Can UK technology companies hire Software Developers from overseas?

Yes, UK technology companies can recruit software developers and IT professionals from overseas, provided they meet the relevant immigration requirements.

For most employers, the Skilled Worker visa is the primary immigration route for recruiting international technology professionals.

This visa allows eligible overseas workers to live and work in the UK for an approved sponsoring employer. It covers a range of technology-related occupations, including:

• Software developers and programmers
• Cybersecurity professionals
• IT business analysts and systems designers
• IT project managers
• Software testing and quality assurance professionals
• Other eligible IT and technology specialists

However, employers must ensure that the position meets the relevant skill and salary requirements before offering sponsorship.

Do technology employers need a sponsor licence?

What are the Skilled Worker visa requirements for Software Developers in 2026?

Before sponsoring an overseas technology professional, employers must ensure that the proposed role and candidate meet the Skilled Worker visa eligibility criteria. 

1. Eligible Occupation

The position must fall within an eligible occupation code recognised by the Home Office.

For example, programmers and software development professionals are generally classified under occupation code 2134.

Other technology positions, including cybersecurity specialists and IT business analysts, have separate occupation codes.

Selecting the correct occupation code is essential, as it determines the applicable eligibility requirements and salary threshold.

2. Minimum Salary Requirements

Employers must offer a salary that meets the applicable Skilled Worker visa requirements.

Under the current rules, the general salary threshold is normally £41,700 per year, although applicants must also meet the relevant going rate for their occupation.

Some applicants may qualify under alternative salary arrangements, depending on their circumstances.

Technology employers should therefore assess the salary requirements for each individual position before proceeding with sponsorship.

3. English Language Requirements

Overseas applicants must demonstrate that they meet the English language requirements for the Skilled Worker visa.

For new Skilled Worker applications in 2026, this generally means demonstrating English language ability at CEFR level B2, unless an exemption applies.

Applicants may be able to satisfy this requirement through an approved English language test, an eligible qualification or another accepted method.

4. Certificate of Sponsorship 

Before submitting a Skilled Worker visa application, the overseas candidate must receive a valid Certificate of Sponsorship from their UK employer.

This electronic sponsorship record contains important information about the proposed employment, including the job title, salary and occupation code.

Employers must ensure that all information provided is accurate and consistent with the requirements of the immigration rules.

How much does it cost to sponsor an overseas IT professional?

Employers should consider the financial implications of international recruitment before beginning the sponsorship process.

As of October 2026, the main sponsorship costs include:

Sponsor Licence Application Fee

• £611 for small businesses and charitable sponsors
• £1,682 for medium and large businesses

Certificate of Sponsorship Fee

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

Immigration Skills Charge

Most employers must also pay the Immigration Skills Charge when sponsoring a Skilled Worker, unless an exemption applies.

The charge is currently:

• £480 for the first 12 months for small or charitable sponsors
• £1,320 for the first 12 months for medium and large sponsors

Additional charges apply for longer periods of sponsorship.

Visa application fees and the Immigration Health Surcharge may also need to be considered, depending on the arrangements between the employer and employee.

Understanding these costs in advance can help technology businesses plan their international recruitment budgets more effectively.

What are the sponsorship responsibilities for technology employers?

Obtaining a Sponsor Licence is only the first stage of the sponsorship process.

Once an employer begins sponsoring overseas workers, they must comply with ongoing Home Office sponsorship duties.

These include maintaining accurate employee records, monitoring sponsored workers’ immigration status and reporting certain changes in employment circumstances.

For technology companies, particular attention should be given to remote and hybrid working arrangements.

Employers must ensure that their working practices remain consistent with sponsorship requirements and that relevant changes are reported where necessary.

Failure to comply with sponsorship duties can result in serious consequences, including suspension or revocation of the Sponsor Licence.

What are the benefits of recruiting overseas technology professionals?

International recruitment can offer significant advantages for UK technology businesses seeking to expand their teams.

Access to overseas talent allows employers to recruit candidates with specialist technical knowledge that may be difficult to source within the domestic labour market.

It can also help businesses fill critical vacancies, support new projects and maintain competitiveness in an increasingly international technology industry.

For growing software companies, IT consultancies and technology startups, having the ability to sponsor overseas professionals can provide greater flexibility when planning future recruitment.

However, employers should ensure that their recruitment strategies are supported by a clear understanding of their immigration obligations.