Scale-up Visa UK Guide for Employers & Applicants

The Scale-up Worker visa is a UK work immigration route designed to help high-growth businesses recruit talented individuals from overseas. It provides an accelerated and flexible pathway for employers to bring in skilled workers where the business is expanding at a rapid rate, while offering applicants the opportunity to work, settle, and progress their careers in the UK.

What this article is about: This guide is for both employers and prospective applicants. It explains the Scale-up Worker visa in detail, including the legal eligibility requirements, the process for applying, the responsibilities of employers under a sponsor licence, and the rights and obligations of visa holders. It also covers the route’s unique features, such as the limited sponsorship period and the ability for workers to change jobs more easily than in other visa categories. Whether you are a scale-up business looking to navigate Home Office sponsorship rules, or an overseas worker considering this route, this article sets out the practical and legal information you need to plan and make informed decisions.

The Scale-up Worker visa is intended to be more flexible than other sponsored work routes, particularly the Skilled Worker visa. After the initial six months of sponsored employment, visa holders are free to change roles or employers without requiring further sponsorship. This feature makes the route attractive for applicants, but also means employers need to carefully consider how to retain talent once the sponsorship period ends.

For businesses, the route is only open to those that meet the Home Office definition of a ‘scale-up’ — generally companies that have achieved high growth in turnover or staffing over a set period. The application process for becoming a scale-up sponsor is different to other sponsor licence types and comes with its own compliance requirements. For applicants, the route offers a potential path to settlement after five years, provided they meet specific work and income requirements.

This article is structured in four sections:

• Section A explains the Scale-up Worker visa, its purpose, and how it differs from other work visas.
• Section B sets out the eligibility criteria for both applicants and employers.
• Section C covers the application process, fees, and timelines.
• Section D addresses the rights and duties of visa holders and sponsoring employers, including how to qualify for settlement and British citizenship.

By the end of this guide, both employers and applicants should understand how the route works in practice, the compliance risks involved, and the strategic considerations for using it effectively.

Section A: Understanding the Scale-up Worker Visa

The Scale-up Worker visa is part of the UK’s points-based immigration system. It was introduced to help fast-growing businesses recruit highly skilled workers from outside the UK, filling roles that cannot be met through the domestic labour market. This route is designed to address the particular needs of ‘scale-up’ companies — businesses that are in a phase of rapid growth and require access to talent quickly, without the long-term sponsorship restrictions found in other visa categories.

For applicants, the visa offers a flexible work arrangement. After the initial period of six months with the sponsoring employer, the visa holder can change roles, employers, or even become self-employed without needing to secure further sponsorship. This is a significant departure from the Skilled Worker route, where sponsorship is required for the entire visa period.

For employers, the Scale-up Worker visa provides a mechanism to bring in high-skilled talent without the need to commit to long-term immigration sponsorship duties. However, employers must first secure a scale-up sponsor licence from the Home Office. This is only available to companies that meet the Home Office’s definition of a ‘scale-up business’ — a status determined through specific growth criteria verified through HMRC data.

1. Purpose of the visa

The Scale-up Worker visa supports the UK’s economic growth strategy by enabling scale-up businesses to fill critical skills gaps. It is intended to help companies recruit senior, technical, or specialist roles that are key to expansion but difficult to source locally. By reducing the ongoing sponsorship burden, the government aims to encourage more high-growth companies to recruit internationally.

2. Definition of a ‘scale-up business’

A scale-up business is one that has achieved:

• An average annualised growth of at least 20% for the previous three-year period, based on either turnover or staffing numbers; and

• At least 10 employees at the start of the three-year period.

These growth figures must be evidenced through verified HMRC PAYE and/or VAT records. Businesses must have traded in the UK for at least three years before applying for a Scale-up sponsor licence.

3. Visa duration

The initial grant of a Scale-up Worker visa is for two years. The first six months are tied to the sponsoring employer. After that period, the worker can change jobs or become self-employed. Extensions can be granted for a further three years, and after five continuous years in the UK under this and/or qualifying routes, the worker may be eligible for Indefinite Leave to Remain (ILR).

4. Benefits for applicants

• Freedom to change jobs after six months without sponsorship.
• Pathway to settlement after five years.
• Ability to bring eligible family members as dependants.
• Right to work in almost any role after the initial sponsorship period.
• Opportunity to be self-employed or run a business in the UK.

5. Benefits for employers

• Reduced long-term sponsorship duties.
• Access to international talent for critical growth roles.
• A competitive recruitment advantage for attracting skilled overseas workers.
• Ability to fill high-skill vacancies that cannot be sourced domestically.

6. How it differs from the Skilled Worker route

While both the Scale-up Worker and Skilled Worker visas require sponsorship at the outset, there are key differences:

• Sponsorship period: Skilled Worker visa holders must remain sponsored throughout their visa; Scale-up Workers are only tied to their sponsor for six months.

• Eligibility criteria: Scale-up Worker employers must meet high-growth criteria, while Skilled Worker sponsors do not.

• Long-term flexibility: Scale-up Worker visa holders can work in any role after six months; Skilled Worker visa holders must remain in an eligible job and occupation code.

Section A summary

The Scale-up Worker visa is a targeted immigration route designed to meet the needs of high-growth UK businesses while giving skilled workers a flexible pathway to work and settle in the UK. It provides a balance between initial sponsorship control for employers and long-term employment freedom for applicants, making it a unique option within the UK immigration framework.

Section B: Eligibility Criteria

To qualify for the Scale-up Worker visa, both the applicant and the sponsoring employer must meet requirements set out in the UK Immigration Rules. This dual framework ensures the route is targeted at genuine high-growth businesses and that sponsored roles are skilled, properly paid, and genuine. What follows sets out the criteria for applicants and employers, the six‑month sponsorship feature, financial requirements, and documentation.

1. Applicant eligibility

An applicant must satisfy all of the following:

• Confirmed job offer from an approved scale-up sponsor: The role must be with a business holding a valid Scale-up sponsor licence and appear on the Home Office register of licensed sponsors.
• Eligible occupation/skill level: The job must be in an occupation code permitted for the Scale-up route and meet the required skill level as referenced in Appendix Skilled Occupations.
• Salary threshold: From July 2025, the general threshold is £36,300 per year or £14.40 per hour. New entrants may qualify on a lower threshold of £29,000 or £11.97 per hour, subject to the route’s rules. Salaries must be genuine, not inflated to meet the threshold.
• English language: At least CEFR level B1 across reading, writing, speaking, and listening (by nationality, an approved qualification, or an approved test).
• Financial requirement: Unless exempt, the applicant must show at least £1,270 held for 28 days before application, unless the sponsor certifies maintenance on the CoS.

2. Employer eligibility

An employer can sponsor under this route only if all of the following apply:

• Scale-up sponsor licence: The business holds a Scale-up sponsor licence granted by the Home Office.
• Meets ‘scale-up’ definition: Average annualised growth of at least 20% for the previous three-year period (turnover or staff headcount), with at least 10 employees at the start of that period. Growth must be evidenced via verified HMRC PAYE and/or VAT data. The company must have traded in the UK for at least three years.
• Genuine, eligible role: The job must be skilled, in an eligible occupation, and paid at or above the applicable salary threshold.
• Compliance capability: The sponsor must maintain systems to meet licence duties during the initial sponsorship period.

3. Sponsorship period (six months)

The route’s defining feature is the initial six-month sponsorship period. During this time, the worker must remain employed in the sponsored role for the sponsoring employer. After six months, the worker may change employer or role, or become self-employed, without further sponsorship. For employers, this offers a lighter long-term compliance burden but necessitates retention planning once sponsorship ends.

4. Financial requirement for applicants

Applicants applying from outside the UK—or who have not been lawfully in the UK for at least 12 months—must meet the maintenance requirement unless the sponsor certifies maintenance on the CoS. This ensures the applicant can support themselves on arrival.

5. Required documents

Applicants typically provide:

• Valid passport or travel document.
• Certificate of Sponsorship (CoS) reference number.
• Evidence of English language ability.
• Proof of maintenance funds (unless exempt/certified by sponsor).
• Tuberculosis test results, if required based on country of residence.
• Criminal record certificate, if the role/sector requires it.

Employers should retain:

• Evidence underpinning the CoS (role details, skill level, salary, recruitment).
• Right to Work check records performed before employment starts.
• Contact details and employment records in line with sponsor guidance.

Section B summary

The Scale-up Worker visa’s eligibility rules ensure the route attracts high-calibre talent for genuine growth roles. Applicants must meet skill, salary, English language, and maintenance criteria. Employers must prove scale-up status via HMRC-verified growth data, hold a Scale-up sponsor licence, and meet short-term sponsorship duties. The six‑month sponsorship window provides flexibility for workers and a reduced long‑term compliance burden for sponsors—provided both parties prepare carefully.

Section C: Application Process

The Scale-up Worker visa application involves coordinated steps for both the applicant and the sponsoring employer. While the route is more streamlined than others, accurate compliance at each stage is critical to avoid refusals or licence issues.

1. Application steps for applicants

Step 1 – Secure a job offer from an approved scale-up sponsor: The role must be with a licensed Scale-up sponsor and meet the skill and salary thresholds in Appendix Skilled Occupations.

Step 2 – Obtain a Certificate of Sponsorship (CoS): The employer assigns a CoS through the Sponsorship Management System (SMS). For overseas applicants, this is a defined CoS; for in-country switches, it is an undefined CoS. The CoS must be used within three months of assignment.

Step 3 – Prepare supporting documents: Gather required evidence including English language proof, maintenance funds (if required), and other relevant documentation such as tuberculosis test results.

Step 4 – Submit online application: Apply via the Home Office website, paying the visa fee and Immigration Health Surcharge (IHS).

Step 5 – Provide biometric information: Complete biometrics either at a visa application centre (VAC) or via the UK Immigration: ID Check app.

Step 6 – Await decision: The Home Office aims to decide within three weeks for out-of-country applications and eight weeks for in-country applications, though times may be longer during peak periods or if further checks are required.

2. Application steps for employers

Step 1 – Obtain a Scale-up sponsor licence: If not already licensed, apply to the Home Office, providing HMRC-verified data to evidence scale-up status and demonstrating compliance capability.

Step 2 – Assign a Certificate of Sponsorship: Once licensed, use the SMS to assign a CoS to the applicant. All details must be accurate to avoid refusals.

Step 3 – Conduct Right to Work checks: Verify the applicant’s right to work before employment begins, in accordance with Home Office guidance.

Step 4 – Meet sponsor duties during initial sponsorship period: For the first six months, report relevant changes such as job role or salary changes, non-attendance, or early termination of employment.

3. Costs and fees

Applicants:

• Visa application fee: £715.
• Immigration Health Surcharge: £1,035 per year.
• Priority service (optional): £500.
• Super priority service (optional): £1,000.

Employers:

• Sponsor licence application fee: £536 (small/charitable sponsors) or £1,476 (medium/large sponsors).
• Certificate of Sponsorship fee: £239.

4. Processing times

• Outside the UK: Aim of 3 weeks.
• Inside the UK: Aim of 8 weeks.
• Priority: 5 working days.
• Super priority: Next working day.

These are Home Office service standards, not guarantees, and may vary if additional checks are needed.

5. Common application issues and refusals

Applications may be refused if:

• The role does not meet skill or salary thresholds.
• CoS details are incomplete or inaccurate.
• Required evidence is missing or insufficient.
• There are concerns over the genuineness of the role.
• Maintenance or English language requirements are not met.

Licence applications may be refused if scale-up status cannot be evidenced or if compliance systems are inadequate.

Section C summary

The Scale-up Worker application process is straightforward in structure but unforgiving of errors. Applicants must ensure eligibility and evidential requirements are met before submission. Employers must secure and maintain their sponsor licence, assign CoS accurately, and meet reporting duties for the initial sponsorship period.

Section D: Rights, Duties, and ILR

The Scale-up Worker visa grants certain rights to visa holders and places specific duties on sponsoring employers. Compliance with these rules is critical for both parties, particularly during the six-month sponsorship period.

1. Conditions of stay for applicants

Visa holders are permitted to:

• Work in the sponsored role for the first six months.
• Change employer, job role, or become self-employed after six months without further sponsorship.
• Undertake voluntary work.
• Study in the UK provided this does not interfere with the sponsored role.
• Travel freely in and out of the UK.
• Bring eligible dependants (partner and children) to the UK.

Restrictions include no recourse to public funds and compliance with all immigration conditions. During the initial sponsorship period, the visa holder must remain in the sponsored role with their sponsoring employer.

2. Switching employers after sponsorship period

After the six-month sponsorship period, the visa holder can change employers, change roles, or become self-employed without notifying the Home Office. However, for settlement purposes, they must still meet minimum earnings thresholds. Any change in employment that reduces earnings below the required level may impact ILR eligibility.

3. Employer compliance duties

During the first six months, employers must:

• Conduct a compliant Right to Work check before employment begins.
• Maintain accurate records of the worker’s contact details and immigration documents.
• Report changes such as non-attendance, early termination, or changes in job role or salary within 10 working days.
• Cooperate with Home Office compliance checks.

Failure to comply can result in suspension or revocation of the sponsor licence and potential civil penalties.

4. Extension and settlement (ILR) requirements

After the initial two-year visa, the applicant can extend for three years without requiring further sponsorship. To extend, they must show they have earned at least the general salary threshold (currently £36,300/year) for at least half of their time on the route. For ILR, they must have had PAYE earnings meeting the threshold for at least 24 months in the three years before applying. Self-employed earnings can be counted if verified by HMRC.

5. Path to British citizenship

After holding ILR for 12 months, the applicant can apply for British citizenship (immediately if married to a British citizen) provided they meet residence and good character requirements.

Section D summary

The Scale-up Worker visa offers flexibility for applicants and reduced long-term duties for employers. The first six months are critical for compliance. For applicants, maintaining qualifying earnings is essential for ILR. For employers, meeting sponsor duties protects both their licence and recruitment capability.

FAQs

How long is the Scale-up Worker visa valid for? The initial visa lasts for two years, with the option to extend for three more years. After five continuous years on this and/or eligible routes, ILR may be possible.

Can I switch to this visa from another route? Yes, provided you meet all eligibility requirements and have a CoS from a scale-up sponsor.

How much do I need to earn? From July 2025, the general threshold is £36,300/year or £14.40/hour. New entrants may qualify at £29,000/year or £11.97/hour. Lower thresholds cannot be used for ILR.

What happens if I leave my sponsoring employer early? Leaving within six months may result in visa curtailment. After six months, you can change jobs or be self-employed, but must maintain minimum earnings for ILR.

Can dependants join me? Yes. Partners must prove a genuine relationship; children over 16 must show dependency and usually live with you.

Do employers have compliance duties after six months? No ongoing immigration duties, but standard employment law and Right to Work requirements still apply.

Is this better than the Skilled Worker visa? It depends. The Scale-up route offers more flexibility after six months but has higher thresholds and is limited to high-growth employers.

Conclusion

The Scale-up Worker visa enables high-growth UK businesses to recruit top talent while giving skilled workers a flexible path to settlement. Employers benefit from reduced long-term sponsorship duties, but must meet compliance obligations in the first six months. Applicants gain early freedom to change jobs or start a business, but must plan to meet earnings and residence requirements for ILR and citizenship. Success on this route comes from understanding both its freedoms and its conditions, ensuring legal compliance and strategic workforce planning.

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