Best Work Permit Lawyers in Aberdeen

About Work Permit Law in Aberdeen, United Kingdom

In the United Kingdom, including Aberdeen and the wider northeast of Scotland, the term work permit generally refers to immigration routes that allow non-British and non-Irish nationals to work legally. The modern system is governed by the UK Immigration Rules and administered by UK Visas and Immigration. The most common route is the Skilled Worker visa, which replaced the old Tier 2 General category. Other routes include the Health and Care Worker visa, Global Business Mobility routes for intra-group transfers, the Scale-up Worker visa, Seasonal Worker visas, Youth Mobility Scheme, and certain graduate and entrepreneurial routes. Employers in Aberdeen who wish to hire most overseas nationals typically need a sponsor licence and must issue a Certificate of Sponsorship to each worker. Workers then apply for the relevant visa, meet skill and salary thresholds, prove English language ability where required, and satisfy financial and suitability checks.

Aberdeen is a regional hub for energy, engineering, maritime services, life sciences, higher education, and healthcare. Many employers in these sectors are licensed sponsors. While immigration law is national and uniform across the UK, local hiring patterns and sector standards in Aberdeen can affect how roles are classified, salary benchmarking, and practical compliance approaches.

Why You May Need a Lawyer

Immigration applications are technical, time sensitive, and fact specific. A lawyer or regulated adviser can add value in the following situations.

You are an employer in Aberdeen seeking a sponsor licence and need help preparing compliant policies, reporting structures, and evidence of trading presence. You are unsure which immigration route best fits a role in energy, engineering, academia, healthcare, or maritime services, and whether the role meets the skill and salary thresholds. You need to benchmark salaries against the correct occupation code and going rate for the new rules. You face urgent hiring or an audit risk and must align onboarding with strict right to work checks and reporting duties. You are a worker who received a refusal or administrative review outcome and need to understand next steps. You were made redundant or your role materially changed and you need to protect your leave while switching sponsors. Your family circumstances involve dependants, including the recent restrictions for care workers, and you need to plan lawfully. You are considering settlement after five years and want to confirm salary, absence, and lawful residence requirements. You need to navigate complex routes such as Global Business Mobility, Scale-up, or Seasonal Worker with time limits and switching rules.

Local Laws Overview

Immigration law is reserved to the UK Parliament and applies uniformly across Scotland and the rest of the UK. Key practical points for Aberdeen are as follows.

Sponsorship framework. Employers must hold a sponsor licence, assign a Certificate of Sponsorship, pay the Immigration Skills Charge where applicable, and comply with sponsor guidance. Core duties include record keeping, reporting certain changes within 10 working days via the sponsor management system, and cooperating with compliance visits.

Right to work checks. All employers must conduct prescribed right to work checks before employment begins and on repeat where time limited permission applies. Checks can be done using the online share code service for those with digital status, or by physical document checks where allowed. Following 2024 changes, civil penalties for illegal working can be up to 60,000 pounds per worker if checks are not correctly completed.

Skilled Worker thresholds. Since 2024, salary thresholds increased significantly. The general minimum salary threshold is higher than before, and occupation specific going rates apply using the current occupation coding framework. Health and Care roles and roles paid by national pay scales, such as many teaching and NHS roles, have distinct salary rules. The former Shortage Occupation List has been replaced by the Immigration Salary List, which is narrower and provides limited salary concessions compared to the previous regime.

Dependants. Skilled Worker dependants are generally permitted, but care workers and senior care workers faced new restrictions from 2024 that limit bringing dependants unless transitional protections apply. Other routes, such as the student route, also saw tightened dependant rules.

Fees and health surcharge. Application fees vary by route and whether applying inside or outside the UK. The immigration health surcharge is generally payable for most routes, set at a high annual rate, with some exemptions for Health and Care Worker visas.

Settlement. Many sponsored workers become eligible for indefinite leave to remain after five years, subject to salary, continuity, and English requirements. Salary thresholds for settlement were also updated in 2024 and can differ by route and sector.

Remote and hybrid work. Sponsors must accurately record and report an employee’s main work location and any significant changes. Remote or hybrid arrangements must be documented and, if material, reported within 10 working days.

Scotland specific points. There is no separate Scottish immigration system. Scottish employment tribunals, courts, and devolved services may be involved in related matters such as employment disputes, housing, or education, but immigration status and work permission remain governed by UK law. Right to rent checks do not apply in Scotland.

Frequently Asked Questions

What is the difference between a work permit and a Skilled Worker visa

Work permit is an older term. Today, most long term employer sponsored work is under the Skilled Worker visa. The employer must be a licensed sponsor, the role must be skilled at the appropriate level, and the salary must meet the current minimum and the occupation’s going rate. A Certificate of Sponsorship is required to apply.

Do Aberdeen employers need a sponsor licence to hire overseas workers

Yes, unless the worker has another immigration status that allows work without sponsorship, such as certain settled statuses or unsponsored routes. Most overseas hires into long term roles require the employer to hold a sponsor licence and to assign a Certificate of Sponsorship.

What salary must be paid to sponsor a worker

The salary must meet both the general threshold set by the Immigration Rules and the occupation specific going rate, whichever is higher, unless a route specific exemption or national pay scale applies. These figures changed in 2024 and are reviewed periodically. Health and Care, and some education roles, follow specific rules tied to pay scales.

Can care workers in Aberdeen bring dependants

There were rule changes in 2024 restricting dependants for care workers and senior care workers, with limited transitional allowances. Other Skilled Worker roles can generally sponsor dependants, subject to financial and suitability requirements. Always check the current position before applying.

How quickly can I get a sponsor licence or a Skilled Worker visa

Sponsor licence applications often take several weeks, though faster processing may be available in limited numbers. Skilled Worker visa processing typically ranges from a few weeks to around two months depending on where you apply and whether priority services are available. Timescales fluctuate with demand.

What are an employer’s right to work obligations in Aberdeen

You must conduct a compliant right to work check before the person starts. Use the online service with a share code for individuals with digital status or make an approved document check where permitted. Follow the Home Office guidance precisely, keep records, and calendar any follow up checks for time limited permission. Failure can lead to penalties up to 60,000 pounds per illegal worker.

Can I change employer while on a Skilled Worker visa

Yes, but you must obtain a new Certificate of Sponsorship from the new employer and submit a new application before starting the new sponsored role. Significant changes to your role with the same employer may also require a fresh application. Your sponsor must report changes promptly.

What happens if I lose my job while sponsored

Your sponsor must report the end of sponsorship. The Home Office usually curtails your permission, commonly giving a short period, often around 60 days, or until your current leave expires if sooner. You should find a new sponsor and apply, switch to another valid route, or depart the UK within that window.

Do I need English language and maintenance funds

Most Skilled Worker applicants must meet an English language requirement, typically at level B1 across all components, via an approved test, a degree taught in English, or nationality from a majority English speaking country. You may need to show personal savings for maintenance unless your sponsor certifies maintenance on your Certificate of Sponsorship.

When can I apply for settlement

Many Skilled Workers qualify for indefinite leave to remain after five continuous years in eligible routes, meeting salary, English, Life in the UK test, and absence requirements. The salary threshold for settlement was updated in 2024 and depends on your route and occupation. Time spent on some temporary routes may not count toward settlement.

Additional Resources

UK Visas and Immigration customer guidance and policy materials for workers and sponsors. Home Office sponsor guidance for workers and Temporary Workers. Aberdeen City Council employability and business support services. NHS Grampian recruitment and HR guidance for Health and Care Worker roles. Law Society of Scotland find a solicitor service for regulated immigration specialists. Citizens Advice Scotland for free general guidance on work and immigration issues. ACAS for employment rights and workplace dispute information. Scottish Courts and Tribunals Service for information on the First tier Tribunal Immigration and Asylum Chamber sittings in Scotland. Jobcentre Plus and local employability partnerships for job search support. University of Aberdeen and Robert Gordon University international offices for student and graduate route queries.

Next Steps

Clarify your goal. Identify the most suitable route based on the role, sector, and your qualifications, for example Skilled Worker, Health and Care, Global Business Mobility, or Seasonal Worker.

Gather evidence. For employers, collate trading documents, HR policies, and job descriptions aligned with the correct occupation code and salary. For workers, gather passports, qualifications, English language proof, employment contracts, and bank statements if maintenance is not certified.

Check the latest rules. Salary thresholds, dependant eligibility, and occupation lists have changed since 2024 and are reviewed periodically. Confirm current requirements before committing to costs.

Timeline the process. Factor in sponsor licence lead times, Certificate of Sponsorship allocation, visa processing, and onboarding dates. Build in contingencies for compliance visits or further information requests.

Complete compliant right to work checks. Employers should follow the prescribed method and retain evidence. Workers should ensure their digital status or documents are valid and available at onboarding.

Seek regulated advice where needed. If the situation involves complex role classification, tight deadlines, adverse immigration history, dependants, or a refusal, consult a qualified immigration solicitor or regulated adviser in Scotland who is experienced with sponsorship and Aberdeen sector norms.

Plan for the long term. Map out probation clauses, potential promotions or role changes, reporting duties, visa extension points, and settlement eligibility so that business needs and immigration compliance stay aligned.

If urgency or risk is high, prepare fallback options, such as alternative roles that meet thresholds, interim routes where permitted, or revised start dates, to protect both lawful status and business continuity.