Some sponsored workers in the UK are allowed to take on supplementary employment alongside their main sponsored role. However, this is only permitted under strict Home Office rules.
This article explains:
✅ Who is eligible
🧑💼 What type of work is allowed
🛡️ What employers must do to stay compliant
💼 What is Supplementary Employment?
Supplementary employment is additional paid work a sponsored worker undertakes outside their main sponsored job, without needing a new Certificate of Sponsorship (CoS) - as long as all Home Office conditions are met.
👥 Who Can Undertake Supplementary Employment?
🛠️ Skilled Worker Route
A Skilled Worker may take on supplementary employment only if the additional role:
Is in an occupation listed in Tables 1, 2 or 3 of Appendix Skilled Occupations
🌍 Other Sponsored Routes
Workers on the following sponsored routes may also be eligible:
🔹 Intra-Company Transfer routes (pre-11 April 2022 only)
🔹 Senior or Specialist Worker (transitional arrangements only)
🔹 T2 Minister of Religion
🔹 International Sportsperson
🔹 Creative Worker
🔹 Government Authorised Exchange
🔹 International Agreement (employees of overseas governments or international organisations)
🔹 Religious Worker
For these routes, the supplementary role must:
✔️ Appear on the Immigration Salary List, or
✔️ Be in the same profession and at the same professional level as the sponsored role
📌 Important: In most cases, the worker must continue working for their main sponsor for supplementary employment to remain lawful.
⏱️ Key Conditions You Must Meet
Supplementary employment must not:
❌ Exceed 20 hours per week
❌ Take place during the worker’s contracted hours with their sponsor
If either rule is broken, the work becomes unauthorised and may lead to compliance action.
🛂 Right to Work Checks – Employer Responsibilities
To maintain a statutory excuse against a civil penalty, you must confirm that the worker:
✅ Has the right to work in the UK
✅ Is permitted to carry out the specific supplementary role
You should request evidence such as a letter from the worker’s sponsor confirming:
🏢 They are still employed by their sponsor
📄 Their job description and occupation code
(especially important for non-Skilled Worker routes)🕒 Their contractual working hours
⚠️ Ongoing Monitoring & Compliance
You must act if you become aware that:
The worker has stopped working for their sponsor
Their contractual hours have changed
The supplementary employment no longer meets the rules
If you continue employing a worker knowing they are in breach, you lose your statutory excuse.
🚨 If a breach is identified, appropriate action may include:
Contacting the Home Office for guidance
Taking steps to terminate employment, if required