Points Based System Immigration Guide

What this article is about. This guide explains the UK Points Based Immigration System (PBS), how applications are assessed, and why evidential precision is critical. It reflects the July 2025 Skilled Worker reforms (including the £41,700 general threshold and raised skill baseline for new sponsorships) and the January 2025 Student maintenance increases. It also sets out practical risks for sponsors and applicants, with pointers on structuring compliant applications under fast-moving policy.

Executive overview. PBS routes combine mandatory criteria with limited tradeable elements. Many routes are branded under the PBS but are not “points-scored” in practice (for example, Global Talent relies on endorsement or an eligible prize). Thresholds are strictly enforced; minor shortfalls commonly lead to refusal. From 22 July 2025, Skilled Worker sponsorship generally requires roles aligned to higher skill levels (with transitional concessions and limited interim lists), and salary floors have increased. From 2 January 2025, Student maintenance levels rose materially. Treat PBS requirements as living policy and verify figures against the current Rules and guidance at the time of applying.

Section A: Points Based Immigration

The UK’s Points Based Immigration System provides the framework for most work, study and several specialist routes. Applicants are assessed against route-specific criteria such as skill level, salary, English language and, where relevant, sponsorship or endorsement. Since 1 January 2021 the PBS has applied to EU and non-EU nationals alike (Irish citizens remain outside the PBS). While the PBS aims to deliver objectivity, frequent rule changes and strict evidence standards mean outcomes often turn on whether the documentation precisely meets what the Rules and guidance require at the date of decision.

1. Background and evolution

Introduced in 2008 and re-engineered after the end of EU free movement, the PBS shifted the UK system toward clearer route criteria and codified thresholds. Post-Brexit reforms (from 1 January 2021) consolidated work and study routes under the PBS umbrella. Further reforms in 2024–2025 tightened salary and skill parameters for work routes, raised Student maintenance, and replaced shortage mechanisms with updated lists. Sponsors and applicants should expect continued, iterative adjustments.

2. Current policy position (2025 snapshot)

• Skilled Worker—salary & skill (from 22 July 2025): General threshold £41,700 per year and the higher of 100% of the going rate and the hourly floor. New sponsorships generally require higher skill alignment than legacy RQF 3 baselines, subject to transitional concessions and limited interim lists for certain roles.
• Student maintenance (from 2 January 2025): Increased monthly living-cost figures apply for up to 9 months (higher in London), alongside tighter dependant rules.
• PBS branding vs points totals: Some routes are PBS-branded but not determined by a numerical points total (e.g., Global Talent endorsement/prize, Youth Mobility, Creative Worker).
• Evidential rigor: Caseworkers decide on the evidence provided at the time of decision; requests for further information are limited. Minor documentary gaps can result in refusal even where underlying eligibility may exist.

Section summary. The PBS is a structured but fluid framework. Accuracy on skill level, salary, and documentation now matters more than ever, particularly under the post-July 2025 work rules and the 2025 Student funding increases. Treat route labels carefully: not every PBS route uses a points total, and many depend on endorsement or eligibility lists rather than “tradeable points”.

Section B: How Does the Points Based System Work?

The Points Based System evaluates visa applicants by assigning mandatory and, in some cases, tradeable elements. The structure varies by route. Some categories are scored on a 70-point framework, while others operate under the PBS umbrella but are decided on endorsement, eligibility, or sponsorship criteria without a numerical tally. Applicants and sponsors must carefully map requirements against the Immigration Rules in force at the date of decision.

1. Criteria used to assess applicants

Skill level. For Skilled Worker visas applied for on or after 22 July 2025, the role must usually align to higher skill levels than the previous RQF 3 baseline, unless transitional concessions or interim list designations apply. Sponsors must confirm that the job is an eligible occupation at the correct skill level.

Salary thresholds. Salary remains one of the most significant criteria. The general threshold is £41,700 per year, or 100% of the going rate for the occupation, whichever is higher, subject to hourly floors. Reduced thresholds may apply for certain roles on the Immigration Salary List, for Health and Care roles, for new entrants, or for PhD-qualified roles. Transitional rates exist for some cohorts sponsored before April 2024. Sponsors should budget for annual updates to thresholds and going rates.

Language proficiency. Most PBS work and study visas require English language ability at B1 level or above on the Common European Framework of Reference for Languages. This is usually evidenced by passing a Secure English Language Test (SELT) or holding a recognised degree taught in English.

Sponsorship and endorsements. Certain routes require a Certificate of Sponsorship (CoS) or Confirmation of Acceptance for Studies (CAS). Others, such as Global Talent or Innovator Founder, rely on endorsement by an authorised body.

2. Points-scored versus non-scored routes

Applicants often assume that all PBS categories follow a 70-point calculation. In reality:

• Skilled Worker and Health & Care Worker visas operate on the 70-point model: 50 mandatory points (job offer, skill level, English) plus 20 tradeable points (salary, shortage list role, new entrant, or relevant PhD).
• Student visas are PBS-branded but not numerically scored. Eligibility is determined by a CAS, maintenance funds, and English evidence.
• Global Talent is not points-scored. Success depends on endorsement by an approved body or holding an eligible international prize.
• Youth Mobility and Creative Worker visas are PBS-branded but granted on meeting eligibility conditions, not points totals.

3. Illustrative comparison (2025)

Section summary. The PBS framework is not uniform. Some routes operate on the familiar 70-point grid, while others rely on endorsement or eligibility conditions. Understanding which model applies to your chosen route is critical to meeting the evidential requirements and avoiding refusal.

Section C: Applying under the Points Based System

While each PBS route has its own Rules and guidance, successful applications follow a common pattern: select the correct route, map every requirement to evidence, and submit a coherent file that matches the Rules in force on the decision date. The Home Office decides on the papers; opportunities to fix gaps are limited. Treat the process as an evidential audit and build your file accordingly.

1. Step-by-step application process

1. Confirm the correct route. Decide whether your situation fits Skilled Worker, Health and Care, Student, Global Talent, or another PBS route. Check route-specific Rules, occupation eligibility (where relevant), and any current concessions or transitional arrangements.
2. Check eligibility against the live Rules. For work routes, confirm the occupation code, skill alignment, salary threshold (general, going rate and hourly floor), English level, and—where applicable—endorsement or list eligibility. For study routes, confirm CAS, maintenance and English.
3. Secure sponsorship or endorsement (if required). Obtain a valid Certificate of Sponsorship (CoS) or Confirmation of Acceptance for Studies (CAS). For endorsement-based routes, obtain the formal endorsement or confirm prize eligibility.
4. Assemble evidence. Build an indexed bundle that proves each criterion. Where guidance prescribes exact formats (e.g., bank statements, test providers), follow them precisely.
5. Complete the online form. Use the official application portal for the relevant route. Ensure form answers are consistent with the evidence (job title, SOC code, salary, start date, course details, etc.).
6. Pay fees and (if applicable) the Immigration Health Surcharge. Some categories (e.g., Health & Care) are IHS-exempt; others must pay at current rates. Keep receipts.
7. Prove identity and provide biometrics. Use the app (where eligible) or attend a visa application centre. Follow location-specific instructions on document upload versus in-person submission.
8. Submit and monitor. Ensure all documents are uploaded in the required format. Track the application and consider priority or super priority services where available.
9. Decision and post-decision actions. If granted, check the accuracy of conditions (employer, role, hours, course, start/end dates). For work routes, maintain compliance with sponsor conditions. For study, follow term-time work limits and reporting rules.

Good practice. Date-stamp your evidence, label files clearly (e.g., “A1_Passport.pdf”), and cross-reference the Rules paragraph or guidance section each document satisfies. This creates a transparent audit trail for the caseworker.

2. Documents and evidence: route-by-route core items

• Identity. Valid passport (or travel document) with required blank pages; previous passports if needed to evidence travel/immigration history.
• Sponsorship/endorsement. CoS (work) or CAS (study) number; endorsement/prize confirmation where the route requires it. Ensure details (job title, SOC code, salary, course) match your application exactly.
• Skill and role eligibility (work routes). Evidence that the role matches the correct occupation code and skill level. Include job description, contract/offer letter, and any professional registration where required.
• Salary compliance. Contract/offer letter confirming gross pay, hours, and allowances; calculations to show you meet the general threshold, going rate and any hourly floor. Where relying on concessions (e.g., new entrant, ISL, PhD relevancy), include documentary proof (age, qualifying course history, doctoral award, role mapping).
• English language. Approved test result at the required CEFR level, or degree taught in English with NARIC/ECCTIS confirmation where applicable, or nationality meeting the exemption list.
• Financial/maintenance. Where required, prescribed evidence of funds for the specified period and amounts (noting higher London rates for Students). Ensure statements meet format and recency rules.
• Immigration history and suitability. Where requested, provide records relevant to previous refusals, breaches, or criminality checks (e.g., criminal record certificates for specified roles/locations).
• TB and other medicals. TB test results where country-specific rules require them; any route-specific medical or vaccination evidence where applicable.

Evidence discipline. Use only the document types specified by the Rules/guidance. If alternative formats are allowed, confirm the exact criteria (issuer, dates, content, translation rules). Avoid “near misses”—they are frequent causes of refusal.

3. Practical tips to reduce refusal risk

• Mirror the Rules. Build your bundle around the exact paragraph numbering of the Immigration Rules/Appendices and any route guidance. Include a short index mapping each requirement to specific documents.
• Fix inconsistencies. Ensure job titles, SOC codes, salary, hours and dates match across the CoS, contract, and application. Mismatches are common refusal triggers.
• Prove the salary floor in three ways. Show (i) general threshold, (ii) 100% of going rate for the occupation, and (iii) hourly floor compliance. If relying on a concession, evidence eligibility and the correct reduced threshold.
• English evidence checks. Confirm the test provider is approved, the test meets the required level and is within validity. For degree-in-English claims, provide the specified comparability letter where required.
• Maintenance precision. Where funds are required, meet the exact amount, format and duration. Do not assume near-equivalence is acceptable.
• Use priority services judiciously. Availability varies by location and route. If timing is critical, plan for document readiness and appointment logistics before upgrading service speed.
• Keep a version lock. Policies change. Freeze a copy of the Rules/guidance you relied on at submission and note the application date to contextualise your evidence if later queried.
• Sponsor compliance alignment. Employers should align HR processes (right to work checks, reporting, record-keeping) with the sponsorship duties from day one to avoid downstream licence risk.

Section summary. Treat the PBS application as a compliance file, not a narrative. Identify every requirement that applies to your route, map it to precise evidence, and maintain internal consistency across the CoS/CAS, contracts, forms, and supporting documents. Most refusals stem from correctable documentary gaps or mis-mappings—problems that robust pre-submission checks can prevent.

Section D: Key Points Based Immigration Routes

The Points Based System covers a range of work, study, and specialist routes. Each has unique criteria, but all require precise compliance with the Immigration Rules and guidance. This section highlights the most commonly used categories as at September 2025, following the latest reforms to thresholds and skill levels.

1. Skilled Worker visa

The Skilled Worker visa is the primary work route under the PBS. Applicants must have a genuine job offer from a licensed sponsor in an eligible occupation at the correct skill level. From 22 July 2025, the general salary threshold is £41,700 per year, or 100% of the going rate for the occupation, whichever is higher, with an hourly floor also applied. Reduced thresholds may apply for roles on the Immigration Salary List, for new entrants, or for those holding a relevant PhD.

Most new Skilled Worker applications must now meet higher skill thresholds than the previous RQF 3 baseline, unless transitional provisions or interim lists apply. Applicants must also evidence English language ability at B1 CEFR or higher. The route normally leads to settlement after 5 years, subject to continuous residence and eligibility criteria.

2. Health and Care Worker visa

This category sits within the Skilled Worker framework but is tailored to healthcare professionals. Eligible applicants include doctors, nurses, and adult social care workers employed by NHS bodies, NHS suppliers, or licensed social care providers. Reduced salary thresholds apply to many qualifying roles, and the route benefits from exemption from the Immigration Health Surcharge and lower application fees. English language ability must still be proven, and sponsorship by an approved employer remains mandatory. Settlement is generally possible after 5 years.

3. Student visa

The Student visa enables international students to study in the UK at licensed institutions. Applicants must hold a Confirmation of Acceptance for Studies (CAS), show sufficient funds to cover tuition fees and maintenance, and prove English ability. From 2 January 2025, the monthly maintenance requirement is £1,483 for London or £1,136 for outside London, for up to 9 months. Dependants are restricted to postgraduate research students and certain government-sponsored cases. Students can usually arrive up to 1 month before the course if it lasts longer than 6 months. Work limits apply during study. This route does not lead directly to settlement, but time on it may count if switching into eligible work categories.

4. Global Talent visa

This route is for individuals recognised as leaders or potential leaders in academia, research, arts and culture, or digital technology. Success depends on endorsement by an approved body or evidence of an eligible international prize. No job offer or salary requirement applies. The visa provides broad work flexibility and can lead to settlement after 3 years (endorsement dependent). While branded under the PBS, it is not a “points-scored” route.

5. Innovator Founder visa

For entrepreneurs looking to establish and run innovative businesses in the UK, the Innovator Founder visa requires endorsement by an authorised endorsing body. The business must be innovative, viable, and scalable. This route replaced the previous Innovator and Start-up visas. There is no fixed salary threshold, but applicants must demonstrate they will play a key role in day-to-day business operations. The route can lead to settlement after 3 years.

6. Other PBS-branded work routes

• Scale-up Worker visa: For individuals employed in qualifying scale-up businesses, with an initial sponsorship requirement followed by greater employment flexibility. Salary thresholds align to Skilled Worker levels.
• Creative Worker visa: For individuals with short-term contracts in eligible creative industries. Sponsorship is required, but the route does not operate on a numerical points total.
• International Sportsperson visa: For elite athletes and coaches endorsed by the relevant UK sporting body. Sponsorship required; not a 70-point framework.
• Seasonal Worker visa: Short-term permission to work in agriculture and certain other approved sectors. Operates on sponsorship but not a points tally.
• International Agreement visa: For workers covered by international treaties (e.g., GATS, diplomatic staff). Sponsorship required; non-scored.
• Graduate visa: Post-study route allowing international students to remain for 2 years (3 for doctorates) after completing their course. No job offer or sponsorship required; not a points-scored route.
• Youth Mobility Scheme: For young people from partner countries, typically aged 18–30 (or 35, depending on nationality). Allocated on eligibility, not points.

Section summary. The PBS incorporates a diverse set of immigration categories. Skilled Worker and Health & Care Worker visas remain the most widely used, but specialist routes like Global Talent, Innovator Founder, and Student visas serve distinct policy goals. Sponsors and applicants must recognise which routes are truly “points-scored” and which are eligibility-based to avoid misunderstanding how decisions are made.

Section E: Impact of the Points Based System on Immigration

The Points Based System has reshaped the UK’s immigration framework, prioritising skilled migration while tightening access to roles deemed lower-skilled. Its impact is seen across employment sectors, higher education, and long-term migration patterns. The regime also affects how employers plan recruitment and manage compliance obligations.

1. Changes in immigration patterns

The PBS has redirected the flow of migrants towards roles meeting higher skill and salary thresholds. The July 2025 reforms further tightened eligibility by lifting the general Skilled Worker threshold to £41,700 and requiring alignment to higher skill levels for new sponsorships. These measures reduce access for medium- and lower-skilled roles, pushing employers to restructure recruitment or consider alternative visa categories.

At the same time, routes such as the Health and Care Worker visa and the International Sportsperson visa continue to support sectors with acute shortages or public interest functions. The introduction of the Immigration Salary List (ISL) and a Temporary Shortage List provides limited concessions, but their scope is narrower than previous shortage occupation policies.

2. Impact on the workforce

The PBS has ensured that priority is given to roles with higher pay and skill requirements. This benefits sectors such as healthcare, digital technology, and advanced engineering. However, smaller businesses face higher costs and heavier compliance obligations in securing overseas talent. For many employers, sponsorship is becoming less attractive as compliance risks, licence duties, and escalating salary thresholds reduce the return on investment.

Employers must now treat immigration planning as part of broader workforce strategy. Regular audits of sponsored staff, salary levels, and licence compliance are essential. The fluidity of PBS policy means businesses must budget for threshold increases and maintain agility in recruitment planning.

3. Impact on higher education

For universities and colleges, the PBS has reinforced the UK’s position as a global study destination but with stricter financial requirements. From January 2025, international students must evidence higher levels of maintenance, raising barriers for some. In addition, dependant rules have tightened, limiting the ability of most students to bring family unless they are on research-level courses or covered by government sponsorship.

The Graduate visa remains a draw, allowing students to stay in the UK after study for 2 or 3 years depending on qualification level. This route supports the UK’s higher education sector by increasing its attractiveness to global students and contributes to the skilled workforce pipeline. Nevertheless, policy debates continue over whether the PBS should further restrict post-study options to manage overall migration numbers.

4. Policy fluidity and economic consequences

Frequent changes to thresholds, lists, and route criteria mean the PBS cannot be treated as static policy. Each adjustment carries consequences for employers and applicants alike. Salary increases in July 2025 immediately excluded many roles previously eligible for Skilled Worker sponsorship, creating recruitment gaps. For applicants, sudden shifts can derail immigration plans mid-process. For the wider economy, reduced access to international workers may challenge business growth, particularly for SMEs.

Section summary. The PBS has increased selectivity in the UK’s immigration system, reinforcing high-skill migration while reducing opportunities for others. Employers now face higher costs, greater compliance demands, and uncertainty due to policy volatility. Education providers benefit from the attraction of the Graduate route, but tighter dependant and maintenance rules restrict student mobility. Overall, the PBS serves as a tool of economic policy as much as immigration control, with impacts that ripple across labour markets and higher education.

Section F: Summary

The UK’s Points Based Immigration System is the framework governing most work and study routes. It aims to create transparency and objectivity by defining mandatory and, in some cases, tradeable criteria. In practice, however, the system is highly rule-driven, with frequent changes that require sponsors and applicants to monitor developments closely.

From 22 July 2025, the Skilled Worker route became more selective, with a higher general salary threshold of £41,700 and elevated skill level requirements for new sponsorships. For students, maintenance requirements increased significantly from 2 January 2025, and dependant rights were further restricted. These reforms highlight the government’s continued use of immigration policy as a lever to control numbers and shape labour supply.

While the PBS provides a structured path for skilled workers, healthcare professionals, international students, and recognised talent, its complexity means outcomes often hinge on evidential precision. Even minor shortfalls can lead to refusal, and the scope to correct errors after submission is minimal. Employers must align immigration strategy with workforce planning and compliance duties, while applicants need to prepare robust evidence packs that map directly to the Rules.

Ultimately, the PBS is both a gateway and a barrier: a route to the UK for those who can meet strict thresholds, and a mechanism of control for the government. Success depends on treating it as a compliance exercise as much as an application, ensuring that every requirement is met in full and evidenced correctly.

Section summary. The PBS is not a fixed or uniform system. Its evolving thresholds and evidential standards require constant attention from sponsors and applicants. With higher costs, stricter rules, and reduced tolerance for error, preparation and compliance are the keys to securing successful outcomes.

Section G: FAQs

1. What is the Points Based System (PBS)?

The PBS is the framework the UK uses to regulate most work, study, and specialist visas. Applicants are assessed against defined criteria such as skill, salary, English language, and sponsorship. Some routes use a points-scoring model (e.g., Skilled Worker), while others are eligibility-based (e.g., Global Talent, Student).

2. Who needs to apply through the PBS?

Most non-UK nationals applying to work or study in the UK will apply under the PBS. Family visas, such as those under Appendix FM, are not part of the PBS, although dependants of PBS visa holders apply within the system.

3. Can I bring my family members with me?

Most PBS work routes allow dependants (partner and children under 18), provided the applicant meets financial requirements. Dependants are restricted under the Student visa to postgraduate research students and certain government-sponsored applicants. Each dependant must apply separately and show maintenance funds where required.

4. Is there a minimum salary for Skilled Worker visas?

Yes. From 22 July 2025, Skilled Worker applicants must usually be paid at least £41,700 per year or 100% of the going rate for their occupation, whichever is higher. Some reduced thresholds apply, such as for new entrants, ISL roles, or PhD-qualified roles. An hourly floor also applies.

5. How do I prove my English language ability?

Applicants generally must pass an approved Secure English Language Test (SELT) at the required level, provide evidence of a degree taught in English, or be a national of a listed majority English-speaking country.

6. How long does it take to get a decision?

Typical processing times are around 3 weeks for applications made outside the UK and up to 8 weeks for applications made inside the UK. Priority (5 working days) and super priority (24 hours) services may be available, depending on the route and location.

7. Can I switch to a different visa inside the UK?

Many routes allow in-country switching, such as moving from Student to Skilled Worker, provided the applicant meets the route-specific criteria and applies before their current visa expires. Some routes, such as Visitor visas, generally do not allow switching into the PBS.

8. Are there exemptions or concessions?

Yes. Concessions exist, including reduced thresholds for roles on the Immigration Salary List, Health and Care roles, and PhD-qualified positions. Transitional provisions also protect some workers sponsored under pre-2024 thresholds. Applicants must evidence eligibility for any concession claimed.

Section summary. The FAQs highlight key issues applicants and sponsors face under the PBS: eligibility, dependants, salary levels, language, and application logistics. While some concessions exist, most thresholds are rigidly applied, making preparation and compliance critical.

Section H: Glossary

Section summary. Understanding PBS terminology is critical for both sponsors and applicants. Many refusals arise from confusion over defined terms. Accurate use of glossary items helps ensure compliance with the Immigration Rules and guidance.

Section H: Glossary

Section summary. Understanding PBS terminology is critical for both sponsors and applicants. Many refusals arise from confusion over defined terms. Accurate use of glossary items helps ensure compliance with the Immigration Rules and guidance.

Section I: Additional Resources

Section summary. Applicants and sponsors should always cross-check requirements against official sources before applying. Specialist resources, including professional legal support, can provide additional guidance to manage compliance risks under the PBS.

Gill Laing

Gill Laing is a qualified Legal Researcher & Analyst with niche specialisms in Law, Tax, Human Resources, Immigration & Employment Law. Gill is a Multiple Business Owner and the Managing Director of Prof Services - a Marketing & Content Agency for the Professional Services Sector.

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