Research and analysis

Skilled Worker route evaluation

Published 12 May 2025

Executive summary

The Skilled Worker visa route launched in December 2020. In 2024, 226,300 Skilled Worker and Health and Care applications were granted and there were 110,500 organisations registered as sponsors. Changes since the launch of the route include the introduction of the Skilled Worker Health and Care visa, changes to minimum salary requirements for Skilled Worker visa holders, and the introduction of new visa routes such as the Graduate route.

This research seeks to improve the evidence base on Skilled Worker sponsors’ and visa holders’ experiences, motivations, decision-making and activities.

This research was undertaken with visa holders and visa sponsors, using both quantitative surveys and qualitative interviews:

• visa holders: 3,207 visa holders completed an online survey, with 50 depth interviews conducted among those who completed the survey
• visa sponsors: 1,000 sponsor employers completed a telephone survey, with 50 depth interviews conducted among those who completed the survey

Motivations for using the Skilled Worker route

Skilled Worker visa holders were motivated to apply for the visa by a combination of career opportunities and wanting to live in the UK (87% cited career opportunities and 70% wanting to live in the UK). Qualitative interviews suggested a variety of ‘push’ factors (such as political volatility in their home country) and ‘pull’ factors (such the perceived quality of life in the UK) contributed to their decision to move to or stay in the UK.

Those who wanted to live in the UK most commonly said this was because of career progression opportunities (69%), more opportunities to work (53%), and a higher quality of life (52%).

Nearly half (45%) of visa holders considered other options before applying for the Skilled Workers visa. These included staying in or moving back to their home country (22%), applying for a visa for another country (18%) and applying for a different UK visa (13%).

For visa sponsors, the most commonly cited motivation for choosing to sponsor using the Skilled Worker route was a shortage of skilled UK candidates (30%). This was followed by a lack of applicants (25%) and the best candidate requiring sponsorship to take up the role (21%).

Around a third (36%) of visa sponsors said they avoided using the Skilled Worker visa unless absolutely necessary, and only one-in-twenty (5%) reported that they intentionally recruited candidates internationally. Most businesses (57%) prioritised hiring from within the UK but would sponsor a Skilled Worker visa if the preferred candidate required one.

Skilled Worker route applications and processes

Two-fifths (40%) of visa holders said that they first heard about the Skilled Worker visa route through the GOV.UK website. This was followed by hearing about it through an employer or colleague (32%), a friend or family member (32%) or social media (30%).

Many visa holders (53%) found the visa application process easy, but around one-in-seven (15%) found it difficult (the rest found it neither easy nor difficult). Health and Care visa holders were more likely to say the application process was easy compared to general Skilled Worker visa holders (56% and 50% respectively). Three-fifths (61%) of visa holders said that they received support with their application. This most commonly came from their sponsor (46%) or from a friend or family member (39%).

Half (50%) of visa holders thought that the Application Fee was value for money and just under four-in-ten (38%) of those whose visa was granted before April 2024 thought the Immigration Health Surcharge (IHS) was value for money. Those on the general Skilled Worker route were asked if the recent increase in the IHS was value for money. Less than one-in-five (18%) agreed that it was.

Two-thirds (69%) of visa sponsors reported that they covered the full amount of their employee’s visa application fee, with a further 7% splitting the cost with the employee. Almost half (46%) paid the full IHS for their employee, with a further 5% splitting the cost.

Fewer than half of recent sponsor applicants (those going through the process in the last 12 months) found the application process easy (44%) and a third found it difficult (34%). Qualitative interviews found that sponsors felt it took longer than expected and was more costly than anticipated. Around a quarter (27%) of sponsors reported outsourcing some of their sponsorship duties to a third-party organisation.

Visa holders’ activity in the UK

Around half (49%) of visa holders worked in Professional Occupations and just over a third (34%) worked in Caring, Leisure or Other Service Occupations.

Around two-fifths (39%) of general Skilled Worker visa holders reported that they earned up to £35,000 per annum, placing them below the new salary threshold of £38,700. Nearly a quarter (22%) of Health and Care visa holders earned up to £22,500 per annum, placing them below the current £23,200 salary threshold. The survey sample spans salary policy changes, meaning not all respondents were subject to the same minimum income requirements. Methodological considerations, along with variations in individual salary rules and discounts, may also account for reported salaries below standard route minimums.

Across all visa holders, just over half felt their current salary met or was above expectations (41% said it met expectations, and 13% that it was above expectations). In contrast, two-fifths (43%) felt that it was below expectations. Around half (51%) thought their salary was in line with the wider market level for their job role, but a fifth (20%) disagreed.

Visa sponsors reported a range of business benefits from employing staff on Skilled Worker visas. These included creating a more diverse workforce (34%), bringing in new cultural perspectives (26%), and learning new skills from other markets (24%).

Skilled Worker route users’ dependants

Just over half of visa holders (54%) had a dependant on their Skilled Worker visa. For almost all (94%) this included a dependant partner, while around two-thirds (65%) had dependant children.

Over four-in-five (84%) visa holders with dependants said that the Skilled Worker visa and its features had affected their decision to come to the UK, with over half mentioning the ability to bring dependants who can settle (56%), and work (56%), as important in their decision. Only one-in-ten (10%) visa holders with dependants on their visa would still have come to the UK on a Skilled Worker visa if they had not been able to bring dependants.

Visa sponsors generally felt that the recent changes to dependant rules for some staff on Health and Care visas had made it more difficult to recruit and retain migrant Skilled workers: two-thirds (65%) of sponsors who employed staff on Health and Care visas said the changes had made it harder, including around one-in-five (22%) who felt it had become much harder.

Integration and use of public services

Most (86%) visa holders felt they were integrating well into life in the UK. Two-thirds (69%) said they were able to speak English ‘very well’ before coming to the UK, and 82% said they could now speak English ‘very well’. Almost all (95%) visa holders said they (or the dependants on their visa) had used public transport in the UK in the past 12 months, and just over three-quarters (77%) had used GP or hospital services. Less than half of visa holders had used leisure centres (39%) or an NHS dentist (19%).

Users’ and sponsors’ future plans and intentions

The vast majority of visa sponsors were aware that Health and Care visa holders could no longer bring dependants on their visa (88%) and were aware of the increase to the minimum baseline salary (87%). Awareness of other policy changes was lower: around two-thirds (68%) of visa sponsors were aware that the IHS payment had increased and just over three-fifths (61%) were aware that the Shortage Occupation List had been replaced by the Immigration Salary List.

Over half (58%) of sponsors who planned to recruit new employees in the next 12 months said they would be likely to sponsor an applicant through the Skilled Worker visa route. This rose to 79% of Health and Care visa sponsors who were planning to recruit in the next 12 months.

Around two-thirds (65%) of visa holders intended to stay in the UK beyond the length of their current visa. This was higher for certain groups including older visa holders, those with dependant children, and visa holders from Zimbabwe, Nigeria and the Philippines.

1. Introduction

The Skilled Worker visa route was launched in December 2020. In 2024, 226,300 Skilled Worker and Health and Care applications were granted and there were 110,500 organisations registered as sponsors. Changes to the visa route since 2020 include the introduction of dependant restrictions for the Skilled Worker Health and Care visa from March 2024, changes to minimum salary requirements for Skilled Worker visa holders from April 2024, and the introduction of new visa routes, such as the Graduate route in July 2021.

This research seeks to improve the evidence base on Skilled Worker sponsors’ and visa holders’ experiences, motivations, decisions-making and activities.

In November to December 2021, the Managed Migration Research team, in collaboration with IFF Research, conducted qualitative research with 50 Skilled Worker visa holders and 50 licensed sponsors. This research builds on that exploratory study and explores the emerging themes in more detail.

1.1 Research aims

This research was undertaken to:

• improve the evidence base surrounding the economic activity of Skilled Worker visa holders and their dependants in the UK
• inform ongoing policy development by providing deeper insights about the motivations and intentions of Skilled Worker visa holders and sponsors
• address evidence gaps identified in earlier work (such as data on skills and earnings)
• improve the evidence on sponsors’ decision-making and reasons for using the route

The key research questions for this project were:

• what motivates businesses to sponsor Skilled Workers?; how are decisions made when it comes to recruiting migrant workers, compared to recruiting or upskilling UK nationals?
• what motivated visa holders to apply for the Skilled Worker visa and have their experiences of living and working in the UK influenced their intentions for future work and settlement?
• what do Skilled Workers and their dependants contribute to the UK in terms of economic value, and how does this compare by skill level, profession, and nationality?
• how do Skilled Workers and their dependants integrate into the UK, and what are their future plans?

The research also considered the unintended consequences of policy changes, Skilled Workers sponsors’ and visa holders’ licence and visa application experiences, and areas for improvement in operational delivery of the route.

1.2 Methodology

The evaluation of the Skilled Worker visa route included:

• an online quantitative survey of 3,207 Skilled Worker visa holders
• 50 follow-up qualitative interviews with Skilled Worker visa holders
• a CATI (‘Computer-Assisted Telephone Interviewing’) quantitative survey of 1,000 Skilled Worker sponsor employers
• 50 follow-up qualitative interviews with Skilled Worker sponsor employers

1.3 Surveys

The online survey of visa holders was carried out between 5 November and 9 December 2024. The sample of Skilled Worker visa holders invited to take part in the survey was selected against the overall population profile of those awarded Skilled Worker status by age, nationality, gender and visa type. A small element of over-sampling for some age and nationality groups was made to increase likely achieved sub-group bases. Responses were weighted to match the population profile based on nationality by age group, and then for visa type and gender (rim weights applied).

The online and telephone survey of sponsors was carried out between 12 November and 20 December 2024. The sample of Skilled Worker sponsors invited to take part in the survey was selected against the size, location and sector profile of sponsors. There was a small element of over-sampling of some categories (for example, larger businesses) to increase sub-group sizes for analysis. Responses were weighted to match the business population profile based on size by region/country, and then business sector (rim weight applied).

1.4 Sample overview

The majority (68%) of visa holders surveyed were on the Skilled Worker Health and Care route. The remaining third (32%) held a Skilled Worker visa. Three-fifths (60%) of those surveyed were female and two-fifths (40%) were male. Those sponsored on the Skilled Worker visa were predominantly male (70%), and those sponsored on the Health and Social care visa were predominantly female (74%). Most were between 18 and 34 years of age (59%). Indian nationals were the largest nationality group (22%). The next 2 largest groups were Nigerian and Zimbabwean nationals, who each represented 14% of visa holders surveyed.

Almost all (91%) organisations surveyed were Skilled Worker sponsors, while 10% sponsored workers through the Health and Care Worker route. A smaller proportion, 4%, had sponsored workers on both routes. Businesses in the ‘Trade, Accommodation and Transport’ sector made up the largest group of surveyed organisations (30%), followed by those in the ‘Business and Other Services’ (28%) and ‘Health and Care’ (23%) sectors.

Over a third (36%) of surveyed visa sponsors were small businesses, and 29% were micro businesses. Medium-sized businesses made up just over a fifth (22%) of sponsors, and large businesses the final tenth (11%). Just under three-quarters (72%) of visa sponsors surveyed were in England. Roughly equal proportions of businesses were based in Northern Ireland (10%), Scotland (9%) and Wales (9%).

1.5 Depth interviews

For the qualitative stage with visa holders, 50 survey respondents who had agreed to recontact were selected to provide a spread of profiles and experience based on employment status, sector of employment, salary, dependants on visa, future intentions, and nationality. Topics covered in the visa holder interviews included motivations for coming to or staying in the UK, views on the visa application process, current economic activity, details of dependants and their current activity, levels of integration in the UK, and plans for the future.

For the qualitative stage with sponsors, 50 survey respondents who had agreed to recontact were selected to provide a spread of profiles and experience by employer location, size and sector. Topics covered in the sponsor interviews included motivations for recruiting Skilled Workers, interactions with approaches to recruiting in the UK, experience of licence application process, experiences of hiring Skilled Workers, comparison to other visa routes, impact of changes to the Skilled Worker route, and future recruitment intentions.

1.6 Interpreting the findings

Figures and percentages in the report are based on weighted survey data. The weighting was applied to the Skilled Worker visa holders and sponsors datasets to bring the profile of those responding to the survey in line with the population profile.

All differences reported are statistically significant at the 95% confidence level, unless otherwise stated, that is, statistically we can be confident that 95% of the time, the differences are ‘real’ differences and not a result of findings being based on a sample of Skilled Worker visa holders and sponsors (those that responded to the survey) rather than a census of all Skilled Worker visa holders and sponsors.

Throughout, the report makes comparisons between different sub-groups, as well as between a sub-group and the average for all Skilled Worker visa holders or sponsors. This is usually referred to as “X being more likely to Y than average”. The average refers to the average for all Skilled Worker visa holders or sponsors who were asked that question.

Due to rounding to the nearest whole number, percentages may not total to exactly 100%.

2. Motivations for using the Skilled Worker visa route

This section explores visa holders’ motivations for working in the UK on a Skilled Worker visa and visa sponsors’ reasons for choosing to sponsor skilled workers from abroad. It also looks at the alternative options considered by both visa holders and visa sponsors prior to choosing this route.

2.1 Visa holders’ motivations for working in the UK

Skilled Worker visa holders were motivated to apply for the visa for a combination of career opportunities and wanting to live or work in the UK. Nearly nine-in-ten visa holders (87%) said career opportunities were a key driver in their decision, while seven-in-ten (70%) were driven by wanting to live in the UK. More than half (59%) said both of these motivations were equally important for them in applying for the Skilled Worker visa.

For the latter group, the most important reasons given for wanting to live and work in the UK were career opportunities, progression, and quality of life, as shown in Figure 1. Familiarity with the English language was also a factor for many, as well as pay and benefits, opportunities for dependants to work, providing a route to settlement in the UK and access to good public services.

Figure 1: Reasons for wanting to live and work in the UK

Base: A2, Visa holders wanting to live in the UK (2,300).

Notes:

1. Responses below 15% not shown.

Certain nationalities were more likely to be motivated by career opportunities, including visa holders from Ghana (96%), Nigeria (92%) and Zimbabwe (91%). Visa holders from the Philippines and India were more likely than average to be motivated by living in the UK (83% and 77% respectively), as were those aged 35 and over (75%).

Qualitative research revealed a mix of ‘push’ and ‘pull’ factors attracting visa holders to live in the UK:

• ‘push’ factors included issues in their home country (such as political volatility or concerns about safety), wanting a better life elsewhere or being motivated by their company asking them to move

“My children’s future. Anything for them to have a better, brighter future.”

Visa holder, Skilled Worker, South Africa, 35+, Female

• ‘pull’ factors included career opportunities, the opportunity to advance their knowledge, their familiarity with the UK or the English language, and a chance to broaden their experiences

“To develop my skills … so more facilities for trainings and for improving skills.”

Visa holder, Health and Care, Nigeria, 35+, Male

Often, motivations to move were underpinned by seeing the experiences of others who had moved to the UK, and receiving personal recommendations about life here.

In qualitative interviews, many visa holders mentioned the ability to bring their children to the UK as an important aspect of the Skilled Worker visa route. They saw it as important to remain as a family unit, and felt that the UK offered better opportunities or a safer environment for their children. This is explored in greater depth in the section on dependants later in this report.

Visa holders were also asked in the qualitative interviews if they had any concerns about coming to the UK before they arrived. Many did not express concerns. Among those who did, the most frequently mentioned were finding accommodation and the UK weather. Some also said they had concerns about schooling, understanding transport, tax levels and the cost of living. Visa holders tended to have addressed these concerns by getting advice from people they knew and through personal research.

Four-in-five (79%) Skilled Worker visa holders reported that the Skilled Worker visa itself influenced their decision to come to the UK. For half (52%), it influenced their decision ‘a great deal’. The features of the visa that most influenced visa holders’ decisions to come to the UK were relevant jobs being eligible for sponsorship (55%), the ability to settle with dependants after 5 years (47%, and 56% of those with dependants on their visa) and the ability to bring dependants who can work (43%, and 56% of those with dependants on their visa).

Visa holders were asked if they had any concerns specifically in relation to the visa. While many had no concerns, some apprehension was reported for whether the sponsor was trustworthy, whether the role would be permanent, delays in getting the visa, the ability to get a job, or the ability to bring their partner. Some worried about paying for the application and being denied a visa.

“Initially I was concerned about the financial implication… We’d got information about the Home Office denying visas.”

Visa holder, Health and Care, Nigeria, 35+, Male

2.2 Other options considered by visa holders

Nearly half of visa holders (45%) considered other options before applying for the Skilled Worker visa, including staying in or moving back to their home country (22%), applying for a visa for another country (18%) and applying for a different UK visa (13%).

Figure 2: Other options considered before applying to SW visa

Base: A4, All visa holders (3,207).

Notes:

1. Responses below 1% not shown.

Those on the general Skilled Worker visa were more likely to have considered other options (51% had done so) than those on the Health and Care visa (40%). Visa holders from Europe were particularly likely to have considered other options (68%), along with those from Australia and the Americas (63%). Employees earning over £40,000 and with higher levels of educational qualifications were also more likely to have considered other options.

Qualitative interviews revealed that some visa holders weighed up the advantages of living and working in the UK against other countries, while others had firmly decided to come to the UK. Many visa holders had good awareness of a range of visa options, and were often influenced by the ability to bring children or the opportunity to gain indefinite leave to remain. Several respondents said the Skilled Worker visa route was easier than other options, including the Global Talent visa route and visas for Canada and Australia which were seen as requiring more documentation.

“One of my friends was previously in the UK so we were constantly discussing … type[s] of visas.”

Visa holder, Skilled Worker, India, 18 to 34, Male

Those with less awareness of visa options were generally guided by their employer. They tended to have a job on the Shortage Occupation List or a salary over the minimum threshold.

2.3 Visa sponsors’ motivations for sponsoring skilled workers

In the survey, and without prompting of answer options, employers most commonly said they recruited through the Skilled Worker route because of a lack of suitable UK candidates, or to sponsor a specific individual (see Figure 3). The lack of candidates was due to either a shortage of skills in the UK workforce, or a shortage of applicants - the latter was particularly the case in Health and Social Care.

Figure 3: Reasons for recruiting migrant skilled workers (unprompted)

Base: D2, All organisations (prior to question deletion) (570).

Notes:

1. Responses under 5% not shown.

Employers in the Business and Other Services (38%) sector were most likely to say they experienced a shortage of skilled UK candidates. In qualitative interviews, examples of roles where sponsors felt skills were lacking in the UK workforce included pastry chefs, vets, architects and engineering.

“So we have a kind of chronic lack of people with the right skills and qualifications in the UK … stemming from the fact that people don’t do science, technology, maths, etc. at school level.”

Sponsor, Business and other services, England, Large

A lack of applicants was the most commonly cited reason for sponsoring Skilled Workers in the ‘Health and Care’ sector (53%). In qualitative interviews, care homes described having immense difficulty recruiting staff locally.

“We thought give it a go purely because we couldn’t get staff from anywhere else.”

Sponsor, Health and Social Care, England, Small

Needing to sponsor a particular candidate or an existing employee was also a common reason for businesses using the Skilled Worker visa route. This was usually for someone who was already in the UK on another visa (for example, a Graduate visa, or as a dependant on their partner’s visa), who required sponsorship to remain in the UK. It could also be for someone already sponsored as a Skilled Worker by another business. In these instances, the use of the Skilled Worker visa route was not necessarily a core part of the company’s recruitment strategy but was a means to an end.

“She already was sponsored [by another employer] and we effectively had to get her re-sponsored.”

Sponsor, Business and Other services, England, Micro

Other reasons for using the Skilled Worker visa route (although mentioned by fewer employers) included that visa holders were perceived as more loyal or more hardworking. This tended to be referenced as an added benefit rather than a main driver for using the Skilled Worker route, although some sponsors in the Health and Care sector said there was a particular loyalty among sponsored staff as they had helped them to gain employment in the UK and helped them to settle in.

When prompted with a list of potential influencing factors, the shortage of UK-based workers with the required skills and needing workers with specialist skills were still the top drivers, with over half of visa sponsors reporting that each of these influenced their decision a great deal (57% and 56% respectively). The perception that migrant skilled workers have a strong work ethic influenced the decision a great deal for more than a third of visa sponsors (38%).

Figure 4: Factors influencing the decision to use the Skilled Worker visa route

Base: D4, All visa sponsors (1,000).

Notes:

1. Responses below 5% not shown.

While cost effectiveness influenced the decision at least to some extent for one-third of visa sponsors (32%), in qualitative research cost was more likely to be mentioned as off-putting for sponsors.

“The main reservation was the cost, it was quite an expensive process.”

Sponsor, Trade, Accommodation and Transport, England, Medium

2.4 Other options considered by visa sponsors

Only one-in-twenty visa sponsors (5%) reported that they intentionally recruited candidates internationally. More than half of businesses (57%) prioritised hiring from within the UK but said they would sponsor a Skilled Worker visa if the preferred candidate required one, while more than a third (36%) avoided using the Skilled Worker visa unless absolutely necessary.

Most businesses considered using other approaches to fill their vacancies before using the Skilled Worker route, particularly recruiting workers not requiring a visa from the domestic labour market (see Figure 5). One-in-five (21%) sponsors said they did not consider any other approaches.

Figure 5: Other approaches considered by visa sponsors for filling roles

Base: D3, All visa sponsors (1,000).

Notes:

1. Responses below 5% not shown.

In qualitative interviews, visa sponsors described difficulties recruiting staff in the domestic labour market, particularly in Health and Social Care, and employers felt that they had exhausted all options to recruit locally.

“We would advertise on the local platforms, like total jobs etc, etc, Facebook, social media and doing flyers, and we couldn’t recruit suitable staff.”

Sponsor, Health and Social Care, England, Small

“We can’t recruit locally and have spent a huge amount of time and money, and can’t get [recruits]… There are people … stuck in hospital and can’t come home because there is no one to provide care for them.”

Sponsor, Health and Social Care, England, Small

“We wouldn’t have considered sponsoring anyone if we hadn’t had problems hiring staff.”

Sponsor, Health and Social Care, Northern Ireland, Medium

Some employers also mentioned issues with retention for UK staff which made it unappealing for them to recruit domestically, whereas they felt more confident that those on the Skilled Worker visa would stay in a role for the duration of their visa. Some employers commented that Skilled Worker visa holders felt loyalty towards their sponsoring employer. One employer noted that migrant workers may be more reliant on their employer than domestic workers who tended to have access to wider support systems and networks for finding alternative work.

Employers were asked if they had any concerns about the Skilled Worker visa route before applying. While some had been initially concerned about the cost or administrative burden, visa sponsors generally felt it had been worth the effort, or that they had had no choice but to use it as they needed to fill their vacancies.

“We really didn’t have any choice. We really had to do it to find the staff.”

Sponsor, Business and other services, England, Small

Visa sponsors were also asked what they would do without the option of using the Skilled Worker visa route. Many felt they would be in a difficult position due to the challenges they had experienced in recruiting staff locally.

“’We’d have to rethink everything within our business. You’d just go back to where we were at and try and hammer the local recruitment.”

Sponsor, Health and Social Care, Northern Ireland, Medium

Some visa sponsors felt that if they had to recruit domestically, the quality of potential recruits would be lower. Some in the Health and Social Care sector said they would go back to using agencies to fill gaps in recruitment, but the costs would be higher for their business. Others said they would work with whatever visa options existed, while one respondent said their business would close without the Skilled Worker visa route.

3. Skilled worker route applications and processes

This section covers how visa holders and sponsors became aware of the Skilled Worker visa, the ease of the application process for visa holders and visa sponsors’ experiences of becoming a sponsor. It also explores views on the application fees and Immigration Health Surcharge and the extent to which sponsors contributed to these costs.

3.1 Discovery of the Skilled Worker visa

Visa holders most commonly heard about the Skilled Worker visa via the GOV.UK website, although word of mouth and social media were also key channels. Two-fifths (40%) of visa holders heard about the visa route through the UK Government website, with around a third mentioning an employer or a colleague (32%), friends or family (32%) or social media (30%) (see Figure 6).

Figure 6: How visa holders heard about the Skilled Worker visa

Base: B1, All visa holders (3,207).

Notes:

1. Responses below 1% not shown.

There were some considerable differences in how different visa holders became aware of the Skilled Worker visa.

• the GOV.UK website was more likely to be mentioned by visa holders from Zimbabwe (47%) and Nigeria (46%)
• those earning more than £40,000 were much more likely to say they heard about the visa from employers or colleagues (60%, compared to 25% of visa holders earning £40,000 or less); employees on the general Skilled Worker visa were also more likely to have heard about it via their employer or colleagues compared to Health and Care visa holders (47% and 21% respectively)
• Health and Care visa holders were much more likely to have heard about the visa from friends and family compared to those on the general Skilled Worker visa (40% and 20% respectively); visa holders from Nigeria (45%), Ghana (43%), the Philippines (41%) and Zimbabwe (40%) were more likely to have heard about the visa from friends and family
• social media was more likely to be a source of information about the Skilled Worker visa for those from Zimbabwe (53%), Nigeria (41%) and Pakistan (38%); it was also more commonly cited as a source by visa holders who were educated below degree level (42%), by those on the Health and Care visa (38%), and by visa holders with dependant children (36%)

Visa sponsors were also asked in qualitative interviews how they had heard about the Skilled Worker visa route. Employers mentioned a variety of sources including the GOV.UK website, media and word of mouth. Some became aware of the route after researching options for a specific employee, for example when investigating how to keep a specific employee when their existing visa expired, employ someone on a different visa, or keep EU workers after Brexit. Others became aware of the Skilled Worker visa route through media coverage of visa policy changes, including when the Shortage Occupation List changed to include support workers and healthcare assistants.

“It was on the news and media, and they were saying care workers were going to be added to the Shortage Occupation List. That was a big thing in the care industry … because everyone is in the same situation where they cannot get enough staff.”

Sponsor, Health and Social Care, England, Small

Several Health and Social Care employers also mentioned hearing about the Skilled Worker visa from other local businesses, from their Local Authority or from trade associations such as the National Care Forum.

One business looking for specialist skills said they were approached by a law firm who put them in contact with a recruitment company specifically recruiting people from the Philippines.

“He was basically saying that he brought people in. He’s got videos of skills that he can show me… the typical sort of skill set of we were looking for…”

Sponsor, Trade, Accommodation and Transport, England, Medium

3.2 Visa holders’ experiences of the application process

Many visa holders (53%) found the visa application process easy, but around one-in-seven (15%) found it difficult. Around a third (31%) were neutral about the experience, saying it was neither easy nor difficult. Health and Care visa holders more likely to say the application process was easy compared to general Skilled Worker visa holders (56% and 50% easy respectively), as shown in Figure 7.

Figure 7: Ease of the Skilled Worker visa application process

Base: B4, All visa holders (3,207).

Notes:

1. ‘Don’t know’ 2% or lower.

Applicants from Nigeria, Zimbabwe and Ghana were more likely to say the application process was easy (64%, 62% and 61% respectively). Applicants particularly likely to have found the application process difficult included those from Europe (29%) and from Australia and the Americas (27%).

Most visa holders were positive about all aspects of the application process and felt the decision took the amount of time they expected, as shown in Figure 8 and Figure 9.

The vast majority (85%) of visa holders felt the quality of written guidance provided was good, and four-in-five agreed that the application form was easy to complete (80%) and there was clear information about how long the decision would take (81%). More than three quarters of visa holders reported that the decision took the amount of time they expected (78%), while two-thirds (68%) agreed that the points-based system was easy to understand.

Figure 8: Visa holders’ experiences of the application process

Base: B5, All visa holders (3,207).

Notes:

1. Responses below 3% not shown.

Figure 9: Visa holders’ experiences of the application process, by visa type

Base: B5, All visa holders (3,207).

Notes:

1. All differences are significant from the overall figure.

In qualitative interviews, visa holders who were positive about the application process said they found the instructions clear and the application form easy to use.

“There was no ambiguity, like everything was straightforward. I could understand what they wanted, and I provided all the answers required of me.”

Visa holder, Health and Care, Nigeria, 35+, Female

“It is very well documented. I think [the] UK Visa website is very instructive and updated, and I basically followed the steps it described there.”

Visa holder, Skilled Worker, Turkey, 18 to 34, Male

Among those who found the application process difficult, some said the information was not easy to understand, while others had experienced technical difficulties, for example when uploading their photo. Some visa holders were annoyed at having to provide all the same information again if they wanted to move to a new employer. Others mentioned difficulty in locating relevant documents such as bank statements for their application, or recalling details of all travel over the past 5 years.

“It was a bit of a pain, especially the questions about travel in the past 5 years. All the countries, all the places that I was visiting. There was a very confusing part related to that which was about all the visits that I had in the UK.”

Visa holder, Skilled Worker, Poland, 18 to 34, Female

Some visa holders would have liked more communication while waiting for their visa.

“More information about where the application is in the system and what stage it’s at would be helpful.”

Visa holder, Skilled Worker, India, 18 to 34, Male

3.3 Support with visa applications

Three-fifths (61%) of visa holders received some help with their visa application. Applicants from the Philippines and India were more likely to receive help with their application (84% and 68% respectively), compared with the average.

Among visa holders receiving support with their visa application, the top source of help was their sponsor (46%), followed by friends or family (39%) and immigration representatives provided by the sponsor (24%). A minority had help from an independently sourced immigration representative (7%), a government visa representative such as UKVI (7%), or an agency (4%).

Figure 10: Who helped applicant with the application form

Base: B3, Visa holders who received support (1,935).

Notes:

1. Responses below 4% not shown.

Sponsors were more likely to have provided help with applications for visa holders in higher earning roles (58% of those earning more than £40,000 had assistance). Applicants from the Philippines and from Europe were most likely to have had help from their sponsor (68% and 65% respectively).

“I never really needed to worry about getting stuck on anything or not understanding something correctly because I got support from the company throughout the process.”

Visa holder, Skilled Worker, Europe, 35+, Female

Friends and family were used for assistance more often by applicants from Nigeria (69%), Zimbabwe (59%) and Ghana (58%) and among Health and Care visa holders (49%).

Most visa sponsors also said they helped their employees with visa applications, particularly by helping applicants to understand the eligibility criteria (70%), helping to gather evidence (61%) and signposting to other information sources (61%). Around half of sponsors (51%) said they provided access to an immigration lawyer or advisor while half (50%) also helped with filling out the application form.

Figure 11: Types of sponsor support for visa applicants

Base: F8, All visa sponsors (1,000).

3.4 Application fees and the Immigration Health Surcharge

While half of visa holders agreed that the Application Fee was value for money (50%), fewer felt the same way about the Immigration Health Surcharge (IHS). Just under four-in- ten (38%) of those with a visa granted before April 2024 considered the IHS (at the time of their application) to be value for money. Visa holders on the general Skilled Worker visa were asked if they considered the recent increase in cost of the IHS to be value for money and fewer than one-in-five agreed (18%).

Figure 12: Visa holders’ perceptions of value for money (fees and charges)

Base: B7, 1. All visa holders (3,207); 2. Visa holders whose visa was granted before April 2024 (3,061); 3. Visa holders whose visa is not a Health and Care visa (1,016).

Notes:

1. Responses below 6% not shown.

“It is definitely a big chunk of money that we have to spend, and I did not know about that before … I think it is too much money given the state of the services.”

Visa holder, Skilled Worker, Pakistan, 18 to 34, Male

“It’s not also very easy for you to get …[an appointment] for those [NHS] services even if you get sick.”

Visa holder, Skilled Worker, Zimbabwe, 35+, Male

Visa holders on the Health and Care visa were more likely to agree that the fees provided value for money. Three-in-five (59%) considered the application fee value for money and almost half (45%) felt the same about the IHS, compared to 38% and 28% respectively for general Skilled Worker visa holders. Visa holders employed in higher salary roles were less likely to consider the fees and IHS to be value for money than those on lower salaries. Only 29% of those earning more than £40,000 thought the application fee value for money, and 16% for the IHS, compared to 57% and 45% respectively among visa holders earning up to £40,000.

In qualitative interviews, some visa holders also commented on the cost for the premium service.

“If you want a specific day, or if you want a specific time, you should know that these are a premium package. You’ll be expected to [pay an] amount of money and stuff like that.”

Visa holder, Health and Care, Nigeria, 35+, Female

“I think there was some priority services that were available to get the visa quickly and get it mailed to your address. I would have expected that that cost to be included in the whole application fee itself.”

Visa holder, Skilled Worker, India, 18 to 34, Male

In the survey of visa sponsors, two-thirds (69%) reported that they covered their employees’ visa application fees and a further 7% split the fee. Almost half (46%) paid the full IHS for their employees and a further 5% split this cost with the visa holder.

Employers sponsoring Health and Care visas were equally likely to cover the application fees as those sponsoring general Skilled Worker visas (68% and 69% respectively). Both groups were also equally likely to cover the full IHS for sponsored employees (44% of Health and Care visa sponsors and 46% of general Skilled Worker visa sponsors, not a statistically significant difference).

Figure 13: How costs are split between visa holders and sponsors

Base: F7, All visa sponsors (1,000).

Around half of visa sponsors also provided other forms of financial support to help Skilled Worker employees settle into the UK. This included arranging UK accommodation (39%), covering flights or other travel costs (23%), paying fees associated with the English language requirement (15%), paying wages in advance or offering a loan (3%) and providing items they needed on arrival (2%).

Figure 14: Other financial support provided to help employees settle in UK

Base: F9, All visa sponsors (1,000).

Notes:

1. Responses below 2% not shown.

“We furnished [the accommodation]. We filled the pantry with some food for them… We looked after them and they pay rent for it out of their wages…”

Sponsor, Trade, Accommodation and Transport, England, Medium

In qualitative interviews, some visa holders who had accommodation provided said their rent was only deducted after their first month here. Others had accommodation provided when they first arrived in the UK.

“I have accommodation upon arrival, and then, after a month, you can move if you want to find another place to live.”

Visa holder, Health and Care, Philippines, 35+, Female

3.5 Visa sponsors’ experiences of the sponsorship license application process

Visa sponsors’ experiences of the sponsorship licence application process were mixed: fewer than half of recent applicants found the process easy (44%) and a third found it difficult (34%).

Those who found the process easy said it was quicker than they had expected. The fees were not an issue for most businesses, and some outsourced elements of the application process to third parties or sought advice from lawyers.

Visa sponsors who found the application process difficult said it took longer than they had expected or was more costly – some were unaware of the fees involved. Some sponsors experienced an application being rejected and felt unclear on the reasons for the rejection.

“If they want more information, they should be clear… We provided all the information we thought they wanted and it came back and we didn’t know why… other than ‘Insufficient Information.”

Sponsor, Health and Social Care, England, Medium

Visa sponsors’ views on communication with the Home Office and the information provided were more positive than their overall experiences of the application process. More than half agreed that communication with the Home Office was easy (55%^{[footnote 1]} while one-in-six disagreed (16%). Two-thirds agreed that the information provided by the Home Office was sufficient (69%) and one-in-five disagreed (21%).

Figure 15: Views on Home Office communication and information during licensing application process

Base: C4_1, C4_2, Respondents who were involved in application (286).

Notes:

1. Responses below 6% not shown.

Micro organisations were more positive about both communication with the Home Office (63% agreed it was easy) and the information provided (80% agreed it was sufficient). Medium-sized employers were less positive about communication with the Home Office (31% disagreed that it was easy), and large and medium-sized visa sponsors were more likely to find the information provided insufficient (38%).

Those who found the information unclear felt the guidance could use simpler language or described having to search for what they needed in several different places online.

“There’s so much to read and it’s directing you here, there and everywhere. I didn’t find it crystal clear.”

Sponsor, Business and other services, England, Medium

Some visa sponsors who were dissatisfied with communication with the Home Office said they wanted to be able to ask questions over the phone, and some had also had a poor experience on the phone.

“When you do ring up for guidance, they don’t really want to tell you anything, they want you to work it out yourself.”

Sponsor, Health and Social Care, England, Medium

When asked how the application process could be improved, two-in-five recent applicants (42% of organisations awarded a licence in the past 12 months) said they were happy with the service or that no improvement was needed. The top suggestions for improvement were better communication or personal contact (17%), clearer guidance and information (15%), simplifying the application (11%), a faster process overall (10%) and improvements to the website (8%).

3.6 Visa sponsors’ use of third parties

Around a quarter of visa sponsors (27%) outsourced aspects of the sponsorship process to third parties. This was higher among large and medium-sized employers (41% and 33% respectively) and those based in London (32%). Organisations sponsoring the general Skilled Worker visa were more likely to outsource sponsorship duties to a third party than Health and Care visa sponsors (28% and 13% respectively).

Visa sponsors who outsourced elements of the sponsorship process said it gave reassurance that their application would be approved first time. Some explained that they did not have the capacity in-house.

“[The agency] took all the stress out of it really and I knew that we were doing things correctly … I don’t think I would have gone ahead with [the application] if I didn’t have someone to do that.”

Sponsor, Health and Social Care, Wales, Medium

There were different levels of outsourcing. Some employers outsourced all applications and the logistics of moving employees over to the UK, some outsourced just the application, and some simply sought advice and then completed the application form themselves.

“Our immigration solicitors are Level 1 users on our licence and manage the whole process of assigning the certificate of sponsorship and managing dependant families.”

Sponsor, Manufacturing, Wales, Large

3.7 How visa sponsors recruit Skilled Workers

Visa sponsors used advertising widely to recruit through the Skilled Worker visa route, with over eight-in-ten (84%) using job sites to advertise roles. They tended to use UK job sites more than overseas sites (55% and 11% respectively). Other methods sponsors used to recruit included targeted advertising on social media (42%), advertising on their own website (39%), and directly approaching potential recruits (39%). Around one-quarter (27%) used recruitment agencies based in the UK and one-in-ten (10%) used recruitment agencies based overseas. A further one-in-ten (11%) used word of mouth for recruitment.

Figure 16: Methods for finding employees on Skilled Worker visa

Base: D6, All visa sponsors (1,000).

Notes:

1. Responses below 5% not shown.

Employers said that most roles were not difficult to fill via the Skilled Worker visa route. Those that were tended to be highly specific and skilled jobs, including the most senior positions, some engineering positions, senior care workers, and cyber security engineers.

“Even going overseas hasn’t been a walk in the park for these engineering positions. … You’ll probably get what you need but you have to pay for it.”

Sponsor, Manufacturing, Wales, Large

4. Visa holders’ activities in the UK

This chapter covers the main activities of visa holders, their occupational profile, income, as well as their experiences of applying for jobs and finding employment in the UK. It also covers employers’ experiences of hiring visa holders.

4.1 Occupational profile

Just under half (49%) of visa holders worked in Professional Occupations and a third worked in Caring, Leisure and Other Service Occupations (34%). Other occupational groups were much less commonly represented, with 8% working in Skilled Trades Occupations and 5% in Associate Professional Occupations (see Figure 17).

Figure 17: Occupational groupings (1-digit Standard Occupational Classification) of visa holders

Base: C1/C2, All visa holders (3,207).

Notes:

1. Responses below 1% not shown.

The occupational profile of the Skilled Worker visa holder varied by country of origin. Visa holders from Australia or the Americas (79%), Europe (75%) and India (59%) were more likely than average (49%) to work in Professional Occupations. Visa holders from Zimbabwe (82%), Ghana (63%), Nigeria (53%) and other African nations (41%) were more likely to work in Caring, Leisure and Other Service Occupations than average (34%). Visa holders from the Philippines (28%), Pakistan (22%) and other Asian nations (18%) were more likely to work in Skilled Trades Occupations than average (8%).

4.2 Earnings levels

Skilled Worker visa holders were asked to provide details of their annual earnings. Among Skilled Worker visa holders, just over two-fifths (44%) earned over £40,000 annually. A slightly lower proportion (39%) earned up to £35,000 per year, below the new salary threshold of £38,700. This included 9% of Skilled Worker visa holders who earned up to £25,000, below the former salary threshold of £26,200.

Among Health and Care visa holders, around half (49%) earned over £25,000 per year, and one-in-twenty (5%) earned over £40,000. Nearly a quarter (22%) earned up to £22,500 per year, placing them below the £23,200 salary threshold for care workers.

The survey sample spans salary policy changes, so not all respondents will have been subject to the same minimum income requirements. In addition, as the survey was completed online, respondents may have interpreted questions about income in different ways. While they were asked to report total salary before deductions, some respondents may not have accounted for accommodation deductions (for example). Different salary rules and discounts apply to individual visa applications and occupations, accounting for possible variations where reported salaries fall below standard route minimums.

Nonetheless, reported salaries suggest that some individuals may not be receiving the salary levels which sponsor employers are required to meet. The Home Office routinely takes action to review salary requirements and ensure sponsors are meeting minimum thresholds, and revokes sponsor licenses in cases where these conditions are not being met.

Visa holders who worked in Business and Services (59%), Primary Sector and Utilities (56%), Non-market Services (56%) and Construction (44%) were more likely than average to earn over £40,000 per year.

By nationality, visa holders from Nigeria (10%), the Philippines (10%), Ghana (9%) and Zimbabwe (6%) were less likely to earn £40,000 or more per year compared to the average. Three-fifths of visa holders from Zimbabwe (60%) earned up to £25,000 per annum, whereas this proportion was 45% or lower for all other nationality groups.

Figure 18: Personal annual income before tax and other deductions of visa holders

Base: C4, All visa holders (3,207).

Notes:

1. Responses below 5% not shown.

Visa holders had relatively mixed views about whether their pay met their expectations. Across all visa holders, and as shown in Figure 19, just over half felt their current salary met or was above their expectations (41% said it met expectations, 13% said it was above expectations). In contrast, two-fifths (43%) felt that it was below their expectations.

It was slightly more common for those on Skilled Worker visas to feel that their pay was above their expectations (15%) than those on Health and Care visas (12%). Conversely those on Health and Care visas were slightly more likely to feel that it was below their expectations (45%) than those on Skilled Worker visas (39%).

Certain visa holders were more likely to say that their pay was below expectations, including those from Ghana (56%) and Nigeria (48%), those with over 10 years of experience at the time of application (55%), and those with postgraduate qualifications (51%).

Figure 19: Whether Skilled Workers felt that their salary met their pay expectations

Base: C6, All visa holders (3,207).

Around half of visa holders felt that their salary was in line with the wider market level for their job role (51%), although a fifth disagreed (20%) (see Figure 20). Those on the Skilled Worker visa were more positive compared with those on the Health and Care visa, with 57% and 48% respectively agreeing that their salary was in line with the wider market rate. Visa holders earning £17,500 or less were less likely to agree with that their current salary level was in line with the wider market level compared to the average; two-fifths (40%) agreed this was the case, but a similar proportion (36%) disagreed.

Around half (48%) of visa holders said they were happy with their current salary level. Skilled Worker visa holders were more likely than Health and Care visa holders to say they were happy with their current salary level (55% compared with 43%).

It was also more common for male visa holders to be happy with their salary level compared with female visa holders (53% and 44% respectively). Likewise, younger visa holders (57% of those aged 18 to 24), those who studied to or were qualified below degree level (58%), those living in Scotland (59%), and those who planned to leave the UK at some point (61%) were more likely than average to be happy with their salary level. Visa holders earning more than £40,000 were also happier with their salary than those earning £40,000 or less (52% and 47% respectively).

Two-fifths of visa holders agreed that discounts to salary thresholds had been beneficial for them (39%), and 15% disagreed. A relatively large proportion either did not know (14%) or neither agreed nor disagreed (31%) that they had been beneficial for them. Younger visa holders were most likely to have found salary threshold discounts beneficial (51%).

Figure 20: Extent of visa holder agreement with statements regarding salary levels and salary threshold discounts

Base: B9_1/ B9_2, All visa holders (3,207); *B9_3, If used salary discount (1,384).

Notes:

1. Responses below 5% not shown.

4.3 Employer experiences of hiring visa holders

Visa sponsors were asked about the benefits that employing staff on a Skilled Worker visa had brought to their business. Their responses centred on the ability to create a more culturally diverse workforce, and to develop workforce skills.

As shown in Figure 21, a third of employers (34%) cited the benefit of creating a more diverse workforce, with other commonly mentioned benefits including: bringing in new cultural perspectives (26%), learning new skills from other markets (24%), and other employees learning or upskilling from migrant workers (20%). Around one-in-six visa sponsors (16%) mentioned that the Skilled Worker route provided them with the high-quality employees and the skills they needed.

Figure 21: Benefits for visa sponsors of employing visa holders

Base: E1, All visa sponsors (1,000).

Notes:

1. Responses below 5% not shown.

During qualitative interviews, visa sponsors also particularly noted the commitment, work ethic, and skills of visa holders.

“Nothing seems to be too much for them, if there are shifts going, they’re always up for it… it’s meant our other workers have sort of upped their game a wee bit too.”

Sponsor, Health and Social Care, Northern Ireland, Medium

Some employers felt that visa holders had a sense of commitment to working for their sponsor employer and were potentially more stable employees, because they may not be able to change jobs as easily as someone who does not require a sponsored visa.

“We have found they are extremely reliable members of staff because they are very, very aware that they have to hit certain markers to remain on visas. That’s not something that’s pushed by us, it’s just something they are aware of.”

Sponsor, Health and Social Care, England, Medium

Other employers also mentioned how they used the Skilled Worker route to keep a range of options open for recruitment and to have as large a potential candidate pool as possible.

Challenges for recruitment through the Skilled Worker visa primarily related to the process of hiring employees, rather than any difficulties with the employees themselves. As shown in Figure 22, the 2 most common challenges for employers when employing visa holders were increased administration (39%) and increased general costs (28%). That said, one-in-eight businesses noted that language barriers and the time required for the visa holder to acclimatise to business practices (both 12%) were challenges, and one-in-ten (10%) that they had to provide more pastoral care.

Figure 22: Challenges for visa sponsors of employing visa holders

Base: E2, All visa sponsors (1,000).

Notes:

1. Responses below 5% not shown.

In the qualitative research, some employers mentioned resource-related and financial challenges. Other challenges were felt to be specific to individual businesses, and included a small number of Health and Social Care sponsors who described visa holders’ experiences of racism and prejudice from service users. A couple of sponsors also mentioned concerns that other staff in their organisation might feel they do not receive the same level of pastoral support as visa holders.

When asked about business impacts, four-in-five employers (81%) agreed that being able to recruit visa holders had made a really positive difference to their business. Similar proportions felt that their business was now more successful because of visa holder staff (79%) and that the route helped them to attract highly skilled workers into their business (77%).

Employers who had employed workers on a Health and Care visa were particularly likely to agree that that being able to recruit through the Skilled Worker route had made a very positive difference to their business (92%) and that the route helped them attract highly skilled workers (88%).

Businesses in the micro size band were particularly likely to feel that their business is now more successful because of staff on the Skilled Worker visa (85%) and that the route helped them to attract highly skilled workers into their business (83%).

Figure 23: Extent of agreement that visa holders have had different positive impacts on the business of their employer

Base: G4_1/G4_2/G4_3, All visa sponsors (prior to question deletion) (570).

Notes:

1. Responses below 5% not shown.

Overall, sponsors’ views on the experience of sponsorship were very positive in relation to the workers they had hired on Skilled Worker visas, but more mixed in relation to sponsorship licence and visa application processes. Sponsors noted that application processes and completing the required paperwork could be very time consuming, some felt that the length of time between applying for and getting the visa was too long.

5. Dependants on Skilled Worker visas

This chapter looks at the characteristics and experiences of visa holders with dependants, focussing on which visa holders were most likely to bring dependants, how important the ability to bring dependants was on their decision to move to or stay in the UK, and dependants’ activities in the UK. This chapter also considers the impact of the recent policy change restricting care workers on Skilled Worker visas from bringing dependants on sponsors’ ability to recruit and retain migrant workers.

5.1 Profile of visa holders with dependants

Just over half of visa holders (54%) had a dependant on their Skilled Worker visa. For almost all (94%) of these visa holders this included a dependant partner, while around two-thirds (65%) had dependant children. Overall, three-in-five (60%) visa holders with dependants had both a partner and children as dependants on their visa.

Figure 24: Types of dependants on visa holders’ SW visa

Base: D2, Visa holders who have dependants on their visa (1,864).

Respondents with any kind of dependant were more likely to be older (45% were over 35, compared to 25% of those with no dependants), female (64% compared with 44%), on Health and Care visas (69% compared with 44%), and to have more years of work experience prior to coming to the UK (21% with more than 10 years’ experience compared with 14% for those with no dependants).

Conversely, visa holders with dependants were less likely to be from Europe (5% compared with 15% of those with no dependants) or the Philippines (4% compared with. 9%), or to live in London (20% compared with 25%). They were also slightly less likely to be educated at postgraduate level (23% compared with 28% of those without dependants).

5.2 Impact of being able to bring dependants

Over four-in-five (84%) visa holders with dependants said that the Skilled Worker visa and its features had affected their decision to come to the UK. Of those that felt it had had an impact, just over half mentioned said the ability to bring dependants who can settle (56%), and work (56%) in the UK as important in their decision.

As shown in Figure 25, only one-in-ten (10%) of those with dependants would still have come to the UK on a Skilled Worker visa if they had not been able to bring dependants, while twice as many (20%) would have looked for other UK visas that allowed dependants. Most would have chosen not to come to the UK at all: a third (33%) would have looked for visas in other countries that allowed dependants, and a quarter (25%) would have chosen not to relocate.

Figure 25: What visa holders would have done if unable to bring dependants

Base: D8, Visa holders with dependants on visa (1,864).

Notes:

1. Responses below 1% not shown.

Bringing dependants was less likely to be a deciding factor for younger respondents, with 23% of 18 to 34-year-olds with dependants reporting they would still have come to the UK on a Skilled Worker visa. This was also true of those earning less than £17,500 (24%), and those without children on their visas (16%).

In qualitative interviews, visa holders with dependants said being able to bring their children had been a key motivator for using the Skilled Worker visa. Many called it a ‘dealbreaker’, and felt certain they would not have come to the UK if their family could not join them.

“I would say 99% of relocation had to do with the children, otherwise we wouldn’t have come at all.”

Visa Holder, Nigeria, 35+, Male, Has dependants

As well as being able to stay as a family unit, visa holders felt that the children would have a better quality of life in the UK. In the qualitative interviews, many visa holders with dependants, particularly those with children, cited the quality of UK education and public services, and a safer environment as key reasons for their decision to move. This echoes findings from the survey, where those with dependants were more likely to cite high quality of life as a reason for coming to the UK (55% compared with 49% of those without dependants), with 22% saying this was their first or second most important reason.

In addition to improving their children’s quality of life, visa holders also reported that their dependants, particularly their partner, had played an important emotional support role during their relocation, which helped them adapt better to their new job and life in the UK. If their partner had been unable to join them, several felt they would have struggled to cope.

“Honestly with all these transitions that has been happening to me, it all became easier when my husband was here with me. So if it were hard to get a dependant, I would rethink my decisions and would not pursue my career here.”

Visa Holder, Philippines, 18 to 34, Female, Has dependants

Those who had dependants outside the UK welcomed the possibility of bringing them to the UK in future. In some cases, dependants had stayed in their home country due to long job hours, the costs of bringing them over, or an application being declined at a late stage.

“My plan is to do a Masters … and then my children can come here… I miss them a lot and that is the most painful thing…”

Visa holder, Skilled Worker, Africa, 35+, Male

5.3 Dependants’ economic activity

Most dependant partners were employed, with the majority of these employed full-time. As shown in Figure 26, seven-in-ten (71%) visa holders with a dependant partner reported that their partners were in work, with just over half (54%) employed full-time. Many of those not in work were looking for work (13% of all dependant partners).

Figure 26: Dependant partner’s employment status

Base: D3, Visa holders who have a dependant partner (1,730).

Female visa holders were more likely than male visa holders to report having a partner in work (80% and 55% respectively), as were those on Health and Care visas (78% compared to 56% for Skilled Worker visas) although potentially this was driven by gender differences in the type of visa held.

Visa holders had mixed experiences in terms of how difficult their partner had found applying for jobs as a dependant. A slightly higher proportion said it was difficult than said it was easy (42% compared to 31%), and around a quarter (25%) reported it had been neither easy nor difficult.

Where dependant partners were in work, they were most commonly working in elementary occupations (23%) or caring, leisure and other service occupations (20%). Those on Health and Care visas were more likely to report having a partner working in these occupational groups (26% had partners working in elementary occupations, and 24% in caring, leisure and other occupations). In contrast, those on general Skilled Worker visas were more likely than those on Health and Care visas to have partners in professional (20% and 5% respectively), associate professional (11% and 4%) or administrative/secretarial occupations (8% and 2%). Partners of those from Europe (37%), or from Australia and the Americas (32%) were also more likely to be in professional occupations (8% overall).

Figure 27: Dependants’ occupational groups

Base: D4, Visa holders with a partner who is employed or self employed (excluding backcoding) (1,244).

Notes:

1. Responses below 5% not shown.

In terms of earnings, dependant partners were most likely to earn between £17,501 and £25,000 per year, with around a third earning in this bracket (33%). A similar proportion (29%) were earning £17,500 or less, while about half as many (16%) earned between £25,001 and £40,000 per year. Roughly one-in-twenty (6%) were earning more than £40,000 per year, although this was more common for dependants of those on general Skilled Worker visas (19%) or living in London (14%), and those with a dependant partner but no dependant children (11%).

Figure 28: Dependant partner’s annual income, banded

Base: D6, Visa holders with a dependant partner who is employed or self-employed (1,244).

Partner earnings roughly tracked the visa holder’s own earnings: visa holders whose own earnings were £17,500 or less were more likely than average to have a partner earning in that bracket (56% compared with an average of 29%), while those earning more than £40,000 were also more likely to have partners earning above that threshold (31%).

5.4 Impact of recent rule changes

Visa sponsors generally felt that the recent changes to dependant rules for some staff on Health and Care visas had made it more difficult to recruit and retain migrant skilled workers. Overall, two-thirds (65%) of visa sponsors who employed staff on Health and Care visas said the changes had made it harder, including around one-in-five (22%) who felt it had become much harder. Only 1% said it had made it easier. Just over a quarter (28%) felt it had made no difference to their visa sponsorship (see Figure 33 later in the report).

This difficulty was echoed in qualitative interviews with several employers who sponsored migrant care workers mentioning turning away high-quality candidates due to the no dependant rule. However, although the majority felt the change dissuaded candidates with families, most of these sponsors reported still being able to fill vacancies with suitably skilled workers.

“[They know] it is going to be difficult now because they are not able to bring dependants. It has not stopped us, but it has reduced the pool.”

Sponsor, Health and Social Care, England, Small

Although most employers continued to fill vacancies, there was a shift in the characteristics of workers that sponsors were recruiting following the policy change. Generally, sponsors were now more likely to receive applications from those without dependants, and sponsors expressed concern about the long-term impacts of this demographic change. They believed that retention of these employees could be more difficult as they felt that, based on previous experience, single migrant workers were less likely to settle long-term both in their organisation and in the UK. For example, one sponsor emphasised ease of mobility for single migrants, which they felt was exacerbated by their rural location.

“Usually if you have a couple, if you have a care assistant coming with a dependant, usually there’s a child involved there, and usually they’ll settle. Whereas at the minute you’re looking at single people, and because we’re so rural, by the time their visa’s up … they’re actively looking for another sponsor, maybe wanting to move to a city or a large town.”

Sponsor, Health and Social Care, Northern Ireland

A few employers also mentioned that, as a result of the change in the rules around bringing dependants, their recruitment strategy had shifted towards recruiting workers already on a Skilled Worker visa in the UK who were looking to change sponsor. These sponsors felt this shift could have a long-term impact on their ability to grow as an organisation, even if they were currently able to fill roles.

“Now I would say it is mainly people already in the UK looking for a sponsorship switch … it’s mainly single males applying from outside the UK and in the UK, females looking for a sponsorship switch. Which will mean we won’t be able to grow, and there will be elderly clients who can’t have care because we do not have capacity.”

Sponsor, Health and Social Care, Wales, Medium

Several also reported that the change had caused significant short-term panic and confusion among their existing Skilled Workers who were yet to bring their dependants to the UK. These sponsors felt the changes were not communicated clearly and caused a lot of additional stress to their employees.

Among the visa holders interviewed, none of those with dependants had been unable to bring them to the UK due to the rule change. However, as mentioned previously, most of these visa holders felt they would not have come to the UK had they been unable to bring dependants, due to the stress of leaving their family behind, their consequent lack of support network in the UK, and the increased difficulty of establishing a long-term family life here.

6. Integration and use of public services

This chapter covers visa holders’ views on life in the UK, as well as their use of various public services and English language ability, both before and after coming to the UK.

6.1 Views on life in the UK

As shown in Figure 29, more than eight-in-ten (86%) Skilled Worker visa holders felt they were integrating well to life in the UK, including three-in-ten (30%) who said they were integrating ‘very well’. This compares with just over a tenth (12%) who said they were not integrating well.

Respondents on Skilled Worker visas were slightly more likely than those on Health and Care visas to say they were integrating well to life in the UK (89% compared with 83%). They also were more positive in terms of their level of integration, with nearly four-in-ten (37%) saying they had integrated ‘very well’, compared to a quarter (25%) of Health and Care visa holders.

Figure 29: How visa holders feel they are integrating and accommodating to life in the UK

Base: E5, All visa holders (3,207).

Notes:

1. Responses below 5% not shown.

There were some differences by country of origin. Visa holders from the Philippines (93%), Europe (90%) and Nigeria (89%) were more likely to say they were integrating well. There were also differences based on where visa holders were currently living, with those in Scotland (94%) and Northern Ireland (93%) more likely to report having integrated well than those living elsewhere.

Visa holders in the qualitative research were likewise generally positive about life in the UK. They described people in the UK as friendly and laid-back, and considered British culture to be open-minded and accepting, often more so than in their home countries. Those who had built strong social networks had done so through work, places of worship, neighbours or pre-existing contacts in the UK. A small number, however, said they had struggled to form close social connections, sometimes due to poor work life balance.

“It’s safe here, it’s cold yeah but even though I get off work at like midnight I’m not scared because I feel safe. Moving here it’s peaceful, the people here are friendly and laid back.”

Visa Holder, Philippines, 18 to 34, female, has dependants

Several visa holders commented on the cost of living in the UK, saying they had found it higher than expected. One Skilled Worker visa holder said the cost of life in the UK had prohibited her from bringing her children to live with her in the UK. In a similar vein, a number had found it difficult to secure affordable accommodation. Adapting to the weather was also a significant challenge for many. Others mentioned finding language and accent barriers difficult, as well as administrative tasks like banking and handling utility bills.

6.2 Use of public services

Almost all (95%) visa holders reported that they (or their dependants) had used public transport in the previous 12 months, including around half (49%) who said they used it every week (see Figure 30). Nearly eight-in-ten (77%) said they (or dependants) had used their local hospital or GP in the past 12 months, although most had only used these health services once or twice (44%). Around four-in-ten (39%) had used local leisure services such as fitness classes or the library in the past 12 months.

All other services were used by under a fifth of visa holders or dependants in the past 12 months. Social care services were used by 7% of visa holders or dependants, followed by housing services (13%) and job centre or money advice services (14%). Visa holders with dependants were more likely than those without to report having used a job centre or money advice service (17% compared with 10%).

Figure 30: Visa holders’ use of public services

Base: E7, All visa holders (3,207).

Notes:

1. Responses below 4% not shown.

6.3 English language ability

The vast majority (97%) of visa holders said that they were able to speak English at least fairly well before coming to the UK, including around seven-in-ten (69%) who said they could speak it ‘very well’. More than eight-in-ten (82%) said that they now speak English very well, and a further sixth (17%) say they speak it fairly well.

Figure 31: Visa holders’ English language skills before coming to the UK and now

Base: E8, All visa holders (3,207).

English language ability varied by nationality. Those from Nigeria (95%), Ghana (90%), other African countries (88%), Zimbabwe (80%) and, to a lesser extent, Europe (77%) were all more likely than average to say they spoke English ‘very’ well before coming. The same was true for visa holders working in the ‘Non-market Services’ (92%) or ‘Business and Other Services’ sectors (80%), those with postgraduate degrees (77%) and those aged 40 and over (75%). Respondents who found the application process easy and those who intended to stay in the UK were also more likely than average to say they spoke English very well before coming to the UK (74% and 72%, respectively).

Respondents from Pakistan and India reported large improvements in English language ability since coming to the UK: the proportions saying they spoke English ‘very’ well increased by 24 and 21 percentage points respectively. Other large increases were recorded for ‘Construction’ sector workers (19 percentage point increase), those aged 18 to 24 (18 percentage point increase) and those with below degree-level education (16 percentage point increase).

7. Users’ and sponsors’ future plans and intentions

This chapter looks at the impact of policy changes for visa sponsors. It then explores the future plans of both visa holders and visa sponsors, including whether visa holders intend to stay in the UK and whether visa sponsors will continue to employ workers through the Skilled Worker visa route.

7.1 Impact of policy changes and sponsors’ reactions

Most visa sponsors reported that they were aware of recent changes to the Skilled Worker visas and charges. Visa sponsors were more likely to be aware that social care workers could no longer bring dependants (88%) and of the increase in the minimum baseline salary for Skilled Worker visas (87%), than of the increase in Immigration Health Surcharge Payment (68%) and the change in the Shortage Occupation List to the Immigration Salary List (61%).

Figure 32: Sponsors’ awareness of changes in eligibility requirements

Base: F2, All visa sponsors (1,000), except *F2_2, Organisations with staff employed on a Health and Social Care visa (95).

Notes:

1. Responses below 4% not shown.

The majority of visa sponsors (70%) thought that the Home Office had communicated these changes well, and over one quarter (28%) of visa sponsors thought these changes were communicated very well. However, a similar proportion (26%) said that the Home Office communicated the changes not very well or not at all well.

Visa sponsors reported that the changes in eligibility requirements would make it harder to recruit and retain skilled workers. Out of the 4 changes, social care workers no longer being allowed to bring dependants had the highest proportion of relevant visa sponsors (65%) reporting that it would make it harder. Figure 33 shows the extent to which visa sponsors reported that each change would make recruiting and retaining skilled workers easier or harder.

Figure 33: Impact of the changes to visa sponsors

Base: F4, All visa sponsors (1,000), except *F4_2, Organisations with staff employed on a Health and Social Care visa (95).

Notes:

1. Responses below 3% not shown.

Of visa sponsors who said that the policy changes made recruiting and retaining skilled workers more difficult and gave a reason why (574 organisations), almost two-thirds (64%) said that it would increase company costs. This was followed by salary requirements being too high (33%) and higher skill requirements meaning that fewer roles could be sponsored (6%).

Qualitative evidence reinforces these findings. ‘Health and Social Care’ sector employers felt the policy changes would decrease the number of workers that could fulfil the needs of their businesses. In addition, visa sponsors expressed concern around increased salary requirements. In the interviews, visa sponsors in the North of England and Northern Ireland were particularly likely to raise concerns about the increase in the minimum baseline salary posing an issue.

“We’re in the North. It’s a different standard of living to down South, so I don’t think we could afford to bring anyone over.”

Sponsor, Trade, Accommodation and Transport, England, Medium

Even though visa sponsors felt that the policy changes would make recruiting and retaining foreign skilled workers harder, many said that they still intended to employ workers from abroad.

“I think we’re just going to have to spend a bit more. I don’t think it will change how we approach it because unless we get better applicants over here, which hasn’t been happening in all the time I’ve been here… we’ll have to continue to pay overseas workers.”

Sponsor, Health and Social Care, Northern Ireland, Medium

Visa holders were generally positive about the increase of the minimum baseline salary, although around a third (34%) agreed that it acted as a barrier to finding employment. Most visa holders said that the increase in the minimum baseline salary would help to ensure that they get paid fairly (70%), that they could support themselves or their family (65%) and that the good wage attracted them to the UK (57%). On the other hand, as well as acting as a barrier to employment, a third of visa holders (34%) reported that it meant they would have to work longer hours than they would like.

Figure 34: Impact of the minimum salary threshold for visa holders

Base: B6, All visa holders (3,207).

Notes:

1. Responses below 5% not shown.

Qualitative findings suggested that the minimum salary threshold has had little influence on many visa holders, either because their role already paid above the minimum, or because their role was not affected by it. On the other hand, some visa holders were concerned that they would no longer have the option to stay beyond their current visa as they could not earn enough to meet the minimum salary threshold.

7.2 Visa holders’ future plans

Around two-thirds of visa holders (65%) intended to stay in the UK beyond the length of their current visa. A further one-in-eight (13%) intended to stay for the length of their current visa while one-in-five (20%) were unsure. Only 2% intended to stay for a shorter period than their current visa.

Figure 35: Intended length of stay in UK

Base: F1, All visa holders (3,207).

Future plans varied by nationality. Visa holders from Zimbabwe (83%), Nigeria (79%) and the Philippines (78%) were the most likely to intend to stay beyond the length of their current visa. Those from Pakistan (25%), India (17%) and elsewhere in Asia (19%) were more likely to plan to stay only for the length of their current visa. Older visa holders and those with dependant children were also more likely to plan to stay longer (71% of those aged 40 or over and 72% with dependant children), while those aged 18 to 24 were more likely to be planning to stay for the length of their current visa (22%).

Among visa holders planning to stay longer, most (68%) hoped to renew their Skilled Worker visa, while more than a quarter (28%) intended to apply for settlement in the UK.

There were a multitude of reasons for visa holders wanting to stay longer in the UK (see Figure 36). While the most commonly cited reason was career progression, other factors included the quality of life and opportunities for dependants.

Figure 36: Reasons for staying in the UK beyond current visa

Base: F2, All visa holders planning to stay beyond their current visa (2,191).

Notes:

1. Responses below 1% not shown.

Qualitative interviews also revealed that quality of life for visa holders and their dependants, including access to education and healthcare, were important considerations in wanting to stay in the UK.

“The quality of life is good. There are good schools for the children, and good facilities for us.”

Visa Holder, Health and Care, Nigeria, 35+, Female

Some visa holders described having built a life in the UK, including meeting a partner or buying a house.

“I’m planning to stay. Because, currently, you know, I’m building a life here. I met my partner here.”

Visa Holder, Skilled Worker, Europe, 18 to 34, Female

For those intending to leave the UK at the end of their current visa or sooner, the most common reasons were lack of career opportunities (20% of those planning to leave when the visa expires or sooner), the cost of the visa (20%), and feeling better opportunities were available abroad (19%).

Figure 37: Reasons for leaving the UK

Base: F5, All planning to leave UK when visa expires or sooner (409).

Notes:

1. Responses below 5% not shown.

None of the qualitative interview participants were planning to leave imminently, but some planned to leave after 7 to 10 years in the UK, to return to their family and take skills back home.

“In the long run, maybe 7 years from now, I’ll have to go back home … To join my family and continue my business.”

Visa Holder, Skilled Worker visa, Africa, 35+, Male

Several qualitative participants were still uncertain about whether they would stay beyond their current visa. For some it depended on whether their employer offered an extension or could meet the new salary threshold.

“I feel like it would be nice to extend with my employer but it depends what they can offer [in terms of pay].”

Visa Holder, Skilled Worker visa, Asia, 18 to 34, Female

“It will also depend on my employer because I’m sponsored by them, and if they would want to continue the sponsorship then that’s a big factor.”

Visa Holder, Skilled Worker visa, India, 18 to 34, Male

7.3 Visa sponsors’ future plans

Most visa sponsors (65%) planned to recruit new employees in the next 12 months, and most of these (58%) were likely to use the Skilled Worker visa route, particularly the Health and Care visa.

Figure 38: Sponsors’ recruitment plans

Base: G1, All visa sponsors (1,000), G3, All likely to recruit in next 12 months (664).

When asked why they would continue to use the Skilled Worker visa route in qualitative interviews, employers praised the work ethic of current employees.

“The staff themselves are so amazing and their dedication is fantastic and there’s opportunities to promote them.”

Sponsor, Health and Social Care, England, Medium

Other visa sponsors planned to use the Skilled Worker visa route because they felt there were no other viable options for recruitment or as a last resort.

“I can’t operate without care assistants, and I can’t operate without nurses.”

Sponsor, Health and Social Care, Northern Ireland, Medium

“If we need to and we can’t find a Brit, we will.”

Sponsor, Business and other services, England, Micro

The change in salary threshold was mentioned by some sponsors who said they were unlikely to use the Skilled Worker visa route in future, including a small business who described the salary threshold increase as “catastrophic” as they would no longer be able to use the route to recruit employees from abroad. They said if they were unable to find UK staff with the required skills, then the business would decrease in size.

“The way it is at the moment [with the new salary thresholds], we just can’t [use it].”

Sponsor, Business and other services, England, Small

Other examples of businesses whose future plans were affected by recent policy changes included:

1. A firm working large scale infrastructure projects. Some of the roles they needed to recruit for were on the Shortage Occupation List but are not on the Immigration Salary List. They were significantly reducing the number of roles they sponsored while increasing salaries for others, and suggested the business may move work out of the UK as a result of the changes.
2. An independent veterinary practice recruiting newly qualified veterinary graduates from overseas, who needed to complete UK certification once in the UK. They described the increase in the minimum salary threshold as very challenging for their business.

“We have … vets who have come out on 35 grand each. So we’re paying … and we can’t use them as vets [for a year]. … That is an extraordinary cost to the company. And all they’re doing is cleaning kennels.”

Sponsor, Skilled Worker

Other visa sponsors who said they were unlikely to use the Skilled Worker visa route in future tended to have used it only on a case-by-case basis. A few mentioned that the cost and time involved in the process of applying for sponsorship was off-putting.

Visa sponsors were also asked in qualitative interviews what they would change about the Skilled Worker visa route. Other than increasing the salary threshold and reversing recent policy changes, visa sponsors were most likely to suggest process changes such as improving guidance, having a telephone helpline, and making the sponsor application process quicker.

8. Conclusions

8.1 What do Skilled Workers contribute to the UK in terms of economic value?

Skilled Worker visa holders were predominantly working in higher-level professional occupations (49% of visa holders) and caring, leisure and other service occupations (34%). Other occupational groups were much less common, with the largest being skilled trades (8%) and associate professional occupations (5%).

Overall, a fifth (21%) of Skilled Worker visa holders were earning over £40,000 annually. This was markedly higher among general Skilled Worker visa holders (44%), compared to Health and Care visa holders (5%). Visa holders who worked in ‘Business and Services’ (59%), ‘Primary Sector and Utilities’ (56%), ‘Non-Market Services’ (56%) and ‘Construction’ (44%) were more likely than average to earn over £40,000 per year. This was also the case for Skilled Worker visa holders who held a postgraduate level qualification (one-quarter held a qualification to this level, and 46% earnt more than £40,000 per year).

By nationality, visa holders from Nigeria (10%), the Philippines (10%), Ghana (9%) and Zimbabwe (6%) were less likely to earn over £40,000 per annum. A high proportion (60%) of visa holders from Zimbabwe earnt £25,000 or less per year (93% of visa holders from Zimbabwe are Health and Care visa holders).

Around a half of visa holders felt that their salary was in line with the wider market level for their job role (51%), although a fifth disagreed with this (20%). General Skilled Worker visa holders were more positive about their pay compared with Health and Care visa holders, with 57% and 48% respectively agreeing their salary was in line with the wider market.

8.2 What impacts do Skilled Workers and their dependants have on the UK?

Most sponsors (81%) agreed that being able to recruit visa holders had made a very positive difference to their business. Similar proportions also felt their business was now more successful because of Skilled Worker visa holder staff (79%) and that the route helped them to attract highly skilled workers into their business (77%). Only small proportions of sponsors disagreed that the Skilled Worker route had provided each of these positive benefits (5% disagreed that it made a very positive difference to the business, 5% that the business was more successful and 7% that the route helped them attract highly skilled workers)

Employers who employed workers on a Health and Care visa were particularly positive about the impact on their business: 92% said the Skilled Worker route had made a really positive difference and 88% that the route had helped attract highly skilled workers into their business. Businesses in the micro size band (1 to 9 employees) were also more likely than average to feel that their business was more successful after recruiting Skilled Worker visa holders (85%), and to agree that the Skilled Worker route helps them to attract highly skilled workers into their business (83%).

For visa sponsors, the benefits of employing Skilled Worker visa holders centred on the ability to create a more culturally diverse workforce and to expand the range of skills offered by their staff members. Commonly mentioned benefits of recruiting Skilled Worker visa holders were: creating a more diverse workforce (34%), bringing in new cultural perspectives (26%), learning new skills from other markets (24%), employees learning or upskilling from migrant workers (20%), and providing businesses with high quality employees (16%).

In qualitative interviews, sponsors also appreciated the commitment and work ethic of visa holders. Some felt that visa holders were likely to have longer employment tenure, driven by a sense of commitment to their sponsoring employer and also because it was less easy for them to switch jobs than employees who did not require a visa.

Just over half of visa holders (54%) had a dependant on their Skilled Worker visa. For almost all (94%) this included a dependant partner, while around two-thirds (65%) had dependant children.

Most dependant partners were employed (71%), with the majority of these employed full-time (54%). Many of those not in work were looking for work (13% of all dependant partners).

Where dependant partners were in work, this was most commonly in elementary occupations (23%) or caring, leisure and other service occupations (20%). Those on Health and Care visas were more likely to have a partner working in these 2 occupational groups. In contrast, general Skilled Worker visas holders were more likely to have partners working in professional, associate professional or administrative/secretarial occupations.

Dependant partners were working in jobs across all salary brackets, though relatively few were earning more than £40,000 per annum: 29% were earning less than £17,500, 33% between £17,500 and £25,000, 16% between £25,000 and £40,000, and 6% more than £40,000. Higher dependant partner salaries were more commonly reported by Skilled Worker visa holders (19%), those living in London (14%) and those without dependant children (11%).

8.3 What motivates businesses to sponsor Skilled Workers?

Reported shortages of UK based workers with the required skills, and needing workers with specialist skills were strong drivers for sponsors using the Skilled Worker route (57% and 56% of sponsors respectively said these aspects influenced their decision a great deal). Where employers reported a lack of suitable UK based candidates, this was attributed to a shortage of skills in the UK workforce, and/or a shortage of applicants – the latter was particularly the case in health and social care.

In the qualitative research some employers mentioned a perception that international workers were more loyal or more hardworking. This was referenced as an added benefit rather than a main driver for using the route. The perception that migrant skilled workers have a strong work ethic influenced the decision to use the Skilled Workers route a great deal for more than a third of visa sponsors (38%).

Despite these motivations, around a third (36%) of businesses said they avoided using the Skilled Worker visa unless absolutely necessary, and only one-in-twenty (5%) said they intentionally recruited candidates internationally. Most businesses (57%) prioritised hiring from within the UK but would sponsor a Skilled Worker visa if the preferred candidate required one.

Most businesses considered using other approaches to fill their vacancies before using the Skilled Worker route, particularly recruiting workers from the domestic labour market. Only one-in-five (21%) said they did not consider any other approaches.

Visa sponsors indicated a need for the continuation of the Skilled Worker visa route; over half (58%) of those with a future recruitment need said they would be likely to sponsor an applicant through Skilled Worker visa route. Health and Care visa sponsors were particularly likely to say this (79%). The change in salary threshold was mentioned by some sponsors who were unlikely to use the Skilled Worker visa route in future, as they could not meet the higher salary thresholds.

8.4 What motivated visa holders to apply for the Skilled Worker visa and what are their future intentions?

Skilled Worker visa holders were motivated to apply for the visa both for the career opportunities it afforded (87%) and because they wanted to live or work in the UK specifically (70%). More than half of visa holders (59%) said both of these motivations were equally important for them.

Qualitative research revealed a mix of ‘push’ and ‘pull’ factors attracting Skilled Worker visa holders to live in the UK. ‘Push’ factors included issues in their home country (such as political volatility, or concerns about safety), wanting a better life elsewhere or being motivated by their company asking them to move. ‘Pull’ factors included career opportunities, the opportunity to advance their knowledge, their familiarity with the UK or the English language, and the chance to broaden their experiences. Often, motivations to move were underpinned by seeing the experiences of people from their home communities who had moved to the UK, or receiving personal recommendations about life in the UK.

Being able to bring dependants with them was a deciding factor for coming to work in the UK for most of Skilled Worker visa holders with dependants on their visa. Over four-in-five (84%) visa holders with dependants said that the Skilled Worker visa and its features had affected their decision to come to the UK, with over half of these mentioning the ability to bring dependants who can settle (56%), and work (56%) as important in their decision. For those with dependant children, staying as a family unit and the improved quality of life that they felt their children would enjoy in the UK were important factors in the decision to move the UK.

Most of those with dependants on their visa would not have come to the UK if the visa did not allow dependants, with only one-in-ten (10%) saying they would have come to the UK without their dependants.

More than eight-in-ten (86%) visa holders felt they were integrating well to life in the UK (30% felt they were integrating ‘very well’). In contrast, just over a tenth (12%) said they were not integrating well. Respondents on general Skilled Worker visas were slightly more likely than those on Health and Care visas to say they were integrating well to life in the UK (89% and 83% respectively). Likewise, visa holders from the Philippines (93%), Europe (90%) and Nigeria (89%) were also more likely to say they were integrating well.

Visa holders in the qualitative research described people in the UK as friendly and laid-back, and considered British culture to be open-minded and accepting, often more so than in their home countries. Those who had built strong social networks had done so through work, places of worship, neighbours or pre-existing contacts in the UK. A small number, however, said they had struggled to form close social connections, sometimes due to poor work-life balance.

Several visa holders commented on the cost of living in the UK, saying they had found it higher than expected, and had found it difficult to secure affordable accommodation. Other difficulties mentioned included adapting to the weather, finding language and accent barriers difficult, as well as administrative tasks such as banking and handling utility bills

Visa holders reported that their ability to speak English well had improved during their time in the UK. More than eight-in-ten (82%) visa holders said that they now speak English very well, and a further sixth (17%) say they speak it fairly well.

Around two-thirds of visa holders (65%) intended to stay in the UK beyond the length of their current visa. Only 2% intended to stay less time than their current visa. Future plans varied by nationality and life stage. Visa holders from Zimbabwe (83%), Nigeria (79%) and the Philippines (78%) were most likely to say they intended to stay beyond the length of their current visa. This was also the case for older visa holders (71% of those aged 40 and over) and those with dependant children (72%). Those from Pakistan (25%), India (17%) and elsewhere in Asia (19%), as well as younger visa holders (22% of those aged 18 to 24) were more likely be planning to only stay for the length of their current visa.

Among those planning to stay longer, most (68%) hoped to renew their Skilled Worker visa, while more than a quarter (28%) intended to apply for settlement in the UK. For those intending to leave the UK at the end of their current visa or sooner, the most common reasons were lack of career opportunities (20% of those planning to leave when the visa expires or sooner), the cost of the visa (20%) and feeling better opportunities were available abroad (19%).

8.5 What impacts have policy changes had?

Most visa sponsors reported that they were aware of the changes to the Skilled Worker visas and charges: 88% were aware that Social Care workers could no longer bring dependants, 87% were aware of the increase in the minimum baseline salary for Skilled Worker visas, 68% were aware of the increase in Immigration Health Surcharge Payment and 61% were aware of changes to the Shortage Occupation List (now the Immigration Salary List).

Visa sponsors reported that the changes in eligibility requirements would make it harder to recruit and retain skilled workers. In particular, 65% of relevant visa sponsors that the Health and Social Care visa holders being no longer allowed to bring dependants would make recruitment and retention harder.

Of visa sponsors who said that the policy changes would make recruiting and retaining skilled workers more difficult and gave a reason why, almost two-thirds (64%) said that it would increase company costs. This was followed by salary requirements being too high (33%) and higher skill requirements meaning that fewer roles could be sponsored (6%).

The qualitative research found that employers felt negatively about the policy changes because of concerns that they would reduce the number of workers eligible to work in the UK who could fulfil the needs of their businesses. Several employers mentioned having lost high-quality candidates due to the no dependants rule (although they had subsequently been able to fill the vacancies). Even though visa sponsors felt that the policy changes would make recruiting and retaining foreign skilled workers harder, many still intended to employ workers from abroad.

The qualitative interviews suggested a shift in the types of workers that sponsors were recruiting following the policy change. Sponsors mentioned they were receiving more applications from single people, and they expressed concern about the long-term impacts of this demographic change. They believed that retention of these employees would be more difficult than those with families in the UK as, based on previous experience, single migrant workers were less likely to settle long-term both in their organisation and in the UK.

A few visa sponsors also felt that their recruitment had shifted towards recruiting workers already on a Skilled Worker visa but who were looking to change sponsor. These sponsors felt this shift could have a long-term limiting impact on their ability to grow as an organisation, even if they were currently able to fill roles.

The qualitative interview with visa holders did not identify many who were not able to bring their dependants with them due to the rule changes. However, as noted above, most of these visa holders would not have come to the UK if they had not been able to bring dependants.

Visa holders generally felt positive about the increase in the minimum baseline salary: 70% said it would ensure they got paid fairly, 65% that they could support themselves or their family, and 57% that the good wage attracted them to the UK. That said, around a third agreed that it acted as a barrier to finding employment and it meant having to work longer hours than they would like (both 34%).

Qualitative findings suggest that the minimum salary threshold has had little influence on many visa holders, either because the role they wanted to go for already paid above the minimum, or because their role was not affected by it. On the other hand, this particular policy change left certain visa holders concerned that they would no longer have the option to stay beyond their current visa.

Among general Skilled Worker visa holders, around two-fifths (39%) earned up to £35,000 per annum, placing them below the new salary threshold of £38,700. This included 9% of Skilled Worker visa holders who earned up to £25,000, placing them below the former salary threshold of £26,200. Among Health and Care visa holders, nearly a quarter (22%) earned up to £22,500 per annum, placing them below the £23,200 salary threshold for care workers.

8.6 What other visa options did Skilled Worker visa holders consider?

Nearly half of visa holders (45%) considered other options before applying for the Skilled Workers visa, including working in their home country, applying for a visa for another country, or applying for a different UK visa. Those more likely to have considered other options had postgraduate level qualifications (56% considered other options), or were from Europe (68%) or Australia and the Americas (63%).

Many visa holders had good awareness of a range of visa options. Several in the qualitative research said the Skilled Worker visa route was easier than other options, including the Global Talent route and visas for Canada and Australia which were perceived as requiring more documentation.

Annex 1: Survey details

Visa holders

The online survey of visa holders was carried out between 5 November and 9 December 2024. The survey covered:

• motivations for coming to or staying in the UK
• the influence of the visa route in deciding to come to or stay in the UK
• how visa holders found out about the job for which they are sponsored
• economic activity of Skilled Worker visa holders (occupation and earnings)
• details about and economic activity of dependants
• use of public services (by visa holder and dependants)
• level of integration (by visa holder and dependants)
• Skilled Worker visa holders’ plans for the future

The sample of Skilled Worker visa holders invited to take part in the survey was selected against the overall population profile of those awarded Skilled Worker status by age, nationality, gender and visa type. A small element of over-sampling for some age and nationality groups was made to increase likely achieved sub-group bases.

The Home Office provided contact details for 75,000 Skilled Worker visa holders, and 3,207 completed the survey. Screener questions at the start of the survey ensured respondents were living in the UK and working on a current Skilled Worker visa.

Responses were weighted to match the population profile based on nationality by age group, and then for visa type and gender (rim weights applied).

Sponsors

The online and telephone survey of sponsors was carried out between 12 November and 20 December 2024. The survey covered:

• reasons for using the Skilled Worker route (and comparisons to other routes which could have been used by sponsors or visa holders)
• number of visas applied for under the Skilled Worker route
• understanding of policy aspects of the route, and what it allows
• decision making around employing visa holders versus recruiting UK nationals / upskilling UK nationals
• views on the visa requirements (including salary thresholds)
• how the route compared to other sponsor-led visa routes they had experience of
• views on the application experience, process, and documents required, including use of external agencies
• how the process was managed within sponsor employers

The sample of Skilled Worker sponsors invited to take part in the survey was selected against the size, location and sector profile of sponsors. There was a small element of over-sampling of some categories (for example, larger businesses) to increase sub-group sizes for analysis.

The Home Office provided contact details for 6,000 Skilled Worker sponsors, and 1,000 were interviewed as part of the survey. Screener questions at the start of the survey ensured respondents held a current Skilled Worker sponsor licence and had sponsored at least one Skilled Worker visa holder.

Responses were weighted to match the business population profile based on size by region/country, and then business sector (rim weight applied).

Annex 2: Survey respondent profiles

The tables in this annex detail the respondent profiles of the 3,207 visa holders, the 50 visa holders interviewed, the 1,000 visa sponsors surveyed and the 50 visa sponsors interviewed. All tables show unweighted numbers.

Skilled Worker visa holders survey - respondent profile

Table A2.1 Visa holders by age

Age	Number	% (unweighted)
18 to 24	273	9%
24 to 29	749	23%
30 to 34	869	27%
35 to 39	697	22%
40 and over	619	19%

Table A2.2 Visa holders by gender

Gender	Number	% (unweighted)
Male	1,278	40%
Female	1,924	60%

Table A2.3 Visa holders by region

Region	Number	% (unweighted)
London	642	20%
South (not London)	649	20%
Midlands	811	25%
North	496	15%
England	2,598	81%
Scotland	95	3%
Northern Ireland	174	5%
Wales	91	3%

Table A2.4 Visa holders by nationality

Nationality	Number	% (unweighted)
India	718	22%
Nigeria	434	14%
Zimbabwe	460	14%
Ghana	235	7%
Pakistan	175	5%
Philippines	171	5%
Other countries	1014	32%

Table A2.5 Visa holders by sector

Sector	Number	% (unweighted)
Primary Sector and Utilities	61	2%
Manufacturing	78	2%
Construction	73	2%
Trade, Accommodation and Transport	223	7%
Business and Other Services	386	12%
Non-Market Services (excluding health)	148	5%
Health and Care	2,204	69%

Table A2.6 Visa holders by visa type

Visa type	Number	% (unweighted)
Skilled Worker	1,016	32%
Skilled Worker Health and Care	2,191	68%

Table A2.7 Visa holders by whether they have a dependant

Dependants on visa	Number	% (unweighted)
Yes	1,864	60%
No	1,228	40%

Table A2.8 Visa holders by qualification

Age	Number	% (unweighted)
Below degree level	523	16%
Undergraduate degree	1,636	51%
Master’s degree	552	17%
Doctorate	194	6%
Other	227	7%

Skilled Worker visa sponsors survey - respondent profile

Table A2.9 Visa sponsors by sector

Sector	Number	% (unweighted)
Primary Sector and Utilities	25	3%
Manufacturing	83	8%
Construction	50	5%
Trade, Accommodation and Transport	302	30%
Business and Other Services	279	28%
Non-Market Services (excluding health)	32	3%
Health and Care	227	23%

Table A2.10 Visa sponsors by country/ region

Country/ region	Number	% (unweighted)
East Midlands	50	5%
East of England	73	7%
London	224	22%
North East	43	4%
North West	48	5%
South East	111	11%
South West	52	5%
West Midlands	72	7%
Yorkshire and Humber	49	5%
England	722	72%
Scotland	95	10%
Northern Ireland	92	9%
Wales	91	9%

Table A2.11 Visa sponsors by size band

Size band	Number	% (unweighted)
Large (250 or more)	111	11%
Medium (50 to 249)	222	22%
Small (10 to 49)	357	36%
Micro (1 to 9)	287	29%

Table A2.12 Visa sponsors by whether licence has been awarded within last 12 months

Awarded licence within last twelve months	Number	% (unweighted)
Yes	341	34%
No	644	64%

Table A2.13 Visa sponsors by roles sponsored (major SOC) (unweighted)

Sector	Number	% (unweighted)
Professional Occupations	352	35%
Managers, Directors and Senior Officials	214	21%
Caring, Leisure and Other Service Occupations	177	18%
Skilled trades Occupations	169	17%
Associate Professional Occupations	149	15%
Administrative and Secretarial Occupations	68	7%
Sales and Customer Services Occupations	48	5%
Elementary Occupations	28	3%
Process, Plant and Machine Operatives	20	2%

Table A2.14 Visa sponsors by current number of sponsored Skilled Workers (unweighted)

Current number of sponsored Skilled Workers	Number	% (unweighted)
None	97	10%
1 to 2	551	55%
3 to 4	107	11%
5 to 9	105	11%
10 to 14	43	4%
15 to 24	37	4%
25 to 49	21	2%
50 or more	34	3%

Skilled Worker visa holders - qualitative respondents

Table A2.15 Visa holder interviewees by age

Age	Number
18 to 34	22
35 or more	28

Table A2.16 Visa holder interviewees by gender

Gender	Number
Male	26
Female	24

Table A2.17 Visa holder interviewees by nationality

Nationality	Number
India	14
Nigeria	6
Zimbabwe	5
Pakistan	5
Philippines	5
Other countries	15

Table A2.18 Visa holder interviewees by sector

Sector	Number
Primary / Manufacturing	6
Public Sector, including Health and Social Care	30
Business and Other Services	10
Other	4

Table A2.19 Visa holder interviewees by visa type

Visa type	Number
Skilled Worker	25
SW Health and Care	25

Table A2.20 Visa holder interviewees by whether they have a dependant

Dependant on visa	Number
Yes	30
No	20

Skilled Worker visa sponsors - qualitative respondents

Table A2.21 Visa sponsor interviewees by sector

Sector	Number
Primary Sector and Utilities	2
Manufacturing	5
Construction	1
Trade, Accommodation and Transport	6
Business and Other Services	13
Non-Market Services (excluding health)	23

Table A2.22 Visa sponsor interviewees by country/ region

Country/ Region	Number
Northern Ireland	5
Wales	6
Scotland	5
England- Midlands	6
England- North	10
England- South	18

Table A2.23 Visa sponsor interviewees by size band

Size band	Number
Large (250 or more)	7
Medium (50 to 249)	27
Small (10 to 49)	9
Micro (1 to 9)	7

1. Differences between the text and subtotals shown in Figure 15 are due to rounding. ↩