Minister of Religion (T2) Visa UK Guide 2025

This guide explains the UK Minister of Religion visa (T2), a work route for faith leaders and senior religious workers coming to the UK to undertake key religious roles. It is written for both applicants and UK sponsoring organisations, with practical and legal guidance on eligibility, sponsorship requirements, the application process, evidence, fees, Immigration Health Surcharge (IHS), rights and restrictions, extension and switching rules, settlement, and dependant visas. It also covers sponsor compliance duties and common pitfalls that lead to refusals or curtailments. The information is correct as of 8 August 2025, reflecting the July 2025 Immigration Rules and fee updates.

Section A: Route Overview & Eligibility

1. Purpose of the route

The Minister of Religion visa is a subcategory of the Worker routes under the Immigration Rules. It is designed for individuals undertaking a key leading role within a UK-based faith community or religious order. This typically involves pastoral work such as leading worship, preaching, teaching the congregation, officiating ceremonies, and providing spiritual guidance. The route is distinct from the Temporary Work – Religious Worker visa, which is for shorter-term, mainly non-pastoral roles and does not lead to settlement. The Minister of Religion visa is a route to Indefinite Leave to Remain (ILR) after five years of continuous qualifying residence.

2. Who can apply

Applicants must:

• Have a confirmed job offer from a UK sponsor that holds a Minister of Religion sponsor licence.
• Be assigned a valid Certificate of Sponsorship (CoS) for the Minister of Religion route.
• Meet the English language requirement at level B2 in speaking, listening, reading and writing, unless exempt. This must normally be met at the entry clearance stage unless switching in-country from an eligible route with evidence already accepted by the Home Office.
• Meet the financial requirement (normally £1,270 held for 28 consecutive days unless maintenance is certified by the sponsor).
• Intend and be able to undertake the role as described on the CoS.
• Not fall for refusal under the general grounds (e.g., criminality, immigration breaches).

3. Points requirement

The route operates on a mandatory 70-point system:

• 50 points – Valid CoS for an eligible Minister of Religion role.
• 10 points – Meeting the financial requirement.
• 10 points – Meeting the English language requirement.

4. Acceptable roles and duties

The role must be primarily pastoral. It may include some non-pastoral duties (e.g., administrative work, teaching in a religious school) but these must not form the main part of the job unless the position is a senior role in the organisation. Examples of acceptable positions include:

• Vicar, priest, imam, rabbi, or other faith leader.
• Senior member of a monastic or religious order.
• Minister with both pastoral and limited non-pastoral responsibilities.

Roles that are mainly non-pastoral, such as general administrative staff, janitorial roles, or teachers of secular subjects in faith schools, do not qualify unless part of a senior leadership position in the faith organisation.

5. Rights and restrictions

Successful applicants can:

• Work for their sponsor in the role described on the CoS.
• Do supplementary employment (up to 20 hours a week in certain eligible roles) and voluntary work.
• Study alongside their work.
• Bring eligible dependants to the UK.

They cannot:

• Access public funds.
• Own more than 10% of their sponsor’s shares (unless earning over the high earner threshold).
• Take up work outside the permitted supplementary employment rules.

Section B: Sponsorship, Certificate of Sponsorship & Job Requirements

1. Sponsor licence and rating

Only organisations with a valid Minister of Religion sponsor licence can employ a worker under this route. The sponsor must hold an A-rating at the time of assigning a CoS (unless the applicant is continuing with the same sponsor from a previous grant), appear on the official Register of Licensed Sponsors for this route, and demonstrate that the vacancy is genuine and necessary to the organisation’s faith-based work.

If a faith organisation does not yet have a sponsor licence, it must apply and be approved before recruiting from overseas. The application requires evidence that the organisation is genuine, lawfully operating in the UK, and capable of complying with sponsorship duties, including robust HR systems for record-keeping, right to work checks, and reporting via the Sponsor Management System (SMS).

2. Certificate of Sponsorship (CoS) requirements

The CoS is assigned through the SMS and must include accurate, complete details of the role and the worker. For Minister of Religion, the CoS should confirm:

• The applicant’s identity details and nationality.
• That the role falls within the Minister of Religion category and is primarily pastoral.
• The job title, description and key duties, showing the pastoral nature of the work.
• The salary or remuneration package, including any allowances and benefits.
• The proposed start date, which must be no more than three months after the visa application date.
• That the applicant has the necessary skills, qualifications or religious training (and, where relevant, membership of a religious order).
• That the role complies with UK employment law, including Working Time Regulations and pay parity with settled workers; if relying on a recognised exemption from National Minimum Wage, the sponsor should make this clear on the CoS.

3. Pay and conditions

There is no fixed general salary threshold for this route. Instead, sponsors must ensure:

• Pay and conditions are at least equivalent to those offered to settled workers in the same role within the organisation.
• The package meets (or is lawfully exempt from) National Minimum Wage and complies with the Working Time Regulations.
• Any benefits in kind (for example, accommodation) reflect normal practice for the faith organisation and are transparently stated.

Parity with settled workers is central to the Home Office assessment and may be tested through requests for evidence such as pay policies, comparator salaries and organisational charts.

4. Genuineness requirement

The Home Office must be satisfied that the vacancy is genuine, the role aligns with the organisation’s activities, and the applicant is capable of performing the duties described. Evidence can include detailed job descriptions, governance documents, service schedules, and previous recruitment records. Roles created mainly to facilitate immigration will be refused.

5. Sponsor compliance duties

Licensed sponsors must maintain continuous compliance. Core duties include:

• Record-keeping: Keep copies of passports/eVisas or BRPs, right to work check records, contact details, and evidence of the recruitment/selection process.
• Reporting via SMS: Report specified changes within 10 working days, including non-attendance, early termination, role or location changes, significant salary changes, and changes to the organisation’s details or key personnel.
• Right to work checks: Conduct compliant checks before employment begins and retain evidence to a Home Office-compliant standard.
• CoS management: Assign CoS only where the role and applicant meet the route requirements. Do not assign CoS for unpaid roles unless the Rules clearly permit an applicable exemption and the arrangement is fully explained.
• Audit readiness: Maintain HR systems and documents so that the organisation can demonstrate compliance during Home Office audits or visits.

Non-compliance can result in licence downgrading, suspension or revocation, civil penalties for illegal working, and curtailment of a sponsored worker’s permission.

Section B: Sponsorship, Certificate of Sponsorship & Job Requirements

1. Sponsor licence and rating

Only organisations with a valid Minister of Religion sponsor licence can employ a worker under this route. The sponsor must hold an A-rating at the time of assigning a CoS (unless the applicant is continuing with the same sponsor from a previous grant), appear on the official Register of Licensed Sponsors for this route, and demonstrate that the vacancy is genuine and necessary to the organisation’s faith-based work.

If a faith organisation does not yet have a sponsor licence, it must apply and be approved before recruiting from overseas. The application requires evidence that the organisation is genuine, lawfully operating in the UK, and capable of complying with sponsorship duties, including robust HR systems for record-keeping, right to work checks, and reporting via the Sponsor Management System (SMS).

2. Certificate of Sponsorship (CoS) requirements

The CoS is assigned through the SMS and must include accurate, complete details of the role and the worker. For Minister of Religion, the CoS should confirm:

• The applicant’s identity details and nationality.
• That the role falls within the Minister of Religion category and is primarily pastoral.
• The job title, description and key duties, showing the pastoral nature of the work.
• The salary or remuneration package, including any allowances and benefits.
• The proposed start date, which must be no more than three months after the visa application date.
• That the applicant has the necessary skills, qualifications or religious training (and, where relevant, membership of a religious order).
• That the role complies with UK employment law, including Working Time Regulations and pay parity with settled workers; if relying on a recognised exemption from National Minimum Wage, the sponsor should make this clear on the CoS.

3. Pay and conditions

There is no fixed general salary threshold for this route. Instead, sponsors must ensure:

• Pay and conditions are at least equivalent to those offered to settled workers in the same role within the organisation.
• The package meets (or is lawfully exempt from) National Minimum Wage and complies with the Working Time Regulations.
• Any benefits in kind (for example, accommodation) reflect normal practice for the faith organisation and are transparently stated.

Parity with settled workers is central to the Home Office assessment and may be tested through requests for evidence such as pay policies, comparator salaries and organisational charts.

4. Genuineness requirement

The Home Office must be satisfied that the vacancy is genuine, the role aligns with the organisation’s activities, and the applicant is capable of performing the duties described. Evidence can include detailed job descriptions, governance documents, service schedules, and previous recruitment records. Roles created mainly to facilitate immigration will be refused.

5. Sponsor compliance duties

Licensed sponsors must maintain continuous compliance. Core duties include:

• Record-keeping: Keep copies of passports/eVisas or BRPs, right to work check records, contact details, and evidence of the recruitment/selection process.
• Reporting via SMS: Report specified changes within 10 working days, including non-attendance, early termination, role or location changes, significant salary changes, and changes to the organisation’s details or key personnel.
• Right to work checks: Conduct compliant checks before employment begins and retain evidence to a Home Office-compliant standard.
• CoS management: Assign CoS only where the role and applicant meet the route requirements. Do not assign CoS for unpaid roles unless the Rules clearly permit an applicable exemption and the arrangement is fully explained.
• Audit readiness: Maintain HR systems and documents so that the organisation can demonstrate compliance during Home Office audits or visits.

Non-compliance can result in licence downgrading, suspension or revocation, civil penalties for illegal working, and curtailment of a sponsored worker’s permission.

Section C: Making the Application

1. Evidence requirements

A Minister of Religion visa application must be supported by evidence to meet all route requirements. This typically includes:

• Valid Certificate of Sponsorship (CoS) from an approved Minister of Religion sponsor.
• English language evidence at B2 level in speaking, listening, reading and writing, unless exempt. This can be met via an approved Secure English Language Test (SELT), a degree taught in English, or based on nationality, age, or previous immigration history where the requirement has been met in a prior successful application.
• Financial maintenance evidence showing at least £1,270 in cash savings held for 28 consecutive days before the application date, unless the sponsor certifies maintenance on the CoS. Funds must be in the applicant’s or partner’s name and must be readily available.
• Tuberculosis (TB) certificate if applying from a country listed in Appendix Tuberculosis.
• Identity and civil status documents (passport, biometric residence permit if applying from inside the UK, and any marriage or birth certificates for dependants).
• Evidence of qualifications or religious training if requested by the Home Office to confirm capability for the role.

2. Fees, Immigration Health Surcharge (IHS), and CoS costs

As of 9 April 2025, the Home Office application fees are:

• £769 for applications made outside the UK.
• £885 for applications made inside the UK.

In addition, applicants must pay the Immigration Health Surcharge (IHS), currently £1,035 per adult per year and £776 per child per year (reduced rates apply only in limited exempt categories). Dependants pay the same IHS rate as the main applicant unless an exemption applies.

The sponsoring organisation must also pay the Certificate of Sponsorship fee of £525 for each assigned CoS. The Immigration Skills Charge (ISC) is not payable for this route.

3. Processing times and biometrics

Current published service standards are:

• Outside the UK: Around 3 weeks from the date biometrics are enrolled.
• Inside the UK: Around 8 weeks from the date biometrics are enrolled.

Priority services may reduce these times to 5 working days, and super priority services may provide a decision by the next working day, if available at the application location. These times are not guaranteed, and complex cases or additional security checks can extend processing.

4. Grant of permission

If granted, entry clearance is usually valid for the shorter of:

• 3 years and 1 month; or
• The length of the CoS plus 14 days.

For applications made inside the UK (extensions or switching), permission is normally granted for the shorter of:

• 3 years; or
• The CoS length plus 14 days.

The visa will be granted with conditions allowing work in the sponsored role, supplementary employment (within limits), voluntary work, and study, but prohibiting access to public funds.

5. Switching and extending

Applicants can switch into the Minister of Religion route from certain other immigration categories inside the UK, including Skilled Worker, Student, and other eligible work routes. Switching is not permitted from visitor, short-term student, or certain temporary categories.

Extensions are possible if the applicant continues to meet the route requirements and has a new or extended CoS from an eligible sponsor. There is no overall maximum stay under this route, but for settlement purposes, applicants must complete five years of continuous lawful residence in a qualifying route combination.

Section D: Settlement & Dependants

1. ILR after five years

The Minister of Religion visa is a direct route to Indefinite Leave to Remain (ILR). Applicants can qualify after five years of continuous lawful residence in the UK, provided this time is spent entirely on the Minister of Religion route or in a permitted combination of qualifying routes. These include:

• Minister of Religion (T2)
• Skilled Worker
• International Sportsperson
• Tier 1 (except Graduate Entrepreneur)
• Innovator Founder
• Global Talent
• Representative of an Overseas Business

Any gaps in permission or time spent in a non-qualifying route will not count towards the five-year qualifying period and may delay ILR eligibility.

2. ILR requirements

To be granted ILR, applicants must:

• Be employed in the role for which they were last sponsored under the route.
• Have a valid sponsor who confirms the ongoing need for the role and that the applicant’s pay meets the required parity with settled workers.
• Meet the continuous residence requirement, which means absences must not exceed 180 days in any rolling 12-month period during the qualifying period.
• Pass the Life in the UK Test.
• Meet the English language requirement at level B1 or higher, unless exempt.

3. Dependants

Eligible dependants are:

• A spouse, civil partner, or unmarried partner in a genuine and subsisting relationship.
• Children under 18, or over 18 if already in the UK as a dependant.

Dependants can:

• Work in the UK without restriction, except as a professional sportsperson or coach.
• Study in the UK.
• Apply for ILR in line with the main applicant if they meet the continuous residence requirement.

Financial maintenance must be met unless the main applicant’s A-rated sponsor certifies maintenance:

• £285 for a partner
• £315 for the first child
• £200 for each additional child

4. Common refusal and compliance risks

For applicants:

• Applying for a role that is mainly non-pastoral without senior leadership responsibilities.
• Failing to provide adequate evidence of English language ability or financial maintenance.
• Exceeding permitted absences for ILR.

For sponsors:

• Assigning a CoS to a role that does not meet the pastoral requirement or is not a genuine vacancy.
• Failing to report changes in the worker’s circumstances (e.g., role changes, early termination).
• Not retaining required records or failing to conduct compliant right to work checks.
• Assigning a CoS for an unpaid role without falling within the limited exemptions permitted by the Immigration Rules.

Failure to meet the above requirements can result in refusal of applications or curtailment of existing permission, as well as sanctions for the sponsor.

FAQs

1. Is there a minimum salary for the Minister of Religion visa?

No. There is no fixed minimum salary threshold like the Skilled Worker route. Pay must match or exceed that given to settled workers in the same role, and meet or be exempt from the National Minimum Wage and Working Time Regulations.

2. Can I change employer on a Minister of Religion visa?

Yes. You must apply for a new visa before starting work with a new sponsor. The new employer must hold a Minister of Religion sponsor licence and assign a new Certificate of Sponsorship (CoS).

3. Can dependants work in the UK?

Yes. Dependant partners and children can work without restriction except as a professional sportsperson or coach.

4. Does the Immigration Skills Charge apply?

No. The Immigration Skills Charge does not apply to the Minister of Religion route.

5. Can time on this visa lead to British citizenship?

Yes. After obtaining Indefinite Leave to Remain (ILR) and holding it for at least 12 months (or immediately if married to a British citizen), applicants can apply for British citizenship if they meet the statutory requirements.

Conclusion

The Minister of Religion visa (T2) provides a clear and direct immigration route for faith leaders and senior members of religious orders to live and work in the UK. It offers the potential to settle permanently after five years. For applicants, success depends on meeting the eligibility criteria, providing robust evidence, and complying with visa conditions. For sponsors, maintaining a valid licence, assigning CoS correctly, and meeting ongoing compliance duties are critical to avoiding penalties and protecting the immigration status of sponsored workers. Understanding and adhering to the specific requirements of this route is essential for a smooth application process and long-term immigration stability.

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Gill Laing

Gill Laing is a qualified Legal Researcher & Analyst with niche specialisms in Law, Tax, Human Resources, Immigration & Employment Law. Gill is a Multiple Business Owner and the Managing Director of Prof Services - a Marketing & Content Agency for the Professional Services Sector.

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