A practical guide for candidates, Graduate visa switchers, employers and HR teams checking sponsor licence, CoS timing, occupation code, salary, start date, dependants and settlement impact before relying on a UK job offer.
As checked on GOV.UK, the usual salary test is at least £41,700 or the occupation going rate, whichever is higher. Exceptions exist, and eligibility also depends on the occupation code and an approved sponsor.
A candidate may have a strong role and a willing employer, but the route still depends on sponsor licence status, CoS availability, role eligibility, salary, working hours, start date and the candidate’s current permission.
The review should happen before resignation, relocation planning, family decisions or relying on a start date.
| Check | Question | Risk if ignored | UKIMMI focus |
|---|---|---|---|
| Sponsor licence | Does the employer hold the right licence and category? | The role may not be sponsorable on the planned timeline | Licence and employer readiness snapshot |
| CoS position | Is a defined or undefined CoS needed, and when can it be assigned? | Candidate start date or visa expiry may not align | CoS timing map |
| Occupation code | Do duties match the selected code and skill level? | Wrong code can undermine eligibility and salary logic | Role and code issue list |
| Salary and hours | Does salary meet the relevant threshold and going-rate logic? | An attractive offer can still fail salary requirements | Salary pressure review |
| Candidate status | Can the candidate switch in-country, and are dependants affected? | Status, timing or family issues can disrupt the move | Candidate route impact note |
Salary should be checked with working hours, occupation code, going-rate logic, any applicable tradeable points and the actual duties. Candidates and employers often look only at the annual figure, while the route depends on how the role is classified and structured.
Timing matters most for Graduate visa holders, candidates changing sponsor, overseas hires, notice periods and roles with urgent start dates. A viable role can still become difficult if the licence, CoS, application window and work start date do not align.
Employer sponsorship should be checked before the final months.
Current work rights and start date should be treated carefully.
Travel, dependants and application timing should be mapped early.
A Skilled Worker route can be part of a long-term UK plan, but dependants, sponsor continuity, salary changes, job changes, absences and future ILR timing should be considered before the candidate relies on the offer as a permanent strategy.
If the employer is ready and the role is straightforward, a focused work route review may be enough. If the employer has never sponsored before, use employer sponsor triage. If the candidate is choosing between Skilled Worker, Graduate, family or another route, use a strategy session.
Once you have identified a route, deadline or evidence concern, the next step is to match it to the level of review it needs.