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 2026—building on 2025 reforms and including stricter English proficiency standards effective from 8 January 2026, increased sponsorship fees from 16 December 2025, and proposed settlement pathway extensions—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 2026 points structure (unchanged from 2025 core allocations, but with updated English requirements):

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, especially with the increased Immigration Skills Charge adding financial scrutiny.
2. Job at Appropriate Skill Level (20 Points)
   • Jobs must be at Regulated Qualifications Framework (RQF) Level 6 (degree-level equivalent) or listed on the Temporary Shortage List (TSL), as mandated from 22 July 2025 and continuing into 2026. This excludes 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)
   • From 8 January 2026, applicants must demonstrate CEFR Level B2 proficiency (up from B1) in reading, writing, speaking, and listening for new applications under Skilled Worker, Scale-up, and High Potential Individual routes. 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, prioritizing B2-level evidence for post-7 January 2026 applications. Assist candidates in obtaining approved tests if needed, and note that dependants may also face aligned requirements.

Tradeable Requirements (20 Points Minimum)

Applicants must earn at least 20 points from the following, based on salary and other factors (thresholds unchanged from 2025):

1. Salary Thresholds
   • Points are awarded based on the annual salary:
     • £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. For extensions applied before 1 December 2026, lower salary rules may still apply.
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. From 16 December 2025, the Immigration Skills Charge (ISC) has increased by 32%: £1,320 per year for medium/large sponsors (up from £1,000) and £780 for small/charitable sponsors (up from £364).
• 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, and budget for the higher ISC.
• 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. CoS must comply with 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 at B2 level for new applications from 8 January 2026, with tightened rules for dependants.
• Action: Include English proficiency checks in recruitment workflows, specifying B2 standards. 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 fully replaced by eVisas with electronic identity credentials. This marks the complete shift to digital immigration status.
• Action: Support employees in setting up eVisa accounts and updating records throughout 2026. Conduct right-to-work checks using eVisa credentials.
• Compliance Tip: Monitor Home Office updates closely in 2026 to ensure timely transition and avoid disruptions in employment verification.

2026 Updates and Challenges

The 2026 PBIS reforms build on 2025 changes, introducing further hurdles for HR teams:

1. RQF Level 6 Mandate: The degree-level requirement (from 22 July 2025) continues to limit recruitment in sectors like care and hospitality. Explore TSL roles or domestic talent pools.
2. Higher Salary Thresholds: The £41,700 threshold (up from £38,700 in 2025) increases costs, particularly for SMEs. Leverage ISL discounts where possible.
3. Care Worker Restrictions: New overseas care workers cannot be sponsored unless roles meet RQF Level 6 or TSL criteria (from 22 July 2025), with existing workers protected under transitional rules.
4. Elevated English Language Standards: B2 proficiency required from 8 January 2026, potentially delaying applications and requiring more candidate support.
5. Increased Immigration Skills Charge: A 32% hike from 16 December 2025 raises sponsorship costs, impacting budgeting for medium/large employers.
6. Settlement Pathway Reforms: Proposals to extend the standard qualifying period for Indefinite Leave to Remain (ILR) from 5 to 10 years for most sponsored routes, with "earned" reductions for high earners (£50,270+) or exceptional contributors. Implementation expected in 2026-communicate updates to manage long-term employee retention.
7. Stricter Compliance: Increased Home Office audits emphasize accurate reporting and record-keeping, especially for hybrid/remote work and eVisa transitions.

Strategic Tips for Talent Acquisition Teams

• Leverage Graduate Visas: Recruit international students on Graduate Visas, now limited to 18 months (or 2 years for PhD holders) from early 2026, before transitioning to Skilled Worker Visas.
• Train Hiring Managers: Educate on PBIS points, CoS processes, B2 English checks, ISC budgeting, 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, audit trails, and ISC payments, reducing the risk of penalties.
• Engage Immigration Experts: Partner with legal professionals for complex cases, Sponsor Licence applications, or navigating settlement proposals.

Conclusion

Navigating the UK Points-Based System for Skilled Worker Visas in 2026 requires HR generalists and talent acquisition teams to stay informed about evolving rules like B2 English standards, higher ISC fees, and extended settlement periods, while maintaining rigorous compliance and adapting recruitment strategies. By mastering the points system, ensuring accurate CoS issuance, aligning roles with RQF Level 6 or TSL criteria, and budgeting for new costs, 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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Disclaimer‍

Immigration laws and policies change frequently and may vary by country or nationality. While we strive to provide accurate and up-to-date information, we recommend doing your own due diligence or consulting official sources. You are also welcome to contact us directly for the latest guidance. Jobbatical is not responsible for decisions made based on the information provided.

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