UK Change of Employer Service for HRs | Fully Managed by Jobbatical

Promoting, Moving or Switching Your Sponsored Worker? The Skilled Worker Change of Employment Route Is Your Compliance Lifeline

What is a UK Skilled Worker Change of Employment?

A Skilled Worker change of employment or change of Employer, is a formal Home Office application required whenever a sponsored employee moves to a new SOC code, changes employer, or takes on a role that differs materially from the one specified on their Certificate of Sponsorship. Under Appendix Skilled Worker, the worker must not begin the new role until permission is granted — even when the sponsor remains the same.

Why UK employers use Jobbatical for Skilled Worker change of employment

• Eliminates the compliance risk of a worker starting a new role before Home Office approval, protecting your sponsor licence from downgrade, suspension or revocation
• Ensures the new Certificate of Sponsorship, SOC code and salary are fully aligned with the 2026 Appendix Skilled Worker salary threshold of £41,700+ before any CoS is assigned
• Provides end-to-end sponsor management system reporting, right to work check support and Immigration Skills Charge assessment (including ISC exempt scenarios)

Common compliance struggles with Skilled Worker change of employment in the UK

Since the April 2024 and July 2025 Skilled Worker reforms, change of employment assessments have become significantly more technical. The salary thresholds, SOC coding requirements and transitional provisions all interact — and getting them wrong can cost you your sponsor licence.

• Incorrect SOC code assignment: HR teams misclassify a promoted role under the original occupation code, triggering a compliance flag during a UKVI visit
• Premature employment start: Employers allow the worker to begin the new role before Home Office approval is granted — a common and serious breach of sponsor duties
• Salary threshold errors: Change of employment applications must meet the salary requirements in force at the date of the new application, not those that applied to the original visa
• ISC liability confusion: Employers fail to correctly assess whether the Immigration Skills Charge applies, or claim an ISC exempt status they are not entitled to
• Right to work check gaps: Sponsors neglect to complete a fresh digital right to work check before the new employment commences