Calderwood House, Montpellier Parade, Cheltenham GL50 1UA
Our immigration solicitors can advise skilled workers and employers on Skilled Worker visa applications and sponsorship matters. We can help with eligibility, sponsorship requirements, supporting documents and the application process.
Skilled Worker Visa Advice
A new job or change of employer can bring an immigration deadline alongside the usual decisions about work and family life. You may need to know when you can start, if your salary qualifies or what happens to your dependants. Our immigration solicitors help workers and employers understand the Skilled Worker requirements before the application is submitted. We review the proposed role, sponsorship details and personal circumstances together to identify issues that could delay the move or affect eligibility.
Our legal team can check the occupation code, salary calculation, Certificate of Sponsorship and supporting documents, and advise on switching or extending permission. We also explain the implications of a sponsor problem, a change in duties or a break in employment. You receive practical legal advice about the steps required, the relevant restrictions and the costs for you and any eligible family members. Where settlement is part of your plans, we consider how the proposed application fits your immigration history.
The applicant needs sponsorship from an employer licensed for the route, an eligible role and salary meeting the applicable threshold or tradeable-points rules. The worker must also meet English-language and, where relevant, maintenance, tuberculosis and criminal-record certificate requirements.
Permission is tied to the sponsored role. A worker changing employer or moving into a role with a different occupation code may need a new Certificate of Sponsorship and a new application before starting the new job. The route can lead to settlement after the qualifying period.
The employer must hold the correct sponsor licence and assign a valid Certificate of Sponsorship. The certificate records the occupation code, salary, working hours, work location and proposed employment dates used in the visa application.
A discrepancy between the certificate, contract and application can delay the case or lead to refusal. Employers should also check that the vacancy is genuine and that the worker will perform the duties attached to the selected occupation code.
A job title alone does not establish eligibility. The occupation code must reflect the actual duties, the salary must be tested against the correct general and going rates, and the Certificate of Sponsorship must contain accurate dates and details.
Advice is valuable where the applicant is switching in the UK, has dependants, has a break in sponsorship or wants to preserve a future settlement route. Errors by either the employer or worker can delay the start date or lead to refusal.
We check the sponsor, job, occupation code, salary, Certificate of Sponsorship and applicant eligibility before submission. We can advise on entry clearance, extensions, change-of-employment applications and applications for partners and children.
We also work with employers who need a sponsor licence or help with sponsorship compliance. For workers approaching five years, we can review eligibility for indefinite leave to remain.
A Skilled Worker application can fail because the Certificate of Sponsorship is invalid, withdrawn or contains information that conflicts with the contract or application. The wrong occupation code, an ineligible role, salary below the applicable threshold or going rate, or doubts that the vacancy is genuine can also lead to refusal.
The worker must separately meet the English-language, maintenance and any tuberculosis or criminal-record certificate requirements that apply. A sponsor-licence problem can place the application on hold or lead to refusal. We compare the employer's sponsorship information with the worker's documents so that the role, duties, hours, salary and dates tell the same accurate story.
We check the employer-side sponsorship information against the worker's application before submission. The role, salary, dates and personal evidence need to align across both records.
New Skilled Worker applicants generally need B2 English under the requirements applying from 8 January 2026. Certain existing workers extending or updating permission can continue under B1 requirements. Accepted evidence and exemptions need to be checked before arranging a test.
Eligibility for partners and children is restricted in some occupations and circumstances. This includes specific rules affecting care workers and some medium-skilled occupations. We check the occupation, first sponsorship dates and any transitional provisions before advising a family to apply together.
At 15 September 2026, the standard application fee is £819 outside the UK for up to three years or £1,618 for more than three years. Inside the UK it is £943 or £1,865. Reduced fees can apply to Immigration Salary List roles and Health and Care Worker applications. Most applicants also pay the £1,035 annual health surcharge; eligible Health and Care applicants are exempt.
The applicant may need to show £1,270 maintenance unless an exemption or sponsor certification applies. Dependants pay separate fees and surcharge. Our fee depends on the application type, family applications and any job, salary or immigration-history issue.
Skilled Worker Visa FAQs
Answers about sponsorship, salary, switching, dependants, costs and settlement.
Yes. The employer must hold the correct sponsor licence and assign a valid Certificate of Sponsorship for an eligible role. A job offer from an established company does not itself show that the employer can sponsor the role.
The required salary depends on the occupation code, general threshold, going rate and any tradeable points. The correct rules must be applied to the job and applicant. The usual general threshold is £41,700, but the going rate and any permitted exception or transitional provision must also be checked. Job duties, weekly hours and salary components can affect the calculation.
Many applicants can switch, but some immigration categories are excluded. Visitors and some other categories cannot switch through the ordinary route. Student switching has additional conditions. We check your current permission, course position if relevant and proposed start date before advising.
Yes. A new employer normally needs to assign a new certificate and you need approval for the new sponsored work. We assess timing and existing work conditions before you resign or agree a start date.
Eligible partners and children can apply as dependants. Each person must meet the relationship and other requirements and pay the relevant charges. Dependant eligibility is restricted for some occupations and circumstances, including care roles and certain medium-skilled jobs. We check the occupation and sponsorship history before assuming a new worker can bring a partner or child.
The fee depends on the application location, visa length and type of role. Most applicants also pay the annual health surcharge, while Health and Care applicants can qualify for lower fees and an IHS exemption. Employer sponsorship charges are separate and some must not be passed to the worker.
The main applicant usually needs £1,270 unless they have held UK permission for at least 12 months or the sponsor certifies maintenance. Dependants have separate amounts. Where required, the funds ordinarily need to be held for 28 consecutive days, ending within the permitted period before application.
It can normally lead to settlement after five qualifying years, subject to residence, sponsorship, salary and other requirements at the settlement stage. The qualifying period alone is not enough. Sponsorship, pay, continuing employment, absences and other settlement requirements need review. We check current rules and grant history before calculating the application date.
The refusal should be reviewed for an applicant error, sponsor error or caseworker mistake. Administrative review may be available for an eligible caseworking error, but the refusal letter determines the remedy. A new application may need corrected sponsorship information as well as personal documents; appeal rights should not be assumed.
New applicants generally need B2 English under the rules applying from 8 January 2026. Certain existing Skilled Workers extending or updating permission can continue to rely on B1. We check the application history, accepted evidence and any exemption before advising if a new test or qualification assessment is needed.
Arrange a telephone call or visit our Cheltenham office by appointment. We will discuss your circumstances, any deadline and the legal work required, then explain the scope and fees before proceeding.
Call 0330 900 0377, email info@pembridgesolicitors.co.uk or request a consultation.
We assist clients in Cheltenham and the surrounding Gloucestershire area, including applications involving family members or applicants overseas.
Pembridge Solicitors
Calderwood House, Montpellier Parade
Cheltenham GL50 1UA
Office visits by appointment.
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