The UK remains one of the most attractive destinations for global professionals and for employers, hiring overseas talent can be a strategic advantage. Yet the process of securing a United Kingdom work permit involves more than a job offer; it requires careful planning, compliance and coordination between HR, global mobility teams,immigration authorities and the employee. 

MovePlus Mobility partners with organisations to streamline every stage of this process,  from sponsorship compliance to relocation logistics, through a combination of advisory expertise and the MOVEPLUS™ technology platform. 

For employers, this means centralised visibility over visa progress, documentation and global assignment costs in one secure system.

This guide includes the different types of work visas available, the employer’s role in sponsorship and how HR and mobility teams can support employees throughout the process, from right-to-work checks to proof of employment and ongoing compliance.

Understanding the UK work permit system

A work visa or sponsorship in the UK, or work visa, gives foreign nationals legal permission to work for a specific UK employer. Unlike visitor visas, these permits are linked to a particular role and employer and must meet minimum skill and salary thresholds set by the Home Office, the government department responsible for immigration, visas, border control, and national security.

The current UK work visa process operates under a points based system introduced by the Home Office.

This system replaced the previous Tier-based visa categories, such as the Tier 2 (General) visa and now assesses applicants based on factors like skills, salary and sponsorship.

For companies and global mobility teams, understanding the system is vital to:

• Ensure the organisation holds a valid Sponsor Licence
• Issue Certificates of Sponsorship (CoS) correctly
• Maintain full compliance with the UK’s right-to-work regulations

Employers that fail to follow these rules risk penalties or suspension of their sponsor status, which can directly affect ongoing recruitment and existing employees.

Many HR teams rely on relocation partners to manage these compliance touchpoints. 

The MOVEPLUS™ platform supports sponsor-licence holders by tracking visa documentation, monitoring expiry dates and maintaining digital records aligned with Home Office audit requirements.

Types of work visas in the UK

There are several types of visa in the UK that allow foreign nationals to work, each suited to different situations. HR teams should understand which one aligns best with the organisation’s hiring goals.

Visa type	Purpose	Key details
Skilled worker visa	For qualified professionals with a confirmed UK job offer	Requires sponsorship; minimum salary threshold applies; occupation must be on the immigration salary list; a degree may be required for certain roles
Health and professional visa	For medical and healthcare staff	Fast-track route, reduced fees, dependants allowed
Global talent visa	For leaders in academia, research or digital tech	No employer sponsorship; endorsement required
Temporary worker visa (T5)	For short-term or seasonal work	Employer sponsorship required; issued for a period of 3 months to 2 years depending on the visa type; may be possible to extend or switch to a different type of visa if eligible
Self-sponsored visa in the UK	For entrepreneurs or freelancers establishing their own business	Applicant acts as their own sponsor; requires financial proof and a viable business plan
Global business mobility visa	For overseas employees on assignment to a UK branch	Includes senior or specialist worker route; sponsorship required

 

Work permits in the UK cover a range of categories and a work permit holder may be able to extend their stay or switch to a different type of visa, depending on eligibility and future plans.

The employer’s role in UK work visa sponsorship

Sponsorship is at the core of every United Kingdom work permit process. Employers must first secure a Sponsor Licence from the Home Office, demonstrating that their recruitment processes and compliance systems meet legal standards.

Once approved, HR teams are responsible for:

• Issuing the Certificate of Sponsorship (CoS) for each candidate.
• Confirming eligibility– the role must meet the required skill level and salary benchmark.
• Maintaining accurate employee records– including start dates, job descriptions and visa expiry dates.
• Reporting changes such as role adjustments or early contract terminations within 10 working days.

MovePlus assists organisations in maintaining accurate sponsorship records through case tracking and documentation reminders within the MOVEPLUS™ system. This ensures every Certificate of Sponsorship (CoS) and visa renewal is managed on time, with full transparency for HR and compliance teams.

•  Collecting official letters from government departments (such as the Department for Work and Pensions or HM Revenue and Customs) or previous employers to verify an employee’s right to work.

Effective sponsorship management not only ensures legal compliance but also enhances the organisation’s reputation as a trusted global employer.

Right-to-work checks and proof of employment

Before any employee begins work, HR must complete a right-to-work check to confirm their legal rights to work in the UK. This process verifies the individual’s immigration status and ensures compliance with Home Office regulations.

Employers can conduct checks using physical documents, online verification tools or a combination of both.

Accepted evidence may include:

• A valid passport or Biometric Residence Permit (BRP)
• A document showing a National Insurance number issued by HMRC or the Department for Work and Pensions (DWP)
• A digital share code provided by the Home Office
• A Certificate of Sponsorship and related visa documentation
  

Official correspondence from UK government departments, such as the DWP or HMRC, can also support verification where primary documents are unavailable.

HR teams should retain copies securely for the duration of employment and at least two years after it ends, as these records may be requested during compliance audits.

Through the MOVEPLUS™ platform, MovePlus supports HR teams with secure document storage and clear oversight of employee mobility records. This helps simplify internal processes and supports collaboration with immigration specialists

Once onboarding is complete, HR should issue proof of employment,  including the employment contract, job title confirmation and payslips, since employees may require these for visa renewals, tenancy agreements or financial applications.

Supporting employees through the work permit journey

Securing a visa is often a complex and stressful experience for new hires. 

MovePlus partners with HR teams to provide a structured onboarding experience, from pre-arrival briefings and housing coordination, ensuring each employee feels supported through every visa stage. 

Clear visibility of key dates and documentation through the MOVEPLUS™ dashboard help teams monitor visa renewals, expiry alerts and compliance submissions proactively.

Best practices include:

• Pre-arrival briefings: Explain documentation requirements, timelines and what to expect upon entry.
• Financial and relocation guidance: Coordinate with global mobility partners for international housing, banking and NI registration support.
• Regular status tracking: Monitor visa expirations and send reminders well before renewal deadlines.
• Transparent communication: Clarify the employee’s rights, including working hours, dependants’ access and benefits eligibility.

The role of a Relocation Management Company

Hiring global talent in the UK requires more than immigration paperwork. It demands coordinated execution across HR, finance and compliance. MovePlus Mobility supports companies at every stage of the process through:

• Sponsor Licence and visa coordination: Working alongside trusted legal partners to manage CoS issuance, documentation and renewals.
• Compliance and audit management: The MOVEPLUS™ platform can track every visa case, document expiry and Home Office requirement- keeping sponsors fully compliant.
• Employee onboarding and relocation: Aligning employment administration and relocation support into one coordinated programme to simplify the employee journey.’
• Global assignment tracking: Real-time dashboards for HR to monitor multiple relocations across geographies and teams.
  

MovePlus enables HR and mobility teams to focus on people, not just paperwork, while ensuring every international hire transitions smoothly and compliantly.

Final thoughts

The process of securing a United Kingdom work permit is both a compliance obligation and a strategic advantage. With the right systems in place organisations can transform global hiring into a competitive strength.

MovePlus Mobility bridges the gap between immigration compliance and employee experience, providing HR teams with tools, visibility and expertise to manage global talent confidently, compliantly and at scale.

Disclaimer

The information in this article is provided for general guidance and informational purposes only. It does not constitute legal or immigration advice.
Visa and work permit requirements are subject to change and may vary based on individual circumstances.
Employers and employees should always verify details directly with the UK Home Office, HM Revenue & Customs (HMRC) or a qualified immigration advisor before taking any action.

MovePlus Mobility supports clients in coordinating compliant mobility programmes but does not offer regulated immigration or legal advisory services.