South African Construction Expertise Paving the Way in the UK Market

The landscape of international labor migration is being reshaped as South African construction companies and artisan trades find themselves in remarkably high demand in the United Kingdom. This demand is rooted in a critical skills shortage that the UK is currently facing, the most severe in decades, which has broadened opportunities for numerous professions, particularly in the artisan sector.

Recent immigration policy changes in the UK have made it more attainable for non-EU skilled workers to enter the country, a development that now includes a wide range of artisan trades such as bricklayers, welders, roofers, carpenters, and plasterers. The UK's desperate need for these skills has opened a lucrative gateway for South African tradesmen and women to obtain employment and earn hard currency.

Sable International’s Client Services Director, Saskia Johnston, has indicated the significant role the company plays in assisting South African businesses to establish themselves in the UK. Leveraging this skills gap, South African companies can now secure employment for their skilled workforce, which includes securing sponsorships for their artisan employees.

However, the process is not without its complexities. Artisans seeking to make the overseas move require sponsorship from an established company, which can prove difficult for individuals without a professional history in the UK market. The situation has given rise to an increased number of South African companies setting up operations in the UK.

A critical development facilitating this migration is the amendment to immigration laws that previously restricted business owners from obtaining sponsorship through their own companies. Now, the two prime routes for entry include opening a company branch or setting up a subsidiary in the UK. The subsidiary route, offering a detached legal entity from the parent company, is favored for its operational autonomy.

Sable International has been at the forefront of this movement, guiding companies through the intricacies of registering a company in the UK, setting up banking and taxation services, and ensuring compliance with sponsor licence conditions, including the establishment of HR policies and procedures.

Once established in the UK, South African companies can act as sponsors to their employees, who can then apply for the UK Skilled Worker Visa, allowing them to live and work in the country for up to five years. This can eventually lead to indefinite leave to remain (ILR) and, following a further 12 months, British citizenship.

Johnston also addresses the cost of living myths, clarifying that while housing and dining out may be expensive in the UK, many essentials such as groceries can be more affordable than in South Africa. With the allure of relatively higher salaries for skilled trades—many of which are substantially higher when converted into South African Rands—the UK emerges as an attractive relocation prospect.

South African construction professionals hold a reputation for strong work ethic and friendliness, further fueling their appeal in service-oriented sectors in the UK such as care and hospitality. This reputation, coupled with the aforementioned factors, is carving a promising niche for South African skill sets in the UK's job market.