This chapter explains—in plain English—what you must show for the UK Skilled Worker route. We keep it practical and avoid fast-changing numbers; always verify the current figures and rules on official guidance before you apply.
What you need at a glance
Before we go deeper, here’s the big picture. You’ll need:
- A licensed sponsor (your UK employer) who can legally sponsor your role.
- An eligible occupation code that correctly matches your job.
- A qualifying salary for that code and route.
- English at the required level (unless clearly exempt).
- To meet any financial/maintenance and immigration history checks.
1) Sponsorship (your employer)
Your employer is central to this route. Make sure these pieces are in place before you plan timelines.
- Sponsor licence: the company must hold a valid licence for Worker routes.
- Certificate of Sponsorship (CoS): a digital record your employer assigns to you. It includes your occupation code, salary, hours, work location(s) and start date.
- Genuine vacancy: the role must be real and at the required skill level for the code.
- Consistency: your application details must match the CoS (names, dates, role title, salary).
Tip: Ask for a copy/printout of your CoS details to check everything is correct before submitting.
2) Occupation code (matching your job)
Every Skilled Worker role maps to a standard occupation code. Picking the right one matters; the code controls the eligible salary and skill level.
- Match the role: use your actual duties and responsibilities, not just a job title.
- Skill level: the code must meet the route’s skill requirement.
- Evidence: a brief job description or offer letter that aligns with the code helps.
If you’re unsure: compare duties to the official code description; avoid choosing a code just because it has a lower salary threshold.
3) Salary thresholds (how they work)
You must meet the higher of the relevant salary requirements for your occupation code and route rules.
- Going rate vs. general threshold: your salary usually must meet both the code’s going rate (pro-rated for your hours) and any route-wide minimum, with specific exceptions that may apply to some roles or circumstances.
- Hours matter: thresholds are typically based on weekly hours; part-time salaries are pro-rated against the same hourly rate.
- What doesn’t count: allowances, one-off bonuses, and overtime often don’t count towards the base threshold (unless rules say otherwise).
Good practice: put your base salary (without variable extras) clearly in the contract/offer to avoid confusion.
4) English language requirement
Most applicants must prove English to the route’s required level.
- Secure English test with an approved provider or
- Degree taught in English with ECCTIS confirmation (if the route allows) or
- Nationality exemption if listed in current rules.
Names must match across your passport, CoS, and test/ECCTIS documents.
5) Maintenance / funds (financial requirement)
Some applicants must show they can support themselves when they arrive.
- Who needs it: depends on your route and whether your sponsor certifies maintenance on the CoS.
- Evidence: recent personal bank statements that clearly meet the stated amount and timeframe, if required.
- Dependants: each dependant may have a separate maintenance requirement.
Keep statements readable (PDFs or scans) and ensure large deposits are explained if asked.
6) Documents to prepare (practical list)
Having a tidy file saves time later.
- Passport (and scans of recent passports if available).
- CoS details (number, job info, salary, hours, locations).
- English proof (test result or ECCTIS degree letter), if required.
- TB test if your country of application requires it.
- Employment evidence if your case needs it (e.g., letter confirming role).
- Dependants’ documents if applicable (marriage/partner evidence, birth certificates).
Name files clearly: passport.pdf, cos-summary.pdf, english-ecctis.pdf, etc.
7) After your visa is granted (conditions)
Know your conditions so you stay compliant once in the UK.
- Work for your sponsor in the sponsored role (code and key duties must match).
- Supplementary work has strict limits; don’t assume you can freelance.
- No public funds.
- Report changes when required (address, passport, etc.).
- Hybrid/remote work: keep the work location(s) accurate; major changes should be reflected in your HR records and may need sponsor action.
8) Job changes: new CoS or update?
If your role changes substantially (new occupation code, major duty shift, salary below threshold, new employer), you may need a new CoS and an application before switching.
- Same employer, minor changes: your sponsor should still keep records; check if a report to the system is required.
- New employer: typically requires a new CoS and new application before you start.
Loop in HR early—moving first and fixing paperwork later can cause serious issues.
9) Dependants (high level)
Partners and children can often apply as dependants if they meet the rules.
- Relationship proof: marriage/partner evidence and cohabitation where relevant.
- Maintenance: funds may be required for each dependant unless your sponsor certifies support (if permitted).
- Status: dependants usually have conditions separate from the main applicant (e.g., work permissions can differ).
10) Extensions, switching, ILR path
Think ahead so you don’t lose time towards settlement.
- Extensions: keep salary and role compliant; leave time for appointments and decisions.
- Switching: some routes allow switching in-country, some don’t—verify the current rules for your case.
- ILR (settlement): many Skilled Worker holders qualify after 5 years if they meet residence and absence rules (see our ILR chapters and calculator).
Common pitfalls (and quick fixes)
- Mismatch with the CoS: names, dates, salary or job details differ → Fix: align your application and documents with the CoS exactly.
- Wrong occupation code: picked for convenience, not duties → Fix: re-check the code against your actual responsibilities.
- Salary counting extras: using allowances/bonuses to hit thresholds → Fix: rely on base salary unless current rules say otherwise.
- Unclear English proof: using the wrong test type or out-of-date result → Fix: book the approved test or get ECCTIS confirmation in good time.
- Maintenance gaps: missing bank statements or unexplained deposits → Fix: provide the full period and concise explanations for large credits.
FAQs
Do I need a new visa if my job title changes but duties stay the same?
Not always. If the occupation code and essential duties remain aligned and your salary stays compliant, sponsors can often manage it via their records/reporting. If the code or duties change materially, expect a new CoS and application. Check with HR early.
Can I work for another company on the side?
Supplementary work is tightly restricted and must meet specific conditions. Freelancing or a second employer is usually not permitted unless it clearly fits the current rules. When in doubt, don’t start side work without confirming compliance.
Does part-time work qualify?
Yes, if the code allows and your pro-rated salary meets the required hourly/going-rate level and any general thresholds. Your CoS must reflect accurate hours and pay.
My sponsor wants to change my work location (e.g., more remote). Is that a problem?
Location changes can be fine if your role and salary remain compliant. Your sponsor should keep records accurate and make any required reports. Major changes—like moving to a different site or country—need extra care.
How does this route lead to ILR?
Many Skilled Worker holders can apply for ILR after 5 years of continuous residence, meeting absence limits and other rules. See our ILR chapters and the calculator for date planning.
Information only — not legal advice. Rules and thresholds change. Always verify current requirements on official guidance, and speak to an OISC-registered adviser for complex scenarios.