The Scale-up visa route provides high-growth UK companies with the opportunity to recruit international talent more flexibly than under most other work visa categories. Unlike the Skilled Worker route, where sponsorship is required throughout the worker’s permission, the Scale-up visa only requires sponsorship during the first six months of employment. After that period, the worker can remain with the original employer unsponsored, or move to a different role or employer without making a fresh visa application.
This hybrid structure creates advantages and challenges for both employers and workers. Employers gain initial access to overseas talent but face the risk of employees moving on after six months. Workers benefit from greater career flexibility but must still meet stringent eligibility requirements, including minimum salary thresholds, English language ability, and financial maintenance. Both sides must understand the conditions of the visa to ensure compliance and avoid risks to status or licence.
This comprehensive guide explains the Scale-up visa in detail, including its eligibility rules, sponsorship process, application stages, extension and settlement requirements, and the benefits and risks for both employers and overseas workers. It also addresses the changes to salary thresholds effective from 22 July 2025 and offers practical insights for those considering this route.
Section A: What is the Scale-up Visa?
The Scale-up visa is a points-based work route designed to help high-growth UK companies recruit overseas talent quickly and with fewer long-term sponsorship obligations. It is a hybrid model: sponsorship is needed at the start, but only for the first six months of permission. After that, the worker can remain with the same employer without sponsorship or move to a different role or employer without making a fresh visa application.
The route carries specific skill and salary rules and sits alongside, but is distinct from, the Skilled Worker route. From 22 July 2025, applications supported by a Certificate of Sponsorship (CoS) assigned on or after that date are generally assessed against a £39,100 salary threshold or the role’s going rate, whichever is higher. Transitional cohorts with earlier CoS retain the rules in force for their cohort.
1. Route overview and eligibility fundamentals
To qualify, the applicant must be recruited by a Scale-up sponsor for a genuine role at the required skill level (RQF 6/graduate level) using an eligible occupation code. Points are awarded for a valid CoS, appropriate skill level, and salary. English language and financial maintenance requirements apply unless an exemption is met. Study is permitted, subject to any Academic Technology Approval Scheme (ATAS) condition for sensitive postgraduate subjects.
2. Hybrid sponsorship model
During the first six months of permission, the worker must remain employed in the sponsored role set out on the CoS and meet the salary requirement applicable to their cohort (for CoS assigned on or after 22 July 2025, at least £39,100 or going rate if higher). After six months, sponsorship ceases to be required: the individual may remain with the same employer unsponsored or change role/employer without needing to update their visa, provided they continue to meet the conditions of stay.
3. What the visa allows
- Work full-time for the sponsor in the CoS role during the first six months; afterwards, work in any role at any skill level for any employer (subject to general conditions of stay).
- Study, where permitted; some courses may require ATAS clearance.
- Bring qualifying dependants (partner and children) where requirements are met.
- Travel and re-enter the UK while leave remains valid.
As with other work routes, standard suitability rules apply. Conditions may restrict access to public funds and certain activities.
4. Length of permission and progression
Entry clearance or permission to stay is usually granted for two years initially. Extensions are unsponsored and may be granted for up to three years at a time, provided the earnings and other route requirements are met for the relevant cohort. Settlement (indefinite leave to remain) can be available after five years’ continuous residence, subject to meeting the applicable earnings test (assessed on UK PAYE income for the required period), continuous residence, knowledge of language and life, and other Rules.
5. How Scale-up differs from Skilled Worker (high-level)
Scale-up imposes sponsorship for only the first six months and, for post-22 July 2025 cohorts, applies a general threshold set at £39,100 (or going rate if higher). Skilled Worker requires sponsorship throughout and currently applies a higher general threshold. Occupation lists, going rates, and salary rules are route-specific and change over time, so employers and applicants should always check the cohort and date-specific requirements before proceeding.
Section Summary
The Scale-up visa is aimed at high-growth UK businesses that need to onboard skilled overseas hires quickly. It blends an initial sponsored stage with long-term flexibility for both employer and worker. Key points are: eligibility at RQF 6 using an eligible occupation code; salary linked to cohort rules (with a £39,100 general threshold for CoS assigned on or after 22 July 2025, or going rate if higher); six months of mandatory sponsored employment; then unsponsored work with the ability to change employer; two-year initial grant; unsponsored extensions; and a pathway to settlement for those who meet residence and earnings requirements.
Section B: Scale-up Visa Sponsorship Rules
The Scale-up visa combines features of sponsored and unsponsored immigration routes. Sponsorship is mandatory during the initial six months of employment, but after this period the worker may continue in their role unsponsored or switch to another employer without applying for a new visa. For businesses, this dual model reduces long-term compliance responsibilities but also creates the risk of worker attrition shortly after arrival.
1. Sponsorship during the first six months
Employers must hold a valid Scale-up sponsor licence from the Home Office before assigning a Certificate of Sponsorship (CoS). To qualify for such a licence, the company must either pass the automatic HMRC test for high-growth businesses or secure an endorsement through the approved endorsing body pathway. The CoS details the role, occupation code, and salary. For CoS assigned on or after 22 July 2025, the job must pay at least £39,100 per annum or the going rate for the occupation code, whichever is higher. Transitional rules apply to earlier CoS.
During this six-month sponsored period, employers must comply with sponsorship duties, such as reporting unauthorised absences or significant changes in the worker’s employment. Failure to comply may affect the sponsor’s licence standing.
2. After six months
Once the initial sponsored period ends, the worker no longer requires sponsorship to remain in their role or to change employers. They may stay with their original sponsor without sponsorship obligations continuing, or they may move freely to another employer. This provides employees with job mobility while relieving employers of ongoing sponsor duties. Employers often need to balance this benefit with the risk of losing the worker after investing in the sponsorship process.
3. Permission duration and further applications
A Scale-up worker is initially granted permission for two years. At the end of this period, they may apply for a further grant of leave on an unsponsored basis, usually for three years. Extensions are not limited in number, provided the applicant continues to meet the route requirements. The worker may later apply for indefinite leave to remain (ILR) once they have completed five years of continuous lawful residence, subject to meeting the earnings and other settlement requirements.
4. Compliance obligations for employers
- Hold a valid Scale-up sponsor licence before assigning a CoS.
- Ensure the job offer is genuine and meets the required skill and salary thresholds for the relevant cohort.
- Fulfil sponsor duties during the six-month sponsored period, such as record-keeping and reporting changes.
- Pay the correct CoS fee (from April 2025: £55) and follow Home Office rules on costs that may or may not be passed to workers.
Unlike the Skilled Worker route, the Immigration Skills Charge does not apply to the Scale-up visa. This reduces the financial burden on sponsoring employers, although they still face the risk that a worker may leave once unsponsored.
Section Summary
The Scale-up visa requires sponsorship for only the first six months, after which the worker becomes unsponsored and can switch roles or employers. Employers must hold a Scale-up sponsor licence, meet growth or endorsement criteria, and comply with sponsorship duties during the initial period. While the route alleviates long-term compliance costs, it exposes businesses to the risk of losing staff soon after onboarding.
Section C: Scale-up Visa Endorsement Pathway
The endorsement pathway provides an alternative route for businesses that do not automatically meet the Home Office’s high-growth test for Scale-up sponsor licensing. It is intended to give younger or smaller companies with strong potential a fair chance to access the Scale-up route, even if they cannot evidence three years of sustained 20% growth in turnover or staffing levels.
1. Eligibility for the endorsement pathway
To qualify automatically for a Scale-up sponsor licence under the HMRC test, a company must have grown by at least 20% in turnover or headcount for three consecutive years and have started that period with at least 10 employees. Many innovative firms, particularly in sectors like technology, life sciences, or green energy, may not meet this strict threshold despite rapid potential. The endorsement pathway enables those businesses to seek recognition of their growth potential instead.
2. Role of endorsing bodies
Employers using this pathway must apply to a Home Office-approved endorsing body. The endorsing body assesses the business’s financial records, strategy, and growth plans, and considers whether international recruitment is justified. If satisfied, the endorsing body issues an endorsement reference number, which the employer then uses in its sponsor licence application to the Home Office.
3. Fees and documentation
The endorsement process carries a separate fee set by the endorsing body. As of 2025, the standard fee is £1,500 excluding VAT, payable directly to the endorsing body. This is in addition to the Home Office sponsor licence fee. Employers should prepare detailed documentation to support their application, including:
- Evidence of trading history and financial accounts.
- Details of headcount and workforce planning.
- Growth strategy, including business plans and market forecasts.
- Evidence of the need to access international talent.
4. Using the endorsement to apply for a licence
Once an endorsement reference is secured, the employer can submit its Scale-up sponsor licence application using that reference. The Home Office then considers the application in line with its standard sponsor licensing rules. If successful, the business gains the ability to assign Certificates of Sponsorship under the Scale-up route, subject to the same duties and responsibilities as automatically qualifying sponsors.
Section Summary
The endorsement pathway ensures that promising companies that cannot yet demonstrate three years of 20% growth still have access to the Scale-up visa route. By securing an endorsement from an approved body, these businesses can obtain a Scale-up sponsor licence and recruit international workers. While the process carries extra costs and documentation requirements, it creates a vital opportunity for high-potential employers to expand their workforce in the UK.
Section D: Scale-up Visa Requirements
The Scale-up visa imposes eligibility criteria on both the applicant and the sponsoring employer. These requirements are set out in the Immigration Rules and must be met for a successful application. They cover the job role, salary, skill level, English language ability, financial maintenance, and employer growth status.
1. Worker requirements
Applicants must be aged 18 or over on the date of application and hold a genuine job offer from an authorised Scale-up sponsor. The role must be at RQF Level 6 (graduate level) or above and appear in the list of eligible occupation codes for the Scale-up route. The job must also pay at least the higher of:
- £39,100 per year (for Certificates of Sponsorship assigned on or after 22 July 2025, subject to transitional provisions for earlier cohorts); or
- The going rate for the occupation code.
Applicants must meet the English language requirement, usually by passing an approved test at CEFR level B1 in reading, writing, speaking, and listening, or by holding a recognised English-taught degree. They must also satisfy the financial requirement, unless exempt. This means showing personal savings of at least £1,270 held for 28 consecutive days, or having the employer certify maintenance on the CoS. Applicants applying from inside the UK who have held lawful permission for at least 12 months are exempt.
Applicants are awarded 70 points in total to qualify: 50 for sponsorship, skill, and salary; 10 for English language; and 10 for financial maintenance. Standard suitability rules also apply, meaning applications can be refused for issues such as criminality, misconduct, or past immigration breaches. The police registration requirement has been abolished and no longer applies.
2. Employer requirements
To sponsor under the Scale-up route, a UK business must hold a valid Scale-up sponsor licence. To obtain this licence, the business must either:
- Meet the automatic high-growth test: an average annual growth rate of at least 20% in turnover or headcount for three consecutive years, starting with a minimum of 10 employees; or
- Secure an endorsement from a Home Office-approved endorsing body confirming growth potential and business need for overseas talent.
The job offered must be genuine and at the required skill and salary level. Home Office caseworkers will refuse applications if they believe a role does not exist, is a sham, or has been created primarily to facilitate a visa application. Employers must also comply with sponsorship duties during the six-month sponsored period, such as record-keeping, reporting significant changes, and ensuring the worker is paid in line with their CoS.
Employers must commit to employing the worker for at least the initial six months. After that time, the worker can remain with the same employer unsponsored or move elsewhere.
3. Summary of requirements
| Eligibility Requirement | Details |
|---|---|
| Genuine Job Offer | Must be at graduate level or above in an eligible occupation code. |
| Minimum Salary | Higher of £39,100 (post-22 July 2025 cohorts) or going rate. |
| Sponsored Employment | Must remain in sponsored role for the first six months. |
| English Language | Level B1 or above in reading, writing, speaking, listening. |
| Financial Requirement | £1,270 personal funds or employer certification of maintenance. |
Section Summary
The Scale-up visa requires applicants to hold a genuine, high-skilled job offer from an authorised Scale-up sponsor, paying at least £39,100 or the occupation’s going rate for recent cohorts. Employers must either meet the automatic growth test or secure endorsement and must comply with sponsorship duties during the worker’s first six months. Workers must also meet the English language and financial requirements unless exempt. Together, these conditions ensure that the route is used by genuine, high-growth businesses and skilled migrants able to contribute to the UK labour market.
Section E: Scale-up Visa Application Process
The Scale-up visa application process is designed to allow high-growth companies to bring in overseas talent efficiently. It requires careful coordination between the sponsoring business and the applicant, with strict documentation and timing requirements. Applications can be made both from overseas and from within the UK if the applicant is switching from an eligible visa category.
1. Step-by-step process
| Step | Action | Responsible Party | Estimated Time |
|---|---|---|---|
| 1 | Apply for sponsor licence | Employer | 8–12 weeks |
| 2 | Assign Certificate of Sponsorship (CoS) | Employer | 1–2 weeks |
| 3 | Submit visa application | Applicant | 1–2 hours (online) |
| 4 | Pay fees and submit biometrics | Applicant | Varies by appointment |
| 5 | Application processing | Home Office | 3 weeks (outside UK) / up to 8 weeks (inside UK) |
| 6 | Receive decision and visa | Applicant | At end of processing |
Employers must first obtain a Scale-up sponsor licence unless they already hold one. Once approved, they assign a CoS to the applicant. The applicant then submits an online application, pays the fee and Immigration Health Surcharge (IHS), and provides biometric information. A decision is typically issued within standard processing times, though priority services may be available at extra cost.
2. Required documents
Applicants and sponsors must provide a range of supporting documents. These may include:
- For employers: audited financial statements, payroll records, proof of UK registration, and documents required for the sponsor licence application.
- For applicants: a valid CoS, proof of job offer, contract or role description, salary details, evidence of English language ability, passport or travel document, tuberculosis test results (where required), and proof of funds unless exempt.
Employers must also ensure that their sponsor licence application complies with Appendix A of the Immigration Rules, which sets out mandatory supporting evidence.
3. Processing times
Visa processing is generally three weeks for applications made outside the UK and up to eight weeks for in-country applications. Faster options are available in many locations, such as a five-working-day priority service (additional £500) or a next-working-day super-priority service (additional £1,000). Actual availability depends on the applicant’s location and the use of the UK Immigration ID Check app.
4. Application fees and costs
The Scale-up visa application fee is £880 per applicant (as of April 2025). Each dependant pays the same fee. In addition, applicants must pay the Immigration Health Surcharge: £1,035 per year for most applicants or £776 per year for children under 18. There may also be costs for biometric appointments, priority services, or certified translations of documents. Employers must pay the Certificate of Sponsorship fee (£55 from April 2025) but are not liable for the Immigration Skills Charge on this route.
5. Tips for a successful application
- Check all details on the CoS and ensure consistency across the application form and documents.
- Prepare evidence of English language and financial maintenance in advance.
- Confirm priority services are available before paying additional fees.
- Employers should maintain open communication with applicants to avoid errors or missing information.
Section Summary
The Scale-up visa application process requires the employer to obtain a sponsor licence, assign a CoS, and support the applicant with documentation. The applicant then submits an online form, pays the visa and IHS fees, and attends a biometric appointment if required. Standard processing is three to eight weeks depending on where the application is made, with priority services often available. Successful preparation and accurate documentation are critical to avoiding delays or refusals.
Section F: Extending a Scale-up Visa
The Scale-up visa is initially granted for two years. At the end of this period, the worker can apply to extend their permission for up to three years at a time, provided they meet the eligibility criteria for unsponsored extensions. The extension rules reflect the hybrid nature of the route: while the first six months require sponsorship, subsequent grants are unsponsored but dependent on meeting strict salary and earnings thresholds.
1. Eligibility for extension
To qualify for an extension, the applicant must demonstrate that they have worked in a qualifying role for at least six months during their initial permission and that they continue to meet the salary requirements for their cohort. For Certificates of Sponsorship assigned on or after 22 July 2025, the applicant must show PAYE earnings of at least £39,100 per year, or the going rate for their occupation if higher. Transitional salary provisions apply to earlier cohorts.
2. Evidence required
The Home Office expects clear evidence of employment and earnings. This usually includes:
- Recent payslips covering the required period.
- Corresponding HMRC records to confirm PAYE income.
- Employer letters verifying employment where necessary.
The Home Office places significant weight on HMRC records and may refuse an extension if there are inconsistencies between payslips and tax data. Applicants should ensure their records are accurate and up to date before applying.
3. Settlement after five years
After five years of lawful continuous residence in the UK on the Scale-up route, the worker may be eligible for indefinite leave to remain (ILR). For settlement, the earnings requirement is stricter: the applicant must show qualifying PAYE earnings at or above the threshold for at least 24 months within the three years immediately before the ILR application. They must also pass the Life in the UK Test and meet the English language requirement unless previously satisfied.
4. Employer obligations after sponsorship ends
Once the initial six months of sponsorship are complete, the employer has no ongoing sponsor duties in relation to the worker. However, they may need to provide records of PAYE income if the worker later applies for an extension or settlement. Employers should therefore retain accurate payroll records, even after sponsorship obligations end, to support the worker’s future applications.
Section Summary
Extensions under the Scale-up route are unsponsored but subject to strict PAYE earnings requirements. For new cohorts from July 2025 onwards, the key threshold is £39,100 or the role’s going rate if higher. Applicants must show at least six months in qualifying sponsored work and provide robust HMRC evidence. After five years, workers may apply for ILR if they meet the 24-month earnings test and other settlement requirements. Employers are relieved of sponsor duties after six months but should retain PAYE records to support their workers’ future applications.
Section G: Scale-up Visa Benefits
The Scale-up route is designed to serve both high-growth employers and skilled migrants by combining a short period of sponsorship with long-term labour market flexibility. It reduces recurring sponsor burdens while creating a pathway for workers to progress their careers without repeated visa changes.
1. Benefits for businesses
High-growth companies often face acute hiring bottlenecks. The Scale-up visa helps relieve these constraints by streamlining the initial sponsorship phase and removing the need for ongoing sponsorship after six months. Key advantages include:
- Faster onboarding: Targeted at scale-ups with demonstrable or endorsed growth, enabling quicker access to overseas talent.
- Lower ongoing compliance: Sponsor duties end after six months, reducing monitoring and reporting overhead compared with routes that require continuous sponsorship.
- No Immigration Skills Charge: Reduces total hiring cost compared with some other sponsored routes.
- Broader workforce planning options: Ability to retain the hire unsponsored after month six or backfill roles without reassigning CoS.
These features allow leadership teams to concentrate on scaling operations rather than managing long-term sponsorship compliance.
2. Sector use-cases
While available across the economy, some sectors are particularly well-placed to use the route:
- Technology and digital: Software, AI, fintech and data roles where rapid headcount growth is common and skills are globally competitive.
- Life sciences and healthcare innovation: Biotech, medtech and R&D teams requiring niche expertise and postgraduate-level skill sets.
- Green energy and advanced manufacturing: Projects aligned to decarbonisation and scale-up production lines needing specialist engineers and scientists.
3. Benefits for workers
For applicants, the route provides mobility and career development without frequent visa updates:
- Early stability, later flexibility: Six months of sponsored employment followed by unsponsored work with freedom to switch employer or role.
- Clear progression: Two-year initial grant, unsponsored extensions, and a pathway to settlement subject to earnings and residence requirements.
- Family life: Ability to bring qualifying dependants where requirements are met.
- Study options: Permission to study, with ATAS required for certain sensitive postgraduate subjects.
4. Risk and mitigation overview
The route’s flexibility creates distinct risk profiles for employers and workers:
- Employer retention risk: Workers can move after six months. Mitigate through onboarding, progression planning, incentives and culture.
- Worker compliance risk: Extensions and ILR depend on meeting PAYE earnings thresholds. Maintain accurate payroll records and retain evidence.
- Salary cohort rules: Thresholds depend on the date the CoS was assigned. Confirm cohort-specific rules before hiring or applying.
Section Summary
The Scale-up visa offers high-growth employers a pragmatic way to access international skills with limited long-term sponsorship obligations and lower ongoing compliance costs. For workers, it provides early certainty, post-six-month mobility, and a route to settlement where earnings and residence tests are met. Both sides should plan for retention, evidence of PAYE income, and cohort-specific salary rules to secure long-term success on the route.
Section H: Scale-up Visa Case Studies
Practical examples illustrate how the Scale-up visa operates in real business and worker scenarios. These case studies highlight both the opportunities and challenges associated with the route.
1. Tech startup expansion
A London-based fintech company experiencing rapid growth sought to double its engineering team within a year. By using the Scale-up visa, the firm successfully recruited overseas developers in niche coding languages. After the initial six-month sponsored period, several hires stayed on unsponsored, providing long-term stability without further sponsor compliance. One worker later progressed into a leadership role, demonstrating the career mobility the visa enables.
2. Biotech innovation
A biotechnology business specialising in advanced therapies faced difficulty sourcing experienced lab scientists domestically. The Scale-up route allowed the company to bring in overseas researchers with doctoral-level expertise. The business benefitted from rapid onboarding, while the scientists enjoyed flexibility after the first six months to collaborate on cross-sector projects. The company reported major breakthroughs in product development and secured new investment, attributing success partly to the talent recruited under the route.
3. International talent career journey
An experienced data scientist from India accepted a role with a UK artificial intelligence scale-up. She entered on a Scale-up visa, met the initial sponsored period requirement, and later transitioned into a more senior post without needing a new visa. After five years, she applied for indefinite leave to remain by evidencing her PAYE earnings and continuous residence. She has since become a permanent UK resident, continuing to contribute to the growth of the company and the wider tech sector.
Section Summary
These examples show how the Scale-up visa can be used to secure specialist international talent, accelerate growth in innovation sectors, and offer workers flexible career development and a pathway to settlement. For employers, the benefits include quicker recruitment and reduced long-term compliance, balanced against the retention risks that arise once sponsorship ends.
Section I: Summary
The Scale-up visa is a unique UK immigration route tailored for high-growth businesses seeking to access international talent. It requires employers to sponsor workers only for the first six months, after which sponsorship obligations fall away. This reduces compliance duties but introduces retention risks as employees gain the freedom to move to other roles or employers.
For applicants, the Scale-up visa provides flexibility, family reunion rights, the ability to study, and a clear route to settlement. From 22 July 2025, new cohorts must meet the updated salary threshold of £39,100 per year or the going rate for their occupation, whichever is higher. Transitional provisions remain for earlier cohorts. Extensions are unsponsored but subject to strict PAYE earnings requirements, and ILR requires evidence of qualifying earnings for at least 24 months within the three years prior to applying.
Employers must still meet the Home Office’s high-growth test or secure endorsement to obtain a Scale-up sponsor licence. During the sponsored period, they must comply with reporting and record-keeping duties and pay the £55 Certificate of Sponsorship fee, though the Immigration Skills Charge does not apply. Applicants must satisfy the English language and financial maintenance requirements unless exempt.
Section Summary
The Scale-up visa combines initial sponsorship with long-term flexibility, offering businesses a streamlined way to recruit overseas workers while enabling employees to enjoy job mobility and a settlement pathway. Employers must weigh the reduced compliance obligations against retention challenges, while workers must plan carefully to meet salary and earnings thresholds. For both parties, preparation and compliance are key to making the most of this route.
Section J: Need Assistance?
Navigating the Scale-up visa rules can be complex. Employers must evidence growth or secure endorsement, apply for and maintain a sponsor licence, and meet sponsorship duties during the initial six-month period. Applicants must ensure they meet the skill, salary, English language, and financial requirements, while also preparing the documentation needed for extensions and settlement.
Specialist immigration advice can help both employers and workers understand the latest Home Office guidance, avoid costly mistakes, and prepare stronger applications. Professional support is often particularly valuable when dealing with complex business structures, endorsement applications, or planning for long-term workforce strategies and settlement goals.
Section Summary
Employers and applicants considering the Scale-up visa route should seek expert guidance to ensure compliance with UK immigration law, maximise the benefits of the route, and mitigate risks around sponsorship, retention, and settlement. Independent advice and careful planning can make the difference between a smooth process and one that leads to delays or refusals.
Section K: Scale-up Visa FAQs
1. What is the Scale-up visa?
The Scale-up visa is a UK immigration route for high-growth companies to recruit skilled workers from overseas. It combines an initial six months of sponsorship with long-term flexibility, allowing workers to change roles or employers without needing a new visa after the sponsored period ends.
2. Who is eligible to apply?
Employers must hold a Scale-up sponsor licence, either by meeting the automatic high-growth test or securing endorsement. Workers must have a genuine job offer at RQF Level 6 or higher, meet the English language and financial requirements, and earn at least £39,100 per year or the going rate for their role (for CoS assigned on or after 22 July 2025).
3. How long is the visa valid?
The Scale-up visa is initially granted for two years. It can then be extended for three years at a time on an unsponsored basis, provided the applicant meets the relevant PAYE earnings criteria. After five years of continuous residence, applicants may be eligible for indefinite leave to remain (ILR).
4. What are the benefits for workers?
Workers gain flexibility after the first six months, the right to bring dependants, the ability to study, and a clear route to settlement. They are not tied to continuous sponsorship and may change employer without making a new visa application once the initial period is completed.
5. How much does it cost?
The application fee is £880 per applicant. In addition, the Immigration Health Surcharge applies at £1,035 per year for most applicants and £776 per year for under-18s. Employers must pay the Certificate of Sponsorship fee (£55 from April 2025), but there is no Immigration Skills Charge on this route.
6. Can workers switch employers?
Yes. Workers must remain in the sponsored role for the first six months. After that, they may change employer or role without updating their visa, provided they continue to meet the Scale-up visa conditions. A change of employer within the first six months would require action and may not be permitted without a new CoS.
7. Can family members join?
Yes. Dependants may include a partner and children under 18. Each dependant must submit their own application and pay the visa and IHS fees. They must also meet suitability requirements, and financial support requirements may apply.
8. What happens if an application is refused?
If the Home Office refuses an application, the decision letter will explain the reasons. Options may include an administrative review, appealing if applicable, or submitting a new application with corrected evidence. Professional advice can help determine the best next step.
9. How does the Scale-up visa compare to other visas?
Compared to the Skilled Worker visa, the Scale-up visa involves a shorter sponsorship period and lower ongoing compliance for employers. It also offers more flexibility for workers, who can switch jobs after six months. Unlike the Innovator Founder visa, it is aimed at employees rather than entrepreneurs and does not require endorsement of a business idea.
10. Can workers settle permanently?
Yes. After five years of continuous lawful residence on the Scale-up route, applicants can apply for ILR, provided they meet the PAYE earnings requirement for at least 24 months within the three years before applying, as well as English language and Life in the UK requirements.
Section Summary
The FAQs show that the Scale-up visa is a flexible route for high-growth businesses and skilled workers, but both parties must comply with specific eligibility, cost, and earnings rules. Workers gain mobility and settlement opportunities, while employers can onboard talent with reduced long-term obligations. Up-to-date advice is important given ongoing changes to thresholds and guidance.
Section L: Glossary
| Term | Definition |
|---|---|
| Scale-up visa | A UK work route for high-growth businesses to hire overseas workers, with sponsorship required only for the first six months. |
| Certificate of Sponsorship (CoS) | An electronic reference assigned by a licensed sponsor that links a specific job to a visa application. |
| Scale-up sponsor licence | Home Office authorisation allowing a UK business to sponsor workers on the Scale-up route, obtained via the automatic HMRC growth test or endorsing-body pathway. |
| RQF Level 6 | Graduate level on the Regulated Qualifications Framework; the minimum skill level for Scale-up roles. |
| Going rate | The occupation-specific minimum salary set in the Immigration Rules; the applicable salary is the higher of the going rate or the route’s general threshold. |
| PAYE earnings | Taxed employment income recorded through HMRC’s Pay As You Earn system; used to evidence extensions and settlement on the Scale-up route. |
| Endorsing body | A Home Office-approved organisation that can assess a company’s growth potential and issue an endorsement reference for Scale-up sponsor licensing. |
| Immigration Health Surcharge (IHS) | A per-year charge paid with most visa applications to access the NHS while in the UK. |
| Indefinite leave to remain (ILR) | Permanent residence allowing an individual to live and work in the UK without time limits, subject to meeting eligibility requirements. |
| ATAS | Academic Technology Approval Scheme; clearance required for study of certain sensitive postgraduate subjects. |
| Suitability | Home Office assessment of factors such as criminality or immigration breaches that may lead to refusal even where eligibility is met. |
Section M: Additional Resources
| Resource | Link |
|---|---|
| UK Government Scale-up Worker Visa Guidance | Visit GOV.UK |
| UK Visas and Immigration (UKVI) – Visas and Immigration Overview | Visit GOV.UK |
| Home Office Sponsorship Management System | Visit GOV.UK |
| Immigration Health Surcharge Information | Visit GOV.UK |
| English Language Requirement Guidance | Visit GOV.UK |
| Visa Application Centres | Visit GOV.UK |
| Apply for Indefinite Leave to Remain | Visit GOV.UK |
| Contact UKVI Inside and Outside the UK | Visit GOV.UK |
| Scale-up Visa Guide – DavidsonMorris | Visit DavidsonMorris |
| Scale-up Visa Guide – Xpats.io | Visit Xpats.io |
