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. Additional Work Rules
‘Additional work’ refers to any paid or unpaid activity undertaken outside the worker’s sponsored role. The sponsored position should 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, paid work for the same employer in a different role, or work for the individual’s own business is only lawful if it meets the rules for supplementary employment, or is separately sponsored with a new Certificate of Sponsorship. Volunteering is permitted where it is genuinely unpaid and does not resemble a paid role or displace a paid worker.
2. Supplementary Work Rules
The Home Office allows Skilled Worker visa holders to undertake supplementary work for up to 20 hours per week, provided all of the following conditions are met:
- The additional work is in an eligible higher-skilled occupation code, or it is on the Immigration Salary List, or it is in the same sector and at the same level as the main job.
- The additional work takes place outside the worker’s contracted hours for the sponsored role.
- 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 20-hour limit. Self-employment for the worker’s own business can fall within the 20-hour allowance where all supplementary work conditions are satisfied.
For medium-skilled roles, supplementary work is only permitted on a transitional basis where the worker’s first Tier 2 or Skilled Worker Certificate of Sponsorship was issued before 22 July 2025 and Skilled Worker permission has been held continuously since then. So, the worker can only do additional work in a job listed as ‘medium-skilled’ if both (a) their first Tier 2/Skilled Worker CoS was before 22 July 2025, and (b) they have continually held Skilled Worker permission since then.
For permitted supplementary work, the additional employer does not need to be a licensed sponsor.
3. Record-Keeping and Notification Requirements
There is no requirement to report permitted supplementary work through the Sponsor Management System. Sponsors should retain clear documentation in line with Appendix D. Useful evidence includes written confirmation that the additional hours are outside the sponsored role, that the duties meet one of the permitted gateways, and that the worker continues in their primary sponsored job. Where the supplementary work is with another organisation, the secondary employer should confirm the arrangement in writing and acknowledge that the worker remains in their primary sponsored role. If there is any doubt about whether extra work qualifies as supplementary employment, sponsors should seek clarification or arrange a new Certificate of Sponsorship before the worker begins the role.
DavidsonMorris Strategic Insight
Go back to the fundamentals of the sponsorship regime and we can understand why the Home Office is so unforgiving with unauthorised employment. Sponsored workers are given permission to come to the UK to primarily work in their sponsored role within the sponsorship framework that the Home Office relies on to monitor sponsored workers.
Work beyond the very narrow and specific additional work rules is likely to cause problems for the worker and their sponsor. If the sponsor records fall short, or if the second job is seen as the main job, expect compliance issues if UKVI investigates. Even a single, casual, undocumented arrangement can count as unauthorised employment and trigger sponsor licence enforcement.
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
Under current Home Office policy, Skilled Worker visa holders can 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 weekly and cannot be averaged across several weeks. The additional work has to take place outside contracted hours for the sponsored job. There is no limit on overtime worked in the main sponsored role, as this forms part of the same employment.
If a sponsored worker exceeds the 20-hour cap, even unintentionally, it may be treated as unauthorised employment, which can lead to visa curtailment or refusal of future applications. For employers, allowing or failing to prevent such breaches can expose the sponsor licence to compliance action, including downgrading or suspension.
2. When a New Certificate of Sponsorship Is Required
Where the additional work does not qualify as supplementary employment, the worker is required to obtain a new Certificate of Sponsorship before starting the second role. This applies when:
- The second job falls outside the permitted supplementary work categories, meaning it is not in an eligible higher-skilled occupation code, not on the Immigration Salary List, and not in the same sector and level as the main role.
- 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 should hold a valid sponsor licence and assign a new CoS for the role. The worker must then apply to update their visa before starting that job, enclosing a letter with the application explaining the change. Both sponsors should be aware that the new employment cannot begin until UKVI approves the updated visa.
3. Sponsor Responsibilities
Sponsors are expected to ensure that any additional work undertaken by their sponsored employees remains compliant with immigration rules. This includes confirming whether the work qualifies as supplementary employment or requires a separate CoS. Employers should keep a clear audit trail showing that these checks have been carried out.
Failing to control or document additional work arrangements can be treated as a breach of sponsorship duties. During a compliance visit, the Home Office may review timesheets, payroll records or communications indicating a worker has exceeded the 20-hour limit or performed unauthorised duties. Such findings can result in enforcement action against both the employer and the individual.
Sponsors should also ensure HR and payroll teams understand the 20-hour limit to prevent inadvertent breaches, particularly where multiple sites or group entities manage staffing. A robust internal review and accurate documentation of supplementary hours help protect both the licence and the worker’s immigration status.
DavidsonMorris Strategic Insight
There’s no flexibility with the 20-hour cap. It’s a fixed and universal threshold. Don’t be tempted to casually overrun this. You’re probably thinking, how will UKVI find out? They act on intelligence (think reports from disgruntled or former employees) and caseworkers can pick up anomalies through payroll information or compliance visits.
Even a few extra shifts here and there, if not properly recorded or taking the worker beyond their conditions, can be grounds for enforcement action.
Section C: Requests for Supplementary Work
When a sponsored employee asks to take on extra work, the employer’s response should balance operational needs with immigration compliance. Sponsors remain responsible for ensuring that any supplementary or secondary work is lawful under Home Office rules and that records are accurate and complete. A structured internal process helps maintain sponsor compliance and protect the worker’s immigration status.
1. Assessing the Request
Employers should start by confirming whether the proposed additional work meets one of the permitted supplementary work gateways. This means checking if the role is in an eligible higher-skilled occupation code, is on the Immigration Salary List, or is in the same sector and at the same level as the worker’s main job. HR teams should cross-reference the job title and duties against Appendix Skilled Occupations and, if any uncertainty arises, seek written clarification before approval.
If the work qualifies as supplementary employment, the sponsor should confirm that the hours will not exceed 20 per week and that the work takes place outside the employee’s normal contracted hours. For transparency, both parties should sign a short written record confirming these details, providing protection for the employer and worker if the Home Office later reviews the arrangement.
2. Reviewing SOC Codes and Occupation Lists
Before authorising any supplementary work, sponsors should verify that the additional role meets one of the permitted criteria. The relevant reference points are the occupation codes in Appendix Skilled Occupations and the roles listed on the Immigration Salary List. The Home Office updates these lists regularly, and employers should always rely on the current versions published on GOV.UK.
HR systems should record the date of the list used and the evidence confirming that the additional job met the published conditions at that time. If the proposed role does not meet these criteria, the worker will need a new Certificate of Sponsorship and visa approval before starting the job. Proceeding without this would constitute unauthorised employment.
3. Updating HR and Compliance Records
Employers should maintain complete and up-to-date records for all supplementary or secondary work arrangements. In line with Appendix D, sponsors need to retain key documentation such as contracts, job descriptions, and confirmations of working hours. These records demonstrate compliance during any Home Office review or inspection.
If a worker performs supplementary work with another organisation, the sponsor should keep written confirmation that the worker remains employed in their main sponsored role and continues to meet all job requirements. Within group structures, clear communication between entities helps prevent confusion over which company holds sponsorship responsibility.
4. Internal Training and Oversight
Sponsors should make sure that HR staff, managers, and payroll teams understand the 20-hour rule and the criteria for supplementary work. Training materials or internal guidance notes can help prevent mistakes such as approving unrecorded extra hours or failing to identify that a second job is outside the permitted occupation code.
Regular internal audits of working hours and supplementary work arrangements help identify risks early. A consistent process for assessing requests, checking eligibility, and recording decisions shows the Home Office that the organisation takes compliance seriously and strengthens the sponsor’s position during a compliance visit or renewal review.
DavidsonMorris Strategic Insight
The most practical approach is to have a standard checklist so that additional work requests can be assessed consistently and in line with the rules. This kind of record-keeping will stand you in good stead in the event of an investigation.
Section D: Practical Scenarios for Employers
Employers often face situations where a Skilled Worker visa holder asks to take on extra duties, additional hours or external work. Each case depends on the nature of the extra work, its timing and whether it meets one of the permitted gateways for supplementary employment.
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 job 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. Although the second job is in a different occupation code, it could still qualify as supplementary work if it falls within one of the permitted gateways, for example, if it is on the Immigration Salary List or is in the same sector and at the same level as the main role.
If it does not meet these conditions, 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. Starting the role without this approval would amount to unauthorised employment and could expose both employers to Home Office action.
3. Example: Self-Employment or Freelance Projects
A software engineer sponsored by a technology company decides to offer freelance web development services through their own business. This is now permitted as supplementary work, provided it does not exceed 20 hours per week, is carried out outside contracted hours, and meets one of the permitted criteria — being in a higher-skilled occupation code, on the Immigration Salary List, or in the same sector and level as the sponsored job. The engineer must continue to fulfil all duties of their sponsored role and remain employed by their sponsoring company.
4. Example: Second Sponsored Role
A Skilled Worker visa holder employed as a research scientist is offered a part-time research role at another university in a related field. The second university is also a licensed sponsor and assigns a new Certificate of Sponsorship. The worker applies to update their visa to include both roles and receives permission to work for both sponsors. This is lawful because each job is formally sponsored and both employers meet their reporting and record-keeping obligations.
5. Example: Internal Secondment or Group Entity Role
A marketing manager is seconded from one company to another within the same group for a short-term project. If the secondment is temporary and the duties remain within the same occupation code, it can be treated as part of the main sponsored role. Where the new position involves different duties or a permanent move to another entity, a new Certificate of Sponsorship may be required. Employers should review the Sponsor Guidance and document their reasoning to demonstrate compliance during any Home Office inspection.
While these examples show how supplementary work rules apply in practice, employers should assess each case individually, confirm the occupation code and sector, and retain written evidence of how the decision was reached before any additional work begins.
DavidsonMorris Strategic Insight
Focus on contemporaneous records and avoid a blanket policy. Consider every request on its own merit, and document your decision-making as your back-up if there are allegations of unauthorised employment.
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 worker breaches a work condition , for example, exceeding 20 hours in supplementary work, or undertaking work that does not meet a permitted category without updating their visa, the Home Office may refuse or cancel (curtail) permission under Part 9 of the Immigration Rules, and this can impact future applications. If permission is cancelled/curtailed, the Home Office typically grants a short period (commonly around 60 days) to leave the UK or make a new valid application, but the length is case-specific.
Even if the worker relied on incorrect advice from their employer, they remain responsible for complying with their visa conditions.
2. Consequences for the Employer
For employers, breaches relating to supplementary work can directly impact their sponsor licence. During a Home Office compliance visit, officers may review records, working patterns, or payroll data to confirm whether the sponsor has allowed or failed to prevent unauthorised work. Evidence of irregular or undocumented supplementary employment can lead to sanctions, 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.
- Potential civil penalties and reputational damage if illegal working is identified.
Even where a breach was not intentional, the Home Office expects sponsors to demonstrate active monitoring and to take corrective action promptly once an issue is identified. A lack of training or weak internal systems may be treated as systemic non-compliance.
3. Reputational and Operational Risks
Non-compliance can cause significant operational disruption, especially where sponsored workers hold key roles. A suspended or revoked licence prevents the employer from assigning new Certificates of Sponsorship and may lead to the curtailment of existing employees’ visas. Beyond immigration, such events can damage the organisation’s reputation and disrupt business continuity.
Employers should therefore treat supplementary work compliance as part of wider governance and risk management. Regular internal checks, consistent record-keeping, and proactive communication with staff minimise exposure and demonstrate responsible licence management to UKVI.
DavidsonMorris Strategic Insight
UKVI actively enforces rules on unauthorised work and penalties can be damaging to business operations. Just one breach can trigger a licence downgrade or suspension. Prevention costs far less than dealing with the repercussions of penalties and being on the Home Office high-risk radar.
Section F: Sponsor Compliance Best Practices
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. Record-keeping
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. Regular internal 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. Training & 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. If in doubt, take advice
Where it is unclear whether additional work qualifies as supplementary employment or requires a new Certificate of Sponsorship, take professional immigration advice before agreeing to the arrangement. Each case depends on the specific facts, such as 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 permitted, it is subject to defined limits and conditions. The 20-hour weekly cap, the requirement that any extra work is in an eligible higher-skilled occupation, on the Immigration Salary List, or in the same sector and at the same level as the main job, and the expectation that the sponsored role remains the worker’s primary employment, all continue to apply.
For employers, these rules 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 safeguarding their sponsorship status.
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?
A Skilled Worker can take a second job for up to 20 hours per week if it qualifies as supplementary work. The extra job must be in an eligible higher-skilled occupation code, or on the Immigration Salary List, or in the same sector and at the same level as the sponsored job. The work must also take place outside the person’s normal contracted hours for their main sponsored role.
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, they need to apply to update their visa so they are sponsored for both jobs. This involves obtaining a new Certificate of Sponsorship from the second employer and submitting a short letter with the application explaining the change.
Is self-employment allowed on a Skilled Worker visa?
Only within the 20-hour weekly allowance and if it meets the same conditions that apply to other supplementary work. The activity must be in a higher-skilled occupation, or on the Immigration Salary List, or in the same sector and level as the main job. The worker must continue to perform all duties for their sponsoring employer.
Do employers have to report supplementary work to UKVI?
There is no requirement to report supplementary work on the Sponsor Management System, but sponsors should retain evidence in line with Appendix D. Records should show that the arrangement met the permitted criteria and that the worker remained in their primary sponsored role.
Can a Skilled Worker have two sponsored jobs at the same time?
A Skilled Worker can hold two sponsored jobs if both employers have sponsor licences. Each employer must assign its own Certificate of Sponsorship, and the worker must apply to update their visa to include both roles before starting the second job. Each sponsor then has full compliance responsibilities for their part of the employment.
What happens if a worker breaches the 20-hour rule?
If a worker exceeds the 20-hour limit or undertakes work that does not meet the supplementary-employment criteria without updating their visa, UKVI may curtail their permission or refuse future applications. Sponsors can also face compliance action, including licence downgrading or revocation, if they fail to detect or prevent the breach.
Does volunteering count as supplementary work?
Volunteering is permitted if it is genuinely unpaid and carried out for a recognised charity, voluntary organisation, associated fundraising body, or statutory body. It must not displace paid employment or mirror a paid role. If it does, it may breach visa conditions.
Are overtime hours in the main job part of the 20-hour limit?
Overtime in the main sponsored role is treated as part of the same employment and is not restricted. There is no limit on overtime in the sponsored job, provided the worker continues to meet all duties and conditions under their visa.
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. It replaced the former Tier 2 (General) visa and now applies to roles at RQF Level 6 and above. |
| Supplementary work | Additional employment of up to 20 hours per week undertaken by a Skilled Worker visa holder, provided it is in an eligible higher-skilled occupation code, on the Immigration Salary List, or in the same sector and at the same level as the main job. The work must take place outside contracted hours for the sponsored role, and the worker must continue to meet all duties in their main sponsored position. |
| 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, and a new CoS is needed if the worker takes on a second sponsored role or works more than 20 hours per week in an additional job. |
| Appendix Skilled Occupations | The Home Office list of eligible RQF Level 6 and above occupation codes that qualify for sponsorship under the Skilled Worker route, showing salary thresholds and SOC code references. |
| Immigration Salary List (ISL) | The current Home Office list identifying occupations where UK employers face recognised shortages. Roles on the ISL may qualify for lower salary thresholds and count as permitted occupations for supplementary work. The ISL replaced the former Shortage Occupation List in April 2024. |
| 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. The current version of Appendix D was issued in July 2025. |
| Occupation code (SOC code) | A classification used by the Office for National Statistics to group jobs by type and skill level. Sponsors need to match each sponsored role to a correct SOC code for visa eligibility and compliance purposes. |
| 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, permissions, and supplementary work rules under the Skilled Worker route. | 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 conditions, 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 eligible RQF Level 6 and above occupation codes that qualify for sponsorship under the Skilled Worker route, including salary thresholds and SOC code references. | https://www.gov.uk/guidance/immigration-rules/immigration-rules-appendix-skilled-occupations |
| GOV.UK – Immigration Salary List (ISL) | The official Home Office list identifying occupations facing recognised shortages. Replaced the former Shortage Occupation List and applies to Skilled Worker sponsorship and supplementary work eligibility. | https://www.gov.uk/government/publications/immigration-salary-list |
| GOV.UK – Sponsor Management System (SMS) | Information for licensed sponsors on using the online SMS platform to assign Certificates of Sponsorship, manage sponsored workers, and report employment changes. | https://www.gov.uk/uk-visa-sponsorship-employers/manage-sponsorship |
| GOV.UK – Appendix D: Record Keeping | Official Home Office requirements for sponsor record keeping and document retention. Current version issued July 2025. | https://www.gov.uk/government/publications/appendix-d-keeping-documents-sponsor-guidance |
| GOV.UK – Immigration Rules Part 9: Grounds for Refusal | Sets out grounds on which immigration permission can be refused or curtailed, including unauthorised work and breaches of visa conditions. | https://www.gov.uk/guidance/immigration-rules/immigration-rules-part-9-grounds-for-refusal |
