Section A: What is a Skilled Worker New Entrant?
The Skilled Worker route includes a specific concession for individuals at an early stage of their career, described in the Immigration Rules as “new entrants”. New entrant status affects how salary thresholds are applied, but it does not relax the underlying requirements around job eligibility, skill level, genuineness and sponsorship compliance.
1. 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 need to 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 can apply where the role forms part of a formal training pathway towards professional registration in a regulated profession.
2. Who can qualify as a new entrant under Skilled Worker?
New entrant status only applies where the applicant meets at least one of the permitted categories in the Rules on the date of application. The categories operate as alternative routes rather than a blended test. That means the application works best where the sponsor and applicant identify the specific limb relied on early, then build the evidence around that limb rather than trying to rely on general “early career” factors.
3. How long can someone rely on new entrant status?
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 four-year limit is a combined cap across relevant grants of permission, so it can affect how long an employer can continue to rely on the reduced salary threshold and how early salary progression planning needs to begin for extensions and longer-term retention.
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.
DavidsonMorris Strategic Insight
A common misconception is that the new entrant route exists to accommodate junior roles. The Skilled Worker framework still applies strictly. The job still has to stand up as a genuine skilled role at the correct SOC level, with duties, reporting lines and salary logic that make commercial sense. The new entrant route doesn’t offer a softer-touch approach or a scrutiny-lite route into the Skilled Worker system. If anything, it usually needs more effort and evidence, because the sponsor has to justify why a salary concession applies rather than the full rate.
Section B: New Entrants & Reduced Salary Thresholds
New entrant status matters because it changes how the Skilled Worker salary rules operate. Instead of meeting the standard minimum salary, qualifying applicants can rely on specific reduced thresholds, provided the correct tradeable points option is selected and all supporting conditions are met. These concessions sit within the Skilled Worker points-based system and are applied narrowly, with little tolerance for error.
1. Which salary options apply to Skilled Worker new entrants?
New entrants can rely on reduced salary thresholds under tradeable points Option E or Option J, depending on the type of role and the applicable salary table. Option E applies to RQF 6+ roles assessed under Table 1, while Option J applies to certain Health and Care ASHE roles assessed under Table 2. In each case, the role must be listed in Appendix Skilled Occupations and the applicant must meet at least one new entrant condition set out in paragraph SW 12.
2. What minimum salary must a Skilled Worker new entrant be paid?
For Option E roles, the salary must be at least £33,400 per year and at least 70 percent of the standard going rate for the relevant SOC 2020 code. The £17.13 hourly floor also applies and pay is assessed using a maximum of 48 paid hours per week. For Option J roles, the minimum threshold is £25,000 per year and 70 percent of the lower going rate, where the Health and Care ASHE framework applies.
3. Can the new entrant discount be combined with other salary concessions?
The new entrant discount cannot be combined with other salary tradeables, such as PhD discounts or Immigration Salary List reductions. Sponsors must select a single salary option that properly reflects the role, the occupation code and the applicant’s circumstances. Attempting to stack concessions or rely on the wrong option is a common cause of refusal.
New entrant status matters because it allows the visa salary threshold to be met at a discounted level, under salary options E and J of the Skilled Worker thresholds.
Under tradeable points Option E (Table 1, RQF 6+ roles) or Option J (Table 2, Health and Care ASHE roles), applicants must be sponsored for a job listed in Appendix Skilled Occupations and meet at least one condition in SW 12.2, such as being under 26, holding recent UK Student or Graduate permission, occupying a post-doctoral post or undertaking professional-registration training. The rules allow 20 tradeable points for a lower salary threshold.
The total period for which an applicant can rely on new entrant salary thresholds is capped at four years. This includes time spent under the Skilled Worker route, the former Tier 2 (General) route and any Graduate or Student permission relied on to qualify as a new entrant.
The Skilled Worker route operates on a points-based system, where a job offer from an approved sponsor at the required skill level earns mandatory points. Salary is assessed as a tradeable characteristic, meaning applicants can meet the requirement in different ways depending on their circumstances. New entrant status allows a lower salary threshold where the sponsorship, skill and English language requirements are already satisfied.
While the standard Skilled Worker salary threshold is £41,700 or 100 percent of the job’s going rate, whichever is higher (Option A), new entrants may qualify at a lower level. Under Option E, the minimum is £33,400 or 70 percent of the standard going rate, subject to the £17.13 hourly floor. Under Option J, the threshold is £25,000 or 70 percent of the lower going rate.
After the four-year new entrant period, workers have to meet the full experienced worker thresholds. For Table 1 roles, this means £41,700 plus 100 percent of the standard going rate and the £17.13 hourly floor. For Table 2 roles, the requirement is £31,300 plus 100 percent of the lower going rate.
The “going rate” is the occupation-specific salary listed in Appendix Skilled Occupations for each SOC 2020 code, typically based on a 37.5-hour working week unless specified otherwise. Sponsors should always use the going rate in force on the date the Certificate of Sponsorship is assigned, as updates occur periodically.
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 and sponsor compliance issues.
The new entrant threshold cannot be combined with other discounts, including those linked to the Immigration Salary List or academic qualifications.
| Option | Applicable to | Minimum salary requirement from 22 July 2025 | Points |
|---|---|---|---|
| A | Standard Skilled Worker (no discounts) | £41,700 and 100% of the standard going rate. Hourly pay must also reach £17.13 (max 48 hrs/wk). | 20 |
| B | Relevant PhD (non-STEM) | £37,500 and 90% of the standard going rate. Hourly floor £17.13 applies. | 20 |
| C | STEM PhD | £33,400 and 80% of the standard going rate. Hourly floor £17.13 applies. | 20 |
| D | Job on the Immigration Salary List (ISL) | £33,400 and 100% of the standard going rate. Hourly floor £17.13 applies*. No other discounts can be combined. | 20 |
| E | New entrant (early-career) | £33,400 and 70% of the standard going rate. Hourly floor £17.13 applies. | 20 |
| F | Health & Care ASHE job or continuing employment – standard rate | £31,300 and 100% of the lower going rate. | 20 |
| G | Health & Care ASHE job or continuing employment – relevant PhD (non-STEM) | £28,200 and 90% of the lower going rate. | 20 |
| H | Health & Care ASHE job or continuing employment – STEM PhD | £25,000 and 80% of the lower going rate. | 20 |
| I | Health & Care ASHE job or continuing employment – ISL role | £25,000 and 100% of the lower going rate. No extra discounts allowed. * | 20 |
| J | Health & Care ASHE job or continuing employment – new entrant | £25,000 and 70% of the lower going rate. | 20 |
| K | Listed health or education occupation (continuous sponsorship since before 22 Jul 2025) | £25,000 and 100% of the going rate or the relevant national payscale rate. | 20 |
* The new entrant discount does not apply to care workers. For care workers (SOC 6135/6136) under the Health and Care Worker route, the requirement is at least £25,000 per year or £12.82 per hour, whichever is higher. Entry clearance for care workers closed on 22 July 2025; in-country switching remains possible until 22 July 2028 for individuals lawfully employed on the sponsor’s UK payroll for at least three months.
| New Entrant Categories | Minimum Salary | Max Duration |
|---|---|---|
| Option E – New entrant | £33,400 and 70% of occupation going rate | Maximum of 4 years (combined leave) |
| Option J – New entrant continuing employment or eligible Health and Care role | £25,000 and 70% of lower going rate | Maximum of 4 years (combined leave) |
4. Worked example: checking the 70% going-rate test for a part-time new entrant
A sponsor offers a Skilled Worker role under Option E at 30 hours per week. The published going rate for the relevant SOC 2020 code is based on a 37.5-hour working week, so the sponsor first pro-rates that figure to reflect 30 hours. The salary then has to satisfy two requirements at the same time. It must reach at least £33,400 per year, and it must reach at least 70 percent of the pro-rated going rate for 30 hours. Even if the 70 percent figure is lower, the £33,400 threshold still applies in full and is not reduced because the role is part time.
5. How weekly hours affect salary calculations
Mis-calculating part-time pay or assuming the cash threshold can be pro-rated is a frequent cause of refusal. Salaries under the Skilled Worker route are assessed on the assumption of a 37.5-hour working week unless Appendix Skilled Occupations specifies otherwise.
Where a contract is for more or fewer hours, sponsors should pro-rate the published going rate, but the relevant cash threshold still has to be met in full. For example, a new entrant working 30 hours per week must still earn at least £33,400 per year and meet 70 percent of the pro-rated going rate. The annual minimum itself does not reduce.
6. Salary calculation rules
Only guaranteed PAYE salary can be counted towards the Skilled Worker salary requirement. The figure declared on the Certificate of Sponsorship and visa application should reflect base salary only. Guaranteed allowances, such as London weighting or fixed shift premiums, may be included where they are paid consistently. Bonuses, overtime, commission and other variable payments must be excluded.
The salary figure must be consistent across the Certificate of Sponsorship, the employment contract and any supporting evidence. Discrepancies are routinely identified during caseworker review and can lead to refusal or future sponsor compliance action. Sponsors and applicants should check all figures carefully before submission to ensure the reduced threshold is met both in cash terms and by reference to the applicable going rate.
DavidsonMorris Strategic Insight
Relying on a lower salary increases scrutiny rather than reducing it. Roles paid significantly below market rate are more likely to raise questions about skill level, genuineness and whether the job exists independently of the visa. UKVI applies the salary maths precisely, particularly the 70 percent going-rate test and the 48-hour cap, and there is little tolerance for rounding or calculation errors. Seemingly minor mistakes can lead to refusal even where all other requirements are met.
Section C: New Entrant Eligibility Criteria
New entrant status is not a discretionary label and it is not based on a general assessment of career stage. Eligibility depends on meeting one clearly defined condition set out in the Immigration Rules, assessed strictly by reference to the facts as they stand on the date of application. UKVI applies these criteria narrowly and will not combine or average factors across different categories.
1. Which Immigration Rules paragraph governs new entrant eligibility?
New entrant eligibility is set out in paragraph SW 12 of Appendix Skilled Worker. This provision replaced the former Tier 2 (General) new entrant rules and continues to operate as a closed list of qualifying categories. An applicant is treated as a new entrant only if they clearly meet one of the specified limbs on the application date. If none of the limbs is satisfied, the reduced salary threshold cannot be used, even where the applicant is genuinely early-career.
2. What are the qualifying new entrant categories?
Paragraph SW 12 provides a number of alternative routes to new entrant status. These include applicants who are under the age of 26 on the date of application, individuals sponsored in certain post-doctoral research or higher-education teaching roles, and workers in regulated professions where the role forms part of a recognised training pathway towards registration or chartered status.
Student and Graduate visa holders may also qualify for a limited period after their studies, provided the qualification meets the specified level and subject requirements and the timing rules are satisfied. Each category operates independently and UKVI assesses them on their own terms.
3. How does UKVI assess the different eligibility limbs in practice?
UKVI expects sponsors and applicants to identify the single limb relied on and provide evidence that directly supports that limb. Age-based eligibility depends solely on the applicant being under 26 on the application date. Student and Graduate eligibility depends on the type of qualification completed and the timing of the application relative to the expiry of previous permission. Professional-registration eligibility applies only where the profession is regulated in the UK and the role genuinely requires progression towards registration as part of structured training.
Caseworkers do not blend limbs or give partial credit. Where the evidence does not clearly support the specific category relied on, the application fails on salary grounds.
| 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 the professional qualification or chartered status required for full registration. |
| Previous leave under the Student route | The applicant’s last permission was under the Student route and they completed, or are within three months of completing, an eligible UK bachelor’s, master’s, doctoral or initial teacher-training qualification. |
| Previous leave under the Graduate route | The applicant’s most recent grant of permission was under the Graduate route and expired less than two years before the Skilled Worker application. |
DavidsonMorris Strategic Insight
Most new entrant refusals arise at this stage because sponsors misunderstand how narrowly UKVI applies the eligibility limbs. Caseworkers do not add factors together to rescue borderline cases. Being nearly under 26, having studied in the UK some time ago, or working in a profession that happens to be regulated is not enough on its own. If the correct limb cannot be evidenced cleanly on the application date, the salary discount falls away and the application fails regardless of the role’s merits.
Section E: Employer Duties
Employers sponsoring a Skilled Worker under the new entrant provisions remain subject to the full range of sponsor licence duties. In addition, the use of a reduced salary threshold introduces extra monitoring and record-keeping obligations, particularly around eligibility evidence, salary calculations and time limits. Errors in applying the new entrant rules can lead to visa refusals and may also affect the sponsor’s compliance rating.
1. What additional sponsor duties arise when using the new entrant discount?
Sponsors should first confirm that the role and the individual meet one of the permitted new entrant categories set out in the Immigration Rules. The applicant needs to fall squarely within a recognised limb, such as being under 26 on the date of application, switching from Student or Graduate permission, or entering a qualifying postdoctoral or professional-training role. Sponsors should also check whether the worker has previously held Skilled Worker or Tier 2 (General) permission, as this time counts towards the four-year maximum period for relying on the new entrant threshold.
When assigning the Certificate of Sponsorship, the sponsor should select the correct SOC 2020 code and indicate clearly that the new entrant salary option is being used. The salary entered must meet the relevant cash minimum and the applicable percentage of the going rate and should exclude any discretionary or variable payments such as bonuses, commission or overtime.
Sponsors also need to ensure that the start and end dates on the CoS do not result in the worker exceeding the four-year new entrant limit. Where continued sponsorship is intended beyond that point, the sponsor should plan for a move to the full experienced worker salary threshold at extension stage.
In addition to accurate CoS assignment, sponsors are expected to retain documentary evidence showing how the worker qualified as a new entrant. This may include proof of age, previous immigration permission, evidence of completed qualifications or confirmation that the role forms part of a regulated professional training pathway. Records should be kept in line with sponsor guidance and be readily available for inspection in the event of a Home Office compliance visit.
| Action | Detail |
|---|---|
| Assign Certificate of Sponsorship | Select the correct SOC 2020 code and indicate use of the new entrant salary option where applicable. |
| Verify role and salary | Ensure the job duties align with the occupation code and the salary meets both the cash threshold and the going-rate percentage. |
| Track the four-year limit | Monitor total time spent under new entrant status across Skilled Worker and Tier 2 (General) permission. |
| Plan salary progression | Prepare for movement to the full Skilled Worker salary threshold at extension or settlement stage. |
Failure to comply with the rules governing salary thresholds, eligibility evidence or time limits can result in enforcement action by the Home Office. This may include refusal of future CoS assignments, licence downgrading or, in more serious cases, sponsor licence suspension or revocation. Accurate application of the new entrant provisions therefore forms an important part of overall sponsor licence risk management.
2. How should employers calculate and monitor new entrant salaries?
Employers sponsoring Skilled Workers under the new entrant provisions need to ensure that salary calculations comply with Appendix Skilled Worker and the associated caseworker guidance. Salary assessment is not based solely on the headline annual figure but also on how that figure relates to the applicable going rate and the worker’s contracted weekly hours.
Only guaranteed gross salary paid through PAYE can be counted towards the salary threshold. Variable or discretionary payments such as overtime, commission, tips or performance-related bonuses should be excluded. Where allowances are included, they should be clearly stated in the contract and paid on a consistent basis as part of the gross salary.
The salary figure recorded on the Certificate of Sponsorship should match the figure set out in the employment contract and any supporting evidence. Discrepancies between documents are a frequent trigger for refusal and can also raise wider compliance concerns at audit. Sponsors should also ensure that weekly hours are recorded accurately, as these determine how the going rate is pro-rated.
Employers should monitor new entrant cases throughout the period of sponsorship. Even where the salary is compliant at the point of application, the reduced threshold cannot be relied on once the four-year cap is reached. Sponsors should therefore build in internal review points to assess salary progression and ensure future applications meet the correct threshold.
DavidsonMorris Strategic Insight
Using the new entrant route increases, rather than reduces, the sponsor’s compliance burden. Sponsors need to track eligibility evidence, salary structure and time spent under the discount simultaneously. Problems are often only identified at extension stage, when it is too late to correct them without risking the worker’s status. Effective forward planning and regular internal checks are therefore key to managing new entrant sponsorship safely.
Section E: Employer Duties
Employers sponsoring new entrants remain subject to all standard sponsor licence duties, but the use of a reduced salary threshold adds additional monitoring and record-keeping obligations. Failure to manage these correctly can create compliance exposure well beyond the individual application.
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.
1. Sponsor Compliance
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 CoS, the sponsor must select the correct SOC code and tick the relevant box to indicate that the salary threshold for a new entrant is being used. The salary being relied on 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.
2. Calculating New Entrant Salary and Threshold Rules
Employers sponsoring Skilled Workers under the new entrant provisions must ensure that the salary is calculated in 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 applies only to the going rate calculation, and the required cash threshold must still be met in full.
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.
DavidsonMorris Strategic Insight
The new entrant route actually adds more to the sponsor’s compliance plate. Sponsors have to track time spent under the new entrant discount, monitor salary progression and take action before the four-year limit if they want to retain the worker under lawful status. That requires forward planning and ongoing management to avoid problems only being identified at extension stage, when it’s too late to fix them.
Section F: What Happens After New Entrant Leave Expires?
New entrant status is strictly time-limited and cannot be relied on indefinitely. Once the permitted period has been used, the Skilled Worker route continues to be available, but only if the application meets the full experienced-worker salary rules or another single tradeable points option applies. This makes forward planning critical for both sponsors and workers.
1. When does the new entrant salary discount stop applying?
The new entrant discount stops applying when a further grant of Skilled Worker permission would cause the total period of leave relied on under new entrant provisions to exceed four years. This four-year cap is absolute and includes all relevant leave held under the Skilled Worker route, the former Tier 2 (General) route and, where applicable, time spent under Student or Graduate permission relied on to qualify as a new entrant.
UKVI assesses this by looking at the start and end dates of all previous grants of permission. Even where earlier leave was held with a different sponsor or in a different role, it still counts towards the four-year maximum. There is no flexibility or grace period once the cap is reached.
2. Worked example: how the four-year cap is calculated in practice
A worker is granted a Skilled Worker visa for two years using the new entrant salary threshold. They later change employer and receive a further 18-month grant, still relying on new entrant pay. At that point, the worker has used three years and six months of the four-year allowance.
If the sponsor then assigns a Certificate of Sponsorship for a further two-year extension at the reduced salary, UKVI will refuse the application on salary grounds. The refusal arises because the new grant would take the total period beyond four years. The sponsor could still proceed with the application, but only if the salary meets the full experienced-worker threshold or another applicable tradeable points option is correctly evidenced.
3. What are the implications for visa extensions and settlement?
For extensions under the Skilled Worker route, applicants must meet the salary threshold in force at the date of application. Once the new entrant period has been exhausted, this usually means meeting the full experienced-worker salary level for the relevant occupation code. If the sponsor cannot offer the required salary, the extension application will be refused even where all other requirements are met.
For indefinite leave to remain applications under the Skilled Worker route, the applicant also needs to meet the applicable salary requirement at the time of settlement. Failure to meet the salary threshold at ILR stage can delay settlement or result in refusal, regardless of how long the individual has already lived and worked in the UK.
Employers should factor this into initial salary decisions where long-term retention is anticipated, particularly where the role will remain ongoing beyond the initial sponsorship period.
4. How can employers and applicants prepare in advance?
Forward planning is essential where a worker is sponsored as a new entrant. Employers should keep clear records of visa start and end dates and track how much of the four-year allowance has been used. Internal review points should be built in well before expiry dates to allow time for salary increases or structural changes to the role if continued sponsorship is intended.
Salary progression should be planned so that the role reaches the full Skilled Worker threshold before the worker applies to extend their visa or settle. Where this is not commercially viable, sponsors and workers may need to explore alternative tradeable points routes or consider whether continued sponsorship is realistic.
Workers should seek early clarity from their employer about salary progression and long-term plans, particularly if settlement in the UK is an objective.
DavidsonMorris Strategic Insight
The four-year cap under the new entrant route is rigid and unforgiving. It does not flex because of extensions, changes of employer or internal restructures. Once it is reached, the salary discount disappears immediately, with no transitional protection. Sponsors therefore need to identify the deadline early, record it accurately and actively work towards it.
Time spent under earlier Skilled Worker or qualifying Graduate permission often surprises sponsors because it has already eaten into the allowance. Any realistic long-term retention plan needs to assume that the role will reach the full Skilled Worker salary threshold within four years, otherwise the business risks losing the worker altogether.
Section G: Common risks
New entrant sponsorship attracts closer scrutiny because it involves a deliberate salary concession. Where errors occur, they tend to surface quickly and often lead to refusal or sponsor compliance action rather than requests for clarification.
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) 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 healthcare 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.
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. We also offer fixed-fee telephone consultations, when you can put your questions directly to one of our UK immigration legal advisers.
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 if they satisfy at least one condition in paragraph SW 12 of Appendix Skilled Worker—for example, they are under 26 on the date of application, are switching from recent UK Student or Graduate permission, are undertaking post‑doctoral research or are working towards professional registration.
Is there an upper age limit for new-entrant status?
Applicants who are 26 or over cannot rely on the age limb, but they may still qualify through recent study, post‑doctoral research or professional‑registration training.
How long can I remain on the discounted salary?
Time spent as a new entrant counts towards a hard four‑year cap, which includes any previous leave as a Skilled Worker, Tier 2 (General) or Graduate. When the total would exceed four years, the discount ceases.
Does time spent on a Graduate visa reduce the four-year allowance?
Time spent on the Graduate route limits how long the applicant can continue to rely on new entrant salary thresholds.
What salary must a sponsor pay a new entrant?
Under Option E, the pay must reach at least £33,400 a year and 70 % of the standard going rate for the SOC 2020 code; the £17.13 hourly floor also applies (max 48 hrs/wk).
Do I still need to prove English even if I studied here?
Graduates whose UK degree was taught in English meet the rule automatically; 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 lived lawfully in the UK for at least 12 months, bank statements must show £1,270 held for 28 consecutive days, with day 28 falling no more than 31 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 over 3 years. 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 |
|---|---|
| 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
| Resource | What it covers | Link |
|---|---|---|
| Immigration Rules: Appendix Skilled Worker | Legal requirements for Skilled Worker, including the new entrant provisions in SW 12. | https://www.gov.uk/guidance/immigration-rules/immigration-rules-appendix-skilled-worker |
| Immigration Rules: Appendix Skilled Occupations | Eligible SOC 2020 occupation codes, skill levels and salary frameworks used for sponsorship. | https://www.gov.uk/guidance/immigration-rules/immigration-rules-appendix-skilled-occupations |
| Skilled Worker visa: going rates for eligible occupation codes | Home Office going rate tables, including how salaries are benchmarked and pro rated by weekly hours. | https://www.gov.uk/government/publications/skilled-worker-visa-going-rates-for-eligible-occupations/skilled-worker-visa-going-rates-for-eligible-occupation-codes |
| Skilled Worker visa: eligible occupations and codes | Public list of eligible jobs and SOC codes for Skilled Worker applications. | https://www.gov.uk/government/publications/skilled-worker-visa-eligible-occupations/skilled-worker-visa-eligible-occupations-and-codes |
| Sponsor a Skilled Worker | Employer guidance on assigning a CoS, meeting skill and salary rules and sponsor compliance duties. | https://www.gov.uk/government/publications/workers-and-temporary-workers-sponsor-a-skilled-worker |
| Skilled Worker caseworker guidance | Decision-maker guidance on Skilled Worker requirements, including salary assessment and evidence checks. | https://assets.publishing.service.gov.uk/media/692d54be345e31ab14ecf7a3/Skilled%2Bworker.pdf |
| Sponsorship: guidance for employers and educators | Hub page for sponsor guidance, SMS support materials and sponsor compliance resources. | https://www.gov.uk/government/collections/sponsorship-information-for-employers-and-educators |
| Skilled Worker visa: overview | Public GOV.UK overview of eligibility, fees, switching and how to apply. | https://www.gov.uk/skilled-worker-visa |
| Immigration Rules changes statement (HC 997, 1 July 2025) | The formal statement of changes underpinning the 22 July 2025 Skilled Worker reforms and transitional rules. | https://assets.publishing.service.gov.uk/media/68629c9b3464d9c0ad609d33/E03394848_-_HC_997_-_Immigration_Rules_Changes__Web_Accessible_.pdf |
