The Skilled Worker visa allows overseas nationals to live and work in the UK for an approved sponsor, but questions often arise when a sponsored worker wants to take on extra paid work. The rules are specific, particularly around what counts as supplementary employment and how far the 20-hour limit can stretch. Employers also have clear responsibilities for ensuring that any additional work is lawful under Home Office guidance.
While the Skilled Worker route replaced the old Tier 2 (General) visa, the key principles on additional and supplementary work remain largely the same. Sponsored workers can in limited cases take on secondary roles or extra hours, but the Home Office applies strict conditions to protect the integrity of the sponsorship system. For employers, understanding these conditions is vital to avoid compliance breaches that could affect their sponsor licence.
The following guide explains when Skilled Worker visa holders can undertake extra work, how the 20-hour limit applies in practice, and what steps sponsors need to take to remain compliant with UKVI rules. The focus is on helping employers manage supplementary work requests lawfully, while supporting their sponsored employees within the scope of their visa permissions.
Section A: When Can a Skilled Worker Take Additional Work?
Under the immigration rules, a Skilled Worker visa holder can only take on additional work in limited circumstances. The Home Office distinguishes between supplementary employment and secondary employment, each with its own conditions and compliance implications. Employers should understand these distinctions before approving or offering extra work to a sponsored employee.
1. Definition of Additional Work
Additional work refers to any paid or unpaid employment undertaken outside the worker’s sponsored role. The sponsored position must always remain the individual’s primary employment, and they are expected to continue fulfilling the duties listed on their Certificate of Sponsorship. Paid work for another employer, or in a different role for the same employer, will only be lawful if it meets the conditions for supplementary employment or is separately sponsored with a new Certificate of Sponsorship.
Self-employment or freelance activity is generally prohibited under the Skilled Worker visa. Even unpaid or voluntary work can cause compliance concerns if it resembles paid employment or breaches working hour restrictions.
2. Home Office Criteria for Supplementary Work
The Home Office allows Skilled Worker visa holders to take on supplementary work for up to 20 hours per week, but only if strict conditions are met. These are:
- The additional work is in the same occupation code as the sponsored role, or it is in a shortage occupation listed in Appendix Shortage Occupation List.
- The work takes place outside the sponsored worker’s normal contracted hours for their main job.
- The individual continues to work for their sponsor in the role described on their Certificate of Sponsorship.
The 20-hour limit applies per week and cannot be averaged over a longer period. Overtime in the sponsored role does not count towards the limit, as it forms part of the main employment. However, paid work with another employer, even within the same occupation code, counts as supplementary work and needs to comply with the 20-hour rule.
3. Record-Keeping and Notification Requirements
Although the Home Office does not require sponsors to report supplementary work through the Sponsor Management System, employers should still retain clear documentation in line with Appendix D. This includes written confirmation that the worker’s additional hours are outside their sponsored role and that the duties align with the same SOC code or a shortage occupation.
If the supplementary work is undertaken with another organisation, the secondary employer should also confirm the arrangement in writing and verify that the worker remains employed in their primary sponsored role. Sponsors who fail to monitor such arrangements risk breaching their compliance duties if the additional work exceeds Home Office limits or involves an unauthorised occupation.
In practice, this means maintaining up-to-date job descriptions, verifying occupation codes, and ensuring HR systems record supplementary hours accurately. Where any doubt exists about whether extra work qualifies as supplementary employment, employers are strongly advised to seek clarification or obtain a new Certificate of Sponsorship before the worker begins the role.
Section B: Working More Than 20 Hours – The Tier 2 and Skilled Worker Rule
The 20-hour rule is one of the key restrictions affecting Skilled Worker visa holders who wish to take on additional employment. It originates from the former Tier 2 system and continues to apply under the Skilled Worker route. The rule is designed to ensure that the sponsored role remains the person’s main employment and that secondary work does not compromise compliance or undermine the purpose of sponsorship.
1. The 20-Hour Cap Explained
Under current Home Office policy, Skilled Worker visa holders can only undertake supplementary work for up to 20 hours per week, in addition to the hours they work for their licensed sponsor. The limit is calculated on a weekly basis and cannot be averaged over several weeks. The additional work must always take place outside contracted hours for the sponsored job.
If a sponsored worker exceeds this limit, even unintentionally, it can amount to unauthorised employment under paragraph 9.17.1 of the Immigration Rules. That can lead to enforcement action, including visa curtailment or refusal of future applications. From an employer perspective, allowing or failing to prevent such breaches can expose the sponsor licence to compliance sanctions, including downgrading or suspension.
2. When a New Certificate of Sponsorship Is Required
Where the additional work does not meet the definition of supplementary employment, the worker is required to obtain a new Certificate of Sponsorship before starting the second role. This typically applies when:
- The second job is in a different occupation code from the one stated on the worker’s current CoS.
- The additional work exceeds 20 hours per week.
- The work involves a new employer who wants to sponsor the individual directly.
In these cases, the second employer must hold a valid sponsor licence and issue a new CoS for the role. The worker then needs to submit a new Skilled Worker visa application before starting that job. Both sponsors should be aware that the new role cannot begin until UKVI has approved the application.
3. Employer Responsibilities and Risks
Sponsors are required to ensure that any additional work undertaken by their sponsored employees remains compliant with immigration rules. This includes verifying whether the work qualifies as supplementary employment or requires a separate CoS. Employers should maintain a clear audit trail showing that they have considered and documented these checks.
Failure to control or record additional work arrangements can be treated as a breach of sponsorship duties. During a compliance visit, the Home Office may review payroll records, timesheets, or communications that indicate a worker exceeded the 20-hour cap or performed unauthorised duties. Such findings can trigger compliance action against both the employer and the individual.
Sponsors should also make their internal HR teams aware of the 20-hour limit to prevent inadvertent breaches, especially where multiple departments or group entities manage staff scheduling. A proactive review process and accurate documentation of working hours are key to protecting both the licence and the worker’s immigration status.
Section C: Practical Scenarios for Employers
Employers often encounter situations where a Skilled Worker visa holder asks to take on extra duties, work additional hours, or accept an external offer. Understanding how the 20-hour rule applies in real situations helps prevent inadvertent breaches. Each case depends on the specific nature of the additional work, its timing, and whether it aligns with the occupation code of the sponsored role.
1. Example: Same Occupation, Additional Employer
A sponsored nurse employed full-time by an NHS trust wants to work weekend shifts for another trust in the same role. As both roles fall under the same occupation code and the extra work takes place outside the individual’s contracted hours, this qualifies as permissible supplementary work. The total additional hours must not exceed 20 per week, and the main sponsor should retain confirmation that the worker continues to meet their primary duties.
2. Example: Different Role or Occupation Code
A Skilled Worker visa holder employed as a restaurant manager is offered a part-time job as a bar supervisor. Because the new position falls under a different occupation code, it does not qualify as supplementary work. To take the second role lawfully, the worker would need a new Certificate of Sponsorship from the second employer and to apply for a new Skilled Worker visa before starting the additional job. If they begin work without this approval, both employers risk Home Office sanctions.
3. Example: Self-Employment or Freelance Projects
A software engineer sponsored by a technology company takes on freelance web development contracts through an online platform. Freelance work counts as self-employment, which is not permitted under the Skilled Worker visa. Even if the hours are under 20 per week, this arrangement would breach visa conditions because it is not undertaken as paid employment under a UK contract of service. The worker’s visa could be curtailed, and the sponsoring employer may face compliance scrutiny if they were aware of the activity.
4. Example: Second Sponsored Role
A Skilled Worker visa holder employed as a research scientist is offered a second part-time position at another university in a related field. The second institution is also a licensed sponsor and issues a new Certificate of Sponsorship. The worker applies for and receives a second Skilled Worker visa covering both roles. This arrangement is lawful because both employments are formally sponsored, and each sponsor meets their reporting and record-keeping duties.
5. Example: Internal Secondment or Group Entity Role
A marketing manager is seconded from one entity to another within the same corporate group for a short-term project. If the secondment is temporary and within the same occupation code, it can be treated as part of the main sponsored role. However, if the new role differs substantially in duties or the worker will be based permanently with the other entity, a new Certificate of Sponsorship may be required. Employers should review the Sponsor Guidance and document the rationale for their approach to satisfy Home Office compliance checks.
These scenarios illustrate how the rules can apply differently depending on the nature of the additional work. Employers should carry out a compliance assessment before authorising or facilitating any extra work to ensure that both the worker and the business remain within the limits set by UKVI.
Section D: Managing Additional Work Requests
When a sponsored employee asks to take on extra work, the employer’s response should balance business needs with immigration compliance. Sponsors are accountable for ensuring that any supplementary or secondary work is permitted under Home Office rules and that accurate records are maintained. A structured internal process helps protect the organisation’s sponsor licence and the worker’s immigration status.
1. Assessing the Request
Employers should begin by confirming whether the additional work falls within the same occupation code as the worker’s sponsored role or appears on the Shortage Occupation List. HR teams should check the job title, duties, and skill level against Appendix Skilled Occupations. If there is any uncertainty, sponsors should seek written clarification before approving the arrangement.
Where the work clearly qualifies as supplementary, the sponsor should confirm that the extra hours will be limited to 20 per week and carried out outside normal contracted hours. For transparency, both the employer and worker should sign a short written record confirming these terms. This protects both parties if the Home Office later reviews working patterns.
2. Reviewing SOC Codes and Occupation Lists
Before authorising supplementary work, sponsors should verify that the job’s SOC code matches the main sponsored role or appears on the Appendix Shortage Occupation List. The Home Office frequently updates these lists, so employers should rely only on the current version published on GOV.UK. HR systems should record the date of the check and the source used to evidence that the additional job met the published criteria at that time.
If the proposed role does not meet these conditions, a new Certificate of Sponsorship and visa application will be required before the work can begin. Proceeding without approval would constitute unauthorised employment.
3. Updating HR and Compliance Records
Employers should maintain comprehensive documentation of any supplementary or secondary work undertaken by sponsored employees. Appendix D requires sponsors to retain accurate records, including contracts, job descriptions, and working hour confirmations. Keeping these records up to date is one of the most effective ways to demonstrate compliance during a Home Office inspection.
Where an employee performs supplementary work with another employer, the sponsor should retain written evidence that the individual remains in their primary sponsored role and continues to meet the job requirements. In group structures, clear communication between entities prevents confusion about who holds sponsorship responsibility.
4. Internal Training and Oversight
Sponsors should ensure that managers, payroll teams, and HR staff understand the rules around supplementary work and the 20-hour limit. Training sessions or guidance notes can help prevent errors, such as approving unrecorded overtime or failing to identify a second job in a different occupation code. Regular audits of working hours and supplementary arrangements help identify issues early.
A consistent internal process for handling requests, verifying eligibility, and recording decisions demonstrates to the Home Office that the organisation takes its sponsor duties seriously. This can make a material difference during a compliance visit or renewal review.
Section E: Consequences of Non-Compliance
Failing to manage additional work in line with Home Office rules can lead to serious consequences for both employers and sponsored workers. Even unintentional breaches can be treated as non-compliance if the Home Office determines that a worker exceeded the 20-hour limit, worked in an unauthorised role, or engaged in self-employment. Sponsors are expected to have effective systems to prevent and identify these breaches.
1. Consequences for the Sponsored Worker
If a Skilled Worker visa holder undertakes unauthorised work, the Home Office can take enforcement action under paragraph 9.17.1 of the Immigration Rules. This may include curtailing their visa, refusing an extension or settlement application, or recording the breach on their immigration history. A curtailed visa usually gives the individual 60 days to leave the UK or apply for a new visa, and the breach may also affect future sponsorship prospects.
Where supplementary work breaches the 20-hour limit or falls outside the permitted occupation codes, the Home Office is unlikely to exercise discretion. Even where the worker relied on incorrect employer advice, responsibility ultimately rests with the visa holder to comply with their conditions.
2. Consequences for the Employer
For employers, non-compliance can directly impact their sponsor licence. During an audit or compliance visit, the Home Office may review records and working arrangements to determine whether the sponsor allowed or failed to prevent unauthorised work. Evidence of irregular or undocumented supplementary employment can result in enforcement action, including:
- Downgrading the sponsor licence from A-rating to B-rating.
- Suspension or revocation of the licence in serious cases.
- Restrictions on assigning new Certificates of Sponsorship.
- Reputational damage and potential civil penalties if illegal working is identified.
Even if the breach was unintentional, the Home Office expects sponsors to demonstrate active monitoring and prompt corrective action once an issue is identified. A lack of written procedures or poor record-keeping is viewed as a systemic compliance weakness.
3. Reputational and Operational Risks
Non-compliance with sponsorship duties can disrupt operations, particularly where sponsored workers fill key roles. A revoked or suspended licence prevents the employer from assigning new Certificates of Sponsorship and may trigger the curtailment of existing employees’ visas. The impact extends beyond immigration: disciplinary processes, loss of business continuity and reputational harm are all possible outcomes.
Employers should treat supplementary work compliance as part of their broader governance framework. Regular internal reviews, staff training, and accurate documentation not only minimise immigration risk but also reinforce the organisation’s professional standing with regulators and clients.
Section F: Best Practice for Sponsor Compliance
Sponsors who manage supplementary and secondary work requests effectively can reduce risk and demonstrate a culture of compliance. Home Office inspections place heavy emphasis on whether an organisation has reliable systems for monitoring sponsored workers’ hours, roles, and contractual changes. Proactive management helps employers respond confidently to any scrutiny and maintain an A-rated licence.
1. Maintain Clear Documentation
Employers should maintain detailed and contemporaneous records for each sponsored worker. This includes the Certificate of Sponsorship, job description, working hours, salary details, and evidence that the individual remains employed in the sponsored role. Where supplementary work has been approved, a short written agreement should record the nature of the work, the hours, and confirmation that the arrangement complies with the 20-hour limit and occupation code requirements.
Retention of these records is not optional: Appendix D requires sponsors to keep them for at least one year after the worker’s sponsorship ends or until a compliance visit confirms all checks have been completed. Well-organised documentation will usually be enough to satisfy the Home Office that the sponsor is meeting its duties.
2. Conduct Regular Compliance Reviews
Routine internal audits are one of the simplest ways to identify potential problems before they escalate. HR teams should periodically review working patterns, payroll data, and supplementary work arrangements to confirm they remain compliant. Random sampling of sponsored employee files can highlight whether the 20-hour limit has been breached or documentation is missing.
In multi-site or group structures, local managers should be trained to report any changes in working hours or role descriptions to the central compliance team. This avoids discrepancies between actual duties and the information recorded on the Certificate of Sponsorship.
3. Provide Staff Training and Guidance
Immigration compliance should be built into staff training for HR, recruitment, and line managers. Training should include how to assess supplementary work requests, how to confirm SOC code eligibility, and when to escalate for further advice. Staff should also know the consequences of unauthorised employment and the correct process for updating records or making SMS reports.
An informed HR team reduces the likelihood of unintentional breaches. Sponsors who can show that staff have been trained and that compliance processes are actively followed are far better placed to retain their A-rating in the event of a Home Office inspection.
4. Seek Advice Before Approving Grey-Area Cases
Where it is unclear whether additional work qualifies as supplementary employment or requires a new Certificate of Sponsorship, employers should seek professional immigration advice before agreeing to the arrangement. Each case depends on the specific facts — the job description, working pattern, and SOC code alignment. Taking early advice avoids the risk of an inadvertent breach that could lead to licence action.
Section G: Summary
The rules on Skilled Worker visa additional work remain tightly controlled under current Home Office policy. While supplementary employment is allowed, it is subject to clear limits and conditions. The 20-hour weekly cap, the requirement for the work to be in the same occupation code or a shortage occupation, and the expectation that the sponsored role remains the worker’s main employment all continue to apply.
For employers, these rules are not simply procedural — they form part of the wider compliance framework that underpins a sponsor licence. Each additional work request carries potential risk if not properly reviewed and documented. Sponsors should therefore assess every case against the Immigration Rules, maintain accurate records in line with Appendix D, and act promptly where a second job requires a new Certificate of Sponsorship.
Managing additional work responsibly allows employers to meet operational needs while protecting their sponsorship status. Clear procedures, consistent record-keeping, and early legal advice provide the best defence against Home Office scrutiny and ensure that both the business and the sponsored employee remain compliant with UK immigration law.
Section H: Need Assistance?
Even well-intentioned arrangements can lead to serious issues if the 20-hour limit or SOC code restrictions are breached. Our team advises UK employers and sponsors on all aspects of Skilled Worker visa compliance, from assessing supplementary work requests to preparing for Home Office audits.
If you would like professional guidance on managing additional work under the Skilled Worker route, contact us today.
Section I: FAQs
Can a Skilled Worker visa holder take a second job in the UK?
Yes, but only if the second job qualifies as supplementary employment. It must be in the same occupation code as the sponsored role or in a shortage occupation, and the total additional hours cannot exceed 20 per week. The extra work also has to be outside normal contracted hours for the main sponsored job.
Can a Skilled Worker work more than 20 hours in their second job?
The 20-hour weekly limit for supplementary work cannot be exceeded or averaged over time. If the worker wants to take on more than 20 hours, or work in a different occupation code, they will need a new Certificate of Sponsorship and a new visa before starting that role.
Is self-employment allowed on a Skilled Worker visa?
No. Skilled Worker visa holders are not permitted to engage in self-employment or freelance work. All paid work must be undertaken under a contract of employment with a UK employer and within the conditions of their visa.
Do employers have to report supplementary work to UKVI?
There is no formal requirement to report supplementary work through the Sponsor Management System, but sponsors should keep full records to show that any additional work complies with Home Office rules. This includes evidence of occupation codes, hours worked, and confirmation that the worker continues in their sponsored role.
Can a Skilled Worker have two sponsored jobs at the same time?
Yes, but only if both employers hold valid sponsor licences and each issues a Certificate of Sponsorship. The worker must apply for and receive a new Skilled Worker visa before beginning the second job. Both sponsors then have full compliance responsibilities for their part of the worker’s employment.
What happens if a worker breaches the 20-hour rule?
If a Skilled Worker visa holder exceeds the 20-hour limit or undertakes unauthorised work, the Home Office may curtail their visa or refuse future applications. Sponsors can also face compliance action, including downgrading or licence revocation, if they fail to prevent or identify the breach.
Does volunteering count as supplementary work?
Volunteering is permitted if it is genuinely unpaid and does not displace a paid worker or resemble employment. However, if the voluntary activity looks like a paid role or conflicts with the person’s sponsored duties, it may breach visa conditions. Employers should review the arrangement carefully before approval.
Are overtime hours in the main job part of the 20-hour limit?
Overtime in the main sponsored role does not count towards the 20-hour supplementary work limit because it is part of the same employment. The limit only applies to additional paid work outside the contracted hours of the sponsored position.
Section J: Glossary
| Term | Definition |
|---|---|
| Skilled Worker visa | The main UK work visa route that allows overseas nationals to work in an eligible skilled role for a licensed sponsor, replacing the former Tier 2 (General) visa. |
| Supplementary work | Additional employment of up to 20 hours per week undertaken by a Skilled Worker visa holder, provided it is in the same occupation code or a shortage occupation and outside normal working hours. |
| Secondary employment | Separate employment that does not meet the conditions for supplementary work and requires a new Certificate of Sponsorship and Skilled Worker visa before the worker can begin the role. |
| Certificate of Sponsorship (CoS) | An electronic document issued by a licensed sponsor to confirm details of the job and sponsorship for a Skilled Worker visa applicant. Each sponsored job requires its own CoS. |
| Appendix Skilled Occupations | The Home Office list of eligible jobs and associated SOC codes that qualify for sponsorship under the Skilled Worker visa route. |
| Appendix Shortage Occupation List | The list of occupations facing recognised shortages in the UK labour market, allowing certain immigration concessions including eligibility for supplementary work. |
| Sponsor Management System (SMS) | The Home Office online portal used by licensed sponsors to manage their sponsored workers, report changes, and assign Certificates of Sponsorship. |
| Appendix D | The part of the sponsor guidance specifying record-keeping and document retention requirements for licensed sponsors. |
| Occupation code (SOC code) | A classification used by the Office for National Statistics to group jobs by type and skill level. Sponsors must match each sponsored role to a correct SOC code for visa eligibility. |
| Home Office compliance visit | An inspection by UKVI officers to assess whether a sponsor is meeting its licence duties, including right-to-work checks, record-keeping, and monitoring of sponsored workers. |
Section K: Additional Resources & Links
| Resource | Description | Link |
|---|---|---|
| GOV.UK – Skilled Worker Visa Guidance | Official Home Office guidance on eligibility, conditions, and permissions under the Skilled Worker route, including supplementary work provisions. | https://www.gov.uk/skilled-worker-visa |
| GOV.UK – Sponsor Guidance Part 3 | Home Office instructions for sponsors on managing sponsored workers, including reporting duties, supplementary work, and compliance procedures. | https://www.gov.uk/government/publications/workers-and-temporary-workers-guidance-for-sponsors-part-3-sponsor-duties-and-compliance |
| GOV.UK – Appendix Skilled Occupations | List of occupation codes that qualify for sponsorship under the Skilled Worker visa, including skill level and salary thresholds. | https://www.gov.uk/guidance/immigration-rules/immigration-rules-appendix-skilled-occupations |
| GOV.UK – Appendix Shortage Occupation List | Details of shortage occupations eligible for special provisions under the Skilled Worker route, including supplementary work rules. | https://www.gov.uk/guidance/immigration-rules/immigration-rules-appendix-shortage-occupation-list |
| GOV.UK – Sponsor Management System (SMS) | Information on how licensed sponsors use the SMS to assign Certificates of Sponsorship and report changes to sponsored workers’ employment. | https://www.gov.uk/uk-visa-sponsorship-employers/manage-sponsorship |
| GOV.UK – Appendix D: Record Keeping | Official record-keeping and document retention requirements that sponsors are expected to meet under their licence conditions. | https://www.gov.uk/government/publications/appendix-d-keeping-documents-sponsor-guidance |
| GOV.UK – Immigration Rules Part 9: Grounds for Refusal | Outlines potential enforcement actions and visa refusals, including for unauthorised work and breaches of visa conditions. | https://www.gov.uk/guidance/immigration-rules/immigration-rules-part-9-grounds-for-refusal |
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.
