Skilled Worker visa: Can I switch employers after sponsorship is initiated or even approved?

[JANESMITH023]

Hi everyone,

I’m currently facing a challenging situation and would really appreciate advice from anyone who has gone through something similar, or has insights into how this works in practice.

I’ve accepted an offer from Company A, who confirmed they will sponsor my Skilled Worker visa. I haven’t received the contract yet, but they told me that once internal approval is cleared (expected early next week), they will send the contract. After I sign it, they’re likely to immediately begin onboarding steps such as referencing checks and submitting the visa application.
The proposed start date is 25 August 2025.

Just this week, I was contacted by Company B, which also confirmed they can offer sponsorship. I have my first-round interview with them next Wednesday (25 June). The HR told me the entire hiring process includes three rounds of interviews and could take 3–4 weeks to complete.

Here’s where the dilemma comes in:
• By the time Company B potentially makes an offer, Company A may have already submitted my visa application or even had it approved.
• I genuinely feel Company B is a better long-term fit, but I also want to stay professional and avoid any legal or financial consequences with Company A.

My key concerns are:
1. If I sign the contract and Company A submits my visa, but the visa hasn’t yet been approved, can I still withdraw without serious consequences?
2. If the visa is already approved, but I haven’t yet started working for Company A, what are the risks of not joining them and proceeding with Company B instead?
3. I’ve heard that in some cases, Company A might ask for reimbursement of visa costs or legal fees, but others have said they backed out in the same situation and the company didn’t pursue any compensation.
• What’s the typical practice in the UK in these cases?
• Is this something that would normally be written into the employment contract?

I’d love to hear from anyone who has experienced something similar, or from HR/legal professionals familiar with Skilled Worker visa hiring.
I want to make the right decision while remaining respectful to everyone involved.

Thanks so much for your guidance — I truly appreciate it

[lolo2]

There is no harm in changing employers and visas even if you've not yet started working for them.

The only thing that will happen is losing the fees paid, these won't be refunded.

If the company pays the fees for the visa application, they might (or not) request the reimbursement of the money. This depends upon the hiring conditions.

Whatever happens to other people not necessarily applies to everyone, every organisation has their own policies. In the UK there is no obligation for the sponsor to pay the employee's visa application fees, but if they offer so this might be subject to their particular T&Cs.

[JANESMITH023]

Hi,

Thanks for previous response as they are particularly helpful time.

Yesterday there was this Statement of changes to the Immigration Rules: HC 997, 1 July 2025 coming out, significantly raising the salary threshold of both the Skilled Worker Visa and ILR (if I understand it correctly?). Upon reviewing the document I was wondering if I could have some further assistance or discussion on the following questions:

My occupation code is 2431 – Management consultants and business analysts, which remains on the eligible occupation list.

I currently hold a Skilled Worker visa renewed under the same employer in 2023, with a salary of £37,230/year and 37.5 hours per week. I will be eligible to apply for ILR (settlement) in November 2025 (as my first Skilled Worker Visa was issued in Dec 2020).

I’m considering switching to a new job at a new company, and I have three possible scenarios:

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Scenario 1:
• My new employer assigns my CoS before 22 July 2025
• New job salary: £55,000/year
• Hours: 40 per week

Questions:
1. Will this salary meet the Skilled Worker salary thresholds (given the CoS is before 22 July)?
2. For ILR in November, can I still use the pre-4 April 2024 going rate (£36,200, £18.56 per hour)?

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Scenario 2:
• My CoS is issued after 22 July 2025
• Same job details: £55,000/year, 40 hours/week

Questions:
3. Since this would fall under the new rules, does my salary still meet the going rate for 2431 (considering 40h/week)?
4. Does my ILR eligibility in November still follow the old lower going rate (£36,200), since my current visa was granted in 2023 and has remained continuous?

⸻

Scenario 3:
• I stay in my current job with £37,230/year, 37.5h/week, and don’t switch before ILR

Question:
5. Can I safely use the pre-4 April 2024 threshold (£36,200, £18.56 per hour) for ILR in November, even if my current salary is slightly above the old lower going rate but well below the new ones in the HC 997 policy?

⸻

Additional context:

In the updated occupation tables published with HC 997 (1 July 2025), my occupation code 2431 appears in both Table 1 and Table 2. The going rate in Table 1 is £50,200/year (£25.74/hour), while in Table 2 it’s £36,000/year (£18.46/hour).

I’d really appreciate help understanding:
• Which table applies in each of the above scenarios?
• Can I use Table 2 and Option J to apply for a new Skilled Worker visa in Scenario 2?
• And for ILR in Scenario 2 or 3, can Table 2’s going rate be used, or does it have to be the Table 1 going rate?

Any clarification, especially with links to official Home Office rules or caseworker guidance, would be incredibly helpful. Thank you!