Can a Skilled Worker change employers without leaving the UK?

Do you need a new Skilled Worker visa when changing employers?

A Skilled Worker visa allows you to work for a specific employer in the UK in a specified role. This means that a Skilled Worker visa is not transferable to a different job with a different employer. Although you can change employers while in the UK, you will need to apply for a new Skilled Worker visa before you can begin your new employment. Fortunately, any such application can be submitted from within the UK, and the process can be quite speedy and seamless, particularly where priority processing is used. 

What does your new employer need to sponsor you?

You should, however, bear in mind that any prospective employer must hold a UK sponsor licence and will need to assign you a Certificate of Sponsorship. In addition, all the other requirements for a Skilled Worker visa would need to be met, such as the relevant skill and salary thresholds, for the application to be successful.

Does changing employers affect your route to ILR?

It is worth noting that changing employers whilst on a Skilled Worker visa does not necessarily restart the 5-year route to settlement. Any time spent on your previous Skilled Worker visa with your former employer can count towards an indefinite leave to remain (“ILR”) application.

You should, therefore, be mindful of the time you have remaining before you qualify for ILR and discuss this with your prospective employer, who may consider sponsoring you for only the remaining duration before you become eligible. For instance, if you had just one year left before qualifying for ILR, you and your employer could agree to a Skilled Worker visa for a duration of one year only. 

Gherson insight

For Skilled Workers, changing employers can be an important career decision, but the immigration implications should form part of that decision from the outset. A well-planned transition can reduce the risk of delays affecting the move and provide greater certainty for both the worker and the new employer.

Where a change of employment takes place close to eligibility for settlement, the wider immigration strategy should also be considered, so that decisions made in the short term support the individual’s longer-term plans in the UK.

Frequently Asked Questions

Can I change employers while on a Skilled Worker visa?

Yes. You can change employers without leaving the UK, but you will normally need to make a new Skilled Worker visa application before starting work for your new employer.

Do I need a new Certificate of Sponsorship when changing employers?

Yes. Your new employer must hold a valid sponsor licence and assign you a new Certificate of Sponsorship for your new role. You must also meet the relevant Skilled Worker visa requirements, including the applicable skill and salary thresholds.

Can I start working for my new employer while my Skilled Worker visa application is being processed?

You should not start working for your new employer until you have received permission allowing you to undertake the new sponsored role. You should therefore consider the timing of your application and proposed start date carefully.

Do I need to leave the UK to change my Skilled Worker sponsor?

In most cases, no. If you are eligible to apply from within the UK, you can submit a new Skilled Worker visa application without leaving the country.

Does changing employers restart the 5-year period for ILR?

Not necessarily. Time already spent in the UK on the Skilled Worker route can generally count towards the qualifying period for indefinite leave to remain, provided you continue to meet the relevant settlement requirements.

How Gherson can assist

Gherson’s Immigration Team are highly experienced in advising on all UK visa and immigration 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 X, Facebook, Instagram, 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.

This article was first published in 2023 and has been updated in August 2026. 

©Gherson 2026