The Professional’s Pathway.

You have the job offer. Now, ensure the visa is flawless. We audit your Sponsor’s "Certificate of Sponsorship" to prevent administrative errors from ruining your relocation.

Book Strategy Session →
Start Free Assessment →

Trust, But Verify.

Your employer issues the Certificate of Sponsorship (CoS), but you suffer the consequences if it is wrong.

The Nuvora Pre-Check: Before you submit your application, we audit the CoS draft for the three most common refusal triggers:

  1. SOC Code Mismatch: Did HR choose the wrong occupation code that doesn't match your job description?

  2. Salary Thresholds: Does the salary meet the April 2024 increases (General Threshold vs. Going Rate)?

  3. Working Hours: Did they calculate the pro-rated salary based on a 37.5 or 39-hour week? (A math error here leads to instant refusal).

Are You Eligible for a Lower Salary Threshold?

 

If you are switching from a Student or Graduate visa, or are under 26, you may be a 'New Entrant.'

The Benefit: You can be paid 70% of the standard job rate (down to a floor of £30,960). The Trap: This status is valid for a maximum of 4 years (including time spent on a Graduate visa). We calculate your remaining eligibility to ensure you don't fall short when you need to extend.

The Road to Indefinite Leave to Remain.

Skilled Worker leads to settlement after 5 years. However, the clock is strict.

  • Absences: You cannot be outside the UK for more than 180 days in any 12-month rolling period.

  • The 'Same Job' Rule: You can change employers, but you must get a new visa each time. A gap in employment doesn't break your continuous residence, provided you have valid leave (or Section 3C leave) at all times.

Skilled Worker FAQs

  • Yes, but strictly limited. You can work up to 20 hours a week in a job that is either in the same occupation code as your main job or in the 'Immigration Salary List'. Any other work requires a second visa.

  • Your sponsor must report it within 10 days. You then typically have 60 days (or until your visa expires, whichever is sooner) to find a new sponsor or switch categories. We can assist with rapid-response switches to avoid overstaying.

  • You cannot simply 'switch' contracts. You must apply for a brand new visa (Change of Employment).

    • The Trap: Your new job must meet the current salary thresholds (post-April 2024), even if your old job was on the lower pre-2024 rates.

    • The Gap: You must not start the new job until the new visa is approved. Working for the new employer before approval is a criminal offence.

  • Generally, no—provided you always held valid permission.

    • Example: If you leave Job A on June 1st and start Job B on August 1st, your continuous residence is intact if your visa (or Section 3C leave) covered that gap. You do not need to be working every single day, but you must be legally present.

  • Yes. Unlike the Global Talent route, the Skilled Worker route has no salary exemption for English Language. You must verify your degree via Ecctis or pass a SELT test, unless you are a national of a majority English-speaking country.

  • No. You can only bring your partner and children. Bringing parents requires the Adult Dependent Relative visa, which has a very high refusal rate and cannot usually be combined with a Skilled Worker visa.

Do You Meet the Requirements?

The rules are rigid, but your strategy doesn't have to be. Use our free assessment to see if you qualify.

Start Free Assessment →