The fishing sector is an industry where UKVI sponsorship changes can quietly cause big operational problems if people don’t see them coming.

This article focuses on the ‘Deck Hand’ role and is designed for fishing vessel owners and operators HR/admin staff supporting recruitment and anyone responsible for compliance, payroll, or workforce planning.

Salary Levels

The minimum salary allowable for the Deck Hand role is currently £33,400 per annum. This is due to the fact the role is listed on the Immigration Salary List. Currently, there is no indication that this minimum salary level will be changing before December 2026.

What does this mean?

There is no short-term impact forecasted in relation to salary levels.

English Language Requirement

The English Language Requirement for individuals new to the Skilled Worker route has recently changed. The new requirement for those qualifying via the Secure English Language Test (SELT) now sits at the higher ‘B2’ level, this is classed as upper intermediate level and the individual should be able to understand complex, technical, or abstract topics.

If a worker is already in the UK on a Skilled Worker visa and their previous permission required B1, they may not need to meet the higher B2 threshold if they are extending or switching. However, specific circumstances should always be considered before making any immigration application.

The Secure English Language Test (SELT) is not the only way an individual can prove their level of English and qualify for the points required for their visa. Some individuals may also qualify for the English language requirement via their nationality, school qualification and degree level qualifications taught in English.

What does this mean?

This change has already taken place – consider this higher English language requirement and which regions of the world you are looking to recruit from.

Deck Hand – Sponsorship Eligibility Changes

The role of ‘Deck Hand’ is currently eligible for Skilled Worker sponsorship due to its placement on the Immigration Salary List (ISL).

Deck hands (specifically, those on large fishing vessels of 9 metres and above, classified under SOC code 9119) are currently scheduled to be removed from the UK ISL on 31 December 2026.

Whilst the role remains on the ISL, new entrants can enter the skilled worker route with the minimum annual salary of £33,400.

Please note any new entrants to this route as a Deck Hand cannot bring dependents to the UK.

What happens after 31 December 2026?

Sponsorship as a Deck Hand may not be possible after 31 December 2026.

If the current rules remain in place, then transitional arrangements for those sponsored as Skilled Workers prior to 22 July 2025 will still be available for those extending and switching.

Those on the skilled worker route prior to 22 July 2025 may still qualify for extensions or switching sponsors with a minimum annual salary of £41,700.

Those on the skilled worker route prior to 04 April 2024 may still currently qualify for extensions or switching sponsors with a minimum annual salary of £31,300 – this concession is only available for applications made on or before 04 April 2030.

What does this mean?

Any direct overseas sponsorship for the Deck Hand role is likely to end on 31 December 2026 (unless new rules are implemented to allow continued overseas sponsorship). Transitional arrangements will still be in place for those sponsored in the Skilled Worker route prior to 22 July 2025.

If you are considering the employment of overseas Deck Hands via the UKVI sponsorship route we recommend you prioritise this now to ensure any overseas workers are onboarded prior to the rule changes.

Indefinite Leave to Remain (ILR) Proposals – Earned Settlement

The Government has confirmed its intention to proceed with a new ‘Earned Settlement’ model.

The standard ILR qualifying period of 5 years is expected to increase to 10 years for most routes.

Whether these changes apply to people already in the UK remains under consultation.

What does this mean?

We do not know if there will be any transitional protection in place for those already in the Skilled Worker route. We are currently unable to provide any advice in relation to future ILR applications. Any individuals who believe they currently qualify for ILR should consider making an application before any new rules are imposed.

Continued compliance activity:

The Home Office has increased scrutiny on:

• Sponsor Management System (SMS) accuracy
• Absences and location tracking
• Contract and payslip alignment 
• Ongoing reporting and HR processes

Legal/compliance impacts:

• Sponsor licence downgrade, suspension or revocation
• Civil penalties for right-to-work failures (illegal working)
• Reputational damage in the sector

What fishing businesses should do now:

1. Review who is managing your sponsorship and compliance – are they competent?
2. Tighten right-to-work processes
3. Strengthen compliance records
4. Prepare for UKVI audit readiness

From 11 November 2025, the UK Immigration Rules introduced a major update. Part Suitability now replaces the old “Part 9 – General Grounds for Refusal”. 

This reform aims to create greater consistency in how the Home Office evaluates character, conduct and public interest factors across most visa categories. In this blog, we explain what the changes mean for applicants, sponsors and legal advisers.

What is Part Suitability?

Part Suitability provides a unified framework for deciding whether a person should be refused entry clearance (a visa), permission to stay or have their existing permission cancelled, based on various “suitability” grounds. 

Unlike the old system, the new rules distinguish clearly between mandatory and discretionary decisions:

• Mandatory refusal: applies where the applicant has been convicted of a criminal offence resulting in imprisonment of 12 months or more, regardless of when the conviction occurred.
• Discretionary refusal: applies to individuals with lesser convictions, non-custodial sentences or out-of-court disposals.

Key Grounds Under Part Suitability

Part Suitability covers several areas that can lead to refusal or cancellation. These include:

• Exclusion, deportation or travel ban: Permission must be refused or cancelled if the individual is subject to an exclusion or deportation order.
• Non-conductive conduct: Applications may be refused where a person’s conduct, character or associations make their presence in the UK undesirable.
• Criminality: Mandatory refusal or cancellation applies in cases involving serious criminal convictions. For example:
  • sentences of 12 months or more
  • repeat offending
  • offences that cause serious harm.
• Previous breach of immigration law: Overstaying or other immigration violations can impact new applications or lead to cancellation of existing permission.
• Debt to NHS or litigation costs: Outstanding NHS charges above the relevant threshold, or Home Office litigation debts, may be considered under suitability. 

Applications for leave that do not align with the Immigration Rules may be refused.

Why Does This Change Matter?

Part Suitability represents one of the most significant structural changes to the Immigration Rules in recent years. The biggest shift is in consistency. Under Part Suitability, most applicants are now assessed against a single, unified standard rather than route-specific tests. 

However, this shift also makes the system stricter, particularly for family and private-life routes that previously benefited from exemptions around overstaying or certain convictions.

As a result, applicants and sponsors need to be more vigilant in preparing their cases. 

Practical Tips for Applicants and Sponsors

• If you have any past criminal records, immigration breaches, unpaid NHS costs, don’t assume they don’t matter.
• Build a strong documentary record as a way of gathering evidence. Mitigating factors such as rehabilitation and compelling personal circumstances may help in discretionary cases.
• Full disclosure is key. Failing to tell the truth or under-reporting past problems could result in long-term reputational damage in future applications as well as risk refusal.
• Given the technical complexity, consult with an immigration advisor to assess risk and prepare submissions. Contact us for support. 

If you are a sportsperson, athlete or coach aiming to live and work in the UK, the International Sportsperson visa is your primary route. 

This specialist temporary visa is designed to attract top-level athletes and coaches to the UK and allows sports professionals with international recognition to work, reside and compete in the UK. 

Understand the Eligibility Criteria

To qualify for the International Sportsperson visa, you must:

• Be 16 years or older
• Have a valid Certificate of Sponsorship (CoS) from a UK-based sponsor with a valid sponsor licence.
• Obtain an endorsement from a recognised governing body in your sport, confirming your elite status and contribution to the sport in the UK.
• Meet the English language requirement (level A1 in speaking and listening) if applying for a visa longer than 12 months. 
• Demonstrate you can maintain and accommodate yourself in the UK, either through personal savings (£1,270 minimum for 28 days) or a sponsor guarantee. 

Securing a Governing Body Endorsement (GBE)

Each sport has its own governing body responsible for issuing endorsements. These bodies assess your achievements and potential contribution to the sport in the UK. Contact the relevant body early to understand their specific requirements and timelines.

1. Identify the governing body https://www.gov.uk/guidance/immigration-rules/immigration-rules-appendix-sports-governing-bodies
2. Contact them to understand their application process.
3. Prepare your portfolio (international results, awards, references, etc). 
4. Submit your application following their guidelines.
5. Receive the endorsement letter or certificate which must be valid for submission with your visa application. 

Obtain a Certificate of Sponsorship (CoS)

Your UK sponsor, such as a sports club or organisation, must issue you a CoS. This document 

• Confirms your job offer
• Details your role, salary, and employment conditions 
• Is essential for your visa application

Gather Required Documents

Prepare the following documents for your application: 

• A valid passport or travel document.
• The Certificate of Sponsorship reference number.
• Proof of English language proficiency (if applicable).
• Evidence of maintenance funds (bank statements or sponsor’s guarantee).
• The endorsement letter from your sport’s governing body

Application Process

1. Apply online via the UK government website. 
2. Fill in personal info, job details and endorsement info. 
3. Upload documents: include endorsements, CoS, financial proof, English proficiency, passport. 
4. Pay fees: £319 (up to 12 months) or £769-£885 (over 12 months), plus Immigration Healthcare Surcharge (£1,035/year).
5. Review and submit, receive a reference number. 
6. Verify identity by biometric appointment or UK Immigration ID Check app. 

Immigration Skills Charge Exemption

Individuals applying via this route are now exempt from the UK’s Immigration Skills Charge (ISC).

The exemption includes not only elite sportspeople but also those in supporting roles such as coaches, instructors, and officials.

Await a Decision

Processing times vary:

• Outside the UK: Typically within 3 weeks.
• Inside the UK: Usually within 8 weeks.

You may be eligible to pay for a faster decision.

After Your Visa is Granted

With the International Sportsperson visa, you can: 

• Work for your sponsor in the specified role.
• Engage in voluntary work.
• Study, provided it doesn’t interfere with your sponsored role.
• Travel abroad and return to the UK.
• Bring eligible dependents (partner and children) with you.

The visa is initially valid for up to 3 years. After 5 years, you may be eligible to apply for Indefinite Leave to Remain (ILR), allowing permanent settlement in the UK.

Visa holders cannot claim public funds, start or run a business.

Tips for a Successful Application

• Start Early: Begin the process well in advance to accommodate time for endorsements and document preparation.
• Stay Informed: Regularly check the official UK government website for any updates or changes to the visa requirements.
• Seek Professional Advice: Consider consulting with an immigration solicitor or advisor to navigate the application process smoothly.

For more detailed information, visit the official UK government page on the International Sportsperson visa: Overview – GOV.UK

The UK government is consulting on proposals to extend right-to-work checks to self-employed workers and subcontractors in the construction sector. The aim is to close loopholes that have allowed illegal working while protecting legitimate businesses.

For construction firms, the stakes are high. Failure to comply can result in fines of up to £60,000 per worker, business closures, director bans and imprisonment. In this blog, we cover a practical guide to navigating these reforms.

Understanding Your Workforce

Start by reviewing your workforce thoroughly, including both employees and self-employed subcontractors. Identify who is working for you, confirm their immigration status and type of leave.

Key considerations:

• What type of visa or leave do workers hold?
• Are they legally allowed to work in the UK?
• Which workers require additional verification?

A comprehensive audit ensures you know exactly who is on your sites and whether they are legally compliant.

Sponsor Licence: Lawful Hiring of Overseas Workers

A Sponsor Licence allows businesses to legally hire skilled workers from overseas. For firms in the construction sector, this can help fill gaps while staying compliant with immigration laws.

Benefits include:

• Lawful employment of overseas talent.
• Protection against penalties associated with illegal working.
• Flexibility to plan workforce needs strategically.

Right-to-Work Checks in Practice

Proper right-to-work checks are crucial to compliance, including:

• Document verification: checking passports, visas and biometric residence permits.
• Online checks: using the Home Office online services where applicable.
• Record keeping: evidence of checks to demonstrate compliance.

For self-employed subcontractors, these checks should be conducted in the same way as for employees. 

Tip: Consider integrating ID verification support which can make the process more accurate and harder to falsify.

Proactive Compliance and Risk Mitigation 

To minimise risk, you need to be consistent with:

• Conducting regular workforce audits.
• Training staff involved in hiring and site management on correct right-to-work procedures.
• Keeping processes up-to-date with changes in legislation.

Proactive compliance protects your business from fines, reputational damage and potential legal action.

Conclusion

Right-to-work reforms are a major shift for the construction sector, but businesses that act early can turn compliance into a competitive advantage. By reviewing your workforce, obtaining a Sponsor Licence, conducting thorough right-to-work checks and maintaining ongoing compliance, you can protect your business and workforce from risk.
If you need guidance on Sponsor Licence or right-to-work compliance, expert advice can be provided to ensure your processes are fully robust and legally defensible.

The UK government is considering new rules that would make digital identity verification mandatory for employment, accessing certain public and private services. 

Key Points

• Digital ID would become a requirement for everyday services.
• The move is aimed at reducing fraud and increasing security.
• Concerns remain about data privacy and excluding those without digital access

How will the Digital ID work?

It is interesting to note that although there is much discussion around the issuance of ID cards, the new scheme will not be a physical card. The digital ID will be stored on your mobile device to prove your identity, date of birth and residency status. It will be free to download and employers will be required to check it as evidence of your right to work in this country. 

1. Choosing a Verified Provider:
   It is understood that individuals will be able to choose an identity provider that meets government standards to create and verify their digital ID. This provider will verify the user’s identity using secure methods, such as facial recognition or other biometric data.

2. Using the Digital ID:
   Once verified, the individual will have a secure digital identity that can be used across multiple services. This ID will be recognised by both government and private sector services, streamlining the process of accessing services online.

3. Protecting Personal Information:
   The Digital ID will be designed with privacy at its core. Only the necessary information will be shared when using the ID, and the individual will have control over what data is disclosed.

4. Standards and Compliance:
   The Digital ID Scheme will adhere to strict government standards to ensure that the identity verification process is secure, reliable, and transparent. This includes compliance with data protection regulations like the General Data Protection Regulation (GDPR).

What data is on the Digital ID?

• Full Name
• Date of Birth
• Nationality or Residency Status
• A photo (just like on a passport or eVisa)

Why this matters?

• Employers may need to adapt right-to-work and compliance checks.
• Education providers could see changes in student registration and visa sponsorship processes.
• Individuals applying for visas may need to ensure their digital ID links correctly to immigration records.

The above outlines the Government’s proposals so far, we will continue to update this blog. 

Our ‘Sector Focus’ series looks at skilled worker sponsorship in the veterinary sector. In this publication, we consider how UK Visas & Immigration (UKVI) accreditation (also known as skilled worker sponsorship) can support the sector, which occupations can benefit from sponsorship and why this is something that organisations should consider when developing or reviewing their recruitment strategy.

Current Shortfall

A significant number of reports demonstrate a shortage of skilled workers in the veterinary sector in certain regions and specialties within the UK. Globally, there is also a shortage of veterinary nurses with a nationwide shortage here in the UK. Factors contributing to this shortage include an increasing demand for veterinary services due to pet ownership trends (this increased considerably during the COVID-19 pandemic), Brexit and the expansion of veterinary services beyond traditional roles, all of which compounds the continued challenges in recruiting and retaining veterinary professionals. 

Some specific areas where shortages have been noted include rural areas, where there may be fewer veterinary practices and difficulties attracting professionals, as well as in certain specialties like farm animal medicine, animal welfare and public health. 

Global mobility allows UK businesses to tap into a diverse pool of talent from around the world. Home Office accreditation as a sponsor is particularly crucial in sectors where specific skills are in high demand or where there are shortages within the domestic workforce. By deploying global mobility strategies, businesses can attract and retain top talent, enhancing their competitiveness and innovation capabilities. 

Practices should consider the growing pool of overseas veterinary workers already employed in the UK as a useful talent pool, but these individuals cannot be considered for full-time employment without a sponsor licence in place. 

And, it’s not just those who have qualified overseas who require sponsorship. There are a growing number of UK graduates from local vet schools that also require sponsorship after their graduate visa expires. Many practices assume that candidates needing sponsorship have only gained their degree overseas, but this is not the case, some vet schools’ recent graduate cohorts have more than 50% of overseas nationals. 

By leveraging global mobility effectively, businesses can enhance their competitiveness, drive growth, and succeed in an increasingly interconnected world. 

Number of Overseas Vets Registering With the RCVS is On the Increase

The number of overseas veterinary professionals coming to work in the UK had seen a significant decline since Brexit negotiations in 2018. Data from the Royal College of Veterinary Surgeons (RCVS) illustrates that annually, the number of qualified vets moving to work in the UK had dropped by 68% between 2019 and 2021. However, recent figures indicate a record year in 2023 for overseas registrations with the RCVS, with 2024 registrations increasing again by 37%. These figures positively evidence that overseas veterinary practitioners are increasingly interested in migrating to the UK. 

English Language Levels

Some employers express their concerns regarding communication and English language levels. However, candidates sponsored under the UKVI Skilled Worker scheme must sit and pass a Secure English Language Test (SELT) or an Occupational English Test (OET) prior to registration with the RCVS. This ensures that the sponsored workers meet a satisfactory standard of English. In practice, many candidates have excellent communication skills and spoken/written English.

The Number of UK Businesses  Holding a Sponsor Licence Has Increased Significantly

Given the significant challenges faced across most sectors following the negotiations and implementation of Brexit, businesses are increasingly applying for a sponsor licence. Current data illustrates that 136,251 UK business now hold a sponsor licence, with over c.3,600 new licence applications being submitted every month. This demonstrates that an increasing number of UK businesses are now exploring wider global mobility and recognising the benefits of overseas sponsorship.

Which Veterinary Practice Roles Can Be Sponsored?

UK sponsorship of skilled workers is very much dictated by the needs of the business and ultimately any genuine and eligible role can be fulfilled via UKVI sponsorship. When considering which veterinary jobs can be sponsored it is worth considering the range of occupations listed on the Government eligibility list: 

• Veterinary Practice Manager 

• Veterinarian 

• Veterinarian Practitioner 

• Veterinarian Surgeon 

• Veterinary Scientist 

The following roles are eligible for sponsorship only if the applicant was granted permission as a Skilled Worker under the rules in place before 22 July 2025, and they have had continuous permission as a Skilled Worker since then; 

• Veterinary Assistant  

• Veterinary Nurse  

• Animal Nurse  

• Animal Technician  

• Canine Beautician  

• Stable Hand  

• Kennel Assistant  

• Kennel Maid  

Other supporting roles such as marketing, sales, finance and business development can also be considered for sponsorship. 

Support Through Skilled Worker Sponsorship in the Veterinary Sector 

The skills shortage is a growing issue in the UK veterinary sector, which has historically relied, in some part, on bringing qualified vets from overseas in order to improve its pool of available professionals. 

To combat the shortage, temporary arrangements have been set in place to enable RCVS recognition of graduates from vet schools accredited by the European Association of Establishments for Veterinary Education (EAEVE).  

During their January 2024 meeting, the RCVS Council agreed to continue this recognition for up to five years, meaning eligibility will last until 2029 at the latest. The policy could still be terminated earlier if circumstances change.

Support

Supporting veterinary practices with skilled worker sponsorship involves a structured action plan to navigate UK immigration rules, secure the right candidates, and maintain compliance.

As the veterinary sector demand for skilled labour grows, being prepared to hire internationally could give your practice a valuable advantage. If you’re unsure about where to start, get in touch with us today and we can help you through your application and the sponsorship process. 

Tools & Resources 

• RCVS: rcvs.org.uk 

• UKVI Sponsor Guidance: gov.uk

With the rise in document fraud, verifying the authenticity of identity documents is vital. For UK employers and registered sponsors, it is a requirement to ensure that individuals under your employment or sponsorship hold genuine documentation. Failure to do so can result in serious compliance breaches and liability for illegal working.

The Home Office has recently released updated guidance to help organisations identify fraudulent documents and strengthen right to work checks. This blog summarises the key points from that guidance to help you stay compliant and protect your business.

What Types of Documents Should You Check?

The most commonly used identity documents include UK and foreign passports, Biometric Residence Permits (BRPs), Application Registration Cards (ARCs), immigration status documents and national ID cards.

Employers must ensure these are checked in person and in original form, in conjunction with approved digital verification systems.

• Poor-quality printing or inconsistent fonts
• Photographs that appear glued on or tampered with
• Laminates that are bubbling, peeling or look recently replaced 
• Misspelled words or incorrect English
• Missing or damaged watermarks, holograms or embossed features
• Inconsistencies between the document and the individual presenting it (age, appearance, signature) 

Although not legally required, many organisations use tools like magnifiers or lights to detect altered or forged features as best practice.

What to Look Out For In Specific Documents:

Passports 

Check that the photo page is intact, the photo matches the individual and the security features (e.g. holograms, watermarks) are present and undamaged.

BRPs and ARCs:

Confirm that the photograph matches the holder and that biographical data align with other documentation. Pay attention to any conditions printed on the card (e.g. “no work”, “restricted work” or “limited leave”). 

Using Checklists and Technology

The Home Office provides two official checklists under their guidance on examining identity documents to assist with document validation. These outline the expected security features for various identity documents and offer guidance on spotting irregularities.

Regularly reviewing these checklists during onboarding or right to work checks can help you build a standardised, defensible process.

Employers may also benefit from using Identity Document Validation Technology (IDVT), which can analyse document templates and flag potential issues more efficiently than a visual check alone. Using certified providers can significantly improve accuracy and reduce the likelihood of human error during checks. 

What to Do If You Suspect Fraud

If a document appears to be fraudulent or tampered with:

• Do not confront the individual
• Consult reference tools such as PRADO (Public Register of Authentic Documents Online) and EdisonTD, which offer visual comparisons of genuine documents from across the world.
• If you encounter a suspected false document then contact the police or your local immigration enforcement office.

Useful Links:

Document fraud poses a significant compliance risk for UK employers and sponsors. For more detailed information on examining identity documents, see the full Home Office guidance.

Guidance on examining identity documents (accessible) – GOV.UK

As of 22 July 2025, significant changes have been made to the Immigration Rules, particularly in relation to work routes. These updates will have a major impact on both sponsor licence holders and individuals holding Skilled Worker visas.

The Home Office has made it clear that its goal is to focus the Skilled Worker route on highly skilled occupations, specifically those at RFQ Level 6 or above. This marks a shift away from lower-skilled roles, which have been subject to misuse under the previous system.

Moving forward, only occupations classified at RQF Level 6 or higher will generally be eligible for sponsorship. However, there are limited exceptions, which we’ll cover in this guide.

Key Exceptions to the New Rules

Despite the stricter criteria, some roles below RFQ Level 6 will still be eligible for sponsorship under specific circumstances:

• Roles listed on the Immigration Salary List (ISL)
• Occupations on the new Temporary Shortage List (TSL)
• Skilled Workers who were already in the UK before 22 July 2025

The changes rely heavily on the updated tables in Appendix Skilled Occupations. These tables are essential but can be difficult to interpret. Below is a breakdown to help you identify which table applies to your candidate.

Table 1

This table contains all of the occupations that will be eligible for sponsorship after the 22nd July 2025.

All occupations listed on this table are considered to be at a skill level of RQF Level 6 or above.

You may be referred to this table if your candidate fits into Tradeable Points Options A-E found in the Skilled Worker caseworker guidance. 

Table 1a

This table contains roles which are at RQF Level 3-5, in addition to care workers (RQF Level 2).

This table only applies to Skilled Workers who were already in the UK before 22nd July 2025, except in relation to Option D or occupations on the TSL.

Table 2a

Contains roles that used to be considered Level 3-5, but are now considered below Level 3.

This table is mainly limited to extension applications with the same sponsor. The applicant must have been in the UK as a Skilled Worker before 4 April 2024 and the application must be made prior to 4 April 2030.

These roles are only valid for Skilled Worker route, not eligible for Global Business Mobility or Scale-up.

Table 2b

Occupation codes in this table were previously considered RQF Level 6, but have been re-evaluated and considered to be below this.

This table is only available under Global Mobility routes. Applicants must have been in the UK under this route continuously since 4 April 2024, and apply before 4 April 2030.

Table 3

Health and education roles where salaries are based upon national pay scales. Some roles have been removed from the list of eligible occupations in this table for new candidates.

Eligible for Skilled Worker, Global Business Mobility and Scale-up, except for roles below Agenda for Change Band 5, which are ineligible for the Global Business Mobility and Scale-up routes.

Table 3a

Similar to Table 3, but used for people already in the UK so will include the codes now excluded from Table 3.

RQF Level 3-5. Only eligible for Skilled Worker, not Global Business Mobility or Scale-up. 

Table 4

Healthcare codes by administration or band.

Band 1 and 2 jobs are not eligible for sponsorship at all.

Band 1-4 roles are not eligible for sponsorship under GBM or Scale Up routes.

Unless Option D or the TSL applies, this will only be relevant to Skilled Workers here prior to 22nd July 2025. 

Table 5

Education roles by administration or role.

Table 6

Roles which are not eligible for sponsorship under Skilled Worker, Global Business Mobility or Scale-up routes. 

Roles in Table 1a, 2aa, 2a, 2b and 3a are also not eligible for these routes except for in the exceptions outlined above them.

Immigration Salary List (ISL)

The Immigration Salary list will continue to exist after 22nd July 2025 with the existing roles, however occupations at RQF Level 3-5 which have been identified by the MAC as being shortage occupations will also be on there.

You will need to check the ISL to see if the role you are looking to sponsor is listed. The tables relevant to the ISL are likely to be 1a and 2aa, depending on the circumstances of your candidate.

Temporary Shortage List (TSL)

This is a new introduction to the Immigration Rules as on 22nd July 2025.

This list contains occupations at RFQ Levels 3-5 which the Department for Business and Trade and His Majesty’s Treasury have identified as being important for the UK’s Modern Industrial Strategy.

Both of the above lists are considered to be temporary measures and the roles on them will be automatically removed as of 31/12/2026, unless extended.

Useful Links:

• Immigration Rules – Immigration Rules Appendix Skilled Occupations – Guidance – GOV.UK
• Skilled Worker visa: immigration salary list – GOV.UK
• Skilled Worker visa: temporary shortage list – GOV.UK

If you are a UKVI registered sponsor with Skilled Workers under your sponsorship, you may need to extend their sponsorship as their visas approach expiry. Skilled Worker visa extensions are only applicable to individuals already under your sponsorship whose visas expire within three months. Extensions are not available for those changing sponsors or job roles within your organisation. 

When Do You Need to Extend a Skilled Worker’s Visa?

You must extend a worker’s visa if:

• Their current Skilled Worker visa is nearing expiry (within three months), AND
• You wish to continue sponsoring them within the same role.

Note: If the worker is eligible for Indefinite Leave to Remain (ILR) before their visa expiry, a Skilled Worker visa extension may not be necessary.

1. Assign a new Certificate of Sponsorship (CoS): This must be in the extension category for the relevant individual.
2. Sponsored Worker submits a visa application: Your sponsored worker uses the new CoS to apply for an extension of their Skilled Worker visa.
3. Visa is granted: Once the new visa is granted, their stay in the UK is legally extended.

Things to Consider When Extending Your Sponsored Worker’s Visas:

Period of Sponsorship

You may wish to consider when your sponsored workers may be eligible for Indefinite Leave to Remain when deciding on a period of sponsorship for an extension. 

Skilled workers may be eligible for ILR after 5 years of continuous residence in the UK under the Skilled Worker visa (subject to them meeting the other requirements)

Therefore, if you have already been sponsoring a person for 3 years, you may wish to extend the period of sponsorship for a further 2 years.

Salary

When preparing for a Skilled Worker visa extension, you may be required to increase the salaries of your sponsored workers when assigning them the new CoS. When assigning CoS for extensions, you will need to meet current salary requirements rather than the requirements in place when you began sponsoring the individual. There may however be the potential for some salary reductions if you are extending a sponsored worker who has been in the UK as a Skilled Worker since prior to 4th April 2024.

Actions to Take Once the Visa Extension is Granted:

You must conduct a new right to work check once your sponsored worker’s new visa has been granted. This right to work check should reflect their new visa expiry date and continued eligibility to work.  

In today’s competitive labour market, construction companies across the UK are increasingly turning to overseas workers to fill critical skill shortages. From bricklayers to roofers, the demand is growing – but can your construction company actually hire workers from abroad?

The answer lies in obtaining a UK sponsor licence, which allows businesses to employ non-UK nationals under the Skilled Worker visa route. If you’re a construction firm considering this move, this guide will break down everything you need to know – from eligibility to occupation-specific sponsorship rules – and help you determine whether sponsorship is right for your business. 

Can Any Construction Company Get a Sponsor Licence?

In most cases, yes – most UK construction companies can apply for a sponsor licence, as long they meet the UK Visas and Immigration (UKVI) criteria. To be eligible your business must:

• Be a genuine business operating legally in the UK – You’ll need to provide evidence such as registration documents, tax records and business bank statements.
• Have appropriate HR and recruitment systems in place – UKVI expects sponsors to monitor and report on their sponsored workers, including absences, changes in job roles and terminations.
• Demonstrate a legitimate need for the overseas role you wish to sponsor – You must be able to justify why the role you’re sponsoring can’t be filled by a UK resident and that it matches an eligible job on the government’s Skilled Worker list.

There’s no minimum size requirement to apply. Whether you’re a small subcontractor or a large firm, the key is compliance and documentation. A well-prepared application and clear internal processes will go a long way in securing approval.

The application process involves several steps:

1. Check if you qualify for a sponsor licence and identify which roles you want to sponsor. These must align with the Skilled Worker visa list, which includes a number of construction-related occupations like bricklayers, roofers and civil engineers.
2. Set up sponsorship management roles (including an Authorising Officer).
3. Prepare your documents, such as your business bank statements, employer’s liability insurance, and contracts to prove your business is operating lawfully in the UK.
4. Complete and submit the application online and pay the appropriate fee.
5. Wait for a decision – UKVI typically responds within 8 weeks, though a priority service may be available that offers a decision within 10 working days. During this time, UKVI may request further information or conduct a compliance visit to verify your setup.

Once approved, you’ll be able to issue Certificates of Sponsorship (CoS) to overseas candidates and begin the process of bringing them into your workforce.

Sponsor Licences and Subcontracting

Subcontractors can apply for a sponsor licence, as long as they are directly employing and supervising the overseas workers themselves.

UKVI expects sponsors to have direct oversight of their sponsored employees. This means:

• You must be their legal employer.
• You must supervise their work.
• You cannot act as a labour supplier or agency.

Even if your sponsored employees are working on a client site, they must remain under your contractual and operational management. You cannot subcontract out or assign sponsored workers to third parties in a way that resembles agency work. Any arrangement that blurs this line can be considered a breach of sponsor licence conditions.

Which Construction Roles Can Be Sponsored in 2025?

UKVI maintains an approved list of roles eligible under the Skilled Worker visa route. Here’s an overview of common roles in construction and their eligibility:

• Bricklayers –  Eligible and currently listed on the Immigration Salary List
• Carpenters and Joiners – Eligible and currently listed on the Immigration Salary List
• Stone Masons – Eligible and currently listed on the Immigration Salary List
• Roofers – Eligible for sponsorship
• Window Fitters – Eligible for sponsorship
• Floorers – Eligible for sponsorship
• Electricians – Eligible for sponsorship
• Plumbers – Eligible for sponsorship
• Plasterers and Dry Liners – Eligible for sponsorship
• Scaffolders – Not currently eligible, but industry bodies continue to push for inclusion
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It’s vital to check the official occupation codes and the latest updates on the Immigration Salary List before submitting a sponsorship application.

Is a Sponsor Licence Right For Your Construction Company?

For many construction businesses, a UK sponsor licence is a strategic investment in long-term growth and workforce stability. If you’re regularly struggling to find skilled UK-based workers or have projects that demand fast access to labour, sponsorship can offer a practical solution.

Sponsorship allows your business to access a wider talent pool, helping you:

• Fill urgent vacancies
• Meet project deadlines
• Scale your workforce for growth

With roles like bricklayers now formally recognised as Shortage Occupations, a sponsor licence gives you a competitive advantage in today’s tight labour market. However, you should be aware of and take into consideration the costs and responsibilities. 

Conclusion

Whether you’re hiring bricklayers, roofers, or exploring future roles like scaffolders, understanding the rules and responsibilities is the first step towards building a more flexible workforce.

As the demand for skilled labour grows, being prepared to hire internationally could give your company a valuable advantage. If you’re unsure about where to start, get in touch with us today and we can help you through your application.

Useful Resources

Apply for a Sponsor Licence: Apply for a sponsor licence – GOV.UK

Eligible Occupations and Codes: Skilled Worker visa: eligible occupations and codes – GOV.UK

Immigration Salary List: Skilled Worker visa: immigration salary list – GOV.UK