Dec 11 2024

Visa Sponsorship in the UK Renewable Energy Sector

In a skills-short market, the UK renewables sector faces significant challenges in meeting its targets. Cutting emissions by 68% by 2030 (compared to 1990 levels) seems an almost unattainable goal given the current state of our education system, immigration policies, and approach to skilled workers. How can we expect to secure the talent needed to deliver these ambitious objectives on time?

The Offshore Wind Industry Council (OWIC) have stated the UK requires an extra 70,000 skilled workers in the offshore wind sector alone by 2030 to help build, operate, and maintain the renewables projects required to meet our net-zero targets.

A drastic increase and focus on STEM education throughout the entire UK school system is the long-term goal, but in the short term, the only viable solution is to change the process of sponsoring skilled workers from overseas. We need overseas skilled workers, so why do we make it so difficult and expensive to employ them? I think we can now safely say that Brexit was a shotgun to the foot and many industries including Hospitality, Healthcare, and Renewables have suffered.

This blog provides a brief overview of how candidates can secure sponsorship and how companies can sponsor skilled workers. However, this is a complex process, so be sure to conduct thorough research and seek professional advice before proceeding.

How to get sponsored in the UK

Target High-Demand Roles

Key in-demand roles in the renewables sector include:

• Electrical engineers with renewable energy experience.
• Solar PV engineers.
• Project managers for renewable energy projects.
• Environmental consultants and planners.
• Energy analysts and carbon consultants.
• Specialists in energy storage (batteries, hydrogen).
• Wind turbine engineers and technicians (offshore/onshore).

 

Many of these roles are considered skilled occupations and may fall under the UK’s Shortage Occupation List, making them eligible for the Skilled Worker Visa with reduced salary thresholds.

Focus on Large Firms and EPC Contractors

Larger organisations in the renewables sector often have sponsorship licences.

Examples include:

• Renewable energy developers (e.g., Ørsted, SSE Renewables).
• Engineering, Procurement, and Construction (EPC) firms (e.g., Siemens Gamesa, Vestas).
• Energy companies transitioning to renewables (e.g., BP, Shell, Equinor).

 

Partner with Recruitment Specialists

Use recruiters who specialise in the renewables sector. Companies like Climate17! .

Highlight Sector-Specific Skills

Tailor your CV and application to demonstrate your experience in renewables technologies, sustainability, and energy transition projects. There is a tendency in the UK for companies to insist on UK experience, this is a roadblock that must change if we are to achieve our net-zero goals, some incredible work is done overseas, and although some aspects of our legislation/ governance may differ, in most cases, it is relatively straightforward to train a talented candidate in those areas.

Consider Graduate Routes and Internships

For early-career candidates, apply for graduate schemes with renewables giants or consultancy firms. Some companies also offer internships that lead to sponsorship opportunities.

Leverage Industry Networks

Join professional organisations such as:

• RenewableUK.
• Solar Energy UK.
• The Institution of Engineering and Technology (IET).

 

Networking events and job boards associated with these groups often feature roles with sponsorship options.

 

Relevant UK Work Visas for the Renewables Market

Skilled Worker Visa

• Suitable for engineers, planners, and other skilled roles in renewables.
• Salary threshold: £38,700pa (lowered for Shortage Occupations).

 

Global Talent Visa

• For recognised leaders or potential leaders in science, engineering, or innovation (e.g., those with expertise in climate science or energy systems).

 

Graduate Visa

• For international graduates of UK universities in fields like engineering, environmental science, or renewable energy. Allows two years of work without sponsorship.

 

Innovator Visa

• For those developing innovative technologies in renewables, such as new solar or wind technologies or energy storage systems.

 

Global Business Mobility Visa

• If you are part of an international company transferring to a UK branch working on renewables projects, this visa could apply.

 

UK’s Renewables Market Opportunities

The UK is a leader in renewables, particularly offshore wind, solar, and energy storage. Some key growth areas include:

• Offshore Wind: Significant projects in the North Sea (e.g., Dogger Bank, Hornsea).
• Solar Energy: Expansion of solar farms and rooftop installations.
• Hydrogen and Battery Technology: Growing investment in green hydrogen and energy storage.

 

These initiatives align with government policies such as the Ten Point Plan for a Green Industrial Revolution and the commitment to reach net zero by 2050, driving demand for skilled professionals in this sector.

Key Tips for a Successful Application

• Ensure your qualifications and skills meet visa requirements.
• Check your eligibility for English language proficiency tests.
• Be prepared to provide proof of funds if required.
• Consult a registered immigration advisor for complex cases.

 

How to sponsor overseas candidates as a business

Sponsoring overseas candidates in the renewables sector involves following the general process for becoming a licensed sponsor while targeting roles that align with the UK government’s sustainability goals. Here’s how businesses in the renewables sector can successfully sponsor candidates:

Steps for Sponsoring Overseas Workers in the Renewables Sector

Become a Licensed Sponsor

Renewable energy companies and consultancies must first apply for a sponsor licence with the UK Home Office.

• Eligibility Criteria:
  • Operate legitimately within the renewables market.
  • Demonstrate the need for skilled workers (e.g., engineers, project managers).
  • Have robust HR systems to monitor sponsored employees.
• Application Process:
  • Submit a sponsor licence application.
  • Provide industry-specific evidence, such as contracts for renewable energy projects, to demonstrate business legitimacy.

 

Identify Eligible Roles in Renewables

Many renewables sector jobs meet the criteria for sponsorship under the Skilled Worker Visa.

• In-Demand Roles in Renewables:
  • Offshore and onshore wind engineers.
  • Solar PV installation and maintenance specialists.
  • Electrical engineers with renewable energy expertise.
  • Environmental consultants and sustainability advisors.
  • Battery and energy storage specialists.
  • Project managers for energy infrastructure projects.
  • Carbon consultants and energy analysts.

Shortage Occupation List:

Some renewables roles fall under the UK’s Shortage Occupation List, such as certain engineering positions, making them eligible for lower salary thresholds and faster visa processing.

Sponsor Licence Application Fees

The cost of a UK sponsorship visa licence varies depending on the size of the organisation. Employers might qualify for the small sponsor licence fee under certain conditions.

• Medium or Large Sponsors: £1,476
• Small or Charitable Sponsors: £536

 

Small businesses are typically defined as those with an annual turnover of £10.2 million or less and 50 or fewer employees.

Type of Sponsor	Sponsor Licence Application Fee
Small Sponsor or Charity	£536
Large Sponsor	£1,476

 

Employers can also opt for the premium sponsor scheme. Fees for this service range from £8,000 for small or charitable organisations to £25,000 for medium or large organisations. The premium service includes enhanced support and a dedicated account manager.

Employers must notify the Home Office within 10 working days of any changes in the size or type of their business, as this will affect the amount payable for each certificate of sponsorship and the skills charge. Failure to do so can result in enforcement actions, including downgrading, suspending, or revoking the sponsorship licence.

Immigration Skills Charge

Under the Immigration Skills Charge Regulations 2017, sponsors must pay this charge each time they sponsor a migrant worker under the points-based system. This fee is payable when assigning the Certificate of Sponsorship.

• Small or Charitable Organisations: £364 for up to 12 months, plus £182 for each additional 6 months.
• Other Employers: £1,000 for up to 12 months, plus £500 for each additional 6 months.

 

Employers must pay this charge each time they assign a certificate of sponsorship to a worker applying from outside the UK for a stay of 6 months or more, or from within the UK for any duration.

Assigning Certificates of Sponsorship

Each foreign worker sponsored must be assigned a Certificate of Sponsorship, which is an electronic record containing a unique number used for visa applications.

• Skilled Worker Visa: £239 per certificate.
• Temporary Worker Visa: £25 per certificate.

 

Cost Type	Small Sponsor Fee	Large Sponsor Fee	Additional Notes
Sponsorship Licence Application	£536	£1,476	One-time fee, valid for 4 years
Sponsorship Licence Application	£364 per year	£1,000 per year	Per sponsored worker, exemptions apply
Certificate of Sponsorship (CoS) Temporary	£25	£25	Per sponsored worker, payable for each CoS
Certificate of Sponsorship (CoS) Worker	£239	£239	Per sponsored worker, payable for each CoS

 

Source (Davidson Morris, 2024)

Visa Application Fees

Although this cost is typically borne by the employee, some employers choose to cover the visa application fee as part of a benefits package. The cost varies depending on the visa type and the duration of stay.

Legal Fees

Many organisations engage immigration lawyers to assist with the sponsorship licence application and compliance management. Fees for these services vary based on case complexity and support level required.

Ongoing Sponsorship Costs

Beyond initial costs, employers must budget for ongoing expenses related to maintaining the sponsorship and ensuring compliance with UK immigration regulations. This includes investment in HR systems, training, regular audits, and potential legal advice. Non-compliance can result in significant fines, legal costs, and loss of the sponsorship licence. Businesses should allocate funds for potential contingencies to ensure robust compliance systems.

Ongoing Compliance for Sponsors in Renewables

Renewables businesses must adhere to sponsor obligations, such as:

• Keeping records of employees’ job roles and proof of qualifications.
• Reporting changes in employment status to the Home Office (e.g., if a project ends early).
• Ensuring salaries and roles comply with sponsorship terms.

 

Failure to meet these obligations can result in penalties or revocation of the sponsor licence.

Advantages of Sponsoring in the Renewables Sector

1. Addressing Skill Shortages
   • The renewables sector faces a growing demand for skilled workers as the UK expands its offshore wind capacity, solar energy projects, and battery storage infrastructure.
2. Support for UK Sustainability Goals
   • Sponsoring overseas candidates allows businesses to meet project timelines and contribute to the UK’s net-zero by 2050 objectives.
3. Enhanced Reputation
   • Sponsorship demonstrates a commitment to attracting global talent, boosting the company’s image in a competitive sector.

 

Key UK Policies Supporting Renewables Sponsorship

• Net Zero Strategy: Increased demand for skilled workers in wind, solar, hydrogen, and carbon capture projects.
• Contracts for Difference (CfD): Growing opportunities for firms involved in offshore wind and low-carbon projects.
• Green Industrial Revolution: Funding and initiatives driving demand for talent in renewable energy infrastructure.

Hopefully, this helps you with the process a little better, always seek professional advice when going through this process as there are many obstacles to obtaining a license. Good Luck!

Legal Disclaimer

This article is intended for general informational purposes only and does not constitute legal advice. It is not a comprehensive or definitive statement of the law and should not be relied upon as such. While every effort has been made to ensure the information is accurate at the time of publication, no warranty—express or implied—is given regarding its accuracy, and no liability is accepted for any errors or omissions. Readers are advised to seek expert legal counsel before acting on any information provided in this article.