Navigating UK Visa Pathways: Your Essential Guide to Immigration and Sponsorship

Navigating UK Visa Pathways: Legal Frameworks and Strategy

Navigating the UK immigration system requires identifying the precise legal route matching your purpose of stay, securing required sponsorship or endorsement where mandated, and meeting strict evidentiary standards set out in the UK Immigration Rules. Every long-term visa category operates on a framework of validity, suitability, and eligibility requirements that applicants and sponsors must satisfy sequentially before permission to enter or remain is granted. A successful outcome depends on aligning personal circumstances with statutory criteria, submitting fully compliant specified evidence, and adhering to strict procedural deadlines.

UK immigration law is governed primarily by the Immigration Act 1971, the Immigration and Social Security Co-ordination (EU Withdrawal) Act 2020, and the dynamic appendices of the Immigration Rules. Because these rules are subject to frequent legislative statements of changes, applicants and sponsoring organisations must evaluate their options against the active rules in force on the exact date of application fee payment.

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Core UK Visa Categories and Pathway Selection

Choosing the correct immigration category determines not only the initial application requirements, but also the applicant's right to work, recourse to public funds, permission to bring dependants, and eventual eligibility for Indefinite Leave to Remain (ILR) and British citizenship.

1. Sponsored Economic Routes

Sponsored work routes require a direct link between a UK-based organisation holding an active sponsor licence and an overseas national or in-country applicant. The primary vehicle for long-term employment is the Skilled Worker route, which replaced the Tier 2 (General) framework under Appendix Skilled Worker.

• Skilled Worker Visa: Designed for individuals recruited to fill an eligible skilled vacancy. The applicant must be assigned a valid Certificate of Sponsorship (CoS), meet the skill threshold of RQF Level 3 (equivalent to A-levels) or higher, satisfy the English language requirement at CEFR Level B1, and be paid a salary that equals or exceeds both the general salary threshold and the specific going rate for the relevant Standard Occupational Classification (SOC) 2020 code.
• Health and Care Worker Visa: A specialised sub-category within the Skilled Worker route offering lower application fees, an exemption from the Immigration Health Surcharge (IHS), and dedicated processing streams. It applies to qualified doctors, nurses, health professionals, and adult social care staff working for eligible NHS bodies, care providers, or organisations regulated by the Care Quality Commission (CQC).
• Global Business Mobility (GBM) Routes: Non-settlement routes under Appendix Global Business Mobility facilitating multinational corporate transfers. This includes Senior or Specialist Workers transferring to a UK branch, Graduate Trainees on structured management programmes, UK Expansion Workers establishing a UK presence, Service Suppliers delivering contracts under international trade agreements, and Secondment Workers under high-value contractual arrangements.
• Scale-up Visa: A hybrid route for high-growth UK businesses allowing them to recruit talented individuals. Sponsoring employers must meet statutory growth metrics (such as 20 percent annualised growth in turnover or employment over three years). After an initial six-month sponsored period, the visa holder can switch to an unsponsored status for the remainder of their permission.
• Temporary Work Routes: Short-term sponsored options under Appendix Temporary Work, encompassing Creative Workers, Charity Workers, Religious Workers, Government Authorised Exchange participants, and International Agreement staff.

2. Family and Private Life Routes

Family applications are governed predominantly by Appendix FM of the Immigration Rules, providing mechanisms for British citizens, settled persons, and those with refugee status to sponsor direct family members.

• Spouse and Civil Partner Visas: For individuals in legally recognised marriages or civil partnerships with a settled person. Applicants must prove their relationship is genuine and subsisting, demonstrate adequate accommodation, meet the English language requirement (CEFR Level A1 for initial entry), and satisfy the Minimum Income Requirement (MIR).
• Unmarried Partner Visas: Available to couples who have cohabited in a relationship akin to marriage for at least two years, or who have been in a genuine and subsisting relationship for two years but can provide a valid reason for not cohabiting (such as work commitments, cultural constraints, or legal bars).
• Fiancé(e) / Proposed Civil Partner Visas: Grants a six-month entry clearance without work rights to enable the couple to marry or enter into a civil partnership in the UK, after which the applicant must apply in-country for partner permission.
• Child of a Settled Person: For minor children joining settled parents, subject to the sole responsibility test if only one parent is residing in or moving to the UK.
• Adult Dependent Relative (ADR): One of the most stringent routes in the Immigration Rules, requiring evidence that the applicant requires long-term personal care to perform everyday tasks due to age, illness, or disability, and that such care cannot be provided or afforded in their country of origin.

3. Business, Talent, and Investment Routes

These categories cater to entrepreneurs, exceptional talents, and individuals with independent means of economic contribution, largely operating outside the traditional employer sponsorship model.

• Innovator Founder Route: Geared toward experienced entrepreneurs seeking to establish an innovative, viable, and scalable business in the UK. The business concept must be assessed and supported by an approved Home Office endorsing body.
• Global Talent Route: Open to leaders or emerging leaders in academia, research, arts and culture, and digital technology. Applicants must secure an endorsement from a designated body (such as the Royal Society, British Academy, Royal Academy of Engineering, Arts Council England, or Tech Nation) or hold an eligible prestigious prize.
• High Potential Individual (HPI) Route: An unsponsored, points-based work route for graduates from top-ranked non-UK universities who received their qualification within the five years immediately preceding the application date.

4. Educational and Post-Study Pathways

Educational migration feeds directly into the UK workforce and broader immigration infrastructure.

• Student Visa (Appendix Student): Enables international students to pursue courses at licensed Student sponsors. It mandates a Confirmation of Acceptance for Studies (CAS), proven maintenance funds, and English language competence at CEFR Level B2 for degree-level study.
• Graduate Visa (Appendix Graduate): An unsponsored, post-study work route granting two years of permission (three years for doctoral graduates) following successful completion of an eligible UK degree. This route cannot be extended, but holders can switch into sponsored employment routes like the Skilled Worker visa.

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The Sponsorship System and Sponsor Licence Operations

For employment-based immigration, the sponsor licence system serves as the primary enforcement and compliance mechanism of the Home Office. Sponsoring a foreign worker is a legal undertaking requiring continuous administrative diligence.

Sponsor Licence Application
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Allocation of Key Personnel & Licence Approval
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Request & Assign Certificate of Sponsorship (Defined or Undefined)
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Candidate Submits Online Visa Application
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Home Office Decision & Ongoing Sponsor Compliance Duties

Obtaining and Managing a Sponsor Licence

A UK business wishing to hire international workers must apply to UK Visas and Immigration (UKVI) for a Sponsor Licence under specific tiers (such as Worker or Temporary Worker). The business must prove it is a genuine organisation operating lawfully in the UK, has appropriate HR systems in place to track migrants, and employs Key Personnel who are free from relevant criminal convictions and unspent immigration offences.

The organisation must designate specific Key Personnel roles on the Sponsorship Management System (SMS):

1. Authorising Officer (AO): The most senior person responsible for the recruitment of non-UK nationals and the conduct of the licence.
2. Key Contact: The main point of contact between UKVI and the organisation.
3. Level 1 User: The daily administrator conducting transactions on the SMS, such as assigning certificates and reporting worker activity.
4. Level 2 User: An optional user with restricted access to assign certificates and report specific updates.

Certificates of Sponsorship (CoS): Defined vs Undefined

A Certificate of Sponsorship is not a physical document, but an electronic record generated on the SMS. Sponsoring employers must understand the legal distinction between Defined and Undefined certificates:

• Defined CoS (DCoS): Required for Skilled Worker candidates applying for entry clearance from outside the UK. Sponsoring employers must submit a specific application for each DCoS on the SMS, stating the job description, SOC 2020 code, working hours, and proposed salary. UKVI reviews each application individually before granting the allocation. Assigning a DCoS without meeting the exact job parameters stated in the request is grounds for licence revocation.
• Undefined CoS (UCoS): Used for workers already in the UK who are legally permitted to switch into the Skilled Worker route, existing employees extending their visa with the same sponsor, or workers on other routes (such as GBM Senior or Specialist Worker, whether applying inside or outside the UK). Employers receive an annual allocation of UCoS from UKVI each April, which can be drawn down directly.

Sponsor Compliance and Statutory Duties

Sponsors take on statutory duties when granted a licence. Failure to comply can result in licence downgrading, suspension, or immediate revocation. The core duties are:

• Reporting Duties: Sponsors must report events via the SMS within 10 working days if a sponsored worker fails to start on their agreed start date, is absent for more than 10 consecutive working days without permission, resigns, is dismissed, or undergoes significant changes in job title, core duties, or salary.
• Record-Keeping Duties: Sponsors must maintain files containing right to work verification documents, copies of the worker's passport, biometric residence details, up-to-date contact details, recruitment documentation demonstrating a genuine vacancy, and salary records (including payslips and contractual terms).
• Complying with the Law: Sponsors must not employ individuals without valid leave, must comply with national minimum wage legislation, and must only assign certificates to genuine vacancies that require the skill level declared.

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Step-by-Step Application Process

Navigating an application requires adhering to a structured procedural sequence. Missing any individual step can render an application void, invalid, or liable to immediate refusal.

Step 1: Pre-Application Eligibility Audit and Route Validation

Before initiating an application, the applicant and their sponsor (if applicable) must conduct a full audit against the active provisions of the Immigration Rules.

• Work Visas: Determine the correct SOC 2020 occupation code. Compare the proposed gross annual salary against the general salary threshold (such as £38,700 for the standard Skilled Worker route, unless eligible for discounts) and the going rate listed in the relevant occupation code table.
• Family Visas: Verify that the sponsor meets the financial threshold (such as the standard £29,000 Minimum Income Requirement under Appendix FM), that accommodation satisfies the statutory overcrowding provisions of the Housing Act 1985, and that evidence of cohabitation covers the required timeframe without substantial gaps.
• Student Visas: Secure an unconditional course offer and obtain a valid CAS reference number issued within the preceding six months.

If the initial eligibility audit reveals that a core threshold is missed (for instance, the sponsor's income falls short by any margin, or the job's going rate is higher than the offered wage), the application cannot proceed under standard provisions. The applicant must adjust the employment terms, accumulate required savings, or assess alternate routes.

Step 2: Securing Mandatory Prerequisite Endorsements, CoS, or CAS

For routes requiring an institutional sponsor or endorsing body, the formal sponsorship reference must be generated and fully paid for by the sponsoring entity before the visa application is submitted.

• Immigration Skills Charge (ISC): When assigning a CoS to a Skilled Worker or Senior/Specialist Worker, the employer must pay the ISC, unless a specific exemption applies (such as assigning a CoS for under six months, or recruiting a student switching in-country). The standard charge is £1,000 per year of sponsorship for medium or large sponsors, and £364 per year for small businesses or charities.
• Endorsement Approvals: Innovator Founder or Global Talent candidates must lodge their stage-one endorsement application with the relevant endorsing body. Only once the official endorsement letter is received can they proceed to the stage-two visa application.

Step 3: Completing the Online Visa Application and Fee Payments

Applications are made online through the official GOV.UK portal. The date of application is legally defined as the date on which all mandatory online application fees and surcharges are successfully paid.

1. Application Form Completion: Accurate entry of personal background, 10-year travel history, address history, criminal convictions (including driving penalties and fixed penalty notices), and national insurance/tax identifiers.
2. Immigration Health Surcharge (IHS): Applicants must pay the IHS for each year of the visa (charged at £1,035 per year for adults, and £776 per year for children under 18, students, and Youth Mobility Scheme applicants). Failure to pay the full IHS fee invalidates the application if not rectified within the statutory correction window.
3. Application Fee: Direct payment for visa processing, determined by the route and whether the application is submitted inside or outside the UK.

Step 4: Biometrics Enrolment and Evidence Submission

Following fee payment, applicants must verify their identity and submit their documentary evidence pack.

• UK Immigration: ID Check App: EEA citizens and certain non-EEA nationals with biometric chip passports applying for eligible routes can scan their identity documents using the smartphone app. This uploads biometrics digitally, bypassing the need to attend an in-person appointment.
• Visa Application Centre (VAC) Attendance: Applicants not eligible for the digital identity app must book and attend an appointment at a commercial partner centre (VFS Global or TLScontact overseas; UKVCAS / Sopra Steria within the UK). Biometric data (digital facial photograph and ten-digit fingerprint scans) is captured at the centre.
• Evidence Upload: Supporting documents must be uploaded to the commercial partner's online portal prior to the biometric appointment, or scanned on-site if document checking services are purchased. Evidence must conform strictly to format and resolution requirements.

Step 5: Caseworker Assessment and Post-Submission Actions

A UKVI caseworker reviews the file against validity, suitability, and eligibility criteria. If the caseworker discovers that non-mandatory documents are missing or formatting is ambiguous, they may issue an evidential flexibility request under the relevant appendix. However, caseworkers are not obliged to request missing evidence if the application simply fails to meet a fundamental requirement.

• Interviews: Caseworkers may summon the applicant for a credibility interview (common in Student, Innovator Founder, and Skilled Worker applications) if they suspect non-genuine intentions or artificial arrangements.
• Outcome: If approved, the applicant receives a digital status (eVisa) or a physical entry clearance vignette placed in their passport. If refused, UKVI issues a formal Refusal Notice detailing the precise paragraphs of the Immigration Rules not satisfied, along with instructions on available appeal or Administrative Review options.

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Comparison of Key UK Visa Routes and Thresholds

The following table outlines the key legal thresholds, costs, and settlement eligibility for the main UK immigration categories.

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Evidentiary Standards and Caseworker Assessment Criteria

UKVI evaluates applications under a strict objective framework. Caseworkers do not exercise broad discretion; they test whether the presented documents match the technical requirements set out in the rules.

Appendix Finance and Maintenance Criteria

Where an applicant must show maintenance funds (for example, £1,270 for a Skilled Worker without sponsor certification, or maintenance on Student/Youth Mobility routes), the funds must meet the rules of Appendix Finance:

• Funds must be held in a regulated financial institution where electronic verification is possible.
• The minimum balance must have been maintained continuously for a 28-day period ending no more than 31 days prior to the date of application.
• Funds must be unencumbered cash held in a personal account (investments, shares, cryptocurrency, and unarranged overdrafts are not acceptable).
• Sponsors holding an A-rated licence can certify maintenance on the CoS for the primary applicant and any dependants, waiving the requirement for bank statements.

Appendix FM-SE: Specified Evidence for Family Routes

The evidentiary requirements for family visas under Appendix FM-SE are rigid. A single technical non-compliance can trigger an immediate refusal.

• Salaried Employment (Category A): To rely on employment with the same employer for at least six months, the applicant or sponsor must provide six months of consecutive payslips, six months of corresponding bank statements showing direct credit of every pay cheque, and a formal employer letter confirming gross salary, employment type, start date, and contract permanence.
• Cash Savings (Category D): To meet or supplement the Minimum Income Requirement using cash savings, the funds must exceed £16,000. Under the £29,000 threshold, the cash savings required to meet the MIR entirely with no employment income is calculated using the formula: £16,000 + (2.5 * £29,000) = £88,500. These funds must have been held under the personal control of the applicant, sponsor, or both jointly for a full six consecutive months before application, unless originating from the sale of an asset owned within that period.
• Self-Employment (Category F/G): Requires extensive evidence for the full financial year(s), including SA300/SA302 statements, audited or certified accounts, business bank statements, proof of ongoing trading, and confirmation of registration with HM Revenue and Customs (HMRC).

English Language Requirements

Applicants must prove their English language competence under Appendix English Language via one of four specific methods:

1. Being a national of a majority English-speaking country listed in the rules.
2. Passing a Secure English Language Test (SELT) from an approved provider (IELTS SELT Consortium, Pearson, LanguageCert, Skills for English) at or above the required CEFR level for the route.
3. Holding a degree taught in the UK (Bachelor's, Master's, or PhD).
4. Holding an overseas degree evaluated by Ecctis as meeting the UK degree standard and confirmed as taught in English (Ecctis Academic Qualification Level Statement and English Language Proficiency Statement).

Mandatory Health and Character Screening

• Tuberculosis (TB) Testing: Required if the applicant has resided for six or more consecutive months in a country listed in Appendix T immediately preceding the application. Testing must be completed at an approved Home Office clinic, and a valid TB certificate must be uploaded.
• Criminal Record Certificates: Mandated for main applicants and adult partners applying under specific SOC codes (such as education, healthcare, social work) for overseas applications. A certificate is required from the relevant authority of every country where the individual has resided for 12 months or more within the past 10 years.

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Edge Cases and Complex Procedural Scenarios

Immigration rules contain complex exceptions, transitional protections, and procedural traps that arise when standard processes intersect with real-world scenarios.

1. In-Country Switching and Eligibility Bars

Switching refers to changing immigration categories from within the UK without returning to one's country of origin. This is governed by validity rules specific to each appendix.

• General Prohibition: Individuals in the UK as Visitors, Short-term Students, Seasonal Workers, or on Temporary Leave Outside the Rules cannot switch into any economic or family route in-country. They must leave the UK and submit an entry clearance application from abroad.
• Student Switching Restrictions: Under current rules, Student visa holders cannot switch into the Skilled Worker route unless they have completed their course of study, or are studying a degree-level course or above and the job start date on the CoS is after the course completion date. For PhD students, switching is permitted only after completing at least 24 months of study toward the doctorate.

2. Section 3C Leave and Continuity of Status

Under Section 3C of the Immigration Act 1971, if a migrant makes an in-time, valid application to vary or extend their leave before their existing permission expires, their previous leave and all accompanying rights (including work and study permissions) are automatically extended until the application is decided, withdrawn, or any associated administrative review or appeal is exhausted.

• Critical Timing: The application fee must be paid on or before the visa expiry date. Submitting an application even one day late results in overstaying, which terminates work rights immediately and triggers general grounds for refusal under Part 9.
• Procedural Caution: If an applicant leaves the Common Travel Area (UK, Ireland, Isle of Man, Channel Islands) while an application is pending with UKVI, the application is treated as abandoned by law under paragraph 34K of the Immigration Rules, extinguishing Section 3C protection instantly.

3. Dependant Restrictions and Rights

Recent legislative updates have narrowed dependant eligibility across multiple routes:

• Care Workers: Since 11 March 2024, individuals sponsored under SOC codes 6135 (Care workers and home carers) and 6136 (Senior care workers) can no longer bring dependants to the UK, unless they were already sponsored under those codes in the UK prior to that date and are extending on that track.
• International Students: Since 1 January 2024, students on taught postgraduate courses (such as standard Master's degrees) cannot bring dependants. Dependants are now restricted to students enrolled on postgraduate research programmes (such as PhDs or research-based Master's) or courses supported by government sponsorship.
• Dependant Work Rights: Dependants of Skilled Workers, Innovators, and Global Talent holders generally have unrestricted work rights in the UK, excluding work as a professional sportsperson.

4. Continuous Residence, Absences, and Settlement Mechanics

Qualifying for Indefinite Leave to Remain under five-year economic routes (such as Skilled Worker or Global Talent) is governed by Appendix Continuous Residence.

• The 180-Day Rule: An applicant must not have spent more than 180 days outside the UK in any rolling 12-month period during the qualifying period. Each day of absence counts toward this total unless it meets explicit statutory exceptions (such as pandemic travel restrictions, assisting with national or international humanitarian crises, or verified life-threatening illness).
• Permitted Accelerated Settlement: Innovator Founders can apply for ILR after three years if they meet two designated business milestones (such as significant capital investment, substantial job creation, or specified turnover). Global Talent holders endorsed under exceptional talent criteria also qualify for ILR after three years instead of five.

5. Transitional Protections and Grandfathering Provisions

When immigration policies change, the Home Office often introduces transitional arrangements for migrants already on that route.

• Skilled Worker Salary Protections (4 April 2024 Transition): Individuals granted permission as a Skilled Worker under the rules in force before 4 April 2024 and who have continuously held that status are not subject to the increased general threshold of £38,700 when extending or changing employers. Instead, their general threshold is anchored to a lower rate (which increases periodically under indexed tables) and the 25th percentile of going rates, rather than the 50th percentile applicable to new entrants.
• Appendix FM Partner Financial Protections (11 April 2024 Transition): Applicants who applied for and held permission as a partner under Appendix FM prior to 11 April 2024 are assessed against the historical Minimum Income Requirement of £18,600 (plus additional allowances for non-British children) when extending their leave or applying for ILR, rather than the updated £29,000 threshold.

6. Sponsor Licence Downgrading, Revocation, and Curtailment of Leave

If an employer fails a compliance audit or breaches immigration duties, UKVI may suspend or revoke their sponsor licence.

• Licence Suspension: The sponsor cannot issue new CoS allocations while under investigation. Existing workers remain unaffected until a final decision is made.
• Licence Revocation: If the licence is revoked, all issued CoS allocations become invalid. UKVI will issue a Curtailment Notice (cancellation of leave) to all sponsored workers employed by that organisation.
• The 60-Day Curtailment Clock: Sponsored workers are granted 60 calendar days (or until their current visa expires, whichever is shorter) to either find a new licensed sponsor and make a fresh visa application, switch into an alternative immigration route, or leave the UK. Overstaying past this 60-day window triggers mandatory re-entry bans under Part 9.

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Common Mistakes, Refusal Triggers, and Legal Remedies

Immigration applications are frequently refused on technical grounds rather than intentional non-compliance. Identifying these traps early protects an applicant's immigration record.

Frequent Refusal Triggers

1. Salary Miscalculation under SOC 2020: Calculating salary based purely on the nominal annual pay, without accounting for weekly contracted hours. Going rates in Home Office tables are based on a 37.5-hour working week. If an employment contract specifies 40 or 48 hours, the actual going rate must be pro-rated upwards. Paying £38,700 for a 48-hour week may breach the going rate threshold for that specific occupation code.
2. Unspecified Financial Evidence Formats: Submitting online banking printouts that do not carry official bank stamps, are not on formal electronic letterhead, or do not display the account holder's name, account number, and full 28-day transaction period.
3. Breaching Part 9 General Grounds for Refusal: Failing to declare historical immigration issues, such as a prior visa refusal for any country (including the USA, Canada, Australia, or Schengen nations), overstaying history, or non-custodial criminal convictions. Omissions are frequently treated by caseworkers as false representations or deception under Paragraph 9.7.1, triggering a mandatory 10-year refusal ban.
4. Applying from the Wrong Jurisdiction: Making an entry clearance application from a country where the applicant does not hold legal residence. Applications must be submitted in the applicant's country of nationality or a country where they hold lawful permission to reside (other than as a short-term visitor).
5. Invalid Sponsor Licence Status: Sponsoring a candidate when the organisation's licence has lapsed, has been suspended, or when the incorrect CoS type (Defined instead of Undefined) was assigned.

Legal Remedies: What to Do Following a Refusal

If UKVI refuses an application, the applicant has specific legal avenues available depending on the route:

• Administrative Review (AR): For points-based economic and work routes (such as Skilled Worker, Global Talent, Innovator Founder), there is no automatic right of appeal to the First-tier Tribunal. The remedy is an Administrative Review, where an applicant argues that UKVI made a casework error in applying the rules. An AR must be lodged within 14 calendar days (in-country) or 28 calendar days (overseas) of receiving the refusal notice.
• Immigration Appeal to the First-tier Tribunal: Available for applications raising human rights claims, including Appendix FM partner, child, and private life applications. The applicant can argue that the decision breaches the UK's obligations under Article 8 of the European Convention on Human Rights (ECHR). Appeals must be lodged within 14 days (in-country) or 28 days (out of country).
• Judicial Review (JR): If an Administrative Review is unsuccessful and no statutory right of appeal exists, the applicant can challenge the lawfulness, reasonableness, or procedural fairness of the decision in the Upper Tribunal via Judicial Review, starting with a formal Pre-Action Protocol (PAP) letter to the Home Office.

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Practical Steps to Proceed

Before initiating an immigration process or requesting a Certificate of Sponsorship, take the following steps to ensure application validity:

1. Audit the Legal Basis: Confirm that all criteria across the applicable appendices are met on the exact date of submission, checking SOC codes, salary thresholds, and financial documentation.
2. Compile Specified Documents: Assemble all bank statements, employer letters, test certificates, and relationship records strictly according to Home Office rules before starting the application form.
3. Check Processing Times: Factor in standard decision timelines (usually 3 weeks for overseas work routes and 8 weeks for in-country applications, unless purchasing Priority or Super Priority services) to prevent gaps in lawful status or delayed employment starts.
4. Verify Sponsor Details: If relying on employer sponsorship, confirm that the organisation's licence is active, that the CoS type is correct, and that all necessary charges (ISC and assignment fees) have been paid.

Reviewed by Wesbridge Associates team on 31 August 2026. We check our published guidance against GOV.UK and current Home Office rules.

Frequently asked questions

Common questions on this topic, answered by our advisers.

What is a Certificate of Sponsorship (CoS) and why is it important?

How long does the UK visa application process typically take?

Can I switch from a visitor visa to a work visa while in the UK?

What are the financial requirements for sponsoring a family member in the UK?

What happens if my UK visa application is refused?

Do I need an English language test for all UK visa types?