Skilled Worker sponsorship: Recruiters' guidance

• Please review information on UKVI, ATAS, and HR Staff Compliance team processing times and other important updates on our HR Notices webpages.
• Please review estimated processing times for new hires webpages

If a successful candidate does not have an automatic right to work,  and is not eligible for our preferred route Global Talent Visa or another suitable non-sponsored immigration route, the Skilled Worker Route (SWR) is likely to be the most suitable route for them to obtain permission to work in the UK.

To obtain a visa, Skilled Workers must have:

• a suitable job offer; and
• be issued with a valid Certificate of Sponsorship (CoS) from Imperial; and
• pass a points-based assessment.

We are only permitted to apply for and issue a CoS if the following requirements have been met and the individual can demonstrate they will score a total of 70 points (50 mandatory and 20 tradeable) across the assessment criteria below:

Mandatory points (50):

• A suitable job offer from an approved sponsor (20 points); and
• The job meets the appropriate minimum skill level (dependent on when the individual was first sponsored under skilled work visa route) and any specific criteria detailed in the relevant Standard Occupational Classification (SOC) code (20 points); and
• The individual can provide evidence of English Language skills at level B1, by meeting one of the requirements in Appendix English Language (10 points)
• From 8 January 2026, the minimum English requirement for Skilled Worker, High Potential Individual and Scale-up routes will rise to level B2. Employers will need to ensure candidates meet the higher threshold and applicants may need to obtain new English language evidence, such as a new English language test, if applying in 2026.

Tradeable points (20):

• The basic salary for the job meets both:
• The applicable general salary threshold and going rate for the relevant SOC code; 

or

• One of the tradeable salary points discount options or transitional arrangements (outlined in Standard Occupational Classification and Salary requirements below), if the higher ‘going rate’ is not met. (20 points)

Please view the following guidance for further information. If the guidance does not answer your question, please contact the Staff Compliance team for specific advice.

Individuals must be recruited in line with Imperial’s recruitment guidance and where appropriate, the vacancy will be advertised internally and/or externally

Although there is no longer the requirement to undertake a ‘Resident Labour Market Test’ (RLMT), we may need to evidence that the job is a genuine vacancy that:

• requires the jobholder to perform the specific duties and responsibilities of the job and meets all the requirements of the relevant route; and
• does not include dissimilar and/or predominantly lower-skilled duties; and
• is appropriate to the business considering its business model, business plan and scale

Evidence of our recruitment and selection process is one of the main ways we can demonstrate that the job is genuine to UKVI.

It is required that the individual fully meets the essential selection criteria for the job, outlined in the person specification, and holds the appropriate qualifications listed.

Evidence that will be retained for applicable appointments:

• Screenshot of the archived Imperial vacancies advert, which can be saved retrospectively
• For adverts placed externally, additional evidence of advert placement e.g. screenshot from Talentlink /other advertising evidence such as email of advert placement/removal from jobs.ac.uk/summary of placement
• Where the Recruitment Hub team is placing advertisements on your behalf, they will be responsible for providing advert evidence to the Staff Compliance Team, if sponsorship is required.

and

• Selection evidence e.g. completed Shortlist Record Form and Interview assessment form.

If the individual is named on a research grant award/fellowship, and a genuine recruitment process cannot be undertaken, evidence (i.e. copy of fellowship/grant award letter and evidence of application/award process) should be submitted to HR with the request to hire/contract request. 

If the individual is being appointed to a short-term contract (up to 6 months) and it has not been appropriate to run a standard recruitment and selection process, please provide an explanation of the reasoning not to advertise, and how the successful candidate was identified and assessed.  

The Standard Occupational Classification (SOC) is a common classification of occupational information for the UK. Jobs are classified in terms of their skill level and skill content.

For a Certificate of Sponsorship (CoS) to be issued, a job offer must meet all the following:

• the appropriate minimum skill level and any specific criteria detailed in the relevant SOC code within Appendix Skilled Occupations
• The minimum skill level increased for new applicants to enter the skilled work visa route from 22 July 2025. For new applicants the skill level of the role must fall under an RQF level 6 SOC code, or a listed Shortage Occupation or Temporary Shortage List SOC code.
• Individuals who already held skilled work visa from before 22 July 2025, can continue to extend or change jobs in RQF Level 3-5 or 6 occupations, due to transitional provisions.
• the salary must meet both the relevant general salary threshold and going rate for the SOC code contained in the applicable section of Appendix Skilled Occupations; or one of the tradeable salary points options (discounts outlined below), if the higher going rate is not met.
• Going rates can be pro-rated, e.g. for part-time salaries.
• General salary threshold cannot be pro-rated. Part-time staff will need to meet the full applicable general salary threshold for the actual gross salary they are paid.
• Salary calculations are based on guaranteed basic gross pay, excluding allowances. However, transitional arrangements permit guaranteed allowances for those last granted leave in Tier 2 if still working for same sponsor, until 1 December 2026.
• Salary calculations may also factor in any visa/immigration salary advance loan repayments being deducted from employee’s salary, where applicable, and if their most recent skilled worker sponsorship was assigned from 09 April 2025.

General Salary Thresholds for those who entered the SWR on or after 4 April 2024:

General Salary Thresholds for those who entered the SWR before 4 April 2024:

A CoS is a virtual document, similar to database record.  When we assign a CoS the individual will need to quote the CoS number on their application when applying for leave to enter:

• if applying from outside the UK, using a defined CoS
• or if applying inside the UK, using an undefined CoS

A CoS is valid for 3 months from the date it was assigned and can only be used once to support an application for leave.  Applications for initial leave cannot be made more than 3 months in advance of the start date quoted on the CoS. If an individual does not use the CoS within the 3-month period to apply for entry clearance or leave to remain, it automatically becomes invalid. 

If the application is refused, the individual would need to be issued with a new CoS in order to make a new application.

Undefined Certificates of Sponsorship – In-country applications for leave to remain

Imperial has an annual allocation of undefined CoS, which can be issued by the Staff Compliance team, but only to the following individuals:

• In country applicants:

• whose employment contracts are being extended
• who are changing employment within Imperial where the new job is in a different SOC code
• who are moving from another employer and starting work for Imperial
• who are switching from another eligible immigration category into the SWR. Individuals will be able to switch into the SWR from most immigration categories, other than Visitor routes.
• who are subject to transitional arrangements

Defined Certificate of Sponsorship – Out of country applications for leave to enter

Individuals applying for leave to enter the UK must be issued with a Defined CoS.

Imperial is required to apply to UKVI as they need a Defined CoS. These applications will normally be processed by UKVI within 2 days to 2 weeks. UKVI may request additional information and/or evidence from Imperial during this process.

Once the Defined CoS has been granted, the Staff Compliance Team will then assign it to the individual.

CoS fees & Immigration Skills Charge (ISC)

CoS fees are payable by the hiring department. £525 is the standard rate.

Except for jobs in PhD level SOC codes (Academic & Research roles) and those switching from the Student visa route, departments will also need to pay the ISC.

• £364 for first 12 months plus £182 for each additional 6 months) in addition to the CoS fee.
  • ISC will rise by 32% for CoS assigned from 16 December 2025, these increases are estimated to be £480 for first 12 months plus £240 for each additional 6 months) in addition to the CoS fee.

One Virtual Credit card should be raised for the total of the CoS and ISC fees. The supplier name should be ‘UK Visa & Immigration’ or ‘UKVI’. The cost is VAT-exempt.

The Staff Compliance team will advise the total VCC sum that will need to be generated by the hiring department, once skilled worker visa route is identified and eligibility. Due to above cost increases, Staff Compliance Team may advise to raise Virtual Credit card slightly over the required total, to avoid any payment issues and delays. Any non-spend will return to the applicable budget.

Before a Certificate of Sponsorship (CoS) can be applied for/assigned, the Individual will need to provide evidence they meet any other Skilled Worker Route requirements, including:

For all sponsored roles:

• English Language points, which may be satisfied in several ways.
• Evidence that the candidate meets all essential qualification / professional registration as stated on the Person specification

• Financial maintenance (evidence of personal savings) unless the hiring department is willing to certify maintenance on the certificate of sponsorship Individuals must meet one of the requirements by either:

• Imperial, as an A-rated sponsor certifying maintenance on the CoS; 

or

• Holding funds for 28 days at date of application of:
• Main applicant - £1,270.
• Dependant partner - £285
• First child - £315
• Each subsequent child - £200

and submitting evidence within 31 days of the date of application.

• Individuals are exempt from the maintenance requirement if they have held permission to stay in the UK for more than 12 months already.

For some roles/applicants: 

• Certain roles (those including research activity at PhD-level in specific academic fields), an Academic Technology Approval Scheme (ATAS) certificate may also be required if the individual is not-exempt through their nationality.
• Criminal record certificate requirement for specified roles (SOC codes) and where the applicant is applying to enter the UK (i.e. not for visa extension/switch applications in the UK). Where applicable and confirmed by the Staff Compliance Team, individuals (and their dependent partners) will need to provide criminal records certificates for each country where they have spent more than 12 months in the past ten years before they apply.

• For residents/nationals of specified countries there may also be a Tuberculosis certificate requirement when applying to enter the UK

Dependant on the evidence required and how long it will take the individual to provide the evidence, this may impact on proposed start date if there is a delay to a CoS being assigned.  

Individuals are provided with guidance from the Staff Compliance Team at the point their CoS is assigned. Applicants will need to follow the Skilled Worker visa guidance to apply for leave to enter / leave to remain and pay the appropriate application fee and Immigration Health Surcharge (IHS) costs. The Immigration Health Surcharge is £1,035 per individual per year, paid up front when paying the visa fees. 

Assistance with payment of UK immigration application fees for employees/prospective employees with accepted contract offer and/or their dependents is available, as outlined in Imperial’s expenses policy, which allows either for departments to reimburse UK immigration application fees at their discretion or for a salary advance to support payment of application fees and legal support costs where necessary.

Individuals with a job offer from the NHS or an organisation providing medical services to the NHS in specified health or education SOC codes may be eligible for a fast track Health and Care Visa which attracts reduced application fees and exemption from the IHS for both the applicant and their dependants. However, we advise to check this with the Staff Compliance Team.

Once the skilled work visa is approved, the applicant will receive a decision email from UKVI – stating the date they are permitted to enter the UK (or the date they hold this skilled work permission from for in-country applicants).

UKVI now issue eVisas and no longer issue new Biometric Residence Permit cards and/or UK Entry vignettes in passports.

The individual will be able to view their eVisa status online, and generate share codes to evidence their status, for entry to the UK, right to rent property and right to work. 

It is important that new arrivals to the UK do not enter before the start of their visa period, as would otherwise be entering as a ‘visitor’ with no right to work.

A skilled work visa start date can generally not be delayed for more than 4 weeks from the start date of the visa, unless exceptional circumstances apply. Please check with the Staff Compliance Team if a start date delay over 4 weeks is requested.

Hiring departments should not allow work/induction start until the Staff Compliance Team have confirmed the right to work check has been completed – this confirmation of pre-employment check and/or any start date change will be sent to the new hire, cc’ing hiring manager as soon as completed.

Individuals can apply for and be granted up to a maximum of 5 years’ skilled work route leave at a time, with future extensions in line with their contract of employment dates.

Sponsorship is assigned in line with the current employment contract, and the visa will be granted for the sponsored period plus 14 days. If a period of sponsorship for a lesser period than the full contract is requested, this may be accommodated.

Where an individual requires the New Entrant salary discount for their skilled worker route eligibility – this is permitted for a maximum period of 4 years. This 4-year period includes any previous periods spent in Skilled worker route, Tier 2 General or Graduate visa routes.

Under current rules, once a skilled work visa holder has held 5 years* of skilled work continuous residence, they may be eligible to apply for UK settlement (Indefinite leave to remain). *However, the length of this qualifying period is currently under UK Government review, and we are monitoring these developments and who would be impacted.