Tier 2 Visa: Skilled Worker Guide

Section A: Tier 2 Visa Replaced by Skilled Worker Visa

The Skilled Worker visa is the main UK work visa for overseas nationals who wish to work in the UK in eligible, skilled roles.

Replacing the former Tier 2 (General) visa, this route enables UK employers to recruit international talent to fill jobs that meet the necessary skill and salary thresholds. To qualify, applicants must have a confirmed job offer from a licensed sponsor and meet specific eligibility criteria. Sponsoring employers must also hold a valid sponsor licence and comply with a range of duties set by the Home Office.

The Tier 2 visa was the UK’s main work visa route for sponsored employment until December 2020. It was replaced by the Skilled Worker visa, introduced under the post-Brexit immigration system. The Skilled Worker route retained much of the structure of Tier 2 but introduced new salary and skill thresholds, wider eligible roles and a simplified sponsorship process.

Many employers and workers still refer to the old term because legacy Tier 2 permissions continue to exist and official materials, contracts or CoS records may still reference it. Understanding the transition from Tier 2 to Skilled Worker is important, as all new applications now fall under the Skilled Worker rules in Appendix Skilled Worker of the Immigration Rules.

For those who previously held Tier 2 status, there is no requirement to reapply solely due to the rebranding. Extension and settlement applications continue under Skilled Worker provisions, provided the worker still meets sponsorship, salary and residence requirements.

Section B: Skilled Worker Visa Overview (Former Tier 2)

The Skilled Worker visa is the main UK route for individuals sponsored by licensed employers to undertake eligible skilled roles. It sits within the points-based immigration system and is governed by Appendix Skilled Worker of the Immigration Rules. Applicants need to be sponsored by an approved organisation and meet a combination of criteria relating to skill, salary and English language ability.

Unlike the former Tier 2 route, the Skilled Worker visa now covers a broader range of occupations, includes clearer salary criteria and allows more flexibility in job changes and extensions. When the Skilled Worker route launched, the minimum skill level was reduced to RQF Level 3 and the annual cap and resident labour market test were abolished. From 22 July 2025, new sponsorship normally requires RQF 6 (graduate level), unless the job is on the Immigration Salary List or the Temporary Shortage List, or the worker falls under transitional provisions.

The visa can lead to settlement after five years’ continuous residence if eligibility requirements continue to be met. For employers, this route remains a central part of UK workforce planning, offering a lawful way to employ skilled overseas nationals where the role cannot be filled by a settled worker.

Section C: Eligibility Requirements

Eligibility under the Skilled Worker route rests on both the employer and the applicant meeting the rules in Appendix Skilled Worker. Sponsorship is the foundation. A UK employer with an active sponsor licence assigns a valid Certificate of Sponsorship confirming the role, occupation code, salary, start date and work location. Every entry on the certificate needs to mirror the job offer and contract because UKVI checks for consistency across the whole file.

The role has to be genuine and skilled to at least RQF Level 3. It needs to appear in the list of eligible occupation codes. Selection of the SOC code should be driven by day-to-day duties rather than job title. Where duties do not fit the code, caseworkers can refuse even if other criteria are met. Employers are expected to hold evidence on file that shows why the chosen code is appropriate, including a duty-by-duty match against the published description.

Salary is a core test. For new Certificates of Sponsorship assigned on or after 22 July 2025, the general floor is £41,700 or the full going rate for the occupation, whichever is higher. For many codes there is also a published hourly floor, which must be met alongside the annual figure. Reduced-rate options apply only where the worker meets the option criteria and the salary still reaches the required percentage of the going rate. Key floors now in force are £37,500 for certain PhD-related options, £33,400 for new entrants and other reduced-rate scenarios, and £31,300 and £28,200 within specific health and education pathways. Where a role appears on the Immigration Salary List, the pay level can be set at 80% of the usual minimum rate for the chosen option, subject to the relevant going-rate percentage. Going rates are based on a 37.5-hour week, so salaries for different patterns need to be pro-rated correctly. Only the first 48 hours per week count toward threshold calculations. Overtime, allowances and benefits in kind are generally excluded unless the rules state otherwise. For part-time or compressed hours, record the calculation method and keep clear evidence of contracted hours.

The English language requirement applies to all first-time Skilled Worker applications. Today the level is B1 CEFR. From 8 January 2026, the level rises to B2 CEFR for first-time applicants on this route. Workers extending on Skilled Worker permission granted before that date can continue to rely on the earlier standard, provided there has been no break in permission. Those switching into Skilled Worker for the first time on or after that date need to meet B2. English can be shown by an approved SELT, a UK degree, or an overseas degree taught in English verified by Ecctis. Nationals of majority English-speaking countries meet the requirement through nationality.

Financial readiness also forms part of eligibility. Unless the sponsor certifies maintenance on the CoS, the applicant needs to show at least £1,270 held for 28 consecutive days before application. Where family members apply as dependants, additional funds are required for each dependant. Statements should be recent and issued by a regulated institution. If maintenance is certified by the sponsor, ensure the correct box is ticked on the CoS and that internal policy allows for this commitment.

Suitability checks run alongside eligibility. For roles involving work with vulnerable groups, a criminal record certificate is required for countries where the applicant has lived for at least 12 months in the last ten years. UKVI will also check immigration history, previous compliance and claimed qualifications. If the role requires registration or permission to practise, evidence should be provided.

Sponsors are expected to complete eligibility due diligence before assigning a CoS. That means confirming the role meets the skill and salary rules, verifying qualifications and experience, and ensuring the proposed work locations match the certificate and the contract. Address details matter. Hybrid patterns should be reflected accurately with the primary worksite recorded. Any change after assignment needs prompt action on the Sponsor Management System where a report is required under sponsor duties.

For applicants, the application pack should present a coherent picture. Start date, salary, hours, duties and locations should align across the CoS, contract, payslips where relevant, and the online form. Even minor inconsistencies can trigger questions that slow or derail the decision. Keep originals or clear scans of all documents and ensure any translations meet the stated standards.

Section D: Salary Thresholds & Immigration Salary List

Salary is assessed against two tests that apply at the same time. First, the salary has to meet or exceed the route’s headline minimum for the relevant tradeable points option. Second, the salary has to meet the occupation’s full going rate for the stated hours. UKVI compares both and applies the higher outcome. For new Certificates of Sponsorship assigned on or after 22 July 2025, the standard floor is £41,700 a year or the occupation’s going rate, whichever is higher. The going rate tables are set on a 37.5 hour week, so any different pattern has to be pro rated and only the first 48 hours per week are counted toward threshold calculations. Overtime, allowances and benefits in kind do not normally count unless the rules for the role say otherwise.

Reduced-rate options remain available, but only where the worker meets the option criteria and the salary also reaches the required percentage of the going rate for the occupation. The updated floors now in force are £37,500 for certain PhD-related options and £33,400 for new entrants and other reduced-rate scenarios. Within specific health and education pathways there are lower floors of £31,300 and £28,200, again subject to the going-rate percentage rules for that option. Where the occupation has a published hourly component in the going rate tables, sponsors should check that both the annual and hourly figures are satisfied after pro rating for contracted hours.

If the occupation is on the Immigration Salary List, the minimum can be set at 80% of the route’s usual minimum for the chosen option, and the going-rate percentage still applies. This is not a blanket reduction against the going rate. The worker still needs to reach the applicable going-rate percentage for the occupation code. The ISL is updated by the Home Office and may change without advance warning. Sponsors should keep a dated copy of the live ISL used for each assignment and record how the 80% calculation and the going-rate percentage were met.

Going rates are occupation-specific and can vary significantly between codes. Selection of the SOC code has a direct impact on the minimum salary required. UKVI expects sponsors to choose the code by reference to day-to-day duties rather than job title and to retain a duty-by-duty mapping on file. Where a code has several sub-options with different salary profiles, the match should be explained in the file note and supported with the job description, org chart and any professional registration evidence if relevant.

Transitional provisions apply to some workers who held Skilled Worker permission under the pre-22 July 2025 rules and have maintained continuous permission since. Those cohorts can rely on specific transitional tables in Appendix Skilled Worker that preserve older thresholds for extensions and settlement, provided the continuity and route conditions are met. This is a narrow exception. New applicants and those who have a break in permission are assessed against the post-22 July 2025 framework.

Sponsors should document their salary methodology before assigning the CoS. That means setting out base pay, contracted hours, work pattern, location allowances if any, and the precise going-rate line used from the table. For part time or compressed hours, include the pro rating calculation and confirm that the hourly rate and the annualised figure both meet the required level. If the worker will have variable hours, the contract should state the guaranteed hours used for the calculation, since only those count. For multi-site roles, check whether a London weighting policy affects base pay and keep the policy on file.

For workers, the application should reflect the same numbers and hours as the CoS and the contract. Any rounding should be consistent across all documents. If pay will increase between assignment and start date, sponsors can state the higher figure on the CoS and hold the payroll approval as evidence. Where a salary relies on the ISL or a reduced-rate option, include a short cover note in the file with the tradeable option reference, the calculation and links to the live tables used on the date of assignment. This level of preparation reduces challenge at decision stage and during any licence audit.

Section E: Application Process

The Skilled Worker application is a staged process. The sponsor prepares the role and issues a Certificate of Sponsorship. The worker then applies for entry clearance from overseas or for permission to stay from within the UK where switching is allowed. Each stage is document led and UKVI checks for consistency across the certificate, contract and the online form. Process errors can invalidate an application, so timing and completeness matter from the outset.

1. Pre-assignment preparation

Sponsors should confirm the correct SOC code, the going rate line used and the tradeable option that applies. Record contracted hours and locations and check that the proposed salary meets the higher of the headline floor and the full going rate when pro rated to a 37.5 hour reference week. Confirm that English, finances and any professional registration or permission to practise can be evidenced. Where a tuberculosis certificate or Academic Technology Approval Scheme clearance is required for the worker’s circumstances, ensure this is in hand before moving to application stage.

2. Assigning the Certificate of Sponsorship

The sponsor assigns an electronic CoS through the Sponsor Management System. The certificate sets the start date, salary, hours, work addresses and any maintenance certification. The narrative box should explain the role and why the chosen SOC code fits the day to day duties. If the calculation relies on a reduced-rate option or the Immigration Salary List, set out the option and percentages used. Keep on file the job description, organisation chart, salary calculation and a dated print of any list or table relied upon. Once assigned, the CoS is valid for application for a limited window, so coordinate timing with the worker.

3. Online application and fees

The worker completes the Skilled Worker form online and pays the application fee and the Immigration Health Surcharge. As at today, the IHS is £1,035 per person per year at the standard rate and £776 per year for students, their dependants, Youth Mobility Scheme applicants and children under 18. The worker uploads evidence or attends a biometrics appointment depending on the route. Sponsors remain responsible for paying the Immigration Skills Charge where applicable and should factor this into budgets. The CoS reference is entered on the form and the information on the form should mirror the certificate and the contract to the letter.

4. Biometrics, identity verification and evidence

Applicants either enrol biometrics at a visa application centre or use the UK Immigration: ID Check app where eligible. Evidence typically includes passport, CoS, English language proof, financial evidence unless maintenance is certified, tuberculosis certificates where required and any criminal record certificates for roles involving vulnerable groups. Degree taught-in-English evidence should be supported by Ecctis confirmation unless the degree is UK-awarded. Translations need to meet the formal standards. For in-country applicants, ensure they hold valid permission at the date of application and that switching is permitted from the current route.

5. Processing times and priority services

Processing standards vary by location and capacity. Priority and super priority services are offered in many locations, subject to availability. Where the application triggers casework queries, timings can extend while UKVI seeks clarification or additional documents. Applicants should respond within the stated timeframe and keep all communication consistent with the information on the CoS. Sponsors should monitor applications that are time-sensitive, for example where current permission is close to expiry, and be ready to answer compliance questions about the role or salary calculation.

6. Decision, grant and digital status

Successful applicants receive a digital status and can access it through their UKVI account. Where a physical vignette is issued for entry, the worker travels and collects any follow-up document where directed, then switches to the digital record. Employers conduct a right to work check using the online service and the share code provided by the worker. The worker is tied to the sponsoring employer, the stated SOC code and the declared work locations. Changes that affect the sponsored terms can require reporting or a new application, so HR should keep sponsorship records and contracts aligned.

7. Start dates, section 3C and working while a decision is pending

From overseas, work should start only after entry with permission. In the UK, where a Skilled Worker applies to extend or change role with the same sponsor before current permission expires, section 3C leave extends their status while the application is pending. In those cases the individual can usually continue working in line with the current grant until a decision is made. If switching to a new sponsor, do not start the new role until new permission is granted, unless a specific concession applies. Keep clear audit notes explaining the legal basis for any continued working during a pending application.

8. Avoiding invalidity and common process errors

Invalid applications derail timelines. Typical causes include applying after a CoS has lapsed, failing to pay the correct fee or IHS, missing biometrics deadlines or applying from the wrong place. Substantive refusals often stem from inconsistencies between the CoS, contract and form, unsupported English evidence, salary set below the higher of the floor and going rate, or work addresses that do not reflect hybrid arrangements. Sponsors should keep a checklist that tracks every field from the CoS through to the application pack and the right to work check. Workers should retain copies of all submissions and appointment confirmations.

9. After arrival or grant

Onboarding should include a compliant right to work check, confirmation of contracted hours and locations, and induction on visa conditions such as supplementary work rules and changes that require reporting. HR should diarise key dates, including the visa expiry, any probation milestone that affects salary, and the five-year qualifying point for settlement where relevant. Where salary increases are scheduled, ensure the recorded salary and hours remain compliant at all times, especially if reduced-rate options or the Immigration Salary List were used.

10. Common Reasons for Refusal

Refusals under the Skilled Worker route almost always come down to errors, inconsistencies or incomplete evidence. UKVI caseworkers assess applications to the letter of the Immigration Rules and published guidance. Even minor mistakes can undermine credibility and lead to refusal, particularly where figures, dates or duties do not align across the form, the CoS and the supporting documents.

The SOC code drives both skill and salary assessment. A mismatch between the job description and the code is one of the leading causes of refusal. Caseworkers expect to see clear alignment between the day-to-day duties described on the CoS and those listed in the official occupation description. If a sponsor chooses a code purely because it carries a lower salary threshold or broader duties, it will usually fail. Employers should retain detailed records showing how the code was selected, including a duty-by-duty comparison, the internal approval note and the job description relied on.

Many refusals stem from salary errors. For CoS assigned on or after 22 July 2025, the salary has to meet at least £41,700 or the full going rate for the role, whichever is higher. Reduced-rate options only apply where every criterion is met and the correct percentage of the going rate is reached. ISL roles can be paid at 80% of the option minimum, but not below the going-rate percentage. Common mistakes include miscalculating pro-rated pay for part-time roles, including overtime or allowances that are not eligible, or relying on total remuneration rather than contracted base pay. Every salary figure has to be justified with working hours evidence and a clear calculation showing compliance on both annual and hourly tests.

UKVI cross-checks all data points across the application. Inconsistencies between the CoS, contract, offer letter, payslips, bank statements and online form are flagged immediately. A start date that differs by even one day or a salary stated differently on the CoS and the contract can cause refusal. Sponsors and applicants should review every document as a single pack before submission. For extensions and changes of employment, compare the new CoS to the previous one to ensure all carry-forward information remains consistent.

English language evidence is another frequent refusal point. For first-time applications before 8 January 2026, the minimum is B1 CEFR, increasing to B2 CEFR for new applicants from that date. Issues arise where the test provider is not on the approved list, the test has expired, or the degree evidence is not supported by Ecctis confirmation. Sponsors should verify English language results before assigning a CoS, as an ineligible certificate or unverified degree will cause the application to fail.

If the sponsor does not certify maintenance, the worker has to show funds of at least £1,270 held for 28 consecutive days. Refusals happen when balances drop below the threshold, statements do not cover the full period, or the account holder name is unclear. Each dependant has their own requirement, and the Home Office expects the funds to be personal and immediately accessible. Screenshots or online statements must show the bank’s name, account number and date. Sponsors should make sure that, where they choose to certify maintenance, the correct box is ticked on the CoS and that the organisation’s policy allows this commitment.

Applications become invalid if submitted after the CoS expiry, without the required fee or IHS payment, or outside permitted timeframes. A lapsed CoS cannot be revalidated, meaning a new certificate and payment of fresh sponsor fees are required. Applicants must also apply from the correct location; some apply in-country when only an entry clearance route is available. Employers should track expiry dates and deadlines through a central log and confirm that the application has been submitted and confirmed as valid before the current leave expires.

A sponsor under compliance investigation can trigger scrutiny of any pending or linked applications. If UKVI has concerns about whether the job is genuine or the business is trading, it may refuse on genuineness or suitability grounds. Sponsors should ensure their licence details, key personnel and record keeping meet Appendix D standards and that all SMS activity, such as CoS assignment and change reports, is up to date before new applications are made.

The work address field on the CoS must reflect the actual primary location. Where hybrid or multi-site working applies, the certificate should show the main site and note other regular work addresses in the additional information box. If the worker performs a significant proportion of duties at a client site, the client details should be disclosed. UKVI treats failure to declare these accurately as a compliance issue, and the worker’s application may be refused for providing false or misleading information.

Missing documents are a common and easily preventable problem. Caseworkers will not chase missing evidence if the rule requires the applicant to provide it at the outset. Each application should include a full set of documents in the correct format with consistent file names. If translations are provided, they need to meet the prescribed certification standard. Sponsors should maintain a mirror file for every sponsored worker containing the same documents that the applicant submits.

Employers should build a pre-submission check process that mirrors the Home Office’s own validation process. Review every detail on the CoS, double check salary against the relevant table for the date of assignment, and ensure all supporting evidence is ready before the application is filed. Workers should read their full application before submission and confirm that all figures match the certificate and the contract. Simple internal controls and document verification can prevent almost every common reason for refusal.

Section F: Switching, Extensions & Settlement

Switching, extending and settling all rely on the same foundations: the role must be eligible, the salary must meet the correct threshold and going rate for the hours, and sponsorship details must be exact. UKVI checks for continuity of permission and consistency across the CoS, the contract and the application record. Breaks in permission or salary dips below the required level jeopardise both the application and the long-term route to settlement.

1. Switching into Skilled Worker

Most routes can switch in-country if the applicant meets all Skilled Worker rules and was not last granted permission in a category that bars switching. Switching is not permitted from Visitor, Short-term Student, Parent of a Child Student, Seasonal Worker, or Domestic Worker in a Private Household, and not from permission granted outside the Rules or while on immigration bail. Those categories need to leave the UK and apply from overseas. Students can switch if they have completed the course they were sponsored to study, or if the start date is after course completion, or after 24 months of full-time PhD study, provided the Skilled Worker criteria are met. These points are confirmed in the published caseworker materials and sponsor guidance updated on 22 July 2025.

Care worker policy has route-specific constraints. Following the 22 July 2025 reforms, overseas recruitment for SOC 6135 and 6136 closed, with limited transitional switching and extension pathways for those already in the UK or holding permission before that date. Providers should check the current sponsor and NHS guidance before relying on an in-country switch for these roles.

2. Extensions and changes of employment

A Skilled Worker can extend from within the UK if they continue to meet the route requirements. The sponsor assigns a fresh CoS and the worker applies to extend or to change employer. A change of employer or a role that moves to a new occupation code requires a new application with a new CoS. The new job must meet the post-22 July 2025 salary framework unless a specific transitional option applies. UKVI guidance confirms that workers with current Skilled Worker permission can extend or change employer if the requirements are met, with section 3C protecting permission when a valid in-time application is made.

Salary checks at extension or change of employment are strict. For CoS assigned on or after 22 July 2025, the headline minimum is £41,700 or the full going rate for the code, whichever is higher, with reduced-rate floors for the published tradeable options and for specific health or education pathways. Going rates are set on a 37.5-hour week and only the first 48 hours per week count. ISL roles use 80 percent of the usual option minimum but still need the correct going-rate percentage. Sponsors should document the hours, the tradeable option and the calculation used for the CoS date. These figures and rules are set in the July 2025 updates to Appendix Skilled Worker and the going-rates table.

3. Time to settlement and continuous residence

Skilled Worker grants can be extended, provided the applicant remains eligible and their extension applications are successful. After five years of qualifying residence, a worker may apply for settlement (ILR). Continuous residence rules count absences on a rolling basis for absences that started on or after 11 April 2024, and the total must not exceed 180 days in any rolling 12-month period. Keep travel records and evidence of any permitted exceptions. The Home Office staff guidance issued on 29 July 2025 explains the rolling calculation and provides worked examples.

At ILR, UKVI usually requires £41,700 or the standard going rate, whichever is higher, with different rules for health/education, for ISL roles (£33,400 floor), and for transitional cohorts whose first CoS was before 4 April 2024. Only earnings from the sponsored job count and only up to 48 hours per week if paid hourly.

Settlement also requires the Life in the UK Test and knowledge of English at the settlement standard. The planned uplift of English to B2 CEFR from 8 January 2026 applies to first-time applicants to the visa route, not to ILR applications by workers who already hold Skilled Worker permission. Sponsors should still plan early for any staff who will need to switch into the route after that date.

4. Practical points

For switching, plan the timing of course completion, notice periods and start dates so the worker qualifies and the CoS remains valid through to decision. For extensions or changes of employment, align salary reviews and contracted hours with the new thresholds and going-rate lines that apply on the CoS assignment date, not the original grant. For settlement, run a pre-assessment at least six months out to check rolling absences, salary, job code continuity and supporting evidence. Where reliance is placed on ISL or transitional provisions, keep a dated copy of the table or rule in force at the time, with a short file note explaining the calculation. These steps reflect the live GOV.UK rules and July 2025 sponsor materials and reduce avoidable casework queries.

Section G: Skilled Worker Dependants

Dependants can accompany or join a Skilled Worker if they meet the family route rules for this category. The term covers a spouse or civil partner, an unmarried partner who has lived with the main applicant for at least two years, and children who qualify under the age and dependency rules. Permission is linked to the Skilled Worker’s grant. Applications are made online with supporting evidence that proves the relationship and, where relevant, financial readiness and tuberculosis clearance. Each dependant pays the application fee and the Immigration Health Surcharge at the applicable rate for the full length of the visa.

From 22 July 2025, new Skilled Worker grants in medium-skilled (RQF 3–5) roles under the ISL/TSL do not permit dependants, subject to limited transitional protections for workers already in route. Care worker rules remain separately restricted.

A partner qualifies where the relationship is genuine and subsisting and both parties intend to live together in the UK. Unmarried partners should show at least two years of cohabitation through consistent documentary evidence. Children qualify if they are under 18 on the date of application or already hold permission as a dependant and remain part of the household without forming an independent family unit. Shared custody, adoption and step-child scenarios require the correct legal documents and consent letters. A child born in the UK does not become British automatically. Parents should register the birth and make a dependant application or confirm eligibility for registration as a British citizen if the parent later becomes settled.

Each family member completes a separate online form. Evidence usually includes current passports, proof of relationship, and proof of address. Partners provide marriage or civil partnership certificates or cohabitation records for unmarried partners. Children’s applications include full birth certificates listing both parents and, where needed, consent from the non-applying parent and evidence that the child lives with the main applicant. Where tuberculosis screening applies, include a valid certificate. If relying on documents not in English or Welsh, provide compliant translations. Apply at the same time as the Skilled Worker where possible so grant periods align. If the main applicant already holds permission, dependants can apply to join them during the remaining validity.

Where the sponsor has not certified maintenance on the Certificate of Sponsorship, each dependant is required to show funds for a 28-day period in line with Appendix Finance at the date of application. Bank statements should be recent and from a regulated institution. The Immigration Health Surcharge is payable per person for each year of permission at the current rate, with the reduced rate applying to children under 18. Keep proof of payment and ensure the visa length in the form matches the Skilled Worker’s intended grant so that IHS is calculated correctly.

A partner granted as a Skilled Worker dependant can work in the UK in most roles, be self-employed and study without restriction, but cannot work as a professional sportsperson or sports coach. Children can study at state or independent schools and progress to college or university in line with the conditions of stay. Dependants hold their own permission, so they complete right to work checks with the employer using a share code and eVisa. Any change in circumstances that affects eligibility, such as a relationship breakdown or a child forming an independent household, needs to be dealt with promptly by taking advice and, where required, making a fresh application under the correct route.

Dependants normally extend in line with the Skilled Worker so that all family members share the same end date. If the Skilled Worker changes employer or role and a new application is required, dependants do not need to reapply at the same time if their permission remains valid, although many families choose to realign expiry dates at the next extension. Keep track of expiry dates and book applications well in advance, especially where biometrics appointments are limited in the local area. If the Skilled Worker leaves sponsored employment or their application is refused, dependant permission is affected. Families should take advice early where employment changes are anticipated so there is time to maintain lawful status.

Partners and qualifying children can apply for settlement after five years with continuous permission as dependants of the Skilled Worker, provided the family relationship still qualifies on the date of decision and other route rules are met. Partners need to meet the knowledge of language and Life in the UK test requirements unless exempt. Children are not required to meet that test. Where a child turns 18 during the qualifying period, they can continue on the dependant pathway if they remain part of the household and do not form an independent family unit. Plan settlement timing so that the family applies together wherever possible and collect evidence over time rather than trying to assemble it at the end.

Section H: Employer Sponsorship Duties

Holding a sponsor licence brings ongoing legal and compliance duties. The Home Office expects sponsors to act as gatekeepers of the immigration system by ensuring that only genuine, eligible workers are sponsored and that all sponsorship activity remains accurate and up to date. These obligations continue for as long as the licence is active, not just when a Certificate of Sponsorship is issued. Non-compliance can lead to enforcement action including suspension, downgrading, or revocation of the licence, and can also affect pending and future visa applications.

1. Reporting duties

Sponsors are required to report certain events through the Sponsor Management System within specific timeframes. These include changes to a worker’s job title, duties, work location, hours, salary, or start date; cessation of employment; changes in sponsor details such as address, ownership, or key personnel; and issues that might affect the sponsor’s compliance, such as a merger, acquisition, or insolvency event. Reports should be complete, factual, and supported by evidence where relevant. Sponsors should maintain a central reporting log that records when and by whom each report was made, in case of audit.

2. Record-keeping duties

Under Appendix D, sponsors have to keep prescribed records for each sponsored worker and for the organisation itself. This includes copies of the worker’s passport, right to work evidence, employment contract, pay records, job description, and up-to-date contact details. Records must show that the role meets the required skill and salary levels, with evidence of how the SOC code was chosen and how the salary calculation was performed. All documents can be stored electronically but need to be accessible immediately on request. Keeping digital copies with clear file names and date stamps ensures that compliance officers can verify data quickly during an inspection.

3. Monitoring and management of sponsored workers

Employers are expected to monitor attendance and conduct and to identify unauthorised absences or breaches of visa conditions. If a worker is absent from work for more than ten consecutive working days without permission, this should be reported through the SMS. HR teams should maintain communication lines with managers so that absences are flagged early. If an employee resigns or is dismissed, the end date and final payment details should be recorded and reported within ten working days. Sponsors also need to prevent unauthorised supplementary work outside the conditions of the visa.

4. Licence management and key personnel

Each sponsor licence has nominated key personnel: an Authorising Officer, Key Contact, and at least one Level 1 User. These roles carry personal responsibility for compliance. Changes in personnel must be reported promptly, and every Level 1 or Level 2 User should complete regular SMS training. Sponsors should perform an internal audit at least once a year to check access rights, password security, and the accuracy of contact details held by UKVI. It is good practice to have at least two Level 1 Users to cover absences or staff turnover.

5. Genuine employment and ongoing eligibility

Sponsors have to ensure that each sponsored role continues to exist and remains genuine. The worker should be carrying out the duties described in the CoS and the employment contract. If the nature of the job changes, or the worker is promoted into a new occupation code, a new CoS and application may be required. Roles that are downgraded, outsourced, or moved entirely to client sites without the sponsor retaining full oversight can trigger Home Office concern. Sponsors should keep organisational charts and job descriptions updated and be ready to demonstrate that the business remains trading and capable of meeting its sponsorship obligations.

6. Compliance visits and audits

The Home Office conducts both announced and unannounced compliance visits to verify that sponsor duties are being met. Officers may review HR systems, interview sponsored workers, and inspect right to work records and payroll data. Sponsors should have an audit pack ready, containing copies of the licence details, Appendix D records, CoS reports, and evidence of attendance monitoring. During visits, ensure that authorised staff are available and familiar with the duties. Immediate or follow-up action plans may be issued if weaknesses are found.

7. Consequences of non-compliance

Where a sponsor fails to meet its duties, UKVI can downgrade the licence from A-rating to B-rating, suspend the licence pending investigation, or revoke it entirely. Revocation ends all sponsored workers’ permission, usually with 60 days to find a new sponsor or leave the UK. Penalties can also affect future applications by connected entities. Employers under investigation may find CoS allocation paused or new applications delayed. Maintaining full compliance records and conducting internal reviews before audits help protect the licence and demonstrate responsible management.

8. Practical steps to maintain compliance

Effective compliance management is achieved through structure and documentation. Sponsors should establish a compliance calendar with alerts for reporting deadlines, visa expiries, salary reviews, and key personnel checks. Train HR staff to understand what changes need reporting and ensure all data entered in the SMS matches employment records exactly. Keep salary calculations on file and verify that pay slips align with the figures on the CoS. Where hybrid or multi-site work applies, ensure all addresses are reflected accurately. A clean, well-documented compliance system reassures the Home Office that the sponsor takes its responsibilities seriously and reduces the risk of enforcement action.

Section I: Alternatives to the Skilled Worker Route

While the Skilled Worker visa is the main sponsored work route, it is not the only option. Employers and applicants should consider alternative categories where the Skilled Worker rules do not fit the nature or duration of the role. Each route has its own eligibility tests, permissions and limitations, and selecting the right one at the outset can avoid wasted cost, processing delays and compliance risks.

1. Health and Care Worker visa

The Health and Care Worker route is part of the Skilled Worker visa for eligible health professions and certain social care roles. From 22 July 2025, care worker and senior care worker roles (SOC 6135/6136) are closed to new applications, with limited transitional protections for existing permission holders. The route continues for other eligible health occupations and remains exempt from the Immigration Health Surcharge. The role must appear under one of the designated SOC codes and meet all sponsorship and salary requirements specific to this category. This route is primarily for clinical and direct care positions rather than general support or administrative functions. Employers should check the live code list and ensure the job genuinely falls within scope before assigning a CoS.

2. Global Business Mobility routes

The GBM routes cover temporary assignments within multinational groups or under international service arrangements. The main subcategories are Senior or Specialist Worker, Graduate Trainee, UK Expansion Worker, Service Supplier and Secondment Worker. These routes are suitable for transfers or short-term placements rather than long-term UK employment, as they do not lead directly to settlement. Salaries and eligibility thresholds vary by sub-route, with minimums tied to each scheme’s specific rules. Sponsors must hold a Global Business Mobility licence and issue the correct CoS type. Employers should assess whether the UK activity genuinely meets the definition of a transfer, secondment or service contract delivery, as Home Office scrutiny is high for these categories.

3. Scale-up visa

The Scale-up visa allows eligible, fast-growing UK businesses to employ skilled staff in roles equivalent to RQF Level 6 or above. The sponsor only needs to hold a Scale-up licence for the first six months of employment, after which the worker can continue under an unsponsored arrangement. The route can lead to settlement after five years, provided continuous residence and income conditions are met. Scale-up is often used by smaller or high-growth firms seeking flexibility once sponsorship oversight is no longer required.

4. Graduate visa

Under the Graduate route, international students who completed a UK degree at a licensed education provider can remain in the UK for up to two years (18 months from January 2027) or three years for PhD holders, to work or look for work. The route is unsponsored and has no salary or skill restrictions, making it an attractive short-term option for graduates seeking experience before progressing to a sponsored route. However, it does not count towards settlement and cannot be extended. Many employers use the Graduate route as a bridge to sponsorship once the graduate secures a qualifying role and both parties are ready to commit to long-term employment.

5. Temporary Worker routes

Under the Temporary Worker category, subroutes such as Government Authorised Exchange, Creative Worker and Seasonal Worker allow short-term employment or project-based assignments. These routes require sponsorship but are limited in duration and usually exclude settlement rights. The Creative Worker visa is commonly used in performing arts, film and entertainment, while the Government Authorised Exchange covers internships and training schemes. Salary levels are generally lower than those for Skilled Worker sponsorship, but each route has strict eligibility parameters and end dates that must be observed.

6. Innovator Founder visa

For entrepreneurs seeking to start and run their own business in the UK, the Innovator Founder visa provides an alternative to employment-based sponsorship. Applicants need endorsement from an approved endorsing body confirming the business idea is innovative, viable and scalable. There is no minimum investment requirement, but applicants need to work full time on their endorsed business. The route can lead to settlement after three years if the business meets the success criteria. Employers should consider this route for senior personnel or founders involved in establishing UK entities rather than standard employment.

7. Youth Mobility Scheme and High Potential Individual

The Youth Mobility Scheme offers nationals from participating countries aged 18 to 30 (or 35 for some partners) the opportunity to live and work in the UK for up to two years without sponsorship. It is a flexible, unsponsored route but cannot be extended or lead to settlement. The High Potential Individual visa targets graduates from top global universities and allows two or three years of unsponsored work. Both routes provide short-term solutions for employers needing flexibility without the administrative burden of sponsorship, but longer-term workforce planning should transition those workers to a sponsored or settlement-eligible route before expiry.

8. Choosing the right route

The best route depends on the worker’s purpose in the UK, the role type, duration and the employer’s sponsorship capacity. Employers should weigh each option against factors such as route duration, salary levels, settlement potential and administrative overhead. A role that appears unsuited to the Skilled Worker framework might qualify under Global Business Mobility or a temporary scheme, while founders or executives may find the Innovator Founder route a better fit. Reviewing these options early in recruitment prevents compliance risks and ensures a sustainable workforce strategy that aligns with current and future Home Office policy changes.

Section J: Summary

The Tier 2 visa is now long closed. Its replacement, the Skilled Worker route, is being reformed and the direction is tighter eligibility, higher salary benchmarks and closer scrutiny of sponsors. It can be commercially powerful to hire under the Skilled Worker, but only where the sponsor system, documents and timing are set up with care. Take advice before you commit.

Section K: Need Assistance?

If you are recruiting under the Skilled Worker route or preparing an application, tailored advice saves time and reduces risk. We advise employers on sponsor licences, salary calculations and CoS wording, and we guide applicants on eligibility, evidence and timing. Contact our UK immigration specialists for advice on any aspect of your UK work visa application, such as under the Skilled Worker visa route.

Section L: FAQs

What replaced the Tier 2 visa?

The Tier 2 (General) visa was replaced in December 2020 by the Skilled Worker visa under the UK’s points-based immigration system. All new sponsored work applications now fall under the Skilled Worker route.

Can I still apply for a Tier 2 visa?

The Tier 2 visa category is closed to new applications. Existing Tier 2 visa holders extend, switch or settle under the Skilled Worker rules provided their sponsorship and job details remain compliant.

What is the current Skilled Worker salary threshold?

For new Certificates of Sponsorship assigned on or after 22 July 2025, the general threshold is £41,700 or the full going rate for the occupation, whichever is higher. Reduced-rate options apply only to specific categories meeting set criteria.

When does the new English language level take effect?

The English requirement for first-time Skilled Worker applicants increases from B1 to B2 CEFR on 8 January 2026. Those already holding Skilled Worker permission before that date remain under the previous B1 level unless switching into the route for the first time afterwards.

Can dependants work in the UK?

Skilled Worker dependants can work and study without restriction, except as a professional sportsperson or coach. They apply separately but their permission usually matches the main visa holder’s end date.

How long does a Skilled Worker visa last?

Grants are usually up to five years and can be extended. After five continuous years in the route, the worker can apply for settlement if salary and residence requirements are met.

Can I change employer while on a Skilled Worker visa?

Yes, but a new CoS and visa application are required. The new employer must hold a sponsor licence and meet the current salary and skill rules at the date of CoS assignment.

Do I have to pay the Immigration Health Surcharge?

The IHS is currently £1,035 per person per year, or £776 for children under 18, students and Youth Mobility Scheme applicants. Health and Care Worker visa holders are exempt.

Does the Skilled Worker visa lead to settlement?

After five years of continuous residence in the route, applicants can apply for Indefinite Leave to Remain, subject to salary, residence and language requirements.

Can I switch from a Student visa to Skilled Worker?

Yes, if the course has been completed or if you have completed 24 months of a PhD programme and the Skilled Worker criteria are met. The job must meet the current salary and skill thresholds, and you need a CoS from a licensed sponsor.

Section M: Glossary

Section N: Additional Resources & Links