ILR (Skilled Worker 5-year route) – Employer letter: HR or line manager? Any template?

Hi all,

I’m seeking some guidance regarding the start of continuous residence for ILR eligibility under the COVID-era Skilled Worker concession, and how the proposed 10-year settlement rule might impact my case.

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My background:
• I arrived in the UK in 2019 on a Tier 4 student visa.
• I submitted my Skilled Worker visa application online on 3 December 2020, from inside the UK (permission to stay). I have the IHS and application fee confirmation for this date.
• On 4 December 2020, I booked and paid for a UKVCAS biometric appointment, which took place on 31 December 2020.
• My Certificate of Sponsorship (CoS) stated a start date of 7 December 2020, which is also the day I began working for my sponsor.
• I have remained on the Skilled Worker route since then, renewed it once, and my current visa is valid until early 2027.

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Relevant COVID-era concession (April 2025 caseworker guidance):

Applicants who submitted a “permission to stay” application between 24 January 2020 and 30 June 2021, and had a valid CoS at the time, are allowed to count the time from the application date toward the 5-year continuous residence, even while waiting for a decision.

(Source: Skilled Worker caseworker guidance, April 2025)

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My questions:

Do I qualify under this concession?
I believe I do, as:
• I applied on 3 December 2020 (within the date window),
• It was a “permission to stay” application from inside the UK,
• I had a CoS in place,
• The application was later granted.

Just hoping to double-check this with others who may have gone through something similar.

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What is the exact date that should count as the start of my continuous residence under this rule?
Given my timeline:
• Application submitted: 3 December 2020
• UKVCAS appointment booked: 4 December 2020, attended: 31 December 2020
• CoS start date and first working day: 7 December 2020

Should my continuous residence start from 3 Dec, 4 Dec, 7 Dec, or 31 Dec 2020?
I’ve seen varying interpretations, so any clarity would be really appreciated.

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Assuming the 5-year ILR rule remains unchanged, when is the earliest I can apply for settlement?
If my continuous residence starts on 3 December 2020, the 5-year mark would be 3 December 2025, and I should be able to apply from 5 November 2025 (28 days before). Is this calculation correct?

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Given my circumstances, how likely is it that the proposed 10-year settlement rule could impact me, if I apply promptly once I qualify under the 5-year rule?
I understand the new rule may require primary legislation and likely won’t come into force until sometime in 2026, but I’d really appreciate any insight on how this might play out—especially from those who’ve seen similar situations in the past (e.g., the HSMP case).

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Thanks so much in advance to anyone who can share their knowledge or experience!

Kind regards,
James

1. UKVI allows skilled workers to count the time since their initial application submission date towards their ILR, assuming they applied between 24 January 2020 and 30 June 2021 and were subsequently granted a visa:

Due to major disruption to UKVI services during the COVID-19 pandemic, Tier 2
(General) and Skilled Worker applicants in the UK were permitted to start work for
their sponsors while waiting for decisions on their applications. This time while they
were waiting, but able to work, also counts towards the continuous 5-year period.
The applicant must have been in the UK with permission (including as a visitor or
with Exceptional Assurance), and the application must have been:

• for permission to stay
• made between 24 January 2020 and 30 June 2021 (inclusive)
• supported by a CoS on the date of application
• granted

https://assets.publishing.service.gov.u ... worker.pdf

2. The starting point of your qualifying period will be the date of your initial application, which is 3 December 2020. The COS start date or work start dates are irrelevant.

3. The date of ILR application is NOT that criterial. You need to find the earliest date of your ILR eligibility, which is 3 December 2020 + 5 years - 28 days. That is the earliest date you can be granted ILR. The date of your ILR application becomes irrelevant, as long as your date of ILR decision is on or after this date. This is because your qualifying period is counted backwards from the date of your ILR decision.

Read: Applicants can benefit from the date of the ILR decision

4. We cannot tell you what to expect. No new rules have been announced, and everything you heard for now is just a proposal.

Hi Zimba again, thank you for the clarification earlier – it’s really helpful.

I now have a follow-up question regarding the timing of the ILR decision, especially in relation to priority/super priority services.

You mentioned that:

“The qualifying period is counted backwards from the date of your ILR decision, not the application submission date.”

And I understand that I can submit my ILR application up to 28 days before completing the 5-year continuous period.

So hypothetically, if I apply exactly 28 days early, but use priority (5-day) or super priority (next-working-day) service, and the decision is issued too quickly—for example 5–10 days before I technically reach 5 years, would that invalidate my eligibility?

Thanks again for your assistance and valuable insights!

Please go through the link I shared above and read that advice properly.

I very explicitly told you that the date of the ILR eligibility is the date you can be GRANTED ILR. So technically you do NOT need 5 years to be granted ILR. Please read the advice above very carefully

Hi Zumba, thank you so much for the helpful guidance you’ve provided previously – it’s been incredibly valuable!

I have a follow-up question. I’m currently on a Skilled Worker visa and working with my current employer. I’m eligible to apply for ILR on 5 November this year.

If I decide to change jobs before then, and my new employer also sponsors me under the Skilled Worker route, would a gap of around one month between leaving my current role and starting the new one (during which I’m not working but still in the UK under valid leave) break the 5-year continuous residence requirement for ILR?

Thanks in advance for any insights or experiences you can share!

It has no effect. Gaps in employment do not matter

Lovely. Thanks for you insights! It's really helpful!

Hi people sorry to bother you with another follow-up question.

Can I ask my new employer to sponsor a shorter Skilled Worker visa if I’m applying for ILR in a few months?

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I’m currently on a Skilled Worker visa and will be eligible to apply for Indefinite Leave to Remain (ILR) on 5 November 2025, which is when I’ll have completed 5 continuous years under sponsorship.

I’ve just received a new job offer. The company is willing to sponsor me for a Skilled Worker visa, and the start date on the offer is 25 August 2025.

The last time I renewed my Skilled Worker visa was in late 2023. At that time, my CoS stated the following:
• Start Date: 21 December 2023
• End Date: 20 December 2026
• My BRP shows:
• Valid from: 9 November 2023
• Valid until: 3 January 2027

Now, since I will be applying for ILR shortly after starting this new job, I’m trying to minimise the visa and IHS costs (especially in case the new employer expects me to cover them).

I’m thinking of asking the new employer to sponsor me only up to 31 December 2025. This gives me roughly 2 months of buffer time beyond the earliest ILR application date (5 November), in case of delays or complications with the ILR application.

My questions are:
1. Is this plan legally viable? Can the new employer issue a CoS that only covers the period 25 August 2025 to 31 December 2025, even though the contract is permanent?
2. Will this shorter visa duration still keep me fully eligible for ILR, as long as my application is submitted while the visa is still valid?
3. Would this approach help reduce the costs for both me and the employer (e.g. lower IHS surcharge and reduced Immigration Skills Charge)?
4. Is there a minimum visa length I must apply for when changing sponsors under the Skilled Worker route?

Thanks in advance for your insights!

1. Yes. Your visa will be issued based on the end date of your COS.
2. Yes
3. Yes you pay IHS based on the length of visa
4. You do not get to choose the length of your visa. Your employer gives you a COS and you get visa as per your COS

Thanks so much for your assistance! That's really helpful and it's really kind of you Zimba.

zimba wrote: ↑

Sat May 17, 2025 1:09 am

1. UKVI allows skilled workers to count the time since their initial application submission date towards their ILR, assuming they applied between 24 January 2020 and 30 June 2021 and were subsequently granted a visa:

Due to major disruption to UKVI services during the COVID-19 pandemic, Tier 2
(General) and Skilled Worker applicants in the UK were permitted to start work for
their sponsors while waiting for decisions on their applications. This time while they
were waiting, but able to work, also counts towards the continuous 5-year period.
The applicant must have been in the UK with permission (including as a visitor or
with Exceptional Assurance), and the application must have been:

• for permission to stay
• made between 24 January 2020 and 30 June 2021 (inclusive)
• supported by a CoS on the date of application
• granted

https://assets.publishing.service.gov.u ... worker.pdf

2. The starting point of your qualifying period will be the date of your initial application, which is 3 December 2020. The COS start date or work start dates are irrelevant.

3. The date of ILR application is NOT that criterial. You need to find the earliest date of your ILR eligibility, which is 3 December 2020 + 5 years - 28 days. That is the earliest date you can be granted ILR. The date of your ILR application becomes irrelevant, as long as your date of ILR decision is on or after this date. This is because your qualifying period is counted backwards from the date of your ILR decision.

Read: Applicants can benefit from the date of the ILR decision

4. We cannot tell you what to expect. No new rules have been announced, and everything you heard for now is just a proposal.

Hi Zimba,

Thanks very much for the detailed answer here. It might be a stupid question and I believe the answer should be 03 Dec 2020 but I just want to be sure (sorry for being cheeky here):

On the initial skilled worker visa submission date, I submitted the online application form of my first skilled worker visa on 03 Dec 2020 but attended the biometrics appointments to submit my fingerprints and relevant documents on 30 Dec 2020. There is almost a one-month gap between them. Does this period 'This time while they were waiting, but able to work' start from 03 Dec 2020 or 30 De 2020? I have read through the caseworker guidance and other relevant policies but they do not seem o specify the definition of this?

Thanks so much for your assistance again!

The waiting is the time between online application submission to the final decision. The date of biometrics is irrelevant

Thanks for your insights Zimba. That's really helpful!

Hi everyone,

I’m currently on a Skilled Worker visa and will be eligible to apply for ILR in a few months under the 5-year route. I understand that as part of the ILR application, the Home Office requires a letter from my sponsor confirming that they still require me to work for them in the foreseeable future and that my salary meets the minimum threshold.

From the official Skilled Worker caseworker guidance (Version 15, 22 July 2025), the relevant part states:

“The applicant’s sponsor must still be approved by the Home Office to sponsor Skilled Workers on the date of decision. The sponsor must also confirm they still require the applicant for the foreseeable future, at or above the minimum salary threshold that applies.”

My questions are:
1. Should this confirmation letter be issued by my company’s HR/immigration team on official letterhead, or would it be acceptable if my direct line manager writes and signs it?
2. Is there an official or commonly used template for this letter? What details should it include (e.g. job title, start date, salary, confirmation of ongoing employment)?
3. Would appreciate if anyone who has recently gone through ILR (Skilled Worker 5-year route) could share what their employer provided.

Thanks a lot!

It can be from HR or a manager or whoever is in charge. There is no specific requirement. There is no template or specific format either.

Read: All you need to know about the sponsor letter for Skilled Worker route

Thanks so much for your information and guidance!

I'm currently filling out my ILR application form and I'm a bit confused by the question in the attached screenshot.

• All of my absences from the UK in the past 5 years have been for personal reasons only (family visits and holidays). I have never been required to travel abroad for work.
• My previous employer has already provided me with an ILR reference letter. It includes confirmation of my entitlement to 25 days annual leave per year, and that I was not required to travel abroad for work purposes. However, the company’s immigration adviser said they could not state my exact reasons for travel (holiday/visiting family), since the company cannot verify that.

Now I am filling in the ILR application form, which specifically asks for the reasons for each absence from the UK. My concern is:
• Apart from my employer letter, what kind of evidence should I provide to show the reasons for my absences (holiday or family visits)?
• I do have old flight itineraries and hotel bookings, but they only prove travel dates, not the purpose of travel.
• Has anyone in a similar situation submitted only the employer’s confirmation + their own declaration, without extra evidence like hotel/flight documents? Was this accepted?

Would really appreciate if anyone could share their experience of how they answered this part of the application, especially where all absences were purely personal and not work-related.

Thanks in advance!

JANESMITH023 wrote: ↑

Mon Sep 08, 2025 9:11 pm

• Apart from my employer letter, what kind of evidence should I provide to show the reasons for my absences (holiday or family visits)?

The only document you need is the letter from the current employer stating that you're required to work for them for the foreseeable future. You don't need anything from past employers!

No need to explain the reasons of absences. In the form just put "holidays" or "visiting family" as the reason of the absence.

The link posted just before your last comment has this part highlighted, check it out!

1 - Even though the online form may (inaccurately) mention this, according to the immigration rules for the skilled worker route, there is no specific requirement for any evidence or letter to cover periods of absences. This is unfortunately the legacy of the old Tier 2 General rules which the SET(O) form inaccurately mentions

Your application will be decided as per the rules and the requirement under the rules. The online document list has always been known to have errors and discrepancies with the rules. You do not need to provide any evidence for your absences, as there is no requirement under the rules for it. What you see is a legacy of the old Tier 2 days and unfortunately the online form has not been fixed to match the rules. Just the sponsor letter is enough

Amazing thanks!

Additionally in my Skilled Worker Visa to ILR application form there is this question in the screenshot attached.

So I first entered the UK in 2015 for university and I entered the UK in Sep 2019 for my masters degree and I applied for my first skilled worker visa on Dec 2020. Between 2019 when I entered the UK and Dec 2020 I never left the UK. In this question there is the statement that says "This is the date you entered the UK when the period of stay you are basing this application on started." So I bet 2015 is irrelevant. I am hesitating between Sep 2019 and Dec 2020.

Would someone offer some insights on this?

Thanks.

This question has no relevance or effect on your ILR. Enter any date that you entered the UK

zimba wrote: ↑

Thu Sep 25, 2025 12:02 pm

This question has no relevance or effect on your ILR. Enter any date that you entered the UK

Lovely thanks for your insight!

Hi everyone,

I’d like to seek some advice from people who might have dealt with similar situations.

I joined my current company at the end of August 2025 on a Skilled Worker Visa. I’ll become eligible to apply for Indefinite Leave to Remain (ILR) in early November 2025, once I’ve completed five continuous years under the Skilled Worker route. My plan is to apply immediately once I reach eligibility.

My main question is about whether and how I could convince my employer to cover my ILR application cost.
Below is the background and reasoning behind my request.

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Why I’d like the company to cover the ILR cost
1. The application cost is significant.
The Home Office fee alone is £3,029, and the 5-day priority service adds £500 (or £1,000 for super-priority).
I’ll most likely use the 5-day service because I want a prompt decision. This is quite a heavy personal expense, and I know that some UK employers do reimburse this cost.
2. I believe the company already has a sufficient visas & immigration budget to cover it.
When the company sponsored my Skilled Worker Visa in July 2025, they were initially willing to spend up to £5,972.50, which included:
• £885 – visa application fee
• £2,587.50 – Immigration Health Surcharge (£1,035 × 2.5 years)
• £2,000 – solicitor fee
• £500 – priority service fee
Originally, they planned to sponsor me for 2.5 years, hence the IHS budget for that period.
During the process, however, they realised I’d be eligible for ILR in November 2025, so they decided to shorten the visa to 1 year “to save cost”, saying the company would only cover sponsorship until I reached ILR eligibility.
In the end, the company only paid £2,420 in total.
I also signed a repayment agreement, meaning that if I leave within two years of joining, I’ll repay a prorated portion of any visa cost the company covered.
Because of that, I don’t see this as the company giving money unconditionally. I’ve even tried to reduce their cost—for example, I didn’t use their appointed immigration solicitor (£2,000) since I’m familiar with the visa process and could handle it myself.
In short: they were ready to spend £5,972.50 but actually spent only £2,420. That’s why I think asking them to cover my ILR cost is a reasonable request within their original immigration budget.

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The resistance I’ve faced so far

When I casually asked the company’s immigration team back in July, while we were preparing my work-visa application, if they could also cover the ILR cost, they replied:

“The company is unable to cover the cost of your Indefinite Leave to Remain application, as this is considered a personal matter and not directly tied to your role or employment with us.”

More recently, after I raised the topic again, they reiterated:

“Just to clarify, our standard approach is to cover Skilled Worker visa costs only up to ILR eligibility. As ILR is not a company-sponsored route, we’re unable to provide support, financial or administrative, for that application.
All previous discussions regarding your immigration status were focused on your Skilled Worker visa, and as agreed, the ILR application would be something for you to manage independently. This is consistent with our approach across the company.”

I understand this is the “official policy,” but given the budget context above, I still think it’s worth trying to negotiate.

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My questions for the community
1. The company says ILR is not a company-sponsored route.
However, as I understand it, an ILR application based on Skilled Worker status still requires a letter from the employer confirming my ongoing employment, salary level (meeting the SOC requirement), and that I will continue to be employed for the foreseeable future.
Doesn’t that, in a sense, make the company a sponsor for the ILR application as well? Would this be a reasonable argument to make?
2. Considering the company clearly has an immigration budget (they were ready to pay almost £6 k but only spent £2.4 k), and they already have processes for work-visa costs, what would be the best approach to negotiate or justify an exception for ILR coverage?
For example:
• Emphasising talent retention and reducing future visa admin.
• Pointing out that ILR removes the need for any future sponsorship, saving time and cost.
• Highlighting fairness: they had budgeted more, and I even helped them save on legal fees.
3. Has anyone here successfully convinced their company to cover the ILR fee (partially or fully)?
What reasoning or examples did you use that worked? Was it done through HR, your line manager, or the mobility/immigration team?

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I completely understand that many employers treat ILR as a personal matter rather than a business expense, and I’m prepared to pay for it myself if necessary.
But since this is a once-in-a-lifetime transition and I know some firms do offer support, I’d really like to give negotiation a try before finalising my own budget.

Any experience, advice, or even examples of internal company policies on this topic would be greatly appreciated.

Thanks a lot for your time and input!

JANESMITH023 wrote: ↑

Tue Oct 21, 2025 9:55 pm

1. Doesn’t that, in a sense, make the company a sponsor for the ILR application as well? Would this be a reasonable argument to make?

ILR is not sponsored by the employer, the Skilled worker visa is just one of the routes that lead to ILR in the UK. The employment letter only tells UKVI that there is a work-related reason why they should consider you for ILR. Once granted, ILR actually removes the requirement of a sponsor to be able to work in the country. You can change jobs the day after a successful ILR decision if you want - assuming there are no further contractual obligations.

JANESMITH023 wrote: ↑

Tue Oct 21, 2025 9:55 pm

2. Considering the company clearly has an immigration budget (they were ready to pay almost £6 k but only spent £2.4 k), and they already have processes for work-visa costs, what would be the best approach to negotiate or justify an exception for ILR coverage?

I'm not sure how you want to get an exception on this. According to what you wrote here, the company already informed you that they don't pay or reimburse ILR application fees. You were advised before that in the UK there is no obligation at all for sponsors to pay for visa (or ILR) application costs of migrant workers. They can pay some and not others, that entirely depends on their internal policies.

JANESMITH023 wrote: ↑

Tue Oct 21, 2025 9:55 pm

3. Has anyone here successfully convinced their company to cover the ILR fee (partially or fully)?
What reasoning or examples did you use that worked? Was it done through HR, your line manager, or the mobility/immigration team?

Similar response to question 2. I don't know how you can convince them to pay for something that they don't offer. You can try insisting, I would be cautious though.

I recognise that you started your new job recently and this might be a financial burden, many of us have been in a similar situation. If you're struggling to pay for your application, I would suggest to save money from now until you can afford it - well before the expiry date of your current visa. There is no obligation to apply for ILR in exactly five years.

First thanks everyone for your experience and insights.

To add some background, I’ve asked the company’s immigration team on this and they rejected me twice - first stating that ILR is a personal matter and second stating that ILR is not a company sponsored route. But I asked my line manager the possibility of it too and she said she’d not dealt with this kind of reimbursement before and she’s not sure but would be happy to approve this reimbursement if the company’s policy allows. I believe this is because she rarely hired international talents and most of my colleagues are locals here and therefore she didn’t need to deal with this visa/ILR thing. The thing is I went through the company’s expenses policy and there isn’t any visa and immigration related terms and/or statements. The expense policy only covers things like mileage, travel and eye test and stuff. And my manager has the power to approve my reimbursement requests.

All the immigration and visa matters usually go to the company’s immigration team yes but my reimbursement requests go to my line manager not the immigration team.

I got clear no’s from the immigration team but my manager seems neutral or at least not unhappy about it. So I was thinking if it’d be appropriate and sensible to maybe proceed with this with my line manager?

But truly I value this job very much so if this was very annoying and/or would make my line manager think I’m asking too much then I’d definitely not do it. But this is my first and mainly attempt of dealing with ILR so I’m quite hesitant tbh.

Has anyone been in a similar situation? Thanks.

This has turned into a non-immigration related query.

Within the immigration rules, there is no obligation of payment of visa/ILR application fees by the employer.

I don't understand why you're insisting in something that your employer told you several times they will not do.

Nobody in the forum will be able to advise on your employers' polices. The situation you describe here is contractual - more related to the internal company policies - and has nothing to do with immigration.