Teacher Visa Sponsorship UK: Eligibility & Process

Section A: Can a UK School Sponsor a Teacher from Overseas?

Schools across the UK can sponsor qualified teachers from overseas under the Skilled Worker visa route. This is the only visa pathway currently available for recruiting non-UK teachers into long-term teaching posts. To act as a sponsor, the school or its governing body will need to hold a sponsor licence, as granted by the Home Office. Without this licence, an institution cannot legally employ overseas teachers.

Once granted, the licence permits the school to assign Certificates of Sponsorship (CoS) to eligible overseas teachers, who then use these certificates to apply for their Skilled Worker visas. The arrangement creates a controlled system that gives the Home Office oversight of which institutions are employing international staff and under what terms.

1. Multi-academy trusts (MATs)

For multi-academy trusts, sponsor licensing is structured differently from individual schools. An MAT pays a single fee for a Skilled Worker licence, which covers all of its constituent schools. This means once the MAT is licensed, it can sponsor teachers centrally across the trust without each individual school having to apply separately. However, the MAT carries full responsibility for compliance across every school in the trust, and failures in one school can jeopardise the licence for the entire trust. This places particular importance on trust-wide governance, training, and consistent application of sponsor duties across every school.

2. Local education authorities (LEAs)

Local education authorities themselves are not sponsor licence holders, since only the legal employer of the teacher can hold a licence. However, LEAs often play a role in coordinating or supporting recruitment across schools in their area. LEAs may provide advice or frameworks, but ultimately the licence sits with the individual school or the MAT. Schools must therefore not assume that LEA involvement removes their own compliance obligations.

3. Independent schools

Independent schools, including private and boarding schools, can apply for their own sponsor licence to recruit overseas teachers. Unlike MATs, each independent school must hold its own licence, as there is no group-wide framework equivalent to a trust. While these schools often have greater flexibility over pay and conditions, they must still comply with Skilled Worker visa salary thresholds and all sponsor duties. Many independent schools appear on the Register of Licensed Sponsors, but whether they actively use their licence to recruit varies. Schools that hold a licence but rarely sponsor can still face compliance inspections, so maintaining systems and records remains vital.

4. Eligibility of teaching roles

To qualify for sponsorship, the teaching role must be listed in Appendix Skilled Occupations. From 22 July 2025, the Home Office requires all new CoS to be for jobs at RQF 6 or above unless the role appears on the Immigration Salary List (ISL) or the Temporary Shortage List (TSL). All teaching occupation codes (2314–2319) are classified as Higher-Skilled (RQF 6+) roles. This means that in practice, all qualified teaching posts across primary and secondary schools are eligible for Skilled Worker sponsorship, provided the salary requirements are met.

Schools must also be able to evidence that the role is genuine and meets the Home Office’s definition of a vacancy, rather than being created for the sole purpose of sponsoring a particular teacher.

5. Applying for a sponsor licence

If a school or MAT does not already hold a sponsor licence, it must apply before recruiting from overseas. The application requires the institution to show that it is a legitimate employer, with adequate systems in place to manage sponsorship duties such as monitoring attendance, reporting changes in employment, and maintaining accurate HR records. The Home Office will also assess the honesty, dependability and reliability of the school’s key personnel. Any past compliance failings, unresolved financial problems or concerns about governance can result in refusal.

The application is a significant compliance exercise. Schools should review their HR processes, recruitment policies and record-keeping systems before submitting their application. Preparing in advance helps ensure that once the licence is granted, the institution is audit-ready and able to withstand a compliance inspection at any time.

5. Sponsorship responsibilities

Sponsorship is not a one-off act but an ongoing legal relationship with the Home Office. Schools and MATs must keep accurate records, track attendance, and report specific events such as contract changes, long absences, or employment terminations. Non-compliance can result in the suspension or revocation of the sponsor licence. For MATs, the consequences of non-compliance in one school can impact the ability of every school within the trust to recruit international teachers.

Because of these risks, schools must carefully consider whether they have the resources and expertise to manage sponsorship effectively. For many institutions, this involves dedicated staff training, periodic internal audits, and external professional support.

Section B: Skilled Worker Visa Salary Requirements for Teachers

Salaries are one of the most scrutinised aspects of Skilled Worker sponsorship, and teaching roles are no exception. Schools must offer salaries that meet both the Skilled Worker visa rules and the statutory national teachers’ pay scales. Failing to meet either requirement will result in a refused visa application and exposes the sponsoring school or MAT to compliance action.

1. The Skilled Worker salary framework

Under the Skilled Worker visa, the general salary threshold is £41,700 or the occupation’s going rate, whichever is higher. Teachers, however, benefit from a lower salary option because they fall under what the Home Office terms “Option K” for health and education roles. Under Option K, the minimum threshold is £25,000 per year or the occupation’s going rate if higher.

Although this lower £25,000 threshold still exists in law, in practice it is rarely relevant for qualified teaching posts because statutory pay scales are set higher. Schools should therefore not rely on the £25,000 figure as a safe minimum, as it will almost always be below the legally required teacher pay scale rates.

2. Teachers’ pay scale requirements

From 1 September 2025, the minimum qualified teacher salary outside London is £32,916, while London rates are higher and vary by area:

• Fringe London: £34,295
• Outer London: £36,881
• Inner London: £38,706

These pay scale rates are legally binding for qualified teaching staff in state-funded schools and academies. Independent schools may set their own pay policies, but if they wish to sponsor overseas teachers, they must still comply with the Skilled Worker salary thresholds. In practice, this means independent schools usually mirror or exceed the statutory minima to avoid refusals.

3. Going rates and subject considerations

The “going rate” for teachers is defined by the Home Office with reference to the national teachers’ pay framework. The relevant rate depends on the subject taught, level of experience, and location of the role. For subjects historically facing shortages, such as mathematics, physics, chemistry and computer science, the salary rules were previously more flexible. However, since July 2024, these subjects no longer have separate shortage occupation concessions. The only factor now is whether the pay offered meets or exceeds both the Skilled Worker framework and the statutory minimum for the role.

4. New entrants and part-time teachers

Some applicants may qualify as “new entrants” under Skilled Worker rules, such as those under 26 years old or switching from a Student visa. New entrants benefit from a lower salary threshold of £23,040 under Option K. However, schools must still comply with the national pay scales. As those rates are higher than £23,040, the concession does not assist schools sponsoring qualified teachers.

Part-time posts can be sponsored if the annual salary is at least £25,000 and the full-time equivalent rate also meets the applicable statutory pay scale minimum. Schools should be careful when structuring part-time contracts to ensure the full-time equivalent meets the legal requirement, otherwise the visa will be refused.

5. Ongoing compliance with salary rules

Sponsorship duties do not end with the visa grant. Schools and MATs must maintain compliance throughout the teacher’s employment. If a teacher’s salary falls below the required minimum — whether due to a reduction in hours, a pay cut, or misapplied pay progression — the Home Office can curtail the teacher’s visa and take enforcement action against the sponsor.

Schools must therefore align their HR and payroll systems with immigration rules. Annual pay reviews should check not only that teachers are progressing in line with internal pay policies but also that their salaries remain compliant with Skilled Worker thresholds. For MATs, the risk is magnified because non-compliance in one school can trigger investigation across the entire trust.

6. Practical implications for schools and MATs

Sponsoring overseas teachers is most feasible where the institution is confident it can consistently meet salary rules. Budget constraints or pay freezes can create compliance risks if they inadvertently push salaries below the required thresholds. Schools should review financial planning and workforce strategies before committing to international recruitment.
MATs in particular should take a centralised approach, ensuring that all schools apply uniform salary policies and that any exceptions are documented and justified. Independent schools should check that their pay offers are benchmarked against Skilled Worker rules, even if they set salaries independently of the state system.

Section C: English language requirements for teachers applying for a Skilled Worker visa

All Skilled Worker visa applicants must meet the English language requirement, and teachers are no exception. The Home Office sets the standard at level B1 on the Common European Framework of Reference (CEFR), which is equivalent to a modest but functional level of English, roughly IELTS 4.0 to 5.0 across reading, writing, listening and speaking.

For schools and MATs, checking that prospective teachers meet this requirement is as important as confirming salary compliance. A visa application will be refused if the applicant cannot prove English language ability through one of the accepted methods. This means time and resources invested in recruitment could be wasted if the requirement is overlooked.

Applicants can satisfy the English language requirement in several ways:

• Passing a Home Office approved Secure English Language Test (SELT) at level B1 or higher
• Holding a degree taught in English, recognised as equivalent to a UK degree
• Being a national of a majority English-speaking country recognised by the Home Office, such as the USA, Canada, Australia, New Zealand or several Caribbean nations

Irish nationals do not require sponsorship to work in the UK under the Common Travel Area, so they fall outside the visa system altogether. Schools should be careful not to treat them as needing to evidence English ability under Skilled Worker rules.

In practice, many international teachers rely on a SELT. These must be taken through approved providers at test centres authorised by the Home Office. Results are issued with a unique reference number, which the applicant must include in their visa application. Schools should advise candidates to book tests early, as waiting times for test slots can delay the recruitment timeline.
Where a teacher relies on a degree taught in English, the qualification may need to be verified by Ecctis (formerly UK NARIC) to confirm it is equivalent to a UK degree. This process takes time and carries a fee, and schools should account for this in recruitment planning.

While the responsibility for proving English rests with the applicant, sponsors should not issue a Certificate of Sponsorship until they are confident the requirement will be met. Issuing a CoS to a teacher who later fails the language requirement creates wasted cost and administrative burden, and may draw Home Office scrutiny if repeated.
MATs should standardise checks across their schools, ensuring that recruitment teams verify English evidence before committing to sponsorship. Independent schools should likewise adopt clear internal policies for assessing English language evidence, whether by requesting SELT certificates or checking academic documents.

If a teacher fails to meet the English language requirement, the visa will be refused. The applicant may be able to reapply after retaking a SELT or obtaining the necessary verification for their qualifications, but this inevitably delays start dates and may cause schools to lose strong candidates. For institutions already struggling with staffing shortages, such delays can have significant operational impact.

For teachers, failing to meet the requirement can mean lost job offers or financial losses from multiple test attempts. For schools, it underlines the need to integrate language checks early in the recruitment process.

Section D: Sponsor requirements

Sponsoring a teacher under the Skilled Worker route is not just about assigning a Certificate of Sponsorship and completing the visa application. It brings ongoing duties that schools, MATs and independent education providers must comply with for as long as they hold a sponsor licence. The Home Office views sponsorship as a trust-based system: in return for the ability to recruit international staff, the institution must act as an extension of immigration control by monitoring and reporting on its sponsored teachers.

Effective sponsorship requires dedicated resources. Schools should allocate responsibility for sponsorship to trained staff who understand the rules, rather than leaving it as an administrative afterthought. MATs should invest in centralised HR systems that allow oversight of sponsorship activity across all academies. Independent schools, which may lack large HR teams, should ensure they have processes in place to meet reporting deadlines and maintain audit-ready records.

Many institutions conduct internal audits or commission external reviews to identify weaknesses before the Home Office does. This proactive approach can prevent licence loss and protect both the institution’s recruitment pipeline and its reputation.

1. Record-keeping duties

Schools must retain specific documents for each sponsored teacher, following the rules set out in Appendix D of the sponsor guidance. These include copies of passports, right-to-work check records, contact details, up-to-date contracts and evidence of salary payments. Records must be accessible and organised in case the Home Office conducts a compliance inspection. For MATs, this requires consistent record-keeping across all schools, as a failure in one academy can undermine the licence for the entire trust.

2. Reporting duties

Sponsors must use the Sponsorship Management System (SMS) to report certain events within strict deadlines, typically 10 working days. Reportable events include:

• If the teacher does not start work as expected
• If the teacher is absent without permission for more than 10 consecutive working days
• If the teacher resigns or is dismissed

Failure to report on time can lead to compliance breaches and risks suspension or revocation of the sponsor licence. Schools should therefore establish internal escalation processes so that HR teams are informed immediately of changes to a sponsored teacher’s circumstances.

3. Monitoring duties

Sponsors must actively monitor attendance, engagement and performance. The Home Office expects sponsors to identify patterns such as unauthorised absences or prolonged sickness, and to act on concerns quickly. For MATs, this means putting in place systems across all schools to ensure consistency in how attendance is tracked and reported. Local education authorities supporting schools should encourage a standard approach to monitoring so that smaller schools without dedicated HR functions do not fall behind.

4. Preventing illegal working

Sponsors must also carry out right-to-work checks on all staff, not just sponsored workers. This is a statutory requirement under the Immigration, Asylum and Nationality Act 2006. A school that fails to complete compliant right to work checks risks civil penalties of up to £60,000 per illegal worker, as well as reputational damage and potential loss of its sponsor licence.

5. Penalties for non-compliance

The Home Office carries out compliance audits, often with little notice. Inspectors can request to see HR records, interview staff and test systems. Where breaches are identified, the Home Office can downgrade the licence rating, suspend the licence or revoke it altogether. Revocation immediately removes the right to employ overseas teachers, and visas already granted will usually be curtailed within 60 days. For MATs, this risk extends across every school in the trust.

Losing a sponsor licence is one of the most serious outcomes for any school or MAT that employs overseas teachers. Once revoked, the institution is no longer authorised to sponsor Skilled Worker visa holders. This immediately affects the school’s ability to employ its existing international staff and prevents any future overseas recruitment until a new licence is successfully obtained.

When the Home Office revokes a licence, all sponsored teachers employed under it lose the right to work in the UK. Their visas are curtailed, usually giving them up to 60 days’ notice, unless their leave would have expired sooner. During this period they must find a new licensed sponsor, apply to switch into another visa category if eligible, or make arrangements to leave the UK. For teachers and their families, the disruption can be severe, affecting housing, schooling for dependants and long-term career plans.

For the institution, revocation can derail recruitment strategies, particularly where a significant proportion of staff are international. Pupils may face sudden loss of teachers mid-term, and schools can face reputational damage among parents, governors and prospective staff. For MATs, the consequences are magnified, as the revocation of one trust-wide licence removes the right to sponsor teachers across every school in the group.

Revocation also leaves a lasting record on the Home Office system. A school with a revoked licence will be treated as a high-risk applicant in the future, making it harder to secure a new licence. The Home Office may impose stricter scrutiny or additional conditions on any subsequent application.

After revocation, the school or MAT is subject to a cooling-off period of at least 12 months before it can apply for a new licence. In some cases, particularly where the Home Office finds serious or deliberate breaches, the cooling-off period may be longer. Even once the cooling-off period ends, there is no guarantee that a new licence will be granted. The institution will have to demonstrate improved systems, stronger governance and a commitment to full compliance.

The best protection against revocation is strong compliance management. Schools must maintain accurate records, report changes promptly and ensure that salary and working conditions always meet Skilled Worker visa requirements. MATs should implement trust-wide compliance frameworks so that weaknesses in one school do not undermine the licence for the entire trust. Independent schools, which may lack large HR teams, should consider external compliance reviews to spot risks before the Home Office intervenes.

Section E: How to Find UK Schools Sponsoring Foreign Teachers

Teachers overseas who are interested in moving to the UK need to identify schools that hold a sponsor licence under the Skilled Worker route. Schools and MATs with a licence are authorised to employ non-UK teachers, provided the role and salary meet Home Office requirements. Because demand for international teachers remains high in certain subjects and locations, schools often advertise specifically for candidates who require visa sponsorship.

1. Check the official Register of Licensed Sponsors

The UK government maintains the official Register of Licensed Sponsors. This is the primary reference point for anyone looking to confirm whether an institution is authorised to sponsor Skilled Worker visa holders. The register lists all employers with a live sponsor licence and is updated regularly.

Users can search the register by organisation name, location or sector. For education, this includes individual schools, multi-academy trusts, independent schools and higher education institutions. It is important to note that while a school may be listed, the register does not confirm whether it is actively recruiting or whether it currently has vacancies. Teachers must therefore combine use of the register with active job searching.

2. Search for teaching jobs with sponsorship

Schools that sponsor overseas teachers often make this clear in their job advertisements. Dedicated education job boards are a good starting point, particularly:

• TES (Times Educational Supplement) – the largest specialist education job platform in the UK
• Department for Education Teaching Vacancies – the government’s official site for teaching jobs in England
• Specialist recruitment agencies such as Teach In, Hourglass Education and Engage Education, which work directly with schools offering sponsorship
• General job boards such as Indeed, Reed and Guardian Jobs, which list roles across sectors, including teaching posts with sponsorship

Teachers should use search terms such as “visa sponsorship,” “Skilled Worker” or “international teacher” when filtering vacancies.

3. Role of local education authorities (LEAs)

LEAs do not hold sponsor licences themselves. However, they can play a supportive role in international recruitment by advising schools in their region, signposting government initiatives and helping coordinate workforce planning. Teachers should not assume that an LEA itself can act as a sponsor. Instead, the individual school or MAT must be the licensed entity, and the Home Office will look to that organisation for compliance.

4. Networking with international teachers

Networking is often underestimated but can be highly effective. Teachers already working in the UK can share first-hand insight into which schools are supportive sponsors and which recruitment agencies are reliable. Online forums, LinkedIn groups and social media communities for international teachers regularly share live opportunities. Recruitment fairs focused on teaching can also provide direct access to schools that are actively looking to sponsor.

5. Government-supported teacher recruitment programmes

The UK government and its partners run targeted international recruitment schemes, particularly in shortage subject areas. Programmes may connect overseas teachers directly with schools that are willing to sponsor visas. Examples include:

• Department for Education International Recruitment Programme – supports schools hiring overseas teachers in maths, physics, chemistry and computing
• Now Teach – designed for professionals changing careers into teaching, some placements may involve sponsorship

Schools considering international recruitment should monitor government announcements, as funding streams and support programmes are periodically updated to reflect subject shortages and national workforce planning priorities.

For institutions, being visible to international candidates matters. Schools with a sponsor licence should ensure their status is clear in job adverts and that recruitment staff understand the Skilled Worker process. MATs may benefit from centralising international recruitment to ensure consistency across academies, while independent schools should consider how to highlight their willingness to sponsor in a competitive market for candidates.

Section F: Summary

Teacher sponsorship under the Skilled Worker visa provides UK schools with access to a global talent pool at a time when domestic recruitment challenges are acute. The system, however, demands more than simply issuing a job offer. Institutions must hold and maintain a sponsor licence, ensure compliance with strict Home Office requirements, and be able to demonstrate that every sponsored role meets the salary and skill thresholds in force.

For multi-academy trusts, the responsibilities extend across all schools, with a single licence covering the entire group but also exposing the trust to risk if compliance falters in one academy. Independent schools have more autonomy over pay and conditions but must still benchmark against Skilled Worker thresholds and ensure their recruitment systems withstand scrutiny. Local education authorities cannot sponsor teachers directly but play a role in supporting schools in their areas with advice and coordination.
For teachers, sponsorship opens the door to long-term career opportunities in the UK and a potential route to settlement. Yet the process is tied to strict conditions, including proving English language ability and remaining in sponsored employment on a qualifying salary.

Losing a sponsor licence is disruptive for both schools and teachers, with visas curtailed and recruitment pipelines cut off. Compliance must therefore be a daily priority. For institutions prepared to invest in robust systems and professional advice, sponsorship can provide a sustainable way to meet staffing needs while ensuring full alignment with immigration law and Home Office expectations.

Section G: Need Assistance?

For specialist guidance on sponsoring teachers from overseas, or if you are a teacher with a UK-based job offer requiring visa application support, speak to our immigration specialists.

Section H: Teacher Visa Sponsorship in the UK FAQs

Do individual schools need their own sponsor licence to hire foreign teachers?

If a school is not part of a multi-academy trust (MAT) with a sponsor licence, it must apply for its own licence to legally employ teachers from overseas under the Skilled Worker visa route.

What is the minimum salary requirement for a sponsored teacher?

Teachers must be paid at least the Skilled Worker threshold of £25,000, but in practice they must also meet the national teachers’ pay scale. From 1 September 2025 the minimum qualified teacher salary is £32,916 outside London, with higher minima in Fringe, Outer and Inner London. The higher of these figures applies.

What are the English language requirements for a teacher applying for sponsorship?

Teachers must meet CEFR level B1. This can be shown by passing a Secure English Language Test (SELT), holding a degree taught in English that is recognised as equivalent to a UK degree, or being a national of a majority English-speaking country as listed by the Home Office. Irish nationals do not require sponsorship due to Common Travel Area rights.

Can a school lose its sponsor licence?

Yes. Schools can lose their licence due to non-compliance, such as failing to report absences or paying below required salary levels. If revoked, sponsored teachers’ visas will normally be curtailed, usually allowing up to 60 days to find a new sponsor or leave the UK.

How can I find UK schools that offer visa sponsorship?

Check the Home Office Register of Licensed Sponsors, review job boards such as TES and the Department for Education Teaching Vacancies site, and use agencies that place candidates with licensed schools. Networking with teachers already sponsored in the UK can also help identify supportive employers.

Can a teacher switch from a Student visa to a Skilled Worker visa?

Yes. Teachers can switch if they meet the job and salary requirements and obtain sponsorship from a licensed UK school or MAT.

What happens if a sponsored teacher leaves their job?

The school must notify the Home Office. The teacher’s visa will usually be curtailed, giving them up to 60 days to find a new sponsor, switch to another eligible visa, or leave the UK.

Do academy groups pay a single sponsor licence fee?

Yes. A multi-academy trust pays one sponsor licence fee, which covers all schools within the trust. The MAT is responsible for compliance across every school it includes in the licence.

Can a teacher apply for settlement under the Skilled Worker visa?

After five years of continuous lawful residence in the UK under the Skilled Worker route, teachers may be eligible to apply for Indefinite Leave to Remain (ILR) if they meet the salary and other eligibility requirements at the time of application.

Section I: Glossary

Section J: Additional resources and links