The standard Skilled Worker visa salary requirement is £41,700 a year or the occupation’s going rate, whichever is higher. The previous £38,700 headline figure is no longer the standard threshold. Some applicants qualify for lower rates, but the correct calculation depends on the job and the applicant’s circumstances. Source: GOV.UK job and salary requirements.
This guide explains how to assess an offer before assigning a Certificate of Sponsorship (CoS). Students and graduates can also read our guide to switching into Skilled Worker permission.
Which salary threshold applies?
The following are the main salary options; they are not a complete list of every health, education or transitional exception.
| Salary option | Annual salary floor | Occupation salary test |
|---|---|---|
| Standard applicant | £41,700 | 100% of the standard going rate |
| Eligible new entrant | £33,400 | 70% of the standard going rate |
| Eligible Immigration Salary List role | £33,400 | 100% of the standard going rate |
| Relevant STEM PhD | £33,400 | 80% of the standard going rate |
| Relevant non-STEM PhD | £37,500 | 90% of the standard going rate |
Pay must satisfy both the applicable floor and the occupation test. PhD discounts require an eligible occupation and a qualification relevant to the job. Different provisions apply to certain healthcare and education roles. Source: GOV.UK salary concessions.
How do going rates affect a job offer?
A salary above £41,700 does not necessarily qualify. For example, an offer of £43,000 fails the standard salary test if the applicable going rate is £46,000.
Check the occupation code against the actual duties, then account for the contracted weekly hours when calculating the going rate. Do not assume a part-time role allows the annual salary floor to be reduced. The detailed salary and working-hours rules are in Appendix Skilled Worker, SW 14.
Immigration Salary List and job eligibility
The Immigration Salary List (ISL) can reduce the general salary floor, but it does not itself give a discount on the occupation’s going rate. Check any geographical restriction attached to the entry.
Job eligibility is a separate question. Higher-skilled occupations qualify in principle; medium-skilled occupations need a permitted exception, such as inclusion on the ISL or Temporary Shortage List, or applicable transitional protection. Inclusion on the Temporary Shortage List does not itself create an ISL salary discount. Source: GOV.UK eligible jobs.
Who can use the new entrant rate?
New entrant provisions can apply to qualifying younger applicants, students, recent graduates and people in specified professional training or postdoctoral roles. Being new to an employer is not enough.
The permitted period is limited to four years in total, counting relevant previous Skilled Worker, Tier 2 and Graduate permission. An applicant who has used two years on the Graduate route may therefore have only two years left at the new entrant rate. Check the exact immigration history before choosing the sponsorship period. Source: Appendix Skilled Worker, SW 12.
Transitional rules for existing Skilled Workers
Workers whose first Tier 2 or Skilled Worker CoS predates 4 April 2024, and who have held continuous qualifying permission, may use lower salary requirements when extending or updating their visa. The usual transitional comparison is £31,300 or the applicable lower going rate, whichever is higher; further exceptions require a separate assessment. Source: GOV.UK pre-April 2024 salary rules.
Do not confuse salary protection with protection for medium-skilled jobs. The latter has a separate pre-22 July 2025 CoS and continuous-permission test. Settlement also needs its own assessment; a successful extension does not guarantee eligibility for ILR. Source: GOV.UK extension requirements.
Employer checklist before assigning a CoS
- Match the duties to the correct occupation code and check whether that role is eligible.
- Record the salary option and the evidence supporting any discount or transitional provision.
- Check annual pay, contracted hours and the applicable going rate together.
- Review salary sacrifice, deductions and any proposed allowances against the salary rules; do not rely on a total remuneration figure alone.
- Plan ahead for the end of any new entrant concession and keep the employment contract consistent with the CoS.
Our Skilled Worker visa service and sponsor licence advice support applicants and employers with these checks. Contact LegumLex to discuss a proposed role or extension.