New UK Immigration Rules for Skilled Workers in 2026

Last reviewed: 10 August 2026.

The new UK immigration rules for skilled workers have significantly changed who can qualify for a Skilled Worker visa, how much sponsored employees must generally earn and which jobs UK employers can fill through overseas recruitment.

For most new applicants in 2026, the job must now be considered higher skilled at RQF level 6 or above, and the standard salary requirement is normally at least £41,700 per year or the occupation’s applicable going rate, whichever is higher. Importantly, RQF level 6 describes the skill level of the job; it does not mean every applicant must personally hold a bachelor’s degree.

There are exceptions. Some medium-skilled occupations can temporarily remain within the Skilled Worker route through the Immigration Salary List or Temporary Shortage List, while existing Skilled Workers can benefit from transitional arrangements in certain circumstances.

The rules are particularly important for startups and growing businesses that plan to recruit internationally. A UK company cannot simply offer somebody a job and obtain a visa for them. The employer generally needs an appropriate sponsor licence, the vacancy must be genuine and eligible, the correct occupation code must be used, and the salary and sponsorship requirements must be satisfied.

What Are the New UK Skilled Worker Visa Rules in 2026?

As of August 2026, the key Skilled Worker rules include:

Requirement	Current position
Normal skill level	RQF level 6 or above
Standard salary threshold	£41,700 or applicable going rate, whichever is higher
Possible reduced salary floor	From £33,400 in qualifying circumstances
English requirement	Usually CEFR B2
Approved employer	Required
Certificate of Sponsorship	Required
Applicant maintenance funds	Usually £1,270
Immigration Health Surcharge	Usually £1,035 per year
Standard visa fee	From £819 outside the UK
Visa duration	Up to 5 years
Current Skilled Worker settlement route	Potentially after 5 qualifying years
Medium-skilled jobs	Restricted to specified lists/transitional cases
Overseas care-worker recruitment	Closed to new overseas recruitment

The official Skilled Worker visa requirements should always be checked immediately before an application because eligibility depends on the occupation, salary, Certificate of Sponsorship and individual circumstances.

What Changed for Skilled Workers From July 2025?

A major set of changes took effect on 22 July 2025 following the government’s immigration reforms.

Previously, significantly more occupations below graduate skill level could qualify for Skilled Worker sponsorship. The general skill threshold was then increased to RQF level 6, removing general access for many occupations at RQF levels 3 to 5.

The changes also included:

• increasing the normal Skilled Worker salary threshold from £38,700 to £41,700;
• restricting general sponsorship mainly to higher-skilled occupations;
• creating the Temporary Shortage List for selected medium-skilled jobs;
• retaining limited access through the Immigration Salary List;
• restricting dependants for new applicants sponsored in many medium-skilled jobs; and
• ending new overseas Skilled Worker recruitment for care workers and senior care workers.

These changes remain central to the Skilled Worker system in 2026.

What Is the Skilled Worker Visa?

The Skilled Worker visa allows an eligible person to come to or remain in the UK to work for an approved employer in a qualifying role.

The route replaced the former Tier 2 (General) visa.

A person normally needs:

1. a confirmed job offer;
2. an employer licensed by the Home Office to sponsor workers;
3. a valid Certificate of Sponsorship;
4. an eligible occupation code;
5. the required salary;
6. the required level of English; and
7. any supporting financial, identity or other evidence applicable to the application.

The Skilled Worker route is therefore different from simply obtaining employment in Britain.

A foreign national can own or establish a British company without automatically having permission to work for it. Founders considering immigration alongside incorporation should distinguish visa permission from the process of starting a business in the UK as a foreigner.

What Is the New Skill-Level Requirement?

For a new Certificate of Sponsorship assigned on or after 22 July 2025, the job must normally be classified as RQF level 6 or higher, or the equivalent skill level in Scotland or Wales.

RQF level 6 is broadly associated with graduate-level work.

However, this creates an important distinction:

The job must normally be skilled to graduate level. The worker does not necessarily need a degree.

The Home Office sponsor guidance specifically states that the worker does not need to possess a graduate-level qualification merely because the occupation is classified at RQF level 6.

For example, someone with extensive professional experience may potentially qualify for an eligible RQF 6 occupation without holding a bachelor’s degree, provided all the other visa requirements are satisfied.

How Can Someone Check Whether Their Job Is Eligible?

Every sponsored job is assigned a four-digit SOC 2020 occupation code.

Applicants and employers should first determine the occupation code that genuinely describes the work being performed.

The government divides occupation codes into categories such as:

• Higher Skilled;
• Medium Skilled; and
• Ineligible.

A higher-skilled occupation can generally access the Skilled Worker route where the other conditions are satisfied.

A medium-skilled occupation generally requires an additional route to eligibility, such as inclusion on the Immigration Salary List or Temporary Shortage List, or an applicable transitional provision.

Employers should not choose an occupation code merely because it has a lower going rate or appears eligible.

The job description and actual duties need to correspond with the selected occupation. Incorrectly coding a job can lead to visa refusal or sponsor-compliance action.

Applicants can use the government’s eligible occupations and occupation codes before relying on a job offer.

What Is the Skilled Worker Salary Threshold in 2026?

For most standard Skilled Worker applications, the applicant will normally need to be paid at least:

£41,700 per year

or

the standard going rate for the occupation

whichever is higher.

This means £41,700 should not be treated as a universal salary that guarantees eligibility.

Example

Suppose an eligible job offers a salary of £43,000.

If the occupation’s applicable going rate is £40,000, the £43,000 salary may satisfy the standard salary component.

However, if the going rate is £46,000, a £43,000 salary would normally be insufficient under the standard salary option even though it exceeds £41,700.

The correct occupation going rate therefore has to be checked separately.

Can a Skilled Worker Be Paid Less Than £41,700?

Yes, in certain circumstances.

The Skilled Worker system includes tradeable-points options that can allow some eligible applicants to receive less than the normal £41,700 threshold.

For several of these routes, the minimum salary must still be at least £33,400, with the applicant also needing to satisfy an appropriate percentage of the occupation’s going rate.

Potential circumstances include:

Circumstance	Potential salary treatment
Under 26 / qualifying new entrant	May qualify from £33,400 and 70% of going rate
Relevant STEM PhD	May qualify from £33,400 and 80% of going rate
Relevant non-STEM PhD	At least £37,500 and 90% of going rate
Certain postdoctoral positions	May qualify from £33,400 and 70% of going rate
Immigration Salary List role	Special salary provisions may apply
Certain healthcare/education roles	Separate rules apply
Transitional Skilled Workers	Separate thresholds may apply

These are not automatic discounts.

For example, the government’s rules for when a Skilled Worker can be paid less state that a qualifying new entrant can generally be paid 70% of the standard going rate where the salary is at least £33,400 and the applicant satisfies the relevant conditions.

Who Counts as a New Entrant?

The term new entrant does not simply mean somebody applying for a Skilled Worker visa for the first time.

A person may qualify for the reduced salary treatment where, for example, they are:

• under 26 when applying;
• currently or recently in the UK on an eligible Student visa;
• currently or recently on a Graduate visa;
• working towards recognised professional qualifications; or
• working towards full registration or chartered status in the sponsored occupation.

There is also a limit on how long an applicant can rely on certain new-entrant provisions. GOV.UK states that the total period under the relevant concession cannot normally exceed four years, including qualifying time already spent on the Graduate route.

What Is the Immigration Salary List?

The Immigration Salary List, or ISL, contains specified occupations that benefit from particular Skilled Worker salary arrangements.

A role being on the list does not mean that any salary is acceptable.

The worker must still satisfy the salary provisions applying to that occupation and the selected Skilled Worker points option. GOV.UK currently states that a person relying on the Immigration Salary List generally needs a salary of at least £33,400 and must satisfy the applicable occupational salary requirement.

Applicants in qualifying ISL roles can also receive lower Skilled Worker application fees.

The Immigration Salary List should always be checked immediately before sponsorship because occupations and rates can change.

What Is the Temporary Shortage List?

The Temporary Shortage List, or TSL, was introduced to provide limited Skilled Worker access to selected occupations below RQF level 6.

These are generally jobs at RQF levels 3 to 5 that would otherwise no longer qualify for new Skilled Worker applications under the higher skills threshold.

Examples currently appearing on the list include selected:

• engineering technicians;
• IT support roles;
• data analysts;
• HR officers;
• financial and accounting technicians;
• welding trades;
• vehicle technicians; and
• other specified technical occupations.

However, being on the Temporary Shortage List does not automatically provide the same salary discounts as being on the Immigration Salary List. Home Office guidance specifically distinguishes TSL eligibility from ISL salary concessions.

Is the Temporary Shortage List Permanent?

No.

The Temporary Shortage List is explicitly designed as a time-limited mechanism.

Current Immigration Rules provide for relevant TSL sponsorship using Certificates of Sponsorship issued before 31 December 2026, subject to the occupation and other requirements remaining applicable.

The Migration Advisory Committee has also been reviewing which medium-skilled occupations should continue to receive access based on workforce shortages, industrial strategy and domestic training plans.

Employers therefore should not make long-term recruitment plans on the assumption that every occupation currently listed will continue to qualify after 2026.

Can Medium-Skilled Workers Bring Dependants?

This is one of the areas where the 2026 rules require particular care.

A new Skilled Worker sponsored in a medium-skilled occupation generally cannot bring a partner or children as Skilled Worker dependants merely because the role appears on the Immigration Salary List or Temporary Shortage List.

There are transitional and family exceptions.

For example, GOV.UK says dependants may still qualify where a medium-skilled Skilled Worker has been continually employed in the UK in the relevant route since before 22 July 2025, as well as in some circumstances involving UK-born children or specific parental situations.

By contrast, workers sponsored for qualifying graduate-level occupations can generally continue to be accompanied by eligible partners and children, subject to the normal dependant requirements.

This distinction is important because saying that all Skilled Workers cannot bring dependants would be incorrect.

What Changed for Care Workers and Senior Care Workers?

The changes have been particularly significant for adult social care.

From 22 July 2025, the UK closed the Skilled Worker route to new overseas entry-clearance applications for care workers and senior care workers in occupation codes 6135 and 6136.

This means a care provider cannot normally recruit a completely new care worker directly from overseas through the Skilled Worker route in the way it could previously.

Certain people already in the UK may continue to use transitional arrangements, including eligible in-country switching in qualifying circumstances until July 2028.

Separate restrictions on dependants for care and senior care workers have applied since March 2024. Existing workers and particular family circumstances can fall within exceptions.

Businesses operating in this sector should therefore check the latest immigration position alongside the wider regulatory requirements involved in starting a care agency.

What English-Language Requirement Applies in 2026?

A new Skilled Worker applicant will usually need to demonstrate English ability at CEFR level B2 in:

• speaking;
• listening;
• reading; and
• writing.

This is higher than the B1 requirement that applied to many earlier Skilled Worker applicants.

An applicant may be able to satisfy the English requirement through:

• an eligible UK school qualification;
• a degree awarded by a UK institution;
• an eligible overseas degree taught in English, normally supported by an Ecctis assessment where required;
• nationality from a qualifying majority-English-speaking country; or
• an approved Secure English Language Test.

Transitional rules can apply where a person’s most recent Skilled Worker permission was subject to the previous B1 standard.

Applicants should therefore check the requirement applying to their particular application date and immigration history, rather than relying on information from an older visa application.

Does a Skilled Worker Need a Sponsor Licence?

The individual worker does not obtain the sponsor licence.

The UK employer needs to hold an appropriate Home Office sponsor licence before sponsoring the worker.

The worker must have a confirmed job offer from an approved sponsor and receive a Certificate of Sponsorship containing information about the role.

The latest Home Office register of licensed sponsors was updated on 7 August 2026, and applicants can use the official register of licensed sponsors to check whether an organisation currently holds permission to sponsor workers.

Can a Startup Obtain a Sponsor Licence?

Potentially, yes.

A business does not need to be a large multinational company to become a Skilled Worker sponsor.

Startups and small businesses can potentially obtain sponsor licences if they are genuine organisations operating lawfully in the UK and can satisfy the Home Office’s suitability, systems and compliance requirements.

Among other requirements, the employer needs appropriate processes for monitoring sponsored workers and suitable people to manage sponsorship responsibilities. UKVI can review documents and may carry out a compliance visit.

A foreign entrepreneur considering establishing a sponsoring company should remember that simply registering a company with Companies House does not automatically qualify it for a sponsor licence.

The company must separately satisfy Home Office sponsorship requirements.

How Much Does a Sponsor Licence Cost in 2026?

From April 2026, the Worker sponsor-licence fee is:

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

The government generally treats an organisation as a small sponsor where it meets at least two specified size conditions, including thresholds relating to employees, turnover and assets.

These licence fees must be paid by the employer.

GOV.UK warns that a sponsor licence can be revoked if an employer improperly asks a sponsored worker to pay the sponsor-licence fee or related application costs.

What Is a Certificate of Sponsorship?

A Certificate of Sponsorship, commonly called a CoS, is an electronic sponsorship record assigned by an approved employer.

It is not a paper certificate.

Each CoS has a unique reference number that the worker uses when applying for their visa.

A Skilled Worker coming from outside the UK generally requires a Defined Certificate of Sponsorship, while other applications can involve an Undefined CoS depending on the circumstances.

The worker normally needs to use the CoS for a visa application within three months of it being assigned.

The current Skilled Worker CoS fee is £525.

What Is the Immigration Skills Charge?

Many employers sponsoring Skilled Workers must also pay the Immigration Skills Charge, or ISC.

The current charges are:

Sponsorship period	Small/charitable sponsor	Medium/large sponsor
First 12 months	£480	£1,320
Each additional 6 months	£240	£660

There are exemptions for certain circumstances and occupation codes.

For a five-year sponsorship period, the maximum normal ISC under these rates is £2,400 for a small or charitable sponsor or £6,600 for a medium or large sponsor.

The employer must pay the Immigration Skills Charge where it applies. It should not be transferred to the sponsored worker.

Does an Employer Have to Advertise the Job to UK Workers First?

There is no general Skilled Worker Resident Labour Market Test of the type that existed under the old Tier 2 regime.

However, that does not mean recruitment can be artificial.

The sponsor must be offering a genuine vacancy and must be able to demonstrate that the role and sponsorship arrangement comply with the Skilled Worker rules. Sponsor guidance also requires employers to maintain appropriate recruitment records.

Businesses should therefore retain evidence showing:

• how the vacancy arose;
• how the candidate was recruited;
• why the selected occupation code is appropriate;
• the duties actually performed;
• the salary calculation; and
• that the vacancy is genuine.

The Home Office can investigate roles that appear to have been created primarily to facilitate immigration.

How Much Does a Skilled Worker Visa Cost in 2026?

The applicant’s standard visa fee depends on where the application is made and how long the permission will last.

Standard Skilled Worker Fees

Application	Up to 3 years	More than 3 years
Applying outside the UK	£819	£1,618
Applying inside the UK	£943	£1,865
Qualifying Immigration Salary List role	£628	£1,235

These are the current GOV.UK Skilled Worker fees reviewed in August 2026.

Each dependant who qualifies and applies generally pays their own visa application fee.

How Much Is the Immigration Health Surcharge?

Most standard Skilled Worker applicants also pay the Immigration Health Surcharge, currently normally £1,035 per year of permission.

For example, an applicant coming from outside the UK for two years in a standard Skilled Worker role could pay:

• £819 visa application fee; plus
• £2,070 Immigration Health Surcharge.

That gives a total application cost of £2,889, before considering any optional services, English tests, document costs or dependant applications. GOV.UK uses the same two-year example.

Eligible applicants under the Health and Care Worker visa pay different application fees and are exempt from the annual Immigration Health Surcharge.

How Much Money Must a Skilled Worker Have?

A Skilled Worker will usually need at least £1,270 available to support themselves when arriving in the UK.

The money normally has to be held for at least 28 consecutive days, with day 28 falling within 31 days of the application.

The applicant may not need to provide this evidence where:

• they have already been in the UK with valid permission for at least 12 months; or
• their sponsor certifies that it will maintain them during their first month, up to the required amount.

How Much Money Do Dependants Need?

Where dependants are permitted, the additional maintenance amounts are currently:

Family member	Maintenance requirement
Partner	£285
First dependent child	£315
Each additional child	£200

These sums are in addition to the main applicant’s £1,270 requirement where financial evidence is required.

For example, a qualifying applicant bringing a partner and one child may need:

£1,270 + £285 + £315 = £1,870

unless an applicable exemption or sponsor-maintenance arrangement applies.

Can a Student Switch to a Skilled Worker Visa?

Potentially.

A person currently in the UK under the Student route must satisfy the Skilled Worker requirements and additional switching conditions.

They generally need to have:

• completed the course for which they were sponsored;
• have a sponsored job whose start date falls after the course is completed; or
• be studying a full-time PhD and have completed at least 24 months of that programme.

A person should not start sponsored employment merely because they have received a job offer. Their existing immigration conditions and any applicable switching rules must first permit the activity.

Which Visa Holders Cannot Normally Switch Inside the UK?

A person normally cannot switch directly into the Skilled Worker route from certain immigration categories, including where their current or most recent permission is as a:

• Visitor;
• Short-term Student;
• Parent of a Child Student;
• Seasonal Worker; or
• Domestic Worker in a Private Household.

Those applicants may need to leave the UK and make an appropriate entry-clearance application from overseas if otherwise eligible.

How Long Can a Skilled Worker Stay in the UK?

A Skilled Worker visa can normally be granted for up to five years before an extension is required.

It can generally be extended repeatedly while the eligibility conditions continue to be satisfied.

However, a worker usually needs to update their immigration permission where they:

• change employer;
• move to a job with a different occupation code;
• move into circumstances requiring a new sponsorship application; or
• otherwise experience a material sponsored-employment change covered by the Immigration Rules.

Employers and workers should check the relevant Home Office procedure before making the employment change.

Can Skilled Workers Still Get Indefinite Leave to Remain After Five Years?

Under the current rules as of 10 August 2026, qualifying Skilled Workers can still potentially apply for indefinite leave to remain after five years.

The present Immigration Rules require a Skilled Worker settlement applicant to have completed a qualifying continuous period of five years, subject to the other settlement requirements.

This point is important because the government has proposed a substantially different earned settlement model.

Has the Skilled Worker ILR Period Already Increased to 10 Years?

No — not under the current Skilled Worker rules at the time of this review.

The government’s immigration white paper proposed doubling the standard settlement period from five to ten years, with possible reductions based on contribution. An earned-settlement consultation subsequently ran and closed in February 2026.

The government has said it intends to bring forward further reforms after considering the consultation responses.

Until new Immigration Rules take effect, however, the current Skilled Worker settlement guidance still states a five-year qualifying period.

Businesses and migrants should therefore distinguish between:

Current law: qualifying Skilled Workers may currently reach settlement after five years.

Proposed reform: the government intends to introduce an earned-settlement system with a longer standard period, subject to the final Immigration Rules.

Treating a proposed 10-year period as already universally applicable would be inaccurate.

What Do the New Rules Mean for UK Startups?

For startups, international recruitment now requires more workforce planning.

The first question is no longer simply whether a promising candidate can be found overseas.

A business must determine:

1. whether the job itself is eligible;
2. whether the occupation is higher skilled or falls within an exception;
3. whether the proposed salary satisfies both the general threshold and going rate;
4. whether the business qualifies for a sponsor licence;
5. whether sponsorship costs are commercially affordable;
6. whether the candidate satisfies the English and immigration requirements; and
7. whether dependant restrictions could affect the candidate’s willingness to relocate.

A business that has not yet been incorporated may need to complete its wider UK business setup before building its recruitment and sponsorship systems.

How Much Could Sponsoring One Worker Cost a Small Business?

Consider a small sponsor recruiting one standard Skilled Worker for three years.

Potential employer-side Home Office charges could include:

Employer expense	Illustrative amount
Worker sponsor licence	£611
Certificate of Sponsorship	£525
Immigration Skills Charge – year 1	£480
Immigration Skills Charge – years 2 and 3	£960
Potential total	£2,576

This illustration assumes the Immigration Skills Charge applies and does not include legal advice, recruitment, payroll, compliance systems, relocation costs or future sponsorship expenses.

The worker separately pays their applicable visa fee and, for a standard Skilled Worker visa, normally the Immigration Health Surcharge.

This distinction is important when preparing hiring budgets.

What Sponsor Duties Apply After the Visa Is Granted?

Obtaining a sponsor licence is not a one-time administrative exercise.

A sponsor must continue complying with its Home Office responsibilities.

This includes maintaining suitable records and systems for sponsored employees, monitoring their immigration and employment status, reporting specified changes and complying with relevant employment laws.

Employers must also ensure sponsored staff are paid at least the immigration salary required for the role and comply with National Minimum Wage and working-time rules.

The broader employment obligations involved when taking on staff are also part of starting a business with employees.

What Happens if a Sponsor Breaks the Rules?

Home Office action can potentially include:

• compliance investigation;
• downgrading of a sponsor licence;
• suspension;
• revocation;
• refusal of future sponsorship activity; or
• immigration consequences for sponsored workers.

Sponsor compliance is therefore an ongoing business risk rather than simply a visa-processing issue.

A startup should allocate clear responsibility for:

• right-to-work checks;
• sponsor-management-system reporting;
• employee contact details;
• absence monitoring;
• salary records;
• job-description changes;
• immigration expiry dates; and
• Home Office correspondence.

What Should Employers Check Before Sponsoring a Worker?

Before issuing a Certificate of Sponsorship, an employer should verify:

Job eligibility: Is the occupation code currently eligible?

Skill level: Is it Higher Skilled, or is there a valid route for a Medium Skilled occupation?

Salary: Does the salary satisfy both the relevant general threshold and occupation going rate?

Worker eligibility: Does the candidate satisfy English and other personal requirements?

Dependants: Are family members permitted under the particular occupation and transitional rules?

Sponsor status: Does the employer hold the correct licence and rating?

Genuine vacancy: Is the job a genuine position that accurately matches the selected occupation code?

Costs: Have the licence, CoS, Immigration Skills Charge and other costs been budgeted correctly?

Timing: Will the CoS and visa application be submitted within all applicable deadlines?

This preparation is particularly important for Temporary Shortage List roles because access is time limited.

Common Misconceptions About the New Skilled Worker Rules

“Every Skilled Worker Now Needs a University Degree”

Incorrect.

The job normally needs to be skilled at RQF level 6. The Home Office explicitly states that the worker does not need a graduate-level qualification purely because the occupation is at that skill level.

“£41,700 is Enough for Every Skilled Worker Job”

Incorrect.

The usual rule is £41,700 or the applicable going rate, whichever is higher.

“Every Medium-skilled Worker is Banned”

Incorrect.

Some medium-skilled occupations remain accessible through the Immigration Salary List, Temporary Shortage List or transitional provisions.

“All Skilled Workers Are Banned From Bringing Family Members”

Incorrect.

The major new restrictions primarily affect certain care workers and people newly sponsored in medium-skilled occupations. Eligible Skilled Workers in higher-skilled roles can generally still apply with qualifying dependants.

“Care Workers Can Still Be Recruited Directly From Overseas”

Generally incorrect for new care worker and senior care worker applications.

New overseas recruitment under these occupation codes was closed from 22 July 2025, although transitional in-country arrangements remain.

“the Skilled Worker Settlement Period is Already 10 Years”

Incorrect as of 10 August 2026.

The earned-settlement reforms have been proposed and consulted on, but current GOV.UK Skilled Worker rules continue to provide a potential five-year route to settlement.

What Are the Most Important Skilled Worker Changes for 2026?

The Skilled Worker system has moved towards fewer eligible occupations, higher skill levels, higher salaries and tighter conditions for medium-skilled overseas recruitment.

The most significant points are:

• most new jobs must now be at RQF level 6 or above;
• the standard salary threshold is normally £41,700 or the occupation’s going rate;
• qualifying salary concessions generally start from £33,400;
• new applicants normally need B2 English;
• selected medium-skilled jobs can temporarily use the TSL or ISL;
• new medium-skilled applicants generally face dependant restrictions;
• new overseas care-worker recruitment has ended;
• employer sponsorship costs increased again in 2026; and
• the current Skilled Worker route can still lead to settlement after five years, despite proposed earned-settlement reforms.

For both businesses and applicants, eligibility should be checked against the Immigration Rules applying on the actual date of application.

Final Takeaway

The new UK immigration rules for skilled workers in 2026 make sponsored recruitment more selective than it was before July 2025.

Most new roles must now be skilled to RQF level 6 or above, the standard salary threshold has risen to £41,700, English requirements have increased to B2, and access for medium-skilled occupations is substantially more restricted.

For employers, sponsorship now requires careful attention to occupation codes, salary calculations, genuine-vacancy requirements, sponsor duties and increased Home Office costs.

For workers, the most important step is to check the exact occupation code, going rate, salary option, dependant rules and English-language requirement applying to the individual application before relying on a job offer.

The Immigration Salary List, Temporary Shortage List and proposed earned-settlement reforms remain areas where further change is likely. Current Skilled Worker visa guidance and the formal Immigration Rules should therefore be checked immediately before an employer assigns sponsorship or an applicant submits a visa application.

FAQs About the New UK Immigration Rules for Skilled Workers

What is the Minimum Skilled Worker Salary in 2026?

For most standard applications, the worker normally needs to earn at least £41,700 per year or the applicable going rate for the occupation, whichever is higher. Some qualifying applicants can use lower salary options, potentially beginning at £33,400.

Does a Skilled Worker Need a Degree in 2026?

Not necessarily. Most new sponsored jobs must normally be skilled to RQF level 6, but Home Office guidance confirms that the worker does not need to possess a graduate-level qualification merely because the job is classified at that level.

What English Level is Required for a Skilled Worker Visa?

New applicants will usually need to demonstrate English at CEFR B2 in speaking, listening, reading and writing. Transitional rules can apply to certain existing Skilled Workers previously subject to B1.

Can a Skilled Worker Bring Their Spouse and Children?

Many Skilled Workers in higher-skilled eligible jobs can still bring qualifying dependants. However, new workers sponsored in medium-skilled jobs generally face restrictions, as do care workers and senior care workers, subject to transitional and family exceptions.

Can Medium-skilled Workers Still Obtain Skilled Worker Visas?

Some can. A medium-skilled job may qualify if it appears on the Immigration Salary List or Temporary Shortage List, or where a transitional provision applies.

When Does the Temporary Shortage List End?

The current rules make relevant TSL sponsorship time limited, with Certificates of Sponsorship for the present arrangement generally needing to be issued before 31 December 2026. Future occupation access will depend on government decisions and Migration Advisory Committee recommendations.

Can UK Companies Recruit Care Workers From Overseas in 2026?

New overseas Skilled Worker applications for care workers and senior care workers are generally no longer permitted following the changes that took effect on 22 July 2025. Certain eligible workers already in the UK can use transitional arrangements.

How Much Does a Skilled Worker Visa Cost?

A standard application made outside the UK currently costs £819 for up to three years or £1,618 for more than three years. Applications made inside the UK cost £943 or £1,865 respectively. A standard applicant usually also pays an Immigration Health Surcharge of £1,035 per year.

How Much Money Does a Skilled Worker Need in the Bank?

Where maintenance evidence is required, the applicant normally needs at least £1,270 held for 28 consecutive days. This may not be required where the worker has already been in the UK with valid permission for at least 12 months or the sponsor certifies maintenance.

Can a Small Business Sponsor a Skilled Worker?

Yes, potentially. A small business can apply for a sponsor licence if it meets the Home Office requirements and has appropriate systems to comply with sponsor duties. The current Worker sponsor-licence fee for a small or charitable sponsor is £611.

Can a Skilled Worker Change Employers?

Yes, but they normally need to update their Skilled Worker visa before starting qualifying employment with a different sponsor. The new role must also satisfy the applicable sponsorship and eligibility requirements.

Can Skilled Workers Still Get ILR After Five Years?

Under the Immigration Rules in force as of 10 August 2026, qualifying Skilled Workers can still potentially apply for indefinite leave to remain after five qualifying years. The government has proposed an earned-settlement model with a longer standard period, but the proposed ten-year model should not yet be treated as the current universal Skilled Worker settlement rule.