The Skilled Worker visa is the UK’s primary immigration route for overseas nationals who have a confirmed job offer with a licensed UK sponsor. It replaced the Tier 2 (General) visa in December 2020 and is now the main pathway through which UK businesses recruit international talent to fill skilled roles.
What this article is about: This guide explains the Skilled Worker visa in detail from an employer’s perspective. It covers eligibility requirements, salary thresholds, sponsorship duties, application processes, dependants, settlement options and long-term compliance responsibilities. It is designed for HR directors, business owners and senior managers who need to understand both the opportunities and obligations that come with hiring under this route.
For employers, the Skilled Worker visa is a critical tool in addressing skills shortages across multiple sectors, particularly where UK labour supply is limited. However, it comes with significant legal responsibilities. Sponsorship duties, right to work checks, salary thresholds and compliance with Home Office rules all carry legal and financial risk if mismanaged.
The visa also plays a central role in long-term workforce planning. Employees on this route can progress to settlement (Indefinite Leave to Remain) and eventually British citizenship, creating stability for both employer and employee. Understanding the rules in full is therefore not only about compliance, but also about shaping sustainable recruitment strategies.
Section A: Skilled Worker Visa Eligibility
For an overseas national to qualify under the Skilled Worker route, several core requirements must be satisfied. These relate to the role on offer, the sponsoring employer, and the individual’s circumstances. Employers must be clear on each of these criteria before issuing a Certificate of Sponsorship, as failure to comply risks refusal of the visa application and potential sponsor licence action.
1. Eligible job roles and shortage occupations
Only certain roles can be sponsored under the Skilled Worker visa. These are set out in the Immigration Rules Appendix Skilled Occupations. The role must be eligible by Standard Occupational Classification (SOC) code and meet the minimum skill level requirement.
Certain roles were historically classed as shortage occupations, but since April 2024 the Shortage Occupation List has been replaced with the Immigration Salary List (ISL). The ISL contains roles eligible for lower salary thresholds. Employers should therefore check the ISL when assessing eligibility.
2. Salary thresholds
Salary thresholds are central to Skilled Worker eligibility. As of 22 July 2025, the following minimum salary levels apply:
- General threshold: £41,700
- Discounted threshold: £33,400 (for new entrants and ISL roles)
- Transitional threshold: £31,300 (applies to workers sponsored before the July 2025 increase, when extending or changing roles)
- Health & Care roles: £25,000
Employers must ensure that the salary offered meets or exceeds both the general threshold and the “going rate” for the specific role, unless an exception applies. These figures are updated periodically, and employers must apply the rules in force at the time of application.
3. English language and financial requirements
Applicants must meet an English language requirement, either by nationality, degree taught in English, or by passing an approved Secure English Language Test. This requirement is mandatory and cannot be waived by the employer.
In most cases, applicants must also show they have sufficient personal savings to support themselves unless the sponsoring employer certifies maintenance on the Certificate of Sponsorship. Employers who certify maintenance take on additional responsibility and should ensure they can meet this obligation if required.
4. Criminal record and suitability checks
For roles in health, social care, education, and other sensitive sectors, applicants must provide a criminal record certificate from any country they have lived in for 12 months or more in the last 10 years. The Home Office will also conduct general suitability checks to ensure applicants do not fall for refusal on grounds such as previous immigration breaches or criminality.
Section Summary
Eligibility for the Skilled Worker visa depends on the combination of role, salary, English language ability, financial stability, and character checks. Employers must review these requirements thoroughly before sponsoring a worker, ensuring the job meets the criteria and the applicant is capable of satisfying all mandatory conditions. Careful eligibility assessment at the outset reduces the risk of refused applications and protects the employer’s sponsor licence.
Section B: Employer Sponsorship Duties
Employers play a central role in the Skilled Worker visa process. Only organisations with a valid sponsor licence can issue Certificates of Sponsorship (CoS) to prospective Skilled Workers. This responsibility comes with significant compliance obligations, and failure to meet them can result in fines, licence suspension, or revocation.
1. Sponsor licence requirements for employers
Any UK business that wishes to hire a Skilled Worker must first obtain a sponsor licence from the Home Office. To qualify, the business must:
- Be a genuine and trading UK entity
- Have appropriate HR systems and processes in place
- Show that the roles it seeks to fill are eligible under the Skilled Worker route
- Nominate “key personnel” to manage the sponsor duties via the Sponsor Management System (SMS)
The application process requires submission of documentary evidence to prove the business is genuine and capable of meeting its sponsor obligations.
2. Certificate of Sponsorship (CoS) process
Once a licence is granted, the employer can assign a CoS to an eligible migrant worker. The CoS is an electronic document that confirms the role details, salary, and other relevant information. It must be issued accurately, as errors or misstatements can lead to refusal of the visa application or Home Office sanctions.
Employers must ensure that each CoS issued is supported by genuine recruitment needs. The Home Office can investigate if they suspect that CoS allocations are being misused.
3. Ongoing compliance and record-keeping duties
Holding a sponsor licence is an ongoing responsibility. Employers must:
- Keep accurate records of sponsored employees (including contracts, pay records, contact details)
- Report specified changes in circumstances through the SMS within strict deadlines (for example, if a sponsored worker changes job title or leaves employment)
- Conduct right to work checks before employment starts and at key points thereafter
- Ensure sponsored workers are paid and employed in line with the conditions of their visa
These requirements are non-negotiable, and breaches can attract penalties or enforcement action.
4. Home Office audits and enforcement risks
The Home Office regularly conducts compliance visits, both announced and unannounced, to check whether sponsors are meeting their obligations. Non-compliance can lead to licence downgrades, suspensions, or revocations, with immediate impact on the business’s ability to sponsor new or existing workers.
Senior HR managers and business owners should therefore treat sponsorship duties as a key compliance function. Best practice includes regular internal audits, training for HR teams, and clear processes for monitoring ongoing compliance.
Section Summary
Employers are the gatekeepers of the Skilled Worker visa system. A valid sponsor licence, accurate CoS issuance, and strict compliance with reporting and record-keeping rules are mandatory. Treating these duties with diligence is essential to protect the business from enforcement action and to maintain access to the global talent pool.
Section C: Application Process for Skilled Worker Visa
Once an employer has secured a sponsor licence and issued a Certificate of Sponsorship (CoS), the responsibility shifts to the applicant to complete their Skilled Worker visa application. However, employers should understand the process in detail to support their recruits, manage timelines effectively, and anticipate potential compliance issues.
1. Step-by-step application process for employees
The Skilled Worker visa application is made online through the GOV.UK portal. The general process is:
- The employer assigns a CoS to the prospective worker.
- The worker completes an online visa application form, entering the CoS reference number.
- The applicant pays the application fee and Immigration Health Surcharge (IHS).
- Supporting documents are uploaded or presented at a visa application centre.
- Biometric enrolment (fingerprints and photograph) takes place.
- The Home Office processes the application and issues a decision.
Employers should ensure that their new hire has all necessary documentation ready and that the CoS details exactly match the job offer.
2. Supporting documentation requirements
Applicants typically need to provide:
- A valid passport or travel document
- Certificate of Sponsorship reference number
- Evidence of English language proficiency
- Criminal record certificate (for certain sectors)
- TB test results (if applying from a listed country)
- Proof of personal savings, unless the sponsor certifies maintenance
Employers may be asked to provide additional evidence if the Home Office has concerns about the genuineness of the role.
3. Visa fees, Immigration Health Surcharge and priority services
Visa fees vary depending on the role and duration of the sponsorship. As of 2025:
- Standard Skilled Worker visa fee: typically £719 for up to 3 years, £1,420 for more than 3 years
- Reduced ISL role fee: £551 for up to 3 years, £1,084 for more than 3 years
- Immigration Health Surcharge (IHS): £1,035 per year of leave, payable upfront
Optional priority services are available for an additional fee, allowing for faster processing of applications. Employers may choose to cover these costs for their recruits as part of an employment package.
4. Typical processing times after biometrics
Most applications submitted from outside the UK are decided within 3 weeks after biometrics are provided. In-country applications to switch or extend are usually processed within 8 weeks. Priority services can reduce these timeframes significantly, but availability varies depending on location and demand.
Employers should build these timeframes into their recruitment schedules to avoid disruption to business operations.
Section Summary
The Skilled Worker visa application process is structured and documentation-heavy. Employers play a crucial role in ensuring their recruits receive accurate Certificates of Sponsorship and have the necessary documents to avoid refusal. Awareness of fees, surcharges and processing times allows employers to manage expectations and workforce planning effectively.
Section D: Dependants, Settlement & Switching
The Skilled Worker visa offers more than just a pathway into the UK labour market. It also provides long-term security for employees and their families, with clear routes to dependants joining them, progression to settlement, and the possibility of switching from other visa categories. For employers, understanding these aspects is crucial to workforce retention and strategic planning.
1. Bringing dependants under the Skilled Worker visa
Skilled Worker visa holders can be joined in the UK by their immediate family members, classed as dependants. This includes a spouse, civil partner or unmarried partner (subject to evidence of cohabitation), and children under 18.
Dependants must make their own visa applications and pay the relevant fees and Immigration Health Surcharge. They will be granted permission in line with the main applicant’s visa. Employers should factor in family relocation considerations when supporting international hires, as dependants’ well-being often affects employee retention.
2. Indefinite Leave to Remain (ILR) after 5 years
A Skilled Worker visa can lead to settlement (Indefinite Leave to Remain) after 5 years of continuous lawful residence in the UK. To qualify, applicants must:
- Complete 5 years under the Skilled Worker route (with limited allowance for certain other categories)
- Continue to meet the salary threshold at the time of settlement (unless exempt, for example certain Health & Care roles)
- Pass the Life in the UK Test
- Show ongoing English language proficiency
Settlement gives employees permanent residence rights, providing stability for them and reducing turnover risk for employers.
3. Switching from other visa routes to Skilled Worker
Certain individuals already in the UK under different visa categories can switch into the Skilled Worker route without leaving the country. For example, Student visa holders, Graduate visa holders, or temporary workers may qualify to switch, provided they meet the Skilled Worker requirements.
There are exceptions, however. Visitors, short-term students, and those on certain temporary routes cannot switch in-country and must apply from overseas. Employers should check the rules carefully before making an offer.
4. Settlement, British citizenship, and long-term planning
Once ILR is secured, the worker can live in the UK free from immigration restrictions. After holding ILR for 12 months, they may apply for British citizenship, subject to residency and good character requirements.
From an employer perspective, supporting employees towards settlement and eventual citizenship creates loyalty and embeds long-term workforce stability. Employees who achieve settled status or citizenship are no longer subject to sponsorship costs or compliance requirements.
Section Summary
The Skilled Worker route provides employees with a long-term future in the UK, extending to their families and culminating in settlement and citizenship. Employers who understand and support this progression not only meet compliance obligations but also strengthen their workforce planning and retention strategies.
FAQs
What is the Skilled Worker visa?
The Skilled Worker visa is the UK’s main immigration route for overseas nationals with a job offer from a licensed sponsor. It replaced the Tier 2 (General) visa in 2020 and allows employers to hire workers for eligible skilled roles, subject to salary, language, and other requirements.
What is the new salary threshold in 2025?
From 22 July 2025, the general minimum salary threshold is £41,700. A discounted threshold of £33,400 applies to new entrants and Immigration Salary List roles, while transitional workers sponsored before July 2025 may extend at £31,300. Certain Health & Care roles qualify at £25,000.
Can Skilled Worker visa holders apply for ILR?
Yes. After 5 years of continuous lawful residence under this route, a Skilled Worker can apply for Indefinite Leave to Remain, provided they meet the salary threshold, English language, and Life in the UK Test requirements.
Do all employers need a sponsor licence?
Yes. A sponsor licence is mandatory for any UK employer wishing to hire Skilled Workers. Without a licence, businesses cannot issue Certificates of Sponsorship and therefore cannot employ overseas workers under this route.
How long does the application process take?
Applications made from outside the UK are usually decided within 3 weeks after biometrics. In-country applications to switch or extend generally take up to 8 weeks. Priority services may reduce these times, though availability depends on location.
Conclusion
The Skilled Worker visa remains a cornerstone of the UK’s immigration system, enabling employers to recruit international talent into critical roles across multiple sectors. For employers, it is both an opportunity and a responsibility. A sponsor licence provides access to the global labour market, but it comes with strict compliance duties that require ongoing vigilance.
Understanding the eligibility criteria, salary thresholds, sponsorship process, and application requirements allows businesses to manage recruitment effectively while protecting against legal and financial risk. Beyond recruitment, the Skilled Worker visa supports long-term workforce planning, with clear routes to dependants, settlement, and eventual British citizenship.
For HR directors, senior managers, and business owners, investing in strong compliance systems and supporting employees through their immigration journey delivers strategic advantages. By balancing compliance with workforce needs, employers can use the Skilled Worker route not only to fill immediate vacancies but also to secure talent for the future.
Glossary
| Skilled Worker visa | The UK’s primary immigration route for overseas nationals with a job offer from a licensed sponsor, replacing Tier 2 (General). |
| Certificate of Sponsorship (CoS) | An electronic document issued by a licensed sponsor to confirm job details for a Skilled Worker visa application. |
| Sponsor licence | Authorisation granted by the Home Office to UK employers, allowing them to hire overseas workers under sponsored visa routes. |
| Immigration Health Surcharge (IHS) | A mandatory fee paid by visa applicants to access the UK’s National Health Service (NHS). |
| Indefinite Leave to Remain (ILR) | A form of permanent settlement in the UK, allowing an individual to live and work without immigration restrictions. |
| Immigration Salary List (ISL) | A Home Office list of roles eligible for lower salary thresholds under the Skilled Worker route. |
Useful Links
| Skilled Worker visa (GOV.UK) |
| Sponsor licence guidance (GOV.UK) |
| DavidsonMorris Skilled Worker visa guide |
| Xpats.io Skilled Worker visa guide |
Author
Gill Laing is a qualified Legal Researcher & Analyst with niche specialisms in Law, Tax, Human Resources, Immigration & Employment Law.
Gill is a Multiple Business Owner and the Managing Director of Prof Services - a Marketing & Content Agency for the Professional Services Sector.
