Skilled Worker Visa Salary Requirements (2026 Guide)
Assessing whether a salary meets the requirements for a UK Skilled Worker visa can be complex. The Home Office does not apply a single minimum salary figure. Instead, the salary must meet the higher of the general salary threshold or the going rate for the relevant SOC code. Because these thresholds interact differently depending on the role, employers and applicants often find it difficult to confirm whether a position qualifies. Using incorrect salary figures or outdated guidance can lead to visa refusals and potential compliance issues for sponsors.
Dhruti Thakrar
Dhruti Thakrar is a leading UK immigration solicitor and partner at Keystone Law, with over 28 years of experience advising multinationals, blue-chip firms, startups, and high-net-worth individuals. Recognized by The Legal 500, she specializes in both corporate and personal immigration law, sponsor licence compliance, and complex casework.
Determining whether a salary meets the UK Skilled Worker visa requirements is not always straightforward. Rather than applying a single minimum figure, the Home Office requires that a salary meets the higher of two thresholds:
- the general salary threshold
- the "going rate" for the role's Standard Occupational Classification (SOC) code
Because these two thresholds interact differently depending on the role, many employers and applicants find it difficult to confirm whether a position genuinely qualifies. The consequences of getting this wrong can be serious. Common mistakes include applying the incorrect going rate, miscalculating working hours, or relying on a lower threshold without satisfying the relevant conditions, which can result in a visa refusal. In some cases, errors may also prompt additional scrutiny from the Home Office if the sponsor is unable to clearly demonstrate how the salary requirement was met.
A further complication is that salary tables and shortage occupation lists are updated periodically. The Home Office applies whichever rules are in force at the date of application, so working from outdated figures or assumptions can lead to a refusal even where the underlying salary appears reasonable.
Check Whether a Salary Qualifies
To help cut through the complexity, use the tool below to assess a salary against the current requirements.
Skilled Worker Salary Calculator
The calculator is updated regularly to reflect the latest thresholds and provides a quick indication of whether a salary is likely to meet the Skilled Worker visa rules.
In the guide that follows, we explain how the salary requirement works in practice, how to identify the correct threshold for a given role, and how both employers and applicants can assess whether a salary is likely to qualify.
What is the Skilled Worker salary threshold in 2026?
For most Skilled Worker visa applications submitted since 22 July 2025, the standard salary requirement is £41,700 per year or 100% of the going rate for the job, whichever is higher.
This is the main route used for graduate-level roles (often referred to as Option A in the immigration rules). However, lower salary thresholds may apply where the role qualifies under one of the tradeable points options.
For example:
- Roles relying on a relevant non-STEM PhD (Option B) require at least £37,500 per year and 90% of the occupation’s going rate.
- Certain roles that qualify for tradeable points including STEM PhD roles, new entrant roles and jobs on the Immigration Salary List (Options C, D and E) — have a lower minimum salary of £33,400, together with the relevant percentage of the going rate.
Some healthcare and education roles are assessed using different salary tables rather than the main going-rate tables. In these cases, the salary must meet the threshold associated with the occupation’s SOC code in Appendix Skilled Occupations.
Typical salary thresholds for these roles include:
- £31,300 for the standard option under the alternative salary tables
- £28,200 where a non-STEM PhD discount applies
- £25,000 for certain discounted routes, including STEM PhD roles, Immigration Salary List roles and new entrant roles
In many cases, the Home Office also applies an hourly going-rate test. When this applies, the salary is assessed based on a maximum of 48 paid hours per week. If the calculated hourly rate falls below £17.13 per hour, that figure is treated as the minimum going rate.
From 8 April 2026, an additional rule also applies. Under the Skilled Worker salary rules, the pay received in each pay period must meet the required going rate for the hours worked during that period. This means employers must ensure their payroll practices remain compliant throughout the sponsorship period, not just when the visa application is submitted.
The Home Office only counts guaranteed gross pay towards the Skilled Worker salary requirement. Payments such as overtime or discretionary bonuses are usually not included.
In practice, the salary requirement is always the higher of:
- the minimum salary threshold for the relevant tradeable points option, and
- the required percentage of the occupation’s going rate (after any pro-rating for contracted working hours).
Because of these overlapping rules, many employers and applicants check salary eligibility before submitting a visa application.
What is the “going rate” for a job?
Every occupation eligible under the UK immigration system has a defined salary benchmark known as the going rate. This figure reflects the typical salary for that occupation and is set out in the official occupation tables published by the Home Office, organised by SOC 2020 code.
Where the going rate for a role exceeds the general salary threshold, the salary must meet the going rate — not simply the general threshold. This is one of the most common sources of confusion when employers assess Skilled Worker eligibility.
How is the going rate applied?
The going rate is published on a full-time basis, typically calculated on a 37.5-hour working week. Where a worker's hours differ from the reference hours for their SOC code, the published annual figure is pro-rated accordingly.
The proportion of the going rate that must be met depends on which salary option applies to the application:
- Standard option — 100% of the going rate
- Immigration Salary List roles with a non-STEM PhD — 90% of the going rate
- Immigration Salary List roles with a STEM PhD — 80% of the going rate
- New entrant — 70% of the going rate
Once the pro-rated going rate is calculated, the sponsor checks it against the relevant percentage for the applicable option, and also confirms that the salary meets the relevant cash floor.
Where an hourly going rate test applies, the assessment uses no more than 48 paid hours per week. If the calculated hourly figure would otherwise fall below £17.13, that figure is treated as the applicable going rate.
How Skilled Worker salary eligibility is calculated
Determining whether a salary meets the Skilled Worker visa requirements involves more than checking a single number. The salary listed on the Certificate of Sponsorship must satisfy both the minimum salary threshold and the required percentage of the occupation’s going rate, using only pay that the immigration rules allow to be counted.
In practice, sponsors usually work through the following steps.
1. Identify the correct occupation code
Every Skilled Worker role must correspond to an eligible Standard Occupational Classification (SOC) code. The SOC code determines which salary rules apply and which going rate must be used when assessing the role. The CASCOT SOC 2020 coding tool can be used to identify the most appropriate going rate.
Selecting the correct code is important because the required salary can vary significantly between occupations.
2. Check the occupation’s going rate
Each SOC code has a published going rate, which represents the typical salary level for that occupation.
For most roles, the salary must meet 100% of the going rate, although certain tradeable points options allow a reduced percentage.
3. Adjust the going rate for the role’s working hours
Going rates are usually published based on a full-time pattern (typically 37.5 hours per week). If the sponsored role has different contractual hours, the going rate must be pro-rated to reflect those hours before the salary test is applied.
Sponsors must also check that the salary still meets the relevant minimum cash threshold for the chosen salary option.
4. Confirm which pay elements can be counted
Only guaranteed gross pay is normally counted towards the Skilled Worker salary requirement. This typically includes the worker’s basic contractual salary and certain guaranteed allowances.
Payments such as overtime, discretionary bonuses, benefits in kind or non-guaranteed commission are generally not included when calculating salary for visa purposes.
5. Check compliance with the salary rules
For applications decided under the post-April 2026 rules, salary may also need to meet additional pay-period requirements. In practice, this means employers must ensure the worker continues to receive pay at or above the required level throughout the sponsorship period.
Because these calculations involve several steps, including selecting the correct SOC code, applying the correct going rate and verifying which pay elements qualify, many employers check salary eligibility carefully before assigning a Certificate of Sponsorship.
What counts towards Skilled Worker salary?
For a Skilled Worker visa, the Home Office only considers guaranteed pay when assessing whether the salary requirement is met. In most cases, this means the worker’s basic contractual salary, paid through PAYE.
Some additional types of pay may also be included, but only if they are guaranteed and clearly set out in the employment contract. The payment must form part of the worker’s normal pay and be payable for the full sponsorship period.
Examples of payments that may count include:
· guaranteed allowances (such as fixed shift or location allowances)
· fixed pay elements written into the employment contract
· certain bonuses that are guaranteed rather than discretionary
However, the salary must still represent genuine pay for the job. Payments that are variable or discretionary usually cannot be included. This means that overtime, performance bonuses, non-guaranteed commission, benefits in kind, employer pension contributions and similar payments are normally excluded when calculating Skilled Worker salary.
In addition, any part of the salary that the worker is expected to repay to the employer will not be treated as valid pay for immigration purposes. The salary stated on the Certificate of Sponsorship must therefore reflect the actual guaranteed earnings the worker will receive.
What does not usually count towards salary?
Certain types of pay are not normally included when assessing whether a salary meets the Skilled Worker visa requirements.
Examples of payments that usually do not count towards the immigration salary threshold include:
· overtime pay
· discretionary or performance-related bonuses
· benefits in kind (such as company cars or accommodation)
· one-off or irregular payments
Because the rules around what can and cannot be included in salary calculations can be complex, many employers review the salary carefully before assigning a Certificate of Sponsorship. Some also use eligibility tools or seek immigration advice to ensure the role meets the Skilled Worker salary requirements.
Summary
The Skilled Worker visa salary rules can be complex and are updated regularly. Employers must check both the minimum salary threshold and the going rate for the occupation, while also ensuring that only eligible pay elements are included in the calculation.
Small errors in salary calculations, such as using the wrong going rate, miscalculating working hours, or including payments that cannot be counted can lead to visa refusals or sponsor compliance issues. For this reason, many employers review salary eligibility carefully before assigning a Certificate of Sponsorship.
Need help checking Skilled Worker salary eligibility?
If you want to quickly check whether a role is likely to meet the Skilled Worker visa salary requirements, you can use the Skilled Worker Salary Calculator.
Our tool helps employers and applicants assess salary eligibility by comparing the proposed salary with the relevant thresholds and occupation going rates.
If you need more detailed guidance on Skilled Worker visa eligibility, sponsorship requirements or salary calculations, you can also speak with an immigration specialist for tailored advice.
Skilled Worker visa salary FAQ
Does bonus count towards Skilled Worker salary?
Only certain guaranteed bonuses may count. Discretionary or performance bonuses are typically not included when assessing salary thresholds.
Can a salary increase after sponsorship?
Yes. Employers may increase salaries after sponsorship, but changes to duties, job role or occupation code may trigger additional reporting obligations.
Does salary sacrifice affect visa eligibility?
Salary sacrifice arrangements can affect the salary counted for immigration purposes because they reduce gross pay.
Can part-time workers be sponsored?
Part-time sponsorship may be possible if the salary still meets the required thresholds based on the contracted hours.
How do I check the salary?
If you want to quickly assess whether a salary is likely to meet Skilled Worker visa rules, you can use the I-Migrator salary checker below.
Skilled Worker Salary Calculator
This tool helps employers and applicants determine whether a role is likely to meet current visa salary thresholds.