Guidance for Employers to Sponsor Skilled Workers in 2025

UK employers planning to hire workers from overseas under the Skilled Worker route must hold a Sponsor Licence. The key requirements for a sponsor licence are that your organisation must be a genuine UK business with no history of immigration or criminal offences, have appropriate HR systems in place to monitor sponsored employees, and appoint key personnel to manage the licence. You must also provide at least four supporting documents with your application. For more details, see our Sponsor Licence Application Guidance

The general process for sponsoring a skilled worker is as follows: 

1. Apply for a sponsor licence.
2. Create a genuine job vacancy that meets the required skills, salary, and immigration requirements.
3. Conduct the interview and provide a job offer to your chosen candidate.
4. Assign a Certificate of Sponsorship (CoS) to your overseas candidate.
5. Pay the CoS fee and the Immigration Skills Charge.
6. Your chosen candidate applies for their Skilled Worker visa with the CoS you provided.

Challenges employers face when sponsoring skilled workers in 2025

Hiring overseas talent has become increasingly challenging for UK employers in 2025, and this trend is expected to continue into 2026. Recent Home Office reforms have raised salary and skill thresholds and narrowed the list of eligible occupations. In addition, applications for skilled worker sponsor licences and compliance reviews are now subject to ever greater scrutiny by the Home Office. This is demonstrated by the fact that between July 2024 and June 2025, a record number of sponsor licences were revoked due to breaches of the immigration rules. Common reasons for sponsor licences being revoked include: 

• Underpayment of workers
• Facilitating entry to circumvent immigration rules
• Failing to provide promised work

UK sponsors should also be aware that from 1 January 2025, any attempt by an employer to recoup sponsorship fees, including the sponsor licence fee, Certificate of Sponsorship fee, or Immigration Skills Charge, will result in licence revocation. Staying fully compliant with sponsor duties and keeping up to date with rule changes is, therefore, essential if you wish to continue hiring overseas talent.

These changes, along with the closure of some routes such as social care sponsorship, make workforce planning more complex. Employers now need both time and specialist knowledge to understand the new immigration rules and ensure compliance. The good news is that with the correct guidance and approach, it is perfectly possible to hire overseas talent for your business. For any questions about how to sponsor skilled workers in the UK, contact our immigration lawyers by calling at 02037442797 or completing our enquiry form. 

Who can you sponsor under the new skilled worker visa rules?

UK employers can sponsor overseas nationals if both the role and the individual they wish to sponsor meet the relevant requirements. To qualify under the Skilled Worker route, the role must: 

• Be on the list of eligible occupations (Appendix Skilled Occupations) 
• Meet the required skill level: equivalent to RQF 6 (degree‑level) or above
• Meet minimum salary requirements: general threshold is £41,700 per year or the job’s going rate, whichever is higher.
• Meet the genuine role requirement 
• Meet the English language requirements: at least B1

Eligible occupation requirement

The Home Office’s eligible occupation list sets out which roles UK employers can sponsor under the Skilled Worker visa route. Each role on the list is assigned a Standard Occupational Classification (SOC) code, which are four-digit numbers used to classify jobs in the UK. When sponsoring a worker, employers must ensure that their job offer accurately reflects the duties of the occupation, rather than relying solely on the job title. This means looking closely at the actual tasks the employee will perform and confirming that they match the skills and responsibilities expected for that occupation.  

Using an incorrect SOC code or offering a role that does not genuinely match the listed occupation can result in visa refusals and may lead to penalties or licence revocation.  

Required skill level

The new minimum skill level requirement for most jobs is RQF level 6 or above (i.e. degree level or higher). However, roles included on the Immigration Salary List or Temporary Shortage List can still be sponsored at lower skill levels. The Immigration Salary List sets lower salaries for specific roles where demand is strong. 

Genuine role requirement

A genuine role is one that is not fictitious and is not created solely to obtain entry for a worker. Employers cannot assign a Certificate of Sponsorship for a role that: 

• Does not exist 
• It is created mainly for immigration purposes 
• It is intended for the worker to provide services to a third party in an ongoing or routine capacity 

Workers must intend and be able to carry out the role for which they are sponsored. Non-compliance may result in the refusal of the visa and enforcement action against the employer. 

How much salary do you need to pay a skilled worker?

The minimum salary an employer need to pay depends on the job being offered, the CoS assignment date, and whether the worker is eligible for a lower salary threshold. For example, if the CoS was assigned on or after 22 July 2025, the minimum salary general threshold (referred to as ‘Option A’) is £41,700 per year or the role’s going rate, whichever is higher. Certain Skilled Workers may qualify for a lower salary threshold if they meet specific conditions, such as:

• The candidate is under 26, a student, a recent graduate, or in professional training: the minimum salary you need pay is £33,400 or 70% of the job’s going rate, whichever is higher
• The candidate holds a relevant PhD: the minimum salary you need to pay is £37,500 or 90% of the job’s going rate, whichever is higher
• The candidate holds a PhD in a STEM subject: the minimum salary you need to pay is £33,400 or 80% of the job’s going rate, whichever is higher
• The role you are offering is on Immigration Salary List:
  • at least £33,400 for degree-level (RQF 6+) occupations or 100% the job’s going rate, whichever is higher
  • at least £23,200 for sub-degree (RQF 3–5) occupations or 100% the job’s going rate, whichever is higher

Under the new immigration rules, determining the minimum salary an employer must pay to sponsor a Skilled Worker is not always straightforward. It often requires careful calculation based on the job’s SOC code, working hours, and the applicable salary thresholds. For a detailed explanation, see our Skilled Worker Visa Minimum Salary requirement guidance , or contact our immigration lawyers for a free consultation if you have any questions.

In addition, employers must provide a PAYE reference number when assigning a Certificate of Sponsorship (CoS) to confirm that the worker will pay tax and National Insurance. If PAYE does not apply, employers must give a clear reason why. Providing accurate PAYE details is essential for compliance and to avoid potential sponsor licence issues.

Skilled worker sponsor duties and compliance

Employers holding a skilled worker sponsor licence must meet ongoing duties and compliance obligations. These include monitoring workers’ attendance, keeping records, reporting changes to the Home Office, and maintaining up-to-date CoS records. Non-compliance can result in fines, suspension, or revocation of the licence. Please see our full article for detailed guidance on sponsor licence duties and compliance. 

Skilled worker visa renewals and extensions

When applying for a Skilled Worker visa renewal or extension, it is important to remember that all of the core eligibility requirements for the initial Skilled Worker visa still apply, including: 

• The role must remain on the eligible occupation list 
• The salary must meet the minimum threshold 
• A new CoS must be assigned 

For workers in skill level RQF Level 3 to 5 roles, transitional rules may allow Skilled Worker visa extensions only if they held Skilled Worker status before 22 July 2025 and maintained continuous Skilled Worker visa permission since then. These rules will remain in place until April 2030. Employers must ensure the correct salary thresholds are applied when assigning CoS for extensions. 

FAQ about sponsoring skilled workers

Reference:

GOV.UK: Record numbers of visa sponsor licences revoked for rule breaking