UK Student Visa Working Hours Guide

Students coming to the UK under the Student Visa route are subject to detailed restrictions on the type and amount of work they can undertake. These rules are strict and form part of the student’s immigration conditions. Employers hiring students must understand these limitations so they do not inadvertently allow unlawful working. At the same time, students need clarity to avoid breaching their visa conditions and affecting their future immigration prospects.

What this article is about:
This article is a comprehensive guide for employers and students on the rules governing working hours for Student Visa holders in the UK. It explains the permitted working hours during term-time, including how the Home Office defines a “week”, how vacation periods operate, what types of work are prohibited, and how employers must approach right to work compliance when hiring students. It also sets out post-study options and how work rights change once studies are completed. The aim is to provide a practical, detailed, and authoritative overview of working rights under UK immigration law.

The work conditions attached to the Student Visa are not uniform. They depend on the student’s level of study, the type of sponsoring institution, and the wording on the Confirmation of Acceptance for Studies (CAS). Employers cannot rely on assumptions. A student on a degree-level course may work up to 20 hours per week in term-time, whereas a student on a below-degree course may be limited to 10 hours. Some students have no permission to work at all.

Term-time working limits apply on a weekly basis. They are assessed by reference to each Monday–Sunday period, not averaged over a longer period. Even temporary breaches can constitute unlawful work, regardless of intent. Employers must apply the rules strictly. A student working two part-time jobs must ensure that the combined hours do not exceed their permitted limit. Zero-hours arrangements do not remove the employer’s responsibility to manage hours.

Vacation periods allow greater flexibility. Students at degree level or above may work full-time during vacations, provided the period qualifies as an official vacation defined by their sponsoring institution. Employers cannot declare a period to be a “vacation”; they must rely on the provider’s published schedule or written confirmation. Misunderstanding this point is a common cause of unlawful working.

Restrictions extend beyond the number of hours a student can work. Certain types of work are prohibited entirely, including self-employment, freelance work, gig-economy platform work, and employment as a professional sportsperson or professional entertainer. These rules apply even if the student stays within their hourly limit, and they apply throughout the life of the Student Visa, including after course completion unless and until the student switches into a route with broader work rights.

Right to work compliance is central. Employers must carry out prescribed checks, retain records, schedule repeat checks where permission is time-limited, and monitor hours to avoid civil penalties. Where the employer is a licensed sponsor, immigration compliance failings involving student workers can lead to licence action.

After completing their studies, students may be eligible for the Graduate Route, which provides unrestricted work rights for up to two or three years depending on qualification level. Others may switch into a work route such as the Skilled Worker visa. These transitions create compliance risks that employers must manage carefully, particularly around the point of course completion and the timing of new applications.

The legal distinction between “course completion” and graduation is also critical. Course completion occurs when the education provider confirms that the student has met all academic requirements; graduation ceremonies are purely ceremonial and have no immigration law effect. Employers should always work from the provider’s confirmation of course completion when assessing post-study work rights.

If managed correctly, Student Visa working arrangements can benefit both employers and students. However, the rules are technical and enforcement-focused. This guide explains those rules in depth so that employers and students can make informed, compliant decisions.

Section A: Understanding Student Visa Work Conditions

The working conditions attached to a Student Visa are determined by UK immigration law, the level and type of course the student is undertaking, and the nature of the sponsoring institution. These conditions are mandatory. Students cannot negotiate additional working rights with an employer, and employers must not rely on informal assurances from students about what they are allowed to do. This section sets out the core principles that determine when and how Student Visa holders may work.

1. What counts as ‘permitted work’

Under the Immigration Rules, “work” covers any activity undertaken in return for payment or where a benefit is provided, including unpaid work that amounts to genuine employment. It includes part-time employment, casual work, internships, and some volunteering arrangements if they resemble employment. The rules on permitted work do not depend on contractual labels. If the activity looks like work, UK Visas and Immigration (UKVI) will treat it as such.

The starting point for determining permitted work is the Confirmation of Acceptance for Studies (CAS). The CAS states the course level and confirms whether the sponsoring institution is recognised by UKVI as a higher education provider. Students may work only if the conditions of their leave explicitly allow it. If the visa vignette or Biometric Residence Permit (BRP) states “No Work” or “Work prohibited”, the student cannot undertake any work regardless of course level.

The student’s permission will normally specify that work is allowed subject to limits during term-time. Employers must read and understand those limits in conjunction with Home Office guidance and the provider’s academic calendar.

2. When students can work during term-time

Most students who are permitted to work have strict weekly limits during term-time. For degree-level and above courses at a recognised higher education provider, the limit is 20 hours per week. For courses below degree level, it is typically 10 hours per week. These limits apply to all work across all employers combined.

The Home Office assesses these limits by reference to a fixed “week” running from Monday to Sunday. Students cannot average their hours over a month or term, nor can they compensate for extra hours one week by working fewer hours the next. Any week in which the limit is exceeded will amount to unlawful work.

The working limit applies only during term-time. Term-time is defined by the sponsoring institution’s official academic calendar. Employers cannot rely on assumptions about when terms begin or end. Students must confirm the timetable, and employers may request written evidence. In some cases, official vacation periods differ between students on different programmes within the same institution.

For postgraduate students, particularly those on research-based programmes such as PhDs, term-time can be less clearly defined. Many postgraduate research students are treated as being in continuous term-time unless the institution has an official vacation schedule. Writing-up periods, dissertation stages and independent research phases are usually still term-time unless the provider confirms otherwise in clear terms. In these cases, the student may have no full-time work entitlement during the year and must remain within the normal weekly limits throughout.

3. Vacation periods and full-time work rights

Vacation periods provide significantly greater flexibility. Students studying at degree level or above at a recognised higher education provider may work full-time during official vacations. They may also work full-time after completing their course requirements until their Student Visa expires, provided the course is completed as defined by the institution and subject to the specific Student Visa prohibitions on certain types of work.

A vacation period must be an official break as set by the institution. Employers should avoid relying solely on a student’s verbal confirmation. Timetables, academic calendars, and written confirmation from the provider are acceptable evidence. Short gaps between modules, periods of personal study, dissertation writing or thesis preparation do not automatically qualify as vacations and are normally treated as term-time.

Students on below-degree courses may also work full-time during official vacations, but their permitted weekly hours during term-time will remain more restrictive.

The end of course period is often misunderstood. Once a student has officially completed all academic requirements, the period leading up to visa expiry is not term-time. In this post-completion stage, the student may usually work full-time until either the end of their visa or the date an application is made to switch into another category. However, they are still subject to Student Visa prohibitions during this period, including the ban on self-employment and restrictions on taking up permanent full-time roles until new immigration permission with broader work rights is granted.

Section A Summary

Student Visa working rights depend largely on the level of the course and the type of sponsoring institution. Degree-level students may work up to 20 hours per week in term-time and full-time during official vacations, while those on below-degree courses are generally limited to 10 hours per week. Weekly limits apply per Monday–Sunday week and cannot be averaged. Vacation periods and post-completion stages must be confirmed through the institution and cannot be assumed, and postgraduate research students will often be in continuous term-time. These rules apply across all employment and must be monitored closely to ensure compliance.

Section B: Employer Compliance When Hiring Student Visa Holders

Employers hiring Student Visa holders must approach compliance carefully. Although students are not sponsored workers, employing them still carries legal obligations. The employer must confirm the individual’s right to work, understand the limits of their permission, and take reasonable steps to ensure those limits are not breached. Failures in this area can result in civil penalties and reputational harm, and for sponsor licence holders there is additional regulatory risk.

1. Right to work checks for Student Visa employees

Before employing a Student Visa holder, employers must conduct a valid right to work check. This usually involves using the Home Office’s online right to work service with a share code provided by the student. The employer must check the photograph matches the individual and confirm the conditions attached to their visa, including whether work is allowed and any restrictions such as “limited hours during term-time”.

Employers must keep a clear copy of the online verification outcome or a dated printout. If the student holds a physical BRP, which is less common now but still possible, the employer must take a copy of the front and back of the card, ensuring the wording about permitted work is captured.

It is not enough to check merely the existence of work permission. The employer must understand what the Student Visa holder is allowed to do. If the online right to work check states that the student can “work restricted hours”, the employer must verify what those restrictions are and manage the employment accordingly. Employers must also schedule a repeat right to work check before the expiry of any time-limited permission displayed on the online check, to ensure lawful ongoing employment.

2. Monitoring working hours

Employers must take reasonable steps to ensure that Student Visa holders do not exceed their permitted working hours. UKVI expects employers to have appropriate systems to monitor hours worked on a weekly basis. This is particularly important for employers operating zero-hours contracts, shift-based work, or seasonal roles.

Working limits apply per Monday–Sunday week, not averaged over a longer period. If a student works more than their permitted hours in any week, this is unlawful work even if the overall monthly hours appear balanced. Employers must avoid rostering practices that inadvertently encourage breaches, such as offering extended shifts during busy periods without tracking accumulated hours.

Another complexity arises where the student has more than one job. The student must ensure the combined weekly hours across all employers remain within the legal limit. Although the primary responsibility rests with the student, UKVI expects employers to take reasonable measures to confirm that additional jobs will not cause a breach. This may include asking the student to declare other employment and to confirm that their total working hours remain within the permitted limit.

If an employer becomes aware of a potential breach, they must take corrective action immediately. Continuing to employ a student who is working in excess of their permitted hours exposes the employer to civil penalties and, for sponsors, possible licence action. Employers must also recognise that a Student Visa holder is not permitted to undertake “supplementary employment” in the same way a sponsored Skilled Worker can. Supplementary work rules do not apply to students and should not be relied upon.

3. Consequences of non-compliance

If a Student Visa holder works more hours than permitted, both the student and employer face consequences. The student may be found to have breached their immigration conditions, which can lead to visa curtailment, refused future applications, or difficulty accessing post-study routes. The employer may receive a civil penalty of up to £20,000 per illegal worker if they have not conducted a compliant right to work check or have knowingly allowed unlawful work.

For employers holding a sponsor licence, the risks are higher. UKVI expects sponsors to uphold strong compliance standards across their workforce, not only for sponsored workers. Hiring students unlawfully can lead to a downgrading, suspension, or revocation of the sponsor licence, depending on the seriousness and frequency of the breaches.

Reputational impact is an additional factor. Naming and shaming of employers receiving civil penalties has become increasingly common, and investigations into illegal working can affect client relationships, recruitment, and investor confidence.

Section B Summary

Employers must ensure they carry out prescribed right to work checks, understand the specific working conditions of Student Visa holders, and implement systems to monitor weekly hours. Weekly limits apply per Monday–Sunday week and cannot be averaged. Employers must also carry out repeat checks before expiry of time-limited permission. Failure to comply with these duties can lead to serious consequences for both the student and the employer, including civil penalties and licence action. Clear processes and ongoing oversight are essential to manage this risk.

Section C: Restrictions and Prohibitions

The Student Visa route imposes clear restrictions on the type of work students can undertake. These restrictions apply regardless of whether the student stays within their permitted weekly hours. Employers must be familiar with these rules to avoid inadvertently authorising unlawful activities. Students often misunderstand the distinction between permitted working hours and prohibited types of work, which increases compliance risks.

1. Self-employment and contract-for-services restrictions

Student Visa holders are not permitted to be self-employed. This prohibition extends to any activity where the student is responsible for their own tax, invoices for work, or operates without being under a contract of employment. It also applies even if the earnings are small or irregular.

Freelance roles, consultancy work, and contract-for-services arrangements are generally classed as self-employment and are therefore prohibited. This includes roles through gig-economy platforms such as food delivery or ride-hailing services. Even if the platform treats the worker as self-employed or an independent contractor by default, the student cannot lawfully undertake this work.

Students must also avoid setting up or running a business, including online trading, partnerships, or limited companies. UKVI takes a broad view of business activity. For example, buying goods for resale online, monetising content as a creator, or receiving income from promotional activity may constitute self-employment.

A further distinction exists between volunteering and voluntary work. Volunteering is permitted, provided the student receives no payment and is not under contractual obligations. Voluntary work, however, is treated as work for immigration purposes and is therefore subject to weekly hour limits and role restrictions. Employers should assess the nature of any unpaid activity carefully.

2. Prohibited roles

In addition to restrictions on self-employment, several specific categories of work are prohibited under the Student Visa:

• Professional sportsperson — Students cannot work as a professional sportsperson, including coaching, playing, or participating at a level UKVI considers professional or semi-professional.
• Entertainer — Students cannot work as professional entertainers unless the role is part of an approved course placement. UKVI, not the employer or student, determines whether an activity qualifies as professional entertainment. Unpaid performances can still fall within this definition.
• Permanent full-time employment — Students cannot take up permanent full-time positions while on the Student Visa, including after course completion. Full-time work is permitted during vacations and after course completion only if the role is temporary, unless and until a new immigration route (such as the Graduate Route or Skilled Worker) that allows permanent work has been granted.
• Doctor or dentist in training — Students cannot be employed in posts requiring medical or dental training unless they are on a recognised foundation programme.

These prohibitions apply throughout the Student Visa period, including after course completion. Students must wait until their Graduate Route or Skilled Worker visa is formally granted before taking up roles that are permanent or that fall within otherwise prohibited categories.

3. Work placement and internships

Students may undertake work placements where the placement is an assessed and integral part of the course. However, there are limits on the duration of these placements. For most higher education students, the work placement component cannot exceed 50 percent of the total length of the course. Courses with mandatory professional placements, such as teacher training or certain clinical programmes, may exceed this threshold where required by professional or regulatory bodies.

Work placements must be arranged through the sponsoring institution and must be formally documented. Employers must ensure that any placement student is undertaking work consistent with the placement agreement. Students cannot exceed weekly term-time limits unless the placement is specifically exempt under the course structure.

Paid internships outside of a formal placement are classed as employment and must comply with the student’s permitted hours and restrictions. Employers should confirm whether the internship is course-related before offering full-time positions during academic periods.

Section C Summary

Student Visa holders face significant restrictions on the types of work they can undertake, including prohibitions on self-employment, freelance roles, professional sports, entertainment roles, and permanent full-time employment. Even if a student stays within their weekly hour limits, they can still breach their visa conditions by engaging in prohibited activities. Employers must assess roles carefully, particularly for placements, internships, or unpaid roles that may amount to voluntary work, to ensure complete compliance.

Section D: Post-Study Options Affecting Work Rights

Once a Student Visa holder completes their course, their work rights change. This period often causes confusion for employers and students because the definition of “course completion” is technical, and the rules governing post-study work differ depending on whether the student remains on the Student Visa or switches into another immigration route. Employers must understand these distinctions clearly to avoid unlawful working.

It is critical to emphasise that “course completion” occurs when the sponsoring institution confirms that the student has met all academic requirements. Graduation ceremonies have no legal relevance for immigration purposes. All work-right assessments must therefore be based on the provider’s confirmation of completion, not the date of graduation.

1. Graduate Route work rights

The Graduate Route provides an option for eligible students who wish to remain in the UK to work after completing their studies. Once granted, the Graduate Route allows full-time, unrestricted work. This includes employment at any skill level, self-employment, voluntary work, and multiple jobs. There are no minimum salary requirements and no sponsorship duties for employers.

To apply, the student must have successfully completed an eligible UK degree with a licensed higher education provider with a track record of compliance. The application must be made from inside the UK before the Student Visa expires. Importantly, unrestricted work rights apply only once the Graduate Route is granted. While the application is pending, the student remains subject to Student Visa restrictions, including prohibitions on self-employment, professional sporting activity, entertainment work, and permanent full-time roles.

Employers must therefore check the student’s work conditions at each stage. A student awaiting a Graduate Route decision cannot assume or begin unrestricted work until they receive formal confirmation of their new immigration status.

2. Switching to other work routes

Many students switch directly into sponsored work routes, such as the Skilled Worker visa. In these cases, work rights after course completion depend on the interaction between Student Visa rules and the switching provisions in the Immigration Rules.

Once a student has completed their course, they may usually work full-time while awaiting a decision on their Skilled Worker application, provided the application is submitted before the Student Visa expires. However, during this period they remain subject to Student Visa prohibitions. This means they cannot:

• start the Skilled Worker role until the Skilled Worker visa is granted
• take up a permanent full-time role before the new visa is approved
• undertake self-employment or contract-for-services work
• engage in restricted roles such as professional sport or entertainment

This distinction is often misunderstood. A student may work full-time after course completion, but the nature of the role must still comply with Student Visa restrictions. Employers must structure roles carefully during the transition period and ensure that no Skilled Worker duties are undertaken until the Skilled Worker visa is formally granted.

This clarity is equally important for students considering other immigration categories, including Innovator Founder, Health and Care Worker, Temporary Worker routes, or family routes. Each route has distinct work rights, and students must ensure they understand which activities are permitted while their application is pending.

3. Avoiding overstaying or unlawful work during transition

The period between course completion and visa expiry is one of the highest-risk phases for unlawful working. Students must track three dates with precision:

• the official course completion date
• the expiry of their Student Visa
• the date a new application is submitted (if applicable)

If a student allows their visa to expire without submitting a valid in-time application, their right to work ends immediately. There is no grace period. Employers relying on the online right to work service must therefore diarise expiry dates and conduct follow-up checks in good time.

Employers and students must also avoid common misunderstandings:

• A student cannot start a permanent full-time job before their Graduate Route or Skilled Worker visa is granted.
• A pending Graduate Route application does not create unrestricted work rights.
• A student cannot continue working after visa expiry unless a valid new application was submitted before the expiry date.

Maintaining compliance during this transitional period requires accurate record keeping, diary systems, and clear communication between employers, students, and education providers. Misinterpreting these rules can lead to unlawful work, visa refusals, civil penalties, and sponsor licence risks.

Section D Summary

Post-study work rights depend on whether a student remains on the Student Visa, applies for the Graduate Route, or switches into another immigration category. Full-time work is usually permitted after course completion, but prohibited activities remain off limits until new immigration permission is granted. Employers must understand the differences between course completion, visa expiry, and application timing to avoid unlawful working. Accurate monitoring and strong processes are essential throughout this high-risk transition period.

FAQs

This section addresses the most common questions from employers and students about working hours under the Student Visa route. Each answer reflects current UK immigration law and Home Office guidance, providing practical clarity for real workplace situations.

How many hours can a Student Visa holder work during term-time?

The standard limit is 20 hours per week for students on degree-level courses at licensed higher education providers. Students on below-degree courses are usually limited to 10 hours per week. These limits apply to all work combined across all employers and are assessed per Monday–Sunday week. They cannot be averaged over multiple weeks.

Can a Student Visa holder work two jobs at the same time?

Yes, provided the total combined hours across all jobs do not exceed the weekly limit. The student must manage their hours carefully, and employers should take reasonable steps to confirm that secondary employment will not lead to a breach.

Can an employer rely on a timetable to confirm vacation periods?

No. A timetable alone is insufficient. Employers should rely on the sponsoring institution’s published academic calendar or written confirmation from the institution. Only officially designated vacation periods allow full-time work.

Is dissertation writing classed as a vacation?

No. Dissertation writing, thesis preparation, or independent study periods are usually considered term-time unless the sponsoring institution explicitly confirms otherwise. Term-time hour limits will continue to apply during these periods.

What happens if a student works more than their permitted hours?

Any week in which the student exceeds their permitted hours constitutes unlawful work. The student may face visa curtailment or difficulty securing future visas. Employers risk civil penalties and, if they are licensed sponsors, potential licence action.

Can Student Visa holders be self-employed or freelance?

No. Self-employment, contract-for-services arrangements, and gig-economy platform work are all prohibited. Students must work under employment contracts only.

Are PhD students exempt from working hour limits?

No. Most PhD students are treated as being in continuous term-time unless their institution publishes specific vacation periods. They cannot assume full-time work rights during writing-up stages unless confirmed by the institution.

Can a student work full-time once their course is finished?

Yes, once the sponsoring institution confirms course completion, a student may usually work full-time until their visa expires or until they submit a new visa application. However, all Student Visa restrictions still apply, including the prohibition on self-employment and on taking up permanent full-time roles until a Graduate Route or Skilled Worker visa is granted.

Does a pending Graduate Route application provide full-time work rights?

No. Students remain subject to Student Visa work conditions until the Graduate Route is granted. They cannot begin unrestricted work until they receive confirmation of their new status.

What evidence should employers keep?

Employers should keep a compliant right to work check (online share code check result or BRP copy), confirmation of the student’s work conditions, evidence of term dates or course completion, and diary reminders for follow-up checks. These records help demonstrate reasonable steps to prevent illegal working.

Conclusion

Understanding and applying the Student Visa working-hour rules is essential for both employers and students. The conditions attached to this visa route are strict, detailed, and heavily enforced. Breaches often occur not through deliberate misconduct but through misunderstandings about term-time definitions, the Monday–Sunday week structure, vacation periods, or prohibited work types. These misunderstandings, however, do not protect either party from legal consequences.

For employers, compliance depends on three pillars: conducting a valid right to work check (including diarising follow-up checks), understanding the specific work restrictions applicable to the student, and monitoring hours on a weekly basis. Failure to take reasonable steps can lead to civil penalties, reputational harm, and for sponsor licence holders, direct regulatory action. Systems and processes must therefore be robust enough to identify potential breaches before they occur.

For students, the rules require careful planning. Managing multiple jobs, understanding when full-time work is permitted, and avoiding prohibited activities such as self-employment are all part of maintaining lawful status. As students move towards course completion, the transition to post-study routes — whether the Graduate Route or a sponsored work visa — must be handled precisely to avoid periods of unlawful work or overstaying.

The distinction between course completion and graduation must also be understood. Employers should always rely on the institution’s confirmation of course completion when assessing work rights after study, not the date of any ceremonial graduation event.

The key to reducing risk is clarity. Employers and students who understand how term-time limits operate, how vacation periods are defined, and how post-study rights evolve are well placed to maintain compliance. With increased Home Office oversight of illegal working, particularly in sectors that commonly employ students, adherence to these rules is now more important than ever.

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