Key takeaways
- A Skilled Worker salary must clear two tests at once: the general salary threshold for the route, and the going rate for the specific SOC 2020 occupation code.
- The higher of the two figures applies — meeting one and missing the other is not enough.
- Discounted thresholds exist for some applicants, for example new entrants, certain PhD-relevant roles and occupations on published shortage or transitional lists.
- Going rates are published per occupation code and are normally quoted on a 37.5-hour week, then pro-rated for the hours actually worked.
- Only guaranteed basic gross pay counts. Overtime, bonuses, tips, allowances and benefits in kind are generally excluded.
- The salary written on the Certificate of Sponsorship must match the employment contract exactly — mismatches are a leading cause of delay.
The two tests every Skilled Worker salary must pass
Employers often ask for "the minimum salary for a Skilled Worker visa" as if it were one number. It is not. Every sponsored salary is measured against two separate minimums, and the role must clear both.
Test 1 — the general salary threshold
A minimum figure that applies to the Skilled Worker route as a whole, set by the Immigration Rules and updated periodically. Reduced thresholds apply to certain applicant groups and listed occupations.
Test 2 — the occupation going rate
A per-occupation minimum tied to the SOC 2020 code, based on published earnings data for that job. Each eligible code has its own going rate in the Home Office table.
Current figures for both tests are published by the Home Office — see the Skilled Worker visa guidance and the going rates table. Because these are revised periodically, we deliberately do not reprint the numbers here.
Choosing the SOC 2020 occupation code
The going rate follows the occupation code, so the code drives the money. It must reflect the duties the person will actually perform. Picking a neighbouring code with a friendlier rate is one of the fastest routes to a refusal and to compliance problems on a later audit, because UKVI can compare the code with the job description, the contract and the recruitment record.
Start from the published list of eligible occupations and document why the chosen code fits. Keep that note with the file — it is exactly the kind of evidence a compliance visit asks for.
Discounted thresholds: who can pay less
New entrants
Available to some applicants who are under 26, switching from a Student or Graduate visa, or working towards recognised professional registration. New entrant status is time-limited and cannot be relied on indefinitely.
Relevant PhD holders
Where the role requires a PhD, and particularly a STEM PhD, a reduced percentage of the going rate can apply.
Listed and transitional occupations
Occupations on published shortage, immigration salary or transitional lists may attract a lower threshold. These lists change — always check the current version.
Health and care occupations
Certain public-sector healthcare and education roles are paid to national pay scales, which are used in place of the standard going rate.
Discounts are conditional and time-limited. Plan for the salary to step up when a new entrant period ends, or when a transitional arrangement closes, so a renewal does not fail on affordability.
What counts as salary — and what does not
Counts
Guaranteed basic gross annual salary paid by the sponsor, before tax and before employee pension or salary-sacrifice deductions.
Does not count
Overtime, bonuses, commission, tips, shift premia, on-call payments, allowances (including accommodation or travel), employer pension contributions and benefits in kind.
Hours matter
Going rates are usually quoted for a 37.5-hour week. For part-time or longer hours the rate is pro-rated, so a 30-hour role needs a proportionate figure — but the general threshold still applies in full unless a specific exception is available.
Guaranteed only
If pay is variable, only the guaranteed element counts. A role advertised at "£38,000 OTE" with a lower guaranteed base is assessed on the base.
Setting the CoS salary: step by step
Fix the SOC 2020 occupation code
Choose the code that genuinely reflects the duties, not the one with the most convenient rate. Use the published list of eligible occupations.
Look up that code's going rate
Take the figure from the current Home Office going rates table for the code you selected.
Pro-rate for contracted hours
Adjust the going rate for the hours in the contract using the basis stated in the guidance (normally 37.5 hours).
Compare with the general threshold
Identify the general threshold, or the reduced threshold if an exception genuinely applies, and take whichever figure is higher.
Write the same number everywhere
Contract, offer letter and Certificate of Sponsorship must all show the identical gross annual salary and hours.
Re-check before renewals and pay reviews
Thresholds and going rates change. Confirm continuing compliance before an extension, a role change or a restructure.
Salary mistakes that hold applications up
- Meeting the going rate but missing the general threshold, or the other way round.
- Choosing a SOC code because its going rate is lower rather than because it matches the duties.
- Counting bonuses, overtime or allowances towards the threshold.
- Forgetting to pro-rate for part-time hours, or pro-rating the general threshold when that is not permitted.
- Applying a new entrant rate to someone who no longer qualifies, or beyond the period it can be used.
- Letting the CoS salary drift from the contract after a pay review without reporting the change.
Where this fits in the sponsorship process
Salary is settled before a Certificate of Sponsorship is assigned, so it belongs at the start of the paperwork, not the end. If you are new to the process, read the 2026 guide to the Priority Certificate of Sponsorship, and if you are not licensed yet, the sponsor licence guide. Ongoing salary reporting duties are covered in our 2026 compliance checklist.
Frequently asked questions
What is the minimum salary for a Skilled Worker visa?
There is no single number. A Skilled Worker must be paid at least the general salary threshold for the route and at least the going rate for their SOC 2020 occupation code, whichever is higher. Reduced thresholds apply to some groups, such as new entrants and certain listed occupations. Always check the current figures in the Immigration Rules and the Home Office going rates table before offering a salary.
What is the going rate for a Skilled Worker occupation?
The going rate is the occupation-specific minimum salary published by the Home Office for each eligible SOC 2020 code, based on earnings data for that job. It is normally expressed for a 37.5-hour week and pro-rated for the contracted hours.
Does the general threshold or the going rate apply?
Both. The salary must satisfy the general threshold and the going rate at the same time, so in practice the higher of the two figures is the minimum you can pay.
What counts towards the Skilled Worker salary threshold?
Only guaranteed basic gross pay from the sponsor counts. Overtime, bonuses, commission, tips, allowances, employer pension contributions and benefits in kind are excluded, so a package that looks sufficient overall can still fall short on basic pay.
Is there a lower salary threshold for new entrants?
Yes. Applicants who meet the new entrant criteria — for example those under 26, or switching from a Student or Graduate visa — can qualify at a reduced general threshold and a reduced percentage of the going rate. New entrant status is time-limited, so the salary must rise to the standard level when it ends.
How is salary calculated for part-time Skilled Workers?
The going rate is pro-rated to the contracted hours using the basis in the guidance, normally a 37.5-hour week. The general salary threshold is not generally pro-rated, which is why part-time sponsorship often fails on the general threshold even when the hourly rate is generous.
What happens if the salary on the Certificate of Sponsorship is wrong?
An inconsistency between the CoS, the contract and the actual pay can lead to the application being refused and can raise compliance concerns for the sponsor. If the salary changes after the CoS is assigned, the change may need to be reported through the Sponsorship Management System.
Do salary thresholds change every year?
They are reviewed and updated periodically rather than on a guaranteed annual cycle, and going rates are refreshed when the underlying data or occupation lists change. Check GOV.UK on the day you set the salary rather than relying on a figure you used previously.
Does PriorityCOS assess whether a salary meets the threshold?
No. PriorityCOS provides administrative and document-handling support only. We do not assess eligibility or advise on whether a salary satisfies the Immigration Rules, and we are not regulated by the IAA (formerly OISC) or the SRA. Where a regulated opinion is needed we introduce you to a regulated firm.
This article is general information only, based on published GOV.UK guidance as at 8 August 2026. Salary thresholds and going rates change — always confirm the current figures on GOV.UK. This is not legal or immigration advice. PriorityCOS provides administrative and document-handling support and acts as a lead-generation introducer to regulated firms; we are not regulated by the Immigration Advice Authority (IAA, formerly OISC) or the SRA. For regulated advice, use gov.uk/find-an-immigration-adviser.