Sponsoring talent under the Skilled Worker visa has become more structured, data-driven and closely monitored by the Home Office. New rules brought in in 2025 now require employers to meet higher salary thresholds, follow tighter eligibility criteria and maintain clear evidence for every stage of the sponsorship process. UKVI now expects sponsors to manage immigration compliance with the same rigour as other areas of corporate governance.
For employers, this means that HR, payroll and compliance teams must work together to plan, document and report sponsorship activity accurately.
This article outlines how the Skilled Worker system operates in 2025, from salary frameworks and visa transitions to settlement planning and compliance management.
Section A: Skilled Worker Sponsorship & Employer Responsibilities
The Skilled Worker visa is the main UK work visa, sitting within the employer-sponsored immigration system. The 2025 reforms introduced new salary thresholds, tighter occupational eligibility and greater scrutiny from UKVI, making sponsorship a core element of workforce compliance. Employers must now integrate sponsorship management into HR, payroll and legal oversight to ensure each hire meets Home Office standards. Strong systems reduce risk, maintain sponsor ratings and enable consistent access to global talent.
Each role eligible for sponsorship is listed in Appendix Skilled Occupations and assigned a unique SOC code with an associated Skilled Worker going rate. Employers must offer at least the higher of the going rate or the Skilled Worker visa minimum salary. The July 2025 updates replaced the shortage occupation list with the immigration salary list and added a temporary shortage list for time-limited exemptions, both incorporated into Appendix Skilled Worker. Since 22 July 2025, most new sponsorships require roles at RQF Level 6 or above unless listed on the ISL or TSL. Transitional protections apply to existing workers under earlier criteria. Employers must confirm eligibility against the most recent Appendix Skilled Worker, ISL and TSL before assigning a Certificate of Sponsorship.
Applicants must reach 70 points under the Skilled Worker visa points framework, based on skill, salary, sponsorship and English-language ability. The Skilled Worker English language requirement remains CEFR B1, which can be met through a degree taught in English, nationality exemption or approved SELT. The IELTS for UKVI B1 test requires 4.0 in each element, matching the minimum IELTS score for UK work visa level. HR teams should confirm language and qualification evidence before sponsorship, as incorrect verification remains a common cause of refusal.
Section B: Managing Sponsorship, Employment and Transitions
Employers should understand the difference between Skilled Worker visa and Health Care visa to allocate roles correctly. While both rely on sponsorship, the Health and Care route offers reduced health and care visa fees and faster processing for eligible occupations. Standard Skilled Worker visa fees depend on job type, length and location. Family members can join under the Skilled Worker dependant visa, gaining the right to work. HR should update dependant records during renewals to ensure data accuracy.
Compliance continues throughout employment. Any change in job title, duties or pay may require a Skilled Worker change of employment application before implementation. For continuing roles, a Skilled Worker visa extension should be filed before expiry, confirming the salary still meets the threshold. All updates must be reported via the Skilled Worker change of circumstances function. Employers recruiting care workers under the Health and Care visa (note there is no separate Care Worker visa), in SOC code 6135 and senior care workers in SOC 6136 must note that new overseas recruitment under Skilled Worker closed on 22 July 2025. Limited transitional provisions remain under the Health and Care route. HR and compliance teams must align internal policy with every update to the Skilled Worker visa.
Employers should also take advantage of internal talent already in the UK. The graduate visa to Skilled Worker visa and student to Skilled Worker visa routes allow seamless transition for graduates completing UK study. Transitional Tier 5 to Tier 2 provisions still apply for some legacy cases. Employers should align start dates, onboarding and sponsorship assignment to ensure continuity of lawful residence. Secondary employment is permitted only within set limits: under Skilled Worker visa additional work rules, employees may work up to 20 hours weekly in roles on the Immigration Salary List or at the same skill level. Breaching these limits can lead to licence penalties and visa curtailment.
The Skilled Worker route took the place of Tier 2 visa in 2020, marking a major shift in how UK employers sponsor overseas workers. Although new Tier 2 visa applications are no longer permitted, some individuals still hold Tier 2 leave granted under the previous system. These cases are reducing over time as permissions expire or are switched to the Skilled Worker visa. Employers must now follow the Skilled Worker rules, as the former Tier 2 framework — including Tier 2 dependant provisions, Tier 2 to ILR requirements and Tier 2 sponsorship obligations — has undergone multiple policy revisions since its closure.
Section C: Salary, Settlement and Compliance Management
Salary verification remains one of the most important compliance obligations for sponsors. The SOC codes with salary framework defines the pay levels for each occupation. Employers must evidence how the role aligns with the relevant Skilled Worker going rate and keep supporting documentation such as contracts, payslips and job descriptions. The new entrant Skilled Worker visa allows lower salary thresholds for younger or early-career employees under 26 or within two years of graduation, but salaries must progress to standard levels before renewal or settlement. Reviews before a Skilled Worker visa extension confirm continued compliance.
After five years, Skilled Workers may qualify for indefinite leave to remain under the Skilled Worker visa to ILR process. Employers managing legacy sponsorships should still apply the Tier 2 to ILR requirements. The UK ILR rules for Skilled Worker visa require proof of qualifying employment and salary at or above the applicable rate. Employers should plan salary progression and retention early to ensure eligible employees meet settlement thresholds and continue contributing to long-term workforce goals.
Regular internal checks support ongoing compliance. Employers should align their systems with Skilled Worker guidance and incorporate each update Skilled Worker visa revision into training and policy. Quarterly audits of sponsorship records, salary accuracy and right-to-work documentation ensure the licence remains secure. A consistent, evidence-led approach protects both the workforce and the organisation’s ability to hire international talent under the UK’s evolving sponsorship framework.
Section D: Leveraging Overseas Recruitment in Your Organisation
Employing overseas talent through the Skilled Worker visa can strengthen your organisation’s skills base, address workforce shortages and enhance long-term competitiveness. The key to successful overseas recruitment lies in aligning immigration strategy with broader business and workforce objectives. With effective planning, clear governance and cross-departmental coordination, international hiring can become a seamless part of your organisation’s growth model.
1. Build recruitment partnerships and sourcing channels
Develop relationships with trusted international recruitment agencies, sector networks and educational institutions that specialise in sourcing candidates for eligible occupations listed in Appendix Skilled Occupations. Ensure each partnership understands the SOC codes and salary thresholds required for sponsorship. Using approved, compliant channels helps maintain recruitment integrity, reduces risk of refusal and supports fair and transparent hiring practices.
2. Integrate immigration planning into business forecasting
Include immigration requirements in your annual workforce planning cycle. Identify roles likely to require sponsorship under the Appendix Skilled Worker framework and budget for recruitment, sponsorship and visa costs early in the process. Understanding lead times for Certificates of Sponsorship and visa processing helps HR and operations plan onboarding dates that align with project needs and avoid delays to service delivery.
3. Create a positive candidate experience
International recruitment should reflect your organisation’s culture and values. Provide clear information to candidates about the sponsorship process, including timelines, documentation and costs. Establish dedicated points of contact for immigration and relocation queries to make the process more transparent and supportive. Effective communication enhances your organisation’s reputation and helps attract high-quality applicants.
4. Train managers and HR teams on immigration processes
Ensure hiring managers and HR staff understand how to sponsor someone under the Skilled Worker route. Training should include eligibility checks, salary assessment, right-to-work verification and correct use of Certificates of Sponsorship. Internal knowledge sharing and immigration awareness sessions reduce administrative errors and make overseas recruitment more efficient and compliant.
5. Support retention and long-term integration
Retention should form part of every overseas recruitment plan. Map employee development pathways and link them with settlement eligibility under the Skilled Worker visa to ILR route. Encourage participation in professional training and provide structured onboarding programmes to help overseas employees adjust to new roles and workplace culture. Regularly review progress to identify skills gaps and career development opportunities that benefit both employee and organisation.
6. Measure outcomes and refine strategy
Track the success of overseas recruitment using metrics such as retention rates, time-to-hire and project delivery impact. Compare performance between sponsored and domestic hires to assess return on investment and identify areas for improvement. Regularly review compliance against Skilled Worker guidance and use data to inform future decisions about which roles and regions to target for international hiring.
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.
