Salary Framework & Eligible Roles
All eligible occupations appear in Appendix Skilled Occupations, which links each role to a unique SOC code and corresponding Skilled Worker going rate. Employers must offer at least this figure or the Skilled Worker visa minimum salary, whichever is higher.
In July 2025, the government replaced the shortage occupation list with the new immigration salary list, and introduced a separate temporary shortage list for time-limited exemptions. These updates, incorporated into Appendix Skilled Worker, mean HR teams should check the latest codes and pay bands before assigning sponsorship.
As of 22 July 2025, new sponsorship is generally limited to RQF 6 occupations unless the job appears on the immigration salary list or the temporary shortage list, with specific time-limits and transitional rules.
Always check Appendix Skilled Worker, the ISL and the TSL before assigning a Certificate of Sponsorship.
Qualification, Language & Points
Eligibility under the Skilled Worker visa points system remains at 70 points across sponsorship, skill, salary and English. The Skilled Worker English language level is CEFR B1, which can be met via an approved SELT, a recognised English-taught degree, or nationality exemptions.
Where testing is used, IELTS for UKVI B1 requires 4.0 in each component.
Government plans to raise language levels have been proposed but are not yet implemented.
Before issuing a Certificate of Sponsorship, employers should confirm that candidates meet the minimum IELTS score for UK work visa or equivalent. Incorrect assumptions about language or qualifications remain a leading cause of visa refusals.
Fees, Dependants & Health Routes
Understanding the difference between Skilled Worker visa and Health Care visa helps employers choose the correct route for each hire. While both rely on sponsorship, the health and care visa offers faster processing and lower costs for eligible roles.
Current Skilled Worker visa fees depend on contract length, occupation type and location. For roles within the health and social care sector, discounted health and care visa fees apply.
Family members can apply under the Skilled Worker dependant visa, gaining full right to work in the UK. Employers should ensure dependant documentation is updated during renewals or extensions.
Extensions, Changes & Ongoing Employment
Sponsorship duties continue throughout the employment lifecycle. Any change in job title, duties or pay may require a Skilled Worker change of employment application before the individual starts the new role.
For continuing employment, a Skilled Worker visa extension can be submitted before the current permission expires, provided salary and eligibility still meet current thresholds.
Sponsors are also required to report any Skilled Worker change of circumstances promptly through the Sponsor Management System.
While there is no separate care worker visa, under the Health and Care Worker route, overseas recruitment of care workers (6135) and senior care workers (6136) on Skilled Worker ended on 22 July 2025. Existing workers may have transitional options; check the latest Home Office rules.
Employers should monitor official updates and implement every update to the Skilled Worker visa into HR processes and training programmes.
Graduate, Student & Temporary Route Transitions
Many Skilled Worker hires are drawn from existing visa categories within the UK.
- The graduate visa to Skilled Worker visa route allows international graduates to move from post-study status into sponsored employment.
- The student to Skilled Worker visa pathway enables qualified students to switch after completing eligible study.
- Transitional provisions for Tier 5 to Tier 2 (now Skilled Worker) continue to apply in limited cases.
Employers should plan ahead to ensure continuity of lawful residence when recruiting from these internal pools.
Additional & Supplementary Work
Under the Skilled Worker visa additional work rules, a sponsored worker may do up to 20 hours per week of additional work if it is an eligible higher-skilled occupation, on the Immigration Salary List, or in the same sector and at the same level as their main job. Medium-skilled supplementary work remains permitted only for workers whose first CoS was issued before 22 July 2025 and who have held continuous Skilled Worker/Tier 2 leave since.
Exceeding limits or taking unrelated work breaches visa conditions and can affect the employer’s sponsor rating.
SOC Codes & Salary Validation
Correct salary matching remains critical. The SOC codes with salary tables set the benchmark pay for each occupation. Using the wrong code or failing to meet the listed rate can result in a refusal or compliance penalty.
Sponsors should maintain internal salary audit trails and keep evidence showing how the offered pay aligns with the relevant SOC code and the Skilled Worker going rate.
New Entrants, Graduate Recruitment & Pay Progression
Employers can access lower thresholds for early-career talent through the new entrant Skilled Worker visa category. New entrants include workers under 26 or within two years of graduation.
To remain compliant, sponsors should plan pay reviews to ensure these employees reach the standard going-rate threshold before applying for a Skilled Worker visa extension or settlement.
Settlement & ILR Planning
After five years, Skilled Workers may qualify for settlement under the Skilled Worker visa to ILR rules. Transitional Tier 2 to ILR requirements remain valid for legacy cases.
Employers should note the UK ILR new rules for Skilled Worker visa applications introduced in 2025, which tighten residence checks and require proof that the employee remains in qualifying employment at the point of application.
The Government has proposed changes to settlement, including a potential 10-year earned settlement model; these are not yet in force at the time of writing.
Comparing Routes & Legacy References
References to Tier 2 visa, Tier 2 sponsorship, Tier 2 dependent visa and Tier 2 visa application still appear in historic files and casework. Employers managing long-term sponsored staff should cross-reference these to the current Skilled Worker framework for consistency.
Ongoing Compliance & Guidance
The Home Office expects sponsors to align policies with official Skilled Worker guidance, covering right-to-work checks, record-keeping and timely reporting.
Non-compliance can result in licence downgrades or suspension, even where breaches are unintentional.
Regular internal audits and HR training programmes help sustain a compliant A-rating and prepare for future policy changes.
Need Assistance?
The Skilled Worker route has evolved far beyond the legacy Tier 2 visa, combining stricter salary oversight and Home Office sponsor licence compliance scrutiny and enforcement. For employers, success lies in keeping pace with the Skilled Worker visa developments and embedding compliance across HR operations. For specialist guidance and support, contact our Skilled Worker and sponsorship specialists.
