The UK Skilled Worker visa remains the main work-based immigration route for overseas professionals seeking lawful employment in Britain. It enables a UK-licensed sponsor to hire non-UK nationals for eligible roles that meet skill and salary rules set out in the Immigration Rules. As of 2026, several important updates apply to applicants and employers, including higher salary thresholds, revised English language expectations, and increased scrutiny on sponsor compliance.
This article explains how the route works, what applicants and employers must meet, and how the application process operates in practice.
What the Skilled Worker Visa Is in 2026
The Skilled Worker route allows a non-UK national to take up a specific job with a sponsoring employer that holds a valid sponsor licence issued by the Home Office. The visa can be granted for up to five years at a time and may be extended. Many applicants later apply for permanent residence through Indefinite Leave to Remain once eligible.
The route replaced the former Tier 2 (General) category and remains the largest work immigration category administered by the UK government. It is open across wide sectors including healthcare, education, digital technology, finance, engineering, and construction. Sponsorship must relate to a genuine vacancy that fits the relevant occupational coding system and matches employer need.
Core Eligibility Requirements for Applicants
Applicants must satisfy several mandatory requirements before a Skilled Worker visa can be issued.
Valid Job Offer From a Licensed Sponsor
The applicant must have a job offer from an employer that holds a Home Office sponsor licence under the Skilled Worker route. The role must be genuine and align with the employer’s business activities. Sponsors must show that the vacancy is real and not created for immigration purposes only.
The sponsor assigns a Certificate of Sponsorship (CoS) containing job details, salary, location, working hours, and occupational code. This electronic record enables the applicant to proceed with the visa application.
Eligible Occupation and Skill Level
The job must meet minimum skill criteria. Under current rules, Skilled Worker roles are generally expected to meet RQF Level 3 or higher (equivalent to A-level skill level). Some medium-skilled roles are also eligible provided they appear on the Immigration Salary List (ISL) or Temporary Shortage List (TSL) due to labour shortages or strategic workforce needs.
Applicants must ensure the occupational code selected by the sponsor correctly reflects the duties of the role. Errors in coding are a frequent cause of application refusals and compliance problems during audits.
Updated Salary Rules for 2026
Salary rules have shifted substantially in 2026. Workers must normally be paid at least £41,700 per year or the official “going rate” for the relevant occupation code, whichever is higher. Going rates vary across job types and are calculated using national labour market data.
Lower salaries may be accepted only in limited circumstances through permitted tradeable points. Examples of tradeable routes include:
- new entrants to the labour market
- applicants holding relevant PhDs
- roles listed on the ISL
Even in tradeable situations, salary floors apply and sponsors must not fall below mandatory thresholds. Incorrect salary calculations remain one of the most common compliance issues for employers.
English Language Requirement (Updated 2026 Rule)
Applicants must meet the English language requirement unless exempt. From 8 January 2026, first-time Skilled Worker applicants must demonstrate at least CEFR Level B2 in English. This is a step up from the previous B1 requirement and is intended to support long-term integration for work and settlement.
English ability may be shown through approved Secure English Language Test (SELT) providers, degrees taught in English, or certain nationalities that are exempt from testing.
Maintenance and Funds
The applicant must show access to financial maintenance unless the sponsor certifies maintenance on the CoS. Certification is common for established employers that have the resources to support the initial costs of relocation for sponsored workers.
Employer Requirements and Duties in 2026
Sponsors must meet compliance expectations imposed by the Home Office throughout the sponsorship period.
Sponsor Licence Obligations
Employers must meet ongoing sponsor duties at all times. These duties include:
- Conducting compliant right-to-work checks.
- Keeping accurate HR records, including contracts, pay, contact details, and attendance information.
- Reporting changes such as job title updates, salary adjustments, or work location changes within strict time limits.
- Ensuring all sponsored duties match the job described on the Certificate of Sponsorship.
Failure to meet these obligations can lead to licence suspension or revocation.
Compliance With Updated Rules
The Home Office continues to increase compliance activity across sectors. Sponsors must be able to show that roles are genuine, salaries meet policy rules, and working arrangements remain consistent. Employers must respond to Home Office requests and be prepared for compliance visits. Records covering payroll, job duties, and recruitment processes should be kept in a clear and accessible manner.
Issuing a Certificate of Sponsorship Correctly
The CoS is central to each Skilled Worker application. It must:
- Correctly state the occupation code.
- Confirm the exact annual salary and contracted hours.
- Include the correct start date.
- Accurately record the work location.
Mistakes lead to delays, refusals, or sponsor licence action. Employers should review each CoS carefully before assigning it.
Step-by-Step Application Process
The Skilled Worker application process involves several administrative stages based on updated Skilled Worker visa application steps, such as.
1. Certificate of Sponsorship Issued
The sponsor issues a CoS once internal checks are completed. Defined CoS are used for overseas applicants, while undefined CoS cover workers already inside the UK.
2. Online Application Submitted
The Applicant completes an online application and pays the relevant fees. Applications may be made from inside or outside the UK based on eligibility.
3. Biometrics and Document Upload
Applicants must submit identity information, upload supporting documentation, and attend biometrics appointments unless they qualify for digital verification through the UK Immigration ID Check app.
4. Decision Issued
Once processed, applicants receive a decision and may collect their BRP or digital status depending on the rollout of digital immigration systems.
Document Checklist for Applicants
Applicants typically need:
- A valid passport
- The CoS reference number
- English language evidence
- Degree or qualification documents, if applicable
- TB test results, depending on nationality
- Financial documents unless the employer certifies maintenance
- Documents for dependant family members
Complete documentation reduces the risk of refusal.
Common Mistakes and How to Avoid Them
Typical problems include:
- Using the wrong occupation code.
- Miscalculating salary based on incorrect hours.
- Failing to meet the updated English requirement.
- Missing documents.
- Employers failing to meet sponsor duties.
Careful preparation reduces these risks. Both applicants and employers should review requirements before submitting the application.
FAQs
Can Skilled Worker applicants change employers after arriving in the UK?
Yes, but they must obtain a new Certificate of Sponsorship from the new employer before switching. The new role must meet the salary and occupation code rules, and the applicant must submit a new Skilled Worker application. Employment cannot begin until permission is granted by the Home Office.
Is hybrid or remote work allowed for sponsored Skilled Workers?
Yes, but the Home Office expects sponsors to record accurate work locations and comply with reporting duties. Excessive remote work that alters the character of the role or reduces supervision can trigger compliance concerns. Sponsors must keep HR records that show how duties, supervision, and pay align with the Skilled Worker role.
Can Skilled Workers undertake supplementary employment?
Supplementary employment is permitted in limited circumstances as long as it is in the same occupation code or on the Immigration Salary List and does not exceed 20 hours a week. It cannot compromise the sponsored role. Any employment outside these conditions requires a formal permission request through a new application.
Do Skilled Worker visa holders qualify for public funds?
No. Skilled Worker visa holders remain subject to a “no recourse to public funds” condition. They cannot claim benefits that fall within the public funds definition in immigration rules. However, they can use public healthcare by paying the Immigration Health Surcharge, unless exempt under the Health and Care Worker category.
Can employers recover immigration costs from Skilled Workers?
Employers cannot recover mandatory Home Office fees that they are responsible for, such as the Immigration Skills Charge, as this would breach sponsorship rules. Optional costs, such as visa fees, may be recoverable if agreed upfront and allowed by employment law, but cannot push salary below required thresholds.
Do Skilled Worker roles require formal qualifications?
Not always. The immigration rules are based on occupation codes, skill levels, and job duties rather than fixed academic qualifications. In some sectors, occupational registration or accreditation may be required for lawful practice, but immigration approval itself does not automatically confirm professional licensing or regulatory eligibility.
