UK Skilled Worker Visa: Requirements and Rules

The Skilled Worker visa is the primary UK immigration route for overseas nationals who have been offered an eligible job with an approved Home Office licensed sponsor. To qualify, applicants must score 70 points across specific mandatory and tradeable criteria, including a genuine job offer at an appropriate skill level, English language proficiency, and a salary that meets or exceeds both the general threshold and the specific going rate for the occupation. Successful applicants are granted leave to work in the UK for up to five years, providing a direct pathway to indefinite leave to remain.

Key facts

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How the Skilled Worker visa works

The Skilled Worker route operates under the UK points-based immigration system set out in Appendix Skilled Worker of the Immigration Rules. An applicant must accumulate a total of 70 points to be eligible for a visa. Points are split into mandatory attributes (50 points) and tradeable attributes (20 points).

┌────────────────────────────────────────────────────────┐
│             TOTAL POINTS REQUIRED: 70                  │
├───────────────────────────┬────────────────────────────┤
│   MANDATORY (50 Points)   │   TRADEABLE (20 Points)    │
├───────────────────────────┼────────────────────────────┤
│ • Valid Job Offer   (20)  │ • Meets Standard Salary    │
│ • Skill Level RQF 3+(20)  │   OR                       │
│ • English B1        (10)  │ • Relevant PhD             │
│                           │   OR                       │
│                           │ • STEM PhD                 │
│                           │   OR                       │
│                           │ • Immigration Salary List  │
│                           │   OR                       │
│                           │ • New Entrant Rate         │
└───────────────────────────┴────────────────────────────┘

The 50 mandatory points

Every applicant must meet three non-negotiable criteria to earn the baseline 50 points:

1. Sponsorship (20 points): The applicant must have a valid Certificate of Sponsorship (CoS) issued by an employer holding an active A-rated sponsor licence.
2. Appropriate skill level (20 points): The role must be listed as eligible in Appendix Skilled Occupations and be pitched at Regulated Qualifications Framework (RQF) Level 3 or above (equivalent to UK A-levels), using the Standard Occupational Classification (SOC) 2020 system.
3. English language ability (10 points): The applicant must prove proficiency in reading, writing, speaking, and listening to at least CEFR Level B1.

The 20 tradeable points

The remaining 20 points depend on the salary and educational profile of the applicant. To score these points, the applicant must satisfy one of several options (designated Options A through K under Appendix Skilled Worker). The most common option is Option A: earning a salary that meets or exceeds both the general salary threshold of £38,700 and 100% of the going rate for the relevant SOC 2020 code.

Where the salary does not meet the standard £38,700 threshold, applicants can trade other attributes—such as holding a relevant PhD, being a new entrant to the labour market, or filling a role on the Immigration Salary List (ISL)—to qualify on a lower baseline salary, provided it does not fall below the absolute statutory minimums set for that option.

Sponsor licences and Certificates of Sponsorship

An individual cannot apply for a Skilled Worker visa independently without an employer. Employers must obtain a licence from the Home Office before hiring overseas staff. To understand how businesses acquire and maintain this permission, see our guide on the UK Visa Sponsorship Licence: Your Guide to Hiring Overseas.

Once licensed, the employer assigns a Certificate of Sponsorship (CoS) to the candidate:

• Defined CoS: Required for candidates applying from outside the UK. The employer must submit an individual application to the Home Office for each Defined CoS, detailing the role, SOC code, and proposed salary.
• Undefined CoS: Allocated from the employer’s annual quota for candidates already in the UK who are switching from another eligible visa or extending their existing Skilled Worker permission.

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Eligibility and salary requirements

Meeting the salary rules is the most complex component of the Skilled Worker route. Immigration Rules implemented on 4 April 2024 significantly increased salary thresholds across the points-based system, raising the standard baseline from £26,200 to £38,700 and transitioning occupation codes from the SOC 2010 system to the SOC 2020 system.

For a detailed analysis of these baseline mechanics, refer to our overview of the UK Skilled Worker Visa Salary Threshold: Your Guide.

┌────────────────────────────────────────────────────────────────────────┐
│                       SALARY ASSESSMENT HIERARCHY                      │
├────────────────────────────────────────────────────────────────────────┤
│ An applicant's salary MUST equal or exceed BOTH:                       │
│                                                                        │
│ 1. The Applicable General Threshold                                    │
│    (Standard: £38,700 | Transitional: £29,000 | New Entrant: £30,960)  │
│                                                                        │
│                                 AND                                    │
│                                                                        │
│ 2. The Occupation Going Rate                                           │
│    (Median 50th percentile for new roles; 25th percentile for legacy)  │
│                                                                        │
│                                 AND                                    │
│                                                                        │
│ 3. The Minimum Hourly Rate Floor (£15.88/hr standard)                  │
└────────────────────────────────────────────────────────────────────────┘

1. Standard salary threshold (Option A)

For standard applications submitted after 4 April 2024, the applicant must be paid at least:

• £38,700 per year, or
• The occupation code’s going rate (based on the 50th percentile / median full-time salary of workers in that occupation in the UK), whichever is higher.

The salary must also comply with the hourly rate floor of £15.88 per hour. Even if an applicant is offered £38,700 per annum, if they work 50 hours per week, their effective hourly rate is £14.88 per hour, which breaches the rules and results in a refusal.

2. Tradeable points salary discounts

Where an applicant does not earn £38,700, they may claim 20 tradeable points through one of the discount mechanisms below, subject to an absolute salary floor:

New Entrant rules

An applicant can qualify as a "New Entrant" if they meet any of the following criteria at the date of application:

• They are under 26 years of age.
• They are switching from a Student visa (having completed or being within 3 months of completing a UK degree or postgraduate course).
• They are switching from a Graduate route visa.
• They are working towards a recognised professional qualification in a UK-regulated profession.
• They are working towards full registration or chartered status with the relevant professional body.

Important: An applicant can only benefit from the new entrant discount for a maximum cumulative period of 3 years (36 months). Any time previously spent on a Graduate visa counts towards this 3-year cap.

3. Transitional arrangements (Pre-4 April 2024 CoS holders)

Applicants who were granted permission as a Skilled Worker (or Tier 2 General) under rules in place before 4 April 2024, and who have continuously held permission in the route since, benefit from transitional arrangements when applying to extend their visa, change sponsors, or settle:

• Transitional general threshold: £29,000 per year (or the 25th percentile going rate for their occupation code, updated to 2024 wage levels).
• Transitional new entrant threshold: £23,200 per year (or 70% of the 25th percentile going rate).
• Transitional ISL threshold: £23,200 per year (or the 25th percentile going rate).

These transitional arrangements remain available for applications submitted before 4 April 2030.

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Salary changes and changes of employment

A change in an existing Skilled Worker's employment terms can trigger specific Home Office reporting obligations or require a full change of employment application.

                      ┌───────────────────────────────┐
                      │   EMPLOYMENT CHANGE OCCURS    │
                      └──────────────┬────────────────┘
                                     │
            ───────────────────────────────────────────────────
           │                         │                         │
           ▼                         ▼                         ▼
┌─────────────────────┐   ┌─────────────────────┐   ┌─────────────────────┐
│  Salary Reduction   │   │  Core Duties Shift  │   │  Salary Increase /  │
│  Below Stated CoS   │   │   To New SOC Code   │   │  Standard Promotion │
└──────────┬──────────┘   └──────────┬──────────┘   └──────────┬──────────┘
           │                         │                         │
           ▼                         ▼                         ▼
┌─────────────────────┐   ┌─────────────────────┐   ┌─────────────────────┐
│ Assess against Rule │   │ New Sponsor Licence │   │ Sponsor Reports on  │
│ SW 24.1. If below   │   │ CoS + Full Visa     │   │ SMS within 10 days. │
│ statutory floor,    │   │ Application Prior   │   │ No New Visa Needed  │
│ application refused │   │ to Starting Role    │   │ if same SOC code.   │
└─────────────────────┘   └─────────────────────┘   └─────────────────────┘

When is a new visa application required?

Under Paragraph SW 18.1 of Appendix Skilled Worker, a migrant must make a change of employment application before starting work in any of the following scenarios:

1. Changing employers: Moving to a new licensed sponsor.
2. Changing occupation codes: Moving to a new role with the same employer that falls under a different 4-digit SOC 2020 code (unless moving within an approved graduate training programme).
3. Leaving a shortage/ISL role: If the original visa was granted on the basis of a job on the Immigration Salary List, and the worker moves to a role not on the list (even within the same company).

The worker cannot commence their new duties or work for the new employer until the Home Office has granted the new visa, unless they are switching under specific transitional provisions where an application has been submitted and the sponsor holds an A-rating.

How salary decreases affect your visa

Under Paragraph SW 24.1, if a sponsor reduces a Skilled Worker's salary, the sponsor must report the change on the Sponsorship Management System (SMS) within 10 working days.

A salary reduction is only permitted if the new, reduced salary still meets the relevant threshold that applied when the worker was assigned their CoS (or the current rules if making an extension). If a salary cut reduces pay below:

• The general threshold (£38,700, or £29,000 for transitional applicants), or
• The going rate for the SOC code, or
• The £15.88 minimum hourly rate,

the Home Office will curtail (cancel) the worker's leave to remain, giving them 60 days to find a new sponsor or leave the UK.

Reductions below the standard threshold are only permitted without visa cancellation in narrow statutory exceptions:

• Temporary reductions during maternity, paternity, adoption, shared parental, or parental bereavement leave.
• Temporary reductions due to sick leave lasting more than 4 weeks.
• Reductions as part of an official company-wide redundancy or restructuring process, provided the salary still meets the absolute minimum points thresholds under the Immigration Rules.

How salary increases or promotions affect your visa

If an employee receives a salary increase or promotion that remains within the same SOC code, no new visa application is required. The employer must report the salary increase and any title adjustment on the SMS within 10 working days. If the promotion changes the core day-to-day responsibilities such that the job matches a different SOC code, a new Certificate of Sponsorship and a change of employment application are mandatory.

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Step-by-step application process

Applying for a Skilled Worker visa involves five defined stages across employer and applicant responsibilities. For comprehensive procedural support, read our guide to the UK Visa Application Process: Your Essential Guide.

┌────────────────────────────────────────────────────────┐
│ 1. ASSIGNMENT OF CERTIFICATE OF SPONSORSHIP (CoS)      │
│    Sponsor assigns Defined or Undefined CoS via SMS    │
└──────────────────────────┬─────────────────────────────┘
                           ▼
┌────────────────────────────────────────────────────────┐
│ 2. PREPARATION OF MANDATORY EVIDENCE                   │
│    English test (B1), TB clearance, financials, ATAS   │
└──────────────────────────┬─────────────────────────────┘
                           ▼
┌────────────────────────────────────────────────────────┐
│ 3. ONLINE APPLICATION & FEE PAYMENT                    │
│    Complete GOV.UK form, pay application fee and IHS   │
└──────────────────────────┬─────────────────────────────┘
                           ▼
┌────────────────────────────────────────────────────────┐
│ 4. IDENTITY VERIFICATION & BIOMETRICS                  │
│    'UK Immigration: ID Check' app OR VAC appointment   │
└──────────────────────────┬─────────────────────────────┘
                           ▼
┌────────────────────────────────────────────────────────┐
│ 5. DECISION & WORK COMMENCEMENT                        │
│    eVisa issued or physical BRP/vignette collection    │
└────────────────────────────────────────────────────────┘

Stage 1: CoS assignment

The sponsor identifies the correct SOC 2020 code, confirms the salary satisfies both going rate and general threshold rules, and assigns the CoS through the Home Office SMS. The sponsor pays the CoS fee (£239) and the Immigration Skills Charge (ISC) at this stage.

Stage 2: Document assembly

The applicant secures their English language evidence, requests bank statements (if maintenance is not certified by the sponsor), obtains an overseas criminal record certificate (if required for their SOC code), and completes a tuberculosis (TB) test if applying from an approved country.

Stage 3: Online application and fee payment

The applicant completes the online application on the GOV.UK portal, entering the 11-character CoS reference number. The applicant pays:

1. The visa application fee.
2. The Immigration Health Surcharge (IHS).

Stage 4: Identity verification

Identity is verified in one of two ways:

• UK Immigration: ID Check app: Biometric passport holders (including EEA nationals and many non-EEA nationals with biometric passports) scan their chip using a smartphone.
• Visa Application Centre (VAC): Applicants who cannot use the app attend an appointment at a VFS Global or TLScontact centre (outside the UK) or UKVCAS centre (inside the UK) to provide fingerprints and a facial photograph.

Stage 5: Decision and eVisa issuance

Once approved:

• Applicants using the ID Check app receive a digital immigration status (eVisa) linked to their passport number.
• Applicants who attended a VAC receive a 90-day vignette sticker in their passport to enter the UK, after which they access their digital status or collect their biometric residence card where applicable.

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Mandatory documents and evidence checklist

Every applicant must provide specific mandatory evidence. Incomplete documentation is a primary administrative cause of processing delays and refusals.

Standard document requirements

• Valid passport or travel document: Must contain at least one blank page if attending a VAC.
• Certificate of Sponsorship (CoS) reference number: Issued by the employer within the last 3 months.
• Evidence of English language proficiency:
  • Secure English Language Test (SELT) certificate at CEFR Level B1 from an approved provider (IELTS SELT Consortium, LanguageCert, Pearson, PSI Services, or Trinity College London), or
  • Degree certificate with Ecctis (formerly UK NARIC) confirmation of English equivalence, or
  • Degree taught in the UK, or
  • Citizenship of a majority English-speaking country.
• Evidence of financial maintenance: Bank statements showing at least £1,276 held continuously for 28 days (ending no more than 31 days before the application date), unless the employer ticks the "Sponsor certifies maintenance" box on the CoS.

Conditional document requirements

• Tuberculosis test results: Required if resident for 6 months or more in a country listed in Appendix T of the Immigration Rules.
• Criminal record certificate: Required for roles in education, health, and social care (e.g., SOC codes 2211, 2212, 2314, 2442). A certificate is required from every country where the applicant has lived for 12 months or more over the past 10 years (while aged 18+).
• Academic Technology Approval Scheme (ATAS) certificate: Required for specific advanced research or technical roles in sensitive subjects (e.g., nuclear physics, chemical engineering).
• PhD qualification evidence: Ecctis confirmation if claiming points for a non-UK PhD relevant to the role.

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Fees, Immigration Health Surcharge and processing timelines

The total cost of a Skilled Worker visa includes mandatory state fees, healthcare levies, and potential employer charges.

Complete cost breakdown (2025)

Example cost calculation: A standard 3-year application from outside the UK requires a visa fee of £719 plus an IHS fee of £3,105 (£1,035 × 3), totalling £3,824 for the individual applicant (excluding employer CoS and ISC costs).

Processing timeframes

• Standard overseas applications: 3 weeks (15 working days) following biometrics/ID app verification.
• Standard in-country applications: 8 weeks (40 working days).
• Priority Service: 5 working days.
• Super Priority Service: Next working day (24 hours).

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Legal representation and solicitor costs in the UK

Engaging legal support ensures full compliance with Appendix Skilled Worker, minimises the risk of refusal, and ensures that employer sponsor licences remain protected from compliance action. For professional assistance on complex sponsorship matters, review our services for UK Immigration Legal Advice: Navigating Your Path to the UK.

Regulation of immigration advisers

In the UK, immigration advice is strictly regulated by law under the Immigration and Asylum Act 1999. Advisers must be registered with the Immigration Advice Authority (IAA) or be qualified solicitors/barristers regulated by the Solicitors Regulation Authority (SRA) or Bar Standards Board (BSB). Unregulated advice is a criminal offence.

Typical legal fee structures

Legal representation for Skilled Worker visas is typically structured on a fixed-fee basis rather than hourly billing:

• Individual Skilled Worker visa application: £1,200 to £2,500 (+ VAT where applicable). Covers eligibility review, document checks, online form completion, drafting legal representations, and submission management.
• Complex applications (e.g., prior refusals, criminal records): £2,000 to £3,500 (+ VAT).
• Employer Sponsor Licence application: £2,000 to £4,500 (+ VAT).
• Combined Sponsor Licence + Initial CoS + Visa Package: £3,500 to £6,500 (+ VAT).

Hourly rates for regulated immigration lawyers typically range between £200 and £450 per hour depending on seniority, location, and the complexity of the case.

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Common refusal reasons and how to avoid them

Home Office refusals on the Skilled Worker route have increased following heightened scrutiny on employer compliance and genuine vacancies. The most frequent grounds for refusal include:

┌────────────────────────────────────────────────────────┐
│             COMMON REFUSAL TRAPS TO AVOID              │
├──────────────────────────┬─────────────────────────────┤
│ 1. SOC Code Mismatch     │ Job duties do not match     │
│                          │ ONS SOC 2020 definitions.   │
├──────────────────────────┼─────────────────────────────┤
│ 2. Hourly Rate Deficit   │ £38,700 met on paper, but   │
│                          │ long hours drop rate <£15.88│
├──────────────────────────┼─────────────────────────────┤
│ 3. Maintenance Failures  │ Funds dropped below £1,276  │
│                          │ during the 28-day window.   │
├──────────────────────────┼─────────────────────────────┤
│ 4. Genuine Vacancy Test  │ Home Office determines role │
│                          │ is exaggerated or sham.     │
├──────────────────────────┼─────────────────────────────┤
│ 5. Expired CoS Data      │ CoS not used within 3       │
│                          │ months of assignment date.  │
└──────────────────────────┴─────────────────────────────┘

1. Incorrect SOC code allocation

Employers sometimes select an eligible SOC code that appears to fit the job title, but whose detailed Office for National Statistics (ONS) job descriptions do not align with the actual day-to-day duties. Caseworkers will refuse the application under paragraph SW 5.2 if they suspect the code was chosen solely to satisfy skill or salary rules. Prevention: Review the ONS occupation coding tool carefully and ensure the employment contract and job description match the chosen SOC code.

2. Failure to satisfy the hourly rate rule

Applicants often meet the annual headline salary threshold (e.g., £38,700) but work contracted hours that breach the minimum hourly rate (£15.88/hour). Calculation rule: Divide the gross annual salary by 52 weeks, then divide by weekly contracted hours. A salary of £38,700 for a 48-hour week equals £15.50 per hour—failing the £15.88 minimum and resulting in a refusal.

3. Genuine vacancy refusals

Under paragraph SW 5.5, the Home Office can refuse an application if they have reasonable grounds to believe the job does not exist, is a sham, or has been created mainly so the applicant can apply for a visa. This scrutiny has expanded across hospitality, retail, and care sectors following high-profile enforcement operations. Prevention: Ensure the employer maintains contemporaneous evidence of genuine business need, recruitment adverts, interview records, and commercial contracts supporting the role.

4. Financial maintenance errors

If the sponsor does not certify maintenance on the CoS, applicants must prove funds of £1,276. Refusals occur when bank statements show the balance dipping below £1,276 for even a single day during the 28-day period, or if the statement is older than 31 days on the date of submission.

5. Ineligible English language test providers

Submitting non-SELT certificates (such as standard academic IELTS instead of IELTS UKVI, or unapproved online English tests) leads to mandatory refusal under Appendix English Language.

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What to do if your application is refused or licence revoked

If a Skilled Worker visa application is refused, or the sponsoring employer loses their licence, immediate legal steps must be taken to prevent an applicant from becoming an overstayer under Section 3C of the Immigration Act 1971.

                      ┌───────────────────────────────┐
                      │    ADVERSE IMMIGRATION EVENT  │
                      └──────────────┬────────────────┘
                                     │
            ───────────────────────────────────────────────────
           │                                                   │
           ▼                                                   ▼
┌─────────────────────────────┐             ┌─────────────────────────────────┐
│     VISA REFUSAL NOTICE     │             │    SPONSOR LICENCE REVOKED      │
└──────────┬──────────────────┘             └────────────────┬────────────────┘
           │                                                 │
     ──────┴──────                                           ▼
    │             │                         ┌─────────────────────────────────┐
    ▼             ▼                         │   60-Day Curtailment Letter     │
┌───────┐     ┌───────┐                     │   Issued by Home Office         │
│ Admin │     │ Fresh │                     └────────────────┬────────────────┘
│ Review│     │ App   │                                      │
└───┬───┘     └───┬───┘                        ──────────────┴──────────────
    │             │                           │                             │
    ▼             ▼                           ▼                             ▼
┌─────────────────────┐             ┌───────────────────┐ ┌───────────────────┐
│ Challenge Case-     │             │ Find New Sponsor  │ │ Depart the UK     │
│ worker Errors       │             │ & Submit New CoS  │ │ Prior to Expiry   │
└─────────────────────┘             └───────────────────┘ └───────────────────┘

Options following a visa refusal

There is no statutory right of appeal to the First-tier Tribunal against a Skilled Worker refusal, unless a human rights claim was formally combined with the application. Applicants have two primary remedies:

1. Administrative Review (AR):
   • Must be submitted within 14 days (for applications made inside the UK) or 28 days (for applications made outside the UK).
   • Cost: £80.
   • Purpose: To challenge a casework error (e.g., the caseworker miscalculated salaries, overlooked a submitted document, or applied the wrong SOC going rate).
   • If the AR is successful, the decision is overturned and the £80 fee is refunded.
2. Submitting a fresh application:
   • If the refusal was caused by an applicant error (e.g., incorrect bank statements, uncertified CoS, missing SELT test), Administrative Review will not succeed because new evidence cannot be introduced.
   • The correct route is to rectify the underlying issue, obtain a new CoS from the sponsor, and submit a fresh application immediately.
3. Judicial Review (JR):
   • If an Administrative Review is maintained despite clear Home Office illegality or procedural unfairness, the applicant can apply for Judicial Review in the Upper Tribunal (Immigration and Asylum Chamber) after sending a formal Pre-Action Protocol (PAP) letter.

What happens if your sponsor's licence is suspended or revoked?

• Licence suspension: If the Home Office suspends an employer's licence while a visa application is pending, the visa decision will be put on hold until the investigation concludes. No new CoS can be assigned during this period.
• Licence revocation: If the sponsor's licence is revoked, any pending visa applications will be refused. For existing visa holders working at the company, the Home Office will issue a curtailment notice reducing their remaining leave to 60 calendar days (or to the expiry date of their current visa, whichever is shorter).
• During these 60 days, the worker must either:
  1. Secure a new job offer and Certificate of Sponsorship with a different licensed employer and submit a new visa application, or
  2. Switch into another valid immigration route (e.g., Partner visa, Global Talent), or
  3. Leave the UK.

Failure to take action before the 60-day deadline expires makes the individual an overstayer, which carries severe penalties including re-entry bans and criminal liability under UK immigration law.

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Frequently asked questions

My salary is changing. Will this affect my visa?

A salary increase within the same occupation code does not harm your visa status; your employer simply reports the increase on the Sponsorship Management System (SMS). However, if your salary is being reduced, it must not drop below the applicable general threshold (£38,700 for standard roles or £29,000 for transitional workers), the going rate for your SOC code, or £15.88 per hour. If a pay cut breaches any of these mandatory thresholds, your employer cannot legally sponsor you at that rate, and your visa may be curtailed by the Home Office.

What is the Skilled Worker salary threshold in 2025?

The standard general salary threshold is £38,700 per annum, or the 50th percentile going rate for your specific occupation code, whichever is higher. Workers who entered the Skilled Worker route before 4 April 2024 fall under transitional arrangements with a lower general threshold of £29,000 per annum. Discounts apply to new entrants (£30,960 minimum) and roles on the Immigration Salary List, provided the salary always satisfies the £15.88 minimum hourly rate floor.

How does the Skilled Worker visa work?

The Skilled Worker route is a points-based system requiring an applicant to score 70 points across mandatory and tradeable criteria. You earn 50 mandatory points by having a genuine job offer from an approved Home Office sponsor at RQF Level 3 or above and demonstrating English language ability at CEFR Level B1. The remaining 20 points are earned by meeting the relevant salary thresholds, holding an eligible PhD, or qualifying as a new entrant to the UK labour market.

What are the most common reasons for a Skilled Worker visa being refused?

Applications are most often refused due to an incorrect SOC code selection, failure to meet the £15.88 minimum hourly rate despite meeting the headline salary, or bank balances dipping below £1,276 during the 28-day financial period. Refusals also occur if the Home Office concludes the role fails the genuine vacancy test, or if the applicant provides an unapproved English language test certificate.

What does a Skilled Worker visa solicitor in the UK cost?

Regulated immigration solicitors and IAA-regulated advisers typically charge fixed fees between £1,200 and £2,500 (plus VAT where applicable) for a standard individual Skilled Worker visa application. More complex matters, such as applications involving previous refusals or sponsor licence applications for businesses, range from £2,000 to £4,500. Hourly rates for specialist UK immigration practitioners generally range between £200 and £450 per hour.

Can I switch to a Skilled Worker visa from inside the UK?

Yes, you can switch to a Skilled Worker visa from within the UK if you hold valid leave under an eligible route such as the Student visa, Graduate visa, Youth Mobility Scheme, or standard work routes. You cannot switch into the Skilled Worker route from inside the UK if you currently hold permission as a Visitor, Short-term Student, Seasonal Worker, or are on immigration bail; you must leave the UK and apply from abroad.

Can I bring my family members on a Skilled Worker visa?

Yes, you can bring dependent family members (your legal spouse or civil partner, unmarried partner of at least 2 years' cohabitation, and children under 18). Each dependant must submit a separate application and pay the visa fee and Immigration Health Surcharge. Note that under rules introduced in March 2024, care workers and senior care workers (SOC codes 6145 and 6146 / SOC 2020 codes 6135 and 6136) are no longer permitted to bring dependants to the UK.

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Sources

• GOV.UK: Skilled Worker visa overview and eligibility (Updated January 2025)
• GOV.UK: Skilled Worker visa: your job and salary rules (Updated January 2025)
• GOV.UK: Skilled Worker visa eligible occupation codes and going rates (Updated December 2024)
• GOV.UK: Immigration Rules Appendix Skilled Worker (Updated January 2025)
• GOV.UK: Immigration Rules Appendix Skilled Occupations (Updated January 2025)
• GOV.UK: Immigration Rules Appendix Immigration Salary List (Updated January 2025)
• GOV.UK: Pay for UK healthcare as part of your immigration application (Updated February 2024)
• GOV.UK: UK visa sponsorship for employers (Updated November 2024)

Written and reviewed by Wesbridge Associates – IAA regulated (Level 1, F202537300). Last reviewed 19 October 2026. Editorial policy

Frequently asked questions

Common questions on this topic, answered by our advisers.

My salary is changing. Will this affect my visa?

What is the Skilled Worker salary threshold in 2025?

How does the Skilled Worker visa work?

What are the most common reasons for a Skilled Worker visa being refused?

What does a Skilled Worker visa solicitor in the UK cost?

Can I switch to a Skilled Worker visa from inside the UK?

Can I bring my family members on a Skilled Worker visa?