UK Immigration Salary List 2026: UK Salary Thresholds & SOC Codes

Minimum Salary Requirements and Skills Thresholds

From 22 July 2025 onwards, the standard general salary threshold for most Skilled Worker applications is £41,700 per year. This replaced the previous £38,700 figure that applied from April 2024 to July 2025. In addition, a minimum hourly rate of £17.13 applies for most roles, calculated on a standard 37.5-hour working week. Where working hours differ, salaries must be prorated accordingly.

In practice, a sponsored worker must satisfy all of the following conditions simultaneously:

• Be paid at least the general threshold of £41,700 per year
• Be paid at least 100% of the occupation-specific going rate for their SOC code
• Be paid at least the applicable minimum hourly rate of £17.13

Where a role appears on the Immigration Salary List, the applicable general threshold reduces to £33,400 per year (80% of the standard threshold). This can make a meaningful difference for employers recruiting in sectors where salaries are slightly below the standard threshold.

For most new applications, the full going rate for the occupation code still applies; the ISL reduces only the general threshold, not the going rate. However, workers who have held a Skilled Worker visa continuously since before 4 April 2024 may qualify under transitional arrangements that permit a lower going rate of 80% in certain circumstances.

New Entrant, PhD & Other Reduced Salary Thresholds

Several additional reduced thresholds exist in 2026 for specific circumstances:

• New entrants (workers who are under 26 on the date of application; currently switching from, or have held within the last two years, a Student or Graduate visa; undertaking a postdoctoral research role; or working towards a recognised UK professional qualification): £33,400, at 70% of the going rate. New entrant status is capped at a total of four years across all previous Skilled Worker, Tier 2, and Graduate leave combined

• PhD relevant to the role (non-STEM): £37,500, at 90% of the going rate
• PhD in a STEM subject: £33,400, at 80% of the going rate
• Health and Care Worker visa roles: From £25,000, where a national pay scale such as NHS Agenda for Change applies, with other Health and Care roles subject to their specific going rates
• Transitional arrangements for workers first sponsored before 4 April 2024: General threshold from £31,300, depending on the specific option applied, with further reductions possible in some cases

These discounts cannot be combined. An employer cannot, for example, simultaneously claim the ISL discount and a new entrant discount on the same application.

Skill Level Requirements: RQF Level 6 Explained

From 22 July 2025, the minimum skill level required for most Skilled Worker visa roles increased from RQF Level 3 to RQF Level 6, equivalent to degree level. This represents a significant tightening of eligibility and has removed many sub-degree roles from the standard Skilled Worker route.

Roles below RQF Level 6 may still be sponsored in limited circumstances if they appear on the ISL or the Temporary Shortage List. Applicants sponsored in sub-degree roles on or after 22 July 2025 are not permitted to bring dependants to the UK.

This restriction does not apply to workers who were already in the Skilled Worker route before 22 July 2025 and have held continuous permission since then; those individuals may continue to bring dependants under the previous rules.

Worked Example: Which Salary Threshold Applies?

Consider a worker whose occupation code has a going rate of £48,000 per year. Even though the general threshold is £41,700, the employer must pay at least £48,000, because the going rate is higher. The prevailing threshold is always whichever is greater.

Step 1: Check If Your Job Is on the ISL

The starting point is always to check whether the specific occupation, identified by its SOC 2020 code, appears on the current Immigration Salary List. This must be done at the time the Certificate of Sponsorship (CoS) is assigned, not when the job was first advertised. The list can change, and eligibility that existed when a role was first posted may no longer apply at the point of sponsorship.

Certain ISL roles are also subject to additional eligibility conditions. Dancers and Choreographers (SOC code 3414), for example, are listed subject to specific requirements set out in the current gov.uk ISL spreadsheet. Employers should check the live list carefully, as conditions attaching to individual occupations are subject to change and must be verified at the point of assignment.

Step 2: Find Your SOC Code

The Standard Occupational Classification (SOC) code is the foundation of every Skilled Worker visa application. The Home Office uses the SOC 2020 coding system, which replaced the older SOC 2010 codes on 4 April 2024. Selecting the wrong code, even inadvertently, can result in a visa refusal and potential compliance action against the sponsoring employer.

When identifying the correct SOC code, the job’s actual duties should drive the selection, not the job title. The Home Office’s CASCOT occupation coding tool is a useful starting point, as is Appendix Skilled Occupations on gov.uk.

Step 3: Calculate the Correct Salary for Your SOC Code

Once the SOC code is confirmed and ISL eligibility established, the salary calculation involves checking the general threshold applicable to the application (£41,700, or £33,400 where the ISL applies), the occupation-specific going rate for the SOC code as published in the Home Office’s going rates table, and the hourly going rate test where applicable. The salary offered must meet all applicable thresholds simultaneously.

Step 4: Record ISL Reliance on the CoS

Where an employer is relying on the ISL to apply a reduced threshold, this must be accurately reflected on the Certificate of Sponsorship. Under updated Home Office sponsor guidance that came into force on 6 March 2026 (paragraphs S3.9 and S3.10), occupation codes and job descriptions on the CoS must accurately reflect what the sponsored worker will actually be doing.

Exaggeration of a role is explicitly prohibited, and sponsors must notify the Home Office of any changes to a role after sponsorship is granted. Errors or omissions on the CoS are a significant compliance risk and can lead to Home Office audit action, including sponsor licence suspension or revocation.

Step 5: Meet the Pay-Period Salary Rules (From April 2026)

From 8 April 2026, sponsors are required to meet the applicable minimum salary threshold in each pay period, not just on an annual average. Depending on pay frequency and working pattern, the relevant rolling period is three months, twelve weeks, or seventeen weeks. The salary in every pay period must also meet or exceed the applicable hourly threshold for that period.

Sponsors should review their payroll arrangements to confirm that salary thresholds are consistently met throughout each pay period, as the Home Office may identify and act on underpayments earlier than previously possible.

Proving Your Job Offer Is Genuine

Beyond salary levels, the Home Office also scrutinises whether a sponsored job offer is genuine. Employers should maintain detailed, accurate job descriptions that match the selected SOC code, ensure internal salary bands reflect genuine market rates, and keep documented evidence of how salaries were determined, including evidence that salaries are commensurate with the business’s financial position.

Offering an artificially inflated salary solely to clear a threshold, without this being reflected in genuine market conditions, is itself a compliance risk.

Note: Most ISL entries are currently scheduled to expire on 31 December 2026. Care workers and senior care workers (SOC 6135 and 6136) are subject to a longer transitional arrangement, with their ISL entries currently set to expire on 22 July 2028.

All entries are subject to earlier removal or amendment by the Home Office without prior notice. The standard rate applies to most new sponsorships (CoS assigned on or after 4 April 2024); the lower rate applies to workers who have held a Skilled Worker visa continuously since before that date.

What Is the Temporary Shortage List (TSL)?

The UK government’s Immigration White Paper, published in May 2025, announced that the ISL would be restructured alongside the introduction of the new Temporary Shortage List (TSL), which came into force on 22 July 2025.

Both lists are currently operating in parallel until 31 December 2026. The MAC published its Stage 2 report on 23 July 2026, reviewing 82 occupations and recommending around 4,000 fewer visas a year if adopted by the Home Office. Following that report, the Home Office will decide how both lists are structured beyond December 2026.

The TSL is designed to provide time-limited access to the immigration system for sub-degree-level roles at RQF Levels 3 to 5, in occupations where ongoing shortages have been identified and deemed crucial to the UK’s Industrial Strategy or critical infrastructure.

Key features of the TSL include the following:

• Unlike the ISL, the TSL does not apply an automatic percentage discount to the general salary threshold. Each listed occupation carries its own standard rate (and, for eligible pre-April 2024 transitional workers, a lower rate). A reduced salary may only apply where the worker separately meets a recognised “paid less” criterion, such as a relevant PhD
• Workers sponsored in TSL or ISL roles at RQF Levels 3 to 5 from 22 July 2025 onwards are not permitted to bring new dependants to the UK. Workers who already held Skilled Worker permission with dependants before 22 July 2025 may retain that status under transitional protection. A narrow exception exists for children born in the UK or for whom the sponsored worker has sole parental responsibility
• TSL entries are time-limited and subject to regular review by the MAC, with each occupation expected to remain on the list for a default period of three years, subject to review
• The route to settlement for TSL workers has not yet been confirmed by the Home Office. Employers and workers should monitor this closely, as it may affect long-term planning

The applicable assessment window depends on pay frequency and working pattern:

• Monthly pay (consistent weekly hours): salary is assessed over any consecutive three-month period, requiring at least one quarter of the annual salary to be paid
• Weekly or more frequent pay (consistent weekly hours): salary is assessed over any consecutive 12-week period, with at least 12/52 of the annual salary paid
• Uneven weekly hours: salary is assessed over any consecutive 17-week period, requiring at least 17/52 of the annual salary

These windows are rolling and continuous, not fixed quarterly blocks. Workers already sponsored under a CoS issued before 8 April 2026 are expected to remain subject to the previous annual assessment approach until an extension or new CoS is issued.

This change has particular implications for workers on variable pay structures, irregular hours, or commission-based arrangements. Employers should carefully review their payroll processes to ensure compliance throughout each rolling pay period.

RQF Level 6: The New Skill Threshold

The shift to RQF Level 6 as the standard minimum skill threshold for new Skilled Worker applications, which took effect on 22 July 2025, continues to reshape the sponsorship landscape in 2026. Many mid-skilled roles that were previously sponsored under the standard Skilled Worker route are no longer eligible unless they appear on the ISL or TSL.

What Employers and Workers Should Do Next

Given the pace of change in UK immigration policy, employers and sponsored workers should take the following steps:

• Monitor UKVI updates to the ISL and TSL throughout 2026, particularly ahead of the MAC’s Stage 2 report in July 2026
• Review all current sponsored roles to confirm they continue to meet the applicable skill and salary thresholds
• Maintain robust internal documentation showing how salaries were calculated and how SOC codes were selected
• Budget for the possibility of further salary threshold changes, as the MAC has been commissioned to review salary levels for RQF 3–5 roles
• Consider whether any sponsored workers in TSL roles may be affected by the unresolved settlement eligibility question, and seek specialist advice where relevant
• Take specialist immigration advice before making any sponsorship decisions, particularly for roles close to the threshold or due for extension after April 2026

Benefits for Employers

The ISL offers meaningful advantages for employers in sectors where recruiting from overseas is necessary to fill skills gaps. The most significant benefit is the ability to sponsor workers at £33,400 per year rather than £41,700, a difference of £8,300 per annum that can be substantial in sectors such as construction, social care, and the creative industries.

The ISL also provides greater certainty for workforce planning. Where a role appears on the list, employers know in advance that a reduced threshold applies, allowing them to set budgets and salary bands accordingly without risking a visa refusal on salary grounds.

Benefits for Skilled Workers

For overseas workers, the ISL widens access to the Skilled Worker route for roles that might otherwise fall below the general salary threshold. Workers in occupations such as care work, skilled construction trades, nursing support roles, and the arts benefit from a more accessible pathway to UK employment and, ultimately, settlement.

Challenges and Risks

Despite its benefits, the ISL also introduces risks that both employers and workers must take seriously:

• The ISL can change with limited notice. An occupation that is eligible when a job is advertised may have been removed from the list by the time the Certificate of Sponsorship is assigned

• Misapplying the ISL, for example, by claiming the reduced threshold for a role that does not appear on the list, can result in visa refusal and sponsor licence compliance action
• The ISL discount applies only to the general threshold. Employers who assume it also reduces the going rate requirement will find themselves underpaying a sponsored worker, which is a separate compliance breach
• Sub-degree roles sponsored under the ISL or TSL from 22 July 2025 onwards cannot include dependants, which may make certain positions less attractive to overseas candidates with families

Real-World Example: Sponsoring a Bricklayer (SOC 5313)

A construction firm in Manchester sought to sponsor a bricklayer (SOC 5313) from overseas. Without the ISL, the firm would have needed to pay at least the standard general threshold of £41,700.

With the ISL discount, the applicable general threshold is reduced to £33,400.

The firm confirmed the role was on the ISL, checked the going rate for SOC 5313, which is also £33,400, and confirmed that the offered salary met both the discounted general threshold and the going rate.

The firm accurately reflected the ISL’s reliance on the Certificate of Sponsorship, and the application was approved without issue.

How the SOC System Works

The SOC 2020 system classifies occupations into unit groups, each with a four-digit code. For Skilled Worker visa purposes, the Home Office uses Appendix Skilled Occupations, which maps SOC 2020 codes to eligibility tables, going rates, and applicable salary options. Codes are categorised as Higher Skilled (RQF Level 6 and above), Medium Skilled (RQF Levels 3 to 5), or Ineligible.

Match Job Duties, Not Job Titles, to a SOC Code

The SOC code must reflect the worker’s actual job duties, not their job title. Two roles with similar titles but different duties may carry different codes with different going rates and eligibility criteria. Employers should:

• Compare the worker’s daily duties against the unit group description in the SOC 2020 classification
• Use the CASCOT occupation coding tool on the ONS website to identify the most appropriate code
• Retain written evidence of the coding decision, including the job description used and the source consulted

Common Errors to Avoid

Some of the most frequently encountered SOC coding errors include:

• Selecting a code based on job title alone
• Using an outdated SOC 2010 code (no longer valid for new CoS assignments)

• Misclassifying a role to obtain a lower going rate or an ISL discount that does not legitimately apply
• Failing to update the SOC code when a worker’s role changes materially during sponsorship. Selecting the wrong SOC code, even inadvertently, can result in a visa refusal

Deliberate misclassification carries the additional risk of revocation of the sponsor licence.

SOC Codes With Salary: Full Going Rates Table 2026

Note: Going rates are based on published Home Office guidance effective from 22 July 2025. Always verify the current going rate for a specific SOC code in the official gov.uk going rates table at the time of CoS assignment, as rates are subject to change.

Eligibility Requirements

To be eligible for a sponsor licence, an organisation must be a genuine, lawfully operating business in the UK with a genuine need to sponsor overseas workers.

It must also have appropriate HR systems and processes in place to meet ongoing sponsor duties, have key personnel in place, including an Authorising Officer, Key Contact, and at least one Level 1 User, and must not have had a sponsor licence refused in the preceding 6 months or revoked in the preceding 12 months.

Where a licence was revoked due to dishonesty or deliberate misconduct, the Home Office may require compelling evidence of suitability before a fresh application will be considered, regardless of the time elapsed.

How to Apply for a Sponsor Licence: Step by Step

The sponsor licence application is made online through the Home Office’s Sponsor Management System (SMS).

The key steps are as follows:

• Complete the online application form, providing details of the organisation and the roles to be sponsored
• Pay the application fee. The fee is £611 for small or charitable sponsors and £1,682 for medium and large sponsors. A sponsor is classified as small if it meets at least two of the following: annual turnover of £15 million or less, total assets of £7.5 million or less, and 50 employees or fewer.

• Submit the required supporting documents within five working days of the online application
• In some cases, undergo a pre-licence assessment visit from a Home Office compliance officer

The Home Office aims to process most sponsor licence applications within eight weeks. A priority processing service is available, currently at a fee of £500 per application, with decisions made within approximately 10 working days. Priority places are limited and allocated daily from 9 am on a first-come, first-served basis.

Ongoing Sponsor Obligations

Holding a sponsor licence is not a one-time task. Sponsors have ongoing duties, including keeping accurate records for all sponsored workers, reporting certain changes via the Sponsor Management System within specified timeframes, carrying out right-to-work checks, and ensuring that sponsored workers are paid in accordance with the Immigration Rules at all times, including within each individual pay period under the April 2026 pay-period compliance framework.

Under updated Home Office sponsor guidance effective from 6 March 2026, sponsors must also demonstrate that they have informed all sponsored workers of their UK employment rights, retaining evidence of this. Failure to meet sponsor duties can result in the downgrading, suspension, or revocation of a sponsor licence.

Applying for a sponsor licence or managing ongoing sponsor compliance can be a demanding process. Manchester Immigration Lawyers can guide your business through the entire sponsor licence journey. Contact us on 0161 826 9783, or reach out online for expert support.

The July 2025 Reforms

The most significant structural changes to the Skilled Worker route came into force on 22 July 2025. Key changes included:

• The general salary threshold for standard applications increased to £41,700 per year
• The minimum skill level for most new sponsorships increased to RQF Level 6
• Sub-degree roles could only be sponsored if they appeared on the ISL or the new Temporary Shortage List
• All workers sponsored in RQF Level 3–5 roles under the ISL or TSL from 22 July 2025 onwards are not permitted to bring new dependants to the UK. Workers already in the Skilled Worker route before that date retain transitional protection under the previous rules
• The Health and Care Worker visa route was closed to new overseas applicants for care worker and senior care worker roles (SOC 6135 and 6136) based in England, with effect from 22 July 2025. Workers already in the UK on this route, as well as those in Scotland, Wales, and Northern Ireland, were subject to different transitional arrangements

Immigration Skills Charge & English Language Changes (Dec 2025–Jan 2026)

Several further changes came into force after July 2025 and before the date of publication:

• December 2025: Immigration Skills Charge increase: From 16 December 2025, the Immigration Skills Charge increased by 32%. The charge is now £1,320 per year (£660 per additional six months) for medium and large sponsors, and £480 per year (£240 per additional six months) for small and charitable sponsors. This represents a significant increase in the cost of sponsoring each overseas worker
• January 2026: English language requirement raised: From 8 January 2026, Skilled Worker applicants must demonstrate English language proficiency at B2 level (upper intermediate), up from the previous B1 requirement. This applies to new applications and may affect the pool of eligible candidates for some employers

The April 2026 Pay-Period Framework

From 8 April 2026, the new pay-period salary compliance framework under SW 14.3B of Appendix Skilled Worker applies to workers assigned a Certificate of Sponsorship on or after that date. This framework requires sponsors to demonstrate that the required salary is met within each individual pay period, not merely on an annualised basis.

Businesses that pay workers with variable components, such as overtime, bonuses, or shift premiums, must ensure that the guaranteed basic salary alone meets the threshold in each pay period, as non-guaranteed elements do not count towards the threshold.

Steps for Businesses to Take

To remain compliant in 2026, employers should:

• Review all sponsored workers’ salary structures to confirm that guaranteed basic pay meets the applicable threshold in every pay period
• Report any salary changes to UKVI via the Sponsor Management System promptly. Note that a Certificate of Sponsorship cannot be amended after assignment — if a material change occurs, a new CoS may be required depending on the nature of the change
• Ensure the Sponsor Management System reflects the most current information for all sponsored workers
• Budget for the increased Immigration Skills Charge when planning future sponsorships
• Verify that overseas candidates being recruited from outside the UK meet the B2 English language requirement
• Seek immigration advice before changing a sponsored worker’s role, hours, or salary