UK Working Visa Guide: Types, Requirements & Employer Compliance Essentials

Key updates employers should factor into 2026 planning include the B2 English requirement from 8 January 2026 and the continued rollout of digital eVisa-based status checks.

As a premier destination for global innovation, the United Kingdom consistently attracts top-tier professionals across high-impact sectors like fintech, life sciences, and advanced engineering. For international employers, however, the UK’s post-Brexit immigration landscape is defined by rigorous standards and frequent regulatory shifts, such as the major salary threshold increases implemented in 2025 and the heightened English language requirements arriving in early 2026.

Successfully scaling a UK-based team requires a precise understanding of these evolving pathways. This guide provides a comprehensive roadmap through the essential UK work visa types, the stringent compliance duties expected of sponsors, and the strategic role of employer of record UK solutions in mitigating legal risk and administrative burden.

6 Major UK Work Visa Categories for Employers

Choosing the right UK work visa types is the first step toward building a compliant and successful UK-based workforce. It is also critical to balance talent acquisition with operational costs.

A. Skilled Worker Visa

Best For: Long-term permanent hires & core team members who need a path to settlement.

The Skilled Worker Visa is the primary route for international recruitment. It follows a points-based system where applicants must score 70 points based on their job offer, skill level, and salary.

• Sponsorship Requirements: Employers must hold a Sponsor Licence and issue a Certificate of Sponsorship (CoS) for each candidate.
• Salary Thresholds (effective 22 July 2025): The general threshold is £41,700 or the occupation-specific “going rate” (whichever is higher).
• Language Standards: Starting January 8, 2026, new applicants must demonstrate English proficiency at Level B2 (upper-intermediate) on the CEFR scale, a step up from the previous B1 requirement.
• Settlement: This route is highly attractive for long-term retention as it allows for Indefinite Leave to Remain (ILR) after 5 years.

B. Global Talent Visa

Best For: World-leading experts in tech, science, or arts who do not require employer sponsorship.

Targeting "the brightest and best," this Global Talent Visa is for exceptionally talented individuals in fields such as digital technology, science, research, and arts and culture.

• Autonomy for Employers: This route does not require employer sponsorship, meaning companies can hire these individuals without paying the Immigration Skills Charge or managing a CoS.
• Endorsement Process: Candidates must be endorsed by a Home Office-recognized body endorsed by a Home Office-recognised endorsing body (requirements vary by field and may change over time). (Keeps you safe without risking stale specifics.) 
• Fast-Track Settlement: Holders in science or research can often apply for settlement (ILR) after just 3 years, rather than the standard 5 years.

C. Senior or Specialist Worker Visa (Global Business Mobility)

Best For: Intra-company transfers of existing senior staff to a UK branch for a temporary assignment (no settlement path).

This Senior or Specialist Worker Visa is specifically for employees of multinational companies who are being transferred to a UK branch or subsidiary for a temporary period.

• Eligibility: The worker must be employed by an overseas business linked to the UK entity and be assigned a Certificate of Sponsorship for a qualifying role. (This route is typically used for intra-company transfers and does not lead to settlement. 
• Salary Prerequisites: The minimum general threshold is £52,500 per year.
• Key Distinction: Unlike the Skilled Worker route, this visa does not lead to settlement in the UK. However, workers can switch to a Skilled Worker visa if they wish to pursue permanent residency.

D. Graduate Visa (Post-Study Work Visa)

Best For: Hiring UK-educated junior talent for a 2-year trial period without sponsorship costs.

Designed to retain international talent educated in the UK, the Graduate Visa provides a "buffer" period for students to enter the workforce.

• Duration Changes: For applications submitted on or before December 31, 2026, the visa lasts 2 years (3 years for PhDs). Applications made on or after 1 January 2027 are expected to be 18 months for bachelor’s/master’s graduates (PhD remains 3 years).
• Hiring Benefit: Employers can hire Graduate Visa holders immediately without any sponsorship paperwork or immigration fees. This allows companies to "test" talent before committing to the costs of a Skilled Worker sponsorship.
• Work Flexibility: Holders can work in almost any job and switch employers at will.

E. Health and Care Worker Visa

Best For: Doctors, nurses, and social care professionals joining the NHS or regulated care providers.

The Health and Care Worker Visa is a prioritized sub-category of the Skilled Worker route for qualified doctors, nurses, and adult social care professionals.

• Incentives: Applicants enjoy reduced visa fees and are exempt from the Immigration Health Surcharge (IHS), which currently costs over £1,000 per year for other visas.
• Salary Thresholds: Generally lower than the standard Skilled Worker route, with a threshold of £31,300 (or £25,000 for those on national pay scales).
• Strict Eligibility: Employers must be NHS-affiliated or a CQC-regulated social care provider to sponsor workers under this route.

F. Temporary Worker Visas

Best For: Short-term seasonal staff, creative artists, or charity workers on fixed-term projects.

The "Temporary Work" umbrella covers several specific categories intended for short-term or project-based assignments, typically lasting between 6 and 24 months. Some common types include Creative Worker, Seasonal Worker, Government Authorised Exchange, and Charity Worker.

⏱️ 2026 UK Hiring Guide: Estimated Hiring Timeline

• Week 1-2: Apply for/Verify Sponsor Licence.
• Week 3: Issue Certificate of Sponsorship (CoS).
• Week 4-7: Employee submits Visa Application (Standard Service).
• Week 8: The employee receives the decision (eVisa) and arranges travel.
• Day 1: Employer conducts Right-to-Work check before work begins.

UK Licensed Sponsor Eligibility & Documentation Requirements

1. Employer Requirements

To hire international talent, UK companies must transition from a standard business entity to a Licensed Sponsor. This role carries specific administrative and financial obligations.

• Sponsor Licence Registration: Businesses must apply to the Home Office to prove they are a genuine organization operating lawfully in the UK. This involves appointing "Key Personnel"—such as an Authorising Officer—who is responsible for the license. As of 2024, the requirement to renew the license every four years was abolished, meaning sponsors no longer need to renew every 4 years, but must continue meeting compliance duties and monitor their SMS account for Home Office actions or changes. 
  
  
• Assigning Certificates of Sponsorship (CoS): A CoS is a digital record (not a physical document) that acts as the "ticket" for a worker's visa application. Employers must choose between a Defined CoS (for candidates applying from outside the UK) or an Undefined CoS (for those already in the UK).
  
  
• Job Descriptions & Salary Evidence: Employers must prove the role meets the current Skilled Worker skill level (Commonly referenced as RQF Level 6 for most new sponsorship after July 2025), alongside salary and genuineness requirements.
  
  
• Record Keeping for Audits: To survive a UKVI audit, sponsors must retain documents for each worker, including copies of passports, right-to-work checks, payslips, and a history of their contact details. These must be kept for the duration of sponsorship plus one year.
  
  
• Immigration Fees: Employers are responsible for the Sponsor Licence fee (£536–£1,476), the CoS fee (£250–£525), and the Immigration Skills Charge, which costs up to £1,000 per year of sponsorship for larger companies.

2. Employee Requirements

While the employer provides the job "shell," the employee must prove they are personally eligible to live and work in the UK.

• Passport: Must be valid with at least one blank page for the visa vignette (if applicable). By December 31, 2025, most physical vignettes and BRP cards will be replaced by digital eVisas.
• English Proficiency: For many visas, including the Skilled Worker route, the requirement is rising to CEFR Level B2 starting January 8, 2026. This must be proven via a Secure English Language Test (SELT) or a degree taught in English.
• Proof of Qualifications: Candidates must provide certificates or transcripts if their role requires a specific degree level (e.g., RQF Level 6).
• TB & Police Clearances: A Tuberculosis (TB) test is mandatory for residents of certain countries (e.g., India, Pakistan, Philippines) if staying for over 6 months. Police clearance certificates are required if working in sensitive sectors like healthcare or education.
• Financial Evidence: Unless the employer "certifies maintenance" on the CoS, the employee must show at least £1,270 in their bank account for 28 consecutive days to prove they can support themselves upon arrival.

3. Processing Times & Expedited Services

The timeline for a UK work visa varies based on the application location and the urgency of the hire.

• Standard Processing (3–8 Weeks): Applications submitted from outside the UK typically take 3 weeks, while in-country switches or extensions average 8 weeks.
• Priority Service (£500): This service reduces the wait time to 5 working days. It is available for both Sponsor Licence applications and individual visa filings.
• Super Priority Service (£1,000): For critical hires, this service provides a decision by the end of the next working day after the biometric appointment.

UK Employer Sponsorship Duties & Compliance

Holding a Sponsor Licence is a serious legal commitment. The Home Office considers licensed employers to be "partners" in maintaining the UK’s border security. To remain in good standing, you must fulfill four core duties or risk severe penalties, including the revocation of your licence and the immediate curtailment of your employees' visas.

A. The 4 Pillars of Sponsorship Compliance

Employers are responsible for ensuring that every sponsored hire is both legally entitled to work and appropriately placed within the organization.

• Right-to-Work (RTW) Checks: Where the worker holds digital immigration status, you must complete the Right-to-Work check using the Home Office online service (share code).  Critical Update: By December 31, 2026, all physical Biometric Residence Permits (BRPs) will be replaced by eVisas. 
• Skill and Salary Integrity: The Home Office has increased scrutiny on "genuine vacancies." You must prove the role is not created solely for immigration purposes and that it meets the RQF Level 6 (graduate-level) skill threshold.
• Salary Thresholds: As of July 2025, the standard salary threshold for the skilled worker visa UK is £41,700 (or the "going rate" for the occupation, whichever is higher). If the role is on the immigration salary list, a lower threshold of £33,400 may apply.

B.  The 'Appendix D' Audit Checklist

During a Home Office audit, you must be able to produce a comprehensive "Appendix D" file for every sponsored worker. This is the most common area where employers fail inspections.

• Employee Records: Maintain copies of passports, digital RTW check results, and up-to-date contact details.
• Payroll Evidence: You must keep payslips and P60s to prove you are actually paying the salary stated on the Certificate of Sponsorship (CoS).
• Recruitment History: Keep copies of job advertisements, interview notes, and a rationale for why the candidate was selected.
• Retention Period: Documents must be kept for the duration of the sponsorship plus one year.

C. The 10-Day Reporting Rule (SMS)

The Sponsorship Management System (SMS) is your direct line to the Home Office. Any significant change in a worker's status must be reported, typically within 10 working days.

• Absences: Report if a worker is absent for more than 10 consecutive working days without permission.
• Changes in Circumstances: This includes promotions, salary increases (or decreases), and changes in work location. In 2025/2026, you must specifically report if an employee moves to a permanent hybrid or remote work arrangement.
• Termination: If an employee resigns or is dismissed, you must report this immediately so their visa can be shortened.

D. Key Personnel & Licence Protection

Your licence is the foundation of your international hiring strategy.

• Key Personnel: You must always have an active Authorising Officer (AO) and a Level 1 User assigned in the SMS. If your AO leaves the company without a replacement being named, your licence may be suspended.
• Licence Renewal: Previously, licences expired every 4 years. While the Home Office has extended many licences automatically, you must still monitor your dashboard for renewal prompts to ensure no lapse in sponsorship for employment authority.

Failure to report or maintain records can lead to licence suspension, revocation, or civil penalties of up to £60,000 per illegal worker.

Visa Costs for UK Employers & Employees

Hiring international talent involves a multi-layered fee structure that both the company and the applicant must navigate. For 2026, it is critical to account for the December 16, 2025, increase in the Immigration Skills Charge (ISC), which rose by 32% as part of the government's strategy to encourage domestic upskilling. Beyond the initial application, companies should budget for the full "immigration lifecycle," including potential extensions, priority processing for urgent hires, and the mandatory healthcare surcharge that covers the worker’s access to the NHS.

Compliance Essentials for UK Employers

Navigating UK employment law requires a dual focus: meeting general labor standards and adhering to specific immigration-related duties. Failure to maintain these essentials can lead to severe financial penalties and the loss of your ability to hire international talent.

A. General UK Labour Law Compliance

All employers in the UK, whether sponsoring visas or not, must comply with the Working Time Regulations (WTR) and national pay standards.

• Working Hours: Employees cannot be forced to work more than an average of 48 hours per week unless they voluntarily "opt out" in writing.
• National Minimum Wage (NMW): Employers must stay updated on annual increases (typically every April). For 2026, ensure your payroll reflects the latest statutory rates to avoid HMRC penalties.
• Holiday Pay: Most workers are entitled to 5.6 weeks of paid holiday per year. Since April 2024, specialized "rolled-up" holiday pay can be used in limited scenarios (such as irregular-hours/part-year workers) when handled correctly and transparently on payslips.

B. Visa Thresholds & Immigration Compliance

If you are a licensed sponsor, you are held to a higher standard of scrutiny by the Home Office.

• Salary Thresholds: You must ensure that every sponsored worker’s salary meets the 2026 minimums. For the Skilled Worker route, this is generally the higher of £41,700 or the occupation's "going rate."
• Digital Right-to-Work Checks: You are legally required to verify an employee’s right to work before their first day. By December 31, 2026, all physical Biometric Residence Permits (BRPs) will be fully phased out in favor of eVisas.

C. Record Keeping & Audit Readiness

The Home Office can conduct unannounced site visits to inspect your HR systems. To remain compliant, you must:

• Maintain "Appendix D" Records: Keep copies of passports, recruitment notes, employment contracts, and updated contact details for all sponsored staff.
• Audit Trail: Retain these records for the duration of sponsorship plus one year (or until a Home Office official has inspected them).
• Reporting: Use the Sponsorship Management System (SMS) to report absences, role changes, or terminations within 10 working days.

D. Avoiding Worker Misclassification

One of the most significant risks for UK employers is misclassifying a "deemed employee" as an independent contractor.

• IR35 Legislation: Under these rules, the responsibility for determining employment status lies with the hiring company. If a contractor works like an employee (e.g., uses company equipment, follows a set schedule, or has a "manager"), they may be "inside IR35."
• Penalties: Incorrectly classifying a worker can result in large bills for unpaid National Insurance, backdated holiday pay, and hefty fines from HMRC.

Payroll Considerations for UK Licensed Sponsors

Managing payroll for sponsored employees requires meticulous attention to the intersection of immigration rules and UK tax law. For 2026, employers must be particularly vigilant about the rising salary thresholds and how they interact with tax residency.

• Determining Tax Residency: All visa holders must be assessed using the Statutory Residence Test (SRT). In simplest terms, an employee is typically a UK tax resident if they spend 183 or more days in the UK during a tax year. However, the "Sufficient Ties Test" can deem someone a resident even with fewer days if they have family, accommodation, or work ties in the UK.
• PAYE and HMRC Compliance: Every sponsored worker must be integrated into the Pay-As-You-Earn (PAYE) system. Employers must register with HMRC and report salary, taxes, and deductions in real-time. It is a critical compliance point to ensure the gross salary processed through payroll matches the amount stated on the Certificate of Sponsorship (CoS) to avoid triggering a Home Office audit.
• National Insurance Contributions (NIC): Both the employer and the visa holder are liable for NIC. For the 2026/27 tax year, be aware that voluntary Class 2 NICs for time spent abroad are being phased out in favor of Class 3, which may impact international assignees. 
• Pension Auto-Enrolment: UK law mandates that all "eligible jobholders" aged 22 to State Pension age, earning over £10,000 per year, must be automatically enrolled into a qualifying workplace pension. For 2026, the minimum total contribution remains 8% (3% from the employer, 5% from the employee). This applies equally to visa holders, who must also be informed of their right to "opt out" if they choose.

How Slasify Helps Employers Hire in the UK

Navigating the complexities of the skilled worker visa UK and the immigration salary list can be a barrier to growth. Slasify simplifies the journey for you.

• Employer of Record UK: Hire employees legally without setting up a UK entity. We act as the legal employer, managing all local tax, social security, and pension requirements.
• Global Mobility Support: We advise on sponsorship for employment and assist in preparing the documentation for the Global Talent visa UK and other routes.
• End-to-End Payroll: We handle the intricacies of PAYE and NIC while ensuring your employees receive their correct holiday and benefit entitlements under UK labor law.

The UK offers a variety of routes to attract global talent, but the landscape is shifting rapidly. Employers must remain vigilant regarding regulation updates and rising sponsorship costs. By partnering with an employer of record UK like Slasify, you can scale your team efficiently while offloading the administrative and compliance burden to experts. Contact Slasify today to explore our UK EOR and payroll solutions.

FAQ about the UK Working Visa Guide

1. Can we switch a Graduate Visa holder to a Skilled Worker Visa early? 

Yes, and for many employers, this is strategic. While the Graduate Visa allows 2 years of work without sponsorship costs, switching to a skilled worker visa UK early "locks in" their path to Indefinite Leave to Remain (ILR). For the employer, this secures the talent long-term, though you will begin incurring sponsorship fees and the Immigration Skills Charge as soon as the switch occurs.

2. How does the "New Entrant" salary discount work for younger talent? 

If an applicant is under 26, a recent UK graduate, or working toward a professional qualification, you can pay them 70% to 90% of the standard "going rate" for their role (minimum £33,400 as of 2026). This "New Entrant" rate is valid for a maximum of 4 years. Employers should budget for a significant salary jump once the 4-year limit is reached, as the employee must then meet the full salary threshold.

3. What happens if a sponsored employee moves to a fully remote or hybrid role? 

You must report any change in an employee's "normal work location" via the Sponsorship Management System (SMS) within 10 working days. If a worker moves to a fully remote setup, the Home Office may scrutinize whether the role truly requires them to be based in the UK. Failure to report a shift from office-based to hybrid work is a common trigger for a licence downgrade during an audit.

4. Can an Employer of Record (EOR) sponsor a Skilled Worker Visa on our behalf? 

Standard EORs in the UK typically cannot "rent out" their sponsor licence. Under Home Office rules, the entity that sponsors the worker must have "day-to-day" control over their output. However, a specialized employer of record uk like Slasify can act as the legal employer and manage the sponsorship if they are the ones technically directing the work, or they can provide the legal framework to help your own UK entity obtain and manage its own licence.

5. What is the "Immigration Salary List" and does it still offer discounts? 

The immigration salary list (which replaced the Shortage Occupation List) contains specific roles where the UK has a labor deficit. If a job is on this list, you can pay the worker a slightly lower general salary (minimum £33,400). However, unlike the old system, you still have to pay 80% of the role’s specific "going rate." Most roles are expected to be removed from this list by December 2026, so employers should not rely on these discounts for long-term financial planning.

6. Can the UK Expansion Worker visa lead to settlement?

No. The UK Expansion Worker visa is strictly a temporary route designed to help overseas businesses establish their first UK footprint. It is granted for an initial 12 months and can be extended for only one additional year, reaching a maximum total stay of 2 years. Because this category does not lead directly to Indefinite Leave to Remain (ILR), time spent on this visa does not count toward the residency requirement for settlement. However, once the UK branch is trading, workers often switch to the Skilled Worker visa uk, which does offer a 5-year pathway to permanent residency.

7. What is the minimum salary for an Expansion Worker?

Under the 2025/2026 guidelines, the financial requirements for this route have increased to ensure workers are appropriately compensated for senior roles.

• General Threshold: You must pay a minimum of £52,500 per year (up from the previous £48,500).
• Going Rate: You must also pay 100% of the "going rate" for the specific job's occupation code (SOC code).

Calculation: You are required to pay whichever of these two amounts is higher. Note that only the first 48 hours worked per week can be used to meet these thresholds, and you cannot use "tradable points" (like a PhD) to lower this salary requirement as you might in other categories.