Short-Term Absences (e.g. holidays, business trips)
- There is no strict maximum number of days a Skilled Worker can be out of the UK for short trips.
- As long as they remain employed, their sponsorship is active, and they continue being paid, short absences are permitted.
- Sponsors must report absences of 10 consecutive working days or more to the Home Office (e.g. unpaid leave, sickness, travel).
Extended Absences (especially unpaid leave)
- Unpaid leave of 4 weeks or more in any calendar year (i.e. 28 days) may lead to sponsorship being withdrawn unless it’s for:
- Maternity, paternity, adoption, or parental leave
- Long-term illness
- Compelling or exceptional circumstances (e.g. war, natural disaster)
If the absence isn’t authorised and exceeds the 4-week rule, the sponsor must usually stop sponsoring the worker, and their visa can be curtailed.
Settlement (Indefinite Leave to Remain) – 5 Year Pathway
To qualify for ILR after 5 years on the Skilled Worker visa:
- You must not have been absent from the UK for more than 180 days in any 12-month period during those 5 years (with some exceptions for exceptional circumstances).
- All absences must be for good reason (e.g. annual leave, business travel).
- You’ll need to provide evidence of the reason for absences if applying for settlement.
| Situation |
Allowed |
Notes |
| Short trips abroad (holiday, work) |
Yes |
No issue if employed and paid |
| Extended absence (more that 4 weeks unpaid) |
Risk |
Sponsorship likely withdrawn unless exception |
| ILR eligibility after 5 years |
Yes |
Max 180 days abroad per 12 month period |
| Working remotely abroad long term |
Risk |
Generally not allowed under current rules |
Best Practices for Skilled Workers and Sponsors
- Keep records of travel dates and reasons for absences.
- Always inform your sponsor of planned absences.
- Ensure pay continues (if applicable) and that leave is formally authorised.
- Sponsors should report significant absences via the Sponsor Management System (SMS).
Disclaimer
The material contained on this website contains general information only and does not constitute legal or other professional advice and should not be relied upon as such. While every care has been taken in the preparation of the information on this site, readers are advised to seek specific advice in relation to any decision or course of action.
