Reporting Job Changes to UKVI While on a Sponsored Visa

Most sponsored employees assume that only leaving a job requires notification. If your core duties change significantly, you must submit a fresh application. Verifying your position against official UK job codes ensures regulatory compliance. Minor changes to job titles often do not require any immediate action. However, moving into a different classification always necessitates formal Home Office approval.

Salary fluctuations also trigger specific compliance mechanisms that you must manage proactively. A reduction in pay is permissible only if meeting the general threshold. Significant salary reductions may require a new application if they drop below minimums. Even temporary reductions due to unpaid leave must be reported within 10 days.

The rules regarding work location changes have become increasingly strict recently. While occasional remote work is accepted, permanent address changes must be reported. Updated sponsor guidance clarifies that your stated location must reflect your genuine base. Failure to keep this information current can lead to future settlement complications. Always ensure your sponsor updates these details promptly to avoid potential accusations.

You must apply to update your visa if changing employers entirely. This requirement applies even if the job title and salary are identical. Changing your occupation code within the same company also triggers a new visa application. The Home Office requires this to verify you meet specific skill criteria. Staying in your current role while waiting for a decision is permitted.

If your job changes to a shortage occupation list role, fees differ. Conversely, leaving a shortage role requires proving you meet higher salary thresholds. The 2026 general threshold of £41,700 applies to most new applications now. Always calculate your eligibility against the latest thresholds before accepting internal moves.

Healthcare professionals on the Health and Care Worker visa face unique requirements. If you are a nurse, your sponsor must notify the Home Office. Professional registration status is a core condition of your leave under current rules. Pre-registration nurses have a strict eight-month window to achieve full registration status. This timeline is rigid, and extensions are rarely granted without exceptional circumstances.

Changing roles within the NHS often involves moving between different bands. A move from Band 5 to Band 6 is generally positive progression. However, moving to a role ineligible for the UK Health Care Visa requires switching. This switch would trigger the requirement to pay the Immigration Health Surcharge. Always check if your new role retains the specific benefits associated with healthcare.

Doctors and dentists in training have specific exceptions regarding location reporting. While your sponsor is usually your deanery, they must track work locations. Rotational training posts allow for movement between different hospitals without a new application. However, taking a clinical fellow post outside your training programme constitutes change. Ensure your administrative team understands the distinction to prevent inadvertent non-compliance.

Salary reductions are complex as they interact directly with rigid thresholds. You cannot simply agree to a lower salary if it drops below minimums. Exceptions for statutory leave allow for temporary reductions during maternity or sick leave. However, voluntary reductions for personal reasons that take you below thresholds are prohibited.

Conversely, salary increases are generally straightforward and only require sponsor updates. There is no need to apply for a new visa for pay rises. The only exception is if the increase is associated with a promotion. In such cases, the change of role takes precedence over the salary change. Always evaluate the reason for the salary change to determine the correct pathway.

When reporting salary figures, only guaranteed basic gross pay counts towards thresholds. Allowances for accommodation or travel cannot be included to artificially inflate salary. UK visa salary rules strictly exclude overtime payments, bonuses, and commission from calculations. This means your base salary alone must meet the £41,700 threshold requirement.

If your contract includes guaranteed allowances, they may sometimes be considered. Guaranteed allowances are generally excluded for new entrants, making base salary relevant. It is safer to rely solely on your basic pay for compliance. If your compensation package is complex, ask your sponsor to verify calculations.

Navigating the complexities of reporting job changes requires constant vigilance and communication. The 2026 regulations have introduced stricter salary thresholds and more rigorous monitoring. Whether facing a salary adjustment or promotion, understanding the distinction is paramount. Protecting your immigration status should always be the priority when considering amendments. Verified sponsor company databases can help you identify employers who understand these obligations.

Take proactive steps today by reviewing your current job description and salary. If you anticipate any changes, discuss them with your employer's Authorising Officer. Many compliance issues arise from delayed reporting rather than the changes themselves. Timeliness is your best defence against scrutiny regarding your UK visa status. Ensure you document every change meticulously to support future settlement applications.