How to Navigate the UK Points-Based System for Skilled Worker Visas

Introduction

The UK’s Points-Based Immigration System (PBIS), introduced in December 2020, governs the Skilled Worker Visa, a critical tool for recruiting international talent. For HR generalists and talent acquisition teams, understanding the PBIS is essential to attract and retain skilled professionals while ensuring compliance with Home Office regulations. With significant updates in 2025, including stricter eligibility criteria effective from 22 July 2025, this guide provides a clear roadmap to navigate the system, secure visas, and build a compliant workforce.

What is the Points-Based System?

The PBIS is a structured framework that assigns points to visa applicants based on specific criteria, such as job offer, skill level, and English proficiency. To qualify for a Skilled Worker Visa, applicants must score a minimum of 70 points. The system aims to prioritize high-skilled workers, streamline immigration processes, and ensure employers meet sponsorship obligations. HR teams play a pivotal role in facilitating this process by preparing accurate documentation and aligning recruitment with Home Office requirements.

Points Allocation for the Skilled Worker Visa

The PBIS awards points across mandatory and tradeable categories. Below is the 2025 points structure:

Mandatory Requirements (50 Points)

1. Job Offer from an Approved Sponsor (20 Points)
   
   • Applicants need a confirmed job offer from a UK employer with a valid Sponsor Licence.
   • HR Action: Ensure your organization’s Sponsor Licence is active and covers the intended job roles. Regularly audit licence compliance to avoid penalties.
2. Job at Appropriate Skill Level (20 Points)
   
   • From 22 July 2025, jobs must be at Regulated Qualifications Framework (RQF) Level 6 (degree-level equivalent) or listed on the Temporary Shortage List (TSL). This is a shift from the previous RQF Level 3 requirement, excluding many medium-skilled roles.
   • HR Action: Verify job roles against the Home Office’s Appendix Skilled Occupations or TSL. Update job descriptions to meet RQF Level 6 standards or confirm TSL eligibility.
3. English Language Proficiency (10 Points)
   
   • Applicants must demonstrate CEFR Level B1 (or B2 for specific roles) proficiency in reading, writing, speaking, and listening. This can be proven via an approved English test, a degree taught in English (verified by UK ENIC), or exemption for nationals of majority-English-speaking countries.‍
   • HR Action: Validate English proficiency documents during recruitment. Assist candidates in obtaining approved tests if needed.

Tradeable Requirements (20 Points Minimum)

Applicants must earn at least 20 points from the following, based on salary and other factors:

1. Salary Thresholds
   
   • Points are awarded based on the annual salary, adjusted in 2025 to reflect economic priorities:
     
     • £41,700+ (general threshold): 20 points
     • £33,400–£41,699 (new entrants or Immigration Salary List [ISL] roles): 10 points
     • £31,300–£33,399 (transitional arrangements for pre-July 2025 visa holders): 10 points
   • HR Action: Ensure salaries meet or exceed the relevant threshold. For ISL roles (replacing the Shortage Occupation List in April 2024), confirm eligibility for lower thresholds.
2. Additional Points for Shortage Roles or Qualifications
   
   • Roles on the ISL or TSL: 20 points (if salary meets the discounted threshold).
   • PhD in a relevant STEM subject: 10 points.
   • PhD in a non-STEM subject relevant to the job: 5 points.
   • HR Action: Identify ISL/TSL roles or candidates with relevant qualifications to maximize points. Update job adverts to highlight these opportunities.

Total Points Requirement

• Minimum: 70 points (50 mandatory + 20 tradeable).
• HR Tip: Use a points calculator (available on gov.uk) to assess candidates’ eligibility before issuing a Certificate of Sponsorship (CoS).

Key Steps for HR Teams to Navigate the PBIS

To successfully manage the Skilled Worker Visa process, HR generalists and talent acquisition teams should follow these steps:

1. Secure and Maintain a Sponsor Licence

• Requirement: A valid Sponsor Licence is mandatory to employ overseas workers. Licences must be renewed every 4 years, and compliance is strictly enforced.
• Action: Apply for or renew your Sponsor Licence via the Home Office’s Sponsor Management System. Train HR staff on duties, such as reporting changes in employment within 10 working days.
• Compliance Tip: Prepare for Home Office audits by maintaining records of sponsored employees, including CoS details and right-to-work checks.

2. Issue a Certificate of Sponsorship (CoS)

• Requirement: Each visa applicant needs a CoS, a digital reference number outlining the job role, salary, and conditions. From 22 July 2025, CoS must comply with updated RQF Level 6 or TSL rules.
• Action: Assign CoS promptly, ensuring job descriptions align with Immigration Rules. For pre-July 2025 CoS, assign to a named individual before 6 PM on 21 July to benefit from transitional arrangements.
• Compliance Tip: Link previous CoS numbers for workers under transitional rules to avoid application rejections.

3. Verify Job Eligibility

• Requirement: Jobs must meet RQF Level 6 standards or be on the TSL. Over 100 medium-skilled roles (e.g., hospitality, logistics) are no longer eligible unless listed.
• Action: Cross-check roles against the Home Office’s Appendix Skilled Occupations. For non-RQF Level 6 roles, confirm TSL inclusion or explore alternative visa routes (e.g., Graduate Visa).
• Compliance Tip: Update recruitment pipelines to prioritize high-skilled roles or ISL/TSL positions.

4. Ensure Salary Compliance

• Requirement: Salaries must meet the £41,700 general threshold, with exceptions for new entrants (£33,400), ISL roles, or transitional arrangements (£31,300).
• Action: Review and adjust salary structures to meet thresholds, especially for visa renewals. Document adjustments for audit purposes.
• Compliance Tip: Communicate salary requirements to candidates early to avoid delays in the visa process.

5. Support English Language Requirements

• Requirement: Candidates must provide evidence of English proficiency, with tightened rules for dependants in 2025.
• Action: Include English proficiency checks in recruitment workflows. Retain test results or qualification certificates in personnel files.
• Compliance Tip: Guide candidates to approved test providers listed on gov.uk to ensure compliance.

6. Facilitate Financial and Other Requirements

• Requirement: Applicants need £1,270 in savings for 28 days unless the employer guarantees maintenance. Additional requirements include being 18+, having suitable UK accommodation, and, for some countries, a TB test.
• Action: Decide if the organization will cover maintenance costs. Provide candidates with clear checklists for financial, TB, and accommodation documentation.
• Compliance Tip: Verify criminal record certificates for roles in healthcare or education to avoid application refusals.

7. Transition to the eVisa System

• Requirement: By 31 December 2026, all Biometric Residence Permits (BRPs) will be replaced by eVisas with electronic identity credentials.
• Action: Support employees in setting up eVisa accounts and updating records. Conduct right-to-work checks using eVisa credentials.
• Compliance Tip: Monitor Home Office updates to ensure timely transition and avoid disruptions.

2025 Updates and Challenges

The 2025 PBIS reforms introduce significant changes that HR teams must address:

1. RQF Level 6 Mandate: The shift to degree-level roles limits recruitment in sectors like care and hospitality. HR teams should explore TSL roles or domestic talent pools.
2. Higher Salary Thresholds: The £41,700 threshold (up from £38,700) increases costs, particularly for SMEs. Budget for salary adjustments or leverage ISL discounts.
3. Care Worker Restrictions: From 22 July 2025, new overseas care workers cannot be sponsored unless roles meet RQF Level 6 or TSL criteria. Existing workers are protected under transitional rules.
4. Extended Settlement Pathway: Settlement now takes 5–10 years, with an “earned settlement” option for exceptional contributors. Communicate this to manage employee expectations.
5. Stricter Compliance: Increased Home Office audits emphasize accurate reporting and record-keeping, especially for hybrid/remote work arrangements.

Strategic Tips for Talent Acquisition Teams

• Leverage Graduate Visas: Recruit international students on Graduate Visas, who can work without sponsorship for 2–3 years before transitioning to Skilled Worker Visas.
• Train Hiring Managers: Educate managers on PBIS points, CoS processes, and reporting duties to streamline recruitment.
• Optimize Job Roles: Align job descriptions with RQF Level 6 or ISL/TSL criteria to maximize visa approvals.
• Build Compliance Systems: Use HR software to track CoS, salaries, and audit trails, reducing the risk of penalties.

Engage Immigration Experts: Partner with legal professionals for complex cases or Sponsor Licence applications.

Conclusion

Navigating the UK Points-Based System for Skilled Worker Visas in 2025 requires HR generalists and talent acquisition teams to stay informed about new rules, maintain rigorous compliance, and adapt recruitment strategies. By mastering the points system, ensuring accurate CoS issuance, and aligning roles with RQF Level 6 or TSL criteria, employers can secure global talent while avoiding costly penalties. Proactive training, robust systems, and clear communication will empower HR teams to build a compliant and competitive workforce.

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