The UK energy and utilities sector is experiencing significant skill shortages. There will be an estimated shortfall of around 310,000 energy and utility professionals by 2030. In my conversations with business leaders in the sector, many are struggling to source the right professionals in the UK and are considering the possibility of hiring and relocating from overseas.

The UK’s visa sponsorship process may seem daunting or overly complicated to some organisations, however, the benefits of being able to secure non-UK nationals who have the skills the business needs can make it vastly worth it. So, in order to cast a bit of light onto the subject, I have created this guide into visa sponsorship for energy and utilities employers.

Why is there a skills gap in the energy and utilities sector?

The considerable skills shortage in the energy and utilities sector is a driving factor in organisations seeking advice on visa sponsorship. This skills gap is made even more urgent with the challenge of meeting the Net Zero target the UK Government has committed to.

Factors that have led to the significant skills shortage include:

• Substantial growth in the sector

Thanks to the high levels of investment in the energy and utilities sector to support the energy transition and growth of renewable energy sites, the sector and its demand for specialists has truly boomed.

To put this in context, McKinsey has estimated that by 2030, 1.1 million workers globally will be needed to develop and build solar plants alone, with another 1.7 million professionals needed to operate and maintain them.

• Competition from overseas

With states across the United Nations all working towards further utilising green and clean energy sources, professionals with extensive experience within the sector are very attractive globally. This means that UK businesses that are trying to secure professionals to fill their skills gap, are in competition with international companies for energy and utilities talent.

UK organisations will have more difficulty filling their skills gap by relying only on homegrown workers than by widening their talent pool to include overseas professionals.

• Inability to attract talent

Not only is there a limited pool of talent, but many organisations struggle in finding the right fit too. For the majority of companies in the sector, factors such as remote locations, new technologies, and niche skills mean that finding professionals who tick all or most of the boxes can be very challenging. Recruiting energy talent from overseas via visa sponsorship can widen the talent pool significantly and make it easier for companies to secure the skillsets they need.

Does a company need to have a visa sponsorship licence?

Under most visa regulations, a company will need to obtain a licence before employing an overseas worker. However, it is important to note here that there is an abundance of workers on a graduate visa staying in the UK. They do not need sponsorship for two years after they graduate.

For an organisation that does not have their licence yet, they can still hire individuals on a graduate visa. However, the company will need to acknowledge that once the employee’s graduate visa comes to an end and they are looking to apply for a skilled workers visa, they will be looking for a company to sponsor them. In our experience, this can make employers reluctant to hire those on a graduate visa as they will lose them after 2 years, but, for company’s that don’t end up getting a sponsor licence, they can still get access to a great resource for a short amount of time until they find an individual they do not need to sponsor.

The visa sponsorship process for energy and utilities employers

The process from start to finish may seem daunting. There is lots of paperwork to complete and regulations to understand. Choosing to engage an experienced immigration solicitor or at least talking with a similar business that has undergone the process, can help to add support and give guidance during this time.

Obtain a sponsorship licence

Before making steps to hire from outside of the UK, organisations need to first obtain a sponsor licence from the Home Office first. We would always recommend an energy and utilities business does this whether they are planning to hire overseas talent imminently or not. Previously, licences had to be renewed every four years, but this was abolished in 2024. Therefore, as long as the company remains eligible for the licence, the license will not need to be renewed.

Therefore, obtaining a licence can mean that if the company does want to explore hiring from overseas at some point in the future, the process will be much easier.

Step 1 - eligibility

The first step is checking whether the organisation is eligible to apply for a sponsorship licence. The company needs to ensure that they have the right HR systems and other processes in place. They will also need to understand their responsibilities and appoint an authorising officer to be the contact for all the paperwork, throughout the sponsor licence process and while their approved licence is valid.

Step 2 - application

Applications for a visa sponsorship licence can be made online, and we do advise any energy and utilities business to approach an immigration solicitor to check that they have everything in place, in order to have the best chance of successfully securing the sponsor licence.

These applications do cost between £574 and £1579, depending on the size of the business. This price will not include the total costs for solicitor fees, expenses when hiring, visa costs for successful applicants, and paying for IHS fees of £1,035pp per-year, which gives future sponsored employees access to the NHS and its services.

After applying, an officer from the Home Office may visit the company’s main office for an interview. In the experience of VIQU IT, another business within the VIQU Group, who obtained a sponsor licence a number of years ago, this interview is very tough and thorough. Therefore, any business wanting to secure a sponsor licence should make sure that they are prepared!

Approximately 30% of applications for sponsor licences were unsuccessful in June 2024. This high rejection rate means it is crucial for to be as thorough in the process as possible and seek advice from trusted sources like an immigration solicitor or an experienced recruitment agency like Consult Energy.

Step 3 – notification of decision

A decision will be made by the Home Office within 8 weeks. If successful, the business will receive an A-Rating licence, which can be downgraded to a B-Rating if the business is not meeting all of their responsibilities.

A B-Rating limits a company’s ability to hire from overseas. It is possible to be upgraded back to an A-Rating with a fee and an action plan, however if the company is downgraded a second time, they will lose their licence. Once the organisation has received this sponsor licence, they are free to hire overseas workers based in the UK who are already on a skilled workers visa or start the process to hire from overseas.

Using the visa sponsorship licence to secure talent in the energy and utilities sector

Launch recruitment campaign

If the organisation wants to launch a targeted recruitment campaign abroad, they are now able to start! The campaign can be done in conjunction with applying for a sponsor licence, but it isn’t recommended, as it will be a waste of time for the organisation and potential overseas candidates, if the sponsorship license application is rejected.

A recruitment company with experience in helping organisations through the visa sponsorship process within the energy and utilities sectors can provide significant assistance to organisations new to how it all works.

They will be able to advise the organisation regarding talent pools and hot spots in certain countries for the type of resource/skillsets they need and provide advice and assistance on how to carry out the recruitment process. They can also help with creating targeted campaigns, distributing resources, and even work with local agencies in the targeted country to maximise the chances of a successful hire as efficiently as possible.

Vet and interview candidates

As with all effective recruitment processes based in the UK, technical assessments can help an organisation find out who has the level of proficiency in certain skills that they need in their business. English language tests can also be used to ensure the candidates have a great command of the language and can communicate effectively.

Once the candidates have been shortlisted, we recommend that whilst the last interview stage could be completed over MS Teams, it is much more effective when done in-person, with the hiring manager flying out to meet the candidates face-to-face in their home country. Whilst this is only really possible if the organisation is looking to hire out a team, or recruit 6+ professionals, as it might not be worth the time and expense for a single hire. However, face-to-face interviews will always yield the best outcomes.

Candidate applies for visa

Once the successful candidate, or team, has accepted a job offer, they can then apply for their individual visa, which often involves attending a visa application centre in their own country. If they have any dependents, such as a spouse or children, they may choose to apply for a dependent visa for them as well at this point. The skilled work visa process can take between 2-8 weeks and will cost between £769 and £1751, depending on their circumstances.

Once their application has been accepted, they will give in their notice at their current workplace and get ready to move to the UK.

Onboarding process

Moving to a new country for work can be very tricky to manage, so having a good amount of support in place will help to ensure that the sponsored employee thrives. This can include picking them up from the airport, taking them to their temporary accommodation - which the business can advise on beforehand, helping them search for properties, local schools and more.

Within the VIQU Group, we have successfully undergone this onboarding process plenty of times for both the business’ own employees and for clients, and it truly does make a difference.

Once the sponsored worker starts with the employer, having a designated friendly peer in the business they talk to is essential. Being able to ask “living in the UK” questions, such as where they can purchase certain items, local restaurant options, if it ever stops raining - is a great help for those new to the country and will help them settle in.

Job roles and areas most in demand

Whilst the utility and energy sectors at large can benefit from overseas hiring, there are particular areas that we see the highest demand from employers. The following jobs are eligible for a skilled worker visa alongside their Home Office occupation codes:

• 2122 Mechanical Engineers and Mechanical Designers
• 2123 Electrical engineers, including Power Systems Engineers
• 2127 Engineering Project Managers, Project Engineers and Programme Managers
• 5241 Electricians and Electrical Fitters, including Solar Engineers and Technicians
• 3544 Data Analysts

This is not an exhaustive list for the utility and energy industry by any means, but they are areas we see energy and utilities organisations seek options to hire from overseas the most often.

Consult Energy is a specialist energy and utility recruitment agency, who can help support the hiring process end-to-end both overseas and in the UK. Get in touch with our team here for more information.