UK Skilled Worker salary threshold guide for 2026.

Skilled Worker salary is a two-test problem. The first test is the general threshold: in 2026, this is typically GBP 38,700 per year for most applicants. The second test is the occupation-specific going rate: the minimum salary for the specific SOC 2020 occupation code assigned on the Certificate of Sponsorship. You must meet whichever figure is higher. If the general threshold is GBP 38,700 and the going rate for a software developer (SOC 2134) is GBP 52,000, you need GBP 52,000. If the going rate for a laboratory technician (SOC 3111) is GBP 25,000, you still need at least the general threshold of GBP 38,700 — unless a tradeable-points discount or route-specific exemption applies.

The two-test system exists to prevent wage undercutting. The going rate ensures that sponsored workers are paid no less than the market rate for their occupation, protecting both the worker and the resident labour market. Tradeable points allow applicants to meet the requirement through other attributes: a PhD relevant to the job (10 points), a job in a shortage occupation (20 points), or new entrant status (reduced salary threshold). These points are added to the mandatory salary points (20 for meeting 70% of the going rate, 30 for 80%, 40 for 90%, 50 for 100% or more).

The salary analysis starts with the Certificate of Sponsorship and the occupation code assigned on it. Before the employer assigns the CoS, both parties should verify that the salary figure on the CoS meets both thresholds. A CoS with a salary below the requirement cannot be corrected after assignment — a new CoS must be generated. Check the live Home Office salary tables (updated periodically) rather than relying on cached or third-party data.

Workers with a UK job offer who want to confirm whether the proposed salary meets the Skilled Worker threshold before the employer assigns the CoS or before the applicant files the visa application. Employers and HR teams assigning CoS records who need to verify that the salary on the CoS meets both tests for the occupation code. New entrants (applicants under 26, switching from Student or Graduate Route, or in certain professional training roles) who may qualify for a reduced threshold. Healthcare workers who may benefit from the lower going rate applied through the Health and Care Worker route. Applicants changing sponsors who need to check whether the new salary meets the threshold independently of their previous grant.

If you are a Graduate Route holder switching to Skilled Worker, check the new entrant rules — you may qualify for a reduced salary threshold of approximately 70% of the going rate. If you are applying in a shortage occupation, verify that the occupation code is on the current shortage occupation list before assuming the discount applies.

Certificate of Sponsorship (CoS) showing the salary figure assigned to you. The salary on the CoS must match the employment contract and payslips. Discrepancies between the CoS and contract are a common RFE trigger. Verify that the salary figure includes only guaranteed, contractual pay — not discretionary bonuses, commission, overtime, or allowances unless they are guaranteed in the contract.

Job description and SOC code rationale. A document that explains how the job duties map to the SOC 2020 occupation code assigned on the CoS. This is critical when the job title is modern (e.g., "Data Scientist") but the SOC code is traditional (e.g., 2135 "IT business analysts, architects and systems designers"). The caseworker needs to see the connection between duties and the code to confirm the correct going rate has been applied.

Employment contract and payslips. The contract must show the guaranteed annual salary, working hours per week, and any contractual allowances. Payslips from the current employer (if switching) help establish that the salary is actually paid at the stated level. For new hires, a signed contract is sufficient. For hourly workers, the annual equivalent is calculated using a standard 39-hour working week — the contract should specify the hourly rate and weekly hours.

Evidence of new entrant or tradeable points. If claiming new entrant status, evidence of age (passport), student visa history (BRP, CAS), or Graduate Route permission. If claiming a shortage occupation discount, confirm the SOC code is on the current shortage occupation list published by the Home Office. If claiming a PhD discount, provide the degree certificate and an Ecctis statement of comparability confirming the PhD is at the required level.

Sponsor licence details. Confirm the employer holds an A-rated licence covering the Skilled Worker route. The licence number should be on the CoS. If the employer is a new licence holder or has recently been audited, check that the licence status is current before filing.

Check the current salary tables and going rate before the employer assigns the CoS. The Home Office updates salary figures periodically — using outdated tables is the most common salary-related error. Verify both the general threshold (check the live GOV.UK page) and the occupation-specific going rate (check the Appendix Skilled Occupations document linked from the Skilled Worker guidance page). The figures in this guide are illustrative and should be confirmed against live sources at the time of filing.

Once the CoS is assigned, the salary figure is locked. If the threshold increases between CoS assignment and visa application, use the salary rules in effect at the time of the visa application, not the CoS assignment date. This means a CoS assigned in May 2026 with a salary that just meets the June 2025 threshold could fall short if the threshold increases before the visa application is submitted. Plan the application date accordingly.

The Immigration Health Surcharge (IHS) and visa fees are separate from the salary requirement. The IHS is approximately GBP 1,035 per year (check live rates). The visa fee varies by route and location (in-country vs overseas). These costs are paid by the applicant, not the employer, unless the employer agrees to reimburse them. Factor the fees and IHS into the budget before applying — the IHS for a 3-year Skilled Worker visa is approximately GBP 3,105 (3 years x GBP 1,035), which is substantial.

Audit the job by SOC code first, not by job title. A modern job title like "Cloud Infrastructure Engineer" does not directly map to a specific SOC code. Read the SOC 2020 occupation descriptions on the Office for National Statistics website, identify the code whose lead statement matches the primary duties, and use that code on the CoS. Document the mapping rationale in a cover note: "The role involves X, Y, and Z, which align with SOC code 2134 (programmers and software development professionals) because Q, R, and S."

Calculate the annual salary using the correct formula. For salaried workers, use the gross annual salary stated in the contract. For hourly workers, multiply the hourly rate by 39 hours per week (the standard UKVI calculation) and then by 52 weeks. If the contract specifies different weekly hours (e.g., 37.5 for NHS roles), use those hours instead. Document the calculation in a cover letter to show the caseworker how the salary meets the threshold.

Include both the general threshold and going rate in the employer's supporting letter. A simple statement like "The salary of GBP 45,000 exceeds both the general threshold (GBP 38,700) and the going rate for SOC code 2134 (GBP 39,500)" shows the caseworker that the two-test analysis has been done correctly and can be verified at a glance. This reduces the chance of an RFE.

The Home Office publishes updated salary thresholds periodically, typically in April each year. For 2026, the general threshold for most Skilled Worker applicants remains at GBP 38,700. However, several important updates affect how the threshold is applied in practice in 2026.

Occupation code updates. The SOC 2020 classification continues to be the standard occupation taxonomy. Some occupation codes have been revised or merged, which may affect which going rate applies to your role. If your job title has changed or your role has evolved since the SOC 2020 descriptions were published, verify that the occupation code on your Certificate of Sponsorship still matches your primary duties. A mismatch between the SOC code and the actual duties is a growing cause of requests for further evidence in 2026.

New entrant rules for Graduate Route switchers. Graduate Route holders switching to Skilled Worker in 2026 remain eligible for new entrant status — the reduced salary threshold (approximately 70% of the going rate, minimum GBP 30,960) — as long as the application is made while the Graduate Route permission is still valid or within two years of the Graduate Route grant. This is a significant advantage: a Graduate Route holder moving into a software developer role with a going rate of GBP 52,000 needs only GBP 30,960 under new entrant rules rather than the full GBP 52,000. The employer must still hold a valid sponsor licence and assign a new Certificate of Sponsorship for the Skilled Worker route.

Health and Care Worker route salary floor. For healthcare roles on the Health and Care Worker visa, the salary floor in 2026 is GBP 29,000 (or the occupation going rate, whichever is higher). This discounted rate applies to eligible occupations published by the Home Office, including doctors, nurses, allied health professionals, and senior care workers. The reduced threshold is available only through the Health and Care Worker route — not through the standard Skilled Worker route — and the role must be in an eligible healthcare setting.

Using the wrong occupation code. The salary going rate is tied to the SOC code. A wrong code means the wrong going rate is applied. If the correct going rate is higher than the one tested, the application will be refused even if the salary seems adequate. Double-check the SOC code against the official SOC 2020 occupation descriptions before assigning the CoS.

Counting non-guaranteed allowances. Bonus pay, overtime, commission, and discretionary allowances do not count toward the salary threshold unless they are guaranteed in the employment contract. A bonus that is described as "performance-based" or "at the employer's discretion" is not guaranteed salary. Only base pay and contractual, guaranteed allowances count.

Assuming new entrant status applies automatically. New entrant status is not automatic for all early-career workers. It applies to applicants who are under 26, switching from Student or Graduate Route, working towards a recognised professional qualification, or in certain post-study settings. Verify the specific new entrant criteria against the Immigration Rules Appendix Skilled Worker before relying on the reduced threshold.

Failing to consider healthcare route rules. The Health and Care Worker route has its own salary rules, including a reduced going rate and exemptions from the Immigration Skills Charge. If the role qualifies as a healthcare occupation (doctor, nurse, allied health professional, or eligible care role), ensure the CoS reflects the correct route and salary rules before filing.

Sponsor assigning inconsistent CoS data. The salary figure on the CoS must match the contract, payslips, and employer letter. If the CoS says GBP 42,000 but the contract says GBP 38,000, the caseworker may treat the discrepancy as evidence of unreliable HR practices. Verify consistency across all documents before submitting.