An ILR employer letter for a skilled worker serves as a template for drafting a document that confirms the ongoing need for your role.
This letter is more than proof of past employment; it is a required legal declaration that your position remains necessary for the foreseeable future.
Securing permanent residency in the UK requires strict adherence to Home Office standards for evidence, particularly concerning your sponsorship history.
ILR Employer Letter Purpose and Importance
A Home Office caseworker uses the employer letter to verify that the conditions of your original visa remain valid at the time you apply for settlement.
The Immigration Rules mandate specific confirmations that a standard HR employment verification letter often omits. Submitting a generic template without these clauses can lead to application delays or refusals.
The requirement is rooted in the rules for the Skilled Worker route. The letter connects the information on your original Certificate of Sponsorship (CoS) to your Indefinite Leave to Remain (ILR) application.
It confirms that the reasons for sponsorship still exist and that you have not breached visa conditions related to absences or pay.
Mandatory Content for the ILR Employer Letter
The Immigration Rules dictate precise information that must appear on company letterhead. A caseworker needs to identify the document immediately as a formal representation of the sponsor.
Applicant Personal and Visa Details
The document must clearly identify the subject of the application. Required data points include the applicant's full legal name as it appears on their passport and current Biometric Residence Permit (BRP) number.
Internal employee ID numbers may be included for administrative tracking but do not replace official government identification numbers.
Employer Details and Sponsorship Licence Information
The validity of the letter rests on the standing of the sponsoring entity. The letter must explicitly state the Sponsor Licence Number. This alphanumeric code allows the Home Office to cross-reference the company’s status on the Register of Sponsors.
The registered company address and contact details for verification purposes must also appear clearly in the header or footer.
Confirmation of Employment Dates and Role
Precise chronology is necessary for calculating the qualifying period. The letter must specify the employment start date and confirm that the employment is continuous.
If your job title has changed due to internal promotion within the same SOC code, this progression should be documented to show consistent sponsorship eligibility.
Structuring Your ILR Employer Letter Sample Format
A clear structure helps the caseworker during the adjudication process. The body of the letter must contain three specific confirmations. Without these clauses, the application may be rejected.
The three required confirmations are:
- Ongoing Need: The employer must certify that you are still required for the employment in question for the foreseeable future. Insight: Without this specific "still required" clause, the application fails even if the applicant earns a salary well above the threshold.
- Salary Compliance: The letter must confirm the salary meets the current going rate or the applicable transitional rate.
- Absence Authorisation: All absences from the UK listed in the application were authorised by the employer.
Who Should Draft and Sign the ILR Employer Letter
An Authorising Officer or a senior Human Resources manager listed on the Sponsor Management System (SMS) should sign the document. If the company is small, a Director may sign, provided they are not the applicant.
The signatory must have the authority to bind the company to the statements made regarding salary and future employment.
Digital signatures are generally accepted, but a wet signature on a printed document scanned as a PDF remains the standard for avoiding scrutiny. The letter must be dated within 28 days of the application submission date.
Key Employment Details for Skilled Worker ILR Applicants
The Home Office scrutinises financial and occupational details to prevent undercutting of the domestic labour market. The details provided in the letter must match the data held by HMRC.
Salary and Remuneration Verification
Salary figures stated in the letter must represent guaranteed basic gross pay. Allowances only count if they are guaranteed for the duration of employment and are not performance-based. The letter must explicitly state that the salary meets the relevant threshold.
| Component | Acceptable for ILR Calculation | Notes |
|---|---|---|
| Basic Gross Salary | Yes | Must meet the general threshold and the going rate for the SOC code. |
| Guaranteed Allowances | Yes | London weighting or skills-based allowances that are contractually fixed. |
| Overtime / Bonuses | No | Variable pay cannot be used to meet the minimum salary threshold. |
| Pension Contributions | No | Employer contributions are excluded from the gross salary calculation. |
Job Description and SOC Code Confirmation
The letter must cite the Standard Occupational Classification (SOC) code associated with the role. The job description included in the letter should mirror the duties listed under that specific SOC code in the Immigration Rules. Discrepancies here often trigger credibility interviews.
Evidencing Continuous Employment for ILR Applications
Absences from the UK must not exceed 180 days in any 12-month period. The employer letter plays an important role in validating these absences.
The employer must verify that all listed absences were:
- Statutory Leave: Maternity, paternity, or parental leave.
- Annual Leave: Paid holidays authorised by the company.
- Business Travel: Work-related assignments abroad.
- Sick Leave: Authorised medical absences.
Taking general unpaid leave for reasons not covered by statutory exceptions can break the continuity of your qualifying period. The letter is the primary evidence that time spent outside the UK was consistent with your employment terms.
Avoiding Common Pitfalls and Rejection Reasons in ILR Employer Letters
Rejections often stem from administrative oversight rather than ineligibility. Vague phrasing regarding the "foreseeable future" is a primary cause. Using conditional language, such as "We intend to keep the employee provided business conditions remain stable," creates doubt regarding the sustainability of the role.
Another common error involves salary discrepancies between the letter, payslips, and bank statements. The figure in the employer letter is the master figure; all other documents must corroborate it.
Failure to mention the transitional arrangements for applicants who switched to the route before April 2024 can also lead to erroneous refusals based on incorrect salary thresholds.
Integrating the Employer Letter into Your ILR Application Process
Proper timing and organisation of evidence reduce the risk of requests for further information. The employer letter should be the final document you prepare before submitting your application.
Timing and Submission Best Practices
The Home Office imposes strict validity windows for supporting documentation. Documents dated outside the allowable window lose their evidentiary value.
| Action | Timeframe Rule |
|---|---|
| Letter Date | Must be dated no more than 28 days before the date of application. |
| Financial Data | Payslips must cover the most recent month prior to the letter date. |
| Bank Statements | Must show the salary deposit corresponding to the most recent payslip. |
Other Supporting Documents for ILR
The employer letter does not stand alone. It must be cross-referenced against your most recent payslip and personal bank statement. The net pay deposited into your bank account must align with the gross pay stated in the letter after tax and National Insurance deductions. Even small discrepancies can trigger scrutiny.
Summary of Employer Letter Requirements for ILR
Securing Indefinite Leave to Remain transitions you from a temporary resident to a settled person in the UK. The employer letter is a foundational component of a successful Skilled Worker settlement application.
This document must contain the required confirmations regarding ongoing employment, salary compliance, and authorised absences. Reviewing the draft against the current Immigration Rules before submission is a necessary step to confirm compliance.