UK Skilled Worker Visa Salary Threshold Explained

How the salary requirement is structured

The Skilled Worker route applies two salary tests simultaneously: a general threshold (set in cash terms in the Immigration Rules) and an occupation-specific going rate (set as an annual figure per SOC occupation code at 37.5 or 39 hours per week).

The worker must be paid at or above the higher of the two unless tradeable points apply. The going rate is normally a pro-rated annual figure; part-time roles are adjusted by hours but cannot fall below the general threshold.

Tradeable points that reduce the salary requirement

Applicants can score the 20 tradeable points by meeting reduced salary levels combined with: a PhD relevant to the role (modest reduction), a STEM PhD relevant to the role (larger reduction), a job on the Shortage Occupation List or Immigration Salary List (specific reductions), new entrant status (significant reduction for early-career workers).

Each combination has its own minimum salary floor below which the application fails. The trade-off is published in tabular form in Appendix Skilled Worker. The application is checked against the table at the point of decision.

What counts as salary

Salary is assessed on gross basic pay. Bonus, commission, overtime and most allowances are excluded. The exception is accommodation allowances, which can count towards salary up to a defined percentage of the going rate.

Equity, stock options and performance-linked variable pay are not counted. Sign-on bonuses are excluded. Pensions employer contributions are excluded from the salary calculation but are part of the overall employment package.

Part-time and reduced-hours considerations

Part-time roles are permitted on the Skilled Worker route. The salary is pro-rated to the going rate at the hours worked, but cannot fall below the general threshold in cash terms. A part-time role at the going rate hourly equivalent may still fail if the absolute cash figure is too low.

Term-time only roles, seasonal roles and roles with significant variable hours need careful structuring. The salary used for the visa is the salary stated on the CoS; if actual pay differs materially, sponsor compliance and worker eligibility can both be affected.

Going rate updates

Going rates are updated periodically following Migration Advisory Committee recommendations and government decisions. Existing visa holders are not normally required to be paid to the updated going rate during the visa, but extensions and switches use the rate at the time of application.

The Health and Care Worker route uses different going rates aligned to the NHS Agenda for Change pay bands for relevant roles. Care worker going rates are set in line with the National Living Wage where above the published occupation figure.

How salary is calculated and reported

Salary on the Certificate of Sponsorship is the gross annual basic pay only. Bonus, commission, overtime, performance pay, sign-on bonuses, and most allowances are excluded. The exception is accommodation allowances, which can be included up to a defined percentage of the going rate (typically up to 30% of the going rate threshold).

Part-time salary calculation: the going rate is pro-rated to the hours worked. A role at 30 hours per week (compared to a 37.5-hour full-time week) has its going rate reduced to 80% of the full-time figure. The general threshold remains a cash floor; the higher of the pro-rated going rate and the general threshold must be met.

Pay structure issues: equity compensation, stock options and restricted stock units are not counted as salary. Where the role's total compensation includes substantial equity, the cash salary alone is what counts for visa purposes. Many tech companies structuring offers for visa applicants weight the cash salary above the going rate to avoid the issue.

Salary changes during the visa: increases above the going rate are permitted without restriction. Reductions are problematic; the salary must remain at or above the going rate (or applicable reduced rate for the route's category) for the visa to remain valid. Sustained reductions can trigger curtailment if reported to or discovered by the Home Office.

The Immigration Salary List and tradeable points

The Immigration Salary List replaced the Shortage Occupation List from April 2024. Roles on the list benefit from: reduced visa application fee, salary threshold reduced to 80% of the standard rate (subject to floors), and one of the 20 tradeable points scored from listing itself.

The Migration Advisory Committee advises on additions and removals based on labour shortage analysis. The Home Office accepts or rejects MAC recommendations through Statements of Changes to the Immigration Rules. The current list is published in Appendix Skilled Worker and updated periodically.

Common roles on recent versions of the list: nurses (NMC-registered), social care workers, certain engineering roles, specific technology roles (typically in shortage-identified specialisms), certain skilled trades (welders, bricklayers in some periods). The list is sector-specific and updated as labour market data changes.

PhD tradeable points: a PhD relevant to the role unlocks reduced salary thresholds. STEM PhDs (science, technology, engineering, mathematics) relevant to the role unlock larger reductions. The PhD must be assessed by Ecctis where it is from outside the UK and where the SOC code requires verification.

Healthcare and care worker salary specifics

Health and Care Worker visa salaries: NHS roles typically use the NHS Agenda for Change pay scales as going rates. Each Band has specific pay rates that the going rate references. The Department of Health and Social Care publishes the Agenda for Change rates; the Home Office uses them as the relevant going rate for NHS-employed Skilled Worker applicants.

Care workers (SOC 6145) and senior care workers (SOC 6135): going rates are set with reference to the National Living Wage rather than the standard occupation-specific methodology. The NLW is set by the Low Pay Commission and reviewed annually. Care worker pay must meet at least the NLW; the visa salary requirement aligns.

Care worker route restrictions from 2024: sponsors must be regulated by the Care Quality Commission (England) or equivalent regulators (Care Inspectorate Scotland, Care Inspectorate Wales, RQIA Northern Ireland). New care worker visa applicants from 11 March 2024 cannot bring dependants. Existing care worker visa holders retain their arrangements for the current visa subject to extension rules.

Dentists, doctors, pharmacists and allied health professionals: each profession's UK registration is separately required (GMC for doctors, GDC for dentists, GPhC for pharmacists, HCPC for allied health). The visa requires evidence of registration where applicable; the salary requirement uses NHS pay scales for NHS-employed roles or competitive private-sector rates for non-NHS roles.

Practical salary planning for sponsors and workers

Time on the Skilled Worker route counts towards 5 years of continuous lawful residence for ILR under Appendix Skilled Worker, with permitted absences capped at 180 days in any rolling 12-month period. Changes of employer within the route do not reset the clock as long as continuous sponsored employment is maintained.

Switching to Health and Care Worker, Senior or Specialist Worker, or Scale-up routes can preserve the continuous-residence count under Appendix Continuous Residence. Switching to Global Talent (with endorsement at Exceptional Talent level) can shorten total time to settlement to 3 years from the Global Talent switch point.

British citizenship by naturalisation under the British Nationality Act 1981 requires 12 months of ILR (or sooner for spouses of British citizens with 3 years' UK residence), the standard residence test with the absence cap, B1 English (typically met for ILR), Life in the UK test (also typically met for ILR), and the good character requirement assessed under Home Office guidance.

Negotiating salary to meet the threshold

Salary negotiation in the offer process: where the role's typical pay is just below the threshold, the worker can negotiate within the offer process. Sponsors aware of the threshold often structure offers to meet it; the visa is more reliable with a clear margin above.

Total compensation considerations: where the role's typical compensation includes substantial bonus, equity, or other variable pay, the cash salary alone is what matters for the visa. The total package may exceed the threshold even when cash salary is lower; the visa requires the cash salary to meet the threshold.

Accommodation allowance: up to 30% of the going rate threshold can be included as accommodation allowance (where the sponsor provides accommodation or a defined allowance). This can bring the salary calculation above the threshold for borderline cases.

Promotion timing: where the worker is expected to be promoted shortly after starting, the offer can structure the salary to meet the threshold at the start with an explicit pay review at a defined milestone. The CoS reflects the starting salary.

Specialist HR advice for sponsors: many sponsors engage immigration specialists for salary threshold reviews on each sponsored hire. Cost of advice is small compared with the cost of refusal or compliance issues.

HMRC interactions and tax records during the visa

HMRC personal tax account: at gov.uk/personal-tax-account. Shows tax code, P60 records, PAYE history, self-assessment status. Register via Government Gateway or GOV.UK One Login.

Tax codes and PAYE: emergency tax codes (0T, BR) apply at the start of employment until HMRC issues the correct code. The first few payslips may show higher deductions; refunds for overpayment are processed automatically at year end via P800 or through the personal tax account.

Self-assessment for additional income: required where the worker has self-employment income, property rental income, dividends above the threshold, or other non-PAYE income. Annual returns are due 31 January following the tax year end.

National Insurance contributions: Class 1 on employment income, Class 2 and 4 on self-employment, Class 3 voluntary for non-residents. NI contributions count towards State Pension entitlement.

Pension contributions: tax relief at the worker's marginal rate. Auto-enrolment under the Pensions Act 2008 covers most workers; employer contributions match at the agreed level.

Using GOV.UK and official sources effectively

GOV.UK as the primary source: the UK government's single online portal for most public services. Immigration Rules, caseworker guidance, current fees and IHS rates, application forms, and updates are all on GOV.UK. The site is the authoritative reference for any current rule or process.

Subscribing to updates: GOV.UK allows email subscriptions to specific topics including immigration. Updates arrive when guidance is amended or new Statements of Changes are published. Practitioners and engaged applicants commonly subscribe.

Statements of Changes (SoCs): published on GOV.UK as PDF documents. Each SoC has a HC number identifying it; recent SoCs HC 590 of 2023, HC 1496 of 2023, HC 246 of 2024 introduced significant changes. The consolidated Immigration Rules on GOV.UK reflect the current text after all SoCs.

Modernised caseworker guidance: published separately from the Rules. Covers practical application; not binding but highly influential. Updates flow through new versions with effective dates.

ONS, HMRC and other primary data: GOV.UK aggregates data from across government. ONS migration statistics, HMRC tax and customs data, sectoral statistics from departments. The data underlies policy decisions and is publicly accessible.

Where to get help with UK immigration matters

Citizens Advice: a network of independent charities providing free, confidential and impartial advice across the UK. Local Citizens Advice offices handle immigration enquiries at level 1; specialist services in some locations cover more complex matters. The Citizens Advice website (citizensadvice.org.uk) has comprehensive guidance on UK immigration.

Joint Council for the Welfare of Immigrants (JCWI): an independent organisation campaigning for the rights of refugees, asylum seekers and migrants. JCWI provides advice, advocacy, and policy analysis on immigration matters. Their published guidance covers all major UK routes.

Migrant Help: works with people seeking asylum, victims of human trafficking, and others affected by immigration. Provides advice on UK immigration matters and works with the Home Office on asylum support arrangements.

Right to Remain: provides advice and resources for people navigating the UK immigration system. The Right to Remain Toolkit is a comprehensive online resource covering the main routes and procedures.

Free Movement: a leading immigration law blog providing updates and analysis on UK immigration. The site is widely used by practitioners and informed applicants for current developments.

Specialist immigration solicitors: handle the most complex matters. The Law Society's Find a Solicitor service lists firms specialising in immigration. The Immigration Law Practitioners' Association (ILPA) maintains a directory of member firms.

Disclaimer

This article provides general information about UK immigration, tax and consumer matters and is not legal, financial or tax advice. Rules, fees and thresholds change. Always check GOV.UK and the relevant UK regulator before acting, and consider taking professional advice tailored to individual circumstances.

Frequently asked questions

What is the current Skilled Worker salary threshold?

The general threshold and the going rates by SOC occupation code are published in Appendix Skilled Worker of the Immigration Rules and updated periodically. The applicant must be paid the higher of the two, unless tradeable points apply.

Can I get a Skilled Worker visa with a lower salary?

Yes, where tradeable points apply: PhD relevant to the role, Shortage Occupation or Immigration Salary List role, new entrant status. Each combination has a minimum salary floor; below it, the application fails.

Do bonuses count towards Skilled Worker salary?

No. Bonus, commission, overtime and performance-linked pay are excluded. The salary used for the visa is basic gross pay only. Accommodation allowances may be included up to a defined percentage.

Is the Skilled Worker salary pro-rated for part-time?

Going rate is pro-rated to the hours worked. The general threshold remains a cash floor. A part-time role at the hourly going rate may still fail if the annual cash figure is below the general threshold.

Are healthcare roles paid differently?

The Health and Care Worker route uses NHS pay scales (Agenda for Change) as going rates for many NHS roles. Care worker going rates are set with reference to the National Living Wage. The application fees and IHS exemption also differ from standard Skilled Worker.

Frequently asked questions

What is the current Skilled Worker salary threshold?

The general threshold and the going rates by SOC occupation code are published in Appendix Skilled Worker of the Immigration Rules and updated periodically. The applicant must be paid the higher of the two, unless tradeable points apply.

Can I get a Skilled Worker visa with a lower salary?

Yes, where tradeable points apply: PhD relevant to the role, Shortage Occupation or Immigration Salary List role, new entrant status. Each combination has a minimum salary floor; below it, the application fails.

Do bonuses count towards Skilled Worker salary?

No. Bonus, commission, overtime and performance-linked pay are excluded. The salary used for the visa is basic gross pay only. Accommodation allowances may be included up to a defined percentage.

Is the Skilled Worker salary pro-rated for part-time?

Going rate is pro-rated to the hours worked. The general threshold remains a cash floor. A part-time role at the hourly going rate may still fail if the annual cash figure is below the general threshold.

Are healthcare roles paid differently?

The Health and Care Worker route uses NHS pay scales (Agenda for Change) as going rates for many NHS roles. Care worker going rates are set with reference to the National Living Wage. The application fees and IHS exemption also differ from standard Skilled Worker.