Understanding which type of visa or permit applies is key, since every worker needs the right documentation before they can legally work in the UK. Add in local laws around immigration, tax, and employment, and things can get complicated quickly.
That’s why we’ve put together this guide. Here, you’ll find a comprehensive breakdown of UK work visas, from the different options available to practical tips, as well as a guide to visa sponsorship. So let’s jump straight in.
Why is it important to obtain the right UK visa?
If you’re hiring or relocating employees in the UK, it’s important to stay compliant with the country’s visa and work permit rules. Failing to do so can expose your business to financial penalties, legal risks, and even reputational damage.
To avoid complications, it's crucial to make sure that every team member has the right immigration status to live and work in the country before they start, and that you seek professional advice from immigration lawyers where necessary.
Whenever you hire someone in (or relocate someone to) the UK, you will need to conduct a right to work check in line with the UK government’s guidelines.
What is a right to work check?
A right to work check is the process all UK employers must complete to confirm that a prospective employee is legally allowed to work in the country. It involves verifying original identity and immigration documents (or using the Home Office’s online service where applicable), keeping clear records, and ensuring checks are done before employment begins.
Right to work checks are a core component of the UK immigration system, and help protect businesses from civil penalties and compliance risks.
The following groups of people do not need a work visa:
UK citizens (even if they currently live abroad)
Permanent residents with indefinite leave to remain (ILR) status
Citizens of the Republic of Ireland
Individuals with right of abode (this may apply to some Commonwealth citizens)
Note that, post-Brexit, EU citizens (as well as those of Switzerland, Iceland, Norway, and Liechtenstein) now require a work visa, unless they already have settled status in the UK. Learn more about the EU Settlement Scheme.
All other third-country nationals also require a work visa (unless granted special dispensation).
What is indefinite leave to remain?
Indefinite leave to remain (ILR) is the UK’s form of permanent residence. It allows someone to live and work in the UK without time restrictions and without needing further visas. For employers, this means that once an employee is granted ILR, you no longer need to sponsor them or carry out visa-related compliance checks (though you should still keep standard right to work records). ILR is often a stepping stone to becoming a British citizen, making it an attractive long-term option for employees who want to settle permanently in the UK.
Note that Remote’s Relocation service can help advise on whether your employee is eligible to work in the UK, and provide tailored guidance on visa and immigration requirements. Learn more.
Types of work visas in the UK
The UK offers numerous types of work visa, including:
Skilled Worker visa
The Skilled Worker visa is one of the main routes under the UK’s points-based system, designed to help employers fill roles where there is a shortage of local talent. To hire through this route, your organisation must hold a valid sponsor licence and assign a Certificate of Sponsorship to the candidate. The role itself must meet the eligibility criteria set by the UK government, which includes being on the official list of approved occupations and meeting minimum salary thresholds. As of 2025, employees must be paid at least £41,700 per year, or the “going rate” for their occupation (whichever is higher). Alongside salary requirements, the employee must meet other eligibility factors, such as English language proficiency, in order to reach the required number of points. Visa holders must also work the hours stated in their sponsorship certificate, and employers are responsible for ensuring compliance with the UK government's working time and immigration rules. Importantly, the Skilled Worker route offers a pathway to settlement after five years of continuous employment, making it a strong option for securing and retaining long-term international talent.
Global Business Mobility visa
The Global Business Mobility visa also operates on the points-based system, and contains several sub-categories depending on the nature of the employee’s role and the purpose of their relocation. These include:
Senior or Specialist Worker visa: This route recently replaced the Intra-company Transfer visa, and is designed for experienced employees who are being relocated to a UK branch or affiliate of their company. To qualify, the role must be eligible, and the employee must earn at least £52,500 per year (or the going rate for their occupation; whichever is higher). This option allows businesses to transfer key talent into the UK without having to recruit locally.
Graduate Trainee visa: This visa is tailored for employees on an eligible graduate training programme who are moving to a UK branch as part of a structured career development plan. This route has a lower salary threshold than the Senior or Specialist Worker visa, but it can only be used for specific training placements that form part of the employee’s progression within the company.
Service Supplier visa: This route applies if your organisation provides services to a UK company under a valid international trade agreement. It enables overseas contractual service suppliers or independent professionals to work temporarily in the UK. The role must meet the eligibility requirements for skills and qualifications, and the arrangement must be covered by a qualifying trade agreement.
Other visa categories
The UK government also offers several work visas that do not require employer sponsorship or a job offer, particularly for younger workers and international students. They're also not necessarily tied to the points-based system. These include:
Graduate visa
The Graduate visa allows international students who have successfully completed a UK degree to remain in the country for two years (three for doctoral graduates). This is to enable them to work (or look for work) at any skill level.
Employers don’t need a sponsor licence to hire graduates under this route, which makes it a flexible way to bring in early-career talent. However, the Graduate visa cannot be extended, and you will need to switch into another eligible visa (such as the Skilled Worker route) if they wish to stay longer.
Youth Mobility Scheme visa
The Youth Mobility Scheme visa provides young people aged 18 to 30 (or up to 35 for certain countries) from eligible partner nations with the chance to live and work in the UK for up to two years. Employers don’t need to sponsor applicants under this scheme, making it a straightforward option for hiring temporary workers.
However, employees on this visa cannot bring dependants and are limited to the duration of the visa, so it’s best suited for fixed-term or entry-level roles.
India Young Professionals Scheme visa
The India Young Professionals Scheme visa is part of the UK-India Mobility and Migration Partnership. It allows Indian nationals aged 18 to 30 with a degree-level qualification to live and work in the UK for up to two years.
Like the Youth Mobility Scheme, this route doesn’t require employer sponsorship, making it simple to hire Indian professionals temporarily. Places are allocated through a ballot system, so availability is limited, and the visa cannot be extended.
Global Talent visa
The Global Talent visa is designed for highly skilled individuals in sectors such as academia, research, arts, and digital technology. Candidates must be endorsed as leaders or potential leaders by an approved UK body or have won an eligible award.
For employers, this route provides access to top-tier global talent without the need for sponsorship. Global Talent visa holders can work flexibly, change employers, or even be self-employed, and the route offers a clear path to settlement in the UK.
UK Ancestry visa
The UK Ancestry visa enables Commonwealth citizens with a grandparent born in the UK, Channel Islands, or Isle of Man to live and work in the UK for up to five years. No employer sponsorship is required, and visa holders can take up almost any type of work, including self-employment.
After five years, they may be eligible to apply for settlement, making this route particularly valuable for long-term employment opportunities.
There are also potential short- and long-term visa opportunities for specific individuals and/or groups, including:
Temporary visas for seasonal workers.
Industry-specific visas, such as the Health and Care Worker visa, or the Overseas Domestic Worker visa.
High-performance visas (such as the High Potential Individual visa, or the International Sportsperson visa).
Visas for religious figures (such as the Minister of Religion visa).
Student visas where some work may be possible
Does the UK offer a digital nomad visa?
No. The UK does not currently offer a dedicated digital nomad visa, although it is possible in some cases to work remotely for a non-UK employer on a Standard Visitor visa (for up to six months).
Despite being part of Europe, the UK is not part of the Schengen Area.
What are the UK visa requirements?
Each visa type has its own specific eligibility criteria based on relevant factors, such as your employee’s role, experience, and background.
However, as mentioned, almost all work visas require employee sponsorship (unless explicitly stated otherwise).
In the majority of cases, your employee will also need to speak, read, write, and understand English. They will usually need to prove this knowledge during the visa application process.
How do you apply for a UK work visa?
As most UK work visas require employer sponsorship, you will play a key part in the application process. Here’s what you’ll need to do:
1. Secure a sponsor license
Before you can hire someone from outside the UK, your business must hold a valid sponsor licence issued by the Home Office. This licence confirms that you’re a compliant UK employer, able to meet ongoing reporting and record-keeping obligations.
2. Assign a Certificate of Sponsorship (CoS)
Once licensed, the Home Office will also issue a Certificate of Sponsorship (a unique reference number) tied to the specific role. This document is required for the visa application and must detail the job, salary, and employment terms.
3. Submit the application
Once you have the CoS, your team member will need to apply for the relevant UK work visa. They’ll need to provide:
Their CoS reference number
Proof of English proficiency (if required)
Evidence of financial support (unless your business certifies maintenance)
A valid passport and supporting documents
Note that applications are made online, but your employee will need to attend a visa application centre to provide biometric data.
4. Pay the associated fees
Both you and your candidate may be responsible for different costs.
Employers: Immigration Skills Charge and sponsor licence fees.
Employee: Visa application fee and Immigration Health Surcharge.
It’s at your discretion if you wish to cover your employee’s fees.
5. Wait for a decision
Decision times can vary, although decisions on priority visas are generally quicker. For example, most Skilled Worker visa applications are processed within three weeks if submitted from outside the UK.
Once approved, your employee can travel and begin work.
6. Maintain ongoing compliance
Remember that your responsibility doesn’t end once the visa is granted. As a sponsor, you must continue to:
Keep accurate employee records
Report changes in employment status to the Home Office
Renew your licence and ensure ongoing compliance
As the employer, you set the foundation of the process. Securing and maintaining a sponsor licence, issuing the CoS, and staying compliant ensures your new hire’s application runs smoothly, and keeps your organisation in good standing with UK authorities.
How can Remote help?
To hire or relocate employees to the UK, you’ll need to have your own local entity there. This is a process that can be complex, lengthy, and expensive.
You also need to comply with relevant immigration rules and regulations to avoid potential penalties, as well as handle payroll, benefits, and all other HR requirements.
This is where Remote’s EOR service can be invaluable. We act as the legal employer in the UK on your company’s behalf, and handle onboarding, payroll, and benefits. We help ensure that you are fully compliant with all local employment and payroll tax laws, and can onboard your employee in a matter of days, too, saving you time, money, and resources.
Alternatively, if you already have an entity in the UK, we can assist in international employee relocation with case-by-case immigration assessments, and guidance on the visa process.
