Introduction to the supplementary employment route
By Leena Chohan, Taylor Hampton Solicitors
Certain immigration routes in the UK allow individuals to enjoy flexible working arrangements, while others are more restrictive. Understanding when the supplementary employment route is permitted and what the rules are is key to ensuring compliance.
Some routes, such as the Global Talent route, the Partner route, and permissions granted to dependants of points-based system applicants, allow flexibility in the type of work undertaken. Others, like the Student route, include specific limits. For instance, students cannot engage in “business activity”, which is often interpreted as prohibiting self-employment.
More restrictive routes require individuals to focus almost entirely on their sponsored role. The Innovator Founder route is one example, as it requires the applicant to work for the business they are establishing.
Which Routes offer a balance with flexibility?
However, several work routes offer a balance between flexibility and restriction by allowing supplementary employment. These include the Skilled Worker, International Sportsperson, Creative Worker, Government Authorised Exchange, Religious Worker, and T2 Minister of Religion routes. Workers on certain transitional arrangements, such as those under the previous intra-company routes or some international agreement workers, may also be eligible.
The Rules on The Supplementary Employment Roue
Supplementary employment gives sponsored workers a degree of flexibility beyond their main job, but they must enact this strictly within the Immigration Rules. Initially, supplementary work was limited to high-level roles, but this expanded after Brexit to include positions at Regulated Qualifications Framework (RQF) Level 3. From 22 July 2025. However, they tightened the rules again as part of wider reforms to the Skilled Worker route.
Under paragraph S8.12 of document 2 of the Sponsor Guidance, supplementary employment must not exceed 20 hours per week. Workers must continue their primary role as listed on their Certificate of Sponsorship (CoS) and cannot work supplementary hours during their contracted working time.
Exceptions
An exception applies to Skilled Workers sponsored as GP trainees who are granted permission up to four months beyond their CoS end date. These individuals may continue supplementary work during that time even if they are no longer employed by their sponsor.
Supplementary roles criteria
Supplementary roles within The Global Talent Route must meet specific criteria. They must be:
• in the same profession and at the same professional level as the main sponsored role
• in an occupation listed in Appendix Immigration Salary List (and discontinued if the occupation is later removed)
• for Skilled Workers, in an eligible SOC 2020 occupation code in Table 1, 2, or 3 of Appendix Skilled Occupations
• for Skilled Workers under the pre-22 July 2025 rules who have held continuous permission, in an eligible SOC 2020 occupation listed in Table 1a, 2aa, or 3a of Appendix Skilled Occupations
Notably, supplementary employment does not need to be with a licensed sponsor, and the Home Office does not need to be notified. However, workers should always inform their main employer.
Employers offering supplementary roles must ensure the worker’s right to work checks are compliant. This includes confirming that hours do not exceed the 20-hour limit and do not clash with contracted hours. Best practice involves obtaining a letter from the main sponsor confirming the worker’s core employment details before hiring them for a supplementary position.
Limits and Transitional Arrangements
There are niche transitional arrangements for certain Senior or Specialist Workers. Those under the Global Business Mobility Senior or Specialist Worker route who were previously granted permission on the intra-company routes before 11 April 2022, and who have maintained continuous permission since, may undertake supplementary employment.
It is important to distinguish between supplementary and secondary employment. Secondary employment involves two separate sponsors and two different Certificates of Sponsorship. Once the worker has started their first sponsored role, they can apply for a second CoS for another eligible role. Unlike supplementary work, secondary employment has no 20-hour weekly limit.
Key Considerations
Where employers offer the supplementary employment route, the Home Office may question whether the primary sponsored role is genuine or simply a mechanism to access broader work opportunities. It is vital that workers continue to perform their main role as described on their CoS and avoid breaching their conditions of stay.
Conclusion and assistance
Employers considering The Supplementary Employment Route should proceed cautiously. Even small breaches of the conditions, such as exceeding the permitted hours, could cause compliance issues. Clear communication, accurate record-keeping, and internal checks are essential safeguards.
At Taylor Hampton Solicitors, we advise both employers and sponsored workers on their immigration compliance duties and the practical limits of supplementary employment. For guidance or tailored support, please contact Leena Chouhan on +44 (0)207 427 5972.
Disclaimer: This article provides general guidance only and does not constitute legal advice. Always seek professional legal advice tailored to your specific situation before acting.