Skilled Worker Visa Occupation List: Is Your Job Eligible?

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

A job can qualify for the Skilled Worker route only if it falls within an eligible four-digit SOC 2020 occupation code. The code must accurately describe the work the sponsored worker will actually perform.

Finding a similar job title on the occupations list is not enough. The sponsor has to select the code that provides the closest match to the role’s principal duties, skill level and responsibilities. An incorrect or artificially favourable classification can lead to the visa application being refused and may expose the employer to wider sponsor compliance scrutiny.

Occupation code selection is not treated as a rubber-stamping exercise by the Home Office. The sponsor may be required to explain and evidence why the chosen code is appropriate by reference to the job description, reporting lines, required skills, salary, business activities and the organisation’s need for the role.

The worker must also have an eligible job offer from a Home Office-approved sponsor and meet the applicable salary and other requirements of the route.

What is the Skilled Worker visa occupations list?

Appendix Skilled Occupations to the Immigration Rules sets out the SOC 2020 occupation codes used for the Skilled Worker route. It identifies the skill classification and going rate attached to each code, together with any restrictions on the jobs or applicants that can qualify.

The public-facing Home Office occupations list classifies codes as higher skilled, medium skilled or ineligible. The classification determines whether the occupation can meet the Skilled Worker skill requirement and whether an additional basis of eligibility is needed.

A code heading does not necessarily establish that every job within the wider occupational category is eligible. Some entries permit sponsorship only for specified roles, locations or applicants. The full wording and any conditions attached to the relevant entry must therefore be checked.

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 purpose of the job, then identify the SOC 2020 code that provides the closest overall match.

Once the code has been identified, check its classification in Appendix Skilled Occupations:

• A higher-skilled code will generally meet the occupation skill requirement, subject to any restriction attached to the entry.
• A medium-skilled code requires a further check against the Immigration Salary List, the Temporary Shortage List or another specific provision of the Immigration Rules.
• A code classified 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 satisfy the applicable general threshold, occupation-specific rate and hourly requirement, where each applies.

A role can therefore fall within an eligible occupation code but still fail to qualify because of the salary, working hours, proposed duties 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 published titles are examples rather than an exhaustive catalogue of every role that can fall within a code.

Employers frequently use internal, sector-specific or seniority-based titles that do not appear in the Home Office tables. What matters is whether the selected occupation code accurately reflects the principal duties of the job.

A title such as “project manager”, for example, could fall within different occupation codes depending on whether the underlying work concerns construction, information technology, engineering or another business function. The title alone does not identify the correct code.

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

What if your job title is not listed?

The absence of an exact job title does not necessarily mean that the role is ineligible. The sponsor should search for related titles and identify the occupation description that most closely matches the main purpose and duties of the position.

Hybrid roles may require closer examination where the work spans more than one occupational function. The proper approach is generally to identify the role’s principal function rather than select a code by isolating whichever duty produces the most favourable immigration outcome.

The employer should not alter the job description or add incidental higher-level duties simply to place the role within an eligible occupation. The Home Office can consider the job description, required skills and experience, reporting structure, salary, sponsor’s business activities and genuine operational need for the position.

If no eligible occupation code accurately describes the role, the job cannot be sponsored under the Skilled Worker route. Recruitment difficulty, a higher salary or the employer’s need to fill the position does not provide discretion to treat an ineligible occupation as eligible.

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 selected from the role’s principal duties, level of responsibility and required skills rather than from the job title alone.

The sponsor is responsible for selecting the code when assigning the Certificate of Sponsorship. The worker should also check the classification because it determines whether the role is eligible, which going rate applies and whether any occupation-specific restriction or salary provision has to be met.

Where the role is unusual, hybrid or newly created, the sponsor should be prepared to explain how the code was selected and retain evidence supporting the decision. A coding assessment made only at the point of assigning the Certificate of Sponsorship can expose inconsistencies between the immigration position, the job description and the salary package.

Search for the job using the CASCOT tool

Where the occupation code is not already known, the employer can use the Computer Assisted Structured Coding Tool, known as CASCOT, to identify possible SOC 2020 codes. The tool allows searches by job title and provides suggested classifications.

Not every internal or sector-specific title will produce a reliable result. A broad title such as “operations lead” or “technical specialist” may need to be broken down into terms that describe the principal function of the job. Alternative titles and recognised occupational terms may also need to be tested.

A CASCOT result is a coding aid rather than a determination of Skilled Worker eligibility. Any suggested code must still be checked against the relevant entry in Appendix Skilled Occupations, including its skill classification, example job titles, going rate and any restriction 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, level of responsibility, salary and the sponsor’s business activities.

Greater weight should 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 contains one or two tasks associated with that occupation. Incidental administrative, supervisory or technical duties will not necessarily alter the proper classification.

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

Check the full occupation description

The example job titles listed under an occupation code are indicative rather than exhaustive. A title appearing in the table 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, reporting structure and supporting recruitment material. Any material difference should be resolved before the Certificate of Sponsorship is assigned.

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

Check that the selected 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 eligible only for specified jobs, locations or applicants. A broad occupational 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 position within the wider SOC category can be sponsored.

Where reliance is placed on the Immigration Salary List or the Temporary Shortage List, the sponsor must check whether inclusion applies to the whole occupation or only to specified roles. Geographical, salary or applicant-specific conditions may also apply.

Can an employer choose between occupation codes?

An employer can choose between possible codes only where each represents a credible classification of the role. The sponsor must use the code that provides the closest overall match on the facts.

A less appropriate code cannot be used because the correct occupation is ineligible, carries a higher going rate or prevents the worker from relying on a more favourable salary option. The Home Office can refuse the application where it concludes that the selected code does not properly describe the job or has been chosen to obtain a more favourable immigration outcome.

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

What evidence should support the code selection?

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

Supporting material may include the job description, organisational chart, reporting lines, required qualifications and experience, recruitment records, salary benchmarking and an explanation of how the role fits within the sponsor’s business activities.

The supporting evidence should be consistent with the information entered on the Certificate of Sponsorship and with the role as it operates in practice. A classification that can only be justified by generic wording copied from an occupation description is more likely to be questioned.

What happens if the occupation code is wrong?

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

For the sponsor, an inaccurate classification 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 the Skilled Worker Visa?

A job qualifies for the Skilled Worker route only where the occupation code is eligible under the Immigration Rules and the role satisfies the applicable sponsorship and salary requirements. Professional experience, specialist knowledge or recruitment difficulty do not make a job eligible unless the relevant occupation code also qualifies.

Once the correct occupation code has been identified, the next question is whether that code falls within one of the categories that can be sponsored. The current framework distinguishes between higher-skilled occupations, medium-skilled occupations that qualify only in specified circumstances and occupations that cannot be sponsored under the Skilled Worker route.

Higher-skilled occupations

Higher-skilled occupations are generally those assessed at Regulated Qualifications Framework (RQF) Level 6 or above. These occupations are normally capable of sponsorship without needing to appear on the Immigration Salary List or the Temporary Shortage List, although the remaining Skilled Worker requirements must still be met.

Many professional, technical and regulated occupations fall into this category, including engineers, architects, accountants, solicitors, teachers, doctors, nurses, software developers and a range of senior management roles. Eligibility always depends on the correct occupation code rather than the job title.

The skill level relates to the occupation itself, not the worker’s personal qualifications. A graduate-level occupation does not necessarily require the worker to hold a degree, although professional qualifications or registration may be required by the employer or another part of the Immigration Rules.

Medium-skilled occupations

Medium-skilled occupations are generally those assessed between RQF Levels 3 and 5. Since 22 July 2025, sponsorship of these occupations has become significantly more restricted.

A medium-skilled occupation will qualify only where the Immigration Rules provide a specific basis for sponsorship. In practice, this usually means that the relevant occupation appears on the Immigration Salary List, the Temporary Shortage List or falls within another applicable provision of the Rules, including certain transitional arrangements.

Employers should therefore not assume that every medium-skilled occupation remains eligible simply because it previously qualified under earlier Skilled Worker rules. The occupation code, any conditions attached to it and the worker’s individual circumstances all need to be assessed together.

Immigration Salary List and Temporary Shortage List occupations

The Immigration Salary List identifies specified occupations that can benefit from a separate Skilled Worker salary option. Since the July 2025 reforms, inclusion on the list may also provide the legal basis on which certain medium-skilled occupations remain eligible for sponsorship.

The Temporary Shortage List performs a different function. It provides time-limited sponsorship for specified occupations where the Government has accepted an ongoing labour shortage. The occupations included, together with any restrictions attached to them, may change and should always be checked against the current Immigration Rules before sponsorship is offered.

Neither list removes the remaining Skilled Worker requirements. The employer must still hold the appropriate sponsor licence, assign a valid Certificate of Sponsorship and meet the applicable salary rules.

Transitional rules for existing Skilled Workers

Some workers already in the Skilled Worker route continue to benefit from transitional provisions introduced when the July 2025 reforms took effect. Depending on the particular Immigration Rule being relied upon, transitional protection may allow sponsorship to continue even where a new applicant could no longer qualify for the same occupation.

Whether transitional protection applies depends on the worker’s immigration history and the specific provision of the Rules. Relevant factors may include the date of the worker’s first Certificate of Sponsorship, when Skilled Worker permission was first obtained and whether permission has been held continuously.

Neither employers nor workers should assume that transitional protection applies automatically. The relevant Immigration Rules should be checked before relying upon an earlier grant of permission.

Health and care occupations

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

Care workers and senior care workers are now subject to separate transitional arrangements. Overseas applications for these occupations have closed, while limited in-country sponsorship remains possible only where the current Immigration Rules permit. Additional sponsor requirements also apply, including Care Quality Commission registration for eligible roles in England.

Employers should therefore assess the occupation code, sponsor eligibility and any occupation-specific restriction together before proceeding with sponsorship.

Jobs that do not qualify

An occupation classified as ineligible cannot be sponsored under the Skilled Worker route. Many elementary, routine and lower-skilled occupations fall into this category, although eligibility should always be determined from the relevant SOC 2020 occupation code rather than from the job title alone.

A role cannot be made eligible simply because it is difficult to recruit for, commands a higher salary or includes a small number of higher-skilled duties. Likewise, changing the job title or restructuring the description will not make an ineligible occupation qualify where the substance of the work remains unchanged.

If no eligible occupation code accurately reflects the proposed role, sponsorship under the Skilled Worker route will not be available and another immigration route may need to be considered.

Section D: Skilled Worker Occupations List: Advice for Employers

Employers have to establish that the proposed job is eligible before assigning a Certificate of Sponsorship. The occupation code determines whether the role can be sponsored, which going rate applies and whether the worker can rely on an occupation-specific salary or transitional provision.

The sponsor remains responsible for the accuracy of the classification even where the code has been suggested by the worker, a recruiter or an external adviser. Information recorded on the Certificate of Sponsorship must be consistent with the role the worker will perform and capable of being supported if the Home Office requests evidence.

Confirm that the vacancy is genuine

The employer must have a genuine vacancy in an eligible occupation. Sponsorship cannot be used to create a route for a particular individual where the underlying position does not meet the Skilled Worker requirements.

The role should reflect a credible operational need within the sponsor’s business. The Home Office may consider the organisation’s size, sector, trading activities, staffing structure and the number of workers already carrying out similar duties when assessing whether the vacancy is genuine.

A position may attract scrutiny where the duties appear inconsistent with the sponsor’s business activities, the level of responsibility does not support the occupation code or there is no clear explanation for why the role is required.

The vacancy 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 work may be permissible, but the sponsor must remain responsible for the worker and retain control over the sponsored role.

Check the salary against the correct occupation code

Occupation eligibility and salary compliance have to be assessed together. Each occupation code carries an applicable going rate, while the worker must also meet the general salary threshold and hourly requirement where these apply under the relevant Skilled Worker salary option.

The employer should identify the correct salary option before the Certificate of Sponsorship is assigned. The assessment may depend on the worker’s immigration history, age, qualifications, occupation and whether the role appears on the Immigration Salary List.

Going rates are generally expressed by reference to a 37.5-hour working week and have to be adjusted where the worker’s contractual hours differ. Salary, weekly hours and occupation code should therefore be reviewed as one calculation. A role that meets the required annual figure may still fail if the pay falls below the adjusted going rate or applicable hourly requirement.

Only permitted elements of remuneration can be counted. Allowances, bonuses, accommodation and other benefits cannot ordinarily 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, principal duties, salary, weekly hours and work location. Those details should align with the employment contract, job description, payroll arrangements, organisational structure and recruitment records.

Generic wording copied from an occupation description should not be used where it fails to explain the actual role. Equally, the job description should not be drafted around the language of a preferred occupation code if the worker will perform materially different duties.

Where eligibility depends on a particular salary option, occupation-list entry or transitional provision, the sponsor should record the basis on which it concluded that the worker qualified. The relevant evidence should be retained with the sponsorship records rather than reconstructed after the Home Office has raised a query.

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

Retain evidence supporting the sponsorship decision

The sponsor should retain a coherent record showing why the role was regarded as eligible and why the selected occupation code was appropriate. The depth of the record should reflect the nature of the position and the level of classification risk.

Relevant evidence may include:

• the final job description and person specification;
• the organisational chart and reporting lines;
• recruitment records and salary benchmarking;
• an explanation of how the role supports the sponsor’s business activities;
• the occupation codes considered and the reason the selected code provided the closest match; and
• the salary calculation and any basis for relying on a reduced or transitional option.

More detailed records are likely to be appropriate for hybrid, newly created, unusually senior or specialist roles and positions close to the boundary between two occupation codes. The supporting documents should remain consistent with the duties the worker performs after employment begins.

Review changes to the sponsored 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 title alone will not necessarily affect the worker’s immigration position. The employer must assess whether the revised duties remain within the occupation code for which the worker was sponsored and whether the salary continues to meet the relevant requirements.

A promotion, transfer or restructuring exercise may require the worker to make a change-of-employment application where the new position falls under a different occupation code. The worker should not begin a materially different sponsored role before any required application has been approved.

A change of occupation code does not always require a new application, including where the change results solely from the transition between occupation classification systems. Employers should nevertheless check the current Skilled Worker and sponsor guidance before implementing the change.

Salary reductions require separate examination even where the occupation code remains unchanged. A reduction may need to be reported and can place the worker below the applicable threshold or going rate.

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, recruitment evidence and the work being performed in practice.

An incorrect code can result in refusal of the worker’s application or affect existing permission. For the employer, the issue may support a finding that inaccurate information was provided, that the sponsored role was not genuine or that the sponsor failed to monitor the worker’s employment properly.

Compliance action can include suspension, downgrading or revocation of the sponsor licence. The consequences may extend beyond the individual application where the Home Office identifies inconsistent or unsupported occupation-code decisions across the sponsored workforce.

Employers sponsoring several workers in comparable or evolving roles should apply a consistent classification approach and review it periodically. A code selected correctly at recruitment may cease to reflect the position if the worker’s duties, seniority or place within the organisation later changes.

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.

Choosing the correct occupation code is more involved than simply matching a job title to a published list, and the decision-making process should be documented as evidence, should the Home Office make enquiries.

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?

An incorrect classification can create difficulties for both the worker and the sponsoring employer, affecting visa eligibility, salary compliance and sponsor licence obligations.

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. For advice tailored to your circumstances, contact our immigration solicitors.

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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