Skilled Worker Visa Salary Threshold: How To Prove Requirements

The Skilled Worker visa is the main UK immigration route for sponsored employment. One of its most important requirements is meeting the minimum salary threshold set by UK Visas and Immigration (UKVI). Applicants must show that their job offer meets both the general salary requirement and the occupation-specific “going rate”.

Failure to properly evidence salary compliance is a common reason for visa refusals and sponsor licence compliance action. The rules are set out in the Immigration Rules (Appendix Skilled Worker) and supported by detailed Home Office guidance on sponsor duties and evidential requirements.

This article explains how the Skilled Worker visa salary threshold works, what counts as valid proof, how employers and applicants demonstrate compliance, and the most common errors that lead to refusal.

What Is the Skilled Worker Visa Salary Threshold?

The Skilled Worker visa requires applicants to be paid a minimum salary set by UKVI. This is designed to ensure sponsored workers are not underpaid and that employers are offering genuine skilled employment.

There are two key salary tests:

1. General salary threshold

A minimum annual salary level applies to most applicants. As of recent UKVI policy updates, this is typically:

• £38,700 per year for most new Skilled Worker applicants
• Lower thresholds may apply in specific circumstances (e.g. shortage occupations or “new entrant” roles)

2. Occupation “going rate”

Each eligible job has a defined going rate based on occupation code (SOC code). The salary must meet or exceed this rate on a pro-rata basis.

Both conditions must usually be satisfied unless an exception applies.

Legal Framework for Salary Requirements

Salary requirements are governed by:

• Immigration Rules – Appendix Skilled Worker
• Home Office Sponsor Guidance for Skilled Workers
• SOC occupation code tables published by the UK Government

Employers must ensure salaries are compliant before assigning a Certificate of Sponsorship (CoS). UKVI may verify salary evidence during visa processing and sponsor compliance audits.

What Counts as Salary Under UKVI Rules?

Not all payments can be included when assessing salary compliance. UKVI distinguishes between:

Allowed salary components

• Basic gross annual salary
• Guaranteed contractual allowances
• Certain location-based allowances
• On-call or shift allowances (if guaranteed and contractual)

Excluded payments

• Overtime (unless guaranteed in contract)
• Expenses or reimbursements
• Non-guaranteed bonuses
• Benefits in kind (e.g. accommodation, cars)
• Performance-related discretionary bonuses

Only “guaranteed gross pay” is generally considered valid for meeting the threshold.

How To Prove the Salary Requirement

Applicants and sponsors must provide clear, consistent evidence that the salary meets UKVI requirements.

1. Certificate of Sponsorship (CoS)

The CoS is the primary document used to prove salary compliance. It must include:

• Job title and SOC code
• Annual salary or hourly rate
• Working hours per week
• Start and end date of employment

UKVI uses this data to assess whether the role meets both salary thresholds.

2. Employment contract

The employment contract must match the CoS and include:

• Agreed salary
• Payment structure
• Working hours
• Job description consistent with SOC code

Any discrepancies between the contract and CoS can lead to refusal or compliance issues.

3. Employer supporting evidence

Sponsors may be required to provide:

• Payroll records
• HR system records
• Pay scales or internal salary bands
• Justification of salary level for the role

This is particularly important during compliance checks or where UKVI requests further evidence.

4. Payslips (for in-country extensions or switching cases)

Applicants already in the UK may need to show:

• Recent payslips
• Bank statements showing salary deposits
• Employment continuity evidence

This helps confirm that the salary is not only promised but actually being paid.

How Salary Is Calculated for Compliance

UKVI typically calculates salary using:

• Gross annual salary
• Pro-rated weekly hours (if part-time)
• Contractual guarantees only

Example:

A role paying £18 per hour for 40 hours per week results in:

• £18 × 40 × 52 = £37,440 per year

This figure is then compared against both:

• General threshold
• SOC going rate

Both must be met unless an exemption applies.

Salary Threshold Exceptions

Certain applicants may qualify for lower thresholds, including:

New entrant category

Applies to individuals such as:

• Recent graduates
• Those under a defined age threshold
• Certain training or professional development roles

Shortage occupation roles

Jobs listed on the shortage occupation list may benefit from reduced salary requirements in some cases.

Transitional arrangements

Some existing Skilled Worker visa holders may be assessed under older salary thresholds depending on visa history.

Common Reasons Salary Evidence Is Rejected

1. Incorrect SOC code selection

If the occupation code does not match the role, the salary comparison becomes invalid.

2. Including non-eligible pay

Bonuses or allowances that are not guaranteed may be incorrectly included.

3. Salary below going rate

Even if above general threshold, failure to meet occupation-specific rate can lead to refusal.

4. Contract inconsistencies

Differences between CoS, contract, and payroll records raise compliance concerns.

5. Part-time miscalculations

Incorrect pro-rata calculations often lead to under-threshold salary errors.

Employer Compliance Risks

Employers play a central role in salary verification. Failure to comply can result in:

• Sponsor licence downgrade (A-rating to B-rating)
• Suspension of sponsor licence
• Revocation of sponsor licence
• Civil penalties or enforcement action
• Invalidation of CoS assignments

These outcomes can directly affect all sponsored workers in the organisation.

Practical Steps to Ensure Compliance

Employers and applicants can reduce risk by:

• Verifying SOC code accuracy before issuing CoS
• Ensuring salary meets both threshold tests
• Aligning employment contracts with CoS details
• Maintaining clear payroll documentation
• Reviewing UKVI guidance updates regularly
• Avoiding reliance on discretionary or variable pay

Strong internal HR compliance processes are central to meeting salary requirements.

Salary Threshold and Visa Refusals

Visa refusals commonly occur where:

• Salary is marginally below threshold
• Incorrect salary components are included
• Evidence does not match CoS data
• Occupation classification is disputed

In refusal cases, applicants may be able to:

• Submit a new application with corrected information
• Request administrative review (if eligible)
• Challenge decisions through legal routes in limited circumstances

Common Questions from our Readers

What is the Skilled Worker visa salary threshold?

It is the minimum salary level set by UKVI, typically £38,700 for most applicants, plus occupation-specific going rates.

Can bonuses be used to meet the salary threshold?

Only guaranteed contractual bonuses may be included. Discretionary bonuses are excluded.

What if my salary is slightly below the threshold?

The visa may be refused unless a specific exception applies.

Do part-time workers qualify?

Yes, but salary must be calculated on a pro-rata basis and still meet thresholds.

Is the salary checked after the visa is granted?

Yes. Employers must continue to pay the correct salary, and UKVI may conduct compliance checks.

Key Takeaways

The Skilled Worker visa salary threshold is a strict requirement under UK immigration law. Applicants must meet both the general salary threshold and the occupation-specific going rate, supported by clear documentary evidence such as the Certificate of Sponsorship, employment contract, and payroll records.

Accurate calculation, correct occupation coding, and consistent documentation are essential to proving compliance. Errors in salary evidence are a frequent cause of visa refusal and sponsor licence enforcement action.