Skilled Worker Salary Requirements 2026 | Complete IELTS Smart Guide
UK Skilled Worker Salary Requirements: Complete 2026 Guide
✍️ Updated March 2026 · 12 min read · 🧾 Official thresholds + going rates
💰 2026 salary thresholds ⚖️ Higher of rule 🎓 Discounts & exceptions 📋 Immigration Salary List ⚠️ Employer compliance 💷 Sponsor costs ❓ FAQ
📈 2026 Salary Thresholds: General vs. Going Rate
The Skilled Worker visa requires you to meet two salary tests: a general minimum threshold and the specific “going rate” for your occupation code (SOC). Your salary must be the higher of the two. The general threshold has changed twice in recent years.
| Category | 2026 threshold (annual) | Notes |
|---|---|---|
| General threshold (pre-22 July 2025) | £38,700 | Applies to CoS issued before 22 July 2025 |
| General threshold (from 22 July 2025) | £41,700 | Applies to most new CoS issued after this date |
| Occupation “going rate” | Varies by SOC code | Based on median ONS earnings, often higher than general threshold |
| New entrant discount | £33,400 or 70% of going rate | For under 26, recent graduates, or student visa switchers |
• 4 April 2024: general threshold rose from £26,200 to £38,700.
• 22 July 2025: general threshold rose again to £41,700; new entrant threshold rose to £33,400.
• 8 April 2026: salary compliance will be assessed per pay period (no more annual averaging).
⚖️ The “Higher of” Rule – Why the Going Rate Often Decides
Many applicants mistakenly think that meeting the general threshold (£38,700 or £41,700) is enough. But the Home Office requires both the general threshold and the occupation-specific going rate to be met – and you must pay the higher figure. For many professional roles, the going rate is significantly higher.
| Occupation (SOC code example) | 2026 going rate | General threshold | Actual minimum required |
|---|---|---|---|
| Software Developer (SOC 2136) | £49,200 | £41,700 | £49,200 |
| Civil Engineer (SOC 2122) | £42,300 | £41,700 | £42,300 |
| Marketing Manager (SOC 1132) | £44,900 | £41,700 | £44,900 |
| Nurse (SOC 2231) | £29,000 (healthcare discount) | £29,000 | £29,000 |
💡 Practical tip: Employers must identify the correct SOC 2020 code and check the official “going rates” table published by the Home Office before assigning a Certificate of Sponsorship (CoS).
🎓 Salary Discounts & Exceptions (Who can be paid less?)
Despite higher general thresholds, certain applicants can qualify with lower salaries. These exceptions are strictly defined and must be evidenced.
| Exception category | Minimum salary | Conditions |
|---|---|---|
| New Entrant | £33,400 or 70% of going rate | Under 26, recent graduate, or switching from Student/Graduate visa; max 4 years |
| STEM PhD (relevant) | £37,500 or 90% of going rate | PhD in a subject directly related to the job |
| Non-STEM PhD | £37,500 (fallback) | Must still meet 90% of going rate if lower than general threshold |
| Immigration Salary List (ISL) | £33,400 or 80‑90% of going rate | Only for 23 specific occupations; no dependants allowed |
| Health & Care Worker | £29,000 (approx) | Qualifying NHS or adult social care roles |
| Temporary Shortage List (TSL) | £25,000 | Medium-skill roles; expires 31 Dec 2026 |
📋 Immigration Salary List (ISL) & Temporary Shortage List
The old Shortage Occupation List was replaced in April 2024 by the Immigration Salary List (ISL). The ISL provides a 20% discount off the general threshold and a reduced going rate (80‑90%). It currently covers only 23 occupations, mainly in construction, fishing, and some healthcare roles. The Temporary Shortage List (TSL) was introduced in July 2025 for RQF 3‑5 medium-skill jobs, with a lower £25,000 threshold. Both lists are scheduled to expire on 31 December 2026, unless extended by the Migration Advisory Committee (MAC).
💡 Workers on ISL or TSL roles cannot bring dependants (spouse/children) under current rules, and switching from these routes to other visa categories may be restricted.
⚠️ Major 2026 Compliance Change: Per‑Pay‑Period Assessment
From 8 April 2026, the Home Office will assess salary compliance in each individual pay period (monthly or weekly) rather than as an annual average. This means that if an employee receives lower pay in any month (e.g. due to unpaid leave, payroll error, or reduced hours), that month alone could breach the sponsor’s duties. Employers with commission‑heavy or variable pay structures face significant risks. The only exception is for genuinely irregular working patterns where a 12‑week or 17‑week reference period is agreed in writing before employment starts.
• Review all employment contracts to ensure base salary meets the threshold each month.
• Avoid using bonuses or commission to “top up” a low basic salary.
• Keep detailed payroll records and conduct monthly compliance checks.
💷 Full Cost of Sponsorship – Beyond the Salary
Sponsoring a skilled worker involves significant Home Office fees that cannot be passed to the employee. Below is a summary of 2025‑2026 costs for a typical three‑year visa.
| Cost item | Small/Charity sponsor | Medium/Large sponsor |
|---|---|---|
| Sponsor licence application | £574 | £1,579 |
| Certificate of Sponsorship (CoS) | £525 (per worker) | |
| Immigration Skills Charge (per year) | £364 | £1,000 |
| Visa application fee (3 years) | £719 – £1,519 | |
| Immigration Health Surcharge (per year) | £1,035 | |
📊 Total example: For a large employer sponsoring a worker for 3 years, total visa + sponsorship costs can exceed £12,000 before salary. Plan your recruitment budget accordingly.
📌 Other Key Rules: Skill Level RQF 6+
Since July 2025, the minimum skill level for Skilled Worker visas rose from RQF 3 to RQF 6 (equivalent to a bachelor’s degree). Approximately 180 occupations are no longer eligible. However, roles on the Temporary Shortage List may still qualify at lower skill levels until December 2026.
💡 Common Mistakes & 2026 Application Advice
- Mistake 1: Assuming the general threshold is the only requirement → ❌ You must also meet the going rate.
- Mistake 2: Thinking a bonus can compensate for low base pay → ❌ Only base salary + guaranteed allowances count.
- Mistake 3: New entrant discount lasts indefinitely → ❌ Max 4 years; after that, full salary required.
- Mistake 4: ISL/TSL discounts will continue past 2026 → ❌ Both expire on 31 Dec 2026 unless MAC extends.
① Confirm SOC 2020 code and check current going rates.
② Ensure base salary meets the higher of general threshold and going rate.
③ If claiming a discount (new entrant, PhD, ISL), attach clear evidence to the application.
④ Employers: adjust payroll systems for per‑pay‑period compliance from April 2026.
❓ Frequently Asked Questions – Skilled Worker Salary
🏁 Final Summary: Get Your Salary Right
The Skilled Worker visa salary rules are now tougher and more dynamic than ever. You must navigate the general threshold, the going rate, possible discounts, and the upcoming per‑pay‑period assessment. Employers and applicants should work closely to ensure the base salary package is compliant from day one. Always refer to the official Home Office guidance and consider professional advice if your case involves complex pay structures or discount eligibility.
📢 Bookmark this guide – we update it whenever the Home Office changes salary rules. Share it with colleagues or friends preparing a Skilled Worker application. For more immigration resources, explore our Sponsor Licence Toolkit and Indefinite Leave to Remainer (ILR) salary guide.
Disclaimer: This article provides general information and does not constitute legal advice. Immigration rules change frequently; always check GOV.UK or consult a regulated immigration adviser.
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