Since the end of free movement between the UK and the European Union in January 2021, UK immigration has operated under a points-based system that applies equally to EU and non-EU nationals. For HR professionals and global mobility managers at multinational companies, understanding how the Skilled Worker visa works — and how to maintain a compliant sponsorship operation — is now essential regardless of where your workforce comes from. This guide covers the current rules for 2026.
Overview of the Points-Based System
The UK's points-based immigration system requires Skilled Worker visa applicants to accumulate a total of 70 points to be eligible. Points are awarded across mandatory and tradeable criteria. Mandatory criteria — which must always be met — include a confirmed job offer from a licensed UK sponsor (20 points), the role meeting the required skill level at RQF Level 3 or above (20 points), and English language proficiency (10 points). The remaining 20 points are tradeable and can be achieved by meeting the salary threshold, or by a combination of occupation type and salary if the role is on the Shortage Occupation List.
Sponsor Licence: The Foundation of UK Work Sponsorship
Before any Skilled Worker visa application can be submitted, the employing company must hold a valid UK Sponsor Licence issued by the Home Office. Without this licence, it is not possible to legally sponsor a worker on a Skilled Worker visa.
Applying for a sponsor licence requires the organisation to demonstrate that it is a genuine trading presence in the UK, that it has appropriate HR systems to manage sponsorship obligations, and that the key personnel nominated to manage the licence are suitable and based in the UK. Processing times for new sponsor licence applications typically range from eight to sixteen weeks, though priority processing is available at an additional fee.
Once granted, the sponsor licence must be actively maintained. The organisation's Authorising Officer — a senior person who takes overall responsibility for the licence — must ensure that sponsored workers are monitored, that their contact details and work locations are up to date in the Home Office's Sponsor Management System (SMS), and that any changes to the employment (such as salary changes, role changes, or terminations) are reported promptly.
Salary Thresholds in 2026
Salary requirements for the Skilled Worker visa were significantly increased in 2024 and remain at elevated levels in 2026. The general salary threshold is GBP 38,700 per year, which represents a substantial increase from pre-2024 levels. This applies to the majority of occupations.
However, several important variations apply. New entrants — defined broadly as individuals under 26, recent graduates switching from a Student visa, or individuals in the first part of a recognised professional training programme — qualify at 70% of the going rate for their occupation code, or the general threshold, whichever is lower. Roles on the Immigration Salary List (formerly the Shortage Occupation List) carry a 20% discount on the going rate.
HR teams must verify the specific Standard Occupational Classification (SOC) code for each role and check both the general threshold and the going rate for that SOC code in the relevant year. The higher of the two figures always applies.
The Certificate of Sponsorship
Once a sponsor licence is in place and the employer has confirmed it can offer a role meeting the skill and salary requirements, the employer must assign a Certificate of Sponsorship (CoS) to the individual. A CoS is an electronic record — not a physical document — that contains details of the job offer including the SOC code, salary, start date, and duration.
For workers already outside the UK (or switching into the Skilled Worker route from abroad), a defined CoS is used. For workers already in the UK switching immigration categories, an undefined CoS is used. Defined CoS allocations are controlled and requested from the Home Office; employers must have sufficient CoS in their allocation to proceed.
The individual then uses the CoS reference number to make their visa application through the UK Visas and Immigration (UKVI) online application system, paying the application fee, the Immigration Health Surcharge (IHS), and providing biometric information at a visa application centre.
Processing Times and Priority Services
Standard processing times for Skilled Worker applications made from outside the UK are three weeks. Applications made from inside the UK also typically take three weeks. Priority and super priority processing services are available for additional fees, reducing decision times to five working days or next working day respectively, though availability is not guaranteed.
HR teams managing time-sensitive relocations should always factor in CoS issuance time, any required document gathering, and biometric appointment availability when projecting start dates. Building in a four to eight week buffer from CoS assignment to target start date is generally advisable.
Compliance Obligations and Right to Work Checks
All UK employers — not just sponsors — are legally required to perform right to work checks before employing anyone. Sponsors have additional obligations through the SMS. These include reporting to the Home Office within ten working days if a sponsored worker fails to attend their first day, stops attending work, or has their employment terminated early. Changes to salary, role title, or working location must also be reported.
The Home Office conducts compliance visits and desk-based audits of sponsor licence holders. Failure to comply with sponsor duties can result in licence suspension or revocation — a potentially severe consequence for organisations with multiple sponsored workers.
Dependants and the Right to Work
Skilled Worker visa holders can bring their spouse or civil partner and dependent children under 18 to the UK. Dependants of Skilled Worker visa holders have the right to work in the UK without restriction — they do not require their own sponsor or a separate work visa. This is a material benefit for dual-income couples and should be highlighted in relocation packages when competing with offers in jurisdictions where dependent work rights are more limited.
Indefinite Leave to Remain Pathway
Skilled Worker visa holders who remain in the UK for five continuous years can apply for Indefinite Leave to Remain (ILR) — the UK equivalent of permanent residency. Continuous residence is assessed against absences, with a general rule that absences should not exceed 180 days in any twelve-month period during the qualifying period.
ILR removes the need for further visa renewals and provides near-unrestricted rights to live and work in the UK. For multinational employers with long-term UK assignees, communicating the ILR pathway is an important part of employee retention.
How xpath.global Supports UK Mobility
Managing sponsor licence compliance, CoS assignments, right to work checks, and ongoing SMS reporting simultaneously across a large workforce is operationally demanding. xpath.global's UK-connected partner network and global mobility coordination platform enables HR teams to manage the full UK sponsorship lifecycle — from licence application through to ILR — with the compliance rigour the Home Office requires.
With 183+ countries covered, 600+ vetted partners, and a 98.4% move success rate across 30,000+ managed cases, xpath.global brings the precision and local expertise that UK Skilled Worker programmes demand.
xpath.global manages sponsor licence applications, CoS, right to work checks and SMS reporting end to end.
Explore Immigration Servicesxpath.global Editorial Team — June 2026
