Redundancy in tech: understanding your visa options

As Amazon and Verizon join the growing list of 'BigTech' giants announcing mass layoffs, the ripple effects are being felt across the sector. 

For many tech workers in the UK - particularly those sponsored under the 'Skilled Worker' route, redundancy brings not only financial anxiety but also serious questions about whether and how they can remain in the country. Understandably, this can be an incredibly unsettling period – and the consequences for workers and their families may be profound. 

With recently introduced changes to the Skilled Worker route, and the current consultation on Earned Settlement, the answers to these questions are becoming increasingly complex. If you are worried about job security and the impact it could have on your visa status, this article looks to add clarity to the headlines and outline practical steps you can take now to futureproof your position.  

A shifting landscape – and why tech workers are worried 

Earlier this year, the UK Government's white paper "Restoring Control over the Immigration System," set out a significant overhaul of skilled migration, with a clear overarching goal to reduce net migration. For the tech sector – an industry that has long relied on a highly mobile and international workforce – this carries real and far-reaching implications.

Perhaps the most impactful change is the increase in the minimum skill level to RQF Level 6+ (degree level) for sponsored roles, which came into force on 22 July. While many roles in tech – such as analysts and engineers - will comfortably meet this threshold, a substantial number of essential functions, including sales, and customer support, may not.

Roles at RQF levels 3-5 can still be sponsored, but only if they appear on the expanded Immigration Salary List or the new Temporary Shortage list. Even then, these routes come with major caveats and restrictions, for example preventing workers from bringing dependents to the UK. The Government has also signalled that both lists are temporary, adding a further layer of instability and anxiety for both employees and employers. 

While the White Paper undoubtedly emphasises support for high-talent routes and strategic industries, it does overlook a fundamental reality: the tech sector does not run on data specialists and engineers alone - it also relies on a full operational ecosystem. Without it, businesses cannot scale effectively. 

What happens if you get laid off as a sponsored tech worker in the UK – and what should you do? 

If you are facing redundancy while on a sponsored visa, there are steps you can take to better protect your immigration and maximise the options available to you. 

The moment you sense your role is at risk, it's worth thinking carefully about how your notice period is handled. If it's possible, you should try to negotiate for a period of gardening leave rather than accepting payment in lieu of notice, as this would terminate your contract early. In the short term, this is one of the most valuable options available to you because your employer is only obligated to notify UK Visas and Immigration that they no longer sponsor you when your contract has ended.  While you are on gardening leave, and in the UK, your sponsorship can continue, giving you valuable extra time to consider your next steps. 

Once your employment officially ends, the clock starts ticking and the immigration process can move quickly. Your employer must report the termination of your employment – and sponsorship- to UKVI within ten working days. You should then expect to receive a curtailment notice, usually offering a 60-day window to either leave the country or apply for a new visa. Unfortunately, the timings are usually unpredictable, adding yet more uncertainty to the process, which can make planning more difficult. 

What alternative visa options are available to you as a tech professional? 

For many tech professionals, one of the most appealing visa routes is the Global Talent visa, particularly as it can lead to settlement in the UK within just three years. The government's Earned Settlement proposals continue to favour this route. Unlike the Skilled Worker route, it isn't tied to a single employer and allows you to move between roles independently within your area of expertise. 

However, you must meet certain criteria, and the first hurdle is to obtain an endorsement from Tech Nation – by demonstrating that your achievements over the past five years show clear recognition of you as a leader in the sector, or as someone with this potential to become one. This route is not limited to technical expertise; commercial specialists in tech companies can also be strong candidates. 

If Global Talent isn't a suitable or realistic path, you may wish to shift your focus to securing a new sponsor within the 60-day curtailment period.  If you have a relationship with a long-term partner, you may also be able to explore other non-work UK visa routes, such as the Partner category. 

Even if your job isn't at immediate risk, should you put a visa safety net in place now?

Ultimately, the best time to consider your options is before you are faced with redundancy. Exploring more flexible visa categories early on can remove significant uncertainty later. There is a great deal of comfort and stability to be found in having a visa security blanket in place, particularly at a time when the job market is on such unstable ground.