Skilled Worker Salary Rules Explained
1st September 2026
- Categories: Business, Compliance, HR, Sponsor licence, Visas
Understanding the Certificate of Sponsorship process
Recruiting skilled overseas workers can help your business fill critical vacancies and access a wider talent pool. However, one common confusion for employers is the salary requirement under the Skilled Worker route.
Many employers assume that if they pay the general minimum salary threshold, the application will meet the salary requirements. Unfortunately, it isn’t always that straightforward.0
This guide explains some of the key points UK employers should consider before sponsoring a Skilled Worker.
Understanding the Skilled Worker Salary Requirements
The Skilled Worker route has minimum salary requirements that an applicant must generally meet to qualify for a visa.
When sponsoring a worker under the Skilled Worker route, employers will usually need to ensure that the salary meets both:
- The applicable minimum salary threshold for the Skilled Worker route; and
- The required percentage of the “going rate” for the occupation being sponsored.
The going rate varies depending on the occupation code and is set out in the relevant Home Office guidance.
This means that even if your proposed salary exceeds the general minimum threshold, it may still fall short of the requirements for the particular occupation.
What is the ‘Going Rate’ ?
The going rate is the salary level specified by the Home Office for a particular occupation.
Different occupations have different going rates, reflecting the fact that salaries can vary significantly between different professions and sectors.
An employer should first establish what role the worker will genuinely be carrying out and then identify the appropriate occupation code. The applicable going rate can then be considered alongside the other salary requirements.
It is important not to choose an occupation code simply because it has a more favourable going rate. The code selected should accurately reflect the job being sponsored.
Why the Occupation Code Matters?
Choosing the correct occupation code is one of the most important steps in the sponsorship process.
The occupation code should reflect the actual role the worker will perform. The Home Office can consider whether the sponsored role genuinely matches the occupation code stated on the CoS. This can be during the CoS request or during a later Home Office audit.
This means employers should look carefully at the job description, duties, required skills and responsibilities before assigning a Certificate of Sponsorship.
A mismatch between the job and occupation code can cause problems for the visa application and potentially raise questions about the employer’s compliance with its sponsor duties.
Common mistakes Employers Make
We regularly see businesses make avoidable errors, including:
- Assuming the general salary threshold is all that matters.
- Using the wrong occupation code.
- Overlooking changes to salary requirements.
- Failing to check the latest Home Office guidance before assigning a Certificate of Sponsorship.
These mistakes can lead to unnecessary delays and in some cases, visa refusals.
Before You Assign a Certificate of Sponsorship (CoS)
Before issuing a CoS, ask yourself:
- Have we selected the correct occupation code?
- Does the proposed salary meet the applicable requirements?
- Have we checked the latest Home Office guidance?
- Are all sponsorship requirements satisfied?
Taking the time to check these points before assigning a CoS can reduce the risk of problems later in the application process.
Not necessarily.
The salary requirement that applies can depend on the circumstances of the application. In some cases, the Immigration Rules allow a Skilled Worker to be sponsored at a specified percentage of the standard going rate, provided the relevant eligibility requirements are met.
Employers should not assume that a reduced going rate automatically applies. The relevant salary option and all associated conditions should be checked carefully before the CoS is assigned.
Yes. In certain circumstances, a worker may be able to qualify under an alternative salary option.
For example, different salary provisions can potentially apply depending on factors such as the worker’s circumstances, qualifications, the type of role and whether particular transitional provisions apply.
Each option has its own eligibility requirements and minimum salary conditions. Employers should therefore establish which salary option applies to the particular worker rather than relying on a general exception.
No. An occupation code should be selected because it accurately reflects the job the worker will perform, not because it produces a lower salary requirement.
Using an occupation code that does not genuinely correspond with the role could put the visa application at risk and may create sponsor compliance concerns.
Meeting the general salary threshold alone does not necessarily mean that the salary requirement has been satisfied.
The employer will also need to consider the going rate requirement that applies to the occupation and the salary option under which the worker is being sponsored. If the salary does not satisfy the applicable requirements, the application may not qualify unless another permitted salary option applies.
Yes.
Employers should not assume that the salary requirements that applied to the worker’s original application will automatically remain the same. Immigration Rules, salary thresholds and going rates can change, and transitional provisions may also be relevant.
The applicable requirements should therefore be checked whenever a further Skilled Worker application is being prepared.
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