This guide explains when you can employ a worker who is already sponsored under the Skilled Worker route. It also details the checks you must complete, and when you will need to sponsor them yourself.

When supplementary employment is allowed

A Skilled Worker may be able to take an additional job with another employer without the need for further sponsorship or changing their visa. This is known as supplementary employment.

All of the following conditions must be met:

  • The job is either in an eligible higher-skilled occupation code (level 6 or above) or is on the Immigration Salary List
  • The worker continues working in the job for which they are sponsored
  • Where the job is for a medium-skilled occupation (level 3-5), the worker must have held their skilled worker visa, or received their Certificate of Sponsorship, before 22 July 2025
  • The additional work takes place outside their contracted hours for the sponsored job
  • The worker does no more than 20 paid hours a week in total across all supplementary jobs.

You do not need a sponsor licence or a certificate of sponsorship for employing someone in work that meets all the supplementary employment conditions. The worker does not need to notify the Home Office.

A Skilled Worker visa does not give unrestricted permission to work for any employer. If any one of these conditions are not met, the worker may need to update their visa before the additional work starts. This means making a new visa application, also called a change of employment application. The worker should seek immigration advice on how to do this.

Checks before employment starts

Before employing the worker, you must confirm that they have permission to do the job you are offering.

  • Carry out an online right to work check using the worker’s share code and date of birth
  • Check the worker’s photograph, expiry date and any restrictions shown on the online result
  • Identify the occupation code for your role and confirm that the job meets the supplementary employment rules
  • Ask the worker for evidence  of their sponsored working hours and confirmation they are still employed in their sponsored job.

You should also ask about any other supplementary jobs. The combined total must not exceed 20 paid hours a week. The additional work also must not overlap with the worker’s sponsored hours.

When you need to become a sponsor

You will normally need to sponsor the worker if:

  • The second job will involve more than 20 paid hours a week
  • The role does not meet the conditions for supplementary employment
  • The worker will leave their current sponsored job and work for you instead.

If the worker will keep both jobs, this is secondary employment. If they will leave their current employer, they must make a change of employment application. In either case, you must have the correct sponsor licence. You will need to assign a new certificate of sponsorship and wait for the worker to receive permission before the new sponsored work starts.

Becoming the worker’s main sponsor

To become the worker’s new main sponsor:

  • Make sure your organisation has a valid worker sponsor licence
  • Identify the correct occupation code for the role, and check it is eligible and meets the skill and salary requirements
  • Assign an undefined certificate of sponsorship as the worker is applying from inside the UK
  • Give the certificate reference to the worker so they can apply to update their Skilled Worker visa.

The worker must apply before their existing permission expires. They can normally stay in their current sponsored job or work out their notice while the application is pending.  

Where the worker is sponsored by another employer, they should not start their new main job with you until their change of employment visa application has been approved. You will need to complete an employers’ right to work check.

What records should be kept

Keep clear and accessible records showing why the worker is permitted to work for you, including:

  • A PDF or HTML copy of the online right to work check
  • The date of the check and the name of the person who completed it
  • Evidence that the worker remains employed by their sponsor and details of their contracted hours
  • Your assessment of the occupation code and the supplementary employment conditions
  • The new certificate of sponsorship and visa decision if you become the worker’s sponsor.

Keep the right to work check throughout employment and for two years afterwards. Schedule a follow-up check before the worker’s permission expires and reassess the arrangement if their sponsored job or contracted hours change.

Practical example

A skilled worker remains in their sponsored weekday role and accepts 12 hours of weekend work with a second employer. The new role is in an eligible higher-skilled occupation.

The second employer should:

  • Identify and check the occupation code for the weekend role
  • Complete an online right to work check before employment starts
  • Obtain evidence of the worker’s sponsored employment and contracted hours
  • Confirm that the worker has no other supplementary job that would take the total above 20 paid hours a week.

The second employer does not need to sponsor the worker in this example. If the worker later leaves their sponsored job or increases the second job to more than 20 paid hours a week, the arrangement must be reassessed before the change takes effect.

Common mistakes to avoid

  • Assuming a Skilled Worker visa gives unrestricted permission to take a second job
  • Applying the 20-hour limit separately to each supplementary employer
  • Failing to confirm that the worker remains in their sponsored job
  • When sponsoring someone, allowing the worker to start a new main job before their application has been approved
  • Treating sponsorship as something that can be transferred between employers.

If a worker is employed in breach of the conditions of their permission, the employer may not have a statutory excuse against a civil penalty for illegal working.

Key points to remember

  • The right to work up to 20 supplementary hours is not automatic
  • Supplementary employment normally depends on the worker continuing in their sponsored job
  • The second employer must complete and retain its own right to work checks
  • A job above 20 hours or replacing the sponsored job normally requires sponsorship
  • The worker should not start a new main job until their updated permission has been granted

Related links