Section A: What is the Regulated Qualifications Framework (RQF)?
The Regulated Qualifications Framework (RQF) is the system used in England, Wales and Northern Ireland to group regulated qualifications by level. Levels run from entry level through to Level 8. The level indicates the demand of the learning outcomes, rather than the subject area, the institution or the prestige attached to the course. GOV.UK summarises the qualification levels and gives common examples of what sits at each level, which makes it a useful reference point for recruitment teams and visa applicants who are trying to translate qualification language into something comparable.
RQF language is easy to misapply in immigration conversations because it is used in two different ways. In education, RQF describes the level of a regulated qualification. In UK visa sponsorship, references to RQF level usually describe the skill level assigned to a job, which is tied to the occupation code and the Immigration Rules framework. A sponsored worker can be eligible where they do not personally hold a UK qualification at the same level, unless a separate legal requirement applies, such as professional regulation in a licensed occupation.
1. Where the RQF applies in the UK
The RQF covers regulated qualifications in England, Wales and Northern Ireland. Scotland uses a different framework, the Scottish Credit and Qualifications Framework, so employers recruiting UK-wide should be careful about assuming that one level label has the same meaning across every part of the UK. Where a UK qualification is regulated and mapped to an RQF level, the level can be checked against the public lists and awarding body documentation. Where a qualification is not regulated, or where it sits in a different national framework, it may still be valid and reputable, but it may not appear in the RQF.
Many users search for “RQF levels 1 to 8”, while others search for “entry level”. GOV.UK treats entry level as below Level 1 and shows it alongside Levels 1 to 8. If you are writing content for search intent, it helps to acknowledge that entry level exists and sits beneath Level 1, because that matches how people phrase their queries and how the public guidance is presented.
2. What an RQF level does and does not tell you
An RQF level tells you about difficulty and learning outcomes. It does not tell you that two qualifications at the same level are interchangeable, because the content, assessment method and professional recognition can differ significantly. A vocational qualification at Level 3 and an academic qualification at Level 3 can both sit at the same level, but they may suit very different roles and lead to very different professional outcomes.
RQF also does not, on its own, prove that someone meets the legal requirements for a regulated job. For regulated professions, the relevant regulator decides what evidence is needed and whether an overseas qualification is accepted, whether directly or through an assessment pathway. Immigration and sponsorship compliance sits alongside that. A role may be eligible under the Immigration Rules, but the worker may still need professional registration before they can lawfully practise.
3. Why RQF matters for sponsorship discussions
RQF becomes operational for employers once it is used as shorthand for the skill level assigned to a job under the sponsorship system. The common mistake is to treat RQF as a degree requirement and to screen candidates out because they do not have a UK qualification at the matching level. Skilled Worker visa eligibility is driven by the role and the occupation code, not a general expectation that every worker holds a particular UK credential, unless the role is regulated or the employer’s own internal hiring standards set a higher bar.
When recruitment teams use RQF carefully, it supports better decision-making. It helps separate questions about role eligibility from questions about candidate suitability, and it helps avoid sponsorship strategies that fail because the role is not eligible at the required level or the evidence trail is weak.
DavidsonMorris Strategic Insight
It’s easy to assume that RQF is about the worker’s qualifications, but that’s not how it works in sponsorship terms. The Home Office uses RQF language as shorthand for the seniority and complexity of the role, which is what matters for visa eligibility.
Section B: Role of RQF in UK immigration
RQF terminology appears in UK immigration because it has historically been used as a convenient way to describe job skill level under the Skilled Worker route. That shorthand can be misleading if it is read as a requirement for the worker to hold a particular qualification. Under the Immigration Rules, eligibility turns on whether the role itself meets the required skill level, as defined by the occupation code, together with salary and route conditions. The RQF label helps describe that skill threshold, but it is not the legal test in isolation.
Where employers go wrong is treating RQF as a screening tool for applicants, rather than as a framework for assessing whether the vacancy they are sponsoring is eligible and properly evidenced. The Home Office looks at the role, how it is described, how it fits the occupation code and whether the sponsor’s evidence supports the claimed skill level.
1. RQF and job skill level under the Skilled Worker route
For Skilled Worker sponsorship, the relevant question is the skill level assigned to the occupation code for the job. That skill level has traditionally been expressed using RQF language.
From 22 July 2025, new Skilled Worker sponsorship is generally limited to degree-level roles, with narrower exceptions for roles on the Immigration Salary List or Temporary Shortage List, and for workers protected by transitional arrangements.
The critical point is that the RQF level refers to the role, not to the worker’s personal education history. A sponsored worker does not need to hold a UK degree simply because the role is described as degree level. The sponsor needs to show that the duties, responsibilities and seniority of the role genuinely match the occupation code and its assigned skill level.
2. Transitional arrangements and permitted lower-skilled roles
RQF language becomes particularly sensitive where transitional provisions apply. Workers who were sponsored in roles below degree level before 22 July 2025 may continue to extend, change employer or take supplementary employment within scope, provided they meet the continuity conditions set out in the Immigration Rules. These protections are time-limited and do not reopen the route for new hires into lower-skilled roles.
For new sponsorships, employers need to be careful not to assume that historical practice still applies. A role that was sponsorable at RQF Level 3 or 5 in the past may no longer be eligible unless it appears on a current permitted list. Treating RQF as a static concept is a common source of refusal risk.
3. RQF, qualifications and evidence expectations
Although RQF is not a direct requirement for the worker to hold a specific qualification, qualifications still matter in two important ways. First, they often form part of the evidence that a role is genuinely skilled at the level claimed. Second, some roles are legally regulated, meaning that the worker needs recognised qualifications or registration before they can carry out the job.
From a compliance perspective, sponsors need to be able to explain how the role meets the required skill level and how the worker is capable of performing it. That explanation may refer to qualifications, experience, professional standing or a combination of factors. Where overseas qualifications are relied on, sponsors should be able to show how those qualifications compare in level and content, even though the RQF itself is not a mandatory test of equivalence.
DavidsonMorris Strategic Insight
RQF doesn’t operate in isolation and actually has little significance on its own. The Home Office assesses whether the sponsor has selected the correct occupation code and whether the role genuinely matches that code in reality and substance. The role and code have to stand up to scrutiny, and not just look the part on paper.
Transitional arrangements add a further layer of risk. Past eligibility doesn’t continue indefinitely and new hires are assessed under the stricter rules in force at the time of sponsorship, not the rules that applied when similar roles were sponsored in the past.
Section C: RQF in Skilled Worker visa eligibility
RQF sits in the background of the Skilled Worker route as a reference point for job skill level, but it becomes decisive when eligibility is tested against the Immigration Rules. Employers often underestimate how closely the Home Office scrutinises the link between the occupation code, the stated duties and the claimed skill level. Where that link is weak or poorly evidenced, the application is exposed, regardless of the worker’s personal credentials.
1. Skill level as part of Skilled Worker eligibility
To qualify under the Skilled Worker route, the role being sponsored needs to meet the minimum skill level set out for that occupation. That assessment is made by reference to the occupation code, not by asking whether the worker holds a particular UK qualification. RQF language is used to describe that threshold, but the legal test is whether the role genuinely fits the skill level assigned to the code.
Problems arise where job descriptions are inflated to reach the required level or where junior roles are dressed up as senior positions without corresponding responsibilities. Caseworkers look beyond job titles and consider the actual duties, reporting lines and decision-making authority. Where the role does not sit comfortably at the claimed level, the application can be refused and wider sponsor compliance questions can follow.
| Criteria | Points | Explanation |
|---|---|---|
| Job at appropriate skill level | 20 | The role must meet the minimum skill level attached to the occupation code. Since 22 July 2025, new sponsorships are generally expected to be at degree level, unless an exception applies. |
| Salary requirement met | 20 | The salary must meet the applicable threshold and going rate for the occupation code. |
| English language requirement | 10 | The worker must meet the English language requirement for the route. |
| Relevant PhD | 10 | Tradeable points may be available where a doctorate is relevant to the role. |
| Role on permitted list | 20 | Additional tradeable points may apply where the role appears on a permitted shortage or salary list. |
2. Relationship between skill level and salary
Skill level and salary are assessed together. Even where a role meets the required skill level, it still needs to meet the applicable salary threshold and going rate rules. A mismatch between a claimed high skill level and a relatively low salary is a red flag in Home Office decision-making.
Employers sometimes assume that meeting the salary threshold cures weaknesses in skill level evidence, or vice versa. In practice, both elements are tested independently and then read together. Where the salary suggests a junior role but the occupation code suggests a senior one, the credibility of the sponsorship is undermined.
3. RQF and points-based assessment
The Skilled Worker route operates within the points-based system, but points are not awarded for holding an RQF-level qualification in isolation. Points flow from having a valid job offer at the appropriate skill level, meeting the salary rules and satisfying the other route requirements. RQF is relevant because it underpins how the skill level of the job is described, not because it operates as a separate points category.
Higher academic qualifications, such as doctorates, can be relevant in limited circumstances where they attract tradeable points. Even then, the qualification needs to be relevant to the role and properly evidenced. Treating RQF as a generic points shortcut is a common misunderstanding.
4. Common eligibility errors linked to RQF
Several recurring errors show up in refused applications and compliance action. These include assuming that a degree-level role requires every worker to hold a UK degree, selecting an occupation code based on qualification expectations rather than actual duties, and failing to adjust sponsorship strategies when the minimum skill level rules change.
Another frequent issue is overreliance on qualifications to compensate for a role that is not, in substance, skilled at the required level. Experience and seniority can support eligibility, but they cannot transform a role that sits below the threshold into an eligible one.
DavidsonMorris Strategic Insight
UKVI looks at skill level and salary together. A role presented as degree level but paid at a junior rate raises immediate credibility concerns. Salary is treated as a signal of the true seniority of the job, not a technical afterthought.
Employers also tend to underestimate how quickly an RQF error escalates. What begins as a visa refusal can quickly turn into a sponsor licence issue, because UKVI views incorrect role classification as a systemic compliance failure rather than a one-off error.
Section D: Using RQF effectively as an employer
For employers, the value of understanding RQF lies less in the framework itself and more in how it is applied when designing roles, planning recruitment and managing sponsor compliance. RQF provides a shared language for describing level, but it does not replace the need for careful role design and evidence-led decision-making.
1. Role design and workforce planning
RQF is most useful at the point where roles are being designed or reviewed. Employers should be clear about the level of responsibility, autonomy and technical depth required, before selecting an occupation code or deciding whether sponsorship is viable. Starting with the candidate and working backwards is a common mistake that leads to ineligible roles being forced into the sponsorship framework.
Where a role is genuinely skilled at degree level, the job description should reflect that through senior duties, decision-making responsibility and accountability. Where a role is operational or junior, it is better to recognise that early than to rely on later justification that rarely withstands scrutiny.
2. Assessing candidates without misusing RQF
RQF does not require employers to hire only candidates with UK qualifications at a matching level. It allows employers to assess whether a candidate has the knowledge and experience to perform a role that meets the required skill threshold. Overseas qualifications, professional experience and sector-specific expertise can all be relevant, provided the role itself is eligible.
Problems arise where RQF is used as a blunt filter, excluding strong candidates because their qualifications are unfamiliar or were obtained outside the UK. Equally, relying on qualifications alone, without assessing practical capability, can result in sponsorship of individuals who struggle to meet the demands of the role.
3. Evidence, records and audit readiness
From a compliance perspective, the key question is whether the sponsor can explain and evidence its decisions. That includes why a role was assessed as meeting the required skill level, how the occupation code was selected and how the sponsored worker was assessed as suitable for that role.
Records should show a clear audit trail, including job descriptions, organisational charts where relevant and notes of how qualifications or experience were considered. Where overseas qualifications are relied on, employers should be able to explain how they were assessed in terms of level and relevance, even though formal equivalence is not always required.
4. Responding to rule changes and compliance risk
Immigration rules evolve, and RQF-related assumptions that were safe in the past can become liabilities overnight. Employers with sponsor licences should regularly review their sponsored roles against the current rules, particularly where transitional arrangements apply or are due to expire.
Early review allows employers to adjust recruitment plans, restructure roles where appropriate and avoid last-minute refusals or enforcement action. Treating RQF as part of ongoing compliance management, rather than a one-off check at application stage, significantly reduces risk.
DavidsonMorris Strategic Insight
UKVI expects sponsors to be able to explain why a role sits at a particular level and why the worker is suitable for it. Strong sponsors address this at role design stage, before recruitment begins, and assess RQF alongside duties, seniority and salary. Weaker applications leave it too late, using RQF language to justify decisions already made rather than to shape them.
Section E: Challenges and compliance risks linked to RQF
RQF issues tend to arise where employers are dealing with overseas qualifications, evolving sponsorship rules or Home Office scrutiny. The framework itself is stable, but the way it is applied in immigration contexts creates risk where assumptions replace evidence.
1. Interpreting overseas qualifications
Overseas qualifications vary significantly in structure, duration and academic depth. A qualification that appears equivalent on its face may not align with UK expectations once the role, occupation code and regulatory context are examined.
Employers often assume that an overseas bachelor’s degree automatically aligns with UK degree-level roles. In practice, relevance depends on the role being sponsored and whether professional regulation applies. Where equivalence matters, it needs to be supported by recognised comparison methods rather than informal judgement.
| RQF Level | UK Framework | European Framework (EQF) | Australian Framework (AQF) |
|---|---|---|---|
| Level 3 | A-levels, NVQ Level 3 | EQF Level 3 | AQF Certificate III |
| Level 4 | Higher National Certificate | EQF Level 4 | AQF Certificate IV |
| Level 5 | Higher National Diploma | EQF Level 5 | AQF Diploma |
| Level 6 | Bachelor’s degree | EQF Level 6 | AQF Bachelor’s degree |
| Level 7 | Master’s degree | EQF Level 7 | AQF Master’s degree |
| Level 8 | Doctorate | EQF Level 8 | AQF Doctorate |
2. Lack of direct equivalence
Not all qualifications map cleanly to the RQF. Professional, vocational and hybrid qualifications often sit outside traditional academic pathways. That does not make them unsuitable, but it does require careful explanation of how they support the skill level of the role.
Where sponsors rely on vague statements about equivalence without explaining how the qualification underpins the duties of the job, applications are exposed to refusal and audit challenge.
3. Regulated professions and parallel requirements
For regulated roles, RQF alignment does not replace professional regulation. Immigration eligibility and professional authorisation operate in parallel. A role may meet the Skilled Worker requirements, but the worker may still be unable to practise lawfully without registration, licensing or further assessment.
Employers who prioritise sponsorship without addressing regulatory requirements early often face delays, disrupted start dates or non-compliance once the worker is in the UK.
4. Record keeping and audit exposure
Home Office audits focus on whether sponsors can justify their decisions. That includes why a role was treated as meeting the required skill level and how the sponsored worker was assessed as capable of performing it.
| Area | What UKVI expects to see | Common failure point |
|---|---|---|
| Role design | Duties aligned to occupation code and skill level | Generic or inflated job descriptions |
| Qualification assessment | Clear explanation of relevance and level | Unrecorded or assumed equivalence |
| Evidence trail | Contemporaneous records supporting decisions | Post-hoc justification |
| Ongoing review | Awareness of rule changes and transitions | Reliance on historical practice |
5. Treating RQF as static
Minimum skill levels, permitted lists and transitional arrangements change. A role that was eligible at one point may not be eligible for new sponsorships later. Treating RQF thresholds as fixed is a recurring source of refusal and compliance action.
Employers who review sponsored roles regularly against the live Immigration Rules are far less likely to encounter last-minute refusals or enforcement issues.
DavidsonMorris Strategic Insight
Historical sponsorship success can actively work against a sponsor if it shows a pattern of outdated practice that has not been reviewed or corrected. Similarly, UKVI doesn’t accept “industry standard” or “widely recognised” without evidence.
Section F: Summary
The Regulated Qualifications Framework is a reference tool, not a shortcut to Skilled Worker eligibility. In sponsorship, what matters is whether the role meets the required skill level under the Immigration Rules and whether the employer can evidence that position coherently. RQF language helps describe level, but it does not replace proper role design, occupation code analysis or salary alignment. Problems arise where qualifications are treated as proxies for eligibility or where historical practice is relied on after rule changes. Employers who treat RQF as part of ongoing compliance, rather than a one-off check at application stage, are far better placed to sponsor with confidence and avoid refusals or enforcement action.
Section G: Need Assistance?
If you are planning to sponsor workers or are reviewing existing sponsorship arrangements, getting the RQF position right at role design stage can prevent costly refusals and compliance issues later. DavidsonMorris advises UK employers on role eligibility, occupation code selection, evidence standards and ongoing sponsor licence compliance. We support organisations at every stage, from workforce planning through to audits and enforcement action. If you need clarity on whether a role is sponsorable or how RQF concepts apply to your recruitment plans, book a fixed-fee telephone consultation with one of our immigration lawyers for practical, risk-focused advice tailored to your business.
Section H: RQF FAQs
What does RQF mean in the UK?
RQF stands for the Regulated Qualifications Framework. It is the system used in England, Wales and Northern Ireland to classify regulated qualifications by level, from entry level through to Level 8. The level reflects the difficulty of the learning outcomes rather than the subject or awarding body.
Is RQF a requirement for Skilled Worker visa sponsorship?
RQF itself is not a standalone legal requirement. In the Skilled Worker route, RQF language is used to describe the skill level assigned to a job’s occupation code. Eligibility depends on whether the role meets that skill level and the other Immigration Rules, not whether the worker holds a specific RQF-mapped qualification.
Does a Skilled Worker need a degree if the role is RQF Level 6?
No. An RQF Level 6 role does not automatically require the worker to hold a UK degree. The assessment focuses on whether the role is genuinely skilled at that level. Qualifications, experience and professional standing can all be relevant, unless the role is legally regulated and requires specific credentials.
How do overseas qualifications fit into the RQF?
Overseas qualifications are not part of the RQF, but they can be assessed for level and relevance. Employers often use recognised comparison services or professional guidance to explain how an overseas qualification supports the skill level of the role. Informal assumptions about equivalence create refusal and compliance risk.
Is RQF the same across the whole UK?
No. The RQF applies to England, Wales and Northern Ireland. Scotland uses a different framework. When recruiting UK-wide or assessing qualifications obtained in different parts of the UK, employers need to be careful not to assume that the same level labels always mean the same thing.
Why does RQF matter for sponsor licence compliance?
RQF matters because it underpins how job skill level is described in sponsorship decisions. Where sponsors misapply RQF concepts, select the wrong occupation code or fail to evidence the level of the role, applications are exposed to refusal and wider compliance action during audits.
Section I: Glossary
| Term | Meaning |
|---|---|
| Regulated Qualifications Framework (RQF) | The framework used in England, Wales and Northern Ireland to classify regulated qualifications by level, from entry level through to Level 8. |
| RQF level | A label indicating the difficulty of learning outcomes for a regulated qualification. In immigration discussions, it is also used as shorthand for the skill level associated with a sponsored job. |
| Skilled Worker route | The main sponsored work route allowing UK employers to sponsor eligible non-UK workers, provided the role meets the relevant skill and salary requirements and other Immigration Rules. |
| Sponsor licence | Permission granted by the Home Office allowing an organisation to sponsor eligible workers under sponsored work routes, subject to ongoing compliance duties. |
| Certificate of Sponsorship (CoS) | An electronic record assigned by a licensed sponsor to a worker, confirming the role and sponsorship details needed for a visa application. |
| Occupation code | The code used in the sponsorship system to classify a job role for immigration purposes, including its skill level and going rate. |
| Going rate | The occupation-specific salary requirement used in Skilled Worker assessments, which works alongside the route’s general salary threshold rules. |
| Immigration Salary List (ISL) | A Home Office list of roles that attract specific sponsorship treatment under the Skilled Worker route, which can affect salary requirements and eligibility. |
| Temporary Shortage List (TSL) | A Home Office list of roles treated as permitted shortage roles under the Skilled Worker framework, relevant to whether certain roles below degree level can be sponsored. |
| Transitional arrangements | Rules protecting certain sponsored workers from changes to eligibility requirements, typically where they held Skilled Worker permission before a rule change and meet the continuity conditions. |
| UK ENIC | The UK’s official service for providing information and, where needed, statements about how overseas qualifications compare to UK qualification levels. |
| Regulated profession | A role where UK law requires professional registration, licensing or authorisation to practise, separate from immigration permission. |
| Compliance audit | A Home Office assessment of whether a sponsor is meeting sponsorship duties, including whether roles are correctly classified and properly evidenced. |
Section J: Additional Resources & Links
| Resource | What it covers | Link |
|---|---|---|
| GOV.UK qualification levels | Official list explaining UK qualification levels, including RQF examples | https://www.gov.uk/what-different-qualification-levels-mean/list-of-qualification-levels |
| GOV.UK qualification levels overview | Background on what different qualification levels mean in the UK | https://www.gov.uk/what-different-qualification-levels-mean |
| Immigration Rules Appendix Skilled Worker | The Immigration Rules governing Skilled Worker eligibility, sponsorship conditions and tradeable points | https://www.gov.uk/guidance/immigration-rules/immigration-rules-appendix-skilled-worker |
| GOV.UK Skilled Worker visa guide | Public-facing overview of Skilled Worker eligibility, fees and how to apply | https://www.gov.uk/skilled-worker-visa |
| UK visa sponsorship for employers | Employer guidance on sponsoring workers, sponsor licence basics and compliance expectations | https://www.gov.uk/uk-visa-sponsorship-employers |
| Home Office sponsor guidance | Detailed sponsor duties, compliance standards and enforcement approach | https://www.gov.uk/government/collections/sponsorship-information-for-employers-and-educators |
| UK ENIC | Information and services to compare overseas qualifications against UK frameworks | https://www.enic.org.uk |
| Ofqual | UK qualifications regulator for England, including information about regulated qualifications | https://www.gov.uk/government/organisations/ofqual |
| Scottish Credit and Qualifications Framework (SCQF) | Scottish framework used instead of RQF, relevant for UK-wide recruitment comparisons | https://scqf.org.uk |
