UK Skilled Worker Visa Sponsorship Costs in 2026: Fees, Minimum Salary, Eligibility and Employer Duties

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The UK Skilled Worker visa remains one of the main immigration routes for foreign professionals who have received an eligible job offer from a British employer. It can allow a successful applicant to live and work in the United Kingdom for up to five years, bring eligible family members in certain circumstances and potentially qualify for permanent settlement after meeting the relevant residence and employment requirements.

However, the Skilled Worker route became more restrictive following major immigration changes introduced in 2025 and 2026. The standard salary threshold increased, most newly sponsored positions must now be skilled to graduate level, overseas recruitment for care-worker positions was closed and the English-language requirement for new applicants increased to level B2.

The cost of sponsorship has also risen. A worker may need to pay a visa application fee, Immigration Health Surcharge and relocation expenses, while the employer may be responsible for the sponsor licence fee, Certificate of Sponsorship fee and Immigration Skills Charge.

This guide explains the UK Skilled Worker visa sponsorship process in 2026, including current application fees, minimum salary requirements, employer obligations, dependant rules and the total cost of sponsoring an overseas employee.

What Is the UK Skilled Worker Visa?

The Skilled Worker visa allows a foreign national to come to or remain in the UK to work in an eligible position for an employer approved by the Home Office.

To qualify, the applicant must normally:

Have a confirmed job offer from an approved UK sponsor;
Receive a valid Certificate of Sponsorship from that employer;
Work in an eligible occupation;
Meet the applicable minimum salary requirement;
Satisfy the English-language requirement;
Meet the financial-maintenance requirement, unless exempt; and
Satisfy the general suitability and immigration requirements.

A Certificate of Sponsorship is an electronic sponsorship record rather than a physical certificate. It contains important information about the job, salary, occupation code, employer and proposed period of employment. The applicant uses its reference number when submitting the visa application.

The Skilled Worker visa replaced the former Tier 2 General work visa. It can normally be granted for up to five years at a time and may be extended when the applicant continues to meet the relevant requirements. A qualifying worker may be able to apply for indefinite leave to remain after five years.

Major Skilled Worker Visa Changes Affecting 2026 Applicants

Before calculating the cost of sponsorship, workers and employers must understand the important eligibility changes that now apply.

Most Jobs Must Be Graduate-Level

For Certificates of Sponsorship assigned from 22 July 2025, the sponsored position must normally be skilled to at least Regulated Qualifications Framework level 6, broadly equivalent to graduate-level work.

This does not mean the employee must always hold a university degree. It means that the duties and skill level of the job must normally be considered equivalent to RQF level 6.

A position below graduate level may still qualify when:

It appears on the Immigration Salary List;
It appears on the Temporary Shortage List;
A specific transitional provision applies; or
It falls within another limited exception.

The Immigration Salary List and Temporary Shortage List include selected occupations below graduate level, but their inclusion may be temporary. Current sponsor guidance states that many listed occupations are due to be removed by the end of 2026 unless the government decides to retain them following further review.

Applicants should therefore verify the occupation code immediately before accepting an offer. A job that qualified when an employer began recruitment may no longer be eligible by the time a Certificate of Sponsorship is assigned.

Higher Standard Salary Threshold

The general Skilled Worker salary threshold is now £41,700 per year.

A standard applicant must usually be paid whichever is higher:

£41,700 per year; or
The applicable going rate for the occupation.

For example, an applicant offered £43,000 would not qualify under the standard rules if the going rate for the occupation is £46,000. Meeting the general threshold does not override a higher occupation-specific going rate.

Higher English-Language Requirement

New Skilled Worker applicants must generally prove English ability at B2 level in reading, writing, speaking and understanding under the Common European Framework of Reference for Languages.

An applicant may satisfy this requirement through:

An approved Secure English Language Test;
A qualifying UK degree;
An eligible overseas degree taught in English and assessed by Ecctis;
A qualifying school-level English award obtained in the UK; or
Nationality from a country covered by the applicable exemption.

People who held a Skilled Worker visa before 8 January 2026 and are applying to extend or update it may remain subject to transitional B1 rules and may not need to prove English again. New applicants and people switching from most other visa categories generally need B2 English.

Overseas Care-Worker Recruitment Closed

Employers can no longer sponsor new entry-clearance applicants from outside the UK as care workers or senior care workers under the relevant occupation codes.

Limited transitional provisions allow certain people already working lawfully in the UK to switch into or remain on the Skilled Worker route as care workers. Current guidance indicates that qualifying in-country care workers may use transitional arrangements until 22 July 2028, subject to the detailed conditions.

This means an overseas applicant should be cautious about an agency claiming that it can provide a new UK care-worker visa directly from abroad in 2026.

Skilled Worker Visa Application Fees in 2026

UK visa fees increased on 8 April 2026.

The amount paid by the applicant depends on:

Whether the application is submitted inside or outside the UK;
Whether the visa is for three years or less;
Whether the visa is for more than three years;
Whether the job is on the Immigration Salary List; and
Whether the applicant qualifies for the Health and Care Worker visa.

Standard Skilled Worker Application Fees

Application type	Visa duration	Fee per person
Applying from outside the UK	Up to 3 years	£819
Applying from outside the UK	More than 3 years	£1,618
Extending or switching inside the UK	Up to 3 years	£943
Extending or switching inside the UK	More than 3 years	£1,865

These fees apply separately to the main applicant and each dependant who submits an application.

Immigration Salary List Application Fees

Applicants sponsored for eligible jobs on the Immigration Salary List pay reduced application fees.

Immigration Salary List application	Visa duration	Fee per person
Applying inside or outside the UK	Up to 3 years	£628
Applying inside or outside the UK	More than 3 years	£1,235

The lower visa fee does not mean every job on the list automatically qualifies. The employer must still use the correct occupation code, meet the salary requirements and satisfy all other sponsorship rules.

Health and Care Worker Visa Fees

The Health and Care Worker visa is a special category within the Skilled Worker route for eligible healthcare professionals and certain approved roles.

Health and Care Worker application	Visa duration	Fee per person
Applying inside or outside the UK	Up to 3 years	£324
Applying inside or outside the UK	More than 3 years	£628

Eligible Health and Care Worker applicants and their qualifying dependants do not normally pay the Immigration Health Surcharge.

Immigration Health Surcharge

Most standard Skilled Worker applicants must pay the Immigration Health Surcharge when submitting their visa application.

The standard surcharge is usually £1,035 for each year of permission granted. It is paid upfront for the entire visa period rather than annually after arrival.

For example, a worker applying from outside the UK for a standard three-year Skilled Worker visa would normally pay:

Visa application fee: £819;
Immigration Health Surcharge: £3,105; and
Total visa and healthcare charges: £3,924.

This does not include English tests, tuberculosis testing, document translations, legal advice, flights or relocation expenses.

A five-year application submitted from outside the UK would normally involve:

Visa application fee: £1,618;
Immigration Health Surcharge: £5,175; and
Total visa and healthcare charges: £6,793.

The surcharge provides access to many NHS services during the visa period, but it does not make every health service free. Prescription charges in England, dental treatment, optical services and certain other services may still involve separate payments.

Maintenance Funds for the Applicant

A Skilled Worker applicant must usually show at least £1,270 in available personal savings.

The money generally needs to have been held for the required period before the application unless an exemption applies. The applicant may not need to provide personal bank evidence when:

The employer certifies maintenance on the Certificate of Sponsorship; or
The applicant has already been lawfully present in the UK for at least 12 months.

Certification of maintenance means the sponsor confirms that it can provide financial support during the worker’s first month in the UK if necessary. The employer is not automatically required to certify maintenance.

The £1,270 requirement is evidence of available funds, not a government application fee. The worker retains the money unless it is spent on living or relocation costs.

Additional Applicant Expenses

The application fee and Immigration Health Surcharge may not be the worker’s only costs.

Other expenses can include:

Secure English Language Test fees;
Ecctis qualification assessment;
Tuberculosis test;
Criminal-record certificates;
Certified document translations;
Immigration-lawyer fees;
Visa application centre services;
Priority or super-priority processing;
Flights and baggage;
Temporary accommodation;
Rental deposits; and
Professional registration fees.

A criminal-record certificate may be required for applicants working in sectors such as healthcare, education, therapy and social services. Applicants who have lived in multiple countries may need certificates from more than one jurisdiction.

Priority processing currently costs £500 where available, while the super-priority service costs £1,000. Availability depends on the country, application type and appointment system.

Employer Sponsorship Costs in 2026

The employer also faces significant expenses. These should be separated from the worker’s visa application costs.

The main employer expenses are:

Sponsor licence application fee;
Certificate of Sponsorship fee;
Immigration Skills Charge;
Legal or professional fees;
Internal compliance costs; and
Recruitment and relocation assistance, where offered.

Sponsor Licence Fee

An organisation that does not already hold the appropriate Skilled Worker sponsor licence must apply to the Home Office.

The current licence fees are:

Organisation type	Worker sponsor licence fee
Small or charitable sponsor	£611
Medium or large sponsor	£1,682

An organisation is usually treated as a small sponsor when at least two of the following apply:

Annual turnover is £15 million or less;
Total assets are worth £7.5 million or less; and
The organisation has 50 employees or fewer.

Separate rules apply to registered charities and certain other charitable organisations.

The employer is responsible for the sponsor licence fee and associated administrative costs. Sponsors must not recover or attempt to recover these costs from sponsored workers. The Home Office states that a licence will normally be revoked when a sponsor improperly passes these costs to a sponsored employee.

Certificate of Sponsorship Fee

The fee for assigning a Skilled Worker Certificate of Sponsorship is £525.

The employer pays this fee when assigning the sponsorship record to the worker. A new payment may be required when a new Certificate of Sponsorship is needed for an extension, change of employment or other qualifying application.

The sponsor must not charge the worker for the Certificate of Sponsorship fee or its associated administrative expenses. Attempting to recover this cost from the employee can result in the sponsor licence being revoked.

Defined and Undefined Certificates of Sponsorship

A Defined Certificate of Sponsorship is generally required when the employee will apply for entry clearance from outside the UK.

An Undefined Certificate of Sponsorship is generally used for eligible applications made from within the UK, such as extensions, switches or changes of employment.

The employer must use the correct type. Assigning an Undefined Certificate to someone applying from outside the UK can result in serious compliance action.

Immigration Skills Charge

The Immigration Skills Charge is normally paid by the employer when it assigns the Certificate of Sponsorship.

The amount depends on the organisation’s size and the sponsored employment period.

Sponsorship period	Small or charitable sponsor	Medium or large sponsor
First 12 months	£480	£1,320
Each additional 6 months	£240	£660
Maximum for 5 years	£2,400	£6,600

The full amount is paid upfront. A period of more than six months but less than one year is charged as 12 months.

The employer must pay the Immigration Skills Charge itself. Asking the worker to reimburse the charge can place the sponsor licence at risk.

Certain exemptions may apply, including some qualifying applicants switching directly from a Student visa after completing their course and selected occupation or nationality-based exemptions. Employers should confirm the current rules before assuming that the charge is payable or exempt.

A full or partial refund may be available when:

The visa application is refused or withdrawn;
The worker does not begin employment;
The worker receives a shorter visa than expected;
The worker changes sponsor; or
The worker leaves employment before the sponsored end date.

Refunds are subject to the Home Office’s rules and processing periods.

Estimated Employer Cost Examples

Small Employer Sponsoring a Worker for Three Years

A small business sponsoring a standard Skilled Worker for three years may pay:

Sponsor licence: £611;
Certificate of Sponsorship: £525;
Immigration Skills Charge: £1,440; and
Total direct government sponsorship cost: £2,576.

The calculation does not include solicitor fees, recruitment, relocation support or the worker’s visa costs.

Large Employer Sponsoring a Worker for Three Years

A medium or large organisation may pay:

Sponsor licence: £1,682;
Certificate of Sponsorship: £525;
Immigration Skills Charge: £3,960; and
Total direct government sponsorship cost: £6,167.

An employer that already holds the correct sponsor licence would not need to pay a new initial licence application fee for each worker.

Large Employer Sponsoring a Worker for Five Years

A medium or large employer sponsoring one worker for five years may pay:

Sponsor licence: £1,682;
Certificate of Sponsorship: £525;
Immigration Skills Charge: £6,600; and
Total direct government sponsorship cost: £8,807.

Professional fees and internal compliance expenses could make the total substantially higher.

Skilled Worker Salary Rules in 2026

The general salary rule is straightforward in principle but can be complex in practice.

A standard Skilled Worker must usually be paid the higher of:

£41,700 per year; or
The occupation’s standard going rate.

The salary must relate to the number of weekly hours recorded on the Certificate of Sponsorship. Going-rate tables are generally based on a 37.5-hour working week and may need to be adjusted when the worker’s contractual hours differ.

The employer must use the correct occupation code. Selecting a lower-paid code merely to make the visa application qualify can lead to refusal and sponsor-compliance action.

Only eligible guaranteed gross pay can normally be counted. Certain allowances, benefits, overtime and one-off payments may be excluded from the salary calculation. Employers should not assume that accommodation, bonuses, transport allowances or future overtime can be added to reach the required threshold.

When an Applicant Can Be Paid Less

Some applicants may qualify with a salary below £41,700.

In many discounted cases, the salary must still be at least £33,400 per year, although a different minimum may apply to certain PhD cases, healthcare roles, education jobs or transitional applicants.

New Entrants

An applicant may qualify as a new entrant when, for example, they are:

Under 26 on the application date;
Switching from or recently holding a Student visa;
Switching from or recently holding a Graduate visa;
Working towards professional registration;
Working towards chartered status; or
Training for a recognised professional qualification.

A qualifying new entrant may be paid 70% of the standard going rate, provided the salary is at least £33,400.

Time spent under the new-entrant discount is limited. The applicant’s combined time on eligible routes, including relevant Graduate visa time, cannot normally exceed four years.

Relevant STEM PhD

A worker with a relevant science, technology, engineering or mathematics PhD may qualify at 80% of the standard going rate, provided the salary is at least £33,400.

The qualification must be relevant to the sponsored job. An overseas doctorate may need to be assessed by Ecctis.

Relevant Non-STEM PhD

A worker with a relevant doctorate outside a STEM subject may qualify at 90% of the standard going rate, provided the salary is at least £37,500.

Postdoctoral Positions

Eligible postdoctoral researchers in selected scientific and higher-education occupations may qualify at 70% of the going rate, subject to the minimum salary and four-year new-entrant time restriction.

Immigration Salary List Jobs

A job on the Immigration Salary List may qualify under lower salary rules and benefit from reduced visa application fees.

The salary must normally be at least £33,400 and meet the applicable going rate stated for the occupation. A job’s presence on the list does not allow an employer to ignore the occupation-specific wage.

Healthcare and Education Roles

Certain healthcare and education jobs use separate salary rules based partly on national pay scales.

The appropriate threshold may depend on:

Occupation code;
Relevant national pay scale;
Worker’s pay band;
Location;
Weekly hours;
Whether the applicant qualifies for the Health and Care visa; and
Whether transitional salary rules apply.

Employers should check the specific table for the occupation rather than applying the general £41,700 threshold automatically.

Employer Requirements for Sponsoring a Worker

Paying the sponsorship fees is only one part of the employer’s responsibility.

The Employer Must Hold a Valid Sponsor Licence

The business must hold a Home Office sponsor licence covering the Skilled Worker route.

To obtain one, the organisation must generally provide supporting evidence showing that it is a genuine organisation operating lawfully in the UK. It must appoint suitable key personnel to manage the licence and demonstrate that it has adequate HR and compliance systems.

The Job Must Be Genuine

The vacancy must be real and must not have been created mainly to facilitate a visa application.

The position must:

Meet the relevant skill level;
Meet the salary requirements;
Comply with minimum-wage rules;
Comply with working-time law;
Reflect genuine business needs; and
Not involve supplying the worker to fill an ongoing routine position for an unrelated third party.

A sponsor cannot disguise agency labour or labour-only outsourcing as direct Skilled Worker employment when the worker will effectively fill a permanent role for another company.

The Employer Must Check the Worker’s Qualifications

The employer must ensure the worker is appropriately qualified, experienced or professionally registered to perform the sponsored job.

For regulated professions, this may involve confirming registration with organisations such as:

General Medical Council;
Nursing and Midwifery Council;
Health and Care Professions Council;
General Dental Council; or
Another applicable professional regulator.

Sponsor guidance requires employers to ensure that sponsored workers possess or will obtain the qualifications and registrations legally required for the role.

The Correct Salary Must Actually Be Paid

It is not sufficient to list a qualifying salary on the Certificate of Sponsorship and then pay the worker less after arrival.

The Home Office can compare sponsorship records with information reported to HM Revenue and Customs. Paying below the declared or required amount can result in visa problems for the worker and suspension or revocation of the employer’s licence.

The Employer Must Maintain Records

Sponsors must retain documents connected with each sponsored employee, including:

Right-to-work evidence;
Passport and immigration-status records;
Contact details;
Employment contract;
Salary and payroll evidence;
Qualifications and professional registrations;
Absence records; and
Evidence of any recruitment process undertaken.

The employer must also track attendance and maintain systems capable of identifying immigration or employment changes.

The Employer Must Report Changes

Certain changes affecting a sponsored worker must normally be reported within 10 working days.

Examples can include:

The worker does not start employment;
The worker resigns or is dismissed;
The worker is absent without permission;
The worker’s salary decreases;
The job duties change significantly;
The work location changes;
The employer stops sponsoring the worker; or
The employee’s contract ends earlier than expected.

Important changes to the sponsoring organisation generally need to be reported within 20 working days. These can include insolvency, closure, merger, takeover, significant changes in business activity or changes to company details.

Failure to comply can result in the sponsor’s Certificate allocation being reduced, the licence being downgraded, suspension, revocation or referral to another enforcement authority.

Can an Employer Charge a Worker for Sponsorship?

The employer must not pass the following costs to the sponsored worker:

Sponsor licence application fee;
Associated sponsor licence administrative costs;
Certificate of Sponsorship fee;
Associated Certificate of Sponsorship administrative costs; or
Immigration Skills Charge.

Recovering these expenses through payroll deductions, repayment agreements or informal payments can lead to revocation of the sponsor licence.

The worker may still be responsible for personal costs such as:

Visa application fee;
Immigration Health Surcharge;
English test;
Tuberculosis test;
Personal legal advice;
Flights; and
Dependant applications.

Some employers voluntarily pay these expenses as part of a relocation package. Any repayment clause should be reviewed carefully to ensure it does not unlawfully transfer prohibited sponsorship costs to the worker.

Dependant Costs and Restrictions

An eligible spouse, partner or child may submit a separate dependant application. Each dependant normally pays:

The relevant visa application fee;
The Immigration Health Surcharge, unless exempt; and
Any applicable testing, document or biometric-service expenses.

Maintenance funds may also be required:

£285 for a partner;
£315 for the first child; and
£200 for each additional child.

The sponsor may certify family maintenance on the Certificate of Sponsorship where permitted.

Restrictions for Medium-Skilled Jobs

Workers newly sponsored in occupations classified as medium-skilled under the post-July 2025 rules generally cannot bring dependants unless a specific exception or transitional provision applies.

A person already continuously sponsored in an eligible medium-skilled job from before 22 July 2025 may retain certain dependant rights. Children born in the UK and limited family circumstances may also be covered by exceptions.

Restrictions for Care Workers

Care workers and senior care workers face separate dependant restrictions. In most cases, only qualifying workers continuously sponsored in those occupations from before 11 March 2024 can bring or continue sponsoring dependants, subject to limited exceptions.

Skilled Worker Visa Processing Time

Once the applicant has submitted the online application, proved their identity and provided the required documents, the standard decision period is usually:

Three weeks for applications made outside the UK; or
Eight weeks for applications made inside the UK.

Cases can take longer when the Home Office requests further documents, verifies employment information, conducts an interview or identifies a compliance concern. Faster services may be available for an additional fee.

An applicant can normally apply up to three months before the employment start date stated on the Certificate of Sponsorship.

Common Reasons for Visa Refusal

A Skilled Worker application may be refused because:

The occupation code is incorrect;
The job is not eligible;
The salary is below the required threshold;
The going rate was calculated incorrectly;
The applicant does not meet B2 English;
The Certificate of Sponsorship contains inaccurate information;
The sponsor licence has been suspended or revoked;
Required maintenance funds are not proven;
Mandatory criminal-record or tuberculosis documents are missing;
The vacancy is not genuine;
The applicant’s experience or professional registration is inadequate;
Documents are false or misleading; or
The applicant does not satisfy the suitability requirements.

Employers should not attempt to solve a salary problem by selecting an inaccurate occupation code. The code should reflect the worker’s actual duties, not simply the job title or the code with the lowest going rate.

How to Avoid Skilled Worker Sponsorship Scams

Foreign applicants should be cautious when a recruiter or supposed employer:

Sells a Certificate of Sponsorship;
Demands payment for the sponsor licence;
Charges the worker the Immigration Skills Charge;
Guarantees visa approval;
Offers a care-worker visa directly from overseas in 2026;
Refuses to disclose the employer’s name;
Uses a personal bank account for sponsorship payments;
Provides an unrealistic salary;
Asks the applicant to submit false experience documents;
Claims the applicant can work in any job after arrival; or
Requests payment before conducting a genuine interview.

A Certificate of Sponsorship is not a product that can lawfully be sold. It should be assigned by a licensed employer for a genuine eligible job.

Applicants should check whether the employer appears on the official register of licensed sponsors and verify the job offer independently through the organisation’s recognised contact details.

Final Verdict

The UK Skilled Worker visa can provide a valuable route for qualified foreign workers, but sponsorship is expensive and highly regulated in 2026.

A standard applicant may pay:

£819 to £1,865 in visa application fees;
£1,035 for each year of the visa as the Immigration Health Surcharge;
Testing and document expenses;
Travel and relocation costs; and
Separate charges for each dependant.

An employer may pay:

£611 or £1,682 for a sponsor licence;
£525 for each Certificate of Sponsorship;
Up to £2,400 or £6,600 in Immigration Skills Charges for five years; and
Additional legal, recruitment and compliance costs.

The standard salary requirement is usually the higher of £41,700 or the occupation’s going rate. Discounted salary options may be available for new entrants, relevant PhD holders, postdoctoral workers, Immigration Salary List jobs and certain healthcare or education positions.

Employers must offer genuine employment, use the correct occupation code, pay the promised salary and maintain effective compliance systems. They cannot legally recover the sponsor licence, Certificate of Sponsorship or Immigration Skills Charge from the employee.

Workers should verify the sponsor, occupation code, salary, dependant eligibility and total personal cost before accepting an offer. A genuine sponsor should provide clear information and should never require the applicant to purchase a Certificate of Sponsorship.

Frequently Asked Questions

How much is a UK Skilled Worker visa in 2026?

The standard application fee ranges from £819 to £1,865, depending on whether the application is made inside or outside the UK and whether the visa lasts more than three years.

How much is the Immigration Health Surcharge?

The standard Immigration Health Surcharge is usually £1,035 per year for a Skilled Worker applicant.

What is the minimum salary for a UK Skilled Worker visa?

The usual minimum is the higher of £41,700 per year or the occupation’s applicable going rate.

Can I qualify with less than £41,700?

Possibly. Reduced salary rules may apply to new entrants, relevant PhD holders, postdoctoral workers, Immigration Salary List occupations and certain healthcare or education jobs.

How much does a Certificate of Sponsorship cost?

The Skilled Worker Certificate of Sponsorship fee is £525 and must be paid by the employer.

Can my employer ask me to pay for the Certificate of Sponsorship?

No. The sponsor must not recover the Certificate of Sponsorship fee or associated administrative costs from the worker.

Can I apply for a UK care-worker visa from overseas in 2026?

New overseas entry-clearance sponsorship for care workers and senior care workers has closed. Limited transitional provisions remain for certain people already lawfully working in the UK.

Can my spouse and children join me?

They may qualify, but dependant restrictions apply to care-worker and newly sponsored medium-skilled occupations. Each family member must submit a separate application.

What English level is required?

New Skilled Worker applicants generally need B2 English in reading, writing, speaking and understanding.

Can the Skilled Worker visa lead to permanent residence?

A Skilled Worker may be eligible to apply for indefinite leave to remain after five qualifying years, provided the settlement requirements are met.

This article is for general educational purposes and does not create an adviser-client relationship. UK immigration rules, fees, salary tables and occupation lists can change. Applicants and employers should verify the latest official requirements and obtain regulated immigration advice for their specific circumstances.