Hiring and Sponsoring Production managers and directors in mining and energy (SOC Code 1123)

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If your organisation operates in mining, quarrying, oil and gas extraction, or renewable energy generation, you may need to sponsor overseas workers under SOC Code 1123 - Production Managers and Directors in Mining and Energy. This guide covers what the role involves, how the sponsorship process works, and what UK employers need to do to hire compliantly under a Skilled Worker visa.

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Key Takeaways

Essential Points for Employers

• SOC Code 1123 covers production managers and directors working in mining, quarrying, oil and gas, and energy sectors.
• Roles under this code are eligible for Skilled Worker visa sponsorship, provided salary and skills thresholds are met.
• Employers must hold a valid sponsor licence before issuing a Certificate of Sponsorship (CoS) to any overseas candidate.
• The going rate and minimum salary thresholds apply - employers must pay whichever is higher.
• Right to work checks are mandatory before employment begins, regardless of visa route.

What Is SOC Code 1123?

SOC Code 1123 - Production Managers and Directors in Mining and Energy - sits within the broader Standard Occupational Classification system used by the UK Home Office to categorise skilled roles for immigration purposes. Workers in this category plan, organise, and oversee the extraction of minerals and fossil fuels, or the generation and distribution of energy including renewable sources.

Typical Job Titles Under SOC 1123

• Mine Manager
• Quarry Manager
• Oil and Gas Production Manager
• Energy Production Manager
• Offshore Installation Manager
• Renewable Energy Operations Manager
• Drilling Manager
• Production Director (Mining or Energy)

Core Duties Associated with This Role

• Planning and directing extraction or energy generation operations to meet output and efficiency targets
• Ensuring compliance with health, safety, and environmental regulations
• Managing budgets, equipment procurement, and maintenance schedules
• Overseeing workforce deployment, training, and performance
• Liaising with regulatory bodies and government agencies on licensing and compliance
• Monitoring and improving production processes to reduce costs and environmental impact

Skilled Worker Visa Eligibility for SOC 1123

SOC Code 1123 is an eligible occupation under the Skilled Worker visa route. To sponsor a worker in this role, both the employer and the candidate must meet specific requirements set by the Home Office.

Employer Requirements

• Hold a valid Skilled Worker sponsor licence issued by UKVI
• Assign a Certificate of Sponsorship (CoS) with accurate role and salary details
• Pay at least the going rate for SOC 1123 or the general minimum salary threshold - whichever is higher
• Carry out a compliant right to work check before the worker starts
• Maintain sponsorship records and report relevant changes to the Home Office via the Sponsor Management System (SMS)

Worker Requirements

• Have a valid job offer from a licensed UK sponsor
• Meet the skill level requirement (RQF Level 3 or above for this occupation)
• Satisfy the English language requirement
• Meet the salary threshold applicable to their role and circumstances
• Have sufficient personal savings to support themselves on arrival unless exempt

Salary Thresholds for SOC Code 1123

Since the April 2024 changes to the Skilled Worker route, salary thresholds increased significantly. Employers must pay the higher of the general threshold or the going rate specific to SOC 1123.

Current Thresholds to Be Aware Of

• The general minimum salary threshold for new Skilled Worker applicants is £41,700 per year
• New entrants (recent graduates or those switching from student visas) may qualify for a reduced threshold of £33,400
• The going rate for SOC 1123 must also be checked against the Home Office's published occupation codes list - you must pay whichever figure is higher
• Part-time roles are assessed on a pro-rata basis but must still meet the proportionate going rate

Always check the latest going rate published on gov.uk before assigning a Certificate of Sponsorship, as figures are subject to change.

How to Get a Sponsor Licence

Before you can hire anyone under the Skilled Worker route, your organisation must hold a sponsor licence. If you do not yet have one, you will need to apply to UKVI and demonstrate that you are a genuine, compliant employer.

Steps to Apply for a Sponsor Licence

1. Check your organisation is eligible - you must be a legitimate UK-based employer with a genuine vacancy
2. Appoint key personnel - an Authorising Officer, Key Contact, and Level 1 User in the SMS
3. Prepare supporting documents - these typically include evidence of your trading premises, PAYE registration, and the genuine nature of the role
4. Submit your online application via the Home Office portal and pay the application fee
5. Await a decision - UKVI may carry out a pre-licence compliance visit for certain sectors
6. Once granted, use the SMS to assign CoS and manage your sponsored workers

Licence Fees for Employers

• Small or charitable sponsors: £536
• Medium or large sponsors: £1,682
• These fees are non-refundable even if the application is refused

Assigning a Certificate of Sponsorship for SOC 1123

Once you hold a sponsor licence, you assign a Certificate of Sponsorship to the individual worker. The CoS is a digital record - not a physical document - that the worker uses as part of their visa application.

Key Details to Include on the CoS

• The worker's personal details including passport information
• The correct SOC code - 1123
• The job title and a description of duties
• The gross annual salary and any allowances
• The start and end date of employment
• The work location, including offshore or remote sites if applicable

Errors on a CoS can cause visa refusals or compliance issues. Accuracy is essential before you assign and send the reference number to the worker.

Right to Work Checks for Sponsored Workers

UK employers are legally required to check that every employee has the right to work before they start. For sponsored workers, the process differs depending on whether the worker is already in the UK or applying from overseas.

For Workers Applying from Outside the UK

• The worker must obtain their Skilled Worker visa before travelling to the UK
• On arrival, they will have an eVisa linked to their UKVI account rather than a physical document
• You must verify their right to work using the Home Office online checking service with their share code

For Workers Already in the UK

• If the worker already holds a valid visa or leave to remain, check their current status using the online service
• If they are switching employer or extending their stay, a new CoS must be assigned before they apply to extend or change conditions
• Do not allow work to begin until the right to work check is completed and recorded

Sponsorship Duties and Ongoing Compliance

Holding a sponsor licence is not a one-time task. The Home Office expects sponsors to actively monitor and manage their sponsored workers throughout the employment relationship.

Ongoing Obligations for Sponsors

• Report any significant changes to a sponsored worker's employment - including changes to salary, job title, or work location - via the SMS
• Report if a worker does not show up to start work or if their employment ends earlier than expected
• Keep copies of relevant documents including passports, contact details, and right to work records
• Co-operate with any compliance visits or audits carried out by UKVI
• Ensure that sponsored workers are only doing the job described on their CoS

Failure to meet these duties can result in a licence downgrade, suspension, or revocation - which would affect all workers you currently sponsor.

Immigration Skills Charge

When you assign a CoS for a Skilled Worker role, you are also required to pay the Immigration Skills Charge (ISC). This applies to most sponsored roles under SOC 1123.

Current ISC Rates

• Small or charitable sponsors: £364 per year of sponsorship
• Medium or large sponsors: £1,000 per year of sponsorship
• The charge is calculated based on the length of leave granted, not the contract length
• Certain categories are exempt - including switching from a Student visa and some intra-company transfers

Recruiting for SOC 1123 Roles: Practical Considerations

Mining and energy production roles are often highly specialised. Finding the right candidate sometimes requires looking beyond the UK resident labour market, particularly for niche technical disciplines such as deep-sea drilling, underground mine management, or hydrogen energy operations.

Things to Consider When Recruiting Internationally

• Verify that the candidate's