Hospitality Jobs Open to Skilled Worker Visa Applicants is more than a headline — it reflects the heartbeat of an industry that thrives on connection, service and opportunity. Across the UK, hospitality continues to evolve through changing work patterns, guest demands and global talent movements. In this shifting landscape, “UK hospitality visa sponsorship” has emerged as both a challenge and a chance — a bridge between skill shortages and career dreams. For those who bring passion, precision and resilience to the table, the path forward remains open, even in a sector constantly redefining what it means to welcome the world.
Skilled Worker visa route and its relation to hospitality
The Skilled Worker route allows employers who hold a valid sponsor licence to bring overseas workers to fill eligible roles in the UK, provided the job meets the required skill level, the applicant is paid the correct salary, and the employer complies with its sponsor duties.
From the official guidance: you’ll usually need to be paid the ‘standard’ minimum salary—currently set at £41,700 a year for most new applicants.
Importantly, the “eligible occupations” list published by the GOV.UK lists roles by occupation code. Hospitality is one of the sectors in which some roles used to be eligible, but major reforms mean the landscape is shifting significantly.
Hospitality roles?
When we talk about “hospitality jobs”, we mean roles in hotels, restaurants, catering, events, leisure and related management positions. For “UK hospitality visa sponsorship”, the key is to see whether a given role remains on the eligible list, whether the job meets the skill/qualification threshold, and whether the salary meets the criteria.
Here are some hospitality-related roles historically eligible:
- Hotel and accommodation managers and proprietors (e.g., hotel manager, resort manager)
- Restaurant & catering establishment managers and proprietors (e.g., restaurant manager, catering operations manager)
- Licensed premises managers (e.g., publican, bar manager, night-club manager).
- Events, exhibition or conference managers and organisers (event manager, hospitality manager).
- From July 2025, many hospitality job titles will no longer be eligible for new Skilled Worker visa sponsorship if they are first assigned a Certificate of Sponsorship (CoS) on or after that date.
- While some higher-level hospitality management roles may still qualify, many roles classified at RQF level 3-5 face removal or stricter scrutiny.
Salary Thresholds
Salary is a crucial test for visa eligibility. For most new applicants under the Skilled Worker route:
- The standard minimum salary is £41,700 per year for jobs that are not subject to a reduced rate.
- The “going rate” for the occupation may be higher than this standard minimum; whichever is higher is the test the applicant must meet.
- For roles listed on the “Immigration Salary List” (which replaced the Shortage Occupation List), a discounted minimum may apply for certain occupations.
- If a role qualifies under the eligible occupations list, the employer must check the going rate for that specific occupation code.
- Because many hospitality roles are set to be removed from eligibility, the salary test alone may not save a role from ineligibility if the occupation is no longer eligible.
For employers and applicants in hospitality, salary compliance remains a major cost and compliance point.
What does this mean for hospitality employers and applicants?
For hospitality employers seeking UK hospitality visa sponsorship:
- You must hold a valid sponsor licence for the Skilled Worker route.
- Ensure the role you are filling is still eligible under the current occupation codes list. Hospitality roles that have been removed or downgraded will not qualify for new sponsorships post the relevant date.
- Make sure the salary meets the standard minimum or the going rate for that occupation code.
- Consider tax, benefits, and record-keeping obligations for overseas hires.
- If you already have sponsored workers in hospitality roles, you may still extend or switch, but new hires will face stricter requirements.
For hospitality professionals and applicants:
- Before accepting a job offer reliant on UK sponsorship, check:
- Does the employer hold a sponsor licence?
- Is your job listed under the eligible occupations list (as of the date the CoS is assigned)?
- Does the salary meet the minimum salary or the going rate?
- Will you be based in the UK (i.e., physically doing the job in the UK)?
- If you are offered a role in hospitality requiring sponsorship, ask whether the role falls into a category being removed or limited for new sponsorship from 22 July 2025.
- If your role is one being excluded (for example, chef, bar manager, catering manager), you may need to seek alternative visa routes or apply sooner rather than later.
2025-Eligible Hospitality Roles
While many lower-level hospitality roles face sponsorship barriers, some higher-level management and specialist hospitality roles remain viable for UK hospitality visa sponsorship. The key attributes:
- Job must meet skill level (usually RQF 6 or above for new grants) and be listed as an eligible occupation.
- Examples of roles that may still qualify include: hotel general manager, resort operations director, large events venue manager, senior hospitality operations manager (check SOC code).
- These jobs still need to meet or exceed salary thresholds (e.g., £41,700 or higher) and the employer must treat them as skilled roles rather than junior hospitality posts.
- Timing matters: if you sign a CoS for one of these roles before policy-cutoff dates, sponsorship may still be possible under transitional arrangements.
Frequently asked questions (FAQs)
Q: Can a restaurant manager in the UK get a Skilled Worker visa under UK hospitality visa sponsorship?
A: Possibly—but only if the role remains listed under eligible occupation codes, meets the required skill level (likely RQF 6+ for new applicants), and meets the salary threshold. Many lower-level hospitality management roles are flagged for removal after July 2025.
Q: Are chefs eligible for Skilled Worker visa sponsorship now?
A: No, or heavily restricted. From July 2025, chefs will no longer be eligible for new sponsorship via the Skilled Worker route if their first CoS is assigned on or after that date.
Q: If I already have a Skilled Worker visa in hospitality, can I extend?
A: If you were granted your visa under a CoS assigned before 22 July 2025 (and your employer remains compliant), you may be able to extend. However, you’ll still need to meet salary/skill conditions, and your employer will need to maintain sponsor duties.
Q: Does being on a “shortage list” help hospitality roles?
A: The previous Shortage Occupation List is no longer in force. The Immigration Salary List applies instead. Most hospitality roles are not on that list, so reduced thresholds or exemptions are unlikely.
Final thoughts!
For anyone in the UK hospitality industry exploring or offering sponsorship under the Skilled Worker route, the message is clear: “UK hospitality visa sponsorship” success depends on timing, accuracy, and compliance. Every element, from role eligibility to salary alignment and sponsorship assignment, now demands closer attention than ever.
While the landscape has tightened, opportunities remain open for genuine management and specialist positions where the right employer sponsorship aligns with current rules. The key is preparation and precision. Whether you’re an employer hoping to fill a critical skills gap or a professional planning your move into the UK’s evolving hospitality sector, treat compliance as your main ingredient for success.
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