“Recruiting Skilled Workers in Tech” is more than a hiring strategy — it’s a reflection of how innovation and opportunity now cross borders faster than ever. For UK employers, bringing global expertise into the fold means blending compliance with creativity, ensuring that every new hire strengthens both the team and the company’s vision. It’s not just about filling roles; it’s about building the kind of workforce that keeps pace with progress and defines the future of the UK’s digital economy.
Key 2025 Rule Changes for Employer Sponsors
Understanding the regulatory backdrop is the first step. As of 22 July 2025, the UK introduced major changes to the Skilled Worker route, which have direct implications for tech recruitment and sponsorship.
a) Raised Skill Threshold
From 22 July 2025, jobs sponsorable under the Skilled Worker route must generally be at RQF Level 6 (i.e., bachelor’s degree or equivalent). This means many roles previously eligible under RQF 3-5 are now excluded unless they fall on a Shortage Occupation List or meet other salary exemptions.
b) Salary & Going Rate Changes
Employers must pay the “going rate” for the occupation or the minimum salary threshold, whichever is higher. Some sources indicate this minimum is now around £41,700 for many roles. For tech roles, especially those with specialist skills, this raises the bar for global hiring.
c) Sponsor Licence Obligations
The updated employer guidance for sponsors outlines revised compliance responsibilities, licence fees and grounds for revocation. Employers must apply for and maintain the right kind of licence before hiring overseas talent.
d) Shortage / Eligible Occupations Lists
The government has restructured the occupation lists, including the Shortage Occupation List (and Temporary Shortage List), affecting which roles may be eligible under more favourable conditions. For tech employers, this means checking whether your roles remain in an eligible list category.
Tech Roles Eligible in 2025
When we talk about “sponsor licence for tech workers”, employers should focus on which tech-specialist roles remain eligible under the revised rules.
a) Examples of Eligible Tech Roles
Here are types of tech roles that typically meet RQF Level 6 or are on the occupation list for sponsorship:
- Software Engineer/Developer (with advanced or specialist skills)
- DevOps Engineer or Cloud Infrastructure Engineer
- Data Scientist / Machine Learning Engineer
- Cybersecurity Specialist / Information Security Analyst
- Solutions Architect or Systems Architect in enterprise contexts
These roles generally require higher qualifications, specialist experience and often align with the “graduate-level” criteria.
b) Importance of Skill Level & Going Rate
Even if a role is tech-oriented, it must meet both the skill level and salary requirements. For example, a junior developer role may not qualify if it is classified at RQF 4 or the salary is below the going rate. Employers must check the SOC (Standard Occupational Classification) code, job description and salary carefully.
c) Shortage Occupation Advantage
If a tech role is recognised under the government’s updated criteria, employers may find certain routes easier to navigate and recruitment more efficient. It’s a reminder that staying alert to official updates and reviewing eligibility lists regularly can make all the difference when planning to hire internationally.
Obtaining a Sponsor Licence
For tech employers wanting to hire international skilled workers, obtaining or maintaining a sponsor licence is essential. Here’s how to proceed.
Step 1: Decide on Licence Type
Most tech firms will seek a “Worker” route sponsor licence under the Skilled Worker category. The official guidance for sponsors sets out the eligibility and process.
Step 2: Demonstrate Genuine Business Need
You must show your business is genuine, trading lawfully and has HR systems in place to meet sponsor duties. Tech employers should highlight: the role’s strategic importance, opportunity for international hiring, and evidence of recruitment practices.
Step 3: Compliance Readiness
Being compliant means:
- Having documented recruitment and HR procedures.
- Being ready to monitor sponsored workers (absences, change jobs, salary)
- Retaining records for audit by the Home Office.
Step 4: Application & Fees
Apply online, pay the relevant fee, and provide required documentation. The April 2025 guidance warns that licence fees and CoS assignment fees cannot be passed onto the worker.
Step 5: Assigning a Certificate of Sponsorship (CoS)
Once the licence is granted, you can assign a CoS to your candidate. Each CoS must include role details, salary, start date and must be used within three months.
Step 6: Ongoing Sponsor Duties
After hiring, the employer must comply with all duties (monitoring, return conditions, record-keeping). Failure to comply may lead to licence revocation. The updated 2025 guidance emphasises stricter enforcement.
Tips for Tech Employers to Stay Competitive in 2025
With global demand high and UK regulations tighter, tech employers need to be strategic about international recruitment.
Tip 1: Enhance Your Employer Value Proposition (EVP)
Top tech talent assesses more than salary: hybrid working, skills development, access to cutting-edge projects, and global mobility options all matter. Position your company as a place where international hires can thrive long-term.
Tip 2: Map Roles to Highest Skill Levels
Ensure your role descriptions align with RQF Level 6 and above, emphasise degree level, advanced certifications, leadership, and complexity. This ensures eligibility and helps justify the role under sponsor requirements.
Tip 3: Review Salary Offerings Against Going Rates
Beyond meeting the minimum, consider offering above-market salaries for competitive recruitment. Document how salary is determined and ensure it matches the SOC code “going rate” for the role.
Tip 4: Build Internal Recruitment & Retention Before Outsourcing Abroad
UK rules increasingly expect employers to demonstrate domestic recruitment efforts before engaging overseas talent. Having a transparent internal strategy strengthens your position and compliance footprint.
Tip 5: Develop Onboarding & Integration for International Workers
From day one, ensure international hires have support: relocation, cultural orientation, and HR check-ins. A smooth integration improves retention, and retention is increasingly a metric UKVI will monitor.
Tip 6: Monitor the 2025 Rule-Change Timetable
With major changes from July 2025, all tech employers must stay alert. Keep abreast of updates to the Shortage Occupation List, RQF-level interpretations and salary thresholds.
Tip 7: Use Tech to Manage Compliance
Automate key sponsor duties: record-keeping, absence tracking, salary monitoring, and audit readiness. Being proactive will save you from compliance risk.
Shortage List and Tech
The Shortage Occupation List is an invaluable tool for employers in tech seeking to sponsor overseas talent under the “sponsor licence for tech workers” strategy.
What is the Shortage List?
It is a government-maintained list of occupations where there is a recognised shortage of labour in the UK, and thus international recruitment is permitted under more flexible conditions. Recent reviews have changed the composition of these lists.
Tech Roles on the List
While the government does not publish a role-by-role list wholly dedicated to tech, many advanced IT and software architecture roles qualify under SOC codes that are often included. Employers should check Appendix Skilled Occupations and Table 1-3 eligibility.
Advantage for Sponsors
If your role is on a shortage list, you may benefit from:
- Easier demonstration of genuine need.
- Potentially faster decision-making for the visa.
- Demonstrated compliance strength for audits.
Case Study: Tech Company Hiring Overseas Talent
Let’s walk through a hypothetical scenario that shows how a UK tech employer can recruit skilled foreign talent in 2025.
Company: UK-based cybersecurity start-up.
Role: Senior Threat Intelligence Engineer (SOC code assumed to meet RQF 6+).
Steps:
- Secure a sponsor licence as a Worker route; demonstrate business viability, HR systems and compliance infrastructure.
- Define the role that meets graduate-level skills (bachelor’s degree + 5 years of experience).
- Offer a salary well above the minimum “going rate” for this niche role.
- Assign a CoS to the candidate and ensure they apply within the 3-month validity window.
- Support the candidate’s visa application, prepare for arrival, onboarding and integration.
- Monitor compliance (salary, absence, address changes) and keep internal records for Home Office audits.
Outcome: The startup successfully brings in overseas talent, strengthens its UK presence and remains fully compliant with the 2025 rule changes.
Pitfalls & How to Avoid Them
- Non-compliance risk: Not meeting sponsor duties may lead to licence revocation. Keep on top of HR systems.
- Role mis-mapping: Sponsoring a role that falls below RQF 6 (unless an exception) will lead to refusal. Review role descriptors carefully.
- Underpaying: If the salary is lower than the “going rate”, you risk non-compliance.
- Poor onboarding = retention trouble: Treat international hires as part of your long-term workforce to reduce turnover and avoid reputational risk.
- Ignoring rule updates: With significant changes in 2025, failure to adapt can make your hiring strategy obsolete.
Conclusion!
The landscape for recruiting global tech talent is shifting fast, and those who adapt will lead the way. Employers who combine compliance with creativity — understanding both the letter of the sponsor licence rules and the spirit of what makes skilled workers choose the UK — will thrive. Keep refining your approach, stay informed, and let your company’s culture do the talking.
For more insights, guidance, and updates on the “sponsor licence for tech workers” route, follow Sponsor Licence Hub — your trusted source for navigating recruitment, compliance, and growth in the UK’s evolving tech sector.
