Switching Jobs on a UK Sponsored Visa

Securing a new role requires verifying that your prospective employer holds a valid sponsor licence. The Home Office mandates strict salary thresholds based on 2024 Annual Survey of Hours and Earnings data. You cannot simply transfer your existing visa to another company without formally applying for permission to update your immigration status. Understanding appeal UK visa refusal is essential before starting your application to ensure you have sufficient funds available.

The general salary threshold for a Skilled Worker visa has increased significantly to £41,700 under current regulations. This higher baseline requirement means many roles that previously qualified for sponsorship may no longer be eligible. Applicants must also prove they meet the B2 English language standard which is higher than previous years. Your new role must correspond to an eligible occupation code at Regulated Qualifications Framework level 6 or above. Meeting these stricter criteria is fundamental to a successful transition between UK employers.

Timing your resignation is critical because your current visa may be curtailed once your sponsorship ends. You typically have sixty days or until your visa expiry date to submit a valid application for your new role. Leaving your current position without a confirmed offer creates significant risk to your immigration status. Most professionals wait until their new visa is approved before serving notice to their current employer. This strategy minimizes the danger of becoming an overstayer if the new application encounters unexpected delays.

Switching employers involves substantial costs that are often overlooked during the initial job search phase. You must pay the application fee which ranges from £769 to £1,519 depending on the duration of your new certificate. The Immigration Health Surcharge is currently set at £1,035 per year and must be paid upfront for the entire visa duration. Many applicants negotiate with their new sponsor companies to cover these significant expenses as part of their recruitment package. Without such support, the upfront financial burden can exceed several thousand pounds.

Your new employer must also pay the Immigration Skills Charge before they can assign your Certificate of Sponsorship. This charge cannot be passed on to you legally and must be borne entirely by the recruiting organisation. If you are applying from inside the UK, you must not travel outside the Common Travel Area while your application is pending. Doing so will automatically withdraw your application and you will lose the fees you have already paid. Skilled Worker visa holders should carefully plan any international travel around their application submission dates to avoid this common pitfall.

Your new application is treated as a fresh assessment rather than a simple administrative transfer. You must score seventy points again under the UK points system to qualify for the new visa. Fifty of these points are mandatory and come from your job offer, the skill level of the role, and your English language ability. The remaining twenty points are tradeable and usually come from your salary meeting the relevant threshold or holding a relevant PhD qualification. Failing to meet the points requirement will result in an immediate refusal of your application.

The skill level requirement has returned to RQF level 6 for most standard applications. This means the role must be graduate-level or equivalent to qualify for sponsorship under the current rules. Roles that fall below this skill level are generally not eligible unless they appear on the specific exceptions list. Care workers remain a notable exception to this rule but face their own specific restrictions regarding dependants.

The Home Office has fully transitioned to digital immigration status for most visa holders in 2026. You will no longer receive a physical Biometric Residence Permit card upon approval of your new application. Instead, you will manage your status through an online UKVI account that allows you to generate share codes. These codes are essential for proving your right to work to your new employer before you can legally start.

Your digital profile will update automatically once your new application is approved by the caseworkers. You should verify that your details are correct immediately after receiving your decision email to prevent future administrative issues. Employers can verify your status instantly using the online employer checking service with the share code you provide. This digital system streamlines the onboarding process and eliminates the delays previously caused by waiting for card delivery. Ensure you keep your passport details updated in your UKVI account to maintain seamless access to your status.

If you have dependants, they must also apply to update their visas to align with your new employment. Their applications should ideally be submitted at the same time as yours to ensure their leave remains valid. Failure to update dependant visas can lead to complications with their access to healthcare and education services. Always check the specific requirements for partners and children under the new salary rules.

Many applications fail because the job description does not genuinely match the selected occupation code. The Home Office scrutinizes applications to ensure roles are not disguised to meet the skill threshold artificially. You must ensure your new job duties align perfectly with the official standard occupational classification description. Understanding the new UK digital status system is essential for maintaining compliant status in 2026. A mismatch here is a primary trigger for refusal and can lead to credibility interviews.

Another frequent error involves calculating the salary threshold incorrectly for the specific working hours. The minimum salary requirement of £41,700 is based on a 37.5-hour working week under current rules. If your contract specifies different hours, the salary requirement must be pro-rated accordingly to ensure compliance. Always verify these calculations before the Certificate of Sponsorship is assigned to avoid automatic rejection.

Switching jobs while on a sponsored visa requires precise coordination between you and your prospective employer. The process demands careful attention to the new salary threshold of £41,700 and the increased skill level requirements. You must ensure that your new role is genuinely eligible for sponsorship before resigning from your current position. Successful applicants typically secure their new Certificate of Sponsorship well before their notice period begins to minimize risk. This strategic approach protects your continuous residence and ensures a smooth transition to your new role.

Start your search by identifying employers who already hold a valid sponsor licence. Verify that the salary on offer meets the specific going rate for your occupation code. Prepare your financial documents early to demonstrate you meet the maintenance requirement of £1,270 if needed. Professional advice is often valuable if your situation involves complex factors like dependants or previous refusals.