worker can take on additional work, including self-employment and voluntary work, provided they remain in the sponsored role.
3. After 6 months of Scale Up Sponsorship
A sponsored Scale Up worker who makes a successful visa application on the Scale Up route will initially be granted permission to work in the UK for a period of 2 years. However, the worker will only need to be sponsored for the first six months of their permission.
After 6 months, sponsorship ceases to be required. If the worker continues with the same employer they can do so without sponsorship, or they can change job or employer without requiring renewed sponsorship, provided they continue to meet the route’s conditions. Sponsor reporting duties apply only during the initial six-month sponsored period.
4. After 2 Years of Scale Up Sponsorship
At the end of the 2-year visa under the Scale Up route, the migrant worker can opt to make an unsponsored application and be granted permission on this route for a further period of 3 years.
There is also no limit on the number of times that they can apply to extend their stay. After five years of lawful continuous residence in the UK on the Scale Up route, or even in combination with other eligible or eligible routes, the overseas worker can then apply to settle permanently in the UK, otherwise known as indefinite leave to remain.
DavidsonMorris Strategic Insight
Under the Scale up licence, the sponsorship window is limited to the application and the initial six months. But since a lot of the sponsorship commitment is front-loaded, this isn’t necessarily the win the Home Office wants you to believe. Remember also that there is always the risk of future audits and future applications which may look back at the activity and records from this Scale up period.
Section C: Scale Up Visa Endorsement Pathway
The Scale-up Visa Endorsement Pathway offers an alternative route for UK employers who want to sponsor skilled workers but do not yet meet the standard eligibility requirements set by the Home Office. The aim is help ‘younger’ or smaller companies with strong growth potential that are not able to demonstrate three years of consistent growth in turnover or staffing.
To qualify automatically for a Scale-up sponsor licence, a business must have grown by at least 20% in either turnover or employee count in each of the last three years, and must have had at least 10 employees at the beginning of that period. Many legitimate scale-up businesses, particularly those in the tech or innovation sectors, fall short of this strict threshold. The endorsement pathway is intended to give those businesses a fair opportunity to access the Scale-up route.
To use this pathway, the employer will need to apply to a Home Office-approved endorsing body. These bodies carry out an independent assessment of the business, reviewing financial performance, business plans, and potential for future growth. If the endorsing body is satisfied that the business meets the criteria, it will issue an endorsement reference number.
Endorsing bodies set their own fees; for example, Envestors lists £1,500 + VAT for Scale-up endorsements, which is paid directly to the endorsing body and is separate from the sponsor licence application fee payable to the Home Office. Once endorsed, the employer can apply for a Scale up sponsor licence using the reference number provided.
Employers should submit an endorsement pack that shows real trading history, a clear growth plan and a genuine need for international hires. Endorsing bodies assess the business as a whole. They expect evidence of revenue or user growth, a cash runway that can cover salaries for at least the first year, governance and controls that fit the size of the company, and roles at RQF 6 paid at or above the going rate. The hiring plan should link each sponsored role to delivery milestones rather than headline headcount.
Prepare recent management or audited accounts, HMRC RTI payroll summaries, bank statements or investor letters showing funding, and a short, board-approved hiring plan tied to product or revenue steps. Include dated job descriptions mapped to an eligible occupation code and the going rate, draft contracts with salary and hours, and an org chart showing where each role sits. Keep figures consistent across every document so nothing jars when read together.
You apply directly to an approved endorsing body with this evidence. Expect clarifications or a short call with a senior contact. If endorsed, you receive a reference to use in your Scale-up sponsor licence application. Endorsements are time-limited by the body’s policy, so file the licence application within that window. Most endorsement fees are non-refundable if refused or withdrawn, so only submit when the pack is complete.
Endorsement is not a guarantee of a sponsor licence. UKVI can still refuse if eligibility, genuineness, systems or key personnel checks fail. Endorsement also does not remove sponsor duties in the first six months of a worker’s permission. You remain responsible for accurate CoS assignment, right to work checks, record keeping and on-time reporting.
Common traps are easy to avoid. Numbers that do not reconcile across accounts, payroll and bank statements cause queries. Job descriptions that do not match the occupation code invite refusal. Setting pay at the bare
minimum leaves no room if going rates change. Thin governance, missing HR policies or unclear key personnel can stall the licence even after endorsement.
If you are close to meeting the HMRC growth test, weigh the benefits of waiting to qualify automatically, which can be cleaner for future audits. If hiring is time-sensitive and your evidence is strong now, endorsement can open the route sooner, provided your documentation and internal systems will satisfy both the endorser and UKVI.
DavidsonMorris Strategic Insight
Endorsement is only going to be an option if you’re prepared. To have a chance, you’re expected to present coherent growth data and narrative, clean management and financial accounts and a hiring plan backed by revenue projections. Remember also UKVI cross-references with external agencies like HMRC. Your submission has to be airtight, with 360° coverage and all content consistent.
Section D: Scale Up Visa Requirements
The Scale Up visa requires both the employer and the worker to meet specific eligibility criteria.
1. Scale Up Visa Worker Requirements
Applicants on this route must be aged 18 or over on the date of application. They must also have a genuine, high-skilled sponsored job offer from an authorised UK Scale Up business at the required salary level. The job must be skilled to RQF 6 and equivalent (graduate level). This means that the applicant must be sponsored for a job in an occupation code listed in Appendix Skilled Occupations under the UK’s Immigration Rules that is identified as eligible for the Scale Up route.
The applicant must also be paid at least the higher of £39,100 per year or the ‘going rate’ for the relevant occupation code.
The English language and financial requirements will apply under the Scale Up route, as in other work routes under the UK’s points-based system. For applications made today, English is at CEFR B1 in reading, writing, speaking and listening, proven under Appendix English Language. The government has confirmed a rise to B2 (A level standard) for work routes, including Scale Up, from 8 January 2026. Until that change takes effect in the Rules, B1 applies.
Under the financial requirement, unless the applicant is applying for permission to stay and has been lawfully in the UK for 12 months or longer on the date of application, they must either show funds of at least £1,270 or have their UK sponsor certify that they’ll maintain and accommodate their recruit up to the end of the first month of their employment. Where applicable, the applicant must show that they’ve held the required funds for a 28-day period and must show funds as specified in Appendix Finance of the Rules.
Eligibility Requirement | Details |
|---|---|
Genuine Job Offer | Must have a job offer at the required skill level, i.e., graduate level or above. |
Minimum Salary | Higher of £39,100 per year or the going rate for the occupation. |
Employment Duration | Must remain in the sponsored role described on the CoS for six months. |
English Language Proficiency | CEFR B1 today under Appendix English Language, with confirmed rise to B2 from 8 January 2026. |
Financial Support | Must have sufficient funds to support themselves on arrival in the UK, i.e., £1,270 (unless maintenance is certified or they have 12+ months’ lawful residence). |
For applications made before 8 January 2026, the Scale Up route requires English at CEFR level B1 in reading, writing, speaking and listening under Appendix English Language. The government has confirmed a rise to A level standard, that is B2, for work routes including Scale Up from January 2026. Until that change takes effect in the Rules, B1 applies. Employers hiring for 2026 starts should plan for candidates to meet B2, and applicants should select accepted tests or qualifications that satisfy the higher standard.
Overall, the applicant must be awarded a total of 70 points to be eligible for a Scale Up visa, including 50 points for sponsorship, and a job offer at an appropriate skill and salary level, plus 10 points each for both the English language and financial requirements.
In addition to the eligibility requirements, the standard suitability requirements will apply under the Scale Up route. This means that criminality, misconduct and breaches of immigration law will disqualify an applicant from being granted leave, except if periods of overstaying can be disregarded.
2. Scale Up Visa Employer Requirements
The Scale Up Visa is designed to help rapidly growing UK businesses attract skilled workers from abroad. To qualify as a sponsor for the Scale Up Visa, employers must meet specific requirements set by the UK government. These requirements ensure that only genuinely high-growth companies can take advantage of this visa route. The key employer requirements are:
a. Valid Scale Up Sponsorship Licence
Employers must first apply for and obtain a Scale Up sponsorship licence from the UK Home Office. This licence allows the business to sponsor foreign workers under the Scale Up Visa. The process involves proving that the business is legitimate, meets eligibility criteria, and has the necessary systems in place to manage sponsored employees.
b. Growth Criteria
For a business to qualify as a sponsor for the Scale Up Visa, it must demonstrate that it is in a phase of significant growth. The UK government has set clear metrics to identify such businesses:
i. Growth Rate: The business must show an average annual growth rate of at least 20% over a three-year period. This growth can be measured in terms of either employee headcount or turnover.
ii. Employee Numbers: At the start of the three-year period, the business must have had a minimum of 10 employees. This ensures that the business has a sufficient operational scale and is genuinely in a scaling phase.
iii. UK Presence: The business must be registered and operating in the UK. This visa is specifically designed to benefit UK-based businesses looking to expand further within the country.
c. Genuine Job Offer
The business must offer a genuine job to the prospective worker at the required skill level (graduate level or above).
Under the ‘genuineness’ requirement, UKVI will not award points for sponsorship if it has reasonable grounds to believe that the job role does not exist, is a sham, or has been mainly created so that the migrant worker can apply for entry clearance or permission to stay.
d. Compliance and Reporting
Employers must comply with all sponsorship duties, including reporting any changes in the worker’s employment status, such as if the worker leaves the job or if there are changes to their role. Employers must also keep records of the employment and ensure that the worker is being paid at the agreed salary level. After six months, sponsorship is no longer required for that worker, although standard right to work and employment law obligations continue.
e. Duration of Employment
The employer must commit to employing the sponsored worker for at least six months. After this period, the worker can choose to change employers without needing a new visa, but during the first six months, they must remain employed by the sponsoring company.
DavidsonMorris Strategic Insight
Eligibility has to be proven. You need the documentation to prove the requirements are all met in full. That means contracts, terms, payroll, job descriptions and written accounts to support decision-making. There is no benefit of the doubt from UKVI; provide sufficient evidence upfront to avoid queries or concerns.
Section E: Scale Up Visa Application Process
The Scale Up visa application process is intended to offer a fast-track route for high-growth companies looking to bring in top talent from around the world.
1. Step-by-Step Guide on How to Apply for the Scale Up Visa
Step | Action | Responsible Party | Estimated Time |
|---|---|---|---|
1 | Apply for Sponsorship Licence | Business | 8-12 weeks |
2 | Issue Certificate of Sponsorship (CoS) | Business | 1-2 weeks |
3 | Submit Visa Application | Applicant | 1-2 hours |
4 | Pay Fees and Submit Biometrics | Applicant | Depends on appointment availability |
5 | Application Processing | UK Home Office | 3 weeks (standard) |
6 | Receive Visa Decision | Applicant | Upon completion of processing |
Step 1: Sponsorship Licence Application (For Businesses)
The business first has to apply for a sponsorship license from the UK Home Office if they don’t already have one. This involves providing evidence of their eligibility, including growth metrics and proof of UK operations.
Once approved, the business will receive a sponsorship license number, which is necessary for issuing a Certificate of Sponsorship (CoS) to the skilled worker.
Step 2: Assign Certificate of Sponsorship (CoS)
The business issues a CoS to the skilled worker. This certificate includes details about the job offer, salary, and other relevant information.
The CoS is electronically assigned to the skilled worker, who will need this to proceed with their visa application.
Step 3: Visa Application (For Workers)
The worker completes the online visa application form, providing details of the CoS and other personal information.
The worker must pay the application fee and the Immigration Health Surcharge (IHS), which grants access to the UK’s National Health Service (NHS).
The worker books an appointment at a visa application centre to submit their biometric information (fingerprints and photograph) or verifies identity digitally where eligible.
Step 4: Decision and Arrival
The UK Home Office reviews the application, and a decision is typically made within three weeks for applications submitted from outside the UK or within eight weeks for those inside the UK.
If approved, the worker will receive a decision notice and digital immigration status linked to their UKVI account. Physical documents are not routinely issued.
2. Required Documents
The business will need to provide documents covering the following, as a minimum:
a. Evidence of business growth (e.g., audited financial statements, payroll records showing employee growth).
b. Proof of UK registration and operation (e.g., business registration documents).
c. Sponsorship licence application documents.
The visa applicant will need to provide:
a. A valid Certificate of Sponsorship (CoS) from a licensed Scale Up business.
b. Proof of job offer, including the role description, salary details, and contract duration.
c. Evidence of English language proficiency (e.g., IELTS test results or a degree taught in English).
d. Passport or travel document.
e. Tuberculosis test results (if applicable).
f. Proof of personal savings to support yourself (if the employer is not certifying your maintenance).
These lists are not exhaustive, and it will be important to ensure that the application comprises all necessary and relevant supporting documents to prove eligibility.
In particular, the sponsor licence application will require extensive documentation, as required under Appendix A and other relevant guidelines.
Category | Required Documents |
|---|---|
For Employers: | |
Evidence of Business Growth | Audited financial statements, payroll records showing employee growth. |
Proof of UK Registration and Operation | Business registration documents proving legal operation in the UK. |
Sponsorship Licence Application Documents | Documents required for applying for a sponsorship licence. |
For Skilled Workers: | |
Certificate of Sponsorship (CoS) | A valid CoS issued by a licensed Scale Up business. |
Proof of Job Offer | Includes role description, salary details, and contract duration. |
Evidence of English Language Proficiency | IELTS test results or a degree taught in English. |
Passport or Travel Document | A valid passport or travel document for identity verification. |
Tuberculosis Test Results | Required for applicants from certain countries (if applicable). |
Proof of Personal Savings | Evidence to show financial capability to support yourself if the employer is not certifying your maintenance. |
3. Scale Up Visa Processing Times
Scale Up visa applications submitted outside the UK typically take about three weeks to process, while applications submitted from within the UK may take up to eight weeks.
Priority services may be available for faster processing at an additional cost depending on where and how you apply.
Stage | Duration | Notes |
|---|---|---|
Sponsorship Licence Approval | 8-12 weeks | Businesses must apply first |
Issuance of CoS | 1-2 weeks | After sponsorship is approved |
Visa Application Submission | 1-2 hours | Online process |
Biometric Appointment | 1-2 weeks | Depends on location |
Application Processing | 3 weeks (standard) | Priority processing available |
Total Estimated Time | 12-16 weeks | From initial sponsorship to visa approval |
4. Scale Up Visa Application Fees
The fee for applying for the Scale Up Visa is £880. This fee applies to each applicant, including any dependants (such as spouses or children) who are applying to join the main applicant in the UK.
In addition, Scale Up applicants will be liable to pay the Immigration Health Surcharge of £1,035 per year of leave for most applicants, or £776 per year for under 18s.
Depending on where you apply, there may be a fee for submitting your biometric information (fingerprints and photograph) at a visa application centre.
If you choose to use a priority service to expedite your application, additional fees will apply. The cost varies depending on the level of service and processing speed selected.
If any of your documents are not in English or Welsh, you may need to pay for certified translations.
While not a direct fee, applicants must demonstrate they have sufficient funds to support themselves upon arrival in the UK (unless their employer will be supporting them, which must be confirmed on the CoS). This typically requires showing at least £1,270 in your bank account for 28 consecutive days before applying unless your employer certifies your maintenance.
DavidsonMorris Strategic Insight
The application process is going to demand close collaboration between the employer and the worker. The employer should play the lead role and support the visa applicant to ensure they are providing the information and documents when and as required, to avoid gaps in the submission or delays with filing.
Section F: Staying in the UK on the Scale-up route
This section explains how to remain in the UK on the Scale-up route, covering extensions from both the employer and worker perspective, changing job or employer, settlement, and the key visa conditions that apply throughout permission.
1. Extension eligibility and evidence
Scale-up permission is granted for two years at first. You can then apply for a further three-year grant, and there is no set limit on the number of extensions provided you continue to qualify. For an extension, the worker needs to show UK PAYE earnings at or above the applicable general threshold for at least half of their most recent permission on the route. If the most recent CoS was assigned on or after 22 July 2025 the relevant figure is £39,100. If the most recent CoS was assigned between 4 April 2024 and 21 July 2025 the figure is £36,300. Earnings can come from more than one employer, but they need to be PAYE and within the qualifying period. GOV.UK extension guidance and Appendix Scale-up set out the rules and thresholds.
2. Employer perspective after the first six months
Sponsorship duties apply only during the first six months of the worker’s permission. During that period, you should meet all sponsor duties, including reporting and record-keeping. After six months, the worker remains on the Scale-up route without sponsorship, whether they stay with you or move on. You continue with standard right to work checks and employment law obligations, but you have no ongoing sponsor reporting for that individual. Consider retention measures, since workers can change jobs without immigration friction after six months. See the sponsor guidance for the first six-month duties. Sponsor guidance.
3. Changing job or employer
For the first six months the worker should remain employed in the job on their CoS. If they need to change employer, or change role so that it is no longer the sponsored job, a fresh sponsored application is required to update their permission. GOV.UK: change employer in the first six months and SCU 12.2(b).
After six months, no sponsorship is needed to remain on the route. The worker can stay in the same role, take a different role with the same employer, or move to a new employer without updating the visa. Any future extension will still assess PAYE earnings against the applicable threshold for at least half of the most recent permission. GOV.UK overview and GOV.UK extension.
4. What work is allowed during permission
Work is broadly flexible on the Scale up route. For the first six months you should remain in the sponsored job, but you are also allowed to undertake additional work, including self-employment and voluntary work, provided you continue in the sponsored role. After six months there is no sponsorship condition and you can work at any skill level, including employed or self-employed roles. Work (including self-employment and voluntary work) is permitted, except as a professional sportsperson/coach. After six months there’s no sponsorship condition and you can work at any skill level.
6. Scale up to Indefinite Leave to Remain
You can apply for ILR after 5 years’ continuous residence (time can be mixed with other qualifying routes). On the ILR application date you must be in UK PAYE employment at or above the applicable amount linked to the date of your most recent CoS (currently £39,100 if that CoS was assigned on/after 22 Jul 2025; £36,300 if 4 Apr 2024–21 Jul 2025). You must also show monthly UK PAYE earnings at/above that amount for at least 24 months in the 3 years before the ILR application, meet continuous residence and pass the Life in the UK Test. English is not re-proved at ILR for Scale-up because it was satisfied earlier on the route; Life in the UK is still required.
DavidsonMorris Strategic Insight
The 6-month sponsorship model necessitates early planning and open communication between the employer and the worker. A conversation in advance of that 6-month sponsorship cliff edge is highly recommended. For both parties, how it goes depends on many factors, so being prepared and allowing as much time as possible to adjust is the best strategy for certainty in workforce planning. For the worker, if the plan is ILR, planning will be needed to ensure all the criteria are met to avoid risking eligibility at the five-year mark.
Section G: Scale Up Visa Case Studies
The following case studies illustrate how the Scale Up visa can be used in practice to enable UK businesses to hire global talent:
Case Study 1: Tech Startup Expansion
A UK-based fintech startup, rapidly growing due to increased demand for its innovative financial solutions, used the Scale Up Visa to recruit a team of international software developers. By leveraging the visa’s flexibility, the company was able to attract highly skilled talent that was essential for meeting their product development milestones. Within a year, the startup doubled its customer base, significantly increased its revenue, and expanded its operations globally, attributing much of its success to the skilled workers brought in under the Scale Up Visa.
Case Study 2: Biotech Innovation
A biotechnology company focused on cutting-edge research in genetic therapies used the Scale Up Visa to hire specialised researchers and scientists from across the globe. These professionals brought unique expertise that was not readily available in the UK, helping the company achieve breakthroughs that attracted significant investment. The success of these projects not only advanced the company’s position in the market but also contributed to the UK’s reputation as a leader in life sciences.
Case Study 3: International Talent Thrives
An experienced data scientist from India applied for the Scale Up Visa after receiving an offer from a fast-growing UK AI company. The flexibility of the visa allowed her to explore different roles within the company, leading to her eventual promotion to a senior leadership position. After five years, she applied for ILR, and now, as a permanent resident, she continues to contribute to the company’s success and has become an integral part of the UK’s tech ecosystem.
Section H: Summary
The Scale Up visa UK is designed to assist high-growth businesses in the UK by enabling them to recruit talent from overseas so as to maintain and accelerate business growth, provided they meet specific criteria. The employer must have a sponsorship licence and demonstrate an average annual growth rate of at least 20% in either employment or turnover over a three-year period. They must also have had at least ten employees at the start of this period.
For UK employers, key considerations include ensuring that the job offer meets the required skill level, typically at graduate level or above, and that the salary offered is at least £39,100 per annum or the going rate for the role, whichever is higher, for CoS assigned on or after 22 July 2025. Employers are also responsible for ensuring that the sponsored worker remains employed with them for a minimum of six months.
It is important to maintain compliance with all sponsorship duties, including reporting any changes in the worker’s employment status.
Section I: Need Assistance?
DavidsonMorris are UK business immigration specialists. Our team of experts support employers to meet their talent needs through international recruitment. We advise on making Scale Up Sponsor Licence applications, sponsoring workers under the Scale Up route, and making Scale Up visa applications. Contact us for expert advice.
Section J: Scale Up Visa FAQs
What is the Scale Up Visa?
The Scale Up Visa is a UK immigration route designed to help high-growth businesses attract and employ skilled workers from outside the UK. It allows companies that are scaling rapidly to hire international talent with greater ease and flexibility.
Who is eligible to apply for the Scale Up Visa?
Both businesses and skilled workers must meet specific eligibility criteria to qualify for the Scale Up Visa. Businesses must demonstrate a growth rate of at least 20% in employment or turnover over a three-year period and have at least 10 employees at the start of that period. Skilled workers must have a valid job offer from a qualifying business, meet certain skill and salary requirements, and demonstrate English language proficiency.
What are the benefits of the Scale Up Visa for skilled workers?
The Scale Up Visa offers several benefits for skilled workers, including the opportunity to work in the UK for a high-growth company, the flexibility to change jobs after six months without needing to update the visa, and a pathway to long-term residency through Indefinite Leave to Remain (ILR). For ILR, the earnings figure depends on when the most recent CoS was assigned, with the July 2025 uplift applying where relevant.
How long is the Scale Up Visa valid for?
The Scale Up Visa is initially granted for two years. After this period, workers can extend their visa for an additional three years. After five years of continuous residence in the UK, they may be eligible to apply for Indefinite Leave to Remain (ILR). Eligibility to extend depends on meeting the “50% of permission” PAYE earnings test at the applicable threshold.
What documents are required to apply for the Scale Up Visa?
Applicants need a valid Certificate of Sponsorship (CoS) from a licensed Scale Up business, proof of a job offer meeting the required salary threshold, evidence of English language proficiency, a passport or travel document, and possibly a tuberculosis test result (depending on the country of origin). Businesses need to provide evidence of growth metrics and UK operations to qualify as sponsors.
How much does it cost to apply for the Scale Up Visa?
The application fee for the Scale Up Visa is £880. In addition, applicants pay the Immigration Health Surcharge (IHS), usually £1,035 per year of leave, with £776 for under 18s. See the latest figures on GOV.UK.
Can I switch employers while on a Scale Up Visa?
One of the key benefits of the Scale Up Visa is that it allows workers to switch employers after six months without needing to apply for a new visa. This offers significant job flexibility compared to other visa routes.
What happens if my Scale Up Visa application is rejected?
If your application is rejected, you will be informed of the reasons, and you may have the option to appeal the decision or submit a new application with additional information. It is advisable to consult with an immigration advisor to understand your options and ensure that any future applications are successful.
Can my family members join me in the UK on a Scale Up Visa?
Workers on a Scale Up Visa can bring their dependents to the UK. Dependents include a spouse or partner and children under 18 years old. Each family member will need to apply for a dependent visa and meet the necessary requirements.
How does the Scale Up Visa compare to other UK visas?
The Scale Up Visa offers more flexibility and is specifically designed for high-growth businesses and highly skilled workers. Unlike the Skilled Worker Visa, the Scale Up Visa allows workers to change jobs after six months without updating their visa. Compared to the Innovator Founder Visa, which is aimed at entrepreneurs, the Scale Up Visa is focused on employees and businesses that are already established and looking to scale.
Can I apply for Indefinite Leave to Remain (ILR) with a Scale Up Visa?
After five years of continuous residence in the UK on a Scale Up Visa, you may be eligible to apply for Indefinite Leave to Remain (ILR). This status allows you to live and work in the UK without time restrictions and is a significant step towards full citizenship.
Section K: Glossary
| Term | Definition |
|---|---|
| Scale-up Worker visa | A UK immigration route designed to help rapidly growing businesses hire skilled workers from outside the UK. |
| Certificate of Sponsorship (CoS) | A unique reference number assigned by a licensed sponsor that an applicant uses to apply for a visa. |
| Sponsor licence | Authorisation granted to UK businesses that allows them to sponsor and employ non-UK workers on eligible routes. |
| Skilled Worker | A work route for roles at RQF Level 3 or above, subject to salary, sponsorship and other Immigration Rules requirements. |
| Indefinite leave to remain (ILR) | Permission to settle in the UK without time limits, allowing continued work and study. |
| Immigration Health Surcharge (IHS) | A levy paid with most visa applications that provides access to the NHS during permission. |
| English language proficiency | The required standard of English under Appendix English Language, demonstrated by an approved test or qualifying qualification. |
| Biometric Residence Permit (BRP) | A physical card formerly issued to some applicants; decisions now issue with a digital immigration status linked to a UKVI account. |
| Priority service | An optional paid service offering faster visa processing times where available. |
| RQF Level 6 | Graduate-level standard under the Regulated Qualifications Framework. |
| Skilled Worker visa | A UK visa that allows employers to sponsor eligible roles at RQF Level 3 or above, subject to salary and route rules. |
| Visa Application Centre (VAC) | A centre where applicants give biometrics and, where required, submit documents. |
| Application fee | The fee paid when submitting a visa application, separate from the Immigration Health Surcharge and any priority fees. |
Section L: Additional Resources
| Resource | What it covers | Link |
|---|---|---|
| GOV.UK – Scale-up Worker visa | Official eligibility, application steps, visa conditions. | https://www.gov.uk/scale-up-worker-visa |
| GOV.UK – Visas and immigration | Overview of UK visa routes and guidance. | https://www.gov.uk/browse/visas-immigration |
| GOV.UK – Sponsor licence guidance | Apply for and manage a sponsor licence, duties and reporting. | https://www.gov.uk/uk-visa-sponsorship-employers |
| GOV.UK – Appendix Skilled Occupations | Eligible occupation codes and going rates. | https://www.gov.uk/guidance/immigration-rules/immigration-rules-appendix-skilled-occupations |
| GOV.UK – English language | Accepted tests and qualifications under Appendix English Language. | https://www.gov.uk/english-language |
| GOV.UK – Immigration Health Surcharge | Current IHS rates and payment process. | https://www.gov.uk/healthcare-immigration-application/how-much-pay |
| GOV.UK – Find a visa application centre | Where to give biometrics and submit documents. | https://www.gov.uk/find-a-visa-application-centre |
| GOV.UK – Indefinite leave to remain | Settlement eligibility, evidence and process. | https://www.gov.uk/indefinite-leave-to-remain |
| GOV.UK – Contact UKVI | Official contact routes for immigration enquiries. | https://www.gov.uk/contact-ukvi-inside-outside-uk |
