Hiring Overseas Workers: Complete UK Employer Guide
Hiring from overseas can fill critical skills gaps but involves navigating sponsorship, visa processes, and ongoing compliance. This guide walks UK employers through every step, from getting a sponsor licence to onboarding the new employee.
- Section
- Employers & Sponsors
- Reading time
- 11 min
- Last checked
- 2 September 2026
- Source
- The published Immigration Rules and GOV.UK guidance, linked throughout this guide.
- Rowan does not
- Look at your own case, tell you which route to choose, or say what the Home Office will decide. This guide shows the published rules and where to read them.
In short
- You need a sponsor licence before you can hire overseas workers.
- No resident labour market test is required. You do not need to advertise to UK workers first.
- Total employer costs per worker are typically several thousand pounds.
- Ongoing compliance duties include record-keeping, reporting, and salary monitoring.
Hiring an overseas worker requires a sponsor licence, a certificate of sponsorship, and the worker to obtain a Skilled Worker visa. There is no requirement to prove you could not find a UK worker. The process takes 3 to 8 weeks if you already have a licence. Costs are significant but manageable, and ongoing compliance is mandatory.
Step 1: Get a Sponsor Licence
Before you can sponsor any overseas worker, you need a sponsor licence from the Home Office. Apply on the GOV.UK sponsorship page.
The licence covers your organisation and allows you to sponsor multiple workers. It does not expire: the 4-yearly renewal requirement was removed on 6 April 2024. GOV.UK says most applications are dealt with in less than 8 weeks, or within 10 working days for an extra £750 where the priority service is available. See our sponsor licence application guide.
Step 2: Check the Role Qualifies
The role must meet the Skilled Worker visa requirements:
- Skill level: RQF Level 3 or above (A-level equivalent). Check the eligible occupations list on GOV.UK.
- Salary: Must meet both the general salary threshold and the going rate for the occupation.
- Genuine vacancy: The role must be a genuine vacancy, not created solely for immigration purposes.
Step 3: Assign a Certificate of Sponsorship
Once you have identified your candidate, assign a certificate of sponsorship (CoS) through the Sponsor Management System (SMS). The CoS is not a physical document but a digital reference number. See our CoS assigning guide for details.
Each CoS costs £525 in fees payable to the Home Office.
Step 4: The Worker Applies for Their Visa
The worker uses the CoS reference number to apply for their Skilled Worker visa. They must pay the visa application fee and Immigration Health Surcharge. Processing takes 3 to 8 weeks (or 5 working days with priority service).
Step 5: Right to Work Check and Onboarding
Before the worker starts, you must conduct a right to work check. Once they arrive:
- Verify their identity and immigration status.
- Set up PAYE and help with National Insurance number application.
- Provide any settling-in support you have agreed to.
- Begin your compliance record-keeping from day one.
Costs Summary
The main costs for employers:
- Sponsor licence: £611 (small or charitable) or £1,682 (medium or large). Paid once — licences no longer expire or need renewing.
- Certificate of sponsorship: £525 per worker.
- Immigration Skills Charge per worker: £480 for the first 12 months then £240 for each further 6 months (small or charitable), or £1,320 then £660 (medium or large).
None of these can be passed to a Skilled Worker. The Immigration Skills Charge never could, and since 31 December 2024 the same applies to the licence fee, its administrative costs and the certificate of sponsorship fee.
The worker typically pays the visa fee and Immigration Health Surcharge, though some employers cover these as part of a relocation package. See our Skilled Worker cost guide and CoS fee guide.
Ongoing Compliance
Holding a sponsor licence means ongoing obligations:
- Keep records of sponsored workers' contact details and documents.
- Report changes (worker leaves, changes role, is absent without permission).
- Allow Home Office compliance visits. See our audit guide.
- Monitor that salaries continue to meet the going rate.
Failure to comply can result in your licence being downgraded, suspended, or revoked. See our sponsor duties guide and illegal working penalties guide.
Alternatives to the Skilled Worker Route
Depending on the situation, other options may be available:
- Graduate visa holders: Already in the UK with full work rights. No sponsorship needed. See our Graduate visa employer guide.
- Global Talent visa: For exceptional individuals. No sponsorship required. See our Global Talent guide.
- Health and Care Worker visa: Reduced costs for eligible health roles. See our health care sponsorship guide.
Questions and answers
How do I hire someone from overseas to work in the UK?
To hire an overseas worker, you need a sponsor licence from the Home Office. Then you assign a certificate of sponsorship to the worker, who uses it to apply for a Skilled Worker visa. You must also conduct a right to work check before they start employment.
How much does it cost to sponsor an overseas worker?
Total costs include the sponsor licence fee (£611 to £1,682, paid once), certificate of sponsorship (£525 per worker), and the Immigration Skills Charge, which is £480 or £1,320 for the first 12 months and then £240 or £660 for each further 6 months depending on the size of the organisation. The worker pays the visa application fee and Immigration Health Surcharge, though some employers choose to cover these.
Do I have to prove I could not find a British worker for the role?
No. Since the points-based system was introduced, there is no resident labour market test. You do not need to advertise the role to UK workers first. However, the role must meet the skill level and salary requirements for the Skilled Worker visa.
How long does the whole process take?
If you already have a sponsor licence, the process from assigning a certificate of sponsorship to the worker receiving their visa typically takes 3 to 8 weeks. If you need a sponsor licence first, add up to 8 weeks, or 10 working days if you pay the £750 priority fee and the service is available.
This guide is general information about published immigration rules. It is not advice about an individual application under s.82 Immigration and Asylum Act 1999, and Rowan is not regulated by the Immigration Advice Authority. Immigration rules change several times a year. For advice on a particular situation, contact an adviser authorised by the Immigration Advice Authority or an immigration solicitor. Always check GOV.UK for the authoritative current rules.