Navigating UK Work Visas in 2026

Hiring someone new in the UK or relocating an existing team member? UK immigration rules can feel overwhelming, but getting the visa right from the outset keeps everything legal and straightforward.

Whether it’s a new hire or an internal move, most non-UK workers need proper permission to live and work here (with some clear exceptions). Factor in tax, employment laws, and sponsor responsibilities, and it adds up fast. This guide breaks down the essentials, main visa types, and practical steps based on current UK immigration rules.

Why Getting the Right Visa Matters

Non-compliance can mean serious fines, legal issues, or reputational harm for your business. UK authorities require employers to verify every team member’s legal right to work before their start date. When in doubt, consult an immigration specialist.

Who Needs a Work Visa?

Most people from outside the UK (without settled status) do. Exempt groups include:

• UK citizens (even if living abroad)
• Those with indefinite leave to remain (ILR, or permanent residency)
• Irish citizens
• Certain Commonwealth citizens with right of abode

Post-Brexit, EU, Swiss, Icelandic, Norwegian, and Liechtenstein citizens generally need a visa unless they have settled or pre-settled status via the EU Settlement Scheme.

All other third-country nationals typically require a work visa.

What is Indefinite Leave to Remain (ILR)?

ILR grants permanent residency, allowing someone to live and work in the UK without time limits or visa renewals. No ongoing sponsorship is needed (keep standard records). It’s often a pathway to British citizenship ideal for retaining long-term talent.

Right-to-Work Checks: Essential for Every Employer

UK employers must confirm a new hire’s legal right to work before employment starts. This involves checking original documents (e.g., passports, visas) or using the Home Office online service when possible. Records must be kept for at least two years after employment ends. It’s a key safeguard against penalties.

Main Types of Work Visas

The UK uses a points-based system for most sponsored routes, plus unsponsored options. Here’s an overview of the most common:

Skilled Worker Visa

The primary route for skilled roles with local talent shortages. Requires a sponsor licence and a Certificate of Sponsorship (CoS). The job must be on the eligible occupations list (usually graduate-level) and meet salary rules.

Key requirements (as of 2026):

• Minimum salary of £41,700 per year or the “going rate” for the occupation (whichever is higher). See full details on the GOV.UK Skilled Worker visa page.
• English language proficiency (higher B2 level required for new applications from 8 January 2026).
• Agreed working hours.

This route offers a path to settlement (ILR) after five years of continuous residence strong for permanent international hires.

Global Business Mobility Visa

Ideal for intra-company transfers. Sub-categories include:

• Senior or Specialist Worker: For relocating experienced staff to a UK branch/affiliate. Minimum salary £52,500 or the going rate (whichever higher), plus £22.60 hourly. Higher earners (£73,900+) have exemptions (e.g., from 12-month prior employment rule). Details on GOV.UK Senior or Specialist Worker visa.
• Graduate Trainee: For structured training—lower thresholds but specific use.
• Service Supplier: Temporary work under trade agreements.

These are temporary but excellent for multinational operations.

Other Options (Often No Sponsorship Needed)

• Graduate Visa: For recent UK international graduates—stay 2 years (3 for PhDs) to work at any level. Flexible for entry-level roles. (Note: Planned reduction to 18 months from 2027 for most.)
• Youth Mobility Scheme: Ages 18–30 (up to 35 for some countries)—up to 2 years. No sponsorship; time-limited, no dependants.
• India Young Professionals Scheme: Ages 18–30 with degree—up to 2 years via ballot.
• Global Talent Visa: For leaders/potential leaders in academia, research, arts, digital tech. Endorsement required—no sponsorship, flexible work, settlement path.
• UK Ancestry Visa: Commonwealth citizens with UK-born grandparent—up to 5 years, broad rights, potential settlement.

Niche routes exist too, such as Health and Care Worker, Seasonal Worker, International Sportsperson, or Minister of Religion—check eligibility on GOV.UK work visas overview.

No Digital Nomad Visa

The UK does not offer a dedicated digital nomad visa in 2026. Limited remote work for non-UK employers may be possible short-term (up to 6 months) on a Standard Visitor visa, but rules are strict.

(The UK is not in the Schengen Area, so Schengen visas do not apply.)

Visa Requirements Overview

Sponsored visas typically require:

• Employer sponsorship (licence + CoS).
• English proficiency (B2 level for many new Skilled Worker applications from 2026).
• Job/role eligibility.
• Salary thresholds (as noted—updates reflect recent wage data).

Un-sponsored routes vary by age, nationality, qualifications.

How to Apply: Sponsored Visa Steps

1. Obtain a Sponsor Licence — Apply via the Home Office if needed. Confirms your compliance.
2. Issue a Certificate of Sponsorship (CoS) — Assign one for the role.
3. Employee Applies — Online submission with CoS reference, passport, English proof, finances (if required), and biometrics.
4. Fees — Employer: skills charge/licence fees. Employee: visa + Immigration Health Surcharge (you may cover).
5. Decision — Often 3 weeks (priority faster).
6. Ongoing Compliance — Report changes, maintain records, renew licence.