Can This Role Be Sponsored?

The starting point in a Skilled Worker case should be the proposed job rather than the nationality of the candidate.

For Certificates of Sponsorship assigned on or after 22 July 2025, a Skilled Worker job must normally be skilled to RQF level 6 or above. This broadly means graduate-level work, although the worker does not personally need to hold a degree simply because the role is at that skill level.

Some roles below RQF level 6 can still qualify where they appear on the Immigration Salary List or Temporary Shortage List, or where a specific transitional provision applies.

The correct occupation code and actual job duties are therefore central to determining whether sponsorship is possible.

If the organisation does not yet hold a sponsor licence, see our Sponsor Licence Applications service.

A Skilled Worker Sponsorship Check

Eligible Skilled Worker Jobs

The Skilled Worker route does not permit sponsorship of every job.

From 22 July 2025, the role must normally be skilled to RQF level 6 or above and appear within the relevant tables in Appendix Skilled Occupations.

Certain medium-skilled occupations may still qualify where they are included on the Immigration Salary List or Temporary Shortage List, or where transitional arrangements apply to an existing sponsored worker.

The eligibility assessment should therefore be based on the current Immigration Rules and occupation tables rather than an historic list of Skilled Worker occupations.

Choosing the Correct Occupation Code

Every Skilled Worker role must be matched to an appropriate occupation code.

The correct code is determined by the actual duties and responsibilities of the role, not simply its job title.

For example, two employers may use the same job title for substantially different roles. The appropriate occupation code may therefore differ depending on what the worker will actually do.

The occupation code affects whether the job is eligible, its applicable going rate and potentially which salary options are available.

Employers should therefore resolve occupation-code questions before assigning a Certificate of Sponsorship.

Skilled Worker Salary Requirements

For most new Skilled Worker sponsorship cases, the worker will normally need to be paid at least the higher of the applicable general salary threshold and the going rate for the occupation.

Salary calculations under the Skilled Worker route are more complicated than applying a single minimum figure. Different thresholds may apply depending on the worker’s circumstances and the basis on which they claim tradeable points.

Employers should therefore establish the relevant salary option before assigning the CoS.

When Can a Lower Salary Apply?

The Immigration Rules permit lower general salary thresholds in specified circumstances.

This can include certain workers relying on an eligible PhD qualification, jobs on the Immigration Salary List, new entrants and other specified categories. Transitional provisions also apply to some workers who entered the route under earlier rules.

Under the current rules, some qualifying workers may be eligible with a salary of at least £33,400, although the applicable going-rate requirement and other conditions must still be considered.

There are also separate arrangements for certain health and education occupations where national pay scales are relevant.

The applicable salary calculation should therefore be undertaken for the individual case rather than assuming that every Skilled Worker requires exactly the same salary.

Going Rates

Each eligible occupation code has an applicable going rate.

The employer must compare the proposed salary against the going rate relevant to the occupation and the salary option relied upon.

A role may therefore fail the Skilled Worker salary requirements even if the annual salary exceeds the general threshold.

For example, where the general salary threshold is £41,700 but the applicable going rate for the occupation is higher, the higher figure will normally govern.

Hours & Salary Calculations

Salary assessment also requires consideration of working hours.

The Home Office sponsor guidance calculates the general salary threshold using gross annual earnings based on working hours up to the permitted limit under the applicable rules.

Employers should ensure that the salary stated on the Certificate of Sponsorship accurately reflects the contractual working arrangements.

Artificially increasing working hours or describing remuneration inaccurately can create both visa and sponsor compliance problems.

Certificate of Sponsorship

Once the employer has confirmed that the role can be sponsored, it must assign the worker an appropriate Certificate of Sponsorship.

A Defined CoS is generally required for a Skilled Worker applying for entry clearance from outside the UK. Eligible in-country Skilled Worker applications generally use an Undefined CoS from the sponsor’s allocation.

The Certificate of Sponsorship records information including the role, occupation code, salary, working hours and sponsorship dates.

See our Certificates of Sponsorship page for advice on Defined and Undefined CoS, allocation and assignment.

The Skilled Worker Sponsorship Pathway

The Worker Must Also Qualify

Issuing a Certificate of Sponsorship does not itself guarantee that the worker will obtain a Skilled Worker visa.

The worker must separately satisfy the Immigration Rules for the route.

This includes holding a valid Certificate of Sponsorship for an eligible role and satisfying the applicable salary, English language, financial and other requirements.

The worker’s immigration history and suitability requirements may also be relevant.

English Language Requirement

A Skilled Worker applicant must satisfy the applicable English language requirement unless an exemption applies.

The way in which the requirement is met depends on the applicant’s circumstances and can include nationality, an eligible qualification or an approved English language test.

Employers should not assume that assigning a CoS resolves the worker’s personal immigration requirements.

Financial Requirement

A Skilled Worker may also need to demonstrate that they have sufficient funds to support themselves when entering the UK, unless an exemption applies.

A sponsor may, where permitted and appropriate, certify maintenance on the Certificate of Sponsorship.

Where maintenance is certified, the sponsor accepts the relevant responsibility under the sponsorship arrangements.

Immigration Skills Charge

An employer sponsoring a Skilled Worker will commonly need to pay the Immigration Skills Charge when assigning the Certificate of Sponsorship, unless an exemption applies.

The amount depends on the size or status of the sponsor and the duration of sponsorship.

The Immigration Skills Charge is separate from the Certificate of Sponsorship fee and the worker’s visa application costs.

The charge should be factored into recruitment planning before the employer commits to sponsorship.

Who Pays Sponsorship Costs?

Recent sponsor-rule changes have made the allocation of sponsorship costs particularly important.

The Home Office sponsor guidance restricts sponsors from passing specified sponsor-related costs to sponsored workers. This includes the Certificate of Sponsorship fee in the circumstances specified by the guidance and certain sponsor licence-related costs.

An employer should therefore review any repayment clauses, recruitment arrangements or proposed deductions from salary before seeking to recover sponsorship costs from the employee.

For wider sponsor obligations, see our Sponsor Licence Compliance page.

Changing Employer

A Skilled Worker does not have unrestricted permission to move between sponsoring employers.

If the worker moves to a new sponsoring employer, the new employer will generally need to sponsor the worker and the worker will normally need to obtain permission based on the new sponsorship before starting the new sponsored employment.

The new employer should therefore complete its role, salary and CoS assessment before the worker leaves existing employment where possible.

Changes to the Sponsored Job

Changes to a sponsored worker’s job can have immigration consequences even where the employer remains the same.

A change of occupation code or other significant alteration to the sponsored role may require a new Certificate of Sponsorship and a further Skilled Worker application.

Other changes may instead need to be reported through the Sponsorship Management System.

Employers should assess the immigration position before implementing significant changes to duties, salary, hours or employment arrangements.

Hybrid, Remote & Multiple Work Locations

Modern working arrangements can also create sponsorship reporting issues.

The employer should ensure that the work locations and working arrangements recorded for the sponsored worker are accurate and that relevant changes are reported where required.

Where a worker is predominantly working away from the sponsor’s premises, the organisation should also ensure that it remains able to fulfil its monitoring and sponsor duties.

Genuine Vacancy & Genuine Employment

The Home Office may consider whether the role being sponsored is genuine.

A sponsor should therefore be able to explain why the position exists, what the worker will actually do and how the role fits within the organisation’s business activities.

The employer should not create or exaggerate a role simply to facilitate an immigration application.

Job descriptions, organisational structures, recruitment material, contractual documentation and actual working arrangements should be consistent with the Certificate of Sponsorship.

Skilled Worker Sponsorship & Home Office Compliance

The Home Office can review Skilled Worker sponsorship as part of a wider sponsor compliance check.

Compliance concerns may arise where the worker’s actual duties differ from the sponsored occupation, salary has changed, required reports were not made or the sponsor cannot demonstrate that sponsorship requirements were met.

A problem affecting one worker can sometimes lead to scrutiny of the wider sponsor licence.

Our Sponsor Licence Compliance service deals with ongoing sponsor duties, internal audits and Home Office compliance visits.

Where the Home Office has already suspended or threatened the licence, see our Sponsor Licence Suspension & Revocation page.

Refused Skilled Worker Applications

A Skilled Worker application may be refused even where the employer has assigned a Certificate of Sponsorship.

The refusal may relate to the worker, the sponsored role, salary, occupation code, sponsorship information or another eligibility or suitability issue.

The refusal decision should be considered carefully before another application is made because the appropriate response depends on the reason for refusal.

See our Business Immigration Refusals service where the Home Office has already refused the application.

How We Assist With Skilled Worker Sponsorship

1. Sponsor Licence Position

We confirm whether the employer holds the appropriate sponsor licence and whether any licensing action is required.

2. Role & Occupation Code

We review the proposed duties and identify the occupation code and skill-level requirements relevant to the role.

3. Salary Assessment

We consider the applicable general salary threshold, going rate and any alternative salary option that may lawfully apply.

4. Certificate of Sponsorship

We advise on the appropriate CoS and review the sponsorship information before assignment.

5. Worker Application

We can advise on the employee’s Skilled Worker immigration application and supporting evidence.

6. Continuing Sponsorship

We advise employers on changes to employment, reporting obligations and continuing sponsor compliance after the worker begins employment.

What is Skilled Worker sponsorship?

Skilled Worker sponsorship allows a Home Office-approved UK employer to sponsor an overseas worker for an eligible job where the role, salary, Certificate of Sponsorship and worker satisfy the applicable immigration requirements.

What skill level is required for a Skilled Worker job?

For Certificates of Sponsorship assigned on or after 22 July 2025, the job must normally be skilled to RQF level 6 or above. Certain medium-skilled roles can qualify under the Immigration Salary List, Temporary Shortage List or transitional provisions.

What is the minimum Skilled Worker salary?

The standard position is currently the higher of £41,700 per year or the applicable going rate for the occupation. Different thresholds can apply under specified salary options and transitional arrangements.

Can a Skilled Worker be paid less than £41,700?

Potentially. The Immigration Rules contain alternative salary options for specified circumstances, including certain new entrants, PhD holders, Immigration Salary List roles and transitional cases. The applicable going rate must also be considered.

Does the worker need a university degree?

Not necessarily. The usual requirement relates to the skill level of the job rather than requiring the worker personally to hold a degree, although qualifications can be relevant to particular professions or salary options.

Does the employer need a sponsor licence?

Yes. An employer sponsoring a Skilled Worker must hold a valid sponsor licence that includes the Skilled Worker route.

What Certificate of Sponsorship does a Skilled Worker need?

A Skilled Worker applying from outside the UK will normally require a Defined CoS. Eligible applications from within the UK generally use an Undefined CoS from the sponsor’s allocation.

Can a Skilled Worker change employer?

Yes, but the new employer must normally sponsor the worker and the worker must obtain the necessary immigration permission based on that new sponsorship before beginning the new sponsored employment.

Can a Skilled Worker visa lead to settlement?

The Skilled Worker route can lead to settlement where the worker satisfies the applicable residence, salary and other requirements at the relevant time.

What happens if the sponsor gets the occupation code or salary wrong?

Incorrect sponsorship information can affect the worker’s immigration application and can also create sponsor compliance risk. The issue should be assessed before the CoS is assigned or, if already assigned, before further action is taken.

Official Skilled Worker Guidance

The Home Office’s current employer guidance is Workers and Temporary Workers: Sponsor a Skilled Worker.

The general sponsorship requirements are set out in Sponsor Guidance Part 2: Sponsor a Worker.

Employers and workers can also review the GOV.UK Skilled Worker visa guidance.

The current eligible occupations, skill levels and going rates are set out in the Immigration Rules Appendix Skilled Occupations.