New Entrant Skilled Worker Visa Criteria

The Skilled Worker new entrant category allows UK sponsors to employ eligible individuals at a lower salary threshold than the standard rates under the Skilled Worker visa route.

New entrants are those considered to be at the start of their careers, including graduates, workers under 26 and certain professional trainees.

To qualify as a Skilled Worker new entrant, the applicant will need to meet one of the criteria set out in the Immigration Rules and be applying for a visa that will not extend beyond four years as a new entrant.

In this guide, we set out the rules on who qualifies as a new entrant, and what this status means for the Skilled Worker visa application and conditions of stay.

 

Section A: What is a Skilled Worker New Entrant?

 

The Skilled Worker visa is the main immigration route for overseas nationals who have a confirmed job offer in the UK with an approved sponsor. The visa allows employers to fill roles that meet specific skill and salary thresholds. Applicants must meet eligibility requirements across several areas, including sponsorship, skill level, salary, English language and maintenance.

Within the Skilled Worker route, certain applicants may be classified as new entrants.

Under the Skilled Worker visa route, a new entrant is a person who meets specific criteria set out in the Immigration Rules and is considered to be at an early stage in their career. The Home Office defines new entrants as applicants who meet one of a number of conditions, including being under the age of 26 on the date of application, switching from a student visa in the UK, undertaking postdoctoral research, or working towards professional registration or chartered status in a regulated profession. The designation also applies to certain recruits under graduate training schemes. A person can only be considered a new entrant if the total period of leave granted under this classification does not exceed four years.

The new entrant provision is intended to provide employers with flexibility when recruiting individuals who are qualified for a skilled role but are not yet earning at the same level as more experienced workers. Through the lower salary threshold, the route is designed to support early-career progression and ensure that employers can recruit graduate-level talent without being constrained by higher salary requirements that may not reflect entry-level pay in the sector.

This provision also recognises the fact that certain professions, such as those requiring chartered status, may involve a structured training pathway where pay is initially lower but rises upon completion. In such cases, the lower salary is accepted as part of a formalised progression route.

 

Section B: New Entrants & Lower Salary Thresholds

 

New entrant status matters because it allows the salary threshold to be met at a discounted level.

The Skilled Worker visa operates on a points-based system, where a job offer from an approved sponsor at the required skill level earns a fixed number of points. Salary is assessed as a tradeable characteristic, meaning an applicant can meet the requirement in different ways depending on their circumstances.

While the standard minimum salary under the Skilled Worker visa is £38,700 or the job’s going rate, whichever is higher, new entrants may qualify with a lower salary of £30,960 or 70% of the going rate. The reduction enables employers to recruit early-career talent who may not yet command higher salaries, while still meeting immigration requirements. However, misuse of the discount or incorrect classification can lead to application refusals or compliance issues.

The standard salary threshold for most Skilled Worker roles is £38,700 per year or the going rate for the specific occupation, whichever is higher. However, new entrants benefit from a reduced salary requirement: they can be paid a minimum of £30,960 per year or 70% of the occupation’s going rate, again using whichever figure is higher. This reduction applies only if the applicant meets the conditions for new entrant status and the duration of leave requested, when combined with any previous grants under the Skilled Worker or Tier 2 (General) route, does not exceed four years.

The lower threshold is available through the tradeable points system, which allows applicants to combine a lower salary with other qualifying characteristics, such as being a new entrant, holding a PhD relevant to the role, or working in a role listed on the Immigration Salary List. Employers must ensure the correct salary level is selected in the Certificate of Sponsorship and must be able to evidence the justification for classifying the applicant as a new entrant if requested by the Home Office.

To qualify as a new entrant under the Skilled Worker visa route, the applicant’s salary must meet the reduced threshold permitted by the Immigration Rules. The minimum salary requirement for a new entrant is £30,960 per year or 70% of the going rate for the occupation code, whichever is higher.

The “going rate” is the standard salary assigned to each occupation code in the Home Office’s Skilled Worker salary tables, based on a 37.5-hour working week. Where 70% of the going rate is higher than £30,960, the going rate takes precedence. Sponsors must check the applicable going rate on the day the Certificate of Sponsorship (CoS) is assigned, as updates to the tables can occur.

Example new entrant salary thresholds:

 

Occupation	Standard Going Rate	New Entrant Rate (70%)
Software Developer	£41,800	£29,260
Civil Engineer	£39,300	£27,510
Secondary School Teacher (Physics)	£32,100	£30,960 (floor applies)
Architect	£38,100	£30,960

 

The reduced new entrant rate contrasts with the general salary requirement for Skilled Worker applicants, which is £38,700 per year or the going rate for the occupation—whichever is higher. In practice, the discount for new entrants offers significant relief, particularly in sectors where salaries rise steeply after training or where recruitment from graduate schemes is common. However, the benefit is time-limited. Once a worker has exhausted the four-year new entrant period, they must meet the full salary requirement to extend their stay or apply for settlement.

 

1. How Weekly Hours Affect Salary Calculations

 

Salaries under the Skilled Worker route are assessed on the assumption of a 37.5-hour working week. If a job involves fewer or greater hours, the salary must be pro-rated accordingly. For example, a new entrant working 30 hours a week must receive a salary equivalent to at least £30,960 on a full-time basis and then adjusted proportionally. Misapplication of this rule is a common cause of refusals, particularly when sponsors incorrectly assess part-time pay or fail to adjust the salary to reflect contracted hours.

It is not enough to meet the £30,960 figure in absolute terms; the pro-rated calculation must demonstrate that the applicant would meet the new entrant threshold if working a full-time equivalent schedule.

 

2. Salary Calculation Rules

 

Only guaranteed, regular PAYE income can be included in the salary calculation. The figure declared in the CoS and visa application must reflect base salary only. Allowances such as London weighting or shift premiums can be included if they are guaranteed, but bonuses, overtime, commission, or non-guaranteed payments must be excluded from the calculation. Employers must ensure that the stated salary meets the rules and does not rely on variable or discretionary income.

The salary figure must match what is entered in the Certificate of Sponsorship, payslips (where required), and employment contract. Inconsistencies between these documents are frequently identified during caseworker review and can result in refusal or future sponsor compliance action. Employers and applicants should verify all figures before submission and ensure that the salary meets the reduced threshold both in actual and pro-rated terms.

 

Category	Minimum Salary	Going Rate Discount	Max Duration
New Entrant	£30,960	70% of occupation going rate	Maximum of 4 years (combined leave)
Standard Skilled Worker	£38,700	100% of occupation going rate	No fixed limit (subject to eligibility)

 

 

Section C: New Entrant Eligibility Criteria

 

In UK immigration, a “new entrant” is a worker deemed to be at the beginning of their career rather than an individual making a first visa application. The concept was retained when Tier 2 (General) was replaced by the Skilled Worker route and now sits in paragraph SW 12 of Appendix Skilled Worker.

Paragraph SW 12 of Appendix Skilled Worker sets out the statutory test for a “new entrant”. Under tradeable points option E (or option J where the worker has held uninterrupted permission since before 4 April 2024) the applicant must be sponsored for a job listed in Appendix Skilled Occupations and satisfy at least one of the conditions in SW 12.2. The rule recognises that early-career talent may command a lower market salary, so the Home Office awards the same twenty tradeable points that apply to higher-paid applicants provided the discounted salary floor is met.

An applicant is treated as a new entrant if, on the date of application, they are under twenty-six; or the sponsored post is a post-doctoral research or higher-education teaching position in one of the specified SOC 2020 codes; or the role forms part of a UK-regulated profession and the individual is actively working towards the professional qualification or chartered status that regulation requires. Student and Graduate visa holders also qualify for up to two years after their previous permission provided their studies were for a UK bachelor’s, master’s, doctoral degree or initial teacher-training award and—where relevant—the course has been completed or is within three months of completion.

All six limbs are alternative routes, so meeting any one of them is sufficient.

 

Eligibility Condition	Description
Under 26 on date of application	The applicant is aged under 26 years at the time the Skilled Worker visa application is submitted.
Postdoctoral or higher education teaching role	The role is a postdoctoral research position or higher education teaching role in SOC 2020 codes 2111–2119, 2162, or 2311.
Working towards a UK professional qualification	The role is in a UK-regulated profession and the applicant is working towards a recognised UK professional qualification required for full registration.
Working towards full registration or chartered status	The applicant is working towards full registration or chartered status with the relevant UK professional body for the job.
Previous leave under the Student route	The applicant’s last permission (excluding visitor visas) was under the Student route and the applicant completed or is near completing a UK bachelor’s, master’s, PhD, PGCE, or PGDE within the past two years.
Previous leave under the Graduate route	The applicant’s most recent grant of leave was under the Graduate route and expired less than two years before the Skilled Worker application.

 

 

Section D: How to Apply as a Skilled Worker as a New Entrant

 

1. Sponsor Responsibilities

Before an applicant can apply for a Skilled Worker visa as a new entrant, the sponsoring employer must carry out several preparatory steps through the Sponsorship Management System (SMS). The most important task is to assign a Certificate of Sponsorship (CoS) that accurately reflects the applicant’s job details and confirms their eligibility for the new entrant salary threshold.

When assigning the CoS, the sponsor must ensure the correct Standard Occupational Classification (SOC) code is selected, and that the “new entrant” box is ticked in the salary section. This confirms to the Home Office that the applicant is being classified as a new entrant and that the discounted salary threshold is being applied lawfully. The sponsor must also verify that the job description aligns with the chosen SOC code and that the salary meets the minimum required under the reduced rate. In addition, the proposed start and end dates of employment must be stated clearly on the CoS. The length of employment must not result in the total period as a new entrant exceeding four years when combined with any previous time under the Skilled Worker or Tier 2 (General) route.

The CoS must include only fixed, guaranteed salary figures paid through PAYE. Any errors or inconsistencies may lead to the application being refused or queried. Sponsors are responsible for ensuring the CoS reflects accurate and up-to-date salary data, working hours, and contract terms. Employers should also ensure they retain documentary evidence supporting the new entrant classification in case of future compliance checks.

 

2. Applicant Process

 

Once the CoS has been assigned, the applicant can begin the Skilled Worker visa process. The application must be submitted online through the GOV.UK website using the appropriate Skilled Worker form. The applicant will need to input the unique CoS reference number, provide personal and passport details, and answer a series of questions related to immigration history, criminal convictions, and maintenance funds.

The applicant must select the correct occupation code and ensure all information entered on the visa form matches the CoS. Failure to do so may lead to delays or refusal. Once the form is completed and the Immigration Health Surcharge and visa fee are paid, the applicant will be directed to book a biometric appointment either in the UK (through UKVCAS) or overseas (through a visa application centre).

The length of visa granted to new entrants must not exceed four years in total, including any previous grants under the Skilled Worker or Tier 2 route. Applicants switching from a student visa or Graduate visa must ensure that the combined duration of previous and proposed leave does not exceed this limit. Sponsors and applicants should agree in advance how long the initial visa grant should be, taking into account any future extension or settlement plans.

Where the applicant is switching from a student or Graduate visa, they must still meet all the requirements of the Skilled Worker route, including job offer, skill level, salary, and English language. The discounted salary threshold may apply only if the switch is from inside the UK and the new entrant criteria are met on the date of application.

 

Section E: Employer Duties

 

Employers sponsoring a Skilled Worker under the new entrant route must meet all standard sponsor duties while also ensuring they correctly apply the salary discount rules and time limits specific to new entrants. The Home Office expects sponsors to understand the criteria that define a new entrant and to keep accurate records that justify the reduced salary threshold. Errors in classification or salary setting can lead to visa refusals and could also impact the sponsor’s compliance rating.

The first step is to confirm that the role and the candidate meet the new entrant criteria set out in the Immigration Rules. The individual must fall into one of the accepted categories—such as being under 26 on the date of application, switching from a student or Graduate visa, or entering a postdoctoral or training role—and must not exceed the four-year limit on time spent in new entrant status. Sponsors should review any previous visa grants under the Skilled Worker or Tier 2 (General) route to determine how much of the four-year maximum has already been used.

When assigning the Certificate of Sponsorship (CoS), the sponsor must select the correct Standard Occupational Classification (SOC) code and tick the relevant box to indicate that the salary threshold for a new entrant is being used. The salary stated must meet the reduced level of £30,960 or 70% of the going rate for the occupation—whichever is higher—based on a 37.5-hour working week. If the job involves part-time hours, the salary must be pro-rated correctly. The CoS must not include discretionary or variable payments such as bonuses or overtime; only guaranteed PAYE earnings may be used to meet the salary threshold.

Sponsors must also include accurate start and end dates for the role and ensure that the period of employment granted on the CoS does not take the individual beyond the four-year new entrant limit. If the employment is extended beyond this point, the sponsor must pay the standard Skilled Worker salary, and the CoS should reflect this change accordingly.

In addition to assigning the CoS correctly, sponsors must retain documentary evidence demonstrating how the individual qualified for new entrant status. This might include a copy of the candidate’s previous student visa, evidence of age, or confirmation that the role requires professional registration. Employers should also have processes in place to monitor the individual’s visa expiry dates, track their time under the new entrant category, and plan ahead for any required salary increases if the worker will remain in the UK long term.

 

Action	Detail
Assign CoS	Use the correct SOC 2020 code and select ‘new entrant’ salary option if applicable.
Verify job role and salary	Ensure the job matches the listed duties for the occupation and meets the salary rules.
Track new entrant time limit	Monitor total time granted under new entrant status (maximum 4 years).
Support salary progression	Plan for future salary increases to meet full Skilled Worker thresholds at extension or settlement.

Failure to comply with the rules on salary thresholds or time limits could lead to Home Office enforcement action, including refusal of future CoS allocations or, in more serious cases, suspension of the sponsor licence. For that reason, it is important that sponsors apply the new entrant rules consistently and accurately, supported by clear record-keeping and HR systems.

 

1. Calculating New Entrant Salary and Threshold Rules

 

Employers sponsoring Skilled Workers under the new entrant provisions must ensure that the salary is calculated in strict accordance with Home Office rules. The calculation is not based solely on the contract value or an annualised salary offer but must meet specific thresholds as outlined in Appendix Skilled Worker and the associated caseworker guidance. Errors in salary calculation remain one of the most common causes of visa refusals and sponsor compliance breaches.

Only guaranteed gross salary paid through PAYE can be used to meet the salary threshold. Variable or non-guaranteed income such as overtime, commission, performance bonuses, tips, or allowances that are not paid consistently must be excluded from the calculation. Where allowances are included (such as for accommodation or shift work), they must be clearly stated in the contract and paid regularly as part of the gross salary.

The salary figure must be consistent across all supporting documents. The amount entered in the CoS must match the amount recorded in the employment contract and, where required, payslips or other supporting evidence. Any discrepancies may lead to refusal or cause issues at a compliance audit. It is also important that the contract and CoS clearly state the number of contracted weekly hours, as this forms the basis for any pro-rata salary calculation.

Where a role is offered on a part-time basis, the pro-rata calculation must ensure the equivalent full-time salary would still meet the required threshold. For example, if the full-time equivalent salary is £28,000 for a 30-hour week, the adjusted rate on a 37.5-hour basis would fall below the new entrant minimum, and the visa would be refused.

Sponsors must also be mindful of the four-year maximum time limit for new entrants. Even if the salary meets the threshold at the time of application, the reduced rate cannot be used beyond four years of combined leave across the Skilled Worker and Tier 2 (General) categories. Sponsors must plan accordingly and ensure that any extension or future application moves to the full salary rate where required.

 

Section F: What Happens After New Entrant Leave Expires?

 

The new entrant status is time-limited and cannot be relied on beyond a total of four years across all grants of leave under the Skilled Worker and former Tier 2 (General) routes. Once that four-year limit has been reached or exceeded, any further application under the Skilled Worker route must meet the standard salary threshold in full. This means the salary must be at least £38,700 per year, or the going rate for the specific occupation code, whichever is higher.

Moving out of the new entrant category may therefore require a higher salary when extending the Skilled Worker visa or switching sponsors. Careful planning is needed to avoid future eligibility issues, and sponsors should review each case against the latest Home Office salary tables and tradeable points rules.

The Home Office will assess whether the new entrant threshold can still be used by reviewing the start and end dates of all previous Skilled Worker or Tier 2 permissions. Even where earlier visas were granted under a different employer or role, the time still counts towards the four-year maximum. Once the cap is exceeded, the discount is no longer available, and the application will be assessed against the full rate.

Where the role does not meet the full salary level, the application for extension or settlement will be refused, unless another tradeable points route applies, such as a relevant PhD or the role being on the Immigration Salary List.

 

1. Impact on Extension and Settlement Eligibility

 

To qualify for an extension or indefinite leave to remain (ILR) under the Skilled Worker route, applicants must meet the updated salary threshold relevant at the time of their application. For most, this means transitioning from the lower new entrant salary to the full Skilled Worker rate. If the sponsor cannot offer a salary increase to meet the required figure, the worker will not be able to extend their stay or apply for ILR, even if all other conditions are met.

Settlement applications also require five years of continuous qualifying residence in the Skilled Worker route (or a permitted combination of routes) and confirmation that the applicant remains in the same role or occupation category. A failure to meet the salary requirement at the settlement stage may delay the application or lead to refusal.

Employers should factor this in when agreeing to an initial salary under the new entrant category, particularly if the business plans to retain the worker long term or offer permanent employment after the initial visa grant.

 

2. Strategies for Employers and Applicants to Prepare in Advance

 

Forward planning is essential where a Skilled Worker is hired as a new entrant. Employers should keep a clear record of start dates, job role changes, and prior visa grants to monitor how much of the four-year allowance has been used. Where sponsorship is intended beyond that point, salary progression should be built into the employment structure to ensure compliance with future extension or settlement rules.

Contractual salary reviews or staged increases should be scheduled in time to meet the full salary threshold before the worker applies to extend their visa.

Sponsors may also wish to flag internal alerts well ahead of expiry dates, allowing time to adjust the salary or explore other tradeable point routes if needed.

Individuals should seek early clarity from their employer about plans to meet the required salary level, particularly if they intend to remain in the UK long term or apply for permanent residence.

 

Section G: Common risks

 

Sponsoring workers under the new entrant provisions offers significant salary flexibility for employers, but it also introduces a number of technical risks that can lead to visa refusals or sponsor non-compliance if not managed correctly. The Home Office applies strict conditions to the use of the new entrant discount, and errors in classification, salary calculation or supporting documentation can result in delays, financial loss or even sponsor licence enforcement action.

 

1. Salary and occupation code accuracy

 

Caseworkers test salary against both the absolute floor and the pro-rated “going rate” shown in Appendix Skilled Occupations. They cap the general-threshold calculation at 48 hours a week and then work out the percentage of the going rate based on the hours recorded on the Certificate of Sponsorship. Where the figure falls even a fraction below 70 percent of the going rate, or below the relevant absolute minimum, the application must be refused.

Errors in the occupation (SOC 2020) code have the same effect, because an incorrect code either pulls in the wrong going rate or shows the job is not eligible at all. Employer guidance published in June 2025 warns that choosing the wrong code is a frequent cause of refusal and may trigger wider compliance action against the sponsor.

 

2. Genuine vacancy and skill level doubts

 

Home Office guidance allows no points for sponsorship where there are “reasonable grounds to believe the job does not exist, is a sham, or was created mainly so the applicant can obtain permission.” Additional checks, including compliance visits, follow whenever the role description appears exaggerated or unsupported by evidence. A refusal on genuine-vacancy grounds is issued if those concerns are not resolved.

 

3. Maintenance funds and the Immigration Skills Charge

 

An applicant who has been in the United Kingdom for less than 12 months must still meet the £1,270 maintenance test unless an A-rated sponsor has ticked the guarantee box on the CoS; missing or inadequate bank statements lead to refusal under paragraph SW 15.

Sponsors must also pay the correct Immigration Skills Charge when assigning the CoS. Under-payment that is not remedied within the ten-day window results in an automatic refusal in addition to any other failings.

 

4. Health, security and language certificates

 

Entry-clearance applicants who have lived for six months in a country listed in Appendix TB must supply a valid tuberculosis certificate; the guidance instructs caseworkers to refuse outright where the document is absent. Certain occupation codes—mainly teaching and health-care roles—trigger a compulsory overseas criminal-record certificate, and failure to provide it also leads to refusal.

Every Skilled Worker must score ten points for English at CEFR B1 in all four components; applicants who cannot show an approved test, an exempt nationality, or an accepted degree certificate are refused under Appendix English Language.

 

5. Certificate of Sponsorship validity and sponsor status

 

A CoS assigned more than three months before the visa application date no longer counts as valid, so the caseworker rejects the file at the preliminary “validity” stage.

Where the sponsor licence has been suspended or revoked before a decision is made, the Skilled Worker application cannot proceed, and the refusal letter will cite both the loss of licence and any linked concerns such as a non-genuine vacancy.

Careful checks on these five areas—salary and code, vacancy genuineness, maintenance and ISC payment, mandatory health and security certificates, and CoS validity—eliminate the faults that account for the great majority of Skilled Worker refusals in 2025.

 

Section H: Need Assistance?

 

Skilled worker visa applications are notoriously challenging, with increasingly high eligibility thresholds, strict procedural requirements and frequently changing rules.

If you are planning to make an application as a new entrant, speak to our UK immigration specialists for expert guidance on your eligibility and compiling a comprehensive submission.

 

Section I: New entrant Skilled Worker FAQs

 

What does the Home Office mean by a ‘new entrant’?

A worker is treated as a new entrant when at least one of the conditions in paragraph SW 12 of Appendix Skilled Worker is met, such as being under twenty-six, holding recent UK student or Graduate permission, or working towards a professional qualification.

 

Is there an upper age limit for new-entrant status?

Applicants aged twenty-six or over on the date they apply cannot rely on the age limb, although they may still qualify through recent study or professional training.

 

How long can I remain on the discounted salary?

Permission granted under the new-entrant rules counts towards a strict four-year cap that includes any earlier time as a Skilled Worker, Tier 2 (General) migrant or Graduate. Once the total would exceed four years the lower rate no longer applies.

 

Does time spent on a Graduate visa reduce the four-year allowance?

The four-year clock includes every day already spent in the UK on a Graduate visa, so many former students have two years or less left for a discounted Skilled Worker grant.

 

What salary must a sponsor pay a new entrant?

The wage must reach at least £30,960 a year and equal or exceed seventy per cent of the standard going rate for the occupation code. Both figures appear on the Home Office page ‘When you can be paid less’.

 

Do I still need to prove English even if I studied here?

Graduates whose UK degree was taught in English satisfy the language rule automatically, but everyone else must show an approved test or another recognised qualification at level B1.

 

How much money must I hold for maintenance?

Unless the sponsor certifies maintenance or the applicant has already lived lawfully in the UK for twelve months, bank statements need to show at least £1,270 held for twenty-eight consecutive days, with day 28 no more than thirty-one days before the online application.

 

What are the current application fees and health surcharge?

For applications filed in the UK the standard fee is £885 for up to three years or £1,751 for longer grants; entry-clearance fees start at £769. Every applicant also pays the Immigration Health Surcharge of £1,035 for each year of permission unless exempt.

 

Does my employer have to pay any additional charges?

Sponsors must pay the Immigration Skills Charge when they assign the Certificate of Sponsorship: £364 per year for small or charitable bodies and £1,000 per year for medium or large sponsors, payable in full at the point of assignment.

 

Can my partner and children apply as dependants?

Family members can apply at the same time or later, but each one must meet the maintenance rule unless the sponsor certifies funds, and each pays the same fee and health surcharge as the main applicant.

 

Section J: Glossary

 

Term	Meaning (UK-specific)
Appendix Skilled Worker	The section of the UK Immigration Rules that sets the legal criteria for the Skilled Worker route, including salary thresholds and “new entrant” provisions.
ATAS Certificate	Academic Technology Approval Scheme clearance required for certain research posts involving sensitive technologies.
Certificate of Sponsorship (CoS)	An electronic record issued by a licensed sponsor that confirms the job details used for a Skilled Worker visa application.
CEFR B1	The minimum English-language level (intermediate) required for Skilled Worker applicants under Appendix English Language.
Graduate Route	A two-year (or three-year for PhD holders) post-study visa allowing UK graduates to work without sponsorship.
Going Rate	The occupation-specific salary figure listed in Appendix Skilled Occupations against which sponsor pay offers are compared.
Immigration Health Surcharge (IHS)	A compulsory fee—currently £1,035 per visa year—paid by most migrants to access the National Health Service.
Immigration Salary List (ISL)	A Home Office list of occupations that attract lower salary thresholds and reduced visa fees.
Immigration Skills Charge (ISC)	A levy paid by employers when assigning a Certificate of Sponsorship, set at £364 or £1,000 per year depending on sponsor size.
Indefinite Leave to Remain (ILR)	Settlement permission that allows holders to stay in the UK without time limit and without sponsor restrictions.
New Entrant	An early-career applicant who meets one of the conditions in paragraph SW 12 and can be sponsored on a reduced salary.
Post-doctoral Researcher	A researcher employed in a fixed-term academic role after completing a doctorate, covered by the new-entrant pathway.
SOC 2020 Code	A four-digit Standard Occupational Classification identifier used to match jobs to salary tables in the Immigration Rules.
Skilled Worker Route	The main UK work-visa category replacing Tier 2 (General), requiring sponsorship and a minimum points total of seventy.
Sponsor Licence	Home Office permission that allows an organisation to employ and sponsor migrant workers.
Tradeable Points	Up to twenty points awarded for salary, academic qualifications or shortage-occupation status that can be combined to meet the seventy-point total.
TB Certificate	A medical report confirming an applicant is free from tuberculosis, required for residents of specific countries.
Tier 2 (General)	The predecessor of the Skilled Worker route, closed to new applicants on 1 December 2020.

 

 

Section K: Additional Resources

 

Immigration Rules: Appendix Skilled Worker
https://www.gov.uk/guidance/immigration-rules/immigration-rules-appendix-skilled-worker
Outlines the legal criteria for the Skilled Worker route, including the definition and salary rules for new entrants.

 

Immigration Rules: Appendix Skilled Occupations
https://www.gov.uk/guidance/immigration-rules/immigration-rules-appendix-skilled-occupations
Lists eligible occupation codes (SOC 2020), skill levels, and salary thresholds applicable to Skilled Worker roles.

 

Skilled Worker visa: going rates for eligible occupation codes
https://www.gov.uk/government/publications/skilled-worker-visa-going-rates-for-eligible-occupations/skilled-worker-visa-going-rates-for-eligible-occupation-codes
Provides annual and hourly salary benchmarks, including reduced thresholds for new entrants.

 

Sponsor a Skilled Worker: guidance for employers
https://www.gov.uk/government/publications/workers-and-temporary-workers-sponsor-a-skilled-worker
Explains employer duties when sponsoring Skilled Workers, including Certificate of Sponsorship and salary rules.

 

Skilled Worker visa: overview
https://www.gov.uk/skilled-worker-visa
Public guidance on eligibility, application steps, fees, and switching from routes like Graduate or Student.

 

Appendix English Language
https://www.gov.uk/guidance/immigration-rules/immigration-rules-appendix-english-language
Sets out the language requirement for Skilled Worker applicants and accepted forms of evidence.