A guide to UK visa sponsorship for employers
Learn how UK employers can leverage the benefits of global talent through the visa sponsorship process.
The Global Talent Survey (GTS) is a piece of research undertaken by Totaljobs and our partners in The Network, a global alliance of over 50 leading recruitment websites, alongside Boston Consulting Group, one of the world’s leading management consultancies. Drawing from the insights of over 150,000 workers across 180 countries, the latest edition explores mobility trends and evolving candidate preferences to help employers hire talent from across the globe.
The findings of this year’s survey highlight both the opportunities open to UK employers when it comes to global talent and the steps required to attract and retain overseas workers.
In this article, we’ll be focusing on the topic of visas, examining what employer visa sponsorship is and how it can help UK employers secure the best talent from overseas.
Why employers are looking for talent abroad
Before diving into the process of applying for a sponsorship licence for UK visas, first it’s crucial to understand why employers are extending their search for talent across the globe. This can largely be put down to two key factors:
- Skills shortages
- Demographic aging
Whilst there are several ways employers can try to tackle these challenges, including investment in upskilling and succession planning, hiring workers from abroad can be seen as particularly appealing due to the fact that overseas workers see the UK as a desirable location.
According to the GTS, London is considered the most desirable city in the world to work, while the UK ranks as the 4th most attractive country. This is a major advantage for UK employers when it comes to securing overseas talent, especially given how willing candidates are to move and work abroad, with the GTS finding that:
- Nearly two-thirds of workers are generally open to relocating for work
- 23% of these are classed as ‘actively mobile’, an increase of 1.2% from 2021
Who’s willing to relocate?
The Global Talent Survey also sheds light on who is most willing to relocate, offering UK employers valuable insights into the talent they can access by expanding their recruitment efforts overseas.
While the findings indicate that individuals aged 20-30 are the most inclined to relocate, it also reveals that nearly a third of senior leaders are willing to move abroad for work, underscoring the depth of skills and experience accessible from global talent pools.
The GTS also identified the sectors with the highest percentage of workers willing to relocate, highlighting the areas in which organisations in the UK can most benefit from a global workforce. These include:
- Agriculture, Forestry, and Mining (36%)
- Travel and Tourism (31%)
- Hospitality, Gastronomy, and Catering (30%)
- Energy and Utilities (29%)
- Skilled Trades (29%)
The benefits of hiring employees overseas
Aside from the fact that workers from across the world are ready and willing to relocate to the UK, there are several benefits employers can leverage by looking overseas for talent:
- Widening talent pools: Hiring overseas allows employers to broaden their talent pools and access skilled professionals with diverse experience.
- Addressing skills gaps: Bringing in talent from abroad can help alleviate skills shortages, ensuring employers have the expertise needed to remain competitive.
- Enhancing diversity: Embracing global hiring promotes workplace diversity, fostering inclusivity, creativity, and broader perspectives.
Why should employers offer visa support?
Although the Global Talent Survey indicates a willingness among international workers to relocate, the decision to move overseas can still be daunting. However, by proactively offering support with relocation and the UK visa application process, employers can facilitate a smooth transition.
Additionally, providing robust support for employees applying for a visa reduces the risk of disruption caused by errors in the process. This type of support aligns with candidate expectations, as the majority (85%) of jobseekers willing to move to the UK expect employers to provide visa/work permit assistance. Consequently, offering visa sponsorship support enables UK employers to distinguish themselves in the talent market and attract top candidates.
Supporting workers with the UK visa application process can also be part of a long-term investment strategy for employers, helping to attract staff who intend to stay in the UK and with the organisation for an extended period. According to the Global Talent Survey, nearly a third (31%) of workers looking to relocate to the UK plan to stay long-term, while only six per cent intend to stay for less than a year.
Who needs a visa to work in the UK?
A visa is a legal status and document that allows individuals from around the world to enter, and temporarily live and work, in the UK. People relocating to the UK for employment reasons will require a work visa, regardless of whether the position is paid or unpaid. However, certain exceptions exist for:
- Irish citizens
- Individuals with settled/pre-settled status under the EU Settlement Scheme
- Those with indefinite leave to remain in the UK
- Individuals eligible for a visa that does not require sponsorship, such as those with a spouse or ancestry visa
UK visa sponsorship routes
In order to stand out to talent willing to relocate from abroad and make the move as smooth as possible, UK employers can obtain a visa sponsorship licence. Once this process is complete, employers can assign certificates of sponsorship to overseas workers.
When hiring from overseas, employers need to ascertain the type of sponsorship licence required. This will be dependent on whether they are looking to onboard:
- Temporary workers for specific short-term positions
- Skilled workers for long-term roles
Let’s delve into these two routes in a little more detail.
Temporary Worker licence
Employers in the UK can sponsor workers in certain roles – such as seasonal work (for example fruit pickers), volunteering, and job shadowing – on a temporary basis with a Temporary Worker licence.
These licences are granted only for specific types of employment and visas. Some of the main categories it covers include:
- Creative workers (as an entertainer or artist, for example)
- Charity workers (for unpaid roles, for up to a year)
- Graduate trainees (for those on a graduate trainee programme who are moving to their employer’s UK branch)
- UK Expansion Worker – this is for workers setting up a new branch or subsidiary of an overseas business in the UK
- Secondment Worker – these are workers transferring from overseas to work for a different UK business as part of a high-value contract
Worker licence
With a Worker licence, employers can sponsor people in various types of skilled employment. This skilled work can be undertaken for different periods of time – anything from a short time to long-term or even permanent, depending on the worker’s visa.
As such, this licence is split across:
- Senior or Specialist Worker visa: For multinational companies that need to transfer established employees to the UK (previously the Intra-company Transfer visa).
- Minister of Religion: For people coming to work for a religious organisation.
- International Sportsperson: For elite sportspeople and coaches who will be based in the UK.
- Skilled Worker: For skilled workers with a valid job offer from a Home Office-approved sponsor. Workers become eligible to apply for Indefinite Leave to Remain after 5 years.
Applying for a Worker licence as an employers
The Skilled Worker visa replaced the Tier 2 visa as the primary UK work visa for skilled overseas workers in December 2020. Consequently, employers aiming to tap into a skilled global workforce can benefit significantly from obtaining a Worker licence.
Below, we’ll explore key considerations when applying for a Worker licence.
1. Eligibility
To qualify for a Worker Licence as an employer, certain eligibility criteria must be met. This includes ensuring that you have no unspent criminal convictions related to immigration offences, money laundering, or fraud, and have not had a licence revoked in the last 12 months.
2. Management roles
While UK Visas and Immigration (UKVI) assess applications, and may conduct visits to ensure employers can fulfil their duties as licence holders, organisations themselves need to implement effective management of the process and sponsored employees.
Therefore, employers must appoint individuals to ensure compliance and oversee the process, including utilising the Sponsorship Management System (SMS). This requires designating staff members for the following roles, which can be performed by the same person or different individuals:
- Authorising Officer: A senior staff member accountable for actions taken by staff and representatives using the SMS.
- Key Contact: The primary point of contact with UKVI.
- Level 1 User: An individual responsible for day to day management of the employer’s licence using the SMS.
3. Job suitability
Understanding the suitability of a role for the sponsorship process is crucial. As an employer, if your application is rejected you lose both the time and effort spent making the application along with the fee that comes with it.
Remember, workers can be sponsored for a Skilled Worker visa if the job complies with UK minimum wage and working time regulations, and meets other visa criteria.
4. Application and fees
Employers must submit their sponsorship licence application on the Home Office website. Additionally, they need to send the submission sheet at the end of the application, along with any requested supporting documents, to the address provided.
Licence fees are also applicable during the application process. The fee varies based on the size and type of organisation, as well as the type of licence being applied for. Specifically for a worker licence, the expected fees are:
- £546 for small or charitable sponsors
- £1,476 for medium or large sponsors
If an employer intends to extend a licence, such as adding a worker licence to an existing temporary worker licence, additional fees may apply.
In most cases, applications are processed within eight weeks. For expedited processing, an extra fee (typically £500) can secure a decision within ten working days.
Maximise access to talent with visa support
According to the Global Talent Survey, 78% of workers believe that visa and work permit assistance from their new employer would enhance their initial experience of working abroad. As a result, by applying for a sponsor licence and assisting new hires in obtaining the required visa, employers can unlock a global talent pool rich with diverse skills and experience.