Are UK businesses using the Graduate visa to its full potential?

With the end of free movement of people following Brexit, many employers are reporting increasing difficulties filling their vacancies.

Nevertheless, recent research by the Higher Education Policy Institute indicates many employers are unaware of the benefits of the Graduate visa route, with just 3% of employers consciously filling job vacancies with such visa holders.

Often employing a worker who does not need to be sponsored is a suitable alternative to the strict requirements of sponsored employment. Sponsor licence holders take on significant obligations when it comes to sponsoring migrants and must have comprehensive processes in place to demonstrate that they are able to comply with these obligations.

There are very specific criteria, which must be met to obtain a Skilled Worker visa. These include minimum salary and skills thresholds, as well as an applicant’s ability to speak English to a specific level. There are many job roles in industries suffering from a worker shortage, which are not capable of being sponsored, for example, in the retail and hospitality sectors. The Graduate visa is a great alternative for UK businesses in such a predicament.

A business does not require a sponsor licence to employ a migrant who has a graduate visa. Even where the business already holds a sponsor licence, hiring a Graduate visa holder does not require a further visa application as long as the visa is still valid.

The Graduate visa is granted for a one-off period of two years (three years if for PhD graduates). Although the Graduate visa cannot be extended, it is possible for the holder to switch in-country to the Skilled Worker visa route at the end of its validity. This can make the Graduate visa a suitable option for hiring a worker before making the commitment to sponsor them as a Skilled Worker.

How Gherson can assist

Gherson’s Immigration Team are highly experienced in advising on UK visa matters. If you have any questions arising from this blog, please do not hesitate to contact us for advice, send us an e-mail, or, alternatively, follow us on Twitter, Facebook, or LinkedIn to stay-up-to-date.

The information in this blog is for general information purposes only and does not purport to be comprehensive or to provide legal advice. Whilst every effort is made to ensure the information and law is current as of the date of publication it should be stressed that, due to the passage of time, this does not necessarily reflect the present legal position. Gherson accepts no responsibility for loss which may arise from accessing or reliance on information contained in this blog. For formal advice on the current law please do not hesitate to contact Gherson. Legal advice is only provided pursuant to a written agreement, identified as such, and signed by the client and by or on behalf of Gherson.

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