Indeed, recent data reveals a doubling of foreign interest in UK jobs since the implementation of the post-Brexit points-based immigration system. This heightened interest is especially notable among non-EU nations like India and Nigeria.
The analysis conducted by Indeed examined job searches and clicks on British job listings, taking into account the IP locations of the users. In June 2023, foreign nationals accounted for 5.5% of job searches, a significant increase from the pandemic low of 2.2% in April 2021. These figures also surpass the 3.5% average recorded during 2017-2019. The most sought-after job categories for overseas candidates were social care and software development positions.
This surge in international interest may benefit employers grappling with labor shortages who are contemplating recruiting from abroad to fill workforce gaps. However, businesses new to the sponsorship process should be prepared for its complexity and the associated costs, as the UK’s post-Brexit immigration system involves high fees compared to global standards.
The UK’s points-based immigration system was introduced in January 2021, following the UK’s departure from the EU. It treats all visa applicants equally, emphasizing skills over nationality. Notably, it has made it easier for non-EU nationals to secure UK work visas with lower skill and salary thresholds, and the removal of the requirement to prove the inability to find domestic workers.
In June 2023, care workers and home carers constituted around 50% of visas granted under the Health and Care Worker category, with Indian nationals leading in this category. Indeed’s data supports the trend of increasing interest from non-EU regions, with India, Nigeria, South Africa, and Pakistan being prominent in overseas job searches.
For businesses considering international recruitment, key considerations include obtaining a sponsor license, designating key personnel for compliance duties, and being prepared for compliance visits from the Home Office. Additionally, the cost of sponsoring overseas workers, including various fees, is a significant factor to plan for.
To mitigate costs, some employers have employees cover their visa and Immigration Health Surcharge (IHS) fees, potentially with clawback agreements in place for early terminations. Seeking specialized advice is recommended when implementing such agreements.
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