SCALE-UP WORKER VISA

The UK Scale-up Worker visa is for talented individuals who have a highly skilled job offer from a qualifying UK scale-up business. It offers greater employment flexibility than the Skilled Worker route and can lead to settlement in the UK.

An initial Scale-up Worker application is normally sponsored. The applicant must have an eligible job with an approved Scale-up sponsor, usually earning at least £39,100 per year and the applicable going rate for the occupation. A new applicant must normally demonstrate English-language ability at level B2.

The initial visa is normally granted for two years. The worker must remain employed in their sponsored job for the first six months, although they may undertake additional employment or self-employment during that period. After six months, they can change or leave their employment without obtaining further sponsorship or notifying the Home Office.

A Scale-up Worker may subsequently apply for an unsponsored three-year extension. The route can lead to indefinite leave to remain after five qualifying years, provided the applicant satisfies the continuous residence, earnings, employment, English-language and Knowledge of Life in the UK requirements.

1. What Is the UK Scale-up Worker Visa?

The Scale-up Worker route allows qualifying UK businesses experiencing rapid growth to recruit talented overseas workers for highly skilled roles.

The route differs from the Skilled Worker route because sponsorship is required only during the initial stage of the worker’s permission. After completing the required six-month period in the sponsored job, a Scale-up Worker can change employer, stop working for the sponsor, take additional employment or become self-employed without making a new immigration application.

The route has two application pathways:

• a sponsored application, normally made by a person applying for their first period of permission as a Scale-up Worker; and
• an unsponsored application, normally made by an existing or recent Scale-up Worker who has completed the required sponsored employment and meets the PAYE earnings requirement.

A successful sponsored applicant will normally be granted permission for two years. A successful unsponsored applicant will normally be granted permission for three years.

There is no prescribed maximum number of extensions. However, many applicants will become eligible to apply for indefinite leave to remain after completing a qualifying five-year period.

2. Sponsored and Unsponsored Scale-up Applications

The requirements for a Scale-up Worker visa depend on whether the application is sponsored or unsponsored.

When Must You Make a Sponsored Application?

A sponsored application will normally be required where the applicant has not previously held permission as a Scale-up Worker.

The applicant must have:

• a valid Certificate of Sponsorship from an approved Scale-up sponsor;
• an eligible job at the required skill level;
• a salary that meets both the general salary threshold and the applicable going rate;
• the required level of English-language ability; and
• sufficient maintenance funds, unless an exemption applies.

A person who has previously held Scale-up Worker permission but cannot meet the requirements for an unsponsored application may also need to make a further sponsored application.

When Must You Make an Unsponsored Application?

An unsponsored application will normally be appropriate where the applicant:

• has previously been granted permission as a Scale-up Worker;
• has worked in their sponsored Scale-up job for at least six months during their previous permission; and
• meets the applicable PAYE earnings requirement.

The applicant must normally either hold Scale-up Worker permission when applying or have held it recently. Where an application for entry clearance is made after the previous Scale-up permission has expired, the period since expiry must generally be less than six months.

An applicant who meets the unsponsored requirements does not need a new Certificate of Sponsorship or a continuing job offer from a Scale-up sponsor.

Sponsored and Unsponsored Applications Compared

Requirement	Sponsored Application	Unsponsored Application
Certificate of Sponsorship	Required	Not required
Qualifying Scale-up sponsor	Required	Not required
Eligible sponsored occupation	Required	Not required
Sponsored salary and going rate	Required	Not required
Previous six months’ sponsored employment	Not required	Required
Historical PAYE earnings	Not required	Required
Normal grant of permission	Two years	Three years
Employer restrictions	Sponsored job required for first six months	No sponsor restriction
Route to settlement	Yes	Yes

The correct application pathway should be identified before the application is prepared. An application made under the wrong pathway may be refused even if the applicant would have qualified under the alternative requirements.

3. Requirements for a Sponsored Scale-up Worker Visa

To qualify for a sponsored Scale-up Worker visa, the applicant must satisfy UK Visas and Immigration that all relevant validity, suitability and eligibility requirements are met.

Age, Validity and Suitability Requirements

The applicant must be aged 18 or over on the date of application.

The application must be made using the correct form and procedure. The applicant must pay the required application fee and Immigration Health Surcharge, provide their biometric information where required and establish their identity and nationality.

The applicant must not fall for refusal under the suitability provisions of the Immigration Rules. Issues such as criminal convictions, deception, previous breaches of immigration law or outstanding litigation costs may affect the application.

Where an applicant is applying from inside the UK, they must have immigration permission from which switching into the Scale-up Worker route is permitted.

Valid Certificate of Sponsorship

The applicant must have a valid Certificate of Sponsorship issued by a licensed Scale-up sponsor.

A Certificate of Sponsorship is an electronic record rather than a paper certificate. It contains information about the sponsor, the proposed job, the occupation code, the salary, the hours of work and the intended employment dates.

The Certificate of Sponsorship must confirm that the applicant is expected to work for the sponsor for at least six months.

The sponsor must be authorised by the Home Office to sponsor Scale-up Workers and must normally hold an A-rated sponsor licence when the Certificate of Sponsorship is assigned.

The Certificate of Sponsorship must have been assigned within the permitted period before the application. It must not have been withdrawn, cancelled or used in a previous application that was decided.

Genuine Job and Genuine Intention to Work in the Role

The sponsored job must be genuine.

The Home Office must be satisfied that the role exists and has not been created mainly so that the applicant can obtain immigration permission. The applicant must genuinely intend and be able to undertake the role for which they are being sponsored.

The Home Office may examine:

• the nature and size of the sponsoring business;
• the sponsor’s trading activities;
• whether the role is credible within the business;
• the applicant’s qualifications, skills and employment history;
• how the applicant was recruited;
• the duties and responsibilities of the role;
• the salary and working arrangements; and
• whether the applicant understands the proposed job.

The role must not amount to the hiring of the applicant to a third party to fill a routine or ongoing position for that third party. Appropriate contractual work for clients may be permitted, but the sponsor must retain responsibility for the worker and the sponsored role must remain genuine.

The role and employment arrangements must comply with relevant UK employment legislation, including applicable National Minimum Wage and Working Time requirements.

Eligible Occupation Code

The sponsored job must be within an occupation code that is eligible for the Scale-up Worker route.

The occupation code should be selected by reference to the job’s actual duties and responsibilities, not merely its title. The sponsor must choose the most appropriate occupation code.

A job may not qualify where the sponsor has selected a less appropriate code principally because it carries a more favourable salary or eligibility requirement.

When assessing the occupation code, the Home Office may consider:

• the job description;
• the applicant’s day-to-day duties;
• the skills, qualifications and experience required;
• the nature of the sponsor’s business;
• the salary offered; and
• whether the role fits the occupation as described in the Immigration Rules.

An incorrectly selected occupation code can lead to refusal and may also raise sponsor-compliance concerns.

Scale-up Worker Salary Requirement

The applicant must normally be paid a salary that equals or exceeds both:

• £39,100 per year; and
• the applicable going rate for the occupation code.

The relevant going rate depends on the occupation and the number of weekly working hours. It is therefore not enough for the salary to exceed £39,100 if it remains below the going rate for the particular role.

Only permitted guaranteed basic gross pay can normally be taken into account.

Payments such as the following will generally not count towards the salary requirement:

• discretionary bonuses;
• anticipated overtime;
• allowances;
• benefits in kind;
• accommodation benefits;
• employer pension contributions;
• equity or share options; and
• payments intended to cover business expenses.

The salary calculation can become more complicated where the worker has irregular hours, works more than the standard weekly hours used for the going-rate calculation or receives different rates of pay for different parts of the role.

Both the general threshold and the going rate should be checked against the Immigration Rules in force on the date of application.

English-Language Requirement

A new Scale-up Worker applicant must normally demonstrate English-language ability at level B2 on the Common European Framework of Reference for Languages in:

• reading;
• writing;
• speaking; and
• listening.

An applicant may satisfy the requirement in several ways, including by:

• being a national of a specified majority English-speaking country;
• passing an approved Secure English Language Test at the required level;
• holding an eligible UK qualification obtained while under the age of 18;
• holding a UK degree taught in English;
• holding an overseas degree taught in English and obtaining the required confirmation from Ecctis; or
• having met the required English-language standard in a previous successful UK immigration application.

A transitional rule applies to some existing Scale-up Workers. A person who held Scale-up Worker permission before 8 January 2026 and is applying for further permission in the route may continue to qualify by demonstrating English at level B1.

A person switching into the Scale-up Worker route from another immigration category will normally need to meet the current B2 requirement unless another provision applies.

Financial Requirement

Unless an exemption applies, the applicant must normally have held at least £1,270 for a continuous period of 28 days.

The end of the 28-day period must fall within the permitted period before the application date.

The applicant will normally be exempt from providing financial evidence where they:

• have been lawfully present in the UK with permission for at least 12 months on the application date; or
• have a sponsor that certifies maintenance on the Certificate of Sponsorship, where certification is permitted.

The applicant must have genuinely available funds. The Home Office may examine the source of the money and may refuse to rely on funds that are not under the applicant’s control.

Tuberculosis and ATAS Requirements

An applicant applying from a country in which tuberculosis testing is required may need to provide a valid tuberculosis test certificate.

An Academic Technology Approval Scheme certificate may be required where the sponsored role involves certain sensitive academic or research activities and the applicant is a relevant national.

These requirements should be checked at an early stage because obtaining the necessary certificate can take additional time.

4. Which Employers Can Sponsor a Scale-up Worker?

An employer must hold a Scale-up sponsor licence before it can assign a Certificate of Sponsorship under the Scale-up Worker route.

There are two principal ways in which an employer may qualify as a Scale-up sponsor:

• the standard pathway; or
• the endorsing-body pathway.

The Standard Scale-up Pathway

Under the standard pathway, the Home Office normally assesses the employer’s historical growth by reference to information held by HM Revenue and Customs.

The business must normally show:

• annualised growth of at least 20% over the relevant three-year period, assessed by reference to employment or turnover; and
• at least 10 employees at the start of that three-year period.

This pathway is intended for businesses that already have a sufficient history of rapid growth that can be independently verified.

The Home Office will also consider whether the organisation is genuine, operating lawfully in the UK and capable of complying with its sponsor duties.

The Endorsing-Body Pathway

The endorsing-body pathway may be available to an eligible business that cannot qualify through the standard historical-growth assessment.

The business must obtain an endorsement from a Home Office-approved endorsing body. The endorsing body will assess whether the business has the characteristics and potential of a qualifying scale-up business.

As at 6 August 2026, the approved bodies include:

• UK Endorsing Services;
• Innovator International; and
• Envestors Limited.

The current official list should be checked before an endorsement application is made.

An endorsement does not itself grant a sponsor licence. The business must still apply to the Home Office for a Scale-up sponsor licence and satisfy the relevant suitability and compliance requirements.

A-rated Sponsor Requirement

The sponsor must normally hold an A-rated licence when assigning the Certificate of Sponsorship.

An employer whose licence has been downgraded, suspended or revoked may be unable to assign a valid Certificate of Sponsorship. Any concerns about the sponsor’s licence status should therefore be resolved before the worker applies.

Applicants can check whether an organisation is licensed by consulting the Home Office register of licensed sponsors.

How Long Does a Scale-up Sponsor Licence Last?

A Scale-up sponsor licence is normally granted for four years.

Unlike many other sponsor licences, a Scale-up licence cannot normally be renewed at the end of that period. This reflects the route’s design: sponsored workers move into an unsponsored stage after completing the initial six-month employment period.

A business that needs to recruit workers after its Scale-up licence expires may need to consider another sponsored work route, such as the Skilled Worker route.

5. Requirements for an Unsponsored Scale-up Application

A person applying under the unsponsored pathway does not need a new Certificate of Sponsorship.

However, they must demonstrate that they have completed the necessary sponsored employment and have earned the required level of PAYE income during their previous Scale-up Worker permission.

Previous Six Months’ Sponsored Employment

The applicant must have worked for their Scale-up sponsor in the job for which they were sponsored for at least six months.

The applicant may have undertaken additional employment or self-employment during that period. However, the additional work does not replace the requirement to complete the sponsored employment.

The Home Office may verify the employment through HM Revenue and Customs records and may also consider documents such as payslips, bank statements, P45s, P60s and employer correspondence.

Where an applicant left the sponsored job before completing six months, they will not normally qualify for an unsponsored application. A fresh sponsored application may be required.

PAYE Earnings During at Least 50% of the Previous Permission

The applicant must normally have received qualifying UK PAYE earnings during at least 50% of the period for which their previous Scale-up Worker permission was granted.

For example:

• a person granted two years’ permission will normally need qualifying earnings during at least 12 months; and
• a person granted three years’ permission will normally need qualifying earnings during at least 18 months.

The assessment is based on qualifying months. The applicant must meet the relevant monthly equivalent of the applicable annual earnings threshold.

Self-employment income, dividends, overseas earnings and other non-PAYE income do not count towards this requirement.

Transitional Earnings Thresholds

The applicable earnings threshold depends on the basis and date of the applicant’s most recent Scale-up Worker permission.

Basis of Most Recent Scale-up Permission	Applicable Annual PAYE Threshold
The applicant has already been granted an unsponsored extension, or the relevant Certificate of Sponsorship was assigned on or after 22 July 2025	£39,100
Certificate of Sponsorship assigned between 4 April 2024 and 21 July 2025	£36,300
Certificate of Sponsorship assigned between 12 April 2023 and 3 April 2024	£34,600
Certificate of Sponsorship assigned on or before 11 April 2023	£33,000

The relevant annual threshold is converted into a monthly earnings figure when the qualifying months are assessed.

These thresholds are date-sensitive. The applicant should identify the correct transitional category before calculating whether the earnings requirement is met.

Earnings From Multiple Employers

Qualifying PAYE earnings can be received from more than one UK employer.

After the initial six-month sponsored-employment requirement has been completed, the worker does not need to remain employed by the original sponsor. PAYE earnings from a new employer may count.

The worker’s combined PAYE income for a particular month may be taken into account when assessing whether the relevant threshold was met.

However, the earnings must be genuine, must have been reported through PAYE and must relate to actual employment undertaken in the UK.

Protected Absences and Lower Earnings

The Immigration Rules make provision for certain periods in which the applicant’s earnings were affected by an authorised or protected absence.

Relevant circumstances can include periods of:

• statutory maternity leave;
• statutory paternity leave;
• statutory parental leave;
• statutory shared parental leave;
• statutory adoption leave;
• statutory neonatal care leave; and
• sick leave.

The precise treatment of the affected period depends on the applicant’s circumstances and the evidence available.

Applicants relying on a protected absence should provide clear evidence of:

• the nature and dates of the absence;
• their employment before and during the absence;
• the statutory or contractual basis of the leave;
• the earnings received; and
• their return to work, where applicable.

Genuine PAYE Earnings Requirement

The PAYE earnings relied on must be genuine.

The Home Office may disregard earnings where there are reasonable grounds to believe that they:

• were fabricated or artificially created;
• did not arise from genuine employment;
• were paid mainly to enable the applicant to qualify;
• were subsequently returned to the employer;
• do not correspond with the work performed; o6. re inconsistent with information held by HM Revenue and Customs.

The Home Office may consider the nature of the employment, the applicant’s duties, the employer’s business activities, the salary, the method of recruitment and the relationship between the parties.

Where unusual payment patterns or connected companies are involved, a detailed explanation and supporting evidence may be required.

English and Financial Requirements

An unsponsored applicant must satisfy the applicable English-language requirement.

A transitional B1 requirement may apply where the applicant held Scale-up Worker permission before 8 January 2026. Other applicants will normally need to meet the current B2 requirement.

An applicant who has been lawfully present in the UK with permission for at least 12 months will normally satisfy the financial requirement without providing separate evidence of funds.

6. Can You Switch to the Scale-up Worker Route?

A person in the UK may be able to switch into the Scale-up Worker route without leaving the country, provided their current immigration category permits switching and all other requirements are met.

Routes From Which Switching Is Prohibited

A person will normally be unable to switch in the UK if they currently have, or were last granted, permission as:

• a Visitor;
• a Short-term Student;
• a Parent of a Child Student;
• a Seasonal Worker;
• a Domestic Worker in a Private Household; or
• a person with permission outside the Immigration Rules in circumstances excluded by Appendix Scale-up.

A person in one of these categories will normally need to leave the UK and apply for entry clearance from overseas.

Additional Requirements for Students

A person with Student permission must satisfy an additional switching requirement.

They must normally have:

• completed the course for which they were sponsored;
• a sponsored job whose start date is after the completion of that course; or
• completed at least 24 months of a full-time PhD course.

A Student should not assume that receiving a job offer is sufficient. The course-completion and job-start requirements must be examined against the dates recorded by the education provider and sponsor.

Applying Before Current Permission Expires

An in-country application should be submitted before the applicant’s current permission expires.

Where a valid application is made in time, the applicant’s existing permission may be extended by section 3C of the Immigration Act 1971 while the application is pending and during any qualifying administrative-review period.

The applicant must continue to comply with the conditions of their existing immigration permission until the Scale-up Worker application is granted.

7. Documents Required for a Scale-up Worker Visa

The documents required will depend on whether the applicant is making a sponsored application, an unsponsored application or an application with dependants.

The Home Office may request additional evidence where it considers this necessary.

Documents for a Sponsored Application

A sponsored applicant may need to provide:

• a valid passport or other document establishing identity and nationality;
• the Certificate of Sponsorship reference number;
• details of the sponsor and proposed job;
• evidence of English-language ability;
• bank statements or other evidence of maintenance funds, where required;
• a tuberculosis test certificate, where applicable;
• an ATAS certificate, where applicable;
• evidence explaining previous immigration difficulties, criminal matters or other suitability issues;
• certified translations of documents not in English or Welsh; and
• evidence of any relationship with accompanying dependants.

The Certificate of Sponsorship contains much of the information concerning the role. However, additional documents may be helpful where there is a potential issue concerning the occupation code, salary, qualifications or genuineness of the vacancy.

Documents for an Unsponsored Extension

An unsponsored applicant may need to provide:

• a valid passport or identity document;
• evidence of previous Scale-up Worker permission;
• payslips;
• personal bank statements showing receipt of salary;
• P45 and P60 documents;
• employment contracts;
• employer letters;
• HM Revenue and Customs employment records;
• employer PAYE reference numbers;
• evidence of employment with the original Scale-up sponsor;
• evidence of protected leave or sickness absence, where relevant;
• evidence of English-language ability, where required; and
• certified translations.

The Home Office will normally check PAYE information directly with HM Revenue and Customs. The supporting evidence should therefore be consistent with the tax records.

Where there is an error in the PAYE reporting, the issue should be investigated and, where possible, corrected before the immigration application is submitted.

Additional Documents for Dependants

A partner or child may need to provide:

• evidence of identity and nationality;
• a marriage or civil partnership certificate;
• evidence of a durable relationship;
• evidence that the relationship is genuine and continuing;
• birth or adoption certificates;
• evidence of parental responsibility;
• evidence that an adult child continues to meet the dependency requirements;
• maintenance evidence;
• tuberculosis test certificates, where applicable; and
• evidence concerning previous immigration history.

Where partners do not live together, they should explain why and provide evidence that the relationship remains genuine and continuing.

8. How to Apply for a Scale-up Worker Visa

A Scale-up Worker application is made online.

The form and process depend on whether the applicant is applying from outside or inside the UK and whether the application is sponsored or unsponsored.

Applying From Outside the UK

A person applying from outside the UK must normally obtain entry clearance before travelling.

A sponsored applicant should apply after the Certificate of Sponsorship has been assigned and within the period for which it remains valid.

An unsponsored applicant applying from overseas must satisfy the rules concerning previous Scale-up Worker permission and the period since that permission expired.

The applicant may be required to attend a visa application centre to provide fingerprints and a photograph. Some applicants may instead be able to verify their identity using the UK Immigration: ID Check application.

The applicant should not travel to the UK as a visitor while intending to await or pursue the Scale-up Worker application.

Applying From Inside the UK

An applicant who is eligible to switch or extend can apply online from within the UK.

They must be physically present in the UK when making the application and should not travel outside the Common Travel Area while the application is pending. Leaving the Common Travel Area may cause the application to be treated as withdrawn.

An applicant applying for an extension should carefully check that their PAYE records satisfy the required number of qualifying months before submitting the application.

Proving Identity and Providing Biometrics

Depending on nationality and the documents held, the applicant may prove their identity by:

• using the UK Immigration: ID Check application; or
• attending an appointment to provide biometric information.

The Home Office may request the applicant’s passport or supporting documents.

Successful applicants are increasingly granted digital immigration status. They should ensure that their UK Visas and Immigration account contains an accurate passport, email address and contact details.

What Happens After Applying?

The Home Office may:

• decide the application on the documents provided;
• ask for further information or evidence;
• contact the sponsor or employer;
• check PAYE records with HM Revenue and Customs;
• invite the applicant to an interview; or
• investigate whether the job or earnings are genuine.

A request for further evidence should be addressed promptly and precisely. The applicant should not provide inconsistent or unnecessary material that creates new uncertainty.

If the application is granted, the applicant should check the decision and digital status carefully to ensure that the correct immigration category, expiry date and conditions have been recorded.

9. Changing Employer and Other Work

The Scale-up Worker route provides considerable employment flexibility, but the rules differ during and after the first six months of the initial sponsored permission.

Work Rights During the First Six Months

During the first six months, the worker must remain employed by the Scale-up sponsor in the job for which they were sponsored.

The worker may also undertake:

• additional employment;
• self-employment;
• voluntary work; and
• study, subject to any applicable ATAS requirement.

The additional activity must not prevent the worker from completing the required sponsored employment.

The worker must not work as a professional sportsperson, including as a sports coach.

Changing Sponsor During the First Six Months

A worker who wishes to leave the sponsored job before completing six months cannot simply rely on the flexibility that applies later in the route.

They may need to make a new sponsored Scale-up Worker application based on a Certificate of Sponsorship from another qualifying Scale-up sponsor.

The new application should be granted before the worker starts employment with the new sponsor, unless another provision permits the work.

Leaving the original job early may also prevent the worker from qualifying for a later unsponsored extension.

Additional Employment and Self-employment

A Scale-up Worker may undertake additional employment or self-employment from the start of their permission.

Income from self-employment does not count towards the PAYE earnings requirement for an unsponsored extension or settlement.

A worker who is undertaking several activities should retain clear records distinguishing:

• PAYE employment income;
• self-employment income;
• dividends;
• reimbursed expenses; and
• investment income.

This distinction can be important when the Home Office assesses the qualifying earnings requirement.

Work Rights After Six Months

After completing six months in the sponsored job, the worker can generally:

• continue working for the original sponsor;
• change employer;
• take more than one job;
• become self-employed;
• establish or operate a business;
• stop working temporarily; or
• combine employment and self-employment.

The worker does not normally need to notify the Home Office or obtain a new Certificate of Sponsorship when changing employment after the initial six-month period.

However, the worker must continue to meet the PAYE earnings requirement if they intend to make an unsponsored extension or settlement application. Self-employment alone will not satisfy that requirement.

Professional Sportsperson Restriction

A Scale-up Worker must not undertake employment as a professional sportsperson, including as a sports coach.

This restriction applies throughout the worker’s permission, not only during the initial sponsored period.

Whether an activity amounts to work as a professional sportsperson can be fact-sensitive. Specialist advice should be obtained before undertaking paid or high-level competitive sporting activity.

10. How Long Is a Scale-up Worker Visa Granted For?

A successful sponsored Scale-up Worker will normally be granted permission for two years.

The worker must complete at least six months in the sponsored employment before relying on the unsponsored pathway.

A successful unsponsored applicant will normally be granted permission for three years.

There is no prescribed maximum number of unsponsored extensions. An applicant may continue extending provided the relevant requirements are met.

However, a Scale-up Worker may be eligible to apply for indefinite leave to remain after completing five qualifying years. Settlement may provide greater security than repeated extensions and removes the need to maintain immigration permission under the route.

11. Scale-up Worker Visa Fees and Processing Times

The following figures apply as at 6 August 2026 and should be checked before an application is submitted.

Cost or Requirement	Amount
Scale-up Worker application fee	£937
Immigration Health Surcharge	Usually £1,035 for each year of permission
Main applicant’s maintenance funds	£1,270
Partner’s maintenance funds	£285
First child’s maintenance funds	£315
Each additional child’s maintenance funds	£200

The Immigration Health Surcharge will normally be:

• £2,070 for a two-year grant; or
• £3,105 for a three-year grant.

Each dependant normally pays a separate application fee and Immigration Health Surcharge.

Applicants who have been lawfully present in the UK for at least 12 months will normally be exempt from providing maintenance evidence. The application fee and Immigration Health Surcharge remain payable unless a separate exemption applies.

Scale-up Worker Visa Processing Times

A Scale-up Worker application made from outside the UK is usually decided within three weeks after the applicant has proved their identity and provided the required documents.

An application made from inside the UK is usually decided within eight weeks.

A priority or super priority service may be available in some cases for an additional fee. Availability is not guaranteed and can vary according to the application type, location and Home Office capacity.

A case may take longer where:

• supporting evidence needs to be verified;
• the applicant is invited to interview;
• the sponsor or employer is subject to compliance enquiries;
• PAYE information is incomplete or inconsistent;
• the applicant has a complicated immigration history; or
• there are suitability or criminality concerns.

Applicants should avoid making non-refundable travel arrangements until the application has been decided and the immigration status has been confirmed.

12. Dependants of Scale-up Workers

A Scale-up Worker may be accompanied or joined by a qualifying partner and children.

Each dependant must make a separate application and satisfy the relevant relationship, suitability, financial and validity requirements.

Who Qualifies as a Partner?

A qualifying partner may be:

• a spouse;
• a civil partner;
• an unmarried partner; or
• another partner in a relationship recognised by the Immigration Rules.

The relationship must be genuine and continuing.

Where the couple are not married or in a civil partnership, they must normally have been in a relationship similar to marriage or civil partnership for at least two years.

The couple do not necessarily need to have lived together throughout that period where there is a good reason why they could not do so. However, they must provide evidence showing that the relationship is genuine and continuing.

The applicant and partner must normally intend to live together in the UK.

Who Qualifies as a Child?

A child will normally qualify where they are:

• under 18 on the date of their first application as the Scale-up Worker’s dependant; or
• aged 18 or over and already have permission as the dependant child of the Scale-up Worker or their partner.

An adult child must continue to satisfy the requirements concerning dependency and independent life.

A child may not qualify if they are married, in a civil partnership, living an independent life or no longer part of the family unit.

The Immigration Rules also contain requirements concerning the child’s parents and responsibility for the child. Different provisions may apply where one parent has sole responsibility or there are serious and compelling family considerations.

Relationship Evidence

The evidence required will depend on the nature of the relationship.

It may include:

• marriage or civil partnership certificates;
• joint tenancy agreements;
• correspondence addressed to both partners;
• joint bank or financial records;
• evidence of travel and visits;
• communication records;
• evidence of financial support;
• birth certificates; and
• evidence of parental responsibility.

The Home Office will consider the evidence as a whole. There is no single document that proves every genuine relationship.

Dependant Maintenance Funds

Unless an exemption applies, the family will normally need to show:

• £285 for a partner;
• £315 for the first dependant child; and
• £200 for each additional dependant child.

These amounts are in addition to the main applicant’s £1,270 requirement.

The funds must normally be held for a continuous 28-day period and must be genuinely available.

A dependant who has been lawfully present in the UK with permission for at least 12 months will normally be exempt from providing financial evidence.

Work and Study Rights

A dependant partner can normally work in the UK, including in employment or self-employment.

The professional-sportsperson restriction normally applies.

A dependant can study, subject to any applicable ATAS requirement.

Children can attend school in the UK.

Switching and Extension Applications

A partner or child in the UK may be able to switch into the dependant route, provided their current immigration category permits switching.

Dependants in prohibited categories, including visitors and certain temporary routes, will normally need to apply from outside the UK.

A dependant’s permission will normally expire at the same time as the main applicant’s permission.

A person should not assume that they remain a dependant merely because the relationship existed when an earlier visa was granted. The relationship and dependency requirements must continue to be met at each application.

Settlement for Dependants

A partner will normally need to complete five years’ continuous residence in the UK as the dependant partner of a person on a qualifying route.

The partner must continue to meet the relationship requirements and must satisfy the applicable English-language and Knowledge of Life in the UK requirements, unless exempt.

For settlement applications made before 26 March 2027, the English-language requirement is normally level B1 in speaking and listening. For applications made on or after 26 March 2027, the requirement will normally be level B2.

A child may qualify for settlement where the relevant requirements concerning age, dependency and the immigration status of both parents are satisfied. Alternative provisions may apply where one parent has sole responsibility or there are serious and compelling reasons.

13. Settlement as a Scale-up Worker

A Scale-up Worker may qualify for indefinite leave to remain after completing a qualifying five-year period.

The applicant must satisfy the continuous residence, employment, earnings, English-language and Knowledge of Life in the UK requirements.

Five-year Qualifying Period

The applicant must normally have completed five continuous years in the UK with permission on the Scale-up Worker route or on a permitted combination of qualifying routes.

The five-year period is normally counted backwards from the application date.

An applicant can apply up to 28 days before completing the required qualifying period. Applying earlier may lead to refusal because the qualifying period has not been completed.

Combining Time on Other Immigration Routes

The five-year qualifying period does not necessarily need to consist entirely of Scale-up Worker permission.

Time may be combined with specified work and business routes, potentially including periods as a:

• Scale-up Worker;
• Skilled Worker;
• Global Talent migrant;
• Innovator Founder;
• T2 Minister of Religion;
• International Sportsperson;
• Representative of an Overseas Business; or
• qualifying Tier 1 migrant.

The precise list in force on the application date should be checked.

Time spent as a dependant, Student, Graduate, Visitor or under a route not specified in the settlement rules will not normally count towards the Scale-up Worker qualifying period.

Continuous Residence

The applicant must satisfy Appendix Continuous Residence.

They must normally not have been absent from the UK for more than 180 days in any rolling 12-month period during the qualifying period.

Some absences may be disregarded, including certain absences connected with:

• humanitarian or environmental crises;
• compelling and compassionate circumstances;
• research activity permitted under the Rules; or
• qualifying Crown service or armed forces service.

The applicant should calculate their absences carefully before applying. Passport stamps, travel records and employer records may be used to verify the dates.

Periods of overstaying or gaps between grants of permission may also affect continuous residence.

Current Employment and Salary

On the date of application, the applicant must normally be employed in the UK and earning at least the applicable PAYE threshold.

The employment does not need to be with the original Scale-up sponsor and does not need to be sponsored.

However, the employment and salary must be genuine.

The applicable threshold depends on the transitional category into which the applicant falls.

PAYE Earnings During 24 Months of the Previous Three Years

The applicant must normally show qualifying PAYE earnings during at least 24 months of the three years immediately before the settlement application.

For each qualifying month, the applicant’s PAYE earnings must meet the monthly equivalent of the applicable annual threshold.

Earnings from more than one employer may be combined.

Self-employment income, dividends, overseas earnings and investment income do not count.

The Home Office will normally check the applicant’s employment and PAYE records with HM Revenue and Customs.

Transitional Settlement Salary Thresholds

Basis of Relevant Scale-up Permission	Applicable Annual PAYE Threshold
The applicant has already been granted an unsponsored extension, or the relevant Certificate of Sponsorship was assigned on or after 22 July 2025	£39,100
Certificate of Sponsorship assigned between 4 April 2024 and 21 July 2025	£36,300
Certificate of Sponsorship assigned between 12 April 2023 and 3 April 2024	£34,600
Certificate of Sponsorship assigned on or before 11 April 2023	£33,000

The correct threshold must be applied both to:

• the applicant’s current employment on the application date; and
• the required 24 months of PAYE earnings during the preceding three-year period.

An applicant should not assume that the current £39,100 threshold automatically applies. The transitional rules may preserve a lower threshold depending on the date and basis of the relevant Scale-up Worker permission.

Protected Absences

The settlement rules make provision for certain periods in which the applicant’s earnings were affected by protected leave or sickness.

Relevant periods can include:

• statutory maternity leave;
• statutory paternity leave;
• statutory parental leave;
• statutory shared parental leave;
• statutory adoption leave;
• statutory neonatal care leave; and
• sick leave.

Detailed evidence should be provided where the applicant relies on these provisions.

Genuine Earnings

The PAYE earnings relied on must be genuine.

The Home Office may consider whether:

• the employment actually existed;
• the work was performed;
• the salary was commercially credible;
• the earnings were correctly reported to HM Revenue and Customs;
• payments were returned to the employer;
• the applicant or a family member controlled the employer;
• the employment was created mainly to satisfy the settlement rules; or
• the earnings were inconsistent with the employer’s business activities.

Connected-company, family-business and unusual payroll arrangements require careful preparation. The existence of a close connection does not automatically prevent the earnings from qualifying, but the applicant may need to provide stronger evidence that the employment and payments were genuine.

Knowledge of Life in the UK

An applicant aged between 18 and 65 must normally pass the Life in the UK Test before applying for settlement.

A person may be exempt where a physical or mental condition prevents them from satisfying the requirement.

The test should be completed in sufficient time before the application. The applicant must ensure that the name and identity details used for the test correspond with their immigration documents.

English-Language Requirement for Settlement

For a settlement application made before 26 March 2027, the applicant must normally demonstrate English speaking and listening at level B1, unless exempt or able to rely on a previous successful assessment.

For an application made on or after 26 March 2027, the required level will normally be B2 in speaking and listening.

This future change should be considered when deciding when to take an English-language test. An applicant whose settlement application will be made on or after 26 March 2027 should ensure that any test or qualification relied on meets the B2 requirement.

14. Common Reasons for Refusal of UK Scale-up Visa Applications

A Scale-up Worker application may be refused even where the applicant has a genuine job or a substantial employment history.

Common refusal issues include:

• an invalid, withdrawn or incorrectly assigned Certificate of Sponsorship;
• sponsorship by an organisation that is not appropriately licensed;
• an incorrect occupation code;
• salary below £39,100 or the applicable going rate;
• reliance on allowances, bonuses or other excluded remuneration;
• a role that the Home Office does not accept as genuine;
• an inappropriate third-party working arrangement;
• failure to demonstrate the required level of English;
• inadequate maintenance evidence;
• failure to satisfy the Student switching provisions;
• applying under the unsponsored pathway without completing six months in the sponsored role;
• insufficient qualifying PAYE months;
• relying on self-employment or dividend income;
• discrepancies between payslips, bank statements and HM Revenue and Customs records;
• earnings that the Home Office considers artificial or non-genuine;
• incomplete evidence of protected leave;
• adverse immigration history;
• criminal convictions or conduct concerns;
• failure to provide requested evidence; and
• an application made under the wrong Scale-up pathway.

The Home Office is not required to invite an applicant to correct every defect. The application should therefore be complete and legally coherent when submitted.

15. Challenging a Scale-up Worker Visa Refusal

A refused applicant may be able to pursue an administrative review, make a fresh application or, in an appropriate case, seek judicial review.

The correct remedy depends on the reason for refusal and whether the Home Office made a caseworking error.

Administrative Review

Administrative review may be available where the applicant believes that the decision contains an eligible caseworking error.

Examples may include:

• failure to apply the correct transitional salary threshold;
• failure to consider evidence that was submitted;
• incorrect calculation of qualifying PAYE months;
• misapplication of the English-language transition;
• reliance on an incorrect occupation code;
• factual error concerning the Certificate of Sponsorship; or
• failure to apply a relevant provision of the Immigration Rules.

An administrative review is not a complete reconsideration of the application. New evidence can be considered only in limited circumstances.

The review must be requested within the applicable deadline. The refusal decision should be examined promptly.

Fresh Application

A fresh application may be preferable where the refusal resulted from a correctable evidential or application defect rather than a Home Office caseworking error.

A new application may allow the applicant to:

• obtain a new Certificate of Sponsorship;
• provide corrected salary information;
• select the correct occupation code;
• submit missing financial evidence;
• correct PAYE discrepancies;
• provide stronger genuineness evidence; or
• apply under the correct pathway.

The consequences for the applicant’s immigration status and right to work should be assessed before a new application is made.

Judicial Review

Judicial review may be appropriate where a decision is unlawful and there is no adequate alternative remedy.

Potential grounds may include procedural unfairness, irrationality, failure to apply the Immigration Rules or failure to consider relevant evidence.

Judicial review is a remedy of last resort and is subject to strict time limits. Specialist advice should be obtained as soon as possible after the decision.

16. Frequently Asked Questions: Scale-up Worker Visa

What Is a Scale-up Worker Visa?

The Scale-up Worker visa is a work route for people recruited by rapidly growing UK businesses for eligible highly skilled roles. The first application is normally sponsored and grants two years’ permission. After completing six months in the sponsored role, the worker gains broad employment flexibility and may later qualify for an unsponsored three-year extension.

What Is the Minimum Salary for a Scale-up Worker Visa?

A new sponsored Scale-up Worker must normally earn at least £39,100 per year and the applicable going rate for the occupation, whichever is higher. Only permitted guaranteed basic gross pay normally counts. Different transitional PAYE thresholds apply to some unsponsored extension and settlement applications, depending on when the relevant Scale-up permission was granted. 

Do I Need B2 English for a Scale-up Worker Visa?

A new applicant must normally demonstrate English at B2 in reading, writing, speaking and listening. A transitional B1 requirement may apply to a person who held Scale-up Worker permission before 8 January 2026 and is applying for further permission. The requirement can be met through an approved test, qualifying nationality, eligible qualification or previous assessment.

Can I Change Employer During the First Six Months?

You must normally remain in the sponsored job for the first six months. To move to a different employer during that period, you may need a new Certificate of Sponsorship and a fresh Scale-up Worker application. After completing six months, you can generally change employer without updating your visa or obtaining further sponsorship.

Can I Be Self-employed on a Scale-up Worker Visa?

Yes. A Scale-up Worker can normally undertake self-employment, including during the initial six-month sponsored period, provided they continue to perform the sponsored job during that period. However, self-employment income does not count towards the PAYE earnings requirements for an unsponsored extension or settlement.

Do I Need Sponsorship When Extending a Scale-up Worker Visa?

Not usually. An applicant who has completed six months in the sponsored role and meets the historical PAYE earnings requirement can normally make an unsponsored application. A person who does not satisfy those requirements may need to obtain a new Certificate of Sponsorship and make another sponsored application.

What Earnings Count for an Unsponsored Extension?

Applicants must pay a visa Only qualifying UK PAYE employment earnings normally count. Earnings may come from more than one employer, but self-employment income, dividends, investment returns and overseas earnings do not qualify. The applicant must meet the applicable monthly earnings threshold during at least 50% of the period covered by their previous Scale-up Worker permission.

Can My Partner and Children Come to the UK?

A qualifying partner and children can normally apply as dependants. They must satisfy the relevant relationship, suitability and financial requirements. A partner can generally work, and children can attend school. An adult child may continue as a dependant where they already hold dependant permission and have not formed an independent life.

Does the Scale-up Worker Route Lead to Settlement?

Yes. A Scale-up Worker may qualify for indefinite leave to remain after five qualifying years. They must satisfy the continuous residence rules, be employed at the applicable salary threshold, demonstrate qualifying PAYE earnings during at least 24 months of the previous three years and meet the English-language and Life in the UK requirements.

Can I Combine Time on Another Work Visa for Settlement?

Potentially. Time on the Scale-up Worker route may be combined with time on specified work and business routes, including the Skilled Worker and Global Talent routes. Time as a Student, Graduate, Visitor or dependant does not normally count. The permitted combinations should be checked against the Immigration Rules in force when the settlement application is made.

What Happens if My Scale-up Worker Visa Is Refused?

Depending on the reason for refusal, you may be able to request administrative review, make a fresh application or pursue judicial review. Administrative review is generally appropriate where the Home Office made an eligible caseworking error. A fresh application may be preferable where the problem can be corrected with new or improved evidence.

How Is a Scale-up Visa Different From a Skilled Worker Visa?

A Scale-up Worker requires sponsorship only at the initial stage and must remain in the sponsored role for six months. After that period, the worker has broad freedom to change employment or become self-employed. A Skilled Worker normally remains subject to sponsorship and must update their immigration permission when changing sponsor or making a significant employment change.