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Skill level and shortage lists
From 22 July 2025, new Skilled Worker jobs are mainly degree level (RQF 6). The standard general threshold is £41,700 a year or the going rate, whichever is higher. A medium-skilled job must be on the Immigration Salary List or the Temporary Shortage List, and those lists only count where the certificate of sponsorship was issued before 31 December 2026. Care worker (6135) and senior care worker (6136) roles can only be sponsored for people already in the UK, until 22 July 2028. Last checked: 13 October 2026. See Skilled Worker: your job, the Immigration Salary List and Appendix Skilled Worker.
You likely need a UK licence if…
The worker will be employed in the UK and needs sponsorship for the role.
You will assign Certificates of Sponsorship yourself as the employer.
You plan repeated UK-based international hires over the next 1–3 years.
An agency will source, but you will employ and sponsor onshore in the UK.
| Situation | Likely need a UK licence? | Alternative |
|---|---|---|
| Onshore UK hire needing sponsorship | Yes | , |
| Fully remote abroad via EOR | Usually no | EOR / local entity |
| Candidate already has right to work | Usually no for that hire | Right-to-work check still required |
| UK office later; remote first | Not yet for the remote phase | Document the hybrid path |
| Exploring talent only | Not yet | Hiring Hub + research |
You may not need a UK licence if…
The role is fully remote abroad and you use an EOR or local entity.
The candidate already has UK status that permits the work without sponsorship.
You are only exploring talent and not yet employing in the UK.
The hire is into another country (US, Canada, AU, etc.), you need that destination’s employer pathway, not a UK licence.
Multi-destination and hybrid programmes
Global employers rarely have one answer forever.
UK onshore cluster: Licence + SMS + CoS discipline for roles that must sit in the UK.
Other onshore hubs: Separate petition/permit posture per country, see destination playbooks (US, Canada, Australia, Germany, UAE, Singapore).
Remote / EOR bench: Roles that can stay offshore without UK sponsorship, still need payroll and employment-law compliance locally.
Hybrid path: Remote first, sponsor later when onshore presence is required, write that path into the offer so candidates are not surprised.
Leadership one-pager
- 1
Where must they work?: UK site / UK remote / overseas remote / another country onshore.
- 2
Who employs?: Your UK entity / overseas entity / EOR.
- 3
Immigration trigger?: UK sponsorship vs other destination petition/permit vs none.
- 4
If UK sponsorship, licence status?: Hold / apply / not needed.
- 5
Budget & owner?: Budget approved; Authorising Officer and Level 1 user named if you need a licence.
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Explore employer toolsCommon questions
Can we hire first and apply for the licence later?+
You generally need the licence in place before you can sponsor the worker on a sponsored route. Build licence timing into the recruitment plan.
We hire into the US and the UK, one licence?+
No. A UK sponsor licence covers UK sponsorship. US onshore hires need a US petition strategy (and usually US counsel). Treat each destination as its own operating system.