Skilled Worker Visas

Skilled Worker Visas – How to Work in the UK or Hire Global Talent Under the Updated Rules

The Skilled Worker visa continues to be one of the UK’s most important immigration routes, enabling UK employers to recruit overseas workers and offering individuals a structured path to live and work in the UK. It replaced the old Tier 2 (General) visa and has since become the backbone of the UK’s sponsored work system.

Whether you are an employer seeking to bring in global talent or an individual applicant preparing your visa application, the Skilled Worker process can be complex. Frequent Home Office changes—especially throughout 2024–2026—mean that salary thresholds, English language levels, occupation code rules and compliance duties must be checked carefully.

At The Jonathan Lea Network, we support both businesses and applicants with clear, practical and legally accurate advice. We provide strategic guidance, thorough document preparation and proactive oversight throughout the visa process.

What Is the Skilled Worker Visa?

The Skilled Worker visa allows individuals to work in the UK in an eligible role for a licensed sponsor and, traditionally, offered a route to settlement.

Key benefits include:

• permission to work full-time in a sponsored role
  
• ability to switch employers or roles (subject to rules)
  
• permission to bring dependants (with new restrictions in certain sectors)
  
• access to a wide range of professional opportunities in the UK
  

ILR qualifying period changing to 10 years

While the route currently leads to Indefinite Leave to Remain after 5 years, the UK Government announced that new Skilled Worker applicants from November 2025 or January 2026 will be moved onto a 10-year residence requirement for ILR.
This reform has not yet taken effect, but applicants should check the rules when planning long-term residency.

Who Can Apply?

You may qualify for a Skilled Worker visa if:

• you have a job offer from a licensed UK sponsor
  
• the role is eligible and meets the minimum skill level
  
• your salary meets the correct threshold for the occupation
  
• you meet the English language requirement
  
• you have sufficient funds (unless certified by your employer)
  

Employers must hold a valid sponsor licence and comply with ongoing Home Office rules.

Major Changes to Skilled Worker Rules (2024–2026)

The Skilled Worker route is currently undergoing the most extensive changes since Brexit. Key updates include:

1. Salary Threshold Changes (2024–2025)

From 9 April 2025, all Certificates of Sponsorship require a minimum salary of £25,000, or the hourly equivalent.
However, most Skilled Worker visas must still meet the higher headline threshold of £38,700 or the “going rate”, whichever is higher.
Healthcare, teaching and certain regulated sectors may use national pay scales instead.

2. RQF Level 6 Requirement (From July 2025)

From July 2025, sponsorship will generally only be available for jobs at RQF Level 6 (graduate level) or above.
Workers already sponsored before this date may continue in their roles, but new applicants must meet the new skill level threshold except in limited exempt categories.

3. Immigration Salary List (ISL) Replacing Shortage List

The ISL is significantly narrower than the previous Shortage Occupation List.
Discounts apply only in limited sectors, and care worker roles will be removed entirely after the transition period ending 22 July 2028.

4. English Language Requirement Rising to B2 (January 2026)

From 8 January 2026, new applicants must meet CEFR B2 (upper-intermediate English).
Those already in the route before this date may continue to rely on B1 for extensions.

5. Restriction on Dependants (July 2025)

From July 2025, dependants are not permitted for migrants switching into:

• below-degree-level roles
  
• care worker and senior care worker positions
  
• certain ISL-listed occupations with capped rights
  

Dependants remain permitted for RQF Level 6+ roles.

6. Sponsor Compliance and Visa Cancellation Rules (11 November 2025)

From 11 November 2025:

• if a worker changes role, leaves employment, or breaches conditions, their visa and their dependants’ visas can be cancelled immediately
  
• a new “Part Suitability” test allows discretionary refusal or cancellation for even minor breaches
  
• sponsors must update the SMS promptly to avoid penalties
  

7. Immigration Skills Charge Increase (16 December 2025)

The ISC will rise by 32%, increasing the annual charge to £1,320 per sponsored worker for medium and large sponsors.

Eligibility Requirements in Detail

1. Job Offer in an Eligible Skilled Role

The job must:

• be in an eligible SOC occupation code
  
• meet at least RQF Level 6 from July 2025 (except protected roles)
  
• be genuine and necessary for the business
  

Choosing the wrong SOC code is one of the most common refusal reasons. We help employers select the correct code and justify the selection with evidence where needed.

2. Salary Requirements – Updated Rules

Skilled Worker salaries must meet multiple thresholds simultaneously.

Certificates of Sponsorship (post-9 April 2025)

All CoS issued from 9 April 2025 must meet:

• £25,000 minimum, or
  
• the hourly equivalent, whichever is higher
  

Headline Skilled Worker salary threshold

Most applicants must still earn:

• £38,700, or
  
• the occupation’s “going rate”, if higher
  

Sector-specific exceptions

• NHS roles must meet band-specific pay scales
  
• Health and Care Workers must earn at least £25,000 or the appropriate salary under national frameworks
  
• PhD-related tradeable points may allow reduced thresholds in limited circumstances
  

We calculate the correct salary for each applicant based on occupation, experience, role level and pay scale.

3. English Language Requirement – B2 from 2026

All Skilled Worker applicants must meet the English language requirement.

Current standard:

• CEFR B1 (intermediate)
  

From 8 January 2026:

• New applicants must meet CEFR B2 (upper-intermediate)
  
• Those already in the route before this date can continue to rely on B1 when extending
  
• The rule applies to new applications only
  

Evidence may include:

• a Secure English Language Test (SELT)
  
• a degree taught in English
  
• nationality of a majority English-speaking country
  

4. Financial Requirement

Unless certified by the employer, applicants must show:

• £1,270 in personal savings for 28 days
  

Dependants must meet additional financial requirements.

5. Genuine Vacancy and Suitability Tests

The Home Office checks:

• whether the role is genuine
  
• that job duties match the SOC code
  
• whether the role was created primarily to facilitate sponsorship
  
• whether the applicant has the skills and experience claimed
  

The new “Part Suitability” refusal ground (November 2025) allows refusal for compliance issues even where the core requirements are met.

Sponsor Licence Requirements (For Employers)

Employers must hold a valid sponsor licence and maintain strong compliance systems.

Sponsors must:

• monitor employee attendance
  
• report changes of work location, role or salary within strict deadlines
  
• keep Right to Work documentation
  
• maintain up-to-date HR records
  
• cooperate with unannounced Home Office visits
  

Failure to comply may lead to licence suspension or cancellation of worker visas.

The new cancellation powers (November 2025) make compliance more important than ever.

The Application Process

Stage 1 – Sponsor Licence Application (if required) – We assist employers with preparing documents, selecting key personnel and ensuring compliance with licence duties.

Stage 2 – Assigning a Certificate of Sponsorship – Sponsors issue the CoS once salary, job description and SOC code are confirmed.

Stage 3 – Skilled Worker Visa Application – The applicant submits an online application, uploads documents and attends biometrics if required.

Stage 4 – Decision – Processing options:

• Standard (3–8 weeks)
  
• Priority (5 working days), subject to availability
  

We oversee the entire process for both employer and applicant.

Switching Into the Skilled Worker Route

Applicants inside the UK may switch from many visa categories, including Student, Graduate and Partner visas.

Restrictions from 2025–2026

Switching is not possible if:

• applying for care worker or senior care worker roles after rule changes
  
• applying for below-degree-level SOC codes post-July 2025
  
• the applicant is a visitor
  
• the applicant breaches immigration conditions
  
• dependants do not meet updated eligibility rules
  

We assess switching eligibility and ensure applicants choose viable pathways.

Extending the Skilled Worker Visa and Settlement (ILR)

Visa extensions are possible if the role, salary and sponsor remain compliant.

Settlement (ILR)

Historically, Skilled Workers have been able to apply for ILR after 5 years.

Important change

The Government has announced that new Skilled Worker applicants (from late 2025 or early 2026) will require 10 years of qualifying residence to apply for ILR.

Existing Skilled Workers will remain on the 5-year pathway.

Costs (Employer and Worker)

Immigration costs include:

• Certificate of Sponsorship fee
  
• Immigration Health Surcharge
  
• Visa application fees
  
• Legal representation
  

Immigration Skills Charge Increase

From 16 December 2025, the ISC rises by 32%, costing £1,320 per year per sponsored worker for most employers.

We help employers manage costs strategically.

Sector-Specific Restrictions and ISL Changes

Care Workers and Senior Care Workers

• No dependants permitted
  
• Cannot switch into these roles from Graduate routes
  
• Will be removed from the ISL entirely from 22 July 2028
  
• Those sponsored before this date may continue under transitional protection
  

ISL Changes

The Immigration Salary List is smaller and offers fewer exemptions.
We help sponsors assess whether a job qualifies.

Why Choose The Jonathan Lea Network?

• Balanced support for employers and individuals: We offer dual-purpose guidance designed for both sides of the sponsorship process.
• Precision in SOC code and salary analysis: We minimise the risk of refusal by ensuring roles are properly mapped.
• Compliance-first approach: With new cancellation powers, accurate compliance is more critical than ever.
• Clear communication and value for money: We provide structured, transparent, high-quality support throughout.

Speak to Our Immigration Team Today

The Skilled Worker route remains vital for employers and applicants, but the rules are evolving quickly. Whether you are hiring staff or securing your own sponsorship, expert advice is essential to avoid mistakes.

Contact The Jonathan Lea Network today for clear, proactive and specialist guidance on Skilled Worker visas and long-term residency planning.

We offer a no-cost, no-obligation 20-minute introductory call as a starting point or, in some cases, if you would just like some initial advice and guidance, we will instead offer a one-hour fixed fee appointment (charged from £250 plus VAT to £350 plus VAT* depending on the complexity of the issues and seniority of the fee earner).

Please email wewillhelp@jonathanlea.net providing us with any relevant information ensuring that any call we have is as productive as possible or call us on 01444 708640. After this call, we can then email you a scope of work, fee estimate (or fixed fee quote if possible), and confirmation of any other points or information mentioned on the call.

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