SOC Code 2137: Hiring IT Network Professionals in the UK
As businesses continue to invest in digital infrastructure, cybersecurity and cloud technology, the demand for skilled IT network professionals remains strong across the UK. From maintaining secure networks to supporting remote workforces, these specialists play a vital role in keeping organisations connected and productive.
For employers looking to recruit overseas talent, understanding SOC Code 2137 is essential. This occupation code has historically been associated with IT network professional roles and is commonly referenced by employers researching sponsorship and Skilled Worker visa requirements.
In this guide, we’ll explain what SOC Code 2137 covers, how sponsorship works, what employers need to consider when recruiting internationally, and how HR technology can help manage ongoing compliance.
What Is SOC Code 2137?
SOC Code 2137 relates to IT network professionals who are responsible for designing, implementing, managing and maintaining network infrastructure.
These professionals help organisations ensure that computer networks, communication systems and digital services operate efficiently and securely.
Typical responsibilities include:
- Designing and developing network architecture
- Monitoring network performance
- Managing routers, switches and firewalls
- Supporting cloud and hybrid environments
- Troubleshooting connectivity issues
- Maintaining network security standards
- Implementing disaster recovery solutions
- Supporting business continuity planning
As businesses become increasingly dependent on digital operations, experienced network professionals have become a valuable asset across multiple sectors.
For official information about eligible occupations and sponsorship requirements, employers should always refer to the latest guidance on:
GOV.UK Skilled Worker Occupation Codes
Common Job Titles Covered by SOC Code 2137
Although job titles vary between organisations, roles commonly associated with IT network professionals include:
- Network Engineer
- Network Administrator
- Infrastructure Engineer
- Network Architect
- Telecommunications Engineer
- Data Communications Engineer
- Systems Network Specialist
- Network Support Engineer
- IT Infrastructure Analyst
- Enterprise Network Engineer
When assigning an occupation code, employers should focus on the actual duties and responsibilities of the role rather than the job title alone.
Why Are IT Network Professionals in High Demand?
The UK labour market continues to evolve as organisations adopt new technologies and modern ways of working.
Several factors are driving demand for network specialists.
Digital Transformation
Many organisations are upgrading legacy systems and investing in cloud-based technologies to improve efficiency and scalability.
Cybersecurity Requirements
Cyber threats continue to increase, making secure network management a business-critical priority.
Hybrid and Remote Working
Businesses require reliable and secure connectivity for employees working across multiple locations.
Infrastructure Growth
As organisations expand, network infrastructure becomes increasingly complex and requires specialist expertise to manage effectively.
Because demand often exceeds the available talent pool, many employers look overseas when recruiting for specialist network roles.
Can Employers Sponsor IT Network Professionals?
Yes. UK employers with a valid sponsor licence can recruit overseas workers through the Skilled Worker route, provided all eligibility requirements are met.
Before sponsoring an employee, employers typically need to:
- Hold a valid sponsor licence
- Offer a genuine vacancy
- Assign a Certificate of Sponsorship (CoS)
- Meet salary requirements
- Comply with Home Office sponsorship duties
Official Skilled Worker visa guidance is available from:
GOV.UK Skilled Worker Visa Guidance
Understanding Sponsor Licence Responsibilities
Obtaining a sponsor licence is only the beginning.
Once a worker is sponsored, employers are expected to maintain ongoing compliance with Home Office requirements.
Key responsibilities include:
- Keeping employee records up to date
- Monitoring visa expiry dates
- Recording changes in employment circumstances
- Reporting relevant changes to UKVI
- Maintaining accurate contact information
- Conducting compliant right-to-work checks
Failure to meet these obligations can result in:
- Sponsor licence suspension
- Sponsor licence revocation
- Financial penalties
- Restrictions on future recruitment
This is why many organisations invest in dedicated compliance and workforce management systems.
For employers looking to strengthen sponsor licence compliance, BlazeHR’s guide on sponsor licence management provides further information:
UK sponsor licence compliance system
Salary Requirements for Sponsored Workers
Salary thresholds under the Skilled Worker route can change over time, so employers should always review the latest Home Office guidance before making recruitment decisions.
Generally, sponsored workers must be paid the higher of:
- The applicable salary threshold for the visa route
- The going rate for the occupation
Current salary guidance can be found on:
GOV.UK Skilled Worker Salary Requirements
Factors that may influence salary requirements include:
- The worker’s age
- New entrant status
- Relevant qualifications
- Occupation-specific rules
- Immigration route
Employers should ensure all salary information included on a Certificate of Sponsorship is accurate and compliant.
The Importance of the Certificate of Sponsorship
Before an overseas worker can apply for a Skilled Worker visa, the sponsoring employer must issue a valid Certificate of Sponsorship (CoS).
The certificate contains details such as:
- Employer information
- Job title
- Occupation code
- Salary
- Start date
- Work location
Any inaccuracies may delay the visa process or create compliance risks.
If you’re unfamiliar with Certificates of Sponsorship, BlazeHR has several resources that may help:
Helpful Resources
Official sponsorship guidance can be found here:
GOV.UK Sponsor Licence Guidance
Managing Sponsored Employees Effectively
Recruiting overseas workers is only part of the process.
Employers must also ensure they can effectively manage and monitor sponsored employees throughout their employment.
Important areas include:
Right-to-Work Monitoring
Employers should regularly review right-to-work documentation and maintain accurate records.
Visa Expiry Tracking
Missing a visa expiry date can create significant compliance risks.
Record Keeping
Documentation should be securely stored and easily accessible in the event of a Home Office audit.
Reporting Obligations
Relevant changes must be reported through the Sponsor Management System (SMS) within required timeframes.
BlazeHR helps organisations automate many of these administrative processes through workforce and compliance management tools.
Learn more:
How Workforce Analytics Supports Better Recruitment Decisions
Hiring skilled IT network professionals often represents a significant investment.
Employers can improve hiring decisions by analysing workforce data, skills gaps and future workforce requirements.
Workforce analytics can help organisations:
- Identify future staffing needs
- Monitor recruitment performance
- Improve employee retention
- Understand workforce trends
- Support long-term planning
BlazeHR explores these benefits in more detail here:
Best Practices for Hiring IT Network Professionals
To improve recruitment outcomes and maintain compliance, employers should follow several best practices.
Define the Role Clearly
Create a detailed job description outlining technical skills, qualifications and responsibilities.
Verify Occupation Code Selection
Ensure the occupation code accurately reflects the role being offered.
Conduct Thorough Recruitment Checks
Assess technical expertise, certifications and relevant experience.
Maintain Compliance Documentation
Keep accurate records throughout the recruitment and sponsorship process.
Use HR Technology
Automation can reduce administrative workload while improving compliance oversight.
Frequently Asked Questions
What is SOC Code 2137?
SOC Code 2137 is commonly associated with IT network professionals responsible for designing, maintaining and supporting network infrastructure.
Can UK employers sponsor workers under SOC Code 2137?
Yes, provided the organisation holds a valid sponsor licence and meets Skilled Worker visa requirements.
Where can employers check sponsorship requirements?
Employers should always refer to the latest guidance published by GOV.UK.
How can employers manage sponsored workers more effectively?
Using dedicated HR and compliance software can help organisations track visa status, maintain records and monitor ongoing compliance obligations.
Conclusion
IT network professionals continue to play a crucial role in supporting modern organisations. As businesses rely more heavily on digital infrastructure, demand for skilled network specialists is expected to remain strong.
For employers recruiting internationally, understanding sponsorship requirements, occupation coding, salary thresholds and compliance obligations is essential. By combining effective recruitment practices with robust HR and compliance systems, organisations can successfully hire overseas talent while meeting Home Office expectations.
BlazeHR supports employers throughout this journey by helping manage sponsored employees, monitor compliance requirements and maintain accurate workforce records, giving organisations greater confidence when recruiting and retaining international talent.
