Check the role before assigning sponsorship
The job duties must match an eligible occupation code. Higher-skilled occupations qualify in principle; medium-skilled roles require a listed or specific transitional basis. The Immigration Salary List, Temporary Shortage List and existing-worker provisions must be checked rather than assuming every RQF level 3 job remains eligible.
The employer needs the appropriate sponsor licence and must assign a Certificate of Sponsorship for the actual role. The worker still needs to meet the visa requirements. Sponsorship should follow a real recruitment or employment need.
- Confirm the main duties, work location and contractual hours.
- Check the occupation code against the current eligible-jobs table.
- Identify the applicant’s previous sponsorship dates before relying on transitional rules.
Salary and English requirements
The usual salary test is at least £41,700 a year or the occupation’s going rate, whichever is higher. Some applicants and occupations have different salary provisions. Hours, eligible pay components and the correct going-rate table matter; a headline annual figure alone is insufficient.
New applicants and people switching from another route usually need English at B2. Someone who held Skilled Worker permission before 8 January 2026 and is extending or updating it may use the B1 transitional provision. Accepted qualifications, nationality exemptions and previously accepted evidence should be checked before booking a test.
Extensions, job changes and longer-term plans
Permission can be granted for up to five years, with the actual period depending on the application and sponsorship. Changing employer or certain job details can require an updated visa. Do not assume that an existing permission covers a new role or that work for a new sponsor can begin while an application is pending.
Settlement may be possible after a qualifying five-year period under current rules, subject to the relevant residence, sponsorship, pay and other conditions. Dependants have their own eligibility rules; their position should be assessed separately.
Prepare an enquiry that can be assessed
Employers should provide a brief role description, proposed salary and hours, licence status, intended start date and the worker’s current immigration position. Workers should identify their actual job offer and the employer’s sponsorship position.
This information helps identify missing evidence and the appropriate scope of advice before fees are agreed. We advise on applications and sponsorship requirements; we do not find vacancies or supply a sponsoring employer.
Common questions
Does a £41,700 salary guarantee eligibility?
No. The occupation’s going rate may be higher, and the role, hours, sponsorship and personal requirements must also be met. Any lower-salary provision needs its own eligibility assessment.
Must an existing Skilled Worker take a new B2 test?
Not necessarily. Previous permission, the type of application and evidence already accepted determine whether the B1 transitional rule or another evidential provision applies.
Your next step
Discuss a proposed role or application
Describe the job offer or employer requirement and any deadline. We will confirm fit, scope and fees before instruction.
Make a Skilled Worker enquiryOfficial sources
This guide gives general information. The rules, dates and circumstances relevant to an application need to be checked individually.