Tier 2 Sponsorship - sponsoring workers from outside the UK

If you wish to employ non British nationals, and non EEA nationals in your organisation, you will need to apply to become a sponsor. A migrant worker must have a sponsor before they can apply to come to the UK to work.

There are two routes available:

Tier 2

For skilled workers with a job offer

There are 4 categories:

  • Tier 2 (General) - for workers who have an offer of a skilled job which cannot be filled by a settled worker, including jobs on the shortage occupation list.
  • Tier 2 (Intra-Company Transfer) - for existing employees of multinational employers, and are either:
    • Long term staff - the employee must have worked for the employer for more than 12 months or earn over £73,900, and the positon cannot be filled within the UK.
    • Graduate Trainee - for an employee who transfers into a specialist role and has at least 3 months experience with the employer.
  • Tier 2 (Sportsperson) - for elite sportspeople and coaches, who are well established and whose employment will make a significant contribution to the UK
  • Tier 2 (Minister of Religion) - for religious workers with an offer of a job within a faith community e.g. as a member of a religious order.

Tier 5

For temporary workers or an exchange scheme

There are 2 categories:

  • Tier 5 (Temporary Worker) - to help satisfy cultural charitable, religious and international objectives.
    • Creative and sporting - for sports people, entertainers & creative artists for up to 12 months.
    • Charity Workers - for voluntary workers doing unpaid work for a charity
    • Religious workers e.g. preaching or working in a religious order.
    • Government authorised exchange - for work experience or training – through an approved government authorised exchange scheme
    • International agreement - e.g. private servant in a diplomatic household
  • Tier 5 (Youth Mobility Scheme) – a cultural exchange to promote the UK overseas for 18 to 30 year olds, from participating countries.

The law and practice referred to in this article or webinar has been paraphrased or summarised. It might not be up-to-date with changes in the law and we do not guarantee the accuracy of any information provided at the time of reading. It should not be construed or relied upon as legal advice in relation to a specific set of circumstances.

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