Five Cost-Saving Immigration Routes for UK Employers

Recruiting international talent can be expensive when factoring in sponsorship costs like the Immigration Skills Charge, Certificate of Sponsorship (CoS), and visa fees. However, some immigration routes allow employers to hire migrant workers without incurring the full burden of sponsorship.

Here are five temporary options that balance cost-efficiency with workforce flexibility.

1. High Potential Individual (HPI) Visa

The HPI visa is a powerful tool for growing businesses that are currently exploring or in the process of obtaining a Sponsor Licence. Because this is an unsponsored route, it allows you to onboard top-tier global talent immediately, bypassing the usual licensing wait times and sponsorship costs.

Think of it as a "strategic trial": it allows you to integrate elite talent into your team now, with the option to transition them to a Skilled Worker visa later once your license is active.

The route gives businesses the freedom to hire quickly and strategically, without the need to hold a Sponsor Licence from the outset. Because the individual holds their visa independently, employers can onboard talent immediately, avoiding the administrative delays associated with assigning a Certificate of Sponsorship.

It is an especially attractive option for start-ups and scaling organisations that require senior or specialist skills to support a defined growth phase, but are not yet ready to commit to the long-term costs and obligations of traditional five-year sponsorship.

To qualify, the applicant must have graduated from a university on the Home Office's Global Universities List no longer than 5 years ago from the date of their application.

2. Youth Mobility Scheme

The Youth Mobility Scheme (YMS) allows young professionals (aged 18–30, or up to 35 for specific nationalities such as Australians, Canadians, and New Zealanders) to live and work in the UK for up to two years (or three for certain countries).

It allows for immediate deployment into junior or operational roles without the need for a job offer or Sponsor Licence, saving time, cost, and complexity.

Better still, the administrative burden on the business is virtually nil. The individual manages their own visa application and bears all associated costs, leaving the business free from Home Office fees and compliance obligations unless agreed otherwise. This is a good option for scaling operations at pace, whether for short-term projects, seasonal peaks, or rapid growth, this flexible option delivers strategic workforce agility without the long-term financial commitment.

3. Skilled Worker – New Entrant Provisions

For companies that have already secured, or are currently applying for, a Sponsor Licence, the "New Entrant" provision is a strategic way to manage payroll costs. It is specifically designed for candidates under the age of 26, those moving directly from a Student visa, or those in postdoctoral research positions.

One of the most compelling advantages of this visa route is the preferential salary threshold, which allows employers to offer a percentage of the standard "going rate" for a role, currently subject to a minimum floor of £33,400 in 2025.

This opens the door to high-potential, early-career talent without the financial pressures typically associated with sponsorship. Crucially, these reduced salary thresholds can be maintained for up to four years, giving businesses the flexibility to scale remuneration in line with both the employee’s development and the company’s financial trajectory. It’s a cost-efficient, growth-friendly option for forward-thinking employers.

4. Global Talent Visa

The Global Talent visa is a prestigious, unsponsored route for individuals recognised as leaders or emerging leaders in specific sectors like science, digital technology, engineering, and the arts. This two-stage process requires candidates to first secure an endorsement from a Home Office-approved body, such as Tech Nation or the Royal Society, proving their exceptional expertise before applying for the visa.

This visa route offers a strategic advantage for employers seeking to acquire world-class specialists without the bureaucracy of traditional sponsorship.

By enabling individuals to "bring their own visa," businesses can sidestep the financial and administrative demands of the Skilled Worker route. It's also a powerful retention tool, visas can be granted for up to five years, with a fast-track pathway to Indefinite Leave to Remain after just three, helping secure long-term commitment from high-value leadership talent.

Importantly, because the employer is not a sponsor, there are no compliance duties, giving both parties greater flexibility. Individuals can work autonomously across departments or subsidiaries, supporting dynamic business needs without constraint.

5. Graduate Visa

The Graduate visa allows international students who have successfully completed a UK degree to remain and work in the UK for two years (or three years for PhD graduates).

This visa route offers employers a low-risk, high-reward opportunity to assess international talent in a real-world setting.

Acting as a two-year “professional trial,” it enables businesses to integrate candidates into their teams and evaluate cultural fit and performance before committing to the expense and obligations of a Sponsor Licence. With individuals already based in the UK and holding the right to work, onboarding can happen immediately, circumventing the delays typically associated with overseas recruitment.

Better still, the financial commitment is minimal: there are no sponsorship fees, and the only requirement is compliance with the UK National Minimum Wage.

Important update:

From 8 January 2026, the English language requirement will rise to B2 level, so employers should ensure candidates meet this standard.

To remain competitive, employers should adopt a proactive recruitment strategy by engaging in university and industry-specific career fairs both in the UK and abroad. These platforms provide a vital opportunity to showcase an organisation to a global audience and attract talent eligible for alternative visa routes. By increasing visibility in key international sectors, businesses can diversify their talent pool while strategically reducing reliance on the costly Skilled Worker pathway.

Contact our Immigration Solicitors

As UK immigration policy continues to evolve, businesses must remain proactive in how they attract and retain international talent. By exploring alternative visa routes like these, employers can unlock critical skills without the long-term cost or administrative overhead of sponsorship.

Whether you're a start-up that is growing or an established company seeking operational flexibility, these options provide a strategic edge in a competitive hiring landscape. Get in touch with our immigration team via the form below, who can provide bespoke legal advice to help your organisation build a compliant, cost-effective talent strategy.