This guide is maintained as a current resource for July 2026 and covers only the laws of England and Wales. Information is for general guidance, not legal advice. Consult a qualified solicitor for advice specific to your situation.
Comprehensive explanation of salary and job role requirements for UK work visas. Covers how the Skilled Worker visa assesses eligible roles, SOC codes, minimum salary thresholds, exceptions, tradeable points and practical compliance steps for employers and applicants.
For most UK work visas, particularly the Skilled Worker route, meeting the salary and job role requirements is a legal precondition of eligibility. These requirements ensure that the job offered to a migrant worker is genuinely skilled and remunerated at a level that reflects its responsibilities and the UK labour market. Employers and applicants must clearly understand how job roles are classified, how salaries are assessed against immigration thresholds, and how exceptions and trade‑offs apply under current rules. This article explains the framework governing job roles and salaries, how to interpret the legal criteria, practical steps for compliance, and the consequences of getting these details wrong. The focus is on work visas in England and Wales, with reference to authoritative UK government sources.
Job Role Requirements
Eligible Occupations and SOC Codes
Work visa eligibility starts with the job role itself. For skilled work visas, particularly the Skilled Worker route, the role must be on the eligible occupations list defined in Appendix Skilled Occupations to the Immigration Rules. Each eligible role is assigned a Standard Occupational Classification (SOC 2020) code, which reflects the job's duties and skill level. A role must generally meet the required skill level to qualify: as of July 2025 this is typically RQF Level 6 or above (equivalent to degree‑level work).
The employer must assign the correct SOC code when issuing a Certificate of Sponsorship (CoS), as everything from salary thresholds to immigration eligibility flows from this classification. Employers and applicants should check the SOC code carefully against the official occupation list provided by the Home Office.
Defining the Job
In addition to meeting the numerical and occupational classification requirements, the job must be genuine and customarily performed at the level implied by the SOC code. Employers are expected to describe duties, qualification requirements and employment conditions accurately in the CoS. Misclassification can lead to refusals or sponsor compliance issues.
Salary Requirements
The General Threshold
Under current rules, the core salary requirement for most Skilled Worker visas is that the job must be paid at least £41,700 per year or the going rate for that job's SOC code, whichever is higher. This figure applies to new sponsorships and reflects the Government's criteria for attracting skilled labour.
For example, if a role has a going rate of £45,000 but the employer offers £44,000, the application will fail because it does not meet the going rate even though it exceeds the general threshold.
Going Rates
The going rate varies by occupation and is set out in detailed Home Office tables. These rates are based on national pay data and reflect typical salaries for jobs at each SOC code. Employers and applicants must refer to the official going rate tables for the exact figure that applies to a given role.
Exceptions and Discounted Thresholds
The strict salary requirement can be relaxed in specific circumstances under tradeable points provisions, where lower salaries can still yield enough points for eligibility:
- New entrants to the labour market (e.g., recent graduates) may use a discounted rate, often set at £33,400 or a percentage (typically 70%) of the going rate where this meets the minimum threshold.
- Relevant PhD qualifications can permit lower salary requirements (for example, a STEM PhD may allow an 80–90% going rate).
- Jobs on the Immigration Salary List or designated shortage occupation roles may have lower salary requirements while still qualifying for sponsorship.
Even where discounted salaries are accepted, there is typically a minimum floor (commonly around £33,400) that must still be met.
Sector‑specific Rules
Some sectors such as healthcare and education have special salary rules. In these fields, the applicable pay may correspond to national pay scales rather than general going rates. Compliance with sector pay scales is essential for visa eligibility.
Interaction Between Job Role and Salary
Combined Requirements
A compliant work visa application generally requires that:
- The job is on an eligible occupation list with the correct SOC code;
- The job meets the skills threshold (e.g., RQF Level 6 for Skilled Worker visas);
- The salary offered meets the higher of the general minimum threshold or the occupation's going rate;
- Any discounted salary used for tradeable points still meets minimum floors and applicable exceptions.
Failure to satisfy all components in combination can result in refusal, even if one criterion is met without the others.
Points‑Based Context
Under the Points‑Based System, a job offer and skill level earn mandatory points, while the salary score is tradeable. Applicants need a total of 70 points, with salary and other factors (such as job in a shortage occupation or a relevant PhD) contributing toward the total. Understanding how salary interacts with the points structure helps employers and applicants plan compliant offers.
Practical Guidance for Employers
Determining Salary Compliance
Employers should take the following steps when setting salary levels for sponsored roles:
- Identify the correct SOC code for the job.
- Check the going rate for that SOC code in the official Home Office tables.
- Compare the proposed salary with both the general minimum threshold and the going rate.
- Assess if any exceptions apply (e.g., new entrant status, shortage occupation).
- Document the rationale for salary offers, particularly where discounts are applied.
When calculating salaries, employers must also ensure that actual pay (excluding non‑guaranteed bonuses or discretionary benefits) meets the threshold.
Updating Roles and Salaries
If job duties or pay change after a CoS is issued, sponsors may need to issue a new CoS or, in some cases, notify UK Visas and Immigration of changes to conditions of employment to maintain compliance. Keeping records and monitoring evolving requirements help reduce the risk of refusals or sponsor sanctions.
Time Limits and Compliance
Visa applications relying on specific salary thresholds or exceptions should be lodged while those rules are active. Immigration policy changes (such as July 2025 salary increases) can alter eligibility. Employers should monitor Home Office guidance and use the salary and occupation rules current at the date of CoS assignment and visa application.
Risks of Non‑Compliance
Failing to meet both salary and job role requirements can lead to:
- Visa refusals, which may affect recruitment timelines and costs.
- Sponsor compliance breaches, risking licence suspension or revocation if patterns of non‑compliance persist.
- Loss of immigration credibility, making future visa sponsorship more difficult. Continuous monitoring of salary and occupation criteria helps mitigate these risks.
Common Questions
What happens if the salary offered is below the going rate?
If the salary is below the going rate and not eligible for any discounted provisions, the visa application will be refused. Offering a compliant salary ensures the application meets immigration requirements.
Can a job be eligible even if it's paid less than £41,700?
Yes. If the applicant qualifies under exceptions (e.g., new entrant, relevant PhD, or the job is on the Immigration Salary List), a lower salary (commonly £33,400 or above) may still be acceptable.
Does job skill level affect salary requirements?
Yes. Only roles at or above the required skill level (usually RQF Level 6) are eligible for sponsorship, and salary requirements vary with the SOC code and category of role.
Key Takeaways
Understanding salary and job role requirements is fundamental to successful UK work visa applications. Employers must assign the correct SOC code, ensure the job meets the required skill level, and offer a salary that satisfies either the general minimum threshold or the occupation's going rate. Applicable exceptions, such as new entrant status or shortage occupation designations, may allow lower salaries in specific circumstances. Compliance with these requirements, current at the time of CoS assignment and visa application, reduces the risk of refusals and sponsor penalties. Clear documentation and proactive monitoring of Home Office immigration rules help employers manage lawful recruitment of overseas workers.
