Securing international candidates through the Skilled Worker visa is often the key to filling critical skills gaps across engineering, technology, healthcare, and professional services. However, navigating the Home Office sponsorship rules can be complex. Assessing whether a job offer satisfies the Skilled Worker visa UK salary threshold requires careful evaluation before moving forward with a candidate.
In recent years, significant changes to immigration rules have altered the financial criteria for sponsored workers. Employers must understand the latest requirements to reduce the risk of application refusals and protect their sponsor licence.
A common question for employers planning international recruitment is: what is the salary threshold for a Skilled Worker visa? For most new applications, it is £41,700 per year or the going rate for the occupation, whichever is higher. However, the exact minimum depends on the occupation, the applicant’s circumstances, and the salary rules that apply.
The baseline evaluation begins with confirming that the offered salary meets the general threshold required by UK Visas and Immigration (UKVI). The minimum salary requirement for Skilled Worker visa sponsorship depends on the applicable salary option and, in some cases, the worker’s immigration history.
For most new Skilled Worker applications, the standard general salary threshold is £41,700 per year. Employers must also meet the applicable occupation-specific going rate, meaning the minimum required salary may be higher.
Workers who were granted Skilled Worker permission under the Immigration Rules in force before 4 April 2024, and have held continuous Skilled Worker permission since, may qualify under a transitional provision. This sets a lower general threshold of £31,300, alongside going rates based on the 25th percentile of earnings, and applies to applications made before 4 April 2030.
Employers should check the worker’s immigration history, the applicable salary option, and the current Home Office occupation tables rather than assuming that a lower threshold applies.
Assigning the appropriate Standard Occupational Classification (SOC) code is a critical compliance step. The Home Office uses the SOC 2020 system to classify jobs, establishing skill eligibility and mandatory pay levels for each role.
To select the correct code, HR teams should evaluate job duties rather than relying solely on internal job titles:
Incorrectly matching a role to an inappropriate SOC code to reduce salary obligations can lead to visa refusals and compliance action against your sponsor licence.
Meeting the general salary threshold alone does not guarantee eligibility. Under the standard salary rules, employers must pay whichever is higher: the general threshold or the occupation-specific going rate.
The minimum salary requirement for Skilled Worker visa applications can therefore vary significantly between occupations, even where the same general salary threshold applies.
Standard going rates are set out in the Home Office’s list of going rates for eligible occupations and are based on median earnings data for the relevant occupation. As an illustrative example, if an eligible role has a standard going rate of £45,000 per year, an employer offering £41,700 would not meet the usual salary requirement. Certain applicants may qualify for alternative salary options, including reduced percentages of the going rate.
Going rates in the standard occupation tables are based on a 37.5-hour working week and are pro-rated to the hours the worker will actually work. If a sponsored employee works 40 hours per week, for example, the going rate they must be paid increases accordingly. The general salary threshold is assessed on actual gross earnings, counting up to a maximum of 48 hours per week.
Employers must also meet the minimum hourly rate. Under the standard salary options, where the going rate (or the discounted percentage of it) works out at less than £17.13 per hour, £17.13 per hour applies instead.
Only guaranteed basic gross pay counts towards these requirements. Overtime, bonuses, shift allowances, employer pension contributions, accommodation or cost of living allowances and benefits in kind are excluded, so they should not be included in the salary figure entered on the Certificate of Sponsorship.
Certain applicants and occupations may qualify for alternative salary provisions, allowing lower thresholds in specific circumstances. These exceptions are subject to eligibility conditions and should not be assumed to apply automatically.
Key provisions include:
Employers should assess the relevant salary option against the applicant’s circumstances, occupation code, and current Home Office rules before confirming an offer.
Salary calculations represent only one component of Skilled Worker visa eligibility. Before issuing a contract or assigning a Certificate of Sponsorship (CoS), HR and Global Mobility teams should confirm that the role, sponsoring organisation and candidate meet the wider requirements.
Key checks include:
Completing these checks before starting the formal visa application process can reduce administrative delays, avoid preventable refusals, and support ongoing sponsor compliance.
Once you have verified the occupation code, general salary threshold, adjusted going rate and applicant circumstances, document the calculations internally.
Recording these checks before assigning the appropriate Defined or Undefined Certificate of Sponsorship helps reduce errors in the Sponsorship Management System and creates a clearer audit trail for future compliance reviews.
Employers should also confirm that the salary recorded on the CoS is consistent with the proposed employment terms and that the correct salary option has been selected.
Taking a structured approach to salary benchmarking helps make international recruitment more consistent while reducing avoidable sponsorship and compliance risks.
In the Autumn Budget on 28 October 2026, the government confirmed it will implement the Migration Advisory Committee’s recommendations on Skilled Worker salary requirements from spring 2027. Occupation-specific going rates are expected to fall from the median to the 25th percentile of earnings, the general threshold will be uprated using the latest wage data, the PhD discounts are due to be removed and the new entrant discounts will be consolidated into a single rate.
These changes are not yet law. The current thresholds continue to apply until the Home Office publishes a Statement of Changes to the Immigration Rules, so employers should budget against today’s figures while planning for revised rates next year.
With changing salary thresholds, occupation-specific going rates, and different eligibility provisions, assessing a role for sponsorship can be complex. UK Visas can help your organisation review proposed salaries, confirm the relevant occupation codes, and identify potential compliance risks before assigning a Certificate of Sponsorship. Speak to our team for practical guidance on managing Skilled Worker sponsorship with confidence.
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