As a Skilled Worker, you may wonder whether you can streamline the process by applying for your spouse and children’s visas alongside your own. In this blog post, we’ll explore the options available to you and shed light on the process of including your family members in your Skilled Worker application.
The Skilled worker visa route is designed for individuals who have a job offer from a UK employer with a valid sponsorship licence. Successful applicants can work in the UK in a skilled role and may eventually be eligible to apply for settlement.
The good news is that as a Skilled Worker, you are typically allowed to include your spouse, civil partner, unmarried partner and children under the age of 18 in your visa application. This means that your family members can join you in the UK, provided you meet certain criteria and follow the correct procedures. It is essential to note that, as of Spring 2024, a significant change will come into effect. The Health and Care Workers, specifically care worker and senior care workers, will no longer be allowed to bring dependant family members to accompany them to the UK.
When applying for your family members’ visas alongside your own Skilled Worker application, you must ensure that they meet specific eligibility criteria. For spouses, civil partners and unmarried partners, this typically involves demonstrating a genuine relationship with you, the main applicant, and meeting financial requirements to support themselves in the UK.
For children under 18, you must be able to demonstrate that they will be adequately cared for while in the UK. Additionally, you may need to provide evidence of their relationship to you, such as birth certificates.
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 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.
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