1. Introduction
Your Skilled Worker visa is tied to a specific employer. You can't simply hand in your notice and start somewhere new — to change jobs, you need a new Certificate of Sponsorship (CoS) from your new employer and must submit a fresh visa application before you can begin working for them.
The good news: it's entirely possible to switch, and thousands of people do it every year. This guide walks you through the full process — costs, salary rules, ILR implications, and the traps that catch people out.
💡 Key rule while switching
You CAN continue working for your current employer while your new visa application is pending. However, you CANNOT start working for the new employer until the application is approved. Starting early counts as illegal working — even if you have a signed contract.
2. Step-by-step process for switching employers
Here is the exact process you need to follow. Every step is mandatory — skip one and your application could be refused or delayed.
Your new employer must hold a valid Skilled Worker sponsor licence. Check the Register of Licensed Sponsors on GOV.UK before accepting any offer. If they are not on the register, they cannot sponsor you.
Once you accept the offer, your new employer creates a CoS for you through the Sponsorship Management System. This is an electronic record — not a physical document. It contains your job title, SOC code, salary, and start date.
Apply online using the CoS reference number your employer provides. You are applying to change your conditions of stay, not for a brand new visa. Pay the visa application fee and Immigration Health Surcharge at this stage.
If you have a biometric residence permit (BRP) or biometric residence card, you can verify your identity using the UK Immigration: ID Check app. Otherwise, attend a UKVCAS appointment in person for biometric enrolment.
Standard processing takes approximately 8 weeks for in-country applications. You can pay for Priority (5 working days, £500) or Super Priority (next working day, £1,000) if you need a faster decision.
You must start the new job within 28 days of the CoS start date. Do not start before your application is approved — continue working for your current employer in the meantime.
💡 Documents you'll need
Passport or BRP, new CoS reference number, evidence of English language ability (waived if you satisfied this requirement on a previous application), and financial evidence showing £1,270 in your bank account for 28 consecutive days (waived if you have been in the UK for 12 months or more with valid permission).
3. How much does switching cost?
Switching employers triggers a fresh set of visa fees. Here is what you pay as the worker, and what your new employer pays.
Worker costs
| Item | Amount |
|---|---|
| Visa application (up to 3 years) | £885 |
| Visa application (over 3 years) | £1,751 |
| IHS (per year) | £1,035 |
| Priority processing | +£500 |
| Super Priority | +£1,000 |
Employer costs
⚠️ Employers cannot pass these costs to you
The CoS fee and Immigration Skills Charge are the employer's responsibility by law. Since 31 December 2024, it is illegal for employers to recover any sponsorship costs from workers — including through salary deductions or contract clauses.
💡 IHS refunds when switching
There is no IHS refund for periods you have already paid for on your previous visa. The exception is if your new visa expires before your old one would have — in that case, you may be eligible for a partial refund of the unused portion.
4. Salary thresholds when switching
The salary you need to earn depends on when you first received a CoS for the Skilled Worker route. The rules are more generous if you were first sponsored before April 2024.
| Situation | General threshold | Going rate |
|---|---|---|
| New applicant (first CoS on or after 4 Apr 2024) | £41,700 or 100% going rate | 50th percentile |
| Transitional (first CoS before 4 Apr 2024, continuous permission) | £31,300 or going rate | 25th percentile |
| New entrant | £33,400 or 70% going rate | Reduced |
✅ Transitional protection when changing employers
If your first CoS was issued before 4 April 2024 and you have maintained continuous permission on the Skilled Worker route, transitional protection applies — even when you switch to a new employer. You benefit from the lower £31,300 threshold and the 25th percentile going rate. This protection lasts until at least April 2030.
5. Does switching reset your ILR clock?
No — and this is one of the most common worries people have. Switching employers on the Skilled Worker visa does not reset your clock toward Indefinite Leave to Remain (ILR). Your time counts cumulatively.
⚠️ Critical change: ILR qualifying period is now 10 years for new visas
For Skilled Worker visas first granted on or after 6 April 2026, the qualifying period for ILR has increased from 5 years to 10 years. If you already held a Skilled Worker visa before this date, the 5-year route is preserved — but you must lodge your ILR application by 5 April 2031. This is a major change that affects long-term planning.
6. What happens if you lose your job (the 60-day rule)
If your employment ends — whether through redundancy, resignation, or dismissal — the process is the same. Your employer is required to report the termination to the Home Office within 10 working days, and the consequences follow quickly.
🚨 Do not overstay after curtailment
If you remain in the UK after your curtailment period expires without making a new application, you become an overstayer. This results in a re-entry ban of 1 to 10 years depending on the length of the overstay. It also makes future UK visa applications extremely difficult. Take the 60-day deadline seriously.
7. Common mistakes that get people caught
These are the errors immigration lawyers see repeatedly. Avoiding them is straightforward if you know what to watch for.
This counts as illegal working — even if your application is pending and you have a signed contract. You must wait until you receive the approval decision.
Apply for your new visa BEFORE your current employment ends. If there is a gap where you have no sponsor and no pending application, you risk curtailment.
The general threshold has risen from £26,200 to £41,700 over the past two years. A salary that qualified you previously may not qualify you now — always check the current threshold and the going rate for your SOC code.
If your new employer assigns the wrong SOC code, your salary may not meet the going rate for that occupation — leading to a refusal. Verify the code matches your actual job duties.
Since January 2026, new applicants need B2-level English (up from B1). If you satisfied the English requirement on a previous Skilled Worker application, it is waived — but if not, you will need to pass a B2 test.
Your new employer must complete a right-to-work check before you start. Make sure they have everything they need and that your share code or BRP is valid.
💡 If your application is refused
If your new Skilled Worker visa application is refused, your existing permission remains valid until its original expiry date. You can continue working for your current employer (if you are still employed) or make a fresh application. Note that there is no administrative review right for Skilled Worker refusals — you would need to submit a new application entirely.
8. Key 2025–2026 changes affecting switching
The rules around the Skilled Worker visa have changed significantly over the past two years. Here is a timeline of the changes that directly affect anyone switching employers.
| Date | Change |
|---|---|
| 4 Apr 2024 | Salary threshold rose to £38,700. Transitional provisions created for existing visa holders. |
| 22 Jul 2025 | Threshold increased to £41,700. Transitional rate set at £31,300. Minimum skill level raised to RQF 6. |
| 16 Dec 2025 | Immigration Skills Charge increased by 32%. |
| 8 Jan 2026 | English requirement raised from B1 to B2 for new applicants. |
| 6 Apr 2026 | ILR qualifying period changed to 10 years for visas first granted on or after this date. |
| 8 Apr 2026 | Salary must be met in every pay period (monthly salary = 1/12th of annual threshold). |
9. Practical tips for a smooth switch
These are the things that make the difference between a straightforward switch and a stressful one.
This is the safest approach. You keep your right to work, avoid any curtailment risk, and have income while you wait for the decision. Never resign before your new CoS is issued.
Standard processing takes around 8 weeks. If your new employer has a start date in mind, the £500 Priority service (5 working days) is worth it. Super Priority (£1,000, next working day) is available if timing is very tight.
Before you accept a job offer — and certainly before you resign — confirm that the employer is on the Home Office Register of Licensed Sponsors. If they are not listed, they cannot sponsor you.
Your salary must meet both the general threshold (£41,700 for new applicants, or £31,300 transitional) AND the going rate for your specific SOC code. Check both — the higher of the two applies.
Payslips, P60s, bank statements, employment contracts, and correspondence with the Home Office — keep everything. You will need to demonstrate continuous employment and residence when you eventually apply for ILR.
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