Most Skilled Worker journeys begin with a sponsor-licensed employer. Once the role and salary meet route rules, the employer assigns a Certificate of Sponsorship (CoS). This chapter helps you confirm the essentials early so your visa application runs smoothly.
What matters at this stage
Before anything else, align on the fundamentals with your employer. Clarity here prevents weeks of delay later.
- The employer holds a valid sponsor licence for Worker routes.
- Your role matches an eligible occupation code (based on duties, not just title).
- Salary and hours meet the required thresholds for your code/route.
- You have a realistic start date and a plan for when the CoS will be assigned.
Sponsor licence — quick sanity checks
Your employer must be authorised to sponsor. HR usually knows their status and process.
- Ask HR to confirm the company’s sponsor licence and who manages sponsorship internally.
- Confirm they are familiar with Skilled Worker steps and approximate lead times (internal approvals, CoS drafting, sign-off).
- Identify the HR contact who will assign the CoS and answer detail questions (code, salary, location).
Tip: A concise internal checklist (who does what, and when) avoids “lost in the system” delays.
Occupation code — match duties, not titles
The occupation code controls eligibility and salary thresholds. Pick the code that fits your actual duties.
- Compare your job’s responsibilities with the code description (not just the job title).
- Ensure the skill level is appropriate for Skilled Worker.
- Keep a short job description or offer letter that aligns with the chosen code in case questions arise.
If duties don’t fit the code, it can cause problems later. It’s better to adjust the code now than to fix it after submission.
Salary & hours — how thresholds are applied
You typically must meet the higher of the code’s going rate (pro-rated for hours) and any route-wide minimum.
- Base salary is the key figure. Allowances, bonuses, and overtime often don’t count unless rules say otherwise.
- Hours matter: thresholds are tied to hours; part-time salaries are pro-rated against the same hourly level.
- Ensure the offer/contract clearly states base salary and weekly hours.
If you’re borderline, discuss hours (e.g., 37.5 vs 40) or duty alignment. Don’t rely on discretionary allowances to “top up”.
Work location — office, hybrid, remote
Work location(s) appear on the CoS. Keep this accurate.
- Confirm your primary work address and any regular secondary sites.
- If hybrid/remote, align with HR on how the work location will be recorded.
- Significant location changes later may need sponsor action; keep HR in the loop.
CoS types — defined vs undefined
Both are Skilled Worker CoS, but they’re used in different scenarios:
- Defined CoS: typically used when applying from outside the UK.
- Undefined CoS: typically used for applications from inside the UK (including some switches).
HR will request or assign the right type and share the CoS number once ready.
Timeline planning — a realistic sequence
Set expectations with your manager and HR using a simple, dependency-driven plan.
- Offer accepted → confirm sponsor licence, role, location(s), hours, salary, and a provisional start date.
- Occupation code confirmed → duties aligned; salary checked against thresholds.
- CoS drafted and assigned → you receive the CoS number and details to paste into your application.
- Application submitted → pay fee (and IHS if applicable), then complete identity (biometrics or ID app).
- Decision → plan travel/start date; complete employer Right to Work checks before day one.
Priority/Super Priority options and biometrics availability vary by country and season. Build buffer time.
What to request from your employer
Having the right documents and contacts speeds everything up.
- Offer letter/contract (title, base salary, hours, location(s)).
- A brief job description that matches the occupation code.
- HR contact for sponsorship queries and CoS timelines.
- A copy/screenshot of the CoS details after assignment (code, salary, hours, start date, addresses).
- If offered: a relocation/fees policy (what’s reimbursed, any clawback terms).
Negotiation & support — be clear, be practical
A few topics are worth clarifying early:
- Relocation: flights, temporary accommodation, moving/settling allowance.
- Visa costs: whether the company contributes to fees and (where applicable) IHS; clarify repayment clauses.
- Time off for biometrics or admin tasks (if required).
- Start date flexibility if appointments or processing run long.
Red flags (and quick fixes)
- Vague occupation code → Ask HR which code they plan to use and share your duties list to ensure a clean match.
- Salary depends on allowances → Confirm the base salary meets thresholds without variable extras.
- Inconsistent locations → Align the CoS work address(es) with your real working pattern.
- Unclear CoS timing → Request a simple timeline and named contact for assignments/approvals.
- Aggressive start date → Add buffer; don’t plan to start before your permission is granted and Right to Work is complete.
Checklists (copy/paste)
Offer & sponsorship checklist
- [ ] Employer confirms sponsor licence and internal sponsorship contact
- [ ] Occupation code agreed (matches duties)
- [ ] Base salary and hours meet thresholds
- [ ] Work location(s) agreed and will be accurate on CoS
- [ ] Provisional start date realistic (with buffer)
- [ ] Relocation/fees policy received (if any)
CoS readiness checklist
- [ ] CoS type confirmed (defined/undefined) based on where you’ll apply
- [ ] CoS number and details provided (code, salary, hours, start date, addresses)
- [ ] Offer/contract and job description saved as PDF
- [ ] Employer/HR contact for any follow-up questions
FAQs
How do I verify my employer can sponsor me?
Ask HR to confirm their sponsor licence and who manages sponsorship. Most employers are familiar with their status and the steps to assign a CoS. If they’re unsure, escalate within HR/Legal.
Can I start work while the visa is pending?
No. You must have the correct permission and complete the employer’s Right to Work check before starting. Do not start on a visitor basis or remotely for the UK entity without the proper status.
Our job title changed — do we need a new code?
Titles can vary, but the duties must still match the occupation code used on your CoS. If duties change materially, HR may need to amend the code and potentially issue a new CoS.
What if my salary is just under the threshold?
Discuss aligning base salary/hours or confirming the correct occupation code. Some concessions exist under specific rules, but you should not rely on variable allowances unless permitted.
Defined vs undefined CoS — which do I need?
As a rule of thumb: defined CoS is typically for applications made outside the UK; undefined CoS is typically for applications made inside the UK. HR will issue the correct type.
My start date is earlier than the likely decision date — is that a problem?
Yes, you can’t start without permission. Agree a realistic start date with buffer for CoS assignment, identity steps, and processing. Adjust plans with HR if timelines slip.
Information only — not legal advice. Requirements and processes change; verify current rules on official guidance and consider speaking to an OISC-registered adviser for tailored support.