The Skilled Worker route remains the primary work visa under the UK’s employer-sponsored immigration system. For many organisations, it provides a vital pathway to attract and retain skilled global talent. However, following the 2025 reforms, the sponsorship landscape has become more complex. Higher salary thresholds, revised occupation codes and stricter monitoring mean employers must now approach sponsorship with greater precision and structure.
UKVI expects sponsors to demonstrate clear governance, accurate record-keeping and proactive oversight across every stage of the employment lifecycle. For HR, legal and payroll teams, this means moving beyond administrative processing to a fully integrated compliance model.
This article explains the key employer responsibilities under the current Skilled Worker visa framework, covering eligibility, salary validation, visa transitions and long-term compliance planning.
Section A: Sponsor Responsibilities under the Skilled Worker Framework
The Skilled Worker visa replaced the Tier 2 visa in 2020. Although the Tier 2 route has now been replaced by the Skilled Worker framework, legacy cases and historic references still appear in immigration records and HR systems. Employers managing long-term sponsored staff may still encounter references to a tier 2 dependent visa, a pending tier 2 visa application or earlier tier 2 sponsorship records. These cases should be reviewed against current Skilled Worker guidance to ensure continued compliance and correct treatment of existing leave, reporting and settlement eligibility.
Skilled worker eligible roles are listed in Appendix Skilled Occupations, each tied to a distinct SOC code and associated Skilled Worker going rate. Employers must pay at least the going rate or the Skilled Worker visa minimum salary, whichever is higher. The July 2025 updates replaced the shortage occupation list with the immigration salary list and introduced a temporary shortage list, both now integrated into Appendix Skilled Worker. These provide the official reference point for job eligibility and pay thresholds. From July 2025, new sponsorships must meet RQF Level 6 (degree-level) requirements unless a role appears on the ISL or TSL, while transitional protections remain for existing sponsored staff.
To qualify under the Skilled Worker visa points system, applicants must reach 70 points based on skill, salary, sponsorship and English-language ability. The Skilled Worker English language level remains CEFR B1 and can be demonstrated via an English-taught degree, nationality exemption or approved SELT. The IELTS for UKVI B1 test requires 4.0 in each component, with the minimum IELTS score for UK work visa acting as the baseline for assessment. Employers should verify language evidence before assigning a Certificate of Sponsorship to prevent refusal risk.
Section B: Managing Sponsorship, Compliance and Workforce Transitions
Understanding visa costs, role classifications and employee lifecycle responsibilities is key to compliant sponsorship. Employers should know the difference between Skilled Worker visa and Health Care visa categories. Both are sponsored routes, but the health and care visa offers discounted health and care visa fees and faster processing for qualifying medical and care roles. Current Skilled Worker visa fees vary by length, occupation and region. Dependants may join under the Skilled Worker dependant visa and can work in the UK, so HR teams should ensure records for family members are updated at renewal or extension.
Employers must monitor job changes throughout employment. A promotion, pay rise or job reclassification may require a Skilled Worker change of employment application before implementation. Extensions can be filed through the Skilled Worker visa extension process, provided salary and eligibility remain compliant. All updates should be logged using the Skilled Worker change of circumstances function in the Sponsor Management System. Employers recruiting care and senior care workers should note that overseas sponsorship under Skilled Worker closed on 22 July 2025, with guidance in the latest update to the Skilled Worker visa.
Many employers transition staff from existing UK visa categories. The graduate visa to Skilled Worker visa route supports seamless hiring of post-study graduates. Similarly, the student to Skilled Worker visa route allows switching upon course completion, while legacy Tier 5 to Tier 2 transitions still apply for some staff. Plan onboarding and start dates around these switches to the Skilled Worker visa to maintain continuous lawful residence and compliance.
Supplementary employment remains tightly controlled. The Skilled Worker visa additional work rules allow up to twenty hours per week in roles on the Immigration Salary List or at the same skill level as the main job. Medium-skill additional work remains permissible only for workers with continuous sponsorship since before July 2025. Employers should document secondary employment requests and monitor activity carefully to avoid accidental breaches.
Section C: Salary Validation, Settlement and Long-Term Compliance
Salary compliance is central to UKVI scrutiny. The SOC codes with salary framework defines pay requirements for each role. Employers must evidence how each position meets or exceeds the applicable Skilled Worker going rate and maintain records for inspection. Regular salary audits help identify errors early and confirm alignment with market rates. The new entrant Skilled Worker visa route provides reduced thresholds for eligible younger or early-career employees. To ensure ongoing compliance, employers should schedule salary reviews that bring pay up to standard levels before a Skilled Worker visa extension.
After five years, Skilled Workers may qualify for settlement under the Skilled Worker visa to ILR process. Transitional Tier 2 to ILR requirements still apply for some legacy cases. The UK ILR new rules for Skilled Worker visa introduced in 2025 require evidence that the employee remains in qualifying employment and meets salary thresholds at settlement. Although a 10-year earned settlement model has been proposed, it is not yet in force. Employers should identify eligible employees early, ensure pay progression meets requirements and plan retention strategies accordingly.
Ongoing compliance requires constant monitoring and process refinement. Align HR and payroll systems with official Skilled Worker guidance and incorporate each update Skilled Worker visa change promptly. Even unintentional breaches can result in licence downgrades or suspension, so quarterly reviews of sponsorship data, right-to-work checks and salary validation are vital. Employers that treat sponsorship as part of wider HR governance — not an isolated process — maintain stability, protect their sponsor rating and build long-term trust with UKVI.
Section D: Strategic Workforce Planning for Sponsors
The Skilled Worker route should form part of a wider talent and succession plan. As the 2025 reforms take effect, employers must balance sponsorship costs, eligibility changes and settlement timelines with long-term workforce needs. Strategic workforce planning enables organisations to forecast future recruitment requirements, align immigration processes with business growth and adapt to an evolving policy landscape.
Employers should anticipate future immigration reforms and budget for potential salary threshold increases under the Skilled Worker visa system. Tracking salary inflation against the SOC codes with salary data ensures pay remains competitive and compliant with Home Office expectations. By forecasting costs in advance, HR and finance teams can plan for upcoming increases in sponsorship expenditure, visa renewal fees and potential policy adjustments.
Integrating immigration data into workforce planning systems helps to create a clear picture of future resource needs. Employers should maintain live dashboards showing visa expiry dates, sponsorship timelines and upcoming eligibility for indefinite leave to remain under the Skilled Worker visa to ILR route. Linking this data to broader HR and payroll systems allows businesses to identify gaps early and manage succession proactively.
Strategic planning also supports retention. Mapping ILR eligibility against performance and role progression helps employers understand when to transition skilled workers to settlement, supporting career development while reducing recruitment costs. Building immigration considerations into long-term workforce strategy gives organisations greater stability, ensures compliance remains sustainable and strengthens the UK’s position as a destination for global talent.
