{"id":177,"date":"2025-09-17T14:25:56","date_gmt":"2025-09-17T14:25:56","guid":{"rendered":"http:\/\/www.ccsbinc.com\/?p=177"},"modified":"2025-09-18T16:31:12","modified_gmt":"2025-09-18T16:31:12","slug":"guide-to-the-uk-skilled-worker-visa-2025-changes-explained","status":"publish","type":"post","link":"http:\/\/www.ccsbinc.com\/index.php\/2025\/09\/17\/guide-to-the-uk-skilled-worker-visa-2025-changes-explained\/","title":{"rendered":"Guide to the UK Skilled Worker Visa (2025 changes explained)"},"content":{"rendered":"<\/p>\n<p><span style=\"font-weight: 400\">The Skilled Worker visa enables employers with valid sponsor licences to hire eligible foreign nationals to fill skilled job vacancies in the UK.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Since Brexit, the visa scheme has provided a lifeline to over 110,000 UK employers by allowing them to address talent gaps left by the end of free movement for workers from the EU. However, as of July 2025, a series of new changes has been introduced to the Skilled Worker Visa, making it harder and more costly for companies to hire workers from overseas.&nbsp;<\/span><\/p>\n<p><span style=\"font-weight: 400\">Even with the <\/span><a href=\"https:\/\/startups.co.uk\/people\/management\/best-hr-software-and-systems\/\"><span style=\"font-weight: 400\">best HR software<\/span><\/a><span style=\"font-weight: 400\">, keeping up with immigration regulations can be hard. So, if you&rsquo;re currently hiring skilled foreign workers or planning to do so in the future, this guide outlines everything you need to know about the Skilled Worker visa in 2025. We also break down the recent changes in simple terms, helping you stay compliant and address your hiring needs with ease. <\/span><\/p>\n<div class=\"jumplinks-content\">\n<h3 class=\"jumplinks-content-title\">\n            In this article, we&rsquo;ll cover:        <\/h3>\n<ul class=\"jumplinks-content-list\">\n<li class=\"jumplinks-content-item\">\n                <a class=\"jumplinks-content-link jumplink-anchor\" href=\"#link-what-is-a-skilled-worker-visa\">What is a skilled worker visa?<\/a>\n            <\/li>\n<li class=\"jumplinks-content-item\">\n                <a class=\"jumplinks-content-link jumplink-anchor\" href=\"#link-major-2025-changes-to-skilled-worker-visas\">Major 2025 changes to Skilled Worker visas<\/a>\n            <\/li>\n<li class=\"jumplinks-content-item\">\n                <a class=\"jumplinks-content-link jumplink-anchor\" href=\"#link-step-by-step-guide-for-employers-sponsoring-a-skilled-worker\">Step-by-step guide for employers sponsoring a Skilled Worker<\/a>\n            <\/li>\n<li class=\"jumplinks-content-item\">\n                <a class=\"jumplinks-content-link jumplink-anchor\" href=\"#link-what-happens-if-i-employ-someone-without-a-visa\">What happens if I employ someone without a visa?<\/a>\n            <\/li>\n<\/ul>\n<\/div>\n<div class=\"jumplink-anchor-section\">\n<div class=\"jumplink-anchor-pointer\" id=\"link-what-is-a-skilled-worker-visa\"><\/div>\n<\/div>\n<h2>What is a skilled worker visa?<\/h2>\n<p><span style=\"font-weight: 400\">A Skilled Worker visa is a UK visa that <strong>allows eligible non-British\/Irish nationals to work in the UK for a sponsored employer in a skilled job<\/strong>. It&rsquo;s the primary visa being used by overseas workers seeking long-term employment in the UK. For an individual to be eligible for a visa, they must have received a job offer and a &ldquo;Certificate of Sponsorship&rdquo; from a UK-based employer.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Due to strict immigration controls, any business interested in hiring a non-UK resident for a skilled role requires a sponsor licence, including private companies, charities, and public sector organisations.&nbsp;<\/span><\/p>\n<h3>Why does it matter for employers?<\/h3>\n<p><span style=\"font-weight: 400\">Prior to Brexit, UK businesses had access to a broad, skilled labour pool from across the EU. As a result, employers rarely had to look beyond the EU and UK to fill vacancies, especially those that weren&rsquo;t highly specialised. Before 2020, the Skilled Worker visa (formerly known as the Tier 2 General visa) was a niche tool, primarily used to <strong>hire specialised workers from outside the UK for roles in sectors like finance or tech<\/strong>.&nbsp;&nbsp;<\/span><\/p>\n<p><span style=\"font-weight: 400\">This all changed in December 2020, when Brexit halted the free movement of workers from the European Union. Now, the Skilled Worker visa is a<strong> vital tool for finding skilled workers<\/strong>, as it&rsquo;s significantly harder for employers to rely on talent directly from the European talent pool.&nbsp;<\/span><\/p>\n<p><span style=\"font-weight: 400\">Failing to comply with the Home Office&rsquo;s strict sponsor duties can have major consequences. Employers who breach the rules can <strong>have their sponsor licence downgraded, suspended, or even permanently revoked<\/strong>. Not only can losing a licence force an employer to let go of its sponsored workers, but it can also damage the reputation of a company and create legal liabilities, making non-compliance a risk that&rsquo;s too big for any business to take.&nbsp;<\/span><\/p>\n<div class=\"jumplink-anchor-section\">\n<div class=\"jumplink-anchor-pointer\" id=\"link-major-2025-changes-to-skilled-worker-visas\"><\/div>\n<\/div>\n<h2>Major 2025 changes to Skilled Worker visas<\/h2>\n<p><span style=\"font-weight: 400\">A series of changes to the UK Skilled Worker visas <strong>took effect on July 22, 2025<\/strong>. These adjustments were based on the Restoring Control over Immigration System White Paper, a policy document which outlined a new, stricter approach to work visas.&nbsp;<\/span><\/p>\n<p><span style=\"font-weight: 400\">Here are the major updates you should know about.&nbsp;<\/span><\/p>\n<h3>Skill level requirement<\/h3>\n<p><span style=\"font-weight: 400\">The definition of &lsquo;skilled&rsquo; has been amended as part of the UK&rsquo;s effort to reduce net migration and only attract the most highly skilled individuals to the country.&nbsp;<\/span><\/p>\n<p><span style=\"font-weight: 400\">The minimum skill level for a sponsored role has changed from <strong>RQF Level 3 (equivalent to an A-Level) to RQF Level 6 (equivalent to a bachelor&rsquo;s degree)<\/strong>. However, if a worker&rsquo;s role appears on this list of <\/span><a href=\"https:\/\/www.gov.uk\/government\/publications\/skilled-worker-visa-temporary-shortage-list\/skilled-worker-visa-temporary-shortage-list\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400\">medium-skilled jobs<\/span><\/a><span style=\"font-weight: 400\">, they may still be eligible for the visa.<\/span><\/p>\n<h3>Minimum salary thresholds<\/h3>\n<p><span style=\"font-weight: 400\">One of the most noteworthy changes to the Skilled Workers visa in 2025 is the increase in the minimum salary threshold.&nbsp;<\/span><\/p>\n<p><span style=\"font-weight: 400\">The minimum limit has <strong>increased from &pound;38,700 to &pound;41,000 a year<\/strong>, as part of the government&rsquo;s strategy to ensure that only highly paid, skilled workers can come to the UK. To hire overseas workers with a visa, <strong>the employer must pay higher than the figure or the &ldquo;going rate&rdquo; for the specific job<\/strong>, according to the government definition.&nbsp;<\/span><\/p>\n<p><span style=\"font-weight: 400\">However, there<\/span><i><span style=\"font-weight: 400\"> are<\/span><\/i><span style=\"font-weight: 400\"> some exceptions to this rule. Early-career professionals under 26 can be paid a lower minimum salary of <strong>&pound;33,400 per year, or 70% of the going rate for their role<\/strong>.<\/span><\/p>\n<p><strong>Learn more about <a href=\"https:\/\/startups.co.uk\/blog\/hire-talent-from-overseas\/\">how to hire overseas workers<\/a> in our comprehensive guide.&nbsp;&nbsp;<\/strong><\/p>\n<h3>Eligible occupations<\/h3>\n<p><span style=\"font-weight: 400\">Due to changes to the skill level requirement, <strong>around 180 occupations are <\/strong><\/span><strong><a href=\"https:\/\/startups.co.uk\/news\/chefs-ineligible-skilled-worker\/\">no longer eligible to be supported<\/a><\/strong><span style=\"font-weight: 400\"><strong> by the Skilled Worker visa<\/strong>. Here are some examples of ineligible roles, broken down by industry:<\/span><b><\/b><\/p>\n<ul>\n<li><b>Hospitality<\/b><span style=\"font-weight: 400\"> &ndash; Chefs, fishmongers, butchers, bakers, catering, bar managers<\/span><\/li>\n<li><b>Technical traders<\/b><span style=\"font-weight: 400\"> &ndash;<\/span> <span style=\"font-weight: 400\">Electricians, welders, metal workers, plumbers<\/span><\/li>\n<li><b>Administrative<\/b><span style=\"font-weight: 400\"> &ndash;<\/span> <span style=\"font-weight: 400\">Office managers, administrative officers, finance officers, wage clerks, payroll managers<\/span><\/li>\n<li><b>Healthcare and social care<\/b><span style=\"font-weight: 400\"> &ndash; Care workers, healthcare practice managers, dental nurses, dental technicians<\/span><\/li>\n<li><b>Creative arts<\/b><span style=\"font-weight: 400\"> &ndash;<\/span> <span style=\"font-weight: 400\">Musicians, actors, entertainers, and interior designers<\/span><\/li>\n<\/ul>\n<h3>Transitional provisions<\/h3>\n<p><span style=\"font-weight: 400\">The exclusions above apply to new applicants interested in pursuing a Skilled Worker visa. For current visa holders in these roles, transitional arrangements are in place.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Specifically, sponsored employees in lower-skilled roles can continue to be sponsored by their employer, apply to extend their visa even if their role is no longer eligible for the scheme, switch to a different employer within an occupation code that used to be eligible under the old rules, and take on a second &lsquo;low-skilled&rsquo; job, provided they still meet the salary thresholds.&nbsp;<\/span><\/p>\n<div class=\"jumplink-anchor-section\">\n<div class=\"jumplink-anchor-pointer\" id=\"link-step-by-step-guide-for-employers-sponsoring-a-skilled-worker\"><\/div>\n<\/div>\n<h2>Step-by-step guide for employers sponsoring a Skilled Worker<\/h2>\n<p><span style=\"font-weight: 400\">Despite recent changes to the UK&rsquo;s Skilled Worker visa, the scheme remains a powerful tool for recruiting global talent.<\/span> <span style=\"font-weight: 400\">Here&rsquo;s how you can use the visa to successfully sponsor skilled workers.<\/span><\/p>\n<h3>Step 1 &ndash; Obtain a sponsor licence<\/h3>\n<p><span style=\"font-weight: 400\">Before you can sponsor an employee, you need to make sure you&rsquo;re authorised to do so. You will need to obtain a <strong>&lsquo;Worker&rsquo; license from the UK Home Office<\/strong>, the government agency responsible for UK immigration processes.&nbsp;<\/span><\/p>\n<p><span style=\"font-weight: 400\">As part of this process, you must:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Demonstrate your business is<strong> genuine, operational, and has the necessary <a href=\"https:\/\/startups.co.uk\/people\/management\/what-is-hr\/\">human resources (HR)<\/a> and recruitment systems<\/strong> in place.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Appoint individuals within your business to manage the sponsorship process, including assigning an <strong>Authorising Officer, Key Contact, and at least one Level 1 User<\/strong>.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Submit an online application through the UKVI (UK Visas and Immigration) online portal with the relevant documentation. It will cost <strong>&pound;536 for small sponsors or charities, and &pound;1,476 for medium or large sponsors<\/strong>.&nbsp;<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Be ready to be audited, as <strong>UKVI may visit your business and check your HR systems<\/strong> and ensure your business is operating as you claim.&nbsp;<\/span><\/li>\n<\/ul>\n<h3>Step 2 &ndash; Assign Certificates of Sponsorship (CoS)<\/h3>\n<p><span style=\"font-weight: 400\">After you&rsquo;ve obtained a Worker licence, you&rsquo;re able to assign an <strong>electrical Certificate of Sponsorship (CoS)<\/strong> to your prospective employee.&nbsp;<\/span><\/p>\n<p><span style=\"font-weight: 400\">There are two types of CoS to choose from, each with its own application process. A <strong>Defined CoS<\/strong> is for workers applying for a visa from outside the UK, while an <strong>Undefined CoS<\/strong> is for workers in the UK switching to the visa for the first time or applying for an extension.&nbsp;<\/span><\/p>\n<p><span style=\"font-weight: 400\">For a Defined CoS, you must submit a request through the<strong> Sponsor Management System (SMS)<\/strong> and wait for it to be reviewed by the Home Office. An undefined CoS, on the other hand, is<strong> issued from your annual allocation<\/strong>, which is decided when you first apply for the worker licence.&nbsp;<\/span><\/p>\n<p><span style=\"font-weight: 400\">No matter which CoS you&rsquo;re assigning, you&rsquo;ll need to fill in employee details and information about the role, including the <strong>Standard Occupational Classification Code (SOC) in the SMS<\/strong>. You&rsquo;ll also need to <strong>pay a CoS fee<\/strong> and the Immigration Skills Charge, which cost &pound;239 and &pound;1,000 for the first 12 months, respectively.<\/span><\/p>\n<h3>Step 3 &ndash; Employee applies for a visa<\/h3>\n<p><span style=\"font-weight: 400\">Now that everything is sorted on your side, your prospective employee can submit their Skilled Worker visa application online.&nbsp;<\/span><\/p>\n<p><span style=\"font-weight: 400\">Applicants must submit several key documents, including:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">A valid passport or travel document.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Their unique CoS reference number, which you provided them.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Evidence of their English language proficiency.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Proof of their financial ability to support themselves in the UK.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">A Tuberculosis test certificate.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">A criminal record certificate, if applicable.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400\">Standard processing time will depend on where the applicant is based, with decisions taking around<strong> three weeks for applications submitted outside the UK, and eight weeks for applications submitted from within the UK<\/strong>. If you need to fast-track the process, priority services are also available for an extra cost.&nbsp;<\/span><\/p>\n<h3>Step 4 &ndash; Right-to-work checks<\/h3>\n<p><span style=\"font-weight: 400\">If the worker&rsquo;s application was successful, the employer must <strong>conduct a vigorous <\/strong><\/span><strong><a href=\"https:\/\/startups.co.uk\/people\/right-to-work-checks\/\">right-to-work check<\/a> <i>before<\/i><\/strong><span style=\"font-weight: 400\"><strong> the worker&rsquo;s employment commences<\/strong>.&nbsp;<\/span><\/p>\n<p><span style=\"font-weight: 400\">You can handle this process online, using a<strong> &lsquo;share code&rsquo;<\/strong> given to you by the employee. This code and the employee&rsquo;s date of birth will give you the right to check their right-to-work status on the UKVI online service. Alternatively, you can also <strong>carry out manual checks using the prospective employee&rsquo;s original documents or biometric resident permit<\/strong>.&nbsp;<\/span><\/p>\n<p><span style=\"font-weight: 400\">Failing to conduct a proper right-to-work check can result in a <strong>civil penalty of up to &pound;60,000 per illegal worker<\/strong>. Given these severe consequences, performing this check is a non-negotiable for all employers.&nbsp;<\/span><\/p>\n<h3>Step 5 &ndash; Reporting responsibilities<\/h3>\n<p><span style=\"font-weight: 400\">If your employee passed their right-to-work checks, congratulations; they will officially be granted permission to begin their employment with your company. Your responsibilities don&rsquo;t stop here, however.&nbsp;<\/span><\/p>\n<p><span style=\"font-weight: 400\">As a licensed sponsor, you <strong>must report any changes to your company or the employee&rsquo;s circumstances to UKVI<\/strong> in order to stay compliant and keep your licence.&nbsp;<\/span><\/p>\n<p><span style=\"font-weight: 400\">Specifically, you&rsquo;ll need to report changes if:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">The sponsored worker does not start their employment within 28 days of their CoS starting date.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">The sponsored worker is absent for 10 or more consecutive work days.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">The sponsored worker voluntarily leaves or is terminated.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">There are significant changes to the sponsored worker&rsquo;s job, including its salary, core duties, or title.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">There are any significant changes to your business, including its ownership or address.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400\">You&rsquo;ll need to <strong>report these changes within 10 working days<\/strong> of them occurring or risk having your Workers&rsquo; licence suspended, downgraded, or revoked.<\/span><\/p>\n<h3>Step 6 &ndash; Record-keeping<\/h3>\n<p><span style=\"font-weight: 400\">In addition to reporting changes, you must also<strong> create and maintain a robust record-keeping system<\/strong>. Employers must be able to produce specific documents and provide detailed information about sponsored workers at short notice.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Key documents you&rsquo;re responsible for keeping for each sponsored worker include:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Employment details, like a signed employment contract and a detailed job description.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Identity and immigration statuses, like a copy of the sponsored worker&rsquo;s passport, confirmation of their eVisa, and biometric residence permit (BRP).<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Financial information, like payslips, and accurate records of their salary.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Attendence and absence records, including any sickness or holiday leave.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Evidence of recruitment, such as relevant job advertisements.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400\">Keeping these records is a critical requirement of the UKVI, and can be audited at any time. You&rsquo;re required to keep these records for the entire duration of the sponsorship, and for at least one year after the employment has come to an end.<\/span><\/p>\n<p><strong>Learn more about how to hire the best talent in our <a href=\"https:\/\/startups.co.uk\/people\/recruiting\/recruitment-process\/\">guide to nailing the recruitment process<\/a>. <\/strong><\/p>\n<div class=\"jumplink-anchor-section\">\n<div class=\"jumplink-anchor-pointer\" id=\"link-what-happens-if-i-employ-someone-without-a-visa\"><\/div>\n<\/div>\n<h2>What happens if I employ someone without a visa?<\/h2>\n<p><span style=\"font-weight: 400\">Employing a member of staff without a valid visa or the right to work in the UK <strong>can result in significant repercussions for employers<\/strong>.&nbsp;<\/span><\/p>\n<p><span style=\"font-weight: 400\">The first place you risk getting hit is your bottom line. Hiring a skilled employee without following the proper procedures can lead to a <strong>civil penalty of up to &pound;45,000 per illegal worker for your first breach, and up to &pound;60,000 per worker for repeat offences<\/strong>.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Employing someone illegally can also result in your <strong>sponsor licence being downgraded, suspended, or even revoked<\/strong>. Losing your Workers&rsquo; Licence can be a major blow to employers, as it would prevent you from hiring new foreign employees, <\/span><i><span style=\"font-weight: 400\">and<\/span><\/i><span style=\"font-weight: 400\"> could also force your current sponsored staff to leave.&nbsp;<\/span><\/p>\n<p><span style=\"font-weight: 400\">Finally, in extreme cases, employers that have a &ldquo;<strong>reasonable cause to believe&rdquo; an employee didn&rsquo;t have the right to work would face criminal prosecution<\/strong>. Penalties include an unlimited fine or a prison sentence of up to five years, alongside the obvious reputational damage associated with a criminal conviction.&nbsp;<\/span><\/p>\n<p><span style=\"font-weight: 400\">Ignoring these consequences is proving to be even more risky in 2025. The Home Office is cracking down on breaches more than ever, with the agency issuing<strong> 748 civil penalty notices and &pound;41.6 million in fines<\/strong> in the first quarter of the year alone, according to a <\/span><a href=\"https:\/\/www.gov.uk\/government\/publications\/illegal-working-penalties-uk-report\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400\">2025 Home Office report<\/span><\/a><span style=\"font-weight: 400\">.<\/span><\/p>\n<h2>Navigating the new era of sponsorship<\/h2>\n<p><span style=\"font-weight: 400\">Hiring top talent from overseas isn&rsquo;t a straightforward process, especially with the tightening restrictions recently introduced by the Home Office.&nbsp;<\/span><\/p>\n<p><span style=\"font-weight: 400\">Staying compliant is a multi-pronged challenge, with employers being required to obtain a sponsored licence, assign a CoS, and conduct thorough right-to-work checks before the prospective employee can even send off an application.<\/span><\/p>\n<p><span style=\"font-weight: 400\">However, while rules may be becoming stricter, with the right guidance and understanding of key protocols, it&rsquo;s still possible to use the scheme to access global talent. In fact, not only can securing a skilled worker visa for eligible employees help give these workers the right to live and work in the UK, it can also be one of the best investments your business can make.&nbsp;<\/span><\/p>\n<p>The post <a href=\"https:\/\/startups.co.uk\/people\/management\/skilled-worker-visa\/\">Guide to the UK Skilled Worker Visa (2025 changes explained)<\/a> appeared first on <a href=\"https:\/\/startups.co.uk\">Startups.co.uk<\/a>.<\/p>\n","protected":false},"excerpt":{"rendered":"<p class=\"text-justify mb-2\" >The Skilled Worker visa enables employers with valid sponsor licences to hire eligible foreign nationals to fill skilled job vacancies in the UK. Since Brexit, the visa scheme has provided a lifeline to over 110,000 UK employers by allowing them to address talent gaps left [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[10],"tags":[],"class_list":["post-177","post","type-post","status-publish","format-standard","hentry","category-startups"],"_links":{"self":[{"href":"http:\/\/www.ccsbinc.com\/index.php\/wp-json\/wp\/v2\/posts\/177","targetHints":{"allow":["GET"]}}],"collection":[{"href":"http:\/\/www.ccsbinc.com\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"http:\/\/www.ccsbinc.com\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"http:\/\/www.ccsbinc.com\/index.php\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"http:\/\/www.ccsbinc.com\/index.php\/wp-json\/wp\/v2\/comments?post=177"}],"version-history":[{"count":1,"href":"http:\/\/www.ccsbinc.com\/index.php\/wp-json\/wp\/v2\/posts\/177\/revisions"}],"predecessor-version":[{"id":178,"href":"http:\/\/www.ccsbinc.com\/index.php\/wp-json\/wp\/v2\/posts\/177\/revisions\/178"}],"wp:attachment":[{"href":"http:\/\/www.ccsbinc.com\/index.php\/wp-json\/wp\/v2\/media?parent=177"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/www.ccsbinc.com\/index.php\/wp-json\/wp\/v2\/categories?post=177"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/www.ccsbinc.com\/index.php\/wp-json\/wp\/v2\/tags?post=177"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}