Skilled Worker Visa Minimum Salary 2026

Section A: What is the Skilled Worker Visa Minimum Salary?

The Skilled Worker visa does not impose one flat “minimum salary”. Instead, the Immigration Rules set multiple salary-points options with different cash thresholds and different going-rate percentages, and the correct option depends on the role, the worker’s circumstances and whether any transitional provisions apply.

1. Skilled Worker Visa Minimum Salary 2026

For applications made since 22 July 2025, the standard graduate-level option (Option A) requires at least £41,700 a year or 100% of the occupation’s going rate, whichever is higher. A role that relies on a relevant PhD in a non-STEM field (Option B) requires at least £37,500 and 90% of the standard going rate, while STEM-PhD jobs and certain other tradeable options such as new entrant roles and eligible Immigration Salary List roles (Options C, D and E) apply a £33,400 cash floor with the relevant going-rate percentage.

Some health and education occupations are assessed using different going rate tables or pay-scale frameworks, rather than the main going rates tables. In those cases, sponsors should apply the going rate and any lower-rate framework linked to the SOC code in Appendix Skilled Occupations and the going rates tables. In broad terms, £31,300 is the headline cash figure for the Table 2 standard option (Option F), £28,200 applies where a non-STEM PhD discount is claimed (Option G) and £25,000 is the cash floor used for certain Table 2 discounted options such as a STEM PhD discount, an eligible Table 2 Immigration Salary List role or a Table 2 new entrant (Options H, I and J).

For some roles assessed under the main salary tables, UKVI applies an hourly going rate methodology. Where an hourly going rate test applies, pay is assessed by reference to no more than 48 paid hours per week, and if the calculated hourly figure would fall below £17.13, UKVI treats £17.13/hour as the applicable going rate.

Some occupations are assessed under a separate framework (often referred to as Table 2 in the going rates tables). Where a role falls within that framework, the relevant going rate methodology and cash thresholds can differ from roles assessed under the main tables, and sponsors should apply the table and rate linked to the specific SOC code. Table 2 roles do not generally rely on the same hourly rate test, but any references to care worker and senior care worker codes need to be handled carefully because new applications for those codes have been restricted and any eligibility tends to depend on transitional arrangements rather than being a routine “Table 2 exception”.

Going-rate figures are published by SOC code and are expressed by reference to a full-time pattern, typically 37.5 hours per week, but different reference hours apply for specific roles such as doctors and teachers. Where the contract hours differ from the relevant full-time pattern for the code, the going rate is pro-rated using the reference hours stated in Appendix Skilled Occupations and then tested against the required percentage for the chosen salary option.

The Home Office assesses salary using guaranteed gross pay. Variable pay such as overtime and discretionary bonuses is not treated as salary for points purposes. As a result, the minimum salary requirement in practice is the higher of the relevant cash threshold for the salary option being relied on and the required percentage of the job’s going rate, once any permitted discount and any contractual-hours pro-rating of the going rate has been applied.

2. How to find the Skilled Worker Visa Minimum Salary Rules

The figures you need to determine the relevant Skilled Worker salary threshold include the headline salary thresholds, the occupation-specific going rates and any lower-rate concessions. These can be found in key official Home Office sources, all published on GOV.UK.

Immigration Rules, Appendix Skilled Worker sets the cash thresholds for each salary-points option. The current text shows the general figure of £41,700 for Option A and lower thresholds under the tradeable options.

Appendix Skilled Occupations and the linked going rates tables confirm which SOC 2020 codes can be sponsored and which table applies, alongside the annual and hourly going-rate figures for each code, including any lower going-rate figures where the rules allow a lower-rate assessment.

Skilled Worker sponsor and caseworker guidance explains how salary is assessed in practice, including the approach to contracted hours, the 48-hour cap used for hourly calculations where relevant and the types of pay that count towards the salary requirement for points purposes.

The Statement of Changes that took effect on 22 July 2025 records the salary-rule amendments effective from that date, including the increase in the general threshold and the updates to going-rate figures. It is the reference point for when the new thresholds started to apply.

The Immigration Salary List and any other shortage list provisions in force at the date of application can affect which salary option is available for a given role. Sponsors should check the live list position at the point they assign the Certificate of Sponsorship and again before the worker applies, as eligibility can change.

Section B: How Much is the Skilled Worker Visa Minimum Salary?

In relation to salary, the applicant needs to be awarded 20 points under one of the options in Appendix Skilled Worker. The Skilled Worker route does not operate with a single flat “minimum salary”. Instead, the pay requirement is assessed by reference to the relevant salary option and the going rate for the SOC 2020 code, and the application needs to meet the higher of the two tests that apply to the option being relied on: either the relevant general threshold under the salary points option, or the required percentage of the occupation’s going rate, using the correct going rate figure for the code and table.

* References to care worker and senior care worker codes should be treated with care, because new applications for those codes have been restricted and any eligibility tends to depend on transitional arrangements rather than being available for routine new overseas recruitment.

** Option K is not a general discount route. It is confined to specific transitional scenarios and specific SOC codes/tables, and sponsors should confirm eligibility directly against Appendix Skilled Occupations and Appendix Skilled Worker for the exact code.

1. Cash thresholds from 22 July 2025

The general Skilled Worker salary threshold under Option A is £41,700 a year and 100% of the relevant going rate for the SOC code. For many roles assessed under the main Skilled Worker salary tables, UKVI applies an hourly going-rate methodology, with pay assessed by reference to no more than 48 paid hours per week. Where an hourly going-rate test applies, and the calculated hourly figure would fall below £17.13, UKVI treats £17.13/hour as the applicable going rate.

For roles assessed under the separate health and care framework, or for codes where the Immigration Rules apply different going-rate tables and pay-scale logic, the relevant cash threshold is the one set by the option being relied on, and the going-rate comparison needs to be carried out using the correct table and the correct going-rate figure for that code.

Lower cash floors of £37,500, £33,400, £28,200 or £25,000 are available only where the worker qualifies for the specific tradeable points option being claimed, for example a PhD, new entrant status or an eligible Immigration Salary List role, and the required percentage of the going rate is also met.

2. Going rate percentage

Each SOC 2020 code has a going rate benchmark. Depending on the salary option, the application needs to meet 100% of the going rate for the standard option and for Immigration Salary List roles, 90% where a relevant non-STEM PhD is relied on, 80% where a relevant STEM PhD is relied on and 70% where the worker qualifies as a new entrant.

Going rates are published on a full-time basis, typically on a 37.5-hour week, and the published annual figure is pro-rated where the working pattern differs from the reference hours for the code. The sponsor then tests the pro-rated going rate against the relevant percentage for the option, and also checks the relevant cash floor. Where an hourly going-rate test applies, the relevant hourly going rate figure is assessed using no more than 48 paid hours per week, and £17.13/hour is treated as the applicable going rate if the calculated hourly figure would otherwise be lower.

Section C: Skilled Worker Visa Minimum Salary Thresholds – Lower Rates

Under the tradeable-points system a Skilled Worker’s pay can be set below the full £41,700 plus 100% of the standard going rate only where the applicant qualifies for one of the alternative salary options (B to J) under Appendix Skilled Worker and the role sits in the correct table for that option. For the discount to be accepted both parts of the salary test still need to be met. First, the pay needs to meet the option’s cash floor (£37,500, £33,400, £31,300, £28,200 or £25,000, depending on the option). Next, the pay needs to meet the required percentage of the job’s going rate (100%, 90%, 80% or 70%) using the correct going-rate figure for the SOC code and table in force at the date of application.

For graduate-level options (A to E) the salary also needs to satisfy the £17.13 per hour minimum where the hourly floor applies, calculated on no more than 48 paid hours a week.

The following scenarios may allow for reduced salary thresholds.

1. New entrants to the labour market

Applicants treated as “new entrants” can be sponsored at 70% of the standard going rate for their occupation, provided their pay also meets the relevant cash floor for the option being relied on. In many cases that cash floor is £33,400 for Table 1 roles and £25,000 for eligible Table 2 roles, but sponsors still need to check the correct option and table for the SOC code and the worker’s circumstances at the date of application.

The new entrant concession is time-limited. It generally applies only for a capped period across the worker’s time in new entrant status, and sponsors should plan pay progression early if the worker will later need to meet the experienced worker threshold for an extension or settlement.

2. PhD-level roles

A relevant STEM doctorate can allow sponsorship at 80% of the going rate, subject to the applicable cash floor for the option. A relevant non-STEM doctorate can allow sponsorship at 90% of the going rate, subject to the higher cash floor for that option.

These concessions are available only where the PhD is relevant to the role in the way required by Appendix Skilled Worker. Where a doctorate was awarded overseas, sponsors and applicants should check whether UKVI expects confirmation of comparability through Ecctis as part of evidencing the PhD.

3. Postdoctoral research roles

Your draft refers to certain research-focused codes and a postdoctoral discount. The Skilled Worker rules do allow new entrant treatment in specific circumstances, including for some postdoctoral roles, but it is not a standalone salary concession that applies automatically to all research posts. Eligibility depends on the worker meeting the new entrant definition and the role being sponsored under an option that permits the 70% going rate test for that SOC code and table.

Where a sponsor is relying on a postdoctoral basis as part of new entrant eligibility, the job description, seniority, funding arrangements and fixed-term nature of the post should be consistent with the definition UKVI expects for a postdoctoral role. Sponsors should also ensure the Certificate of Sponsorship and supporting evidence align with the correct SOC code duties and the relevant going-rate methodology for that code.

4. Immigration Salary List (ISL)

Roles on the Immigration Salary List can qualify for a lower cash threshold under the relevant tradeable option, but the going-rate percentage requirement remains 100% of the relevant going rate for the code and no further tradeable discounts can be combined with the ISL option.

Where the role sits in the main Skilled Worker salary tables, your draft position of £33,400 a year and 100% of the going rate is the way the ISL option is commonly applied post-22 July 2025, subject to the correct SOC code and table being used. Where a role is assessed under the Table 2 framework and the ISL option is available for that code, the relevant cash floor is £25,000 and the pay still needs to meet 100% of the relevant Table 2 going-rate figure.

ISL roles can attract a reduced visa application fee under the Skilled Worker fees framework. The Immigration Health Surcharge position is not reduced simply because a role is on the Immigration Salary List, and any Health and Care exemptions operate under separate rules.

The list is reviewed and can change. Sponsors should check that the role remains eligible on the list at the date the Certificate of Sponsorship is assigned and at the date of application.

5. New entrant criteria and restrictions

An applicant may be treated as a new entrant if they meet one of the criteria in Appendix Skilled Worker at the date of application, for example they are under 26, they are switching from Student or Graduate permission or they have recently completed a UK degree, they are being sponsored in a role that qualifies under the rules for new entrant treatment or they are working towards professional registration or chartered status where the rules allow that route to new entrant points.

The reduced salary rules for new entrants apply only for a limited total period across relevant leave. After the new entrant period ends, an extension or settlement application is assessed against the experienced worker salary requirement in force at the time of that later application, and sponsors should budget for pay increases to ensure both the cash threshold and the going rate are met when the worker progresses beyond new entrant status.

Section D: How to Calculate Skilled Worker Visa Salary

Calculating salary correctly for a Skilled Worker visa application is a technical exercise and one of the areas most closely scrutinised by UKVI. The salary stated on the Certificate of Sponsorship needs to meet the relevant cash threshold and the required percentage of the going rate, using only pay that the Immigration Rules allow to be counted.

1. What counts as salary?

For Skilled Worker points purposes, UKVI looks at guaranteed gross pay. In most cases, this will be the worker’s basic contractual salary paid through PAYE. In addition to basic pay, certain other payments can be counted, but only where they are guaranteed, fixed for the duration of the sponsorship period and would be paid to a settled worker in comparable circumstances.

Examples of payments that can count where they meet those conditions include permanent shift premia or London weighting. These payments need to be clearly set out in the employment contract and reflected consistently in payroll evidence.

Other forms of remuneration cannot be included when calculating salary for Skilled Worker purposes. Overtime, whether paid at a standard or enhanced rate, is not treated as salary for points calculations. Discretionary or performance-related bonuses, tips, commission that is not guaranteed, benefits in kind, employer pension contributions, accommodation or subsistence allowances and share options are also excluded.

UKVI will also disregard any part of the stated salary that the worker is expected to repay to the sponsor, for example through deductions linked to visa costs or other business expenses. Salary must reflect what the worker will genuinely receive as pay, not a headline figure that is later reduced through repayment arrangements.

Where the role involves irregular working patterns, UKVI can assess salary by averaging pay over a repeating cycle of up to 17 weeks, provided the average does not exceed 48 paid hours per week for roles where the hourly rate test applies.

2. Working hours and pro-rating

When a Certificate of Sponsorship is assigned, the Home Office assumes a standard full-time pattern based on the reference hours for the SOC code. For most roles this is 37.5 hours per week, but different reference hours apply for certain occupations, such as 40 hours for hospital doctors and 32.5 hours for state school teachers.

The occupation’s going rate is published on the basis of those reference hours. Where the sponsored role has different contractual hours, the sponsor needs to pro-rate the published going rate by dividing the annual figure by the reference hours and multiplying it by the contracted weekly hours. The relevant percentage for the chosen salary option is then applied to that pro-rated figure.

The general cash threshold linked to the salary option still needs to be met in accordance with the rules for that option. Sponsors should therefore check both limbs of the test carefully, particularly for part-time roles, as meeting the pro-rated going rate alone will not be sufficient if the applicable cash floor is not also met.

For Options A to E, where an hourly going-rate test applies, the hourly assessment is calculated by reference to no more than 48 paid hours per week. If the calculated hourly figure would fall below £17.13, UKVI treats £17.13/hour as the applicable going rate. Additional hours above that level cannot be used to inflate the hourly calculation unless the role follows an irregular pattern that averages back to 48 hours or fewer across the permitted reference cycle.

For Options F to J, which cover health and care roles and certain continuing employment scenarios (as defined in Appendix Skilled Worker), there is no general £17.13 hourly floor. However, sponsors should be careful with roles such as care worker and senior care worker, where new applications have been restricted and any eligibility often depends on transitional arrangements rather than standard salary-option logic.

3. Transitional and compliance points

Transitional provisions can affect how salary is assessed for some workers, particularly those with continuous Skilled Worker or Tier 2 (General) permission granted under earlier rules. Where transitional arrangements apply, sponsors need to check the current caseworker guidance carefully to confirm which elements of pay can still be counted and which salary thresholds apply at the date of the new application.

From a compliance perspective, sponsors should ensure that the salary stated on the Certificate of Sponsorship matches the employment contract and payroll records and continues to meet the relevant thresholds throughout the period of sponsorship. A drop in pay below the required level, even after a visa has been granted, can trigger reporting duties and enforcement action.

Errors in salary calculation are difficult to correct after submission. Sponsors should therefore complete the salary assessment before assigning the Certificate of Sponsorship and retain clear working papers showing how the cash threshold, going rate and any pro-rating were calculated, in case of audit or challenge by UKVI.

Section E: SOC Codes and Salary Levels

To be eligible for sponsorship under the Skilled Worker route, the role being offered needs to fall within an eligible Standard Occupational Classification (SOC) code listed in Appendix Skilled Occupations. The SOC code selected determines both whether the role can be sponsored and which going rate table applies for salary assessment.

Each SOC 2020 code is linked to one or more salary tables and sets out the applicable going rate, expressed as an annual figure and, where relevant, an hourly figure. Some codes are assessed against the main Skilled Worker salary tables, while others, particularly in health and education, rely on separate pay-scale or lower-rate frameworks. Sponsors need to identify not only the correct code, but also the correct table and going-rate column for the specific application.

Where the occupation-specific going rate is higher than the relevant cash threshold under the salary-points option being relied on, the going rate becomes the controlling figure. In those cases, meeting the headline cash threshold alone is not sufficient. The salary offered needs to meet or exceed the published going rate, after any permitted pro-rating for contractual hours.

When selecting a SOC code, employers should use the official CASCOT occupation coding tool to identify the closest match to the duties and responsibilities of the role. The Home Office will look beyond the job title and assess whether the job description, seniority, skill level and responsibilities genuinely align with the selected code.

If the SOC code used on the Certificate of Sponsorship is not eligible for the Skilled Worker route, the application will be refused. More seriously, if UKVI considers that an incorrect code was selected deliberately to obtain sponsorship where the correct code would not meet the skill or salary requirements, this can lead to sponsor licence compliance action, including suspension while the role is investigated.

SOC codes and their associated going rates are not static. The Home Office periodically updates Appendix Skilled Occupations and the linked going-rate tables. Sponsors should therefore re-check eligibility and salary requirements each time they assign a new Certificate of Sponsorship, even where they have sponsored the same role successfully in the past.

Section F: Skilled Worker Visa to ILR Minimum Salary

An individual who has held permission under the Skilled Worker route for five years may be eligible to apply for Indefinite Leave to Remain (ILR). Eligibility depends on meeting the settlement rules in force on the date of application, including the continuous residence requirements, the Knowledge of Life in the UK and English language requirements and the Skilled Worker-specific pay test.

In broad terms, the Skilled Worker settlement pay test is assessed at the point of the ILR application, not by reference to the salary that applied when the worker was first granted permission. GOV.UK confirms that applicants will usually need to be paid at least whichever is higher of £41,700 per year or the standard going rate for the occupation. Where a role is subject to a pay scale, or where transitional provisions apply, the pay test can operate differently, so sponsors should check the up-to-date rules and guidance for the specific SOC code and settlement scenario.

In order to qualify, applicants will typically need to meet a number of requirements, such as:

a. Meet the ILR minimum salary requirement or the going rate for their role, if greater, assessed under the settlement rules in force on the application date.

b. Proof of identity, usually through a valid passport and the UKVI identity process in place at the time of application. Where a Biometric Residence Permit has been issued historically, it may still be used as supporting evidence, but applicants should avoid relying on BRP processes as the default given the shift to digital status for many routes.

c. Proof of continuous residence in the UK. Settlement routes that rely on continuous residence are generally assessed by reference to absences, with continuous residence normally broken where absences exceed 180 days in any 12-month period during the qualifying period, subject to limited exceptions and waivers in guidance.

d. Declare criminal convictions and other relevant suitability matters in line with the application form and Home Office suitability rules. Applicants should not assume that cautions, fines or older matters can be ignored, because the Home Office can still take them into account when assessing suitability for settlement.

For employers, the settlement salary requirement is a predictable pinch point because the pay test is assessed at the ILR stage using the rules and going rates in force at that time. GOV.UK’s current Skilled Worker settlement guidance frames the benchmark as the higher of £41,700 per year or the standard going rate, which means pay progression planning matters as much as sponsorship at the outset.

Employers should build salary review points into workforce planning well before the ILR window opens, particularly where internal pay frameworks or public sector pay scales rise more slowly than the Skilled Worker settlement benchmark. Where pay progression is discretionary, employers should document decisions clearly and ensure payroll, contracts and the figure stated on any supporting sponsor documentation all align, because UKVI will assess the worker’s current pay against the applicable threshold and the relevant going rate at the time of the ILR application.

If the settlement pay test is not met, the worker may need to extend their permission under the Skilled Worker route, which brings further application fees and Immigration Health Surcharge exposure, or consider other options depending on their circumstances.

Section G: Summary

The salary rules for Skilled Worker visa applications are complex, and subject to frequent change. However, any issues or errors with salary calculations or stated salaries for applications can result in application refusals and potential enforcement action. To avoid problems, take professional advice for guidance on complying with the relevant rules and thresholds.

Section H: Need Assistance?

We are specialists in UK business immigration, with substantial experience and recognised expertise in advising employers and workers on all aspects of hiring under the Skilled Worker visa and sponsoring skilled workers. For specialist immigration advice on Skilled Worker eligibility and the application process, including calculating salary and matching occupational codes, contact us.

Section I: Skilled Worker Visa Minimum Salary FAQs

What is the minimum salary for a Skilled Worker visa?

From 22 July 2025, most Skilled Worker applications are assessed against a standard salary rate of at least £41,700 per year or the going rate for the SOC code, whichever is higher. Lower cash thresholds can apply where the applicant qualifies under a specific tradeable salary option, such as a relevant PhD, new entrant status or an eligible Immigration Salary List role, but the required percentage of the going rate still applies and the correct going-rate table has to be used for the code and scenario.

What are the requirements for a Skilled Worker visa?

A Skilled Worker application normally depends on the applicant having a qualifying job offer in an eligible occupation from a sponsor that holds a Skilled Worker sponsor licence, being paid at or above the relevant salary level under the Immigration Rules for the role and circumstances and meeting the other route requirements, including English language and any suitability requirements that apply. Salary is only one part of eligibility, but it is one of the easiest areas to get wrong if the SOC code, table or tradeable option is misapplied.

How many hours can you work on a Skilled Worker visa?

Your sponsored job is based on the contracted hours stated on the Certificate of Sponsorship. For salary assessment, where an hourly going-rate test applies, UKVI assesses pay by reference to no more than 48 paid hours per week, and it does not accept additional paid hours above that level as a way to improve the hourly calculation. Where the calculated hourly figure would fall below £17.13, UKVI treats £17.13/hour as the applicable going rate. If you take an additional job as supplementary employment, the general rule is that it is limited to up to 20 hours per week outside the hours you work for your sponsor. If you want to work more than 20 hours per week in another job, you normally need to update your permission so you are sponsored for both roles.

What counts as “supplementary employment” after the 22 July 2025 rule changes?

Supplementary employment is defined in the Immigration Rules and it is more restricted than it used to be. In broad terms, supplementary work up to 20 hours per week has to fall within the permitted categories, such as being in the same occupation as the main sponsored role, being at the relevant skill level or being on the relevant shortage list. HC 997 also introduced a specific transitional provision so that Skilled Workers granted permission under the rules in place before 22 July 2025, with continuous Skilled Worker permission since then, can in some cases do supplementary employment in eligible SOC 2020 codes listed in the transitional tables. Where an employer is relying on supplementary employment, both employers should document how the additional role meets the definition, because right to work risk increases quickly where a second job falls outside the permitted scope.

Does a Skilled Worker visa lead to Indefinite Leave to Remain?

Time spent under the Skilled Worker route can count towards the qualifying period for settlement, but settlement is not automatic. At the point of the ILR application, the applicant still needs to meet the settlement rules in force at that date, including the continuous residence requirements, the Life in the UK and English language requirements and the Skilled Worker settlement pay test. Employers should plan for settlement early because the settlement pay test is assessed against the thresholds and going rates in force at the time of the ILR application, not the figures that applied when the worker was first sponsored.

Section J: Glossary

Section K: Additional Resources & Links