Salary Thresholds for Work Visa Applications

Salary thresholds are a central requirement in the UK work visa system. They determine whether an overseas worker is paid sufficiently to qualify for routes such as the Skilled Worker visa, and help to ensure fairness in the labour market and economic contribution from migrant workers. This article explains the legal framework for salary thresholds, how they operate in practice, the key categories and exceptions, risks and compliance issues, and answers common questions. All information is drawn from authoritative UK Visas and Immigration (UKVI) sources and current policy.

The Role of Salary Thresholds in Work Visas

Under the UK's immigration rules, many work visa applicants must satisfy minimum salary requirements set by the Home Office. Salary thresholds serve several purposes:

• To demonstrate that the sponsored worker's pay meets economic standards consistent with resident workers;
• To prevent the exploitation of migrant workers by setting baseline earnings;
• To fulfil criteria of the points‑based immigration system under which applicants must score points for sufficient salary levels.

The key legal basis for salary requirements is found in the Immigration Rules, guidance issued by UKVI, and regular policy changes published by the Home Office. Applicants and sponsors must meet the salary threshold relevant to the visa route and the worker's circumstances; failing to do so can lead to refusal of the visa application.

1. General Salary Requirements for Skilled Work Visas

For most Skilled Worker visa applications, the applicant must be paid at least the higher of:

• £41,700 per year, or
• The “going rate” for the specific occupation based on its Standard Occupational Classification (SOC) code.

The going rate reflects typical earnings for that occupation and is updated periodically by the Home Office using labour market data. Applicants must satisfy both the general threshold (annual figure) and the occupation‑specific going rate to qualify.

For example, if the “going rate” for software developers is £45,000 annually, a salary of £42,000 would not meet the visa requirement because it falls below the occupation's going rate, even though it exceeds £41,700.

2. Exceptions and Reduced Salary Thresholds

The Immigration Rules allow certain discounts or lower salary thresholds for specific categories of applicants, recognising situations where the standard threshold would be inappropriate or restrictive. The lower thresholds still require that applicants earn at least a prescribed minimum and, for most categories, a proportion of the occupation's going rate.

New Entrants and Early Career Applicants

If an applicant is a new entrant to the labour market - typically under age 26, a recent graduate, or in professional training - they may qualify at a reduced salary. In these cases:

• The required salary may be between 70% and 90% of the going rate; and
• Must be at least £33,400 per year.

This “new entrant” categorisation recognises that early career workers often earn less than median salaries in their occupation. Employers and applicants must confirm eligibility before relying on the reduced threshold.

PhD Holders and Postdoctoral Roles

Graduates with a relevant PhD qualification may also benefit from adjusted salary thresholds:

• Candidates with a PhD relevant to the job may be eligible for a 90% going‑rate threshold; and
• Those with a STEM PhD or in postdoctoral positions may qualify for a 80% going‑rate threshold.

However, applicants must still be paid at least the minimum statutory level (e.g. £33,400) and provide evidence that the PhD qualification is directly relevant to the role.

Immigration Salary List and Transitional Provisions

Some occupations previously appeared on the Immigration Salary List (ISL) allowing lower salary floors; since the reforms of 2025 these arrangements have been replaced or integrated into revised occupational frameworks. The ISL allowed lower thresholds in specified roles with economic need, although employers must ensure that jobs meet any current criteria set by UKVI.

Additionally, applicants with certain older (pre‑2024) Certificates of Sponsorship may benefit from transitional salary provisions when extending existing visas under specific conditions, subject to timeframe limits.

3. Health and Care Worker Considerations

Separate salary arrangements apply to some Health and Care Worker visas. Certain healthcare occupations have historically permitted lower minimum salaries to reflect sector pay structures. From mid‑2025, the minimum floor for qualifying health and care roles is set at £25,000 per year, or higher if the occupation's going rate requires it.

The reduced salary floor acknowledges workforce shortages and the importance of health and care roles in UK public services, such as the NHS. However, employers and applicants should verify both the category and the applicable going rate before applying.

4. Hourly Rates and “Going Rate” Calculation

Salary thresholds are typically expressed as an annual figure but can also be assessed on an hourly basis where relevant. For example, UKVI may set an hourly floor equivalent to the annual minimum when calculating salaries pro‑rata for different working hours.

The “going rate” for each SOC code is usually based on median earnings for full‑time workers (often using a notional 37.5‑hour week). When determining eligibility, applicants and employers must use whichever figure is higher - the hourly rate or the annual threshold.

5. Legal and Practical Compliance

Documenting Salary Evidence

When submitting a visa application, applicants must provide supporting documentation showing:

• Employment contract specifying salary and hours;
• Payslips or employer payroll records, where relevant;
• Certificate of Sponsorship details that match the actual salary.

Failure to show consistent evidence can lead to refusal of the visa. Employers must ensure that the salary figure on the CoS reflects real contractual terms and complies with Home Office rules.

Compliance and Enforcement Risks

If UKVI determines that the salary is below the required threshold, it will usually refuse the visa application. Additionally, employers who repeatedly assign CoS with incorrect salary figures risk scrutiny on their sponsor licence, which can lead to compliance action including licence suspension.

In high‑profile sectors such as healthcare or public services, changes to salary thresholds have already led to concerns about staffing continuity when foreign workers' salaries fall below the new minimum. News reports have highlighted roles such as prison officers where average pay can lag behind the new £41,700 requirements.

6. Common Questions About Salary Thresholds

Does London weighting or allowances count toward the threshold?
Generally, salary calculations for visa requirements focus on basic pay. Certain discretionary allowances, such as accommodation or cost‑of‑living supplements, may not be accepted toward the minimum salary threshold unless clearly treated as contractual pay. Employers should confirm this before issuing a CoS.

What if the job meets the going rate but is below £41,700?
If the going rate for the SOC code is higher than £41,700, the applicant must still meet that rate. If the going rate is lower and the job qualifies for an exception (e.g. new entrant, relevant PhD), the shorter threshold may apply, subject to minimum floors.

Can an applicant be paid less in extensions?
Applicants with existing visas linked to pre‑2024 conditions may use transitional salary provisions when extending, but this is time‑limited and subject to strict conditions. Employers and applicants should check individual eligibility carefully.

Summary

Salary thresholds are a critical element of UK work visa eligibility. Most Skilled Worker visa applicants must be paid at least £41,700 per year or the occupation's going rate, whichever is higher. There are recognised lower salary thresholds for certain categories - including new entrants, PhD holders and selected health and care roles - which still require minimum earnings and a proportion of the going rate. Employers and applicants must carefully assess the applicable salary rules for each case, provide clear evidence, and ensure ongoing compliance to avoid visa refusal or enforcement action.