Work Permits and Visas in the United Kingdom: A Guide for Employers

The United Kingdom remains one of the world’s most attractive destinations for skilled talent, with leading industries in finance, technology, healthcare, and creative services centered in global hubs like London, Manchester, and Edinburgh. For employers, this makes the UK a strategic place to hire or relocate top performers.

However, the UK’s immigration rules are complex, especially since Brexit, and getting them wrong can be very costly. Employers must understand the rules to avoid fines, legal penalties, or reputational damage.

In short, anyone who is not a British (or Irish) citizen generally needs the right visa or work permit to live and work in the UK. This guide walks through the key categories of UK work visas and employer obligations, and offers practical steps and best practices for a smooth relocation process.

Who Needs a UK Work Visa?

In principle, all non-UK nationals must hold valid authorization to work in the UK. British citizens need no visa, and by treaty Irish citizens still have unrestricted work rights.

Until 2020, EU/EEA/Swiss nationals enjoyed free movement, but since January 2021 that ended. Now EU nationals (apart from the Irish) need the same work visas as other non-citizens if they want to work in the UK.

(Note: EU/EEA/Swiss workers who arrived before July 2021 with settled or pre-settled status generally do not need new checks, but new arrivals do.) In practice, this means any foreign employee must either have an existing UK immigration status that permits work (for example a Student visa with permission to work or one of the special unsponsored visas below) or apply for a work visa through a sponsor or qualifying program.

There is a distinction between short-term and long-term permissions. For very brief visits, some nationalities can enter as business visitors or on the Youth Mobility Scheme (if eligible) for up to two years without a formal job offer.

However, casual or informal work is not allowed under a tourist or standard visit visa. Digital nomads, for instance, must either have an employer-sponsored visa or (if they just intend to work remotely for a short stay) enter as a visitor (up to 6 months) and not engage in UK paid work.

In practice, most employees relocating for any period beyond a few weeks will need a proper UK work visa.

Overview of UK Work Visa Types

Employers should be familiar with the main visa routes that allow a foreign national to live and work in the UK. The chart below outlines the key types relevant for sponsored employees and certain unsponsored streams that talent may use.

Skilled Worker Visa

This is the most common long-term work visa. It replaced the old Tier 2 (General) visa. A Skilled Worker visa requires a job offer from a UK-licensed sponsor in a qualifying role and a Certificate of Sponsorship (CoS).

The job must meet a skill level and salary threshold. Currently the minimum salary is £38,700 per year (or the occupation’s “going rate”, whichever is higher). Many healthcare, engineering, and tech occupations qualify.

Employers must ensure they pay at least this amount (or the higher going rate) for the role. Skilled Workers may stay up to 5 years before renewing and can eventually apply for indefinite leave.

Global Business Mobility (GBM) Routes

These replace the old intra-company transfer (ICT) visas. They let companies move their existing international staff to the UK. Key GBM subtypes include:

Senior or Specialist Worker Visa

For experienced staff moving within the same company. The employee must already work for a global company abroad and be assigned to a UK office.

The role must be on the approved list, and the salary must be at least £48,500 per year (or the going rate).

Graduate Trainee Visa

For employees on an official multinational graduate training program. It requires a CoS from a UK sponsor and at least £23,000 annual pay.

Service Supplier Visa

For contract staff of an overseas company providing services to a UK client (e.g., consultants). The scheme has specific conditions about contracts and continuity of employment.

Health and Care Worker Visa

Technically a subset of the Skilled Worker route, this visa is tailored for medical professionals. It requires working for the NHS, an NHS supplier, or in adult social care.

It has all the rules of the Skilled Worker visa but offers reduced fees and a lower salary threshold (typically 20% below the standard minimum). For example, a nurse or doctor might qualify under this visa.

It also exempts the visa applicant from the NHS Immigration Health Surcharge, making it cheaper for healthcare workers to apply.

Scale-up Worker Visa

Introduced recently, this is designed for employees of fast-growing UK companies. A “scale-up business” is one that meets certain growth criteria (turnover, staffing, etc.).

To qualify, the employee needs a job offer of at least 6 months with that employer. They must get a CoS and meet English-language requirements.

Unlike the Skilled Worker, this visa has a lower general salary requirement (around £36,300 per year) or the occupation’s going rate. Holders can stay 2 years (extendable) and eventually seek settlement after 5 years.

Graduate Visa

This is an unsponsored visa for international students who have completed a degree in the UK. It allows them to stay and work (or look for work) for 2 years after graduation (3 years for PhD graduates).

No job offer or sponsor is needed. Employers do not “sponsor” a Graduate visa, but they should still perform right-to-work checks. This visa is not extendable beyond its initial term, though one can switch from it into a Skilled Worker visa later.

High Potential Individual (HPI) Visa

Another unsponsored route, the HPI visa targets recent graduates of the world’s top universities. To be eligible, the applicant must have completed a qualifying degree at an eligible university within the last 5 years.

It allows them to live in the UK for 2 years (3 years if they have a PhD) without a job offer. HPI visa holders can switch into skilled work visas later on.

Employers can benefit by hiring HPI holders without immediately sponsoring them, though they must comply with normal employment laws.

Temporary Worker Visas (Tier 5)

This category includes several short-term schemes. The most notable is the Youth Mobility Scheme (YMS) visa, which lets young people (usually aged 18–30 or 35, depending on nationality) from participating countries live and work in the UK for up to 2 years.

Eligibility is based on nationality (countries like Australia, Canada, Japan, etc.) and a savings requirement (about £2,530). YMS applicants do not need a job offer or sponsor.

Other Tier 5 visas include Government Authorised Exchange (for trainees and interns), Charity Workers, Creative and Sporting workers, and International Agreement (for workers covered by international treaties). These typically cover specific short-term placements or partnerships.

There are a few other less common routes (such as the Global Talent visa for exceptional leaders in science or the UK Ancestry visa for citizens of Commonwealth countries with UK-born grandparents), but the above cover the main streams an employer is likely to use.

In any case, almost all long-term work visas in the UK require a sponsorship license from the employer (unless it’s an unsponsored visa like Graduate or HPI).

Eligibility and Employer Responsibilities

Before hiring or relocating anyone, an employer must ensure they can legally sponsor that role. To issue a work visa, the company must hold a valid Sponsor Licence for the relevant visa category (Skilled Worker, GBM, Scale-up, etc.).

Obtaining this licence involves applying to UK Visas and Immigration (UKVI) and demonstrating that the business is genuine, financially sound, and has the right HR systems in place. UKVI will check that the company really exists and operates as claimed, and that the job role is genuine and necessary.

The authorities may even conduct an on-site inspection before approving the licence.

Once approved, the employer is given a rating (A or B) and can start sponsoring employees by assigning them Certificates of Sponsorship (CoS). Each CoS is an electronic document confirming the details of the job (role, salary, length).

The employer must pay a CoS fee and then provide the CoS reference number to the candidate, who uses it to apply for the visa. It is the employer’s responsibility to ensure the CoS is valid and matches the actual job being offered.

With a Sponsor Licence comes strict duties. Employers must carry out right-to-work checks for every new hire, without exception. This means verifying original passports or biometric documents and keeping clear copies on file for the employee’s tenure and up to two years after they leave.

The employer must also record that the documents are genuine and unexpired. Failing to check, or employing someone without work authorization, can trigger civil penalties or even loss of the licence.

Sponsors must keep detailed records of each foreign worker’s status. This includes copies of passports and visas, up-to-date residential addresses, contact details, and employment contracts.

Any significant change in a sponsored worker’s situation – for example, if they change job roles, take unpaid leave, reduce salary, stop working, or leave the company – must be reported promptly to UKVI (usually within 10 working days).

If an employee goes AWOL or breaches visa conditions, this too must be reported. In short, the sponsoring employer acts as the UK government’s eyes and ears.

These compliance tasks impose an administrative burden, but they are mandatory: inaccuracies or failures found in a compliance audit can lead to licence downgrades, suspensions, or revocation.

Finally, sponsors must meet any specific requirements of the visa category. In practice this usually means paying at least the minimum salary for the role (e.g., £38,700 for most Skilled Worker jobs or £30,960 for jobs on the Skilled Occupations List), ensuring the job matches the approved occupational codes, and that the employee meets personal eligibility (English language, qualifications).

The employer should also not require the foreign worker to pay for the visa themselves; the Immigration Health Surcharge and other mandatory fees should be handled by the employee or (for Health and Care workers) may be exempt.

Planning the Process

Plan the process in stages. Employers should start early by confirming the candidate’s visa requirements and preparing necessary paperwork.

First, determine the right visa category based on the job and the employee’s profile. If it’s a sponsored visa (like Skilled Worker or GBM), ensure your company already has a valid Sponsor Licence – if not, apply for one via GOV.UK (this can take several weeks).

Once you have the licence, assign your employee a Certificate of Sponsorship for the offered role. Next, instruct the employee to apply online for the visa, providing the CoS and other documents (passport, contract, proof of qualifications or experience, and English test results if needed).

After the employee submits their visa application, monitor its progress and assist with any additional requests (for example, scheduling biometrics appointments or securing tuberculosis testing if the candidate is from a high-risk country).

UK visa decisions can take from a few weeks to several months, depending on the route and consulate, so build this into your timeline. Once the visa is approved, finalize relocation logistics: book travel, arrange accommodation or temporary housing, and help your employee prepare for life in the UK (healthcare registration, schools for children, etc.).

When the employee arrives in the UK, immediately conduct a right-to-work check on their visa or BRP card. Make and keep a copy of their visa page, photograph page, and any biometric residence permit.

Ensure they start work as specified (full-time hours at the agreed salary). If any details change – for instance, if they switch to a different role or leave the company – update their status in the Sponsor Management System or report to UKVI as required.

By following each step in order and keeping clear records, employers can guide their new employee through the UK immigration process smoothly.

Employer Legal Obligations and Compliance

Beyond helping secure the visa, employers must also comply with UK employment and immigration laws. Key obligations include:

Right-to-Work Checks

Every employer must verify that every employee has the legal right to work in the UK before starting employment. For foreign nationals, this means checking an endorsed passport or visa and recording the expiry date.

Employers must not discriminate when checking documents – they must apply the same standard to all staff. If the worker’s permission to work is time-limited, the employer must repeat the check when it is due to expire.

Failure to perform a correct check can lead to financial penalties and criminal liability.

Salary and Contract Compliance

For sponsored workers, pay them at or above the required threshold for their visa route. For example, Skilled Workers must earn ≥£38,700/year (unless an exception applies).

This also means obeying UK minimum wage and holiday rules for all workers. Provide a clear employment contract reflecting the sponsored role (job title, duties, hours, salary).

Underpaying a visa worker can violate the sponsorship rules.

Reporting and Record-Keeping

Maintain a register of each foreign employee’s travel dates, work permit details, and contact information. Use the official Sponsor Management System (SMS) to report key events: e.g., if the worker doesn’t start on the expected date, goes on extended leave, changes job function, or stops working.

These reports must be made usually within 10 working days of the change. Keep copies of passports, visas, and endorsements during their employment and for 2 years after termination.

Stay Updated on Policy Changes

UK immigration rules can shift. For instance, in April 2024 the Skilled Worker minimum salary jumped from £26,200 to £38,700.

Employers should monitor announcements and ensure their policies (and budgets) adapt. Many use HR systems or legal counsel to track changes.

Training your HR and recruiting staff on sponsor compliance is essential to avoid inadvertent breaches.

Violating these obligations carries serious risk. The Home Office can impose fines, require a “Suspension” of your licence, or even revoke it entirely.

In the worst case, the employer may be barred from sponsoring any more workers. The good news is that by integrating compliance into normal HR processes (for example, by using automated reminders for checks and reports) and by treating immigration compliance as a continuous duty, most pitfalls can be avoided.

Common Challenges and Solutions in The Visa Process for Employers in the United Kingdom

Sponsoring foreign workers can be challenging. Employers frequently cite these difficulties:

High Administrative Burden

Keeping track of right-to-work checks, maintaining records, and submitting compliance reports for each foreign employee is time-consuming. Smaller companies in particular may struggle to assign staff to manage sponsorship duties.

Solution: Implement an HR information system or dedicated immigration software to automate reminders for upcoming checks and deadlines. Some firms hire or train a “sponsorship manager” to handle these tasks. Others outsource immigration administration to specialists.

Policy Changes

Frequent updates to immigration rules (like the recent salary threshold hikes and new visa routes) can catch employers off guard. For example, a role budgeted at £30,000 suddenly no longer qualifies.

Solution: Stay informed via official UKVI newsletters or legal bulletins. Build flexibility into job offers and budgeting. If possible, set roles a bit above the minimum to hedge against future increases.

Staff Turnover in HR

UKVI requires every sponsor to appoint three key personnel (an Authorising Officer, a Key Contact, and a Level 1 User) who know the rules. If one of these people leaves suddenly, compliance can falter.

Solution: Document all sponsorship procedures and train multiple team members. Include sponsorship roles in job descriptions and have a succession plan so a replacement can pick up duties quickly.

Visa Delays

Processing times at consulates or changes in global travel (e.g., post-pandemic backlogs) can delay when employees can start. This can disrupt projects.

Solution: Apply for visas well before the intended start date – often 2–3 months ahead. Consider use of the UK’s “Priority” visa service (where available) to speed up decisions.

Keep an open line of communication with the worker so they understand expected timelines and can prepare.

Cultural and Practical Integration

Newcomers may face non-legal hurdles (finding housing, understanding UK workplace norms, etc.). Solution: Offer relocation assistance or stipends if possible.

Pair the hire with a local mentor or buddy who can answer questions about daily life. Provide clear written guides on topics like setting up a UK bank account, obtaining a National Insurance number, or navigating the NHS for healthcare.

Culturally, encourage team-building and diversity training to make foreign hires feel welcome.

By anticipating these issues, UK employers can manage them proactively. For instance, many companies use checklists or partner with global mobility consultants to ensure every step is covered.

Regular internal audits or mock Home Office visits (done by in-house audit teams or external immigration lawyers) can catch compliance gaps before the UKVI does. Overall, employers who treat immigration compliance as an ongoing priority rather than an afterthought tend to run into far fewer problems.

Best Practices for Onboarding Foreign Employees in the United Kingdom

Successfully relocating a worker involves more than just the visa paperwork. Good onboarding and support help the employee become productive faster and feel settled in the UK workplace:

Clear Communication

Discuss the whole process with the employee from Day 1. Give them a checklist of documents they need (e.g., passport, degree certificates, bank statements) and explain each visa stage.

Let them know typical timelines and who to contact if issues arise. Once they arrive, maintain open communication about any remaining tasks (like collecting their Biometric Residence Permit or registering with a doctor).

Streamline Logistics

Many employers assist with practical relocation issues. This can include providing temporary housing or a relocation allowance, helping find long-term accommodation, assisting with school enrollment for children, and booking flights.

Some companies even offer pre-arrival orientation packets about life in the UK (public transport, cost of living comparisons, etc.). The smoother the logistical side, the more quickly the employee can focus on work.

Cultural Integration

The employer can play a key role in social integration. Pair new international employees with a “buddy” or mentor in the team who can help them learn local business etiquette (e.g., meeting norms, communication styles) and answer any day-to-day questions.

Celebrate cultural diversity and consider providing language support if needed. Recognize and use the employee’s unique global perspective as an asset in the workplace.

Compliance Handoff

Ensure HR and payroll know how to process the new hire correctly. Enter their correct visa status, pay them at the agreed threshold, and ensure they are enrolled in auto-enrollment pension schemes and pay UK taxes as required.

Register the employee with the tax authorities and help them obtain a National Insurance number promptly. If the visa requires payment of the Immigration Health Surcharge (IHS), verify whether the employee paid it or if they are exempt (for Health & Care visas) before the visa.

Long-Term Career Pathing

For many foreign hires, the goal is eventually to settle. Be transparent about the possibility of visa renewal or switching (for example, from a Graduate or HPI visa into a Skilled Worker route).

Help them understand what it takes to extend their stay or apply for settlement in the future. Knowing there is a clear future in the company can improve retention and motivation.

Build strong personal connections and support. Treating international hires as full team members with the same care and expectation of success as local employees pays dividends.

Encourage their active participation in company events and projects. Solicit feedback from them on the relocation process – what was helpful, what could improve – and use that to refine your internal procedures.

For example, you might create an internal “moving guide” that collects best practices and tips for future relocations.

Finally, remember that global mobility can be a selling point when recruiting top talent. Demonstrating that your company handles visas efficiently and supports foreign employees end-to-end will strengthen your employer brand worldwide.

Employers who prioritize both compliance and a positive relocation experience tend to attract and retain the best international candidates.

Conclusion

Relocating or hiring a foreign employee in the UK can open great opportunities for business growth, but it demands careful attention to immigration law. From determining eligibility to navigating visa categories, obtaining a sponsor licence, and fulfilling ongoing compliance duties, there are many steps along the way.

By following a clear process, staying informed of rule changes, and building good onboarding practices, employers can minimize delays and legal risks. Getting UK immigration right ensures you can tap into global talent pools safely and sustainably.

For specialized guidance on UK visas, work permits and relocation, employers often work with immigration experts. Rivermate offers dedicated support for companies handling visas and permits – contact us to discuss how to streamline your UK hiring and relocation process.