Skilled Worker Visa Occupation List: Eligible Jobs 2026

Section A: Is Your Job on the Skilled Worker Visa Occupation List?

A job can qualify for the Skilled Worker route only if it falls within an eligible four-digit occupation code. The code is drawn from the UK’s Standard Occupational Classification 2020 system and must describe the role the worker will actually perform.

Finding a similar job title on the occupation list is not enough. Eligibility depends on the correct classification of the duties, the skill level assigned to the occupation and, for some codes, the particular type of job being sponsored. The worker must also have an eligible offer from a Home Office-approved sponsor and meet the applicable salary and other visa requirements.

What is the Skilled Worker occupation list?

Appendix Skilled Occupations to the Immigration Rules sets out the SOC 2020 occupation codes relevant to the Skilled Worker route. It includes example job titles, the applicable going rates and any conditions affecting whether a role can be sponsored.

The public-facing Home Office occupation list groups codes as higher skilled, medium skilled or ineligible. Higher-skilled occupations are generally capable of sponsorship, subject to the remaining requirements of the route. Since 22 July 2025, a new applicant in a medium-skilled occupation will usually qualify only where the job appears on the Immigration Salary List or the Temporary Shortage List. Separate transitional provisions apply to certain workers who were already sponsored before that date and to specified prison service officers.

Some occupation codes are only eligible in defined circumstances. A code may cover several related roles while the Immigration Rules permit sponsorship for only particular jobs within that category. The full wording and any conditions attached to the relevant entry must therefore be checked rather than relying on the code heading alone.

How to check whether your job is eligible

The starting point is the substance of the proposed role. Review the main duties, level of responsibility, skills required and day-to-day function of the job, then identify the SOC 2020 code that provides the closest overall match.

Once the code has been identified, check its status on the Skilled Worker occupation list. A higher-skilled code will normally satisfy the skill-level requirement. A medium-skilled code requires a further check against the Immigration Salary List, the Temporary Shortage List or any applicable transitional provision. A code marked as ineligible cannot ordinarily be used for a Skilled Worker application.

Occupation eligibility is only the first stage of the assessment. The employer must hold the correct sponsor licence, the vacancy must be genuine and the salary must meet the relevant general threshold, going rate and hourly rate requirements. A role can therefore appear under an eligible code but still fail to qualify because of the proposed salary, working hours or sponsorship arrangement.

Does the job title have to appear on the list?

The exact job title does not have to appear in Appendix Skilled Occupations. The listed titles are examples rather than an exhaustive catalogue of every eligible role.

Employers may use internal, sector-specific or seniority-based titles that do not appear in the Home Office tables. What matters is whether the occupation code accurately reflects the principal duties of the job. A “project manager”, for example, could fall within different occupation codes depending on whether the role concerns construction, information technology, engineering or another area of work.

The same principle applies where two employers use the same title for materially different positions. A job title cannot establish eligibility where the underlying duties fall within an ineligible occupation. Nor should an employer select a less appropriate code because it carries a lower going rate or provides access to a favourable salary option.

What if your job is not listed?

Where the job title does not appear, search for related titles and consider which occupation description most closely matches the role. Hybrid positions may need to be assessed by identifying their primary function rather than selecting a code for each individual duty.

Just because a job title does not appear on the list does not necessarily make the job ineligible. Equally, an employer should not reshape the description or add incidental higher-level duties merely to place the role within a qualifying code. The Home Office can examine the job description, the sponsor’s business activities, the worker’s skills and experience and the organisation’s genuine need for the position.

If no eligible code accurately describes the role, the job cannot be sponsored under the Skilled Worker route. A different immigration route may need to be considered, but there is no discretion to treat an ineligible occupation as eligible because the employer cannot otherwise recruit for the position.

Section B: How to Find the Correct Skilled Worker Occupation Code

The correct occupation code is the SOC 2020 code that most accurately reflects the job the worker will perform. It should be identified from the role’s principal duties, level of responsibility and required skills rather than the job title alone.

The sponsor is responsible for selecting the code when assigning the Certificate of Sponsorship. Workers should also check the code because it determines whether the job is eligible, which going rate applies and whether any occupation-specific restrictions have to be met.

Search for the job using the CASCOT tool

The Home Office directs sponsors and applicants to the Computer Assisted Structured Coding Tool, known as CASCOT, where the occupation code is not already known. The tool allows users to search by job title and provides suggested SOC 2020 codes.

Not every job title will appear. Where an exact match is unavailable, search using the full title, alternative titles and terms describing the main function of the role. An internal title such as “operations lead” or “technical specialist” may be too broad to produce a reliable result without further information about the work involved.

A CASCOT result should be treated as a starting point rather than a final eligibility decision. The suggested code must still be checked against the relevant entry in Appendix Skilled Occupations, including the description, example job titles, going rate and any limitations on the roles that can be sponsored.

Match the code to the actual job duties

The occupation code must correspond with the substance of the role. The Home Office can look beyond the title stated on the Certificate of Sponsorship and consider the job description, required qualifications, seniority, salary and the sponsor’s business activities.

Greater weight should usually be given to the duties that define the main purpose of the position. A role should not be placed under a code merely because it includes one or two tasks associated with that occupation. Incidental administrative, supervisory or technical duties do not necessarily change the proper classification of the job.

The assessment becomes less straightforward where the role combines functions from different occupations. In those cases, the sponsor should identify which duties are central to the position, how much time the worker will spend on each function and where responsibility for the principal work sits. The code should reflect the role as a whole rather than whichever individual duty produces the most favourable immigration outcome.

Check the full occupation description

Example job titles are indicative rather than exhaustive. A title appearing beneath an occupation code does not automatically establish that every role using that title falls within the code. Equally, a job can fall within an occupation even where the employer uses a title that is not listed.

The wider SOC 2020 description should be reviewed to understand the type of work covered by the code. Employers should compare that description with the proposed job description and supporting recruitment material. Any material difference should be resolved before the Certificate of Sponsorship is assigned.

Particular care is needed where two codes appear plausible. Similar roles can be classified differently according to the professional discipline, level of responsibility or working context. For example, project management roles may fall under different codes depending on whether the underlying work concerns construction, information technology, engineering or another business function.

Check that the occupation code is eligible

After identifying the most appropriate code, the sponsor must confirm that it is eligible for the Skilled Worker route. The relevant entry in Appendix Skilled Occupations will show whether the occupation is higher skilled, medium skilled or ineligible and which salary table applies.

Some codes are only eligible for specified jobs, locations or applicants. A broad occupation category may therefore contain roles that qualify and others that do not. The sponsor must read any restriction attached to the entry rather than assume that every job falling within the wider SOC category can be sponsored.

The code should also be checked against the Immigration Salary List or Temporary Shortage List where reliance is being placed on one of those lists. Inclusion may be limited to particular roles within the occupation and may carry separate salary or geographical conditions.

Can an employer choose between occupation codes?

An employer can select between possible codes only where each represents a credible classification of the role. The sponsor must choose the most appropriate code on the facts.

The Immigration Rules do not permit a less appropriate code to be used because the correct occupation is ineligible, carries a higher going rate or would otherwise prevent the application from succeeding. The Home Office may refuse the application where it has reasonable grounds to believe that the sponsor has selected a less appropriate code for one of those reasons.

A coding decision should be supported by a job description that accurately records the worker’s duties and reporting responsibilities. The description should not be rewritten around the wording of an eligible code where it no longer reflects the position the organisation genuinely needs to fill.

What happens if the occupation code is wrong?

An incorrect code can affect the worker’s eligibility and the salary against which the role is assessed. The application may be delayed while further information is requested or refused where the role does not meet the requirements under the correct code.

For the sponsor, an inaccurate code can raise wider questions about the genuineness of the vacancy, the reliability of the information recorded on the Certificate of Sponsorship and compliance with sponsor duties. The issue may also be examined during a sponsor licence application, compliance visit or subsequent Home Office investigation.

A mistake identified before the visa application is submitted should be reviewed immediately. Whether the existing Certificate of Sponsorship can be corrected or a new certificate is required will depend on the nature of the error and the stage reached in the process.

Section C: Which Jobs Qualify for a Skilled Worker Visa?

A job will qualify for the Skilled Worker route only where its occupation code is eligible under the Immigration Rules and the role meets the applicable sponsorship and salary requirements. The fact that a position requires experience, professional training or specialist knowledge does not make it eligible in immigration terms.

The current framework distinguishes between higher-skilled occupations, medium-skilled occupations and jobs that are ineligible for sponsorship. The category assigned to the occupation code determines whether the role can be sponsored and whether additional restrictions apply.

Higher-skilled occupations

Jobs assessed at Regulated Qualifications Framework level 6 or above are classified as higher skilled. These occupations are generally eligible for Skilled Worker sponsorship without needing to appear on the Immigration Salary List or Temporary Shortage List.

Higher-skilled occupations include many professional, managerial, scientific, technical and regulated roles. Examples include engineers, architects, accountants, solicitors, teachers, doctors, nurses, software developers and certain senior management positions. Eligibility still depends on the exact occupation code and the duties of the proposed role.

The worker does not necessarily need to hold a degree merely because the occupation is assessed at graduate level. The skill classification relates to the job rather than the individual’s academic qualifications. A degree or professional registration may nevertheless be required by the employer, the occupation or another part of the Immigration Rules.

Medium-skilled occupations

Jobs assessed below RQF level 6 but at RQF levels 3 to 5 are classified as medium skilled. Since 22 July 2025, these occupations have been subject to a more restrictive sponsorship regime.

A new applicant can ordinarily be sponsored in a medium-skilled occupation only where the relevant code appears on the Immigration Salary List or the Temporary Shortage List. Inclusion may apply to the whole occupation or only to specified jobs within it. The precise wording of the relevant list entry must therefore be checked.

The Temporary Shortage List currently provides time-limited access to selected occupations considered important to the UK’s industrial strategy or infrastructure. Listed roles include certain technical, construction, engineering, creative, financial and administrative occupations. Inclusion does not remove the need to meet the applicable salary requirement and does not mean that every job within the wider occupation code qualifies.

Workers making a new Skilled Worker application in a medium-skilled occupation are generally unable to bring a partner or children as dependants. Transitional exceptions can apply where the worker held qualifying Skilled Worker permission before 22 July 2025.

Transitional eligibility for existing Skilled Workers

Some workers can continue to be sponsored in medium-skilled occupations even where the job does not appear on the Immigration Salary List or Temporary Shortage List. Broadly, transitional protection may apply where the worker was granted Skilled Worker permission under the rules in force before 22 July 2025 and has maintained continuous permission on the route.

The provisions can allow an existing Skilled Worker to extend their permission, change employment or take a further sponsored role in an otherwise restricted occupation. Transitional eligibility should not be assumed merely because the worker previously held a work visa. The date and type of the earlier permission, any break in Skilled Worker status and the occupation being sponsored all require review.

An employer recruiting a worker who is already in the UK should therefore establish whether the role is independently eligible for a new applicant or whether the proposed sponsorship depends on transitional protection. The distinction affects both the application and the sponsor’s assessment of the worker’s continuing eligibility.

Jobs on the Immigration Salary List

The Immigration Salary List contains specified occupations that can qualify under a reduced salary option. It is not a general list of all jobs experiencing recruitment shortages and inclusion does not remove the Skilled Worker salary requirement.

An eligible worker sponsored in a listed occupation may be able to rely on a lower general salary threshold and a reduced percentage of the applicable going rate. The salary must still meet the amount specified under the relevant tradeable-points option, and annual going rates may need to be adjusted to reflect the worker’s weekly hours.

Some entries apply only in particular parts of the UK or to specified roles within a wider occupation code. Employers should check the geographical and occupational scope of the entry before relying on the list.

Health and care occupations

Many regulated health occupations remain eligible for sponsorship, including doctors, nurses and a range of allied health professionals. Eligible roles may also qualify for the Health and Care Worker visa, which forms part of the Skilled Worker route but carries separate fee and Immigration Health Surcharge provisions.

Care workers and senior care workers are subject to specific restrictions. Overseas entry clearance applications for these occupations have closed, while limited in-country sponsorship can remain available under transitional provisions until July 2028. Additional conditions apply, including requirements relating to the worker’s existing status and, for jobs in England, the sponsor’s Care Quality Commission registration and regulated activity.

An occupation should not be treated as eligible merely because it falls within the health or social care sector. The relevant code, place of work, sponsor status and current recruitment restrictions must be considered together.

Jobs that do not qualify

An occupation marked as ineligible cannot be sponsored under the Skilled Worker route. Ineligible occupations include many elementary, routine, lower-skilled and general administrative roles, although eligibility must always be checked against the current SOC 2020 code rather than inferred from the job title.

There is no general exception for a role that is difficult to fill or important to the employer’s operations. Nor can a sponsor make an ineligible job qualify by increasing the salary, changing the title or adding a small number of higher-level duties.

A role may also fail to qualify where the occupation code is eligible but the particular job is excluded by a restriction attached to the code. Employers must check the full entry in Appendix Skilled Occupations and any relevant occupation list before confirming that sponsorship is available.

Temporary, part-time and project-based jobs

A role does not have to be permanent to qualify for sponsorship. Fixed-term and project-based jobs can be eligible where there is a genuine vacancy, the worker will be employed for the period stated on the Certificate of Sponsorship and the remaining route requirements are met.

Part-time work can also qualify in principle, but the salary rules can make sponsorship more difficult. The worker must meet the applicable annual salary threshold unless a specific provision allows otherwise, while the occupation’s going rate is generally adjusted according to the weekly hours stated on the Certificate of Sponsorship.

Short duration does not reduce the sponsor’s compliance obligations. The employer must continue to meet its reporting, record-keeping and monitoring duties throughout the sponsored employment.

Section D: Skilled Worker Occupation List: Advice for Employers

Employers have to identify the correct occupation code before assigning a Certificate of Sponsorship. The code determines whether the job is eligible for the Skilled Worker route, which going rate applies and whether the worker can rely on any occupation-specific salary or transitional provision.

The responsibility remains with the sponsor even where the worker, recruiter or immigration adviser has suggested the code. Information entered on the Certificate of Sponsorship must be accurate and capable of being supported by the role as it operates in practice.

Confirm that the role is genuinely eligible

The first question is whether the organisation has a genuine vacancy in an eligible occupation. Sponsorship cannot be used to create a route for a particular worker where the underlying job does not meet the Skilled Worker requirements.

The role must exist within the sponsor’s business and reflect a credible operational need. The Home Office may consider the organisation’s size, sector, trading activities, staffing structure and the number of workers already performing similar work. A job may attract scrutiny where its duties appear inconsistent with the sponsor’s business or the level of responsibility does not support the occupation code selected.

The position must not be a sham, created mainly to facilitate an immigration application or structured so that the worker is effectively hired out to another organisation to fill an ongoing role. Client-site and project-based working can be permissible, but the sponsor must retain responsibility for the worker and the work must remain consistent with the role described on the Certificate of Sponsorship.

Select the code from the duties, not the title

The occupation code should be selected from the worker’s principal duties and responsibilities. Internal titles, recruitment labels and sector terminology can assist the assessment but do not determine the correct classification.

Employers should compare the proposed job description with the SOC 2020 occupation description and any example titles listed by the Home Office. The assessment should consider the role’s primary function, level of responsibility, required skills and position within the organisational structure.

Where more than one code appears possible, the sponsor must use the code that provides the closest overall match. A less appropriate code must not be chosen because it is eligible for sponsorship, carries a lower going rate or allows the worker to rely on a more favourable salary option.

Hybrid roles require particular care. The correct approach is generally to identify the dominant function of the job rather than classify isolated duties separately. The sponsor should be able to explain how the chosen code reflects the role as a whole.

Check the salary against the correct code

Occupation code selection and sSalary compliance cannot be assessed separately. Each code carries an applicable going rate, while the worker must also satisfy the relevant general salary threshold and hourly rate requirement.

The sponsor should establish which Skilled Worker salary option applies before assigning the Certificate of Sponsorship. The assessment may depend on the worker’s immigration history, age, qualifications, occupation and whether the job appears on an eligible salary list.

Going rates are generally stated by reference to a 37.5-hour working week and must be adjusted where the worker’s contractual hours differ. Employers should therefore check the salary, weekly hours and occupation code together. Increasing the stated hours without increasing pay can cause a role that appears compliant on annual salary to fall below the applicable going rate.

Only permitted elements of pay can be counted. Allowances, bonuses, accommodation and other benefits should not be included unless the Immigration Rules expressly allow them to be treated as salary. Deductions, loans and repayments to the sponsor may also affect the salary recognised for immigration purposes.

Complete the Certificate of Sponsorship accurately

The Certificate of Sponsorship should state the correct occupation code, job title, main duties, salary, weekly hours and work location. Those details should align with the employment contract, job description, payroll arrangements and recruitment records.

The sponsor should avoid generic descriptions copied from the occupation list where they do not explain the actual role. Equally, the job description should not be drafted around the wording of a preferred code if the worker will perform materially different duties.

Any explanation needed to establish eligibility should be included at the point of assignment or retained in the sponsor’s records. Where the role depends on a particular salary option, transitional provision or occupation-list entry, the sponsor should record the basis on which it concluded that the worker qualified.

An error identified after assignment should be reviewed before the visa application is submitted. A sponsor note may be sufficient for a minor correction, but a material change to the occupation code, salary or role may require the Certificate of Sponsorship to be withdrawn and replaced.

Changes to the worker’s role

The employer’s obligations continue after the visa has been granted. Changes to the worker’s job title, duties, salary, working hours or work location may need to be reported through the sponsorship management system.

A change in duties does not automatically require a new visa application. The employer must assess whether the revised role remains within the occupation code for which the worker was sponsored. A promotion or restructuring exercise may require a change-of-employment application where the worker moves into a different occupation code.

The worker should not begin a materially different sponsored role before any required immigration application has been approved. Employers should therefore include an immigration review within promotion, transfer and restructuring processes rather than treating reporting as an after-the-event administrative step.

Salary reductions also require separate consideration. A change may need to be reported and can place the worker below the applicable Skilled Worker threshold, even where the occupation code remains unchanged.

Occupation codes and sponsor compliance

The Home Office can examine occupation-code decisions during a sponsor licence application, compliance visit or investigation. It may compare the Certificate of Sponsorship with contracts, payroll records, organisational charts, job descriptions, worker interviews and evidence of the work being performed.

An incorrect code can lead to refusal of the worker’s application or curtailment of existing permission. For the employer, the issue may support findings that the sponsor has provided inaccurate information, failed to monitor sponsored employment or assigned sponsorship for a role that did not qualify.

Compliance action can include suspension, downgrading or revocation of the sponsor licence. The effect may extend beyond the individual worker where the Home Office considers that occupation codes have been selected incorrectly across the sponsored workforce.

Employers should retain a clear record of how each code was selected, particularly for unusual, senior, hybrid or newly created roles. The record should show the duties considered, alternative codes reviewed and the reason the final code was regarded as the closest match.

Summary

The Skilled Worker visa occupation list is the starting point for establishing whether a role can be sponsored, but occupation eligibility depends on more than finding a matching job title. The sponsor must identify the SOC 2020 code that most accurately reflects the role’s principal duties, skill level and responsibilities.

The selected code must then be checked against Appendix Skilled Occupations and, where relevant, the Immigration Salary List, Temporary Shortage List or applicable transitional provisions. The role must also meet the relevant salary, hourly rate and sponsorship requirements.

Incorrect occupation code selection can result in visa refusal and expose the employer to sponsor compliance action. Employers should therefore assess the role, code, salary and Certificate of Sponsorship information together before sponsorship is assigned, particularly for hybrid, newly created or medium-skilled positions.

Need Assistance?

Determining the correct occupation code is often more involved than matching a job title to a published list. The assessment affects visa eligibility, salary compliance and sponsor licence obligations, while an incorrect classification can create difficulties for both the worker and the sponsoring employer.

DavidsonMorris advises businesses and individuals on every aspect of the Skilled Worker route, including occupation code assessments, sponsor licence applications, Certificates of Sponsorship, salary compliance and Home Office sponsor obligations. Whether you are recruiting overseas talent, changing roles or reviewing an existing sponsored workforce, our immigration specialists can provide practical, commercially focused advice tailored to your circumstances.

FAQs

Is every occupation eligible for a Skilled Worker visa?

No. Only occupations that satisfy the requirements of Appendix Skilled Occupations can qualify for sponsorship. Some occupations are generally eligible, while others can only be sponsored in specified circumstances. Jobs that fall outside the permitted occupation codes cannot be sponsored under the Skilled Worker route, regardless of recruitment difficulties or the salary offered.

How do I find my Skilled Worker occupation code?

Start by identifying the main duties of the role rather than relying on the job title. The Home Office’s CASCOT tool can help identify possible SOC 2020 occupation codes, but the suggested code should always be checked against Appendix Skilled Occupations to confirm that it accurately reflects the job and is eligible for sponsorship.

Does my job title have to appear on the occupation list?

No. The job titles published alongside each occupation code are examples only. Employers frequently use internal or sector-specific titles that do not appear in the Immigration Rules. What matters is whether the occupation code accurately reflects the work the employee will actually undertake.

Can an employer choose any occupation code?

No. The sponsor must select the occupation code that most closely matches the duties of the role. A less appropriate code cannot be used because it carries a lower salary threshold or would make the application easier to satisfy. The Home Office can refuse an application where it considers that an incorrect occupation code has been assigned.

Can my occupation code change?

Yes. A promotion, restructuring or significant change in duties may mean that a different occupation code becomes appropriate. Depending on the nature of the change, the worker may need to submit a change of employment application before starting the new role.

Does an eligible occupation code guarantee a Skilled Worker visa?

No. An eligible occupation is only one of the requirements. The worker must also have a genuine job offer from a licensed sponsor, meet the applicable salary requirements and satisfy the remaining conditions of the Skilled Worker route.

What happens if the wrong occupation code is used?

An incorrect occupation code can result in a visa refusal where the role does not meet the Immigration Rules. It can also expose the sponsoring employer to compliance action if the Home Office concludes that the Certificate of Sponsorship contains inaccurate information or the role has been incorrectly classified.

Where can I find the official Skilled Worker occupation list?

The official occupation codes are published in Appendix Skilled Occupations to the Immigration Rules and in the Home Office’s Skilled Worker occupation tables. Employers and applicants should always check the current version before relying on an occupation code because eligibility, salary rates and occupation restrictions can change.

Glossary

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