Changing employers on a sponsored work route

Changing employers on a sponsored work route can require a new sponsorship arrangement and an application to update permission. Review the current route, proposed job and timing before resigning or starting the new role, and obtain regulated advice on the transition.

Existing permission is not a general licence to work for any sponsor. Coordinate notice periods with the actual immigration position and the new employer’s check.

Identify the change of employer accurately

A Skilled Worker considering a new employer should establish whether a change-of-employment application is required before agreeing a start. The ordinary position is that moving to another employer requires a new CoS and an application to update permission, even if the existing visa has substantial time remaining. Specific exceptions exist for certain transfers and related arrangements, so identify the legal employers and transaction facts rather than relying on a brand name. ^{[1] [2]}

Prepare the current permission, occupation code, existing employer, new vacancy and proposed dates. Ask whether the move also changes duties, salary or work location. A move within a corporate group is not automatically exempt just because the email address or ultimate owner remains the same. Where TUPE or another exception may apply, obtain an assessment of the precise conditions and reporting responsibilities.

Check the new role under the rules that apply now

The new job must meet the relevant eligibility and salary requirements. Previous sponsorship does not guarantee that every future vacancy qualifies. Transitional provisions can depend on earlier CoS dates and continuous permission, while occupation eligibility may differ from the rules used for the original application. Keep the worker's immigration history available so any reliance on a transition can be supported. ^[1]

The new sponsor should approve the genuine duties, occupation code, pay and hours before assigning the CoS. Do not assume that copying the old code is appropriate if the actual work is changing. Our guide to Occupation codes: questions for a regulated adviser explains the questions to ask about occupation selection. The worker should confirm personal details and employment information but should not be asked to invent a classification that the employer cannot justify.

Plan notice and the new start as separate events

The guidance allows a worker in the relevant circumstances to continue their existing lawful employment while a timely change application is considered, including working a contractual notice period. That does not authorise the new role before the required permission is granted. The new employer must also carry out the relevant right-to-work check before the worker starts the new job. ^{[1] [2]}

Agree a conditional start timetable and keep both employers' communications accurate. A new CoS, application payment or biometric appointment is not confirmation of approval. If the intended start becomes unrealistic, review it before induction or paid duties begin. Avoid informal arrangements in which the worker performs the new role remotely or “helps out” while everyone waits for permission; the substance of the activity matters.

Consider travel and family applications before submission

For an application made within the UK, the official guidance warns against travel outside the UK, Ireland, Channel Islands and Isle of Man while the decision is pending, because the application will be withdrawn. Identify business trips and personal travel early. A worker should not assume that retaining their passport or existing eVisa makes departure harmless to the pending application. ^[1]

Dependants have their own permission and application requirements. Updating the main worker's visa does not automatically update every family member's expiry date. Gather the family's current dates and planned travel, then assess whether applications will be made together or separately. Do not promise that a job move has no family consequences without reviewing the actual immigration position and any route-specific restrictions.

Confirm the outcome and each employer's final action

After approval, read the decision and digital status, confirm the permitted employment and complete the new employer's check. Reconcile the actual start date with the sponsorship record and identify any reporting required by either sponsor. The previous employer's reporting responsibilities and the new employer's onboarding are separate tasks; one organisation should not assume the other has completed both.

For assistance through Sponsored worker application review enquiry, provide the old and new employment details, permission chronology and intended move date. Case-specific immigration advice must come from an appropriately regulated or otherwise legally authorised adviser. Ask for a clear conclusion on the application or exception, the earliest lawful new start and any reporting or family actions. Employment notice and contractual issues may need coordinated advice from an employment specialist.

Keep the final decision, check evidence and approved start instruction together. This prevents a manager from relying on an earlier provisional date after the application timetable has changed. The transition should be evidenced by the actual permission and completed actions, not merely by a signed offer and a recruitment-system status.

Illustrative scenario

A sponsored worker accepts another role with a licensed business. The parties review the new sponsorship and application requirements before agreeing when employment can lawfully begin.

Preparation checklist

• Check the current route
• Review the new employer and role
• Plan the required application
• Coordinate notice and start dates