This article provides a detailed guide to the UK Child Student visa, focusing on what HR Directors, managers, and business owners need to understand when dealing with employees or prospective employees whose children may require this visa. The Child Student visa route is specifically designed for children aged between 4 and 17 who wish to study at an independent school in the UK. For employers, awareness of this visa is valuable because family immigration issues can directly affect an employee’s decision-making, mobility, and stability in their role.
What this article is about
The following guide explains the key features of the Child Student visa, including eligibility rules, application processes, and the conditions attached to this visa route. It highlights the legal and practical considerations for employers who may have staff relocating with children, or who are supporting prospective hires moving to the UK. The article also outlines best practice for HR teams in ensuring right to work compliance and providing appropriate support to employees managing family immigration alongside their professional commitments.
Relocation decisions are rarely based solely on an employment opportunity. For many skilled workers, the ability for their children to access education in the UK is a deciding factor in whether they accept a role. Employers who demonstrate understanding and provide informed guidance can benefit from smoother onboarding, higher employee satisfaction, and stronger staff retention.
The Child Student visa is not an employment-based route itself, but it sits within the broader framework of UK immigration that employers must navigate when hiring overseas staff. By understanding this route, HR professionals can anticipate employee needs, reduce potential disruption, and ensure compliance with immigration law.
Section A: Understanding the Child Student Visa
The Child Student visa is a UK immigration route for children aged 4 to 17 who wish to study at an independent school. It is distinct from the Student visa, which typically applies to study at colleges and universities. For employers, understanding the scope and limits of this route helps anticipate employee needs and reduce relocation risk.
1. What the visa allows
The Child Student visa permits a child to live in the UK to study at a licensed independent school that holds a Child Student sponsor licence. Publicly funded (state) schools are not eligible under this route. Access to public funds is prohibited. Work is restricted by age: children under 16 cannot work; children aged 16 or 17 may work up to 10 hours per week in term time and full-time during vacations, and may undertake a permitted work placement. Self-employment and work as a professional sportsperson or entertainer are not allowed.
2. Who can apply
Eligible applicants are aged 4–17 and must have an unconditional offer from an independent school that is a licensed Child Student sponsor, evidenced by a Confirmation of Acceptance for Studies (CAS). Children aged 16 or 17 may, depending on their study plans, apply under either the Child Student or Student route; the choice affects conditions (including work permissions) and future immigration strategy.
3. Length and conditions of stay
Permission length depends on age and course duration. Applicants under 16 can be granted permission for the course length (up to 6 years) plus 4 months. Applicants aged 16–17 can be granted up to 3 years plus 4 months. Ongoing enrolment and attendance at the sponsoring school are required; non-attendance can lead to visa curtailment.
4. Difference between Child Student visa and Student visa
The Child Student route is for schooling at independent schools and carries tighter work restrictions, especially for those under 16. The Student route covers further and higher education and, in many cases, allows broader work permissions. HR teams should plan ahead when a child is approaching 16–17, as moving to the Student route for later studies may change the family’s immigration profile and timelines.
Section B: Eligibility and Requirements
Employers supporting staff with children requiring a Child Student visa should understand the eligibility rules, as these shape both the child’s application and the wider relocation process for the family. The UK’s immigration framework is strict, and failure to meet the criteria can delay or prevent a child’s entry to the UK, potentially disrupting an employee’s availability for work.
1. Age requirements
The Child Student visa applies only to applicants aged 4 to 17. Children younger than 4 are not eligible, while children aged 18 or over must apply under the Student route if they intend to continue education. This ensures the route remains focused on compulsory education.
2. Confirmation of Acceptance for Studies (CAS)
A CAS is an electronic document issued by the sponsoring independent school. It confirms the course details and sponsor licence number. Without a CAS, an application cannot proceed. Schools, not employers, are responsible for issuing CAS and meeting sponsorship duties.
3. Financial requirements
Applicants must show they can pay tuition fees and living costs. The required level depends on living arrangements:
- If living with a parent or guardian: £1,560 per month outside London or £2,535 per month in London (for up to 9 months).
- If boarding at the school: evidence of full boarding fees paid or available for the first year.
4. Parental consent and guardianship
Applicants must have written consent from a parent or legal guardian to study in the UK. Care arrangements must be confirmed. Children under 12 must live with a parent or legal guardian in the UK. Older children may live with a guardian nominated by the parent, subject to Home Office approval.
5. English language requirements
There is no English language requirement for the Child Student route. This reflects the applicant’s age and the expectation that English will be developed during their education in the UK.
Section C: Application Process and Costs
Employers may not be directly involved in the Child Student visa application, but understanding the process and associated costs can help them better support employees relocating with school-age children. Awareness of timelines and requirements also allows HR to anticipate potential delays that may impact an employee’s start date or availability.
1. Application process
Applications are made online via the official UK Government portal. The child must usually apply from outside the UK unless already holding an eligible visa. The process involves:
- Completing the online application form.
- Paying the visa application fee and Immigration Health Surcharge (IHS).
- Booking and attending a biometric appointment at a visa application centre (VAC).
- Submitting supporting documents digitally or in person.
If approved, the applicant receives an entry clearance vignette to travel to the UK and later a Biometric Residence Permit (BRP) or digital status.
2. Documents required
Supporting evidence is extensive and includes:
- A valid passport or travel document.
- The CAS issued by the sponsoring school.
- Proof of financial support (bank statements, sponsor letters).
- Written parental consent.
- Evidence of care and accommodation arrangements.
- Tuberculosis test results, where required.
3. Visa fees and Immigration Health Surcharge
The application fee is £490. In addition, the IHS is £776 per year of visa validity. For longer courses and multiple children, these costs can become significant, influencing family relocation decisions.
4. Processing times
Standard processing for overseas applications is around 3 weeks. Priority and super-priority services may be available at an additional fee, reducing processing to 5 working days or 24 hours. Delays may still occur during peak periods such as before the academic year.
5. Extending or switching visas
Children may extend their visa if continuing studies at an eligible independent school. Switching into the Child Student route from another visa inside the UK is tightly restricted. Switching from this route into a work visa is not permitted; however, once older, the applicant may become eligible under the Student route.
Section D: Employer and HR Considerations
For employers, the Child Student visa has indirect but important implications. While the visa is not an employment-based route, staff relocating with school-age children often need additional support to ensure family immigration and education needs are met. Employers who understand these considerations are better placed to provide assistance, maintain compliance, and foster long-term employee engagement.
1. Employees with children studying in the UK
Employees may be reluctant to relocate if their children’s education arrangements are uncertain. The Child Student visa enables children to study at licensed independent schools, but the application process can be complex and costly. Some employers offer financial or logistical support with visa or schooling costs to make relocation more attractive.
2. Right to work checks and compliance
The Child Student visa does not grant work rights to the child (other than limited permissions for 16–17 year olds). Employers remain responsible only for right to work checks on the employee. Nonetheless, family visa issues can affect employee stability and long-term retention, making awareness valuable for HR compliance planning.
3. Supporting employees through the process
HR support can include:
- Providing details of reputable immigration advisers.
- Allowing flexibility in start dates if visa delays occur.
- Assisting with employment confirmation letters where useful for the application.
- Signposting company relocation or financial support policies, if available.
4. Risks and HR best practices
Visa refusals or delays can cause stress and disrupt relocation. Best practices for employers include:
- Discussing family immigration needs during recruitment and relocation planning.
- Building realistic timelines into contracts and onboarding schedules.
- Setting clear policies on the extent of company support for dependants’ visas.
By anticipating these issues, employers reduce disruption and improve their reputation as supportive, globally minded organisations.
FAQs
Can a parent accompany a child on a Child Student visa?
Parents cannot be included as dependants. However, a parent of a child under 12 may apply for a separate Parent of a Child Student visa. This visa allows residence in the UK but does not grant work rights, which can affect family relocation decisions.
What happens when a Child Student turns 18?
Once a child turns 18, they are no longer eligible for the Child Student route. If they wish to continue studying, they must switch into the Student visa category, which has different requirements and conditions.
Can dependants join a Child Student visa holder?
No. The Child Student visa does not allow dependants. Each family member must hold their own valid visa. Parents may qualify separately under the Parent of a Child Student visa if the child is under 12.
How long does the visa last?
Children under 16 can be granted permission for the duration of their course (up to 6 years) plus 4 months. Children aged 16 or 17 can be granted up to 3 years plus 4 months. Visa length depends on age and course duration.
What should employers know about staff with children on this route?
Employers should understand that staff with children on Child Student visas face strict financial, documentation, and timeline requirements. While the employer’s direct obligation is limited to right to work checks on the employee, awareness of family immigration challenges helps anticipate potential delays or stress affecting workforce planning.
Conclusion
The Child Student visa is an important consideration for employees relocating to the UK with school-age children. While not an employment-based visa, it directly influences whether skilled workers accept or remain in UK roles. For HR Directors and managers, understanding the requirements and limitations of this route allows for more effective workforce planning and better employee support.
From eligibility rules to financial thresholds and documentation requirements, the process can be complex and expensive for families. Employers who proactively offer guidance or limited practical and financial support can ease relocation, reduce employee stress, and help ensure long-term stability within their organisation.
Ultimately, the Child Student visa should be viewed within the wider context of immigration planning. Employees consider not only their career opportunities but also the educational prospects for their children. Employers who demonstrate awareness and readiness to engage with these issues strengthen their recruitment and retention outcomes.
Glossary
| Term | Meaning |
|---|---|
| Child Student visa | A UK visa route for children aged 4–17 to study at licensed independent schools. |
| Student visa | A separate visa route for individuals aged 16+ studying at further or higher education institutions, with broader work permissions. |
| Confirmation of Acceptance for Studies (CAS) | An electronic record issued by a licensed sponsor school containing course and sponsor details, required for visa applications. |
| Immigration Health Surcharge (IHS) | A mandatory fee granting access to the UK’s National Health Service (NHS) for visa holders. |
| Parent of a Child Student visa | A visa for one parent of a child under 12 on a Child Student visa, allowing them to reside in the UK without work rights. |
| Right to Work checks | Employer checks to confirm an employee has lawful immigration status to work in the UK. |
| Sponsor licence | Permission issued by the Home Office allowing schools or employers to sponsor international students or workers. |
| Guardian | An adult responsible for the care of a child in the UK where the child is not living with a parent. |
Useful Links
| Resource | Link |
|---|---|
| GOV.UK – Child Student visa guidance | Visit GOV.UK |
| GOV.UK – Financial requirements | Visit GOV.UK |
| DavidsonMorris – Child Student visa guidance | Visit DavidsonMorris |
| Xpats.io – Child Student visa guidance | Visit Xpats.io |
