The United Kingdom Work Permits & Visas: Types & How to Sponsor

Milani Notshe

Research Specialist

Last Updated

July 11, 2025

In This Guide

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Sponsoring a Visa in The United Kingdom: What Employers Need to Know

Are you an employer looking to sponsor international talent in The United Kingdom? Navigating The United Kingdom’s visa and work permit process can be complex — especially without a local legal entity or dedicated HR team.

This guide breaks down everything you need to know about employer-sponsored work visas in The United Kingdom, including processing times, documentation, and local compliance rules. Whether relocating a team member or hiring locally, Playroll simplifies visa sponsorship through an end-to-end employer of record platform.

Key Takeaways

Employers or EOR providers must be licensed by the UK Home Office to sponsor foreign nationals.

Work permits can take up to 8 weeks to process, depending on the application.

Common work visas include the Skilled Worker Visa (£610, approximately $800) and the Global Talent Visa (£623, approximately $800).

Independent contractors follow a different process, as they may not need employer sponsorship but must prove their self-employment status.

Work permits are generally tied to specific roles, and employees may need additional permissions for job changes or relocations.

Who Needs a Work Permit in United Kingdom

In the United Kingdom, a work permit is typically required for foreign nationals who wish to work in the country. This includes individuals from non-EU (European Union) countries, as the UK has moved away from EU regulations following Brexit. Employers seeking to hire non-UK residents must ensure that their international employees meet the necessary visa requirements to legally work in the UK.

Generally, a work permit or visa is required for anyone who is not a UK citizen, a citizen of the European Economic Area (EEA), or Switzerland. This includes skilled workers, temporary workers, and other professionals looking to work in the UK. Additionally, employees planning to stay in the UK for a period longer than six months must meet specific criteria and apply for a visa under one of the UK’s work visa categories.

Types of Work Visas in United Kingdom

The UK offers several different work visas depending on the type of employment, skill level, and duration of stay. Employers must determine which visa type best suits the role and the qualifications of the employee. Below is an overview of the most common types of work visas available in the United Kingdom:

Visa Type	Description
Skilled Worker Visa	For individuals with a job offer in a skilled occupation and a sponsor licensed by the UK government.
Temporary Worker Visa	For short-term employment in specific sectors such as charity, creative, and sporting roles.
Global Talent Visa	For exceptional individuals in fields such as science, humanities, engineering, arts, and technology.
Intra-Company Transfer Visa	For employees of multinational companies who are transferring to a UK branch or subsidiary.
Start-up Visa	For entrepreneurs wishing to start a business in the UK that is innovative and scalable.

Common Hiring Scenarios for The United Kingdom

When hiring talent in The United Kingdom, employers typically choose one of three pathways depending on the role, duration, & legal requirements. Below are the most common models.

Use Case 1: Sponsoring a Foreign Employee via Work Permit or Visa

This is the most common route for companies hiring full-time foreign talent in the United Kingdom. To sponsor this visa, an employer (or Playroll as the Employer of Record) must have a registered legal entity in-country and issue a compliant offer of employment.

Key Employer Considerations:

Sponsorship is required — contractors or freelancers cannot apply under this visa.
Employees must remain in the approved work location unless authorized to relocate or change employers.
Processing timelines vary (up to 8 weeks), depending on the consulate or embassy.

This is best for: Long-term roles with in-office or hybrid presence in the United Kingdom.

Use Case 2: Hiring a Foreign Contractor in The United Kingdom

Independent professionals in The United Kingdom can legally work with international clients without employer sponsorship, but must comply with local tax registration and reporting laws.

With Playroll’s Contractor Management solution, you can:

Draft fully compliant local contractor agreements.
Automate contractor invoicing and cross-border payments, in Tunisian Dinar (TND) or USD.
Mitigate risk of permanent establishment and contractor misclassification.

This is best for: Freelancers, consultants or project-based roles, especially if the worker already lives in The United Kingdom.

Use Case 3: Relocating an Existing Employee to The United Kingdom

Transferring an existing team member to The United Kingdom? You’ll still need to navigate the same visa and payroll setup process. Even if the employee works for you elsewhere, a local employer of record is required to stay compliant.

EOR’s, like Playroll, handle all local steps, including:

Work permit sponsorship and immigration paperwork,
Registration with local authorities and payroll systems,
Enrollment in mandatory benefits and statutory schemes.

This is best for: Internal transfers or remote-first companies looking to expand into Africa, or talent retention offerings for global mobility programs.

Not Sure What to Pay in The United Kingdom? Compare fair, local salaries with our free benchmarking tool.

Requirements For a Work Permit in United Kingdom

To obtain a work permit in the United Kingdom, employees must meet certain eligibility criteria. For employers, this means ensuring their international workers comply with these conditions and that they hold the correct visa for their employment type.

Requirements for obtaining a work permit in the UK typically include having a valid job offer from an employer who is a licensed sponsor, meeting the required salary threshold, and demonstrating proficiency in English. Employers also need to verify that their potential employees meet the skill and education level requirements for the job role. Additionally, certain work visas, such as the Skilled Worker Visa, require a specific score on the points-based system used by the UK Home Office.

Valid Job Offer: The employee must have a confirmed offer of employment from a UK-based employer who is a licensed sponsor under the UK's immigration system.
Salary Requirements: Certain work visas have minimum salary thresholds, which must be met by the employer.
English Proficiency: Employees must be able to prove their ability to speak English to the required level for their job role.
Skills and Qualifications: The employee must possess the necessary qualifications and experience for the job being offered.
Immigration Health Surcharge (IHS): The employee may need to pay the IHS as part of the visa application process.

United Kingdom Work Permit Application Process

Employers applying for work permits for their employees in the United Kingdom must follow a specific application process to ensure that all legal and regulatory requirements are met. The process typically involves several steps to ensure that the applicant qualifies for the intended visa.

Ensure the job role qualifies for a work visa and the employee meets the necessary criteria (skills, qualifications, salary).
Apply for a sponsorship license if the employer does not already have one. This will involve proving that the company meets the necessary standards to sponsor foreign workers.
The employee applies for a work visa under the appropriate category (e.g., Skilled Worker Visa, Temporary Worker Visa).
The Home Office processes the application, which may require biometric data and an interview.
If approved, the employee receives a visa and can legally work in the UK under the conditions outlined.

Process for Visa Sponsorship In United Kingdom

Visa sponsorship is a crucial part of the work permit process for foreign employees. Employers must be licensed by the Home Office to act as sponsors for non-UK workers. This requires submitting an application to the Home Office, demonstrating the business's ability to meet the sponsor duties, and ensuring that the foreign worker will be employed in a role that meets UK immigration requirements.

The first step in sponsoring a worker is obtaining a sponsorship license.

Employers must prove that the position being offered is genuine, skilled, and meets salary requirements.
Employers will need to track and report on the employee’s immigration status and ensure they remain compliant with all conditions of their visa.

What Are the Fees for a Work Permit or Visa in United Kingdom

Work permit and visa applications in the United Kingdom are subject to various fees, which can vary depending on the visa type and duration. Employers need to account for these costs when planning for international hires and be prepared for any additional expenses that might arise during the application process.

Visa Type	Application Fee
Skilled Worker Visa	£610 to £1,408 depending on the job and length of stay.
Temporary Worker Visa	£244 to £994 depending on the role and length of stay.
Global Talent Visa	£456 for 3 years; £916 for 5 years.
Intra-Company Transfer Visa	£482 to £1,408 depending on job role.
Start-up Visa	£363

Processing Time for a Work Permit Or Visa in United Kingdom

The processing time for a work permit or visa application in the United Kingdom can vary based on the type of visa and the individual circumstances of the application. Typically, processing times range from a few weeks to several months, with most applications being processed within 8 weeks of submission. However, expedited services are available for certain categories.

Skilled Worker Visa: Typically processed within 8 weeks.
Temporary Worker Visa: Processing can take up to 8 weeks.
Global Talent Visa: Processing may take 8 weeks or more.
Intra-Company Transfer Visa: Usually processed within 8 weeks.
Start-up Visa: Takes around 8 weeks for processing.

Work Permit Renewal Periods in United Kingdom

Work permits in the United Kingdom are typically granted for a period of 2 to 5 years, depending on the visa type and the nature of the job. For most work visas, employees can apply for an extension before their visa expires. The renewal process generally follows similar procedures to the initial application, and the employer must ensure compliance with all the necessary requirements.

Skilled Worker Visa Renewal: Up to 5 years before renewal.
Temporary Worker Visa Renewal: Typically lasts for 12 months, with extensions possible.
Global Talent Visa Renewal: Valid for up to 5 years; can be extended based on achievements.

Visa Requirements For Digital Nomads in United Kingdom

The United Kingdom does not currently offer a specific "Digital Nomad Visa." However, digital nomads working remotely for non-UK employers may be able to enter on a Visitor Visa for up to six months, depending on the type of work they are doing. As the UK continues to explore post-Brexit immigration options, digital nomads may find opportunities to apply for specific visas under new categories.

Visitor Visa: Digital nomads wishing to work remotely for overseas employers can apply for a standard Visitor Visa. However, they must be cautious not to engage in work for UK-based employers during their stay.
Work Visa: Digital nomads may consider applying for a standard work visa if they intend to live and work in the UK for a longer duration.

Common Challenges and Tips for Employers Hiring in United Kingdom

Employers in the United Kingdom often face a range of challenges when hiring international workers. These challenges can be mitigated through careful planning and awareness of immigration rules.

Challenge 1: Navigating complex visa requirements. The UK’s immigration system can be difficult to navigate, and employers may find it challenging to keep up with changes in immigration laws post-Brexit.
Challenge 2: Meeting salary thresholds. Employers must ensure that salary levels meet the requirements for certain visas, such as the Skilled Worker Visa.

Hire Global employees without hassle with an EOR solution

Expanding your workforce across international borders is an exciting step, but it can be a logistical nightmare to hire and pay employees in different countries. That’s the advantage of using a trusted Employer of Record like Playroll. They can:

Handle your international payroll: An EOR will act as your payroll provider, paying your employees on your behalf in the local currency. The company will also have in-depth knowledge of local tax codes, regulatory practices, and everything else that goes into managing global payroll.
Alleviate compliance concerns: Different countries each have their own federal and local laws governing employee payments. An EOR helps ensure that you are compliant with the unique set of laws for any country in which your company operates. This is extremely important since a compliance slip-up can result in heavy fines or even a lawsuit.
Hire and pay international contractors: Sometimes a particular project or role doesn’t require hiring a full-time employee. An EOR gives employers the flexibility to also hire contractors as needed, and avoid the potential for misclassification under local labor law.

Disclaimer

THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). Playroll does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect Playroll’s product delivery in any given jurisdiction. Playroll makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.

ABOUT THE AUTHOR

Milani Notshe

Milani is a seasoned research and content specialist at Playroll, a leading Employer Of Record (EOR) provider. Backed by a strong background in Politics, Philosophy and Economics, she specializes in identifying emerging compliance and global HR trends to keep employers up to date on the global employment landscape.