Customs and Immigration
Maritime House
La Route du Port Elizabeth
St Helier, Jersey, JE1 1JD
Official
Jersey Customs & Immigration
Work Permit Policy
Updated – 29
th
August 2023
Official
2
Contents
Contents .................................................................................................................. 2
Introduction .............................................................................................................. 3
Temporary Work Permit Employment Overview ........................................................ 4
9-Month Temporary Route ........................................................................................ 5
Temporary Agricultural Employment ................................................................ 6
Temporary Construction Employment (General) ............................................... 8
Temporary Hospitality Sector Employment (9-month route) ............................ 10
Temporary Fishing Employment .................................................................... 12
1 Year Temporary Route ........................................................................................ 14
Temporary Construction Employment (Specific Project) ................................. 16
Temporary Hospitality Employment (one-year route) ...................................... 18
Temporary Fishing Employment (one-year route) ........................................... 20
Skilled Work Permit Employment Overview............................................................. 22
Skilled Work Permit Employment Exceptions .......................................................... 24
Students................................................................................................................. 25
Students on full-time degree courses ............................................................. 25
Student Medical Placements .......................................................................... 25
French Students ............................................................................................ 26
Dependants of Skilled Work Permit Holders ............................................................ 28
General Agreement on Trade in Services (GATS) ................................................... 29
Intra-Company Transfer ................................................................................. 29
Contractual Service Suppliers ........................................................................ 31
Independent Professionals............................................................................. 31
Termination of Employment .................................................................................... 32
Disputes ................................................................................................................. 32
Requesting a Review of a Decision ......................................................................... 32
Contravention of the Work Permit Policy ................................................................. 33
Processing Times ................................................................................................... 34
Refunds ................................................................................................................. 34
Adverse immigration history and criminal convictions .............................................. 34
In Country Work Permit Applications ....................................................................... 35
Promotion .............................................................................................................. 35
Acquisition or re-structuring of business or company ............................................... 35
Tuberculosis test for visa applicants........................................................................ 35
Holders of UK skilled worker or Tier 1, Tier 2 and Tier 5 visas ................................. 36
Entertainers from UK and Overseas........................................................................ 36
Appendix 1 ............................................................................................................. 37
Appendix 2 ............................................................................................................. 53
Appendix 3 ............................................................................................................. 70
Appendix 4 ............................................................................................................. 71
Appendix 5 ............................................................................................................. 74
Appendix 6 ............................................................................................................. 76
Appendix 7 ............................................................................................................. 77
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Introduction
All persons who are not British or Irish require immigration permission to visit, work, study or
settle in Jersey.
The purpose of this policy is to set out the main routes available to employers to employ
individuals from overseas. Work permits are a requirement under the Immigration (Work
Permits) (Jersey) Rules 1995 and as such employers are required to apply for a work permit for
those individuals who require immigration permission to enter or remain in Jersey for work.
Work permits are not required for those that have acquired immigration permission in the form
of settled or pre-settled status.
The maintenance of a strict work permit policy will maintain and strengthen Jersey’s position
within the Common Travel Area (CTA), allowing the continued free movement of persons within
the CTA, whilst retaining a robust external border.
The Minister for Home Affairs invites skilled employees to come to the Island and therefore
allows for skilled routes to lead to settlement. Temporary employees are also invited to take up
positions in the Island and should they develop skills in their role and English language to meet
the necessary criteria they can switch into a skilled route.
The Minister for Home Affairs expects equal pay for equal work and employees should expect
to receive similar pay rates to that received by other employees doing the same work with
similar levels of skill and experience.
The Work Permit Policy is in place:
• To protect the Common Travel Area employment pool.
• To ensure suitable employees are recruited with an acceptable background and
adequate skills to undertake the work they will be doing.
• To protect employees from ‘Modern Day Slavery’ and ensure their welfare is
maintained.
• To support the Island’s population strategy.
The employer is also required to meet the requirements of the Control of Housing and Work
(Jersey) Law 2012 and hold the requisite licensing permission. All routes listed within this policy
are subject to business licencing issuing a permission under CHWL.
In granting any work permit, the Minister for Home Affairs does so on the expectation that all
employers give due consideration to the welfare of their employees both in and outside the
workplace. In particular, the Minister would expect all employees relocating to Jersey to live in
accommodation of a standard which supports their health and wellbeing and, most importantly,
that of their dependent children. The Minister expects employers holding work permits to take
reasonable steps to ensure that their employees and their employees’ dependents are suitably
accommodated.
Employers must comply with the Employment (Law) 2003 and ensure that the principles of the
legislation are applied to all work permit holders regardless of the duration of their employment.
This policy is updated on a regular basis and employers should familiarise themselves
with the latest version that is available on the GOV.JE website. Policy changes will affect
existing work permit holders and all applications will be assessed against the version of
the policy that is in place at the time the application is submitted.
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Temporary Work Permit Employment Overview
Temporary employment routes are an exception to the CTA standards which are justified to the
United Kingdom by setting stringent rules on those who would not otherwise be allowed a visa
to work elsewhere in the CTA.
Temporary work permits will only be considered for employment in any of the temporary
categories. This does not include outsourced functions carried out by third parties in support of
the agriculture, construction, fishing and hospitality sectors.
There are 2 routes available for temporary work permit employment that being a 9-month
temporary route for the agriculture, hospitality, construction and fishing sectors and a 1-year
renewable temporary route for construction, sea-going fishing sector and hospitality.
Temporary work permits for employment outside of these sectors will only be considered after
satisfying the Minister for Home Affairs that the labour cannot be found from within the CTA
and the temporary worker criteria can be met – see Appendix 6. A business case will be
required and should be submitted in the first instance to The Head of Service, Jersey Customs
and Immigration Service.
Temporary employees may switch in country into Skilled Work Permit Employment without
leaving the island if they meet all of the necessary criteria as detailed later in this document.
Temporary employees on a 9 or 12-month permit cannot switch employers within the first
continuous 12 months of their employment unless they are switching to skilled employment.
In exceptional circumstances a temporary worker may be able to switch to other temporary
employment in the same sector in the first 12 months and a case will need to be submitted to
JCIS for consideration. Consideration will not be given to those who fail a probationary period.
T
emporary employees in any category will not be able to bring their dependants to join them in
Jersey.
The employer must manage the expectations of their employees and ensure that they
understand the work permit route they are on; whether any deductions will be made
from their salary; and what these deductions relate to – see Appendix 7.
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9-Month Temporary Route
This route is available for those skilled individuals employed in the agriculture, construction,
fishing and hospitality sectors for a maximum period of 9 months.
Permits can be applied for any period up to 9 months.
At the end of the work permit period employees are required to leave the CTA for at least 3
months before they will be allowed to return. For those granted permission to work in this
category they are unable to extend beyond 9 months, switch employment into another
temporary route, switch to a 12 month temporary route or bring dependants to the Island.
These categories do not lead to settlement.
Applicants are exempt from an English language requirement.
Transfer to a different employer within the same temporary route will be considered under
exceptional circumstances on successful application of a further work permit. An application for
further leave to remain in line with the new work permit will be required and the appropriate fee
paid. Work permits and further leave to remain will not be granted beyond 9 months from the
date the initial work permit was issued from.
Those on temporary work permit employment are under no obligation to take on additional
hours beyond their contracted hours and employers must make the employees aware of this.
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Temporary Agricultural Employment
Applications for full time work permit employment will only be accepted from an employer or
agent acting on behalf of the employer that is able to demonstrate the ability to meet the criteria
set out below. Permits can be applied for any period up to 9 months.
This route is available to those predominantly employed in agricultural roles on working farms
and is extended to those working in Tree Surgery and Landscape Gardening where certain
conditions are met.
The following mandatory criteria must be met by the employer:
• Robust and tested recruitment processes are followed to ensure, as reasonably
practicable, only genuine employees are recruited from agricultural backgrounds with
appropriate vetting taking place.
• A genuine vacancy exists meeting the skills for the role. Roles must not be created to
solely facilitate immigration of a specific employee to Jersey.
• Overseas criminal record certificates are obtained from every country where the
employee has been resident for more than 1 year in the last 10 years. Any prospective
employee who has an adverse criminal history must be referred to JCIS.
• All employees must be aged 18 or over on the date of application.
• Employer must pay no less than the ‘going rate’ for the full-time role based on an
employee working 40-hours per week and must do so for the validity of the work permit.
Evidence of this must be provided in the form of a signed contract.
• Employer to ensure that employees are adequately accommodated meeting the
minimum standards required which supports their health and wellbeing.
• Those employers applying for roles in tree surgery and landscape gardening will need
to provide evidence that the accommodation criteria is met. It has been a long-
established practice for employers of farm workers to provide accommodation – where
this is no longer the case then employers will need to provide evidence of the
accommodation provided to their employees.
• JCIS must be notified if an employee does not arrive or depart as planned or if
employment is terminated early.
• JCIS must be notified immediately if there is a change to the contract that was provided
in support of the work permit application. Changes to a contract that breach the work
permit policy and Employment (Jersey) Law 2003 will result in a review of the
employers ability to apply for work permits.
• By applying for a work permit the employer agrees that access will be granted to work
premises to JCIS Officers by appointment to conduct checks to ensure compliance with
the work permit policy
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Employers and employees must be aware of the following:
An employee can:
• Work for the employer specified on the work permit.
• Only carry out the duties for the post which the permit has been obtained for
• Take on additional employment within the agriculture sector with the consent of the
primary employer – see Appendix 5.
• Switch to skilled work permit employment subject to a prospective employer
successfully applying and meeting the requirements for skilled employment.
An employee cannot:
• Accrue time towards indefinite leave to remain.
• Switch to other temporary work permit employment in another sector.
• Switch employer.
• Extend the work permit beyond 9 months.
• Bring any dependants with them.
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Temporary Construction Employment (General)
This route is for a maximum period of 9 months for construction businesses wishing to employ
workers across multiple sites. Permits can be applied for any period up to 9 months.
This route is also for overseas employers in the construction sector who are required to hold
non-resident business licences issued under Control of Housing and Work (Jersey) Law 2012
and bring their employees to the Island to fulfil their contractual obligations – for example the
erection of prefabricated buildings. More information about non-resident business licence
requirements can be found on the
Apply for a non-resident business licence to work in Jersey
(gov.je) webpage.
Applications for full time work permit employment will only be accepted from an employer or
agent acting on behalf of the employer that is able to demonstrate the ability to meet the criteria
set out below.
The following mandatory criteria must be met by the employer:
• Robust and tested recruitment processes are followed to ensure, as reasonably
practicable, only genuine employees are recruited from a construction background with
appropriate vetting taking place.
• A genuine vacancy exists meeting the skills for the role. Roles must not be created to
solely facilitate immigration of a specific employee to Jersey.
• Employees must possess the necessary experience/qualifications to be employed
within the construction industry.
• Overseas criminal record certificates are obtained from every country where the
employee has been resident for more than 1 year in the last 10 years. Any prospective
employee who has an adverse criminal history must be referred to JCIS.
• All employees must be aged 18 or over on the date of application.
• Employer must pay no less than the ‘going rate’ for the full-time role based on an
employee working 40-hours per week and must do so for the validity of the work permit.
Evidence of this must be provided in the form of a signed contract.
• Employer to ensure that employees are adequately accommodated meeting the
minimum standards required which supports their health and wellbeing.
• JCIS must be notified if an employee does not arrive or depart as planned or if
employment is terminated early.
• JCIS must be notified immediately if there is a change to the contract that was provided
in support of the work permit application. Changes to a contract that breach the work
permit policy and Employment (Jersey) Law 2003 will result in a review of the
employers ability to apply for work permits.
• By applying for a work permit the employer agrees that access will be granted to work
premises to JCIS Officers by appointment to conduct checks to ensure compliance with
the work permit policy
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Employers and employees must be aware of the following:
An employee can:
• Work for the employer specified on the work permit.
• Only carry out the duties for the post which the permit has been obtained for.
• Take on additional employment within this sector with the consent of the primary
employer – see Appendix 5.
• Switch to skilled work permit employment subject to a prospective employer
successfully applying and meeting the requirements for skilled employment.
An employee cannot:
• Accrue time towards indefinite leave to remain.
• Switch to other temporary work permit employment.
• Switch employer.
• Switch to Temporary Construction Work Permit Employment (1-year renewable route)
• Extend the work permit beyond 9 months.
• Bring any dependants with them.
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Temporary Hospitality Sector Employment (9-month route)
Applications for full time work permit employment will only be accepted from an employer or
agent acting on behalf of the employer that is able to demonstrate the ability to meet the criteria
set out below.
Permits can be applied for any period up to 9 months.
Those employed on temporary hospitality work permits issued prior to 1
st
April 2023 will be able
to switch to the 1-year rolling work permit for their existing employer however time already
spent in Jersey will be counted towards the maximum period of 3-years. If the employer does
not wish to switch the employee, then the employee will need to comply with the conditions of
the permit and leave the CTA for a minimum period of 3-months before they can return.
Those employed on 9-month temporary hospitality work permits issued after the 1
st
April 2023
will be unable to switch to a 1-year rolling work permit or switch to another employer and must
leave the CTA for a minimum period of 3-months before they can return.
An employees period of employment is dictated by the employer.
The following mandatory criteria must be met by the employer:
• Robust and tested recruitment processes are followed to ensure, as reasonably
practicable, only genuine employees are recruited from a hospitality background with
appropriate vetting taking place.
• A genuine vacancy exists meeting the skills for the role. Roles must not be created to
solely facilitate immigration of a specific employee to Jersey.
• Employees have successfully completed a course at a bona fide hospitality and tourism
training institution and/or have relevant experience within the industry.
• Over
seas criminal record certificates are obtained from every country where the
employee has been resident for more than 1 year in the last 10 years. Any prospective
employee who has an adverse criminal history must be referred to JCIS.
• All employees must be aged 18 or over on the date of application.
• Employer must pay no less than the ‘going rate’ for the full-time role based on an
employee working 40-hours per week and must do so for the validity of the work permit.
Evidence of this must be provided in the form of a signed contract.
• Employer to ensure that employees are adequately accommodated meeting the
minimum standards required which supports their health and wellbeing.
• JCIS must be notified if an employee does not arrive or depart as planned or if
employment is terminated early.
• JCIS must be notified immediately if there is a change to the contract that was provided
in support of the work permit application. Changes to a contract that breach the work
permit policy and Employment (Jersey) Law 2003 will result in a review of the
employers ability to apply for work permits.
• By applying for a work permit the employer agrees that access will be granted to work
premises to JCIS Officers by appointment to conduct checks to ensure compliance with
the work permit policy
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Work Permits may also be issued within this category for a 9-month period to individuals
enrolled in a bona fide hospitality course at a college of further education that require work
placements as an integral part of their course. The same period of absence applies.
Employers and employees must be aware of the following:
An employee can:
• Work for the employer specified on the work permit.
• Only carry out the duties for the post which the permit has been obtained for
• Take on additional employment within this sector with the consent of the primary
employer – see Appendix 5
• Switch to skilled work permit employment subject to a prospective employer
successfully applying and meeting the requirements for skilled employment.
• Switch to a one-year rolling permit if they have a permit issued under this route prior
to 01/04/2023.
An employee cannot:
• Accrue time towards indefinite leave to remain.
• Switch to other temporary work permit employment.
• Switch employer.
• Extend the work permit beyond 9 months.
• Bring any dependants with them.
• Switch to a one-year rolling permit if they have a permit issued under this route after
the 01/04/2023.
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Temporary Fishing Employment
Applications for full time work permit employment will only be accepted from an employer or
agent acting on behalf of the employer that is able to demonstrate the ability to meet the criteria
set out below.
Permits can be applied for any period up to 9 months.
The following mandatory criteria must be met by the employer:
• Robust and tested recruitment processes are followed to ensure, as reasonably
practicable, only genuine employees are recruited from a fishing background with
appropriate vetting taking place.
• A genuine vacancy exists meeting the skills for the role. Roles must not be created to
solely facilitate immigration of a specific employee to Jersey.
• Employees must possess a suitable qualification and the necessary experience in the
industry.
• Overseas criminal record certificates are obtained from every country where the
employee has been resident for more than 1 year in the last 10 years. Any prospective
employee who has an adverse criminal history must be referred to JCIS.
• All employees must be aged 18 or over on the date of application.
• Employer must pay no less than the ‘going rate’ for the full-time role based on an
employee working 40-hours per week and must do so for the validity of the work permit.
Evidence of this must be provided in the form of a signed contract.
• Employer to ensure that employees are adequately accommodated meeting the
minimum standards required which supports their health and wellbeing.
• JCIS must be notified if an employee does not arrive or depart as planned or if
employment is terminated early.
• JCIS must be notified immediately if there is a change to the contract that was provided
in support of the work permit application. Changes to a contract that breach the work
permit policy and Employment (Jersey) Law 2003 will result in a review of the
employers ability to apply for work permits.
• By applying for a work permit the employer agrees that access will be granted to work
premises to JCIS Officers by appointment to conduct checks to ensure compliance with
the work permit policy
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Employers and employees must be aware of the following:
An employee can:
• Work for the employer specified on the work permit.
• Only carry out the duties for the post which the permit has been obtained for
• Take on additional employment within this sector with the consent of the primary
employer – see Appendix 5
• Switch to skilled work permit employment subject to a prospective employer
successfully applying and meeting the requirements for skilled employment.
An employee cannot:
• Accrue time towards indefinite leave to remain.
• Switch to other temporary work permit employment
• Switch employer
• Extend the work permit beyond 9 months.
• Bring any dependants with them.
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1 Year Temporary Route
There are three routes available to employers for those with the necessary skills to work in
Jersey on a temporary basis on a rolling 1-year work permit.
Construction
This route is available for those individuals employed in the construction industry for a
long-term specific project for more than 9 months. Permits will initially be issued for a 1-
year period but may be extended on a yearly basis up to a maximum period of 3 years
but can be extended for a 4
th
year where it can be demonstrated that the specific project
named in the original application is ongoing.
Where an application is received for an extension to an existing permission the
employer must evidence that there is still a need for the employee
Work permits will not generally be extended beyond the completion of the specific
project.
Applications will be refused if it is determined that a position has been deliberately left
vacant to accommodate the same individual.
Hospitality
This route is available for those individuals employed in the hospitality sector where it
can be demonstrated that there is a year-round need for staff. Permits will initially be
issued for a 1-year period but may be extended on a yearly basis up to a maximum
period of 3 years.
Where an application is received for an extension to an existing permission the
employer must evidence that there is still a need for the employee.
Sea Going Fishing Industry
This route is available for those individuals employed in the sea going fishing sector
where it can be demonstrated that there is a year-round need for staff. Permits will
initially be issued for a 1-year period but may be extended on a yearly basis up to a
maximum period of 3 years. This route excludes those employed to work in the
foreshore (land based) fishing sector.
Where an application is received for an extension to an existing permission the
employer must evidence that there is still a need for the employee.
At the end of the work permit period employees are required to leave the CTA for a period
equal to the period of any permission granted or the total of any consecutive permission i.e if a
work permit has been granted for 1 year and not extended the employee must leave the CTA
for a period of 1 year; if a work permit is granted for 1 year and extended year on year to a total
of 3 years the employee must leave the CTA for a period of 3 years before they will be able to
return. The period of absence is to immediately follow the end of the permission.
For those granted permission to work in this category, they are unable to extend permission to
stay beyond 3 years, switch employment into another temporary worker category or bring
dependants to the Island. Time spent in this category does not lead to settlement.
Applicants are exempt from an English language requirement.
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Employees may transfer to another business within the sector managed by the same employer
without the need for a further work permit. However, for construction, the duration of the work
permit will be tied to the duration of the specific project the employee was taken on for.
Transfer to a different employer will be considered under exceptional circumstances on
successful application of a further work permit. An application for further leave to remain in line
with the new work permit will be required and the appropriate fee paid. Transfer to another
employer will not be considered for those who have failed a probationary period or within the
first 12-month period of work permit employment with a new employer.
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Temporary Construction Employment (Specific Project)
This route is available for those individuals employed in the construction industry for a long-
term specific project which last more than 9 months. They can be renewed annually for the
duration of the project but will not be renewed when the project is complete.
Applications will only be accepted from an employer or agent acting on behalf of the employer
that is able to demonstrate the ability to meet the criteria set out below.
The following mandatory criteria must be met by the employer:
• Robust and tested recruitment processes are followed to ensure, as reasonably
practicable, only genuine employees are recruited from a construction background with
appropriate vetting taking place.
• A genuine vacancy exists meeting the skills for the role. Roles must not be created to
solely facilitate immigration of a specific employee to Jersey.
• Employment is for a specific project – evidence of the project and its duration must be
provided.
• Employees must possess the necessary experience/qualifications to be employed
within the construction industry.
• Overseas criminal record certificates are obtained from every country where the
employee has been resident for more than 1 year in the last 10 years. Any prospective
employee who has an adverse criminal history must be referred to JCIS.
• All employees must be aged 18 or over on the date of application.
• Employer must pay no less than the ‘going rate’ for the full-time role based on an
employee working 40-hours per week and must do so for the validity of the work permit.
Evidence of this must be provided in the form of a signed contract.
• Employer to ensure that employees are adequately accommodated meeting the
minimum standards required which supports their health and wellbeing.
• JCIS must be notified if an employee does not arrive or depart as planned or if
employment is terminated early.
• When applying for an extension, that employment is still required for the project that the
initial work permit was issued.
• JCIS must be notified immediately if there is a change to the contract that was provided
in support of the work permit application. Changes to a contract that breach the work
permit policy and Employment (Jersey) Law 2003 will result in a review of the
employers ability to apply for work permits.
• By applying for a work permit the employer agrees that access will be granted to work
premises to JCIS Officers by appointment to conduct checks to ensure compliance with
the work permit policy
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Employers and employees must be aware of the following:
An employee can:
• Work for the employer specified on the work permit.
• Only carry out the duties for the post which the permit has been obtained for
• Take on additional employment within this sector with the consent of the primary
employer – see Appendix 5
• Switch to skilled work permit employment subject to a prospective employer
successfully applying and meeting the requirements for skilled employment.
• Have the work permit extended annually.
• Work on other sites under the control of the main employer
An employee cannot:
• Accrue time towards indefinite leave to remain.
• Switch to other temporary work permit employment
• Switch employer in the first 12-month period of wo
rk permit employment with the
employer
• Switch to Temporary Construction Work Permit Employment (9-month route)
• Extend work permits in this category beyond 3-years (4-
years in exceptional
circumstances)
• Bring any dependants with them.
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Temporary Hospitality Employment (one-year route)
Permits issued on this route can be granted for periods of 1-year and can be renewed annually
for a maximum period of 3-years.
Applications will only be accepted from an employer or agent acting on behalf of the employer
that is able to demonstrate the ability to meet the criteria set out below.
The following mandatory criteria must be met by the employer:
• Robust and tested recruitment processes are followed to ensure, as reasonably
practicable, only genuine employees are recruited from a hospitality background with
appropriate vetting taking place.
• A genuine vacancy exists meeting the skills for the role. Roles must not be created to
solely facilitate immigration of a specific employee to Jersey.
• Employees have successfully completed a course at a bona fide hospitality and tourism
training institution and/or have relevant experience within the industry.
• Overseas criminal record certificates are obtained from every country where the
employee has been resident for more than 1 year in the last 10 years. Any prospective
employee who has an adverse criminal history must be referred to JCIS.
• All employees must be aged 18 or over on the date of application.
• Employer must pay no less than the ‘going rate’ for the full-time role based on an
employee working 40-hours per week and must do so for the validity of the work permit.
Evidence of this must be provided in the form of a signed contract.
• Employer to ensure that employees are adequately accommodated meeting the
minimum standards required which supports their health and wellbeing.
• JCIS must be notified if an employee does not arrive or depart as planned or if
employment is terminated early.
• JCIS must be notified immediately if there is a change to the contract that was provided
in support of the work permit application. Changes to a contract that breach the work
permit policy and Employment (Jersey) Law 2003 will result in a review of the
employers ability to apply for work permits.
• By applying for a work permit the employer agrees that access will be granted to work
premises to JCIS Officers by appointment to conduct checks to ensure compliance with
the work permit policy
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Employers and employees must be aware of the following:
An employee can:
• Work for the employer specified on the work permit.
• Only carry out the duties for the post which the permit has been obtained for
• Take on additional employment within this sector with the consent of the primary
employer – see Appendix 5
• Switch to skilled work permit employment subject to a prospective employer
successfully applying and meeting the requirements for skilled employment.
• Have the work permit extended annually.
• Work within the same group under the control of the main employer
An employee cannot:
• Accrue time towards indefinite leave to remain.
• Switch to other temporary work permit employment
• Switch employer in the first 12-month period of w
ork permit employment with the
employer
• Switch to Temporary Hospitality Work Permit Employment (9-month route)
• Extend work permits in this category beyond 3-years.
• Bring any dependants with them.
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Temporary Fishing Employment (one-year route)
Permits issued on this route are only available to the sea-going fishing sector and can be
granted for periods of 1-year and can be renewed annually for a maximum period of 3-years.
Applications for full time work permit employment will only be accepted from an employer or
agent acting on behalf of the employer that is able to demonstrate the ability to meet the criteria
set out below.
The following mandatory criteria must be met by the employer:
• Robust and tested recruitment processes are followed to ensure, as reasonably
practicable, only genuine employees are recruited from a fishing background with
appropriate vetting taking place.
• A genuine vacancy exists meeting the skills for the role. Roles must not be created to
solely facilitate immigration of a specific employee to Jersey.
• Employees must be suitably qualified and have the necessary experience to be
employed as fishing crew on sea-going fishing vessels.
• Overseas criminal record certificates are obtained from every country where the
employee has been resident for more than 1 year in the last 10 years. Any prospective
employee who has an adverse criminal history must be referred to JCIS.
• All employees must be aged 18 or over on the date of application.
• Employer must pay no less than the ‘going rate’ for the full-time role based on an
employee working 40-hours per week and must do so for the validity of the work permit.
Evidence of this must be provided in the form of a signed contract.
• Employer to ensure that employees are adequately accommodated meeting the
minimum standards required which supports their health and wellbeing.
• JCIS must be notified if an employee does not arrive or depart as planned or if
employment is terminated early.
• JCIS must be notified immediately if there is a change to the contract that was provided
in support of the work permit application. Changes to a contract that breach the work
permit policy and Employment (Jersey) Law 2003 will result in a review of the
employers ability to apply for work permits.
• By applying for a work permit the employer agrees that access will be granted to work
premises to JCIS Officers by appointment to conduct checks to ensure compliance with
the work permit policy
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Employers and employees must be aware of the following:
An employee can:
• Work for the employer specified on the work permit.
• Only carry out the duties for the post which the permit has been obtained for
• Take on additional employment within this sector with the consent of the primary
employer – see Appendix 5
• Switch to skilled work permit employment subject to a prospective employer
successfully applying and meeting the requirements for skilled employment.
An employee cannot:
• Accrue time towards indefinite leave to remain.
• Switch to other temporary work permit employment
• Switch employer in the first 12-month period of w
ork permit employment with the
employer
• Switch to Temporary Fishing Industry Work Permit Employment (9-month route)
• Extend work permits in this category beyond 3-years.
• Bring any dependants with them.
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Skilled Work Permit Employment Overview
This route is available for those individuals employed as skilled employees in any industry for
up to an initial period of 3 years following which a further work permit may be granted. Work
Permits may be granted to Medical Doctors at the General Hospital for up to 5 years in the first
instance.
Those occupations eligible for the skilled work permit employment route are at Appendix 1 and
are derived from the Standard Occupation Classification Codes assessed by the UK Migration
Advisory Committee to meet Level 3 or above of the Regulated Qualifications Framework
(RQF). Occupations not eligible for the skilled work permit route are at Appendix 2.
The following mandatory criteria must be met by the employer:
• Robust and tested recruitment processes are followed to ensure employees have the
appropriate experience or skills to fulfil the work they will undertake.
• A genuine vacancy must exist meeting the skills and salary threshold. Roles must not
be created to solely facilitate immigration of a specific employee to Jersey.
• All employees must be aged 18 or over on the date of application.
• The minimum salary threshold of £30,000 must be met or the ‘the going rate’ whichever
is the higher based on a 40-hour week. Evidence of this must be provided in the form of
a signed contract.
• The job must be at or above the minimum skill level: RQF 3 or equivalent (A level or
equivalent qualification). Employees will not need to hold a formal qualification. It is the
skill level of the job that must meet the standard.
• The employee must meet the minimum English language requirement - B1 or higher
(see Appendix 4)
• Employees being employed in Health, Therapy, Social Services and Education must
obtain overseas criminal record certificates from every country where the employee has
been resident for more than 12 months in the last 10 years.
• Employer to ensure that employees are adequately accommodated meeting the
minimum standards required which supports their health and wellbeing.
• JCIS must be notified if an employee does not arrive or depart as planned or if
employment is terminated early.
• JCIS must be notified immediately if there is a change to the contract that was provided
in support of the work permit application. Changes to a contract that breach the work
permit policy and Employment (Jersey) Law 2003 will result in a review of the
employers ability to apply for work permits.
• By applying for a work permit the employer agrees that access will be granted to work
premises to JCIS Officers by appointment to conduct checks to ensure compliance with
the work permit policy
Employees are unable to switch employer with in the first continuous 12 months of their
employment with the employer. During this period should an employee fail their probationary
period or have their employment terminated prematurely they will not be able to switch
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employer; will have their leave to enter / remain cancelled; and will be required to leave the
CTA.
After successfully completing their first 12 months those granted permissions to work in this
category will be able to switch employer subject to a new work permit being granted. The same
will apply in that they will be unable to switch employment for the first 12 months of their work
permit period with the new employer.
In exceptional circumstances an employee may be able to switch employment in the first 12
months and a case will need to be submitted to JCIS for consideration. Consideration will not
be given to those who fail a probationary period.
Employees can take on unpaid voluntary work for a charity that is registered under the
Charities (Jersey) Law 2014, or registered with either the Charity Commission for England and
Wales; the Charity Commission for Northern Ireland; or the Office of the Scottish Charity
Regulator
Employees can bring dependants with them when the work permit is granted for a period
longer than 12 months. Dependants’ permissions are tied to the validity of the work permit
holders’ permissions, and they cannot apply in country for work permit employment in their own
right (see section on Dependants of skilled work permit holders)
Employees who are joined by their dependents within any probationary period of their
employment must be aware that their immigration permission and that of their dependents is
entirely based around successfully passing their probation. During this period should an
employee fail their probationary period or have their employment terminated prematurely they
and their dependants will have their leave to enter / remain cancelled and will be required to
leave the CTA.
Dependants may work permit free subject to any restrictions under the Control of Housing and
Work (Jersey) Law 2012.
An employee can:
• Work for the employer specified on the work permit.
• Only carry out the duties for the post which the permit has been obtained for
• Accrue time towards indefinite leave to remain.
• Bring any dependants with them if their work permit has been issued for longer than
12 months.
• Take on unpaid voluntary work for a charity.
An employee cannot:
• Switch employment to other skilled employment in the first 12 months of a work
permit with an employer
• Take on supplementary part time paid employment.
• Switch to work permit dependant permissions
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Skilled Work Permit Employment Exceptions
There are exceptions to the skilled worker criteria that have been granted for a number of
vocations where the minimum salary threshold of £30,000 has not been met or there is a lower
RQF level. Those categories of workers are listed at Appendix 3. Exceptions granted via this
route have demonstrated that they are either considered a shortage occupation or significantly
benefit the Island.
The Minister for Home affairs will consider applications from any sector where they are unable
to recruit from within the Common Travel Area and cannot meet the criteria for skilled work
permit employment. A business case will be required and should be submitted in the first
instance to The Head of Service, Jersey Customs and Immigration Service.
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Students
Students on full-time degree courses
Students in possession of a UK Tier 4 Student visa and enrolled on a full-time degree course in
the UK can work in Jersey during their vacation periods on a full-time or part-time basis for any
period not exceeding 4-months without the need for a work permit.
The employer in the Island must email immigration@gov.je
with an outline of the role that the
student will be undertaking and produce the following:
• Copy of the biodata page of the passport and the page showing the current UK
Immigration endorsement.
• Evidence that they are enrolled on a full-time degree course in the UK.
• Evidence that the student can maintain and accommodate themselves while in Jersey.
• The student must be aged 18 or over.
Immigration will provide an email response verifying that the student meets the criteria and can
be employed without the need for a work permit.
The employer must ensure that they and their employee comply with Control of Housing and
Work (Jersey) Law 2012 and Employment (Jersey) Law 2003
An employee can:
• Work during their vacation period without the need of a work permit
• Work on a part-time or full-time basis
An employee cannot:
• Accrue time towards indefinite leave to remain.
• Bring any dependants with them.
• Remain in employment in Jersey beyond 4 months.
Student Medical Placements
There is no requirement for a work permit for student medical placements at the General
Hospital which involves observation duties only.
Notification of such placements should be made to JCIS providing a copy of the student’s
biodata page of their passport and the page showing their current UK immigration permissions.
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French Students
This route is available to employers in any sector for a maximum period of 6 months wishing to
employ French students enrolled on a full-time course in further or higher education in France.
At the end of the work permit period employees on this route will need to leave the CTA for a
minimum period equal to the time spent in Jersey.
Employers must demonstrate that the following criteria is met:
• Employees must be French nationals.
• Evidence that the employee is enrolled in further or higher education in France and will
be returning to their studies on completion of their work permit period.
• Employment must be related to the course that the student is enrolled on.
• All employees must be aged 18 or over on the date of application.
• Employer must pay no less than the ‘going rate’ for the full-time role based on an
employee working 40-hours per week and must do so for the validity of the work permit.
Evidence of this must be provided in the form of a signed contract.
• Employer to ensure that employees are adequately accommodated meeting the
minimum standards required which supports their health and wellbeing.
• JCIS must be notified if an employee does not arrive or depart as planned or if
employment is terminated early.
• Employees being employed in Health, Therapy, Social Services and Education must
obtain overseas criminal record certificates from every country where the employee has
been resident for more than 12 months in the last 10 years.
• By applying for a work permit the employer agrees that access will be granted to work
premises to JCIS Officers by appointment to conduct checks to ensure compliance with
the work permit policy
• The employer must ensure that they and their employee comply with Control of Housing
and Work (Jersey) Law 2012 and Employment (Jersey) Law 2003
Your employee can:
• Work for the employer specified on the work permit.
• Only carry out the duties for the post which the permit has been obtained for
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Your employee cannot:
• Accrue time towards indefinite leave to remain
• Switch to other temporary work permit employment
• Switch employer
• Extend work permit beyond 6 months
• Bring any dependants with them
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Dependants of Skilled Work Permit Holders
Dependents for the purpose of the work permit policy are defined as the spouse, partner, and
children of the work permit holder.
Individuals employed on a temporary work permit in any sector cannot bring their dependants
with them under any circumstances.
Individuals employed on a skilled work permit for longer than 12 months can bring their
dependants with them however their permissions to be in Jersey are directly linked to that of
the work permit holder.
Adult work permit dependants do not require a work permit to take employment in Jersey and
there are no immigration restrictions on the type of employment they can take. Work permit
dependants cannot switch into work permit employment.
Child work permit dependants will only be granted permissions if they are under the age of 18
years old at the time of their application. If only one parent is relocating to Jersey with a child,
then they will need to demonstrate that they have sole responsibility.
Sole parental responsibility means that one parent has abdicated or abandoned
parental responsibility, and the remaining parent is exercising sole control in setting and
providing the day-to-day direction for the child’s welfare. Where both parents are
involved in a child’s upbringing it will not be possible for one parent to demonstrate sole
parental responsibility
The work permit holder must ensure that they can adequately accommodate and maintain their
dependants without recourse to public funds. A work permit holder must consider the impact
that moving a family to Jersey will have, including being aware of limited housing stock and
high rental prices.
Visas for dependants will not be granted if it cannot be demonstrated that suitable
accommodation is in place which supports the wellbeing and health of the family and does not
contravene statutory overcrowding legislation.
Dependants can:
• Take employment without a work permit subject to meeting the requiremen
ts of
Control of Housing & Work legislation.
• Enter education subject to meeting the requirements set out by the Children, Young
People, Education and Skills department.
Dependants cannot:
• Join a work permit holder who holds a 9-month or 1-year temporary work permit.
• Join a work permit holder who holds a skilled work permit issued for 12-months or
less.
• Switch to work permit employment
• Remain in Jersey beyond the permissions of the work permit holder.
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General Agreement on Trade in Services (GATS)
Jersey is covered by the UK’s World Trade Organisation (“WTO”) membership from the end of
the Brexit transition period on 31 December 2020. The General Agreement on Trade in
Services (“GATS”) is a treaty of the WTO. Since WTO membership applies to Jersey, the
following provisions in relation to Contractual Service Suppliers and Independent professionals,
including Intra-Company Transfers are in force.
Intra-Company Transfer
Applications may be considered for employees from the same organisation outside of Jersey
who intend to be temporarily transferred (secondment) provided the following requirements are
met:
• The intra-company transferee must have been working for the same company outside
of Jersey for at least 12 months directly prior to the transfer.
• The company in Jersey and the company outside of Jersey must be linked by common
ownership and control.
• The employment must require company-specific knowledge to undertake project work
or for career development purposes.
• All prospective employees must be aged 18 or over on the date of application. If the
applicant is too young, the application will be refused.
• The intra-company transferee cannot move into other work permit employment in
Jersey.
• The intra-company transferee will resume employment for the same company outside of
Jersey at the end of the transfer period.
• The intra-company transferee cannot return to Jersey in this capacity unless there has
been an absence of at least 12 months.
• The maximum period for which a work permit can be applied for based on an intra-
company transfer is 3 years, including any extension.
• Employer to ensure that employees are adequately accommodated meeting the
minimum standards required which supports their health and wellbeing.
• JCIS must be notified if an employee does not arrive or depart as planned or if
employment is terminated early.
• By applying for a work permit the employer agrees that access will be granted to work
premises to JCIS Officers by appointment to conduct checks to ensure compliance with
the work permit policy
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The intra-company transferee is exempt from the English language requirement.
An employee can:
• Work for the employer specified on the work permit.
• Only carry out the duties for the post which the permit has been obtained for
An employee cannot:
• Accrue time towards indefinite leave to remain.
• Switch to other work permit employment
• Switch employer
• Extend the work permit beyond 3-years.
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Contractual Service Suppliers
Applications may be considered for persons provided the following requirements are met:
• the employer must be based outside the European Union in a country or territory which
is a signatory to the trade agreement under which they are supplying services and the
employee must be a national of that country.
• the person must have been an employee of the company for at least 12 months.
• the person must have a degree level or equivalent level qualification, unless they are:
• supplying fashion model services, chef de cuisine services or entertainment
services other than audio visual services under the EU - CARIFORUM economic
partnership agreement; or
• supplying advertising and translation services.
• where required by relevant Jersey legislation, regulations or sectoral requirements, the
person must hold any specific professional qualifications or registrations to provide the
services in Jersey.
• the person must have three years professional experience in the sector in which they
are supplying services unless they are supplying chef de cuisine services under the EU
– CARIFORUM economic partnership agreement, in which case, the person must have
at least six years’ relevant experience at the level of chef de cuisine and have an
advanced technical qualification; and
• the maximum period for which a work permit can be applied for based on a contractual
service supplier is 2 years unless providing a service under the EU – CARIFORUM
economic partnership agreement, the EU – Andean multiparty trade agreement and the
EU European Union – Chile free trade agreement, when it is a maximum period of 6
months in any 12-month period.
Independent Professionals
Applications may be considered for persons provided the following requirements are met:
• the business must be established on the territory of the country which is signatory to the
trade agreement under which they are supplying services and they must be a national
of that country.
• they must have a university degree or technical qualification which demonstrates
knowledge of a similar level.
• where required by relevant legislation, regulations, or sectoral requirements, they must
have specific professional qualifications to provide some services in Jersey.
• they must have six years professional experience in the sector in which they are
supplying services.
• the maximum period for which a work permit can be applied for on the basis of an
independent professional is 2 years.
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Termination of Employment
The period of a contract is determined by the employer and may not extend to the full validity of
the work permit.
If the employment of a temporary or skilled work permit holder is terminated prematurely then
the Customs & Immigration Service must be notified in writing before the employees last
working day as it may be necessary to cancel the employee’s immigration permissions and the
permissions of their dependents. The employer must set out the reasons for the employment
being terminated.
If a work permit holder has their employment terminated because of not passing a probationary
period, or are dismissed by their employer, then they will be unable to seek employment
elsewhere and will have their immigration permissions cancelled. They will be required to leave
the Common Travel Area (UK, Channel Islands, Isle of Man) along with their dependents.
If employers are found to be breaching worker rights, then this may have an adverse effect on
future applications.
If a work permit holder resigns from their post without a work permit in place for another
employer, then they will have their immigration permissions cancelled and will be required to
leave the Common Travel Area.
Disputes
The Customs & immigration Service generally will not get involved in disputes between an
employer and a work permit employee however we must be made aware of the context of the
conflict or disagreement as action may need to be taken against the employer or the work
permit holder.
Work permit employees should contact the Jersey Advisory and Conciliation Service (JACS) if
they enter into a dispute with their employer as this is not a matter for immigration to resolve.
If, as
a result of employment being terminated, the employee enters into a dispute with the
employer which goes to an employment tribunal there is no requirement for the employee to
remain in the Island as their case can be submitted and heard from outside the Common Travel
Area.
Requesting a Review of a Decision
If an employer has a work permit application refused because the employment is not covered
by this work permit policy, then a business case will be required and should be submitted in the
first instance to The Head of Service, Jersey Customs and Immigration Service – see appendix
6 Guidance for Submitting a Business Case
Employment outside of those detailed in this policy will only be considered after satisfying the
Minister for Home Affairs that the labour cannot be found from within the CTA and the
temporary or skilled worker criteria can be met.
If a work permit employee has their work permit and immigration permissions cancelled
because they no longer meet the requirements for which the permissions were granted, they
can apply in writing to The Head of Service, Jersey Customs and Immigration Service to have
the decision reviewed – Review of Immigration Decisions (gov.je)
.
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Contravention of the Work Permit Policy
Where an employer believes that they may be in contravention of the work permit policy then
they should contact Immigration as soon as possible at immigration@gov.je
for advice.
Where an employer doesn’t come forward and is found to act in contravention of this Work
Permit Policy, either negligently or deliberately, the following will apply:
1
st
Negligent Contravention
The employer must provide a written explanation as to why the policy was not followed, how
they have rectified the issue and what procedures they have put in place to avoid future
contraventions of the work permit policy.
The employer will be sent a notice advising them of the consequences of future contraventions
of the work permit policy.
2
nd
Negligent Contravention
The employer must provide a written explanation as to why the policy was not followed, how
they have rectified the issue, why the procedures put in place in the 1
st
contravention have not
worked and what procedures they have put in place to avoid future contraventions of the work
permit policy.
The employer will be sent a notice advising them that all work permit applications will be
subjected to additional scrutiny, and they will need to provide all supporting documentation for
future work permit applications submitted over the following 2 years. Consequences of future
contraventions of the work permit policy will be outlined.
Further Negligent Contraventions
Applications for work permits for the following 12 months will be considered ineligible.
Deliberate Contraventions
Where it is established that an employer has deliberately breached the work permit policy then
any existing work permits will be revoked, and further work permit applications will be
considered ineligible.
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Processing Times
Applications should be submitted to allow sufficient time for the work permit application to be
processed and where necessary sufficient time for the employee to apply for their visa.
• Work permit processing time is three weeks however this may take longer if the
application is incomplete and additional documents requested.
• Visa processing times are approximately three weeks from the date that the applicant
attends the visa application centre (this may vary depending on the country of
application)
Consequently, it is the applicant’s responsibility to ensure a realistic start date is selected when
applying for a work permit.
An employee must not travel to Jersey until their work permit and/or visa has been issued
otherwise they may be refused entry at the border. This may jeopardise any future applications
for immigration permissions.
Non-visa nationals, including EU nationals, do not require a visa for entry where a work permit
has been issued for six months or less however they must not travel to the Common Travel
before the start (issue) date on the work permit otherwise they maybe refused at the Border.
Depending on the type of work permit originally issued, it may be extended, or granted for
another employer, subject to meeting the conditions for the work permit route, the relevant
application requirements, and payment of the relevant fee. Some work permit routes restrict
extensions and the ability to switch employer.
An application for further leave to remain will also need to be submitted if the work permit
application is successful.
Refunds
Work permit fees are non-refundable unless an application has been submitted for an individual
who does not require a permit.
Adverse immigration history and criminal convictions
In general, a work permit application will not be approved to employ a person with an adverse
immigration history, a criminal conviction, or their previous employment and conduct in the
Island was unsatisfactory.
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In Country Work Permit Applications
Applications may be considered for employees who are in authorised employment in the UK,
Jersey, other Channel Islands or Isle of Man. In these cases, the same criteria apply, and a
work permit may be granted for 3 years.
If the application is for an individual who is in employment in Jersey, the new employer may be
informed that their application has been approved “in principle”. However, written confirmation
of the resignation and their last working day will be required from the current employer before
the permit can be issued. The new employer must also indicate in writing when they are to
start. The work permit will be made valid from that start date.
Promotion
An employer, who wishes to promote an employee, must apply for a new work permit. A new
work permit will not be required when the job and employment conditions have remained the
same, but the employee has simply taken on additional responsibility within that role.
If an employer wishes to move an employee to another post, then an application must be made
for a new work permit.
Acquisition or re-structuring of business or company
If a work permit holder is employed by a company that has been acquired by another business
entity or re-structured to form a new enterprise, it will not be necessary for a fresh application to
be made if the duties and responsibilities are the same. The company should notify the Jersey
Customs and Immigration Service in writing of the change and details of those permit holders
affected.
Tuberculosis test for visa applicants
Employees coming to the UK for more than 6 months and are resident in one of the below
countries will need to take a tuberculosis (TB) test and include their TB certificate with their visa
application – failure to do so will delay the processing of the visa application.
More information can be found on the
Tuberculosis tests for visa applicants: Overview -
GOV.UK (www.gov.uk) webpage.
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Holders of UK skilled worker or Tier 1, Tier 2 and Tier 5 visas
Holders of UK skilled worker, Tier 1, Tier 2 or Tier 5 visas may undertake work in Jersey for a
period up to 1 month, without the need for a work permit, providing it is for the employer with a
business interest in Jersey. This will also be applicable to locum doctors and consultants at the
General Hospital.
The company or organisation in Jersey should notify the Jersey Customs and Immigration
Service of the following:
• Explanation of why the UK employee is needed.
• Copy of the biodata page of the passport and the page showing the current UK
immigration endorsement.
Employment for periods in excess of 1 month will require a work permit and application for
further leave to remain in Jersey.
Entertainers from UK and Overseas
Entertainers in possession of a UK Tier 5 Temporary Worker visa can work in Jersey as a
performer for up to 1 month without the need for a work permit.
The employer in the Island should produce the following:
• Copy of the biodata page of the passport and the page showing the current UK
Immigration endorsement. In the case when the entertainer has not yet entered the UK
or applied for an entry clearance the certificate of sponsorship will suffice.
• Det
ails of their performance in Jersey
.
If the entertainer is staying for longer than 1 month or is applying directly from overseas a work
permit will be required.
The employer will need to:
• Provide details of the performance
• Ensure that the employee is adequately accommodated meeting the minimum
standards required which supports their health and wellbeing.
• Ensure JCIS is notified if the employee does not arrive or depart as planned or if
employment is terminated early.
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Appendix 1
Occupations eligible for the skilled work permit employment route are derived from the
Standard Occupation Classification Codes assessed by the UK Migration Advisory Committee
to meet Level 3 or above of the Regulated Qualifications Framework (RQF).
More detailed information on the occupations listed in this appendix can be found using the
ONS Occupation Coding Tool (onsdigital.github.io)
Code Occupation
Related Job Titles
Salary Threshold
1115
Chief executives and senior
officials
Chief executive
£30,000 or the going rate
(whichever is higher)
Chief medical officer
Vice president
1121
Production managers and
directors in manufacturing
Engineering manager
£30,000 or the going rate
(whichever is higher)
Managing director
(engineering)
Operations manager
(manufacturing)
Production manager
1122
Production managers and
directors in construction
Building Services manager
£30,000 or the going rate
(whichever is higher)
Construction manager
Director (building
construction)
1123
Production managers and
directors in mining and energy
Operations manager (mining,
water & energy)
£30,000 or the going rate
(whichever is higher)
Quarry manager
1131
Financial managers and
directors
Investment banker
£30,000 or the going rate
(whichever is higher)
Treasury manager
1132
Marketing and sales directors
Marketing director
£30,000 or the going rate
(whichever is higher)
Sales director
1133
Purchasing managers and
directors
Bid manager
£30,000 or the going rate
(whichever is higher)
Purchasing manager
1135
Human resource managers and
directors
Human resources manager
£30,000 or the going rate
(whichever is higher)
Personnel manager
Recruitment manager
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1136
Information technology and
telecommunications directors
IT Director
£30,000 or the going rate
(whichever is higher)
Technical director (computer
services)
Telecommunications director
1150
Financial institution managers
and directors
Bank manager
£30,000 or the going rate
(whichever is higher)
Insurance manager
1172
Senior police officers
Chief superintendent (police
service)
£35,000 or the going rate
(whichever is higher)
Detective inspector
Police inspector
1173
Senior officers in fire,
ambulance, prison and related
services
Fire service officer
(government)
£30,000 or the going rate
(whichever is higher)
Prison governor
Station officer (ambulance
service)
1181
Health services and public
health managers and directors
Director of nursing
£30,000 or the going rate
(whichever is higher)
Health Service manager
Information manager (health
authority: hospital service)
1184
Social services managers and
directors
Care manager (local
government: social services)
£30,000 or the going rate
(whichever is higher)
Service manager (welfare
services)
1190
Managers and directors in retail
and wholesale
Managing director (retail
trade)
£30,000 or the going rate
(whichever is higher)
Retail manager
Shop manager (charitable
organisation)
Wholesale manager
1211
Managers and proprietors in
agriculture and horticulture
Farm manager
£30,000 or the going rate
(whichever is higher)
Nursery manager
(horticulture)
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1221
Hotel and accommodation
managers and proprietors
Hotel manager
£30,000 or the going rate
(whichever is higher)
1223
Restaurant and catering
establishment managers and
proprietors
Café owner
£30,000 or the going rate
(whichever is higher)
Restaurant manager
Shop manager (take-away
food shop)
1224
Publicans and managers of
licensed premises
Landlady (public house)
£30,000 or the going rate
(whichever is higher)
Licensee
Manager (wine bar)
Publican
1241
Health care practice managers
Clinic manager
£30,000 or the going rate
(whichever is higher)
GP practice manager
Veterinary practice manager
1242
Residential, day and domiciliary
care managers and proprietors
Care manager
£30,000 or the going rate
(whichever is higher)
Day centre manager
Residential manager
(residential home)
2111
Chemical Scientists
Analytical chemist
£30,000 or the going rate
(whichever is higher)
Chemist
Development chemist
Industrial chemist
Research chemist
2112
Biological scientists and
biochemists
Biomedical scientist
£30,000 or the going rate
(whichever is higher)
Forensic scientist
Horticulturist
Microbiologist
Pathologist
2113
Physical scientists
Geologist
£30,000 or the going rate
(whichever is higher)
Geophysicist
Medical physicist
Meteorologist
Oceanographer
Physicist
Seismologist
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2114
Social and humanities scientists
Anthropologist
£30,000 or the going rate
(whichever is higher)
Archaeologist
Criminologist
Epidemiologist
Geographer
Historian
Political scientist
Social scientist
2121
Civil engineers
Building engineer
£30,000 or the going rate
(whichever is higher)
Civil engineer (professional)
Highways engineer
Petroleum engineer
Public health engineer
Site engineer
Structural engineer
2122
Mechanical engineers
Aeronautical engineer
(professional)
£30,000 or the going rate
(whichever is higher)
Aerospace engineer
Automotive engineer
(professional)
Marine engineer
(professional)
Mechanical engineer
(professional)
2123
Electrical engineers
Electrical engineer
(professional)
£30,000 or the going rate
(whichever is higher)
Electrical surveyor
Equipment engineer
Power engineer
2124
Electronics engineers
Avionics engineer
£30,000 or the going rate
(whichever is higher)
Broadcasting engineer
(professional)
Electronics engineer
(professional)
Microwave engineer
Telecommunications
engineer (professional)
Official
41
2126
Design and development
engineers
Clinical engineer
£30,000 or the going rate
(whichever is higher)
Design engineer
Development engineer
Ergonomist
Research and development
engineer
2127
Production and process
engineers
Chemical engineer
£30,000 or the going rate
(whichever is higher)
Industrial engineer
Process engineer
Production engineer
2133
IT specialist managers
Data centre manager
£30,000 or the going rate
(whichever is higher)
IT manager
IT support manager
Network operations manager
(computer services)
Service delivery manager
2134
IT project and programme
managers
Implementation manager
(computing)
£30,000 or the going rate
(whichever is higher)
IT project manager
Programme manager
(computing)
Project leader (software
design)
2135
IT business analysts, architects
and systems designers
Business analyst (computing)
£30,000 or the going rate
(whichever is higher)
Data communications analyst
Systems analyst
Systems consultant
Technical analyst (computing)
Technical architect
2136
Programmers and software
development professionals
Analyst-programmer
£30,000 or the going rate
(whichever is higher)
Database developer
Games programmer
Programmer
Software engineer
Official
42
2137
Web design and development
professionals
Internet developer
£30,000 or the going rate
(whichever is higher)
Multimedia developer
Web designer
2139
Information technology and
telecommunications
professionals not elsewhere
classified
Quality analyst (computing)
£30,000 or the going rate
(whichever is higher)
Software tester
Systems tester (computing)
Telecommunications planner
2150
Research and development
managers
Creative manager (research
and development)
£30,000 or the going rate
(whichever is higher)
Design manager
Market research manager
Research manager
(broadcasting)
2211
Medical practitioners
Anaesthetist
£30,000 or the going rate
(whichever is higher)
Consultant (Hospital Service)
Doctor
General practitioner
Medical practitioner
Paediatrician
Psychiatrist
Radiologist
Surgeon
2212
Psychologists
Clinical psychologist
£30,000 or the going rate
(whichever is higher)
Educational psychologist
Forensic psychologist
Occupational psychologist
Psychologist
Psychometrist
2213
Pharmacists
Chemist (pharmaceutical)
£30,000 or the going rate
(whichever is higher)
Dispensary manager
Pharmaceutical chemist
Pharmacist
Pharmacy manager
Official
43
2214
Ophthalmic opticians
Ophthalmic optician
£30,000 or the going rate
(whichever is higher)
Optician
Optologist
Optometrist
2215
Dental practitioners
Dental surgeon
£30,000 or the going rate
(whichever is higher)
Dentist
Orthodontist
Periodontist
2216
Veterinarians
Veterinarian
£30,000 or the going rate
(whichever is higher)
Veterinary practitioner
Veterinary surgeon
2217
Medical radiographers
Medical radiographer
£30,000 or the going rate
(whichever is higher)
Radiographer
Sonographer
Therapeutic radiographer
Vascular technologist
2218
Podiatrists
Chiropodist
£30,000 or the going rate
(whichever is higher)
Chiropodist-podiatrist
Podiatrist
2219
Health professionals not
elsewhere classified
Audiologist
£30,000 or the going rate
(whichever is higher)
Dental hygiene therapist
Dietician-nutritionist
Family planner
Occupational health adviser
Paramedical practitioner
2221
Physiotherapists
Electro-therapist
£30,000 or the going rate
(whichever is higher)
Physiotherapist
Physiotherapy practitioner
2222
Occupational therapists
Occupational therapist
£30,000 or the going rate
(whichever is higher)
2223
Speech and language therapists
Language therapist
£30,000 or the going rate
(whichever is higher)
Speech and language
therapist
Speech therapist
Official
44
2229
Therapy professionals not
elsewhere classified
Art therapist
£30,000 or the going rate
(whichever is higher)
Chiropractor
Cognitive behavioural
therapist
Dance movement therapist
Family therapist
Nutritionist
Osteopath
Psychotherapist
2231
Nurses
District nurse
£30,000 or the going rate
(whichever is higher)
Health visitor
Mental health practitioner
Nurse
Practice nurse
Psychiatric nurse
Staff nurse
2232
Midwives
Midwife
£30,000 or the going rate
(whichever is higher)
Midwifery sister
2311
Higher education teaching
professionals
Fellow (university)
£30,000 or the going rate
(whichever is higher)
Lecturer (higher education,
university)
Professor (higher education,
university)
Tutor (higher education,
university)
University lecturer
2312
Further education teaching
professionals
FE College lecturer
£35,270 or the going rate
(whichever is higher)
Lecturer (further education)
Teacher (further education)
Tutor (further education)
2314
Secondary education teaching
professionals
Deputy head teacher
(secondary school)
£35,270 or the going rate
(whichever is higher)
Secondary school teacher
Sixth form teacher
Teacher (secondary school)
Official
45
2315
Primary and nursery education
teaching professionals
Deputy head teacher (primary
school)
£35,270 or the going rate
(whichever is higher)
Infant teacher
Nursery school teacher
Primary school teacher
2316
Special needs education
teaching professionals
Deputy head teacher (special
school)
£35,270 or the going rate
(whichever is higher)
Learning support teacher
Special needs coordinator
Special needs teacher
2317
Senior professionals of
educational establishments
Administrator (higher
education, university)
£30,000 or the going rate
(whichever is higher)
Bursar
Head teacher (primary
school)
Principal (further education)
Registrar (educational
establishments)
2319
Teaching and other educational
professionals not elsewhere
classified
Adult education tutor
£30,000 or the going rate
(whichever is higher)
Music teacher
Nursery manager (day
nursery)
2412
Barristers and judges
Advocate
£30,000 or the going rate
(whichever is higher)
Barrister
Chairman (appeals tribunal,
inquiry)
Coroner
Crown prosecutor
District judge
2413
Solicitors
Managing clerk (qualified
solicitor)
£30,000 or the going rate
(whichever is higher)
Solicitor
Solicitor-partner
Solicitor to the council
Official
46
2419
Legal professionals not
elsewhere classified
Attorney
£30,000 or the going rate
(whichever is higher)
Justice’s clerk
Lawyer
Legal adviser
Legal consultant
Legal counsel
Solicitor’s clerk (articled)
2421
Chartered and certified
accountants
Accountant (qualified)
£40,000 or the going rate
(whichever is higher)
Auditor (qualified)
Chartered accountant
Company accountant
Cost accountant (qualified)
Financial controller (qualified)
Management accountant
(qualified)
2423
Management consultants and
business analysts
Business adviser
£30,000 or the going rate
(whichever is higher)
Business consultant
Business continuity manager
Financial risk analyst
Management consultant
2424
Business and financial project
management professionals
Chief knowledge officer
£30,000 or the going rate
(whichever is higher)
Contracts manager (security
services)
Project manager
Research support officer
2431
Architects
Architect
£30,000 or the going rate
(whichever is higher)
Architectural consultant
Chartered architect
Landscape architect
2433
Quantity surveyors
Quantity surveyor
£30,000 or the going rate
(whichever is higher)
Surveyor (quantity surveying)
2434
Chartered surveyors
Building surveyor
£30,000 or the going rate
(whichever is higher)
Chartered surveyor
Hydrographic surveyor
Land surveyor
Official
47
2435
Chartered architectural
technologists
Architectural technologist
£30,000 or the going rate
(whichever is higher)
2436
Construction project managers
and related professionals
Contract manager (building
construction)
£30,000 or the going rate
(whichever is higher)
Project manager (building
construction)
Transport planner
2442
Social workers
Psychiatric social worker
£30,000 or the going rate
(whichever is higher)
Senior practitioner (local
government: social services)
Social worker
2443
Probation officers
Probation officer
£30,000 or the going rate
(whichever is higher)
2462
Quality assurance and
regulatory professionals
Compliance manager
£30,000 or the going rate
(whichever is higher)
Financial regulator
Patent attorney
Quality assurance manager
Quality manager
3111
Laboratory technicians
Laboratory analyst
£30,000 or the going rate
(whichever is higher)
Laboratory technician
Medical laboratory assistant
Scientific technician
Water tester
3112
Electrical and electronics
technicians
Avionics technician
£30,000 or the going rate
(whichever is higher)
Electrical technician
Electronics technician
Installation engineer
(Electricity Supplier)
3113
Engineering technicians
Aircraft technician
£30,000 or the going rate
(whichever is higher)
Commissioning engineer
Engineering technician
Manufacturing engineer
Mechanical technician
Official
48
3114
Building and civil engineering
technicians
Building services consultant
£30,000 or the going rate
(whichever is higher)
Civil engineering technician
Survey technician
Technical assistant (civil
engineering)
3213
Paramedics
Ambulance paramedic
£30,000 or the going rate
(whichever is higher)
Emergency care practitioner
Paramedic
Paramedic-ECP
3218
Medical and dental technicians
Cardiographer
£30,000 or the going rate
(whichever is higher)
Dental hygienist
Dental technician
Medical technical officer
Orthopaedic technician
3219
Health associate professionals
not elsewhere classified
Acupuncturist
£30,000 or the going rate
(whichever is higher)
Homeopath
Hypnotherapist
Massage therapist
Reflexologist
Sports therapist
3414
Dancers and choreographers
Ballet dancer
£30,000 or the going rate
(whichever is higher)
Choreographer
Dancer
Dance teacher
3511
Air traffic controllers
Air traffic control officer
£30,000 or the going rate
(whichever is higher)
Air traffic controller
Air traffic services assistant
Flight planner
3512
Aircraft pilots and flight
engineers
Airline pilot
£30,000 or the going rate
(whichever is higher)
First officer (airlines)
Flight engineer
Flying instructor
Helicopter pilot
Official
49
3513
Ship and hovercraft officers
Chief engineer (shipping)
£30,000 or the going rate
(whichever is higher)
Marine engineer (shipping)
Merchant navy officer
Petty officer
Tug master
Yacht skipper
3532
Brokers
Foreign exchange dealer
£30,000 or the going rate
(whichever is higher)
Insurance broker
Investment administrator
Stockbroker
Trader (stock exchange)
3537
Financial and accounting
technicians
Accounting technician
£30,000 or the going rate
(whichever is higher)
Business associate (banking)
Financial controller
Insolvency administrator
Managing clerk
(accountancy)
3538
Financial accounts managers
Accounts manager
£30,000 or the going rate
(whichever is higher)
Audit manager
Credit manager
Fund manager
Relationship manager (bank)
5119
Agricultural and fishing trades
not elsewhere classified
Share Fisherman
Trawler Skipper
£30,000 or the going rate
(whichever is higher)
Tree Surgeon
5234
Vehicle paint technicians
Car paint sprayer
£30,000 or the going rate
(whichever is higher)
Coach painter
Paint technician (motor
vehicles)
Vehicle refinisher
Official
50
5235
Aircraft maintenance and related
trades
Aeronautical engineer
£30,000 or the going rate
(whichever is higher)
Aircraft electrician
Aircraft engineer
Aircraft fitter
Aircraft mechanic
Maintenance engineer
(aircraft)
5242
Telecommunications engineers
Cable jointer
£30,000 or the going rate
(whichever is higher)
Customer service engineer
(telecommunications)
Installation engineer
(telecommunications)
Network officer
(telecommunications)
Telecommunications
engineer
Telephone engineer
5245
IT engineers
Computer repairer
£30,000 or the going rate
(whichever is higher)
Computer service engineer
Hardware engineer
(computer)
Maintenance engineer
(computer servicing)
5311
Steel erectors
Steel erector
£30,000 or the going rate
(whichever is higher)
Steel fabricator
Steel worker (structural
engineering)
5312
Bricklayers and masons
Bricklayer
£30,000 or the going rate
(whichever is higher)
Dry stone waller
Stone mason
5313
Roofers, roof tilers and slaters
Mastic asphalt spreader
£30,000 or the going rate
(whichever is higher)
Roof tiler
Roofer
Roofing contractor
Slater
Thatcher
Official
51
5314
Plumbers and heating and
ventilating engineers
Gas engineer
£30,000 or the going rate
(whichever is higher)
Gas service engineer
Heating and ventilating
engineer
Heating engineer
Plumber
Plumbing and heating
engineer
5315
Carpenters and joiners
Carpenter
£30,000 or the going rate
(whichever is higher)
Carpenter and joiner
Joiner
Kitchen fitter
Shop fitter
5321
Plasterers
Fibrous plasterer
£30,000 or the going rate
(whichever is higher)
Plasterer
Plasterer contractor
5330
Construction and building trades
supervisors
Builder’s foreman
£30,000 or the going rate
(whichever is higher)
Construction foreman
Construction supervisor
Maintenance supervisor
Site foreman
5432
Bakers and flour confectioners
Baker
£25,000 or the going rate
(whichever is higher)
Baker’s assistant
Bakery manager
Cake decorator
Confectioner
6121
Nursery Nurses and Assistants
Creche assistant
£30,000 or the going rate
(whichever is higher)
Creche worker
Nursery Assistant
Nursery Nurse
6122
Childminders and related
occupations
Child care assistant
£30,000 or the going rate
(whichever is higher)
Child minder
Nanny
Official
52
6141
Nursing auxiliaries and
assistants
Auxiliary nurse
£30,000 or the going rate
(whichever is higher)
Health care assistant
(hospital service)
Health care support worker
Nursing assistant
Nursing auxiliary
6143
Dental nurses
Dental nurse
£30,000 or the going rate
(whichever is higher)
6145
Care workers and home carers -
private households or individuals
(other than sole traders
sponsoring someone to work for
their business) cannot sponsor
Skilled Worker applicants
Care assistant
£20,000 or the going rate
(whichever is higher)
Care worker
Carer
(see Appendix 3)
Home care assistant
Home carer
Support worker (nursing
home)
6146
Senior care workers
Senior care assistant
£30,000 or the going rate
(whichever is higher)
Senior carer
Senior support worker (Local
government: welfare
services)
Team leader (nursing home)
8124
Energy plant operatives
Boilerman
£30,000 or the going rate
(whichever is higher)
Control room
operator(electric)
Hydraulic engineman
Plant operator (electricity
supplier)
Power station operator
8126
Water and sewerage plant
operatives
Controller (water treatment)
£30,000 or the going rate
(whichever is higher)
Plant operator (sewage
works)
Pump attendant
Water treatment engineer
Water treatment operator
Official
Appendix 2
Occupations not eligible for the skilled work permit employment route
Code Occupation
Related Job Titles
3314
Prison service officers (below
principal officer)
Prison custodial officer
Prison escort officer
Prison officer
Prison warden
3441
Sports players
Cricketer
Footballer
Golfer
3442
Sports coaches, instructors and
officials
Referee
Riding instructor
Sports development officer
Swimming teacher
3233
Child and early years officers
Child protection officer
Education welfare officer
Portage worker (educational establishments)
4113
Local government
administrative occupations
Administrative assistant (local government)
Administrative officer (police service)
Benefits assistant (local government)
Clerical officer (local government)
Local government officer
4121
Credit controllers
Credit control clerk
Credit controller
Debt management associate
Loans administrator
Official
54
4122
Book-keepers, payroll
managers and wages clerks
Accounts administrator
Accounts assistant
Accounts clerk
Auditor
Bookkeeper
Payroll clerk
4123
Bank and post office clerks
Bank clerk
Cashier (bank)
Customer adviser (building society)
Customer service officer (bank)
Post office clerk
4124
Finance officers
Deputy finance officer
Finance officer
Regional finance officer (PO)
4129
Financial administrative
occupations not elsewhere
classified
Cashier
Finance administrator
Finance assistant
Finance clerk
Tax assistant
Treasurer
Valuation assistant
4131
Records clerks and assistants
Admissions officer
Clerical officer (hospital service)
Filing clerk
Records clerk
Ward clerk
4132
Pensions and insurance clerks
and assistants
Administrator (insurance)
Claims handler
Clerical assistant (insurance)
Insurance clerk
Pensions administrator
4133
Stock control clerks and
Despatch clerk
Official
55
assistants
Material controller
Stock control clerk
Stock controller
Stores administrator
4135
Library clerks and assistants
Information assistant (library)
Learning resource assistant
Library assistant
Library clerk
Library supervisor
4138
Human resources
administrative occupations
Course administrator
Human resources administrator
Personnel administrator
Personnel clerk
4159
Other administrative
occupations not elsewhere
classified
Administrative assistant
Clerical assistant
Clerical officer
Clerk Office administrator
4162
Office supervisors
Administration supervisor
Clerical supervisor
Facilities supervisor
Office supervisor
4211
Medical secretaries
Clinic coordinator
Clinic administrator
Medical administrator
Medical secretary
Secretary (medical practice)
4212
Legal secretaries
Legal administrator
Legal clerk
Legal secretary
Secretary (legal services)
Official
56
4213
School secretaries
Clerical assistant (schools)
School administrator
School secretary
Secretary (schools)
4216
Receptionists
Dental receptionist
Doctor’s receptionist
Medical receptionist
Receptionist
Receptionist-secretary
4217
Typists and related keyboard
occupations
Audio typist
Computer operator
Typist
Typist-clerk
Word processor
5435
Cooks (covered by 'chefs' in
eligible list)
Cook
Cook-supervisor
Head cook
6132
Pest control officers
Fumigator
Pest control officer
Pest control technician
Pest controller
6142
Ambulance staff (excluding
paramedics)
Ambulance care assistant
Ambulance driver
Ambulance technician
Emergency medical technician
6147
Care escorts
Bus escort
Escort
Escort-driver
School escort
Official
57
6148
Undertakers, mortuary and
crematorium assistants
Crematorium technician
Funeral director
Pall bearer
Undertaker
6211
Sports and leisure assistants
Croupier
Leisure attendant
Lifeguard
Sports assistant
6212
Travel agents
Reservations clerk (travel)
Sales consultant (travel agents)
Travel adviser
Travel agent
Travel consultant
6219
Leisure and travel service
occupations not elsewhere
classified
Bus conductor
Holiday representative
Information assistant (tourism)
Steward (shipping)
Tour guide
6221
Hairdressers and barbers
Barber
Colourist (hairdressing)
Hair stylist
Hairdresser
6222
Beauticians and related
occupations
Beautician Beauty therapist
Nail technician
Tattooist
6231
Housekeepers and related
occupations
Cook-housekeeper
House keeper
Lifestyle manager
Official
58
6232
Caretakers
Caretaker
Janitor
Porter (college)
Site manager (educational establishments)
6240
Cleaning and housekeeping
managers and supervisors
Butler
Cleaner-in-charge
Cleaning supervisor
Domestic supervisor
Head house keeper
Supervisor (cleaning)
7111
Sales and retail assistants
Retail assistant
Sales adviser
Sales assistant
Sales consultant (retail trade)
Shop assistant
7112
Retail cashiers and check-out
operators
Check-out operator
Forecourt attendant
General assistant (retail trade: check-out)
Till operator
7113
Telephone salespersons
Sales adviser (telephone sales)
Telesales executive
Telesales operator
7114
Pharmacy and other dispensing
assistants
Dispenser
Health care assistant (retail chemist)
Optical assistant
Pharmacy assistant
7115
Vehicle and parts salespersons
and advisers
Car sales executive
Car salesman
Parts adviser (retail trade)
Parts salesman (motor vehicle repair)
Official
59
7121
Collector salespersons and
credit agents
Agent (insurance)
Canvasser
Collector (insurance)
Distributor (door-to-door sales)
Insurance agent
7122
Debt, rent and other cash
collectors
Collecting agent
Collector (gas supplier)
Debt collector
Meter reader
Vending operator
7123
Roundspersons and van
salespersons
Dairyman (retail trade: delivery round)
Ice-cream salesman
Milkman (milk retailing)
Roundsman
Van salesman
7124
Market and street traders and
assistants
Market assistant
Market trader
Owner (market stall)
Stall holder
Street trader
7129
Sales related occupations not
elsewhere classified
Demonstrator
Hire controller
Sales representative (retail trade)
7211
Call and contact centre
occupations
Call centre agent
Call centre operator
Customer service adviser (call centre)
Customer service operator
Official
60
7213
Telephonists
Call handler (motoring organisation)
Operator (telephone)
Switchboard operator (telephone)
Telephonist
Telephonist-receptionist
7214
Communication operators
Call handler (emergency services)
Communications operator
Control room operator (emergency services)
Controller (taxi service)
7219
Customer service occupations
not elsewhere classified
Customer adviser
Customer service administrator
Customer service adviser
Customer service assistant
Customer services representative
8111
Food, drink and tobacco
process operatives
Baker (food products mfr)
Bakery assistant
Factory worker (food products mfr)
Meat processor
Process worker (brewery)
Process worker (dairy)
8118
Electroplaters
Electroplater
Galvaniser
Metal sprayer
Powder coater
8119
Process operatives not
elsewhere classified
Melting pot assistant (electric cable)
Mixing plant foreman (asphalt mfr)
Process worker (electrical engineering)
Stone finisher (cast concrete products mfr)
Official
61
8121
Paper and wood machine
operatives
Box maker (cardboard)
Guillotine operator (printing)
Machinist (paper goods mfr)
Sawyer
Wood machinist
8123
Quarry workers and related
operatives
Derrickman (oil wells)
Diamond driller (well sinking)
Plant operator (quarry)
Quarry operative
8125
Metal working machine
operatives
Engineer, nos
Machinist (metal trades)
Metal polisher
Process worker (metal trades)
8127
Printing machine assistants
Finishing operative (printing)
Lithographer (printing)
Machinist (printing)
Print operator
Printer’s assistant
8129
Plant and machine operatives
not elsewhere classified
Bench hand (metal trades)
Cable maker (spring mfr)
Laser operator
Manufacturer (metal goods mfr)
Saw doctor
8131
Assemblers (electrical and
electronic products)
Assembler (electrical, electronic equipment mfr)
Line operator (electrical)
Solderer
Team leader (electrical, electronic equipment
mfr: assembly)
Technical operator (circuit board mfr)
Official
62
8132
Assemblers (vehicles and metal
goods)
Assembler (metal trades)
Lineworker (vehicle mfr)
Manufacturing operator (metal trades)
Process worker (metal trades: assembly)
Team leader (motor vehicle mfr: assembly)
8133
Routine inspectors and testers
Quality assurance inspector
Quality auditor
Quality controller
Quality inspector
Test engineer
8134
Weighers, graders and sorters
Grader (food products mfr)
Metal sorter
Selector (ceramics mfr)
Weighbridge clerk
Weighbridge operator
8135
Tyre, exhaust and windscreen
fitters
Tyre and exhaust fitter
Tyre fitter
Tyre technician
Windscreen fitter
8137
Sewing machinists
Overlocker
Seamstress
Sewing machinist
Stitcher
Upholstery machinist
8139
Assemblers and routine
operatives not elsewhere
classified
Assembler
Gluer (furniture mfr)
Paint line operator
Production assistant
Riveter (soft toy mfr)
Official
63
8141
Scaffolders, stagers and riggers
Bell hanger (church bells)
Stage rigger (shipbuilding)
Tackleman (steelworks)
8142
Road construction operatives
Asphalter
Concrete finisher (building construction)
Highways maintenance hand
Paver
Road worker
8149
Construction operatives not
elsewhere classified
Asbestos remover
Cable layer
Demolition worker
Dry liner
General handyman
Maintenance man
Thermal insulation engineer
8211
Large goods vehicle drivers
Haulage contractor
HGV driver
Lorry driver
Owner (heavy goods vehicle)
Tanker driver
8212
Van drivers
Courier driver
Delivery driver
Driver
Parcel delivery driver
Van driver
8213
Bus and coach drivers
Bus driver
Coach driver
Coach operator
Minibus driver
PSV driver
Official
64
8214
Taxi and cab drivers and
chauffeurs
Chauffeur
Mini cab driver
Taxi driver
Taxi owner
8221
Crane drivers
Crane driver
Crane operator
Haulage engine driver
Winchman
8222
Fork-lift truck drivers
Fork lift driver
Fork lift truck driver
Fork truck operator
Stacker-driver
8223
Agricultural machinery drivers
(see temporary employment
category)
Agricultural machinist
Attendant (agricultural machinery)
Operator (agricultural machinery)
Tractor driver (agriculture)
8229
Mobile machine drivers and
operatives not elsewhere
classified
Digger driver
Dredger
Excavator driver
JCB driver
Plant operator
Rig operator
8233
Air transport operatives
Aircraft dispatcher
Baggage handler
Cargo handler (airport)
Ramp agent
Refueller (airport)
Official
65
8239
Other drivers and transport
operatives not elsewhere
classified
Bus inspector
Operations assistant (freight handling)
Test driver (motor vehicle mfr)
Transport supervisor
Yard foreman (road transport)
9111
Farm workers
Agricultural worker
Farm labourer
Farm worker
Herdsman
Shepherd
9119
Fishing and other elementary
agriculture occupations not
elsewhere classified
Horticultural worker
Labourer (landscape gardening)
Mushroom picker
Nursery worker
9120
Elementary construction
occupations
Electrician’s mate (building construction)
Ground worker (building construction)
Hod carrier
Labourer (building construction)
9132
Industrial cleaning process
occupations
Cleaner and greaser
Factory cleaner
Hygiene operator
Industrial cleaner
9134
Packers, bottlers, canners and
fillers
Factory worker (packing)
Packaging operator
Packer
Paint filler
9139
Elementary process plant
occupations not elsewhere
classified
Factory worker
Fitter’s mate
Labourer (engineering)
Material handler
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9211
Postal workers, mail sorters,
messengers and couriers
Courier
Leaflet distributor
Mail sorter
Messenger
Postman
9219
Elementary administration
occupations not elsewhere
classified
General assistant
Office junior
Office worker
Reprographic technician
9231
Window cleaners
Window cleaner
Window cleaning contractor
9232
Street cleaners
Cleansing operative (street cleaning)
Road sweeper
Street cleaner
9233
Cleaners and domestics
Chambermaid
Cleaner
Domestic
Home help
School cleaner
9234
Launderers, dry cleaners and
pressers
Carpet cleaner
Dry cleaner
Garment presser
Laundry assistant
Laundry worker
9235
Refuse and salvage
occupations
Binman (local government: cleansing
department)
Hopper attendant (refuse destruction)
Refuse disposal operative
Salvage worker
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9236
Vehicle valeters and cleaners
Car wash assistant
Carriage service man (railways)
Motor car polisher (garage)
Vehicle valeter
9239
Elementary cleaning
occupations not elsewhere
classified
Amenity block attendant
Chimney cleaner
Sweep (chimney)
Toilet attendant
9241
Security guards and related
occupations
CCTV operator
Park keeper
Private investigator
Security guard
Security officer
9242
Parking and civil enforcement
occupations
Car park attendant
Community warden
Parking attendant
Traffic warden
9244
School midday and crossing
patrol occupations
Dinner lady (schools)
Lollipop man
Lunchtime supervisor
Midday supervisor
School crossing patrol
9249
Elementary security
occupations not elsewhere
classified
Bailiff
Commissionaire
Court usher
Door supervisor
Doorman
9251
Shelf fillers
General assistant (retail trade)
Grocery assistant
Shelf filler
Shelf stacker
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9259
Elementary sales occupations
not elsewhere classified
Code controller (wholesale, retail trade)
Home shopper
Order picker (retail trade)
Trolley assistant (wholesale, retail trade)
9260
Elementary storage
occupations
Labourer (haulage contractor)
Order picker
Warehouse assistant
Warehouse operator
Warehouse supervisor
Warehouseman
9271
Hospital porters
Hospital porter
Porter (hospital service)
Portering supervisor (hospital services)
9272
Kitchen and catering assistants
Catering assistant
Crew member (fast food outlet)
Kitchen assistant
Kitchen porter
9273
Waiters and waitresses
Head waiter
Silver service waiter
Steward (catering)
Waiter
Waitress
9274
Bar staff
Bar supervisor
Barmaid
Barperson
Bartender
Glass collector (public house)
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9275
Leisure and theme park
attendants
Arcade assistant
Cinema attendant
Ride operator
Steward (sports ground)
Usher
Usherette
9279
Other elementary services
occupations not elsewhere
classified
Bingo caller
Hotel assistant
Night porter
Porter (residential buildings)
Stage hand (entertainment)
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Appendix 3
Exceptions to the skilled worker criteria where the minimum salary threshold of £30,000 has
not been met
Occupation
Salary Threshold
Executive Chef
£25,000 or the going rate
(whichever is the higher)
Head Chef
Sous Chef
Pastry Chef
Specialist Chef
Chef de Partie
Digital (technical roles such as developer)
£25,000 or the going rate
(whichever is the higher)
Professional Rugby Player
£25,000 or the going rate
(whichever is the higher)
Trainee Accountants with contracts leading to a
professional qualification
£21,000 or the going rate
(whichever is the higher)
Health Care Assistants (where it can be
demonstrated that the migrant
worker has the
relevant qualifications and/or experience for the role)
£20,000 or the going rate
(whichever is the higher)
Care workers & home carers (private households or
individuals cannot apply) -
where it can be
demonstrated that the migrant
worker has the
relevant qualifications and/or experience for the role
Minimum salary of £20,000
No requirement for the
position to be at RQF Level 3
or higher
Ayurvedic Practitioners & Therapists
£18,000 or the going rate
(whichever is the higher)
Foreign language teacher employed by a charity that
supports Jersey’s cultural links to another country
(employee must hold a master’s degree or
equivalent)
Minimum salary of £20,000
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Appendix 4
English Language
On 1 March 2012 an English language requirement was introduced as part of the qualifying
criteria for the issue of a work permit.
The following categories of people are exempt from the English language requirement:
• temporary agriculture / fishing / hospitality and construction workers
• short term work permit holders of 12 months or less (if the permit is extended past
12 months, the person must meet the language requirement
• work permits issued for Intra-company transfer
Meeting the language requirement
To meet the English language requirement, you must show that your employee meets one
of the following. They must:
• have passed an English language test as described below
• be a national of one of the countries listed below
• have a degree from one of the countries listed below
• have a recognised academic qualification as detailed below
English language test
If your employee has passed an English language test, they must provide the
certificates. The test must:
• be on the list of approved English language tests (approved by the Home Office) to
level B1 (or for sports persons and coaches to level A1), of the Common European
Framework of Reference) (CEFR)
• incorporates reading, writing, listening, and speaking to a minimum level B1
IELTS for UKVI Academic and General Training tests cover the four components (reading,
writing, listening, and speaking) required for skilled work permit applications. The employee
will require a minimum score of 4.0 overall and in each of the four components.
For a list of approved Secure English Language Test (SELT) providers, see the UK Visas
and Immigration website -
Prove your English language abilities with a secure English
language test (SELT) - GOV.UK (www.gov.uk)
Nationals of certain countries
Your employee will meet the English language requirement if they are a national of:
• Antigua and Barbuda
• Australia
• the Bahamas
• Barbados
• Belize
• Canada
• Dominica
• Grenada
• Guyana
• Jamaica
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• Malta
• New Zealand
• St Kitts and Nevis
• St Lucia
• St Vincent and the Grenadines
• Trinidad and Tobago
• USA
Degrees from majority English speaking countries
If your employee has a degree from one of the following countries, (Canada is not on this
list) they will meet the English language requirement by providing:
• their degree certificate and
• an Academic Qualification Level Statement (AQUALS) from ECCTIS (UK ENIC)
confirming the qualification is equivalent to a Bachelors or Master's degree or PhD in
the UK.
• Antigua and Barbuda
• Australia
• the Bahamas
• Barbados
• Belize
• Dominica
• Grenada
• Guyana
• Ireland
• Jamaica
• Malta
• New Zealand
• St Kitts and Nevis
• St Lucia
• St Vincent and the Grenadines
• Trinidad and Tobago
• USA
Other academic qualifications
If your employee has a degree that was taught or researched in English in a non-majority
English speaking country, they will meet the English language requirement by providing the
following:
• their degree certificate
• an Academic Qualification Level Statement (AQUALS) from ECCTIS (UK ENIC)
confirming the qualification is equivalent to a Bachelors or Master's degree or PhD in
the UK and
• an English Language Proficiency Statement (ELPS) from ECCTIS (UK ENIC), which
will confirm that the degree was taught in English
GCSE or A Level English
An employee will also meet the English language requirement if they have a GCSE, A level,
Scottish National Qualification at level 4 or 5 or, Scottish Higher or Advanced Higher, in
English (language or literature), that was awarded:
• by an Ofqual (or SQA, Qualifications Wales or CCEA) regulated awarding body; and
• following education in either a UK, Channel Islands or Isle of Man school undertaken
while they were aged 18 and under.
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If you’re a doctor, dentist, nurse, midwife or vet
An employee may not need to prove their knowledge of English if they have already passed
an English Language assessment that is accepted by the relevant regulated professional
body – the General Medical Council (GMC) for example.
Vets may need to prove that they passed an English Language assessment with the Royal
College of Veterinary Surgeons.
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Appendix 5
Part time work - guidelines for temporary work permit holders
If you have a temporary work permit, you may take part time work in addition to your main
job provided that
• you have the written consent of your main employer (the employer for whom you
have a work permit); and
• the part time work is also in the same sector* that your permit has been issued in; and
• the part time employment should not impact on the employee’s ability to fulfil their
commitment to their main employer; and
• it is work for which a work permit would normally be granted, and the employee has
the necessary skills to fill the role.
* for example, an employee who holds a temporary hospitality work permit can take on
additional work within hospitality but not within any other sector. Employees cannot take on
work in sectors that are not covered by the temporary work permit routes.
The exemption – cleaners
The Minister has made an exemption to the above rule for those employees who hold
temporary hospitality work permits as cleaners or housekeepers with the necessary skills
and experience to take on additional work outside of hospitality for employers who hold
contracts to clean hospitals, care homes and schools. The part time employment must be
for the cleaning of hospitals, care homes or schools where a high level of hygiene is
required. Those identified working in other settings, or who have not been issued with work
permits as cleaners or housekeepers, will jeopardise their ability to remain in Jersey and
their work permit and visa maybe cancelled. This exemption does not extend to domestic
cleaning or other types of commercial cleaning.
Frequently asked questions – part time work
What if my employer won’t let me take a part time job?
You must have your employer’s consent in writing. You should tell your main
employer how many extra hours you intend to work and who you will be working for. If
you cannot persuade your employer to give you that consent, then you are not
allowed to take on extra work. The Customs and Immigration Service is not able to
assist you if your employer will not give consent.
Why do I need to get the consent of my main employer to take on part-time
work?
Your work permit and visa are issued for a specific role for a named employer for a
time limited period. Requesting permission enables your main employer to determine
how your additional part time work will impact your ability to fulfil the role your work
permit has been issued for.
Can I work in a shop, an office or wherever I wish?
No. You may only take a part time job of a type for which a work permit is normally
issued. Unless, you hold a temporary hospitality work permit as a cleaner or
housekeepers and have the necessary skills and experience to work part time in a
hospital, care home or school.
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How many hours can I work part time?
There is no fixed limit, but you should not work more than 20 extra hours a week
above a normal working week. A normal working week may be regarded as 40 hours.
Remember you have a duty to your main employer to be fit and able to carry out the
job for which you have a permit.
Do I need to have another work permit for a part time job?
No. As long as you meet the conditions set out in these guidelines you do not need
another permit and there is no need to tell the Customs and Immigration Service.
What will happen if I take a part time job without my employer’s consent?
If you take a part time job without your employer’s consent, you risk having your
permit cancelled. You will then be required to return abroad and may well not be
granted another work permit.
Should my part time employer give me a contract of employment?
You should be given a written statement of the terms and conditions of your
employment no later than 4 weeks after you start employment.
Further advice on employment matters may be obtained from the Jersey Advisory and
Conciliation Service, 3
rd
Floor, 1 Seale Street, St Helier. JE23QG, telephone 730503
www.jacs.org.je
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Appendix 6
Guidance on Submitting a Business Case
Employers may submit robust business cases to the Minister for Home Affairs (addressed to
the Head of Service – Jersey Customs & Immigration Service) if they wish any of the
following to be considered by the Minister:
• A particular skilled worker vocation, to be included into Annex 3 of the WPP with a
reduced annual salary.
• The introduction of a new temporary worker sector to allow those who do not meet
the skilled worker criteria to undertake temporary work in the island.
• The expansion of existing temporary worker sectors to include more diverse
vocations.
Any business case should include the following in order to allow the Minister to fully
consider the circumstances:
• Relevant data to show the current lack of resources within the sector/vocation.
• Evidence to demonstrate that recruitment within the permit-free CTA has been
exhausted.
• Evidence that alternative business models have been tested or reasons why an
alternative business model is not deemed appropriate, specifically covering local
recruitment.
• Support from sector stakeholders/representatives/employers
• Data to demonstrate the need for the sector/vocation in the Island.
• Data from comparable sectors/vocations in the UK to support the business case.
• Predictions as to the potential outcome should a new immigration route not be
introduced.
• Proposal to include specifically what is being requested in relation to the above 3
bullet points.
• Any other relevant data or information that may assist the Minister in his
considerations.
• Current salary being offered and whether any consideration has been given to
adjusting this.
• Where statistics are relied upon then provide the source of the data with links so that
they can be verified
Business cases will be required in writing and should be submitted in the first instance to
The Head of Service, Jersey Customs and Immigration Service.
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Appendix 7
The content of this Appendix is provided by Government of Jersey Strategic Policy,
Planning & Performance department as was accurate at the time that this Work Permit
Policy was published.
YOUR RIGHTS AS AN EMPLOYEE WORKING IN JERSEY
When you come to work in Jersey, you have rights which protect you from poor treatment by
your employer. If you think you’re being treated unfairly or wrongly, you should try first of all,
if you can, to resolve any issues with your employer informally. If that doesn’t succeed, then
you can make a formal complaint, which could include bringing a claim to the Employment &
Discrimination Tribunal.
If you do have a problem with your employer, you can also get advice from an independent
employment advisory organisation, from the government, a trade union or from other
community bodies and representatives. This leaflet gives you details of who can help.
These are the ways in which an employer must treat you properly. You have a right to
expect that they will, because the law in Jersey tells them they must:
• Give you a written contract when you start work
• Pay you at least the minimum wage of £10.50 per hour
• Give you wage slips
• Give you a break during the day (you may not get paid for the break)
• Give you at least a day off a week
• Give you 3 weeks’ paid holiday across a full year
You have the right not to be discriminated at work because of your:
• Race
• Age
• Sex
• Sexual orientation
• Gender re-assignment
• Pregnancy and maternity
• Any disability you have
There are health and safety laws in Jersey:
• You are not expected to work if your workplace is unsafe.
If you are paid at the minimum wage rate of £10.50 an hour, and you get accommodation or
food with your job, your employer can charge you a maximum of
• £115.00 a week for accommodation only
• £153.28 a week if you get food and accommodation
The law says your employer is not allowed to deduct more than these amounts from your
wages if you receive accommodation or accommodation and food as part of your
employment contract.
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More detail about the employment laws in Jersey
• Whatever type of employment contract you’re on, your employer must give you what
is called a Statement of initial terms of employment. The law tells your employer
what must be contained in the statement about the terms on which you’re employed.
Your employer must give you this statement within 28 days of you starting work
• You’re entitled to a daily rest break of 20 minutes if you work for six hours or more
each day. You’re also entitled to a rest period of 24 hours in any seven-day work
period. This applies whether you work only a few hours a day, on a zero hours’
contract, or you’re in full-time employment
• You’re entitled to take three weeks (15 days) paid annual holiday
• You’re entitled to be paid at least the minimum wage rate (which is currently £10.50
an hour). Your employer must also make sure you’re given accurate payslips, so you
know you’re being paid correctly. The law says your employer must keep accurate
records in the event that there’s a dispute about the wages you’re owed. This is
important, because if there is a dispute between you and your employer, it will help
to decide what the truth is if you decide to make a complaint
• You have the right to ask your employer for a change to the terms and conditions of
your employment, and your employer must agree to your request, unless there are
good reasons not to
• You have the right not to be unfairly dismissed from your job. Normally, you’d have
to work more than 52 weeks to have this right, but there are circumstances in which
you might be able to claim what is called automatic unfair dismissal, where the 52-
week time limit doesn’t apply.
• Here are two examples of automatic unfair dismissal:
1. If you bring a complaint against your employer because they haven’t given you a
statement of your terms of employment as the law says they must, or the
statement doesn’t contain all the details it should, and your employer sacks you
for making the complaint, that would be automatically unfair and you’d be entitled
to compensation
2. Another example would be dismissing you for being a member of a trade union
or taking part in the activities of a trade union
• You’re entitled to a minimum period of notice if your employer proposes to make you
redundant from your job or terminate your employment. The law says your employer
must give you a period of notice, depending on how long you’ve worked. These are
the notice periods:
1 week's notice if your continuous service is less than 2 years
2 weeks’ notice if your continuous service is 2 years or more but less than 3
years
1 week's notice for each additional year's continuous service up to a maximum of
12 weeks
• If you’ve worked for your employer for two years or more,
and you lose your job
because of redundancy, you have a right to a redundancy payment. This applies to
all employees, whatever type of employment contract they have. The statutory
minimum redundancy payment is a week’s pay for each year of employment
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• As well as these protections under the Employment Law, all employees in Jersey
have protections under the Discrimination Law. If you believe your employer has
discriminated against you, you can make a formal complaint through your employer’s
internal grievance process and also externally to the Employment & Discrimination
Tribunal. However, you should be aware that strict time limits apply when filing a
claim to the Tribunal (see below).
Most frequently asked questions:
Q. I am on a work permit which has not yet expired but my relationship with my employer
has broken down completely. Can I change employers without leaving the island?
A. Under Jersey’s work permit policy you cannot change to another employer unless
you have completed a continuous 12-month period of employment with your current
employer. However, in exceptional circumstances you may be able to switch
employer where there are compelling grounds to do so
Q. What can I do if my employer holds my passport and is refusing to return it?
A. There is no legal basis for your employer to retain your passport. If you are
concerned, you should seek advice from Citizens Advice. You should also contact
Immigration if your employer retains your passport and refuses to return it –
immigration@gov.je
Q. How much money can my employer take for travel to and/or from Jersey?
A. It is up to you to agree with your employer about the costs of travel to and from
Jersey. You should agree this in writing with your potential employer before you
book tickets or travel to Jersey
Q. What are the time limits for issuing a claim to the Employment & Discrimination
Tribunal?
A. The time limit for making a claim to the Tribunal depends on the type of claim you
are making. Most claims (including unfair dismissal and discrimination) should be
received by the Tribunal within 8 weeks from the date when your employment ended
or the incident about which you are complaining happened. It is important that your
claim is presented within the appropriate time limit, if you are unsure, you should
take advice on the time limits as soon as possible. You can get further information
from the Tribunal – contact details are shown below.
Independent organisations offering help and advice
If you’re worried that you’re being treated incorrectly about any aspect of your employment,
you can get help and advice from:
Jersey Advisory & Conciliation Service
3
rd
Floor, 1 Seale Street, St Helier, Jersey JE2 3QG
01534 730503
www.jacs.org.je
Citizens Advice Jersey
St Paul’s Centre, New Street, St Helier, Jersey JE2 3PW
01534 724942
Employment | Citizens Advice Jersey
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Friends of Africa
www.friendsofafrica.org.je/contact-us
Kenyan Jersey Community
kenyanjerseycommunity@gmail.com
Honorary Consulate of Portugal
Burlington House, St Saviour’s Road, St Helier, Jersey JE2 4LA
01534 877188
consuladoportugaljersey@hotmail.com
Honorary Consulate of Poland
Don Street, St Helier, Jersey
01534 529204
magda.chmielewska@hotmail.co.uk
Honorary Consulate of Romania
19 Val Plaisant, St Helier, Jersey JE2 4TE
07829 769542
roconsuljersey@yahoo.com
Trade Union representative
Unite the Union, 7D Spectrum, Gloucester Street, St Helier, Jersey, JE2 3DA
01534 872584 or Jersey@unitetheunion.org
Jersey Employment and Discrimination Tribunal
1
st
Floor, International House, 41 The Parade, St Helier, Jersey JE2 3QQ
01534 441380
registrartribunalservice@courts.je
None of these organisations will contact your employer or the authorities without your
permission. They will keep your query confidential. The advice they will provide to you is
free.