Introduction: Understanding Appendix Skilled Worker in 2025

In 2025, the UK’s immigration system continues to rely on detailed rule-based appendices — the most significant for employment-based migration being Appendix Skilled Worker. This appendix defines the framework for foreign nationals seeking employment in the UK under the Skilled Worker Visa route, replacing the old Tier 2 (General) system.

Appendix Skilled Worker is crucial because it dictates who qualifies for a UK work visa, how sponsors must comply, and what salary and occupation standards must be met.

For employers and applicants alike, understanding this appendix is essential to ensuring successful visa sponsorship and compliance with Home Office regulations.

In this updated 2025 guide, AXIS Solicitors explains the key elements of Appendix Skilled Worker — including eligibility, salary rules, sponsorship duties, and the latest Home Office changes that impact UK employers and foreign workers.

What Does Appendix Skilled Worker Cover?

The Appendix Skilled Worker is a section of the UK’s Immigration Rules that sets out the criteria for obtaining, maintaining, and extending a Skilled Worker Visa. It outlines all the key requirements that both applicants and sponsoring employers must meet to ensure that their visa applications are compliant and successful.

Essentially, Appendix Skilled Worker is the blueprint for the UK’s work visa system — it explains how the Home Office assesses eligibility, defines skilled occupations, enforces salary thresholds, and verifies sponsorship responsibilities. The appendix also details the relevant eligibility criteria and routes to settlement that applicants and sponsors must satisfy, such as points for sponsorship, job skill level, English language proficiency, salary requirements, and other mandatory checks.

For 2025, the Home Office has introduced several updates to Appendix Skilled Worker, mainly focused on:

• Revised salary thresholds to reflect inflation and economic growth;
• Expanded eligible occupation codes in line with new industries and job demands;
• Updated sponsorship compliance and record-keeping obligations for employers; and
• Adjustments to settlement (ILR) pathways for Skilled Worker migrants.

Understanding these updates is vital for both sponsors and visa applicants, as non-compliance can lead to refusals, penalties, or even the loss of a sponsor licence.

Purpose of Appendix Skilled Worker

The purpose of Appendix Skilled Worker is to ensure that the UK’s immigration framework supports genuine employment opportunities while safeguarding the local labour market. It serves three main objectives:

1. Attract Skilled Talent – Encourage international workers with valuable skills to fill roles that cannot be easily met by the domestic workforce.
2. Ensure Fair Pay – Set fair and consistent salary thresholds to prevent underpayment and maintain equity between domestic and overseas workers. These thresholds must also comply with the national minimum wage regulations to ensure all sponsored roles meet UK employment standards.
3. Promote Employer Accountability – Require employers to hold valid sponsor licences and adhere to strict compliance rules under the Home Office’s sponsorship management system.

The appendix ensures that every Skilled Worker Visa application — from the job offer to the Certificate of Sponsorship (CoS) — aligns with the UK’s immigration control policies.

Who Does Appendix Skilled Worker Apply To?

Appendix Skilled Worker applies to: For more information about contacting the Home Office, see How Do I Contact The Home Office?

• Overseas nationals seeking to work in the UK under a Skilled Worker Visa.
• Skilled worker applicants who must be in the UK at the time of application and meet specific eligibility criteria and application requirements.
• UK employers who are licensed sponsors under the Home Office’s Points-Based Immigration System (PBS).
• Existing visa holders extending their stay, switching routes, or applying for settlement (ILR) under the Skilled Worker category.

Whether you are an employer hiring a non-UK national or a skilled worker applicant seeking to work in Britain, Appendix Skilled Worker applies directly to your circumstances.

Key Definitions Under Appendix Skilled Worker

Understanding key definitions within the Appendix Skilled Worker helps applicants and sponsors interpret the Home Office’s expectations correctly. Some of the critical terms include:

• Skilled Employment – A role listed in the Home Office’s Appendix Skilled Occupations, requiring RQF Level 3 or above.
• Certificate of Sponsorship (CoS) – A digital document issued by a licensed sponsor confirming a genuine job offer.
• Appropriate Salary – The minimum salary requirement for a specific occupation, which must meet the general threshold or the going rate for that job code.
• Eligible Occupation Code – A code assigned to each job type, defining the job title, skill level, and minimum salary. It is essential to select the relevant occupation code from the official list or appendix, as choosing the correct code ensures the application meets Home Office requirements, accurately reflects the job role, and helps avoid application refusal.
• Sponsor Licence – The authorisation granted to employers to hire foreign workers legally under the Skilled Worker route.

These definitions form the foundation of how Appendix Skilled Worker functions and how the Home Office evaluates each visa application.

Eligibility Requirements Under Appendix Skilled Worker

The skilled worker entry requirements consist of a combination of mandatory and tradeable points under the UK’s Points-Based System.

To qualify under the Appendix Skilled Worker, applicants must meet a combination of mandatory and tradeable points under the UK’s Points-Based System.

Mandatory Requirements

Applicants must:

1. Have a job offer from a Home Office-licensed sponsor.
2. Possess a valid Certificate of Sponsorship (CoS).
3. Be employed in an occupation at or above RQF Level 3 (A-level equivalent).
4. Demonstrate English language ability at a minimum of B1 level, as defined by the Common European Framework (CEFR) for reading, writing, speaking, and listening.
5. Be paid a minimum salary that meets the applicable threshold.

Tradeable Points

Applicants can score points based on criteria such as:

• Higher salary level
• Job in a shortage occupation
• PhD qualification (in a relevant field)
• Job in a health or education occupation (as defined by the Home Office, points can be awarded for a job in an education occupation)

Applicants must achieve a total of 70 points to qualify for the Skilled Worker Visa, as outlined under the Appendix Skilled Worker rules.

Skilled Occupation Codes in Appendix Skilled Worker

Appendix Skilled Worker includes an extensive list of occupation codes defining the roles eligible for sponsorship. Each code specifies:

• The job title (for example, business sales executives);
• The skill level (RQF 3 or higher);
• The appropriate salary threshold; and
• Whether the job is eligible for shortage occupation or health/education concessions.

Examples of Eligible Occupations (2025 Updates)

• Software developers and programmers
• Mechanical engineers
• Secondary school teachers
• Accountants and auditors
• Marketing specialists
• Medical laboratory technicians
• Fashion and accessories designers
• Business systems analysts
• Support technicians
• Research coordinators

The Home Office regularly updates these codes to reflect the UK labour market needs. In 2025, several digital technology and sustainability-related roles have been added due to industry demand.

Salary Thresholds and Allowances Under Appendix Skilled Worker (2025 Updates)

(The image depicts an employee meticulously counting cash, with documents related to salary thresholds and allowances under the Appendix Skilled Worker prominently displayed on the desk. This scene highlights the financial aspects that skilled worker visa applicants must navigate in accordance with UK immigration rules.)

The salary requirement is one of the most critical aspects of the Appendix Skilled Worker framework. It ensures that overseas workers are fairly compensated and that UK employers do not use foreign labour to undercut local wages.

Certain roles included on the Temporary Shortage List may have different salary requirements or concessions, depending on the occupation and when the certificate of sponsorship was issued.

In 2025, the Home Office revised salary thresholds under Appendix Skilled Worker to reflect rising living costs and inflation, making this section particularly important for both applicants and sponsors.

1. The General Salary Threshold (2025 Update)

As of 2025, the general minimum salary threshold for a Skilled Worker Visa has increased.

Applicants must be paid at least £38,700 per year or the “going rate” for their occupation — whichever is higher.

This means that even if the occupation’s going rate is above £38,700, the higher figure applies.

For example:

• A Civil Engineer with a going rate of £41,000 must earn £41,000 or above to qualify.
• A Graphic Designer with a going rate of £36,000 must meet the general threshold of £38,700 instead.

This adjustment represents the government’s goal to balance migration with fair pay standards.

2. Lower Salary Thresholds for Certain Occupations

Some applicants may qualify under lower salary thresholds if their job falls within a special category, such as:

• Health and Education Occupations – These roles follow separate pay scales defined by the National Health Service (NHS) or other public sector frameworks.
• New Entrants – Applicants under the age of 26, or those switching from student or graduate visas, may qualify under a reduced rate (usually 70% of the going rate).
• PhD-Level Jobs – Applicants with a relevant PhD may also be eligible for a lower salary threshold.

For example, a biochemist with a PhD relevant to their role might meet the requirement with a salary of £34,000, instead of the general £38,700.

3. Hourly Pay and Weekly Hours Considerations

Appendix Skilled Worker also mandates that hourly pay must meet or exceed the minimum rate for the occupation.
If the job contract specifies part-time or variable hours, the Home Office assesses salary eligibility based on hourly rates rather than annual figures.

Employers must ensure the gross pay and working hours align with the sponsorship certificate details — discrepancies often lead to refusals or compliance breaches.

4. Allowances and Non-Salary Benefits

Appendix Skilled Worker clearly states that allowances, benefits, or bonuses (such as accommodation, transport, or medical insurance) cannot be counted towards the minimum salary requirement.

The base salary alone must meet the relevant threshold.
This distinction prevents employers from disguising low pay through additional, non-guaranteed perks.

5. Salary Adjustments for Part-Time Roles

If a Skilled Worker is employed part-time, the salary must still be pro-rata equivalent to the full-time going rate.
For example, if the going rate for a full-time job is £40,000, and the worker is contracted for half the hours, their salary must be at least £20,000 — adjusted proportionally to meet the hourly rate.

6. Regional Salary Variations

While the Appendix Skilled Worker applies nationwide, regional variations in cost of living can indirectly influence salary expectations.
However, the Home Office uses UK-wide averages, meaning that salaries in regions like Northern England or Wales must still meet London-centric benchmarks — a challenge many employers must plan for.

7. Overtime, Bonuses, and Commission

Appendix Skilled Worker does not permit the inclusion of performance-based earnings (like commission or overtime) towards the base salary requirement.
Only guaranteed and contractual pay is considered.

Employers must therefore structure contracts carefully to ensure compliance with Home Office salary rules.

Certificate of Sponsorship (CoS) and Sponsorship Duties

To apply under the Appendix Skilled Worker, every applicant must hold a valid Certificate of Sponsorship (CoS) issued by a licensed employer. The employer must be a Home Office approved sponsor to issue a valid CoS.

A CoS is an electronic record — not a physical document — that includes all relevant details of the employment offer, including job title, occupation code, salary, and work location.

Types of Certificate of Sponsorship

There are two main types of CoS:

• Defined CoS – For applicants applying from outside the UK. Employers must request these through the Sponsor Management System (SMS) and get Home Office approval before assigning them.
• Undefined CoS – For applicants already in the UK, such as those switching visa categories or extending their stay.

Employers must use the correct CoS type to avoid delays or refusals.

CoS Validity and Expiry

Once issued, a Certificate of Sponsorship is valid for three months.
Applicants must apply for their Skilled Worker Visa within this period — otherwise, the CoS becomes invalid and must be reissued.

Sponsorship Duties for Employers

Appendix Skilled Worker places strict sponsorship compliance responsibilities on employers, including:

• Maintaining accurate employee records (salary, working hours, job role)
• Reporting changes in employment status or absences to the Home Office
• Ensuring that workers perform the job stated in their CoS
• Retaining right-to-work checks and relevant documents

Failure to comply with these rules can result in sponsor licence suspension or revocation.

Genuine Vacancy Requirement

The Home Office will only approve Skilled Worker applications if the job is a genuine vacancy — meaning it is real, legitimate, and not created solely to enable immigration.

Employers must be able to demonstrate:

• A genuine business need for the position
• That the role matches the stated occupation code
• The worker’s qualifications and experience are relevant

If the Home Office suspects a role is fabricated or inflated to meet skill level requirements, it can refuse the application or investigate the employer.

Compliance Visits and Audits

The Home Office conducts compliance visits to verify that sponsors are following Appendix Skilled Worker requirements.
These audits assess:

• Record-keeping accuracy
• Employee right-to-work checks
• Salary payments and working conditions
• Job authenticity

Employers should maintain up-to-date records at all times, as visits may occur without prior notice.

Application Process Under Appendix Skilled Worker (Step-by-Step Guide)

(The image depicts an employee focused on writing, likely filling out a skilled worker visa application related to the Appendix Skilled Worker route. The setting suggests a professional environment, emphasizing the importance of understanding immigration rules and eligibility requirements for skilled worker applicants.)

The Appendix Skilled Worker application process is detailed but highly structured. Both the employer (sponsor) and the applicant must follow the correct steps to ensure a successful outcome. Applicants applying from outside the UK must attend an overseas visa application centre to provide biometrics as part of the entry clearance process. Below is a step-by-step breakdown of how to apply for a Skilled Worker Visa under Appendix Skilled Worker (as per the 2025 updated rules).

Step 1 – Verify Job Eligibility and Sponsorship

Before applying, the applicant must confirm that the job offer meets the eligibility requirements of Appendix Skilled Worker.

This includes:

• The job being on the eligible occupation list.
• The employer holding a valid sponsor licence from the Home Office and meeting all relevant licence and visa requirements.
• The role offering a salary that meets or exceeds the applicable threshold.

Applicants can check whether their job qualifies using the official GOV.UK occupation code tool. Each occupation code corresponds to a particular skill and pay level, which determines whether the role is suitable for a Skilled Worker Visa.

Employers must ensure that they have permission to sponsor workers in the specific occupation category under their sponsor licence and comply with all licence and visa requirements.

Step 2 – Obtain a Certificate of Sponsorship (CoS)

Once eligibility is confirmed, the employer issues a Certificate of Sponsorship through the Sponsor Management System (SMS).
The CoS contains:

• A unique reference number
• Job title and occupation code
• Annual salary
• Work location
• Start and end dates of employment

The CoS is valid for three months from the date of issue, and the applicant must apply for their visa within this timeframe.

Step 3 – Prepare Required Documents

To apply under Appendix Skilled Worker, applicants must prepare a comprehensive set of supporting documents, including:

• A valid passport or travel document
• Certificate of Sponsorship reference number
• Proof of English language proficiency (such as IELTS for UKVI or a degree taught in English)
• Evidence of salary (e.g., employment contract or job offer letter)
• Proof of maintenance funds (unless the employer certifies maintenance on the CoS)
• Tuberculosis test results, if applicable (for certain countries)
• Criminal records certificate requirement: For certain occupation codes, especially in health or education sectors, applicants must provide a criminal records certificate from any country where they have lived for 12 months or more in the last 10 years. This criminal record certificate requirement also applies to dependants in some cases as part of the eligibility and background check process.
• Academic Technology Approval Scheme (ATAS) certificate: Applicants involved in PhD-level research or relevant academic fields must provide a valid ATAS certificate if required for their role.

If applying with dependants, additional documents for each dependant are required (birth certificates, marriage certificates, etc.).

Step 4 – Submit the Online Application

Applications are submitted online through the GOV.UK** Skilled Worker Visa portal**. The applicant must:

• Complete the online form
• Pay the application fee and Immigration Health Surcharge (IHS)
• Upload supporting documents
• Book a biometric appointment (if required)

It is important to note that immigration rules applies to all aspects of the application process, and applicants must ensure full compliance for a successful outcome.

Applicants applying from within the UK (switching visas) must ensure that their current visa status allows them to switch to a Skilled Worker Visa.

Step 5 – Pay the Application Fees

As of 2025, the Skilled Worker Visa fees vary depending on:

• Whether the application is made inside or outside the UK
• The length of the sponsorship period
• Whether the job is on the Shortage Occupation List

Approximate fee structure (2025 update):

• Up to 3 years: £719 (outside the UK), £827 (inside the UK)
• More than 3 years: £1,420 (outside the UK), £1,500 (inside the UK)
• Shortage Occupation roles: reduced rates apply

Additionally, the Immigration Health Surcharge (IHS) is £1,035 per year, payable upfront for the entire visa duration.

Step 6 – Attend Biometric Appointment (if required)

Applicants may need to attend a Visa Application Centre (VAC) to provide:

• Fingerprints
• Photograph
• Signature

Some applicants can use the UK Immigration: ID Check App to verify their identity digitally instead of attending a physical appointment.

Step 7 – Await the Decision

Processing times depend on where the application is made:

• Outside the UK: Around 3 weeks
• Inside the UK (switching/extension): Around 8 weeks

Priority and Super Priority services may be available for an additional fee, reducing decision times to 5 or even 1 working day. Learn more about the benefits of ILR in the UK.

Step 8 – Receive the Visa and Travel to the UK

If approved, the applicant will receive either:

• A digital visa (for EU nationals and some countries), or
• A vignette (sticker) in their passport (valid for 90 days)

Upon arrival, applicants must collect their Biometric Residence Permit (BRP) within 10 days, unless they have a digital status.

Step 9 – After Arrival in the UK

Once in the UK, Skilled Workers must:

• Start work for their sponsoring employer only
• Notify the Home Office of any change of address or personal circumstances
• Remain compliant with visa conditions (no public funds, limited supplementary work, etc.)

Any job change or promotion requiring a new occupation code may necessitate a new CoS and a fresh visa application.

Step 10 – Visa Duration and Extension

The Skilled Worker Visa can be granted for up to 5 years initially.
It can be extended multiple times provided the applicant remains eligible and continues to work for a licensed sponsor.

As a skilled worker visa holder, you have the right to extend your visa as long as you meet the requirements, and you may also be eligible to apply for Indefinite Leave to Remain (ILR) after 5 years of continuous lawful residence. There is no restriction on the total number of extensions — however, most Skilled Workers aim to qualify for Indefinite Leave to Remain (ILR) after 5 years of continuous lawful residence.

Settlement (ILR) Route via Appendix Skilled Worker

(A lawyer sits in a well-furnished chamber, attentively guiding a skilled worker about the skilled worker visa application process. The atmosphere is professional, with legal books and documents surrounding them, as they discuss immigration rules and the settlement route for visa applicants.)

One of the most significant benefits of holding a Skilled Worker Visa under Appendix Skilled Worker is that it provides a clear pathway to Indefinite Leave to Remain (ILR) — often referred to as permanent settlement in the UK.

To qualify for ILR, applicants must meet the continuous residence requirements as set out in Appendix Continuous Residence of the immigration rules. This section outlines the full process, eligibility criteria, and documentation required for Skilled Workers to apply for ILR after completing the necessary period of continuous residence.

1. Eligibility Criteria for ILR Under Appendix Skilled Worker

To qualify for ILR, applicants must meet the following key conditions:

• Continuous lawful residence in the UK for 5 years under the Skilled Worker route (including time spent under Tier 2 General Visa, if applicable).
• Current sponsorship by a UK employer with a valid Sponsor Licence.
• Evidence that the applicant still meets the salary threshold and job requirements under Appendix Skilled Worker.
• No unlawful absences from the UK exceeding 180 days in any 12-month period during the 5-year qualifying period.
• Proof of English language proficiency at Level B1 or higher.
• Successful completion of the Life in the UK Test.

Each of these elements must be supported by evidence at the time of application.

2. Continuous Residence Requirement

The continuous residence rule is one of the most crucial parts of the ILR process.

Applicants must have lived legally in the UK for at least 5 consecutive years without excessive absences.
The Home Office allows up to 180 days outside the UK in any 12-month period, as long as the absences were for valid reasons such as business travel, annual leave, or compassionate grounds.

Breaks in employment, switching sponsors, or gaps between visas may affect eligibility. Therefore, maintaining consistent legal residence and documentation throughout the 5-year period is essential.

3. Salary Threshold for ILR

As of 2025, to qualify for ILR under Appendix Skilled Worker, applicants must be earning at least:

• The going rate for their occupation, or
• £29,000 per year, whichever is higher.

This threshold is reviewed periodically by the Home Office, meaning it may increase in future years.

Employers must ensure that the salary stated on the Certificate of Sponsorship and the applicant’s employment contract matches the figure provided during the ILR application to avoid inconsistencies.

4. English Language Requirement for ILR

Applicants must demonstrate English proficiency at CEFR Level B1 (or higher).

Acceptable forms of proof include:

• Passing an approved SELT (Secure English Language Test).
• Having a degree taught in English.
• Being a national of an English-speaking country recognised by the UK Government.

Applicants who have already proven English proficiency in a previous visa application usually do not need to provide it again.

5. Life in the UK Test

The Life in the UK Test is a mandatory requirement for ILR.

It assesses the applicant’s knowledge of British culture, history, and values.
Applicants must score at least 75% to pass the test.

The test is computer-based and costs £50, available at approved test centres across the UK.
Once passed, the certificate has no expiry date and can be reused for future ILR or citizenship applications.

6. Documents Required for ILR Application

Applicants must provide a comprehensive set of documents, including:

• Passport or travel document
• Biometric Residence Permit (BRP)
• Letter from employer confirming ongoing employment and salary
• Most recent payslips (covering at least 3 months)
• P60s for the qualifying period
• Proof of absences (e.g., travel records or letter from employer)
• Life in the UK Test certificate
• Proof of English proficiency

Submitting a well-organised and complete set of documents helps minimise delays and increases the likelihood of approval.

7. Application Fees and Processing Times

As of 2025, the ILR application fee for Skilled Workers is £2,885 per applicant.

Applicants may also opt for:

• Priority processing (£500 extra, decision within 5 working days), or
• Super Priority processing (£1,000 extra, decision within 1 working day).

Processing times for standard applications are typically 8 weeks.

Dependants (spouse and children) can apply for ILR at the same time if they have completed 5 years in the UK as dependants of a Skilled Worker.

8. Common Reasons for ILR Refusal

The Home Office may refuse ILR applications due to issues such as Sponsor Licence Suspension:

• Failure to meet the salary threshold.
• Excessive absences from the UK.
• Incorrect or missing documentation.
• Inaccurate information on application forms.
• Criminal convictions or breaches of immigration conditions.

To prevent refusal, it is strongly recommended to seek professional legal advice before submission.

9. Switching Employers and Impact on ILR

Applicants can change employers while on a Skilled Worker Visa; however, each change requires a new Certificate of Sponsorship and a fresh visa application.

If the change occurs close to the 5-year ILR mark, continuity of lawful residence must be carefully maintained.
Any gaps or errors during sponsorship changes may reset the ILR qualifying period, so professional oversight is essential.

10. Benefits of ILR Under Appendix Skilled Worker

Gaining ILR provides numerous long-term advantages, including:

• The right to live and work in the UK permanently.
• No need for sponsorship or visa renewals.
• Freedom to change employers or start a business.
• Access to public funds (after full settlement).
• A pathway to British citizenship after one additional year (subject to eligibility).

These benefits make ILR a significant milestone for Skilled Workers aiming for long-term stability in the UK.

Changes Introduced in 2025 Under Appendix Skilled Worker

As of 2025, several key updates have been introduced to the Appendix Skilled Worker route, reflecting the UK Government’s ongoing efforts to balance immigration control with labour market needs. These changes also interact with the Global Business Mobility visa routes, impacting international business transfers and the eligibility criteria for foreign workers sponsored under both the Skilled Worker and Global Business Mobility categories.

These updates affect salary thresholds, occupation lists, visa conditions, and compliance obligations for both employers and employees. Understanding these changes is crucial for applicants planning to apply or extend their Skilled Worker Visa in 2025.

1. Increase in Salary Thresholds

The minimum salary threshold under Appendix Skilled Worker has been increased to ensure that overseas recruitment supports fair pay and reduces reliance on lower-wage immigration.

The new requirements (as of April 2025) are:

• £38,700 per year for most roles, or
• The going rate for the specific occupation — whichever is higher.

For healthcare, education, and shortage occupation roles, exceptions may apply, allowing lower thresholds.
This means applicants must carefully review their Standard Occupational Classification (SOC) code to confirm the correct salary level.

2. Updated Shortage Occupation List (SOL)

The Shortage Occupation List (SOL) — which determines jobs eligible for lower salary requirements — has been revised in 2025.

Key updates include:

• Certain IT, engineering, and construction roles have been removed from the list due to increased domestic recruitment.
• Care sector roles remain on the list but with stricter compliance checks on employers.
• Green economy jobs (such as renewable energy technicians) have been added, reflecting the UK’s sustainability focus.

Employers sponsoring overseas workers must ensure that job roles accurately match the new SOC codes and comply with updated SOL guidance.

3. Revised English Language Rules

The English language requirement has been slightly modified in 2025.

Applicants can now use a wider range of evidence, including:

• UK NARIC (now Ecctis) certification of English-taught degrees;
• Digital verification of prior UK visa applications;
• Recognition of more approved test providers.

These adjustments aim to simplify the process and reduce re-testing for long-term migrants already living and working in the UK.

4. Stricter Compliance for Employers

The Home Office has intensified employer compliance audits in 2025 to tackle misuse of the sponsorship system.

Sponsors must now:

• Maintain real-time records of worker attendance, pay, and job duties.
• Report any role changes, absences, or dismissals within 10 working days.
• Undergo mandatory compliance reviews at random intervals.

Failure to meet these requirements can result in sponsor licence suspension or revocation, which directly impacts both existing and future sponsored workers.

5. Digital Right to Work Checks

The UK continues to move toward a fully digital immigration system.

In 2025, all Skilled Worker Visa holders now have a digital immigration status, accessible via the Home Office online portal.
Employers must use this digital system for right-to-work checks — physical BRP cards are being phased out.

Applicants and employers must therefore ensure their details are correctly linked in the Home Office database to avoid employment verification issues.

6. Health and Care Worker Route Adjustments

While the Health and Care Worker Visa remains part of the Skilled Worker route, 2025 updates have introduced:

• Increased minimum pay aligned with NHS Band 3 or above.
• Stricter proof of genuine employment within eligible sectors.
• Enhanced verification of care agencies’ sponsor compliance.

These reforms aim to protect overseas healthcare workers from exploitation while maintaining the UK’s ability to fill critical skill gaps.

7. Dependant Policy Adjustments

A major change introduced in 2025 affects dependants of Skilled Worker Visa holders.

The government has tightened rules, restricting dependant visas for certain lower-skilled or low-salary roles to reduce migration levels.

However, dependants of those earning above £38,700 or working in high-demand sectors (like engineering, healthcare, and technology) remain eligible. For partner and child applicants, eligibility now specifically includes a spouse, civil partner, unmarried partner (with evidence of a genuine relationship), and dependent children, provided they meet the financial and relationship requirements set by the Home Office.

Employers and applicants must review new dependant eligibility rules before submission to avoid unexpected refusals.

8. Application Fee and IHS Updates

Visa fees and the Immigration Health Surcharge (IHS) have both increased in 2025.

• Visa fee: £719 (for up to 3 years) or £1,420 (for more than 3 years).
• IHS fee: £1,035 per year per applicant.

Applicants must ensure they budget accordingly for themselves and their dependants, as non-payment or underpayment of fees may result in automatic refusal.

9. Remote Working and Hybrid Roles

With the rise of remote and hybrid work, the Home Office has updated Appendix Skilled Worker guidance to clarify how such arrangements affect sponsorship.

Employers must still demonstrate that the main work location is in the UK and that remote working does not undermine the genuine employment requirement.

Failure to properly record remote work arrangements may lead to compliance breaches during audits.

10. End of BRP Cards by 2025

All Biometric Residence Permits (BRPs) are being phased out by December 2025.
Migrants will instead use digital proof of status through the Home Office’s View and Prove Service.

Applicants and sponsors must ensure email addresses and contact details are accurate, as access to digital immigration status depends on these credentials.

Note: The Prices for Visa and other fee’s mentioned in the Blog are correct at the time of writing, but please make sure to consult with our Professional Solicitor’s Before Making any decisions.

How to Apply Under Appendix Skilled Worker: Step-by-Step Process (2025)

Before starting your application, check the following eligibility restrictions:

• You must have ‘permission to stay’ in the UK at the time of application if applying from within the UK.
• ‘Student visa holders’ may switch to a Skilled Worker visa if they have completed their course or have studied for a required period, but not all student categories are eligible.
• You are generally ineligible if you currently have or previously had permission as a ‘seasonal worker’, are on ‘immigration bail’, or hold permission as a ‘domestic worker in a private household’.
• Applicants with status as a ‘child student’ or as the parent of a child student are also not eligible to switch to a Skilled Worker visa.
• If you have received an award from a government or an ‘international scholarship agency’, you must provide written consent from that agency to support your application.

Applying under Appendix Skilled Worker in 2025 involves several key steps. Each must be completed carefully to ensure compliance with the Home Office’s latest immigration policies. Below is a detailed, step-by-step guide for applicants seeking to obtain or extend their Skilled Worker Visa.

1. Confirm Job Eligibility

Before applying, confirm that the job offer meets the Skilled Worker criteria:

• The employer holds a valid Sponsor Licence.
• The job appears on the eligible occupations list under Appendix Skilled Worker.
• The role meets the minimum skill level (RQF Level 3 or higher).
• The salary meets or exceeds the minimum threshold — currently £38,700 or the going rate for that occupation.

If your role doesn’t meet these criteria, the visa may be refused, regardless of experience or qualifications.

2. Obtain a Certificate of Sponsorship (CoS)

The employer must issue a Certificate of Sponsorship (CoS) — an electronic document that contains a unique reference number confirming:

• Job title and description
• SOC code
• Salary details
• Start and end date of employment
• Confirmation that the role complies with Appendix Skilled Worker

The CoS must be used within 3 months of being issued.
Without a valid CoS, you cannot submit your visa application.

3. Prepare Your Supporting Documents

Applicants should gather all required documentation before submission. Common documents include:

• A valid passport or travel document
• Certificate of Sponsorship number
• Proof of English language proficiency (CEFR B1 or higher)
• Bank statements (if maintenance funds are required)
• Proof of relationship for dependants (if applicable)
• Tuberculosis test certificate (for applicants from listed countries)

Each document must be accurate and up to date, as missing or incorrect information can lead to processing delays.

4. Apply Online

Applications for a Skilled Worker Visa must be completed online via the official GOV.UK portal.
You’ll need to create an account, fill in personal and employment details, upload supporting documents, and pay the required fees.

You can apply from:

• Outside the UK (first-time applicants), or
• Inside the UK (if extending or switching visas).

5. Pay Fees and Immigration Health Surcharge (IHS)

Applicants are required to pay:

• Visa application fee:
  • £719 (for up to 3 years), or
  • £1,420 (for more than 3 years).
• Immigration Health Surcharge (IHS):
  • £1,035 per year per applicant.

Payments are made online during the application process. Always double-check the latest fees on GOV.UK before submitting your application.

6. Book and Attend a Biometrics Appointment

After submitting your online application, you’ll be directed to book a biometric appointment at a UK Visa and Citizenship Application Services (UKVCAS) centre.

At the appointment, you will:

• Provide fingerprints and a digital photograph.
• Submit physical documents if required.

Applicants outside the UK can attend appointments at their nearest Visa Application Centre (VAC).

7. Wait for a Decision

Processing times vary depending on your location and the service you choose:

• Standard processing: around 8 weeks from the date of biometrics.
• Priority service: around 5 working days (extra £500).
• Super Priority service: decision in 1 working day (extra £1,000).

You’ll receive an email or text once a decision has been made.
If approved, you’ll be issued a digital immigration status confirming your right to work and live in the UK.

8. Arriving and Working in the UK

Once approved, you can enter the UK up to 14 days before your employment start date listed on the CoS.

After arrival:

• Use the Home Office’s “View and Prove” service to access your immigration status.
• Confirm your details with your employer.
• Begin work under the terms of your sponsorship.

If your job or employer changes, you must apply for a new visa before starting the new role.

Note on Fees and Immigration Costs

The fees and salary figures mentioned in this blog are accurate at the time of writing (2025).
However, UK immigration policies and costs can change frequently.

We strongly advise applicants to confirm the latest information with AXIS Solicitors before making any decisions or submissions. Our legal team can provide updated guidance and ensure full compliance with current Home Office regulations.

Navigating Appendix Skilled Worker Successfully in 2025

The Appendix Skilled Worker route remains one of the most popular and structured pathways for skilled professionals seeking to work — and eventually settle — in the United Kingdom.

However, with the 2025 updates, including revised salary thresholds, updated occupation lists, and stricter compliance checks, the process demands more precision and documentation than ever before.

Whether you are an applicant preparing to switch from a Student Visa, an employer aiming to sponsor overseas staff, or a Skilled Worker approaching your ILR eligibility, professional guidance can make all the difference.

At AXIS Solicitors, our immigration experts specialise in Skilled Worker Visa applications, ILR transitions, and sponsor compliance. We ensure that every stage of your immigration process aligns with Home Office requirements — giving you confidence and peace of mind.

Need Help Applying Under Appendix Skilled Worker?

If you’re unsure about eligibility, documentation, or the 2025 updates, contact AXIS Solicitors today.
Our dedicated team provides tailored immigration advice, error-free application assistance, and strategic guidance for employers and employees alike.

Speak with an immigration specialist today — secure your future in the UK with confidence.

Global Mobility and Appendix Skilled Worker

Global mobility is a cornerstone of the UK’s modern immigration system, and the Skilled Worker visa route is designed to facilitate the movement of talented professionals from around the world into the UK workforce. Appendix Skilled Worker is central to this process, as it sets out the detailed rules and requirements that govern how employers can recruit and sponsor skilled workers internationally.

For employers, Appendix Skilled Worker provides a clear framework for bringing in overseas talent. To sponsor a skilled worker, employers must ensure that the job offer is genuine, falls within an eligible skilled occupation, and meets the minimum salary threshold specified in the appendix. This ensures that only roles requiring a certain level of skill and responsibility are filled by foreign workers, supporting the UK’s economic needs while protecting opportunities for the domestic workforce.

The skilled worker visa route is not just about filling vacancies—it’s about attracting individuals with the right skills, qualifications, and experience to contribute to the UK’s growth. Appendix Skilled Worker ensures that the process is transparent and fair, with strict eligibility criteria that both employers and skilled workers must meet. This includes demonstrating that the role cannot be easily filled by a local settled worker, and that the applicant possesses the necessary expertise for the position.

By adhering to the requirements of Appendix Skilled Worker, employers can maintain their sponsorship licence and continue to benefit from global mobility. For skilled workers, the appendix provides a clear pathway to live and work in the UK, with the potential for long-term settlement. Ultimately, Appendix Skilled Worker is essential for ensuring that the skilled worker visa route operates efficiently, supporting both the needs of UK businesses and the integrity of the immigration system.

Background Checks for Appendix Skilled Worker Applicants

Background checks are a vital part of the skilled worker visa application process, ensuring that only suitable and qualified individuals are granted permission to work in the UK. Under Appendix Skilled Worker, both the Home Office and sponsoring employers are required to carry out thorough checks to maintain the integrity and security of the skilled worker visa route.

For every skilled worker visa applicant, the Home Office will conduct a series of background checks as part of the application process. These include:

• Criminal record checks: Applicants must provide a criminal record certificate if they are applying for roles that involve working with vulnerable groups, such as children or adults in care, or for positions that require a high level of security clearance. This is to ensure that skilled workers do not pose a risk to public safety.
• Immigration checks: The Home Office will verify the applicant’s immigration history to confirm that they have the right to work in the UK and have not previously breached immigration laws. This helps prevent abuse of the skilled worker visa route.
• Security checks: For certain sensitive roles, especially those involving access to confidential or classified information, additional security vetting may be required to safeguard national interests.
• Qualification and employment checks: Employers are responsible for verifying that the applicant’s qualifications, work experience, and professional credentials are genuine and meet the requirements of the eligible skilled occupation. This includes checking references, certificates, and, where necessary, professional registrations.

Employers must also conduct their own due diligence, including identity verification and right-to-work checks, to ensure that the skilled worker is who they claim to be and is fully qualified for the role. These checks are not only a legal requirement under Appendix Skilled Worker but also a best practice for maintaining a compliant and secure workforce.

By rigorously applying these background checks, both the Home Office and employers help to ensure that the skilled worker visa application process remains robust, that only genuine and qualified skilled workers are admitted, and that the UK’s immigration system continues to function effectively and securely.

At AXIS Solicitors, our immigration experts specialise in Skilled Worker Visa applications, ILR transitions, and sponsor compliance. We ensure that every stage of your immigration process aligns with Home Office requirements — giving you confidence and peace of mind.