Under the UK immigration system, every job that can be sponsored for a Skilled Worker visa is assigned a specific Standard Occupational Classification (SOC) code. Each code reflects a recognised role and comes with an associated salary threshold that employers are required to meet to comply with Home Office rules.
Employers need to understand how SOC codes link to salary requirements, how they determine whether a job is eligible for sponsorship, whether the worker meets the minimum income criteria and whether the organisation’s sponsor licence remains compliant. For visa applicants, it can make the difference between approval and refusal.
This guide explains how SOC codes correspond with salary bands under Appendix Skilled Occupations, covering the minimum rates, going rates and exceptions that apply under the current Skilled Worker visa framework. It also highlights common pitfalls that lead to application refusals and sponsor compliance issues, helping both employers and sponsored workers interpret the latest Home Office salary rules accurately.
Section A: SOC Codes and Salary Thresholds
SOC codes form the foundation of the UK’s Skilled Worker visa system. Each code represents a distinct job type and is used by the Home Office to confirm that a role meets the skill and salary level required for sponsorship. The codes are listed in Appendix Skilled Occupations, which specifies whether a job is eligible and what pay level applies.
Every SOC code is linked to a specific “going rate”, the minimum salary usually paid for that type of role in the UK labour market. To sponsor a worker, the salary offered has to meet both the general salary threshold and the going rate for the relevant SOC code, whichever is higher. Employers are expected to base the salary calculation on a 37.5-hour working week. If the contracted hours differ, the rate should be adjusted proportionally.
For example, if an occupation’s going rate is £42,000 and the applicant’s role meets that code, the employer is expected to offer at least that amount or the general threshold of £41,700, depending on which is higher. Failing to meet this benchmark can lead to visa refusal or compliance action against the sponsoring employer.
Appendix Skilled Occupations is updated periodically to reflect labour market changes, meaning both salary levels and job classifications can shift over time. Employers need to refer to the latest version of the Appendix each time they assign a Certificate of Sponsorship to ensure accuracy and compliance with the current rules.
Importantly, SOC code salary information is not held in a single static document but spread across several live sources maintained by the Home Office. Sponsors should cross-check each of these before assigning a CoS:
- Appendix Skilled Occupations – eligibility, SOC codes, and going rates
- Immigration Salary List – reduced thresholds and eligible roles
- Skilled Worker Visa Going Rates – detailed pay data for each code
- Sector pay scales – for NHS and education occupations
Section B: The Role of SOC Codes in Skilled Worker Visa Eligibility
The SOC code selected for a role determines whether it qualifies for sponsorship under the Skilled Worker visa route. The Home Office uses this classification to verify that the role is genuine, meets the required skill level, and that the salary offered is in line with the thresholds set out in Appendix Skilled Occupations. Choosing the correct code is therefore a key stage in any sponsorship process and can directly affect whether a visa application is approved or refused.
The general salary threshold for new Skilled Worker applications made from 22 July 2025 is £41,700 a year, or the full going rate for the occupation, whichever is higher. Employers should confirm the current going rate for the chosen code and ensure the salary offer meets the higher of these two figures. The change reflects the government’s effort to align visa salary levels more closely with median UK earnings and to limit sponsorship to higher-paid, graduate-level roles.
The minimum skill level for new applications is now RQF Level 6, equivalent to graduate standard. Many roles previously accepted at RQF 3–5 are no longer eligible unless listed on the Immigration Salary List. Assigning an ineligible code or one that understates the job’s responsibilities is treated as non-compliance and can result in the refusal of a visa or Home Office investigation into the sponsor’s licence.
Some flexibility remains through tradeable points. For example, applicants with a PhD relevant to the job or those filling roles on the Immigration Salary List can qualify for lower salary thresholds. Under the new rules, a minimum of £37,500 applies to non-STEM PhDs, £33,400 for STEM PhDs, and £33,400 for Immigration Salary List or new entrant roles. Each discount must still meet the stated percentage of the occupation’s going rate and cannot fall below the relevant floor.
For continuing Skilled Workers extending their visas, transitional arrangements allow limited use of lower legacy thresholds, such as £31,300, depending on the applicant’s start date and visa history. These are temporary measures, and employers are expected to confirm transitional eligibility before relying on any reduced figure.
For employers, accurate SOC allocation and salary calculation are now among the most scrutinised parts of the sponsorship process. The Home Office expects sponsors to maintain records showing how the SOC code was chosen and how the salary was verified. Inaccurate or inconsistent coding can result in refusals, suspension of the sponsor licence, or civil penalties.
Section C: SOC Codes and Going Rate Calculations
The going rate is the benchmark salary for each SOC code under Appendix Skilled Occupations. It reflects the average UK market rate for that occupation and is used to confirm that sponsored workers are being paid in line with local standards. Employers are required to pay at least the higher of the general salary threshold or the going rate, unless a permitted discount applies under the tradeable points system.
Under the July 2025 framework, the key salary points are as follows:
- Standard threshold: £41,700 or 100% of the going rate, whichever is higher.
- PhD discount (non-STEM): 90% of the going rate, not less than £37,500.
- PhD discount (STEM): 80% of the going rate, not less than £33,400.
- Immigration Salary List or new entrants: 70% of the going rate, not less than £33,400.
- Hourly rate requirement: at least £17.13 per hour for standard Skilled Worker roles (up to 48 hours per week).
These calculations are based on a 37.5-hour working week. If the employment contract specifies fewer or more hours, the salary must be adjusted proportionally, provided the hourly rate and overall minimum threshold are still met. The Home Office does not accept overtime or variable pay to make up shortfalls in the guaranteed annual salary figure. Only fixed, contractual pay counts toward the calculation unless otherwise stated in Appendix Skilled Occupations.
Example: if an employer offers a role under SOC 2136 (Programmers and Software Developers) with a going rate of £50,000, the salary offered must meet that figure or £41,700, whichever is higher. Offering £45,000 would fall short, even though it exceeds the general threshold, because the going rate is higher. If the applicant holds a relevant STEM PhD, a salary of £40,000 (80% of £50,000) would meet eligibility provided it also exceeds £33,400.
Going rates are reviewed annually using updated market data from the Annual Survey of Hours and Earnings. Sponsors assigning Certificates of Sponsorship after July 2025 must confirm that they are using the most recent version of Appendix Skilled Occupations. Reliance on outdated figures or misapplied discounts will be treated as a breach of sponsor duties and could result in a refusal or compliance action.
Section D: Examples of SOC Codes with Salary Bands
The examples below show how the July 2025 Skilled Worker salary thresholds apply to commonly sponsored roles. Figures are based on the most recent Appendix Skilled Occupations and Immigration Salary List updates. Actual eligibility will depend on the role, qualifications, tradeable points and whether the applicant qualifies for a discounted rate such as new entrant, PhD or Immigration Salary List status.
| SOC Code & Occupation | RQF Level | Typical Going Rate (37.5 hrs/week) | Minimum Salary (July 2025 Rules) |
|---|---|---|---|
| 2136 – Programmers & Software Development Professionals | RQF 6 | £50,000 | £50,000 (or £41,700 if higher general threshold) |
| 2423 – Management Consultants & Business Analysts | RQF 6 | £47,300 | £47,300 (standard) / £42,600 (PhD STEM 80%) |
| 2211 – Medical Practitioners | RQF 7 | £41,800 (NHS scale) | £41,800 (NHS pay scale applies) |
| 2431 – Architects | RQF 6 | £45,400 | £45,400 (standard) / £36,320 (ISL or new entrant) |
| 2122 – Mechanical Engineers | RQF 6 | £48,000 | £48,000 (standard) / £38,400 (PhD STEM 80%) |
| 2314 – Secondary Education Teaching Professionals | RQF 6 | £36,500 (national pay scale) | £36,500 (DfE pay scale applies) |
| 2219 – Health Professionals not elsewhere classified | RQF 6 | £33,400 (ISL rate) | £33,400 (ISL threshold) |
| 2425 – Actuaries, Economists & Statisticians | RQF 7 | £46,900 | £46,900 (standard) / £37,520 (PhD STEM 80%) |
These examples demonstrate that salary eligibility is now tied to specific occupational rates rather than a single, universal threshold. Even small differences below the stated going rate can lead to refusal or compliance issues. Employers need to monitor Appendix Skilled Occupations regularly and retain evidence showing how salary calculations were verified against the latest figures.
Because the going rates are reviewed annually, an offer that met the threshold last year may no longer satisfy the updated requirement. Sponsors assigning Certificates of Sponsorship after 22 July 2025 are expected to confirm that both the annual and hourly rates meet current Home Office levels. Allowances, benefits, and bonuses cannot be included in the calculation unless explicitly allowed for that SOC code in official guidance.
Section E: Common Issues and Compliance Risks
The Home Office routinely identifies salary and coding errors as the most frequent causes of Skilled Worker visa refusals and sponsor licence enforcement. Despite the clear salary framework introduced in July 2025, many employers continue to experience issues because the job description, contract terms or pay details do not precisely align with the SOC code and going rate requirements. These errors can have serious consequences, including refusal of applications, suspension or revocation of the sponsor licence, and financial penalties.
One of the most common problems arises from misclassification of job roles. Employers sometimes choose a SOC code that appears to fit but does not accurately reflect the job’s core duties. The Home Office reviews job descriptions, recruitment materials, and employment contracts to confirm that the selected SOC code genuinely matches the work being carried out. Where the code is inconsistent with the duties or skill level, the Home Office can refuse the visa and record the case as a compliance concern against the sponsoring organisation.
Salary errors are equally problematic. Employers often calculate pay based on the older 2024 thresholds, overlook the July 2025 uplift to £41,700, or misapply going rate discounts. The most frequent mistakes include using the wrong hours baseline, including non-permitted allowances in the calculation, or failing to adjust the salary for part-time arrangements. The Home Office assesses pay against a 37.5-hour week and does not accept overtime or bonuses to bridge a shortfall. Employers must ensure that the contracted annual salary, when pro-rated, still meets both the cash and hourly rate requirements.
Another recurring risk involves outdated Appendix references. Appendix Skilled Occupations and the Immigration Salary List are updated regularly, sometimes several times a year. Sponsors who rely on earlier versions may issue Certificates of Sponsorship using incorrect salary data or obsolete SOC codes. Each CoS should be checked against the current Appendix version in force at the time of assignment, not the one used when the job was first advertised.
Employers also face compliance exposure when relying on tradeable points without fully meeting the qualifying criteria. For example, discounting a salary under the PhD or new entrant provisions without holding the appropriate evidence or without correctly applying the percentage of the going rate can lead to a breach finding. The Home Office expects sponsors to retain clear supporting documentation for any claimed discount, including evidence of the PhD, proof of new entrant status, or confirmation that the occupation appears on the Immigration Salary List.
During compliance audits, caseworkers often request salary evidence such as payslips, contracts, and payroll summaries to confirm the rate being paid matches the rate declared on the CoS. Any discrepancy, even if minor, can be recorded as a breach of sponsor duties. Sponsors are expected to maintain transparent and consistent record-keeping systems so that every sponsored worker’s SOC code, salary calculation, and supporting evidence can be verified promptly if requested.
Given the July 2025 changes, it is now more important than ever for employers to perform regular internal audits of their sponsored workforce. This should include cross-checking SOC codes, confirming that all salaries meet or exceed the latest thresholds, and ensuring the organisation’s HR and payroll teams understand the implications of Appendix updates. Proactive reviews help identify underpayment risks early and demonstrate to the Home Office that the sponsor takes compliance seriously.
Section F: SOC Codes with Salary
The current SOC code salary data for the Skilled Worker visa is held across several official Home Office documents. Each source serves a specific purpose, and together they form the framework that determines whether a role meets sponsorship and pay eligibility under the Immigration Rules.
1. Appendix Skilled Occupations
Appendix Skilled Occupations is the main source for live SOC data. It lists every occupation that qualifies for sponsorship under the Skilled Worker route, together with the corresponding SOC 2020 code, RQF level, and going rate. The going rates are calculated using the Annual Survey of Hours and Earnings (ASHE) and are based on a 37.5-hour week. This appendix is updated periodically to reflect market pay movements and changes in occupational eligibility. It also identifies which codes link to specific pay scales, such as NHS or national education pay frameworks.
Employers assigning a Certificate of Sponsorship are required to use the version of Appendix Skilled Occupations that is in force on the date of CoS assignment, not when the job was first advertised. This ensures that the salary complies with the latest thresholds.
2. Immigration Salary List (ISL)
The Immigration Salary List (previously the Shortage Occupation List) sets out specific occupations eligible for lower salary thresholds. As of July 2025, the ISL provides a discount mechanism allowing sponsorship where the general threshold or going rate would otherwise be prohibitive. To qualify for a reduced threshold, the job must appear on the ISL and the salary must still meet the minimum cash floor, usually £33,400, as well as the required proportion of the occupation’s going rate (for example 70%).
The ISL is a live Home Office publication, reviewed periodically by the Migration Advisory Committee (MAC). Employers should check for updates before each CoS assignment, as roles can be added or removed between updates.
3. Skilled Worker Visa Going Rates Tables
The Home Office publishes the detailed going rate tables at Skilled Worker Visa: Going Rates for Eligible Occupations. This is the definitive list that underpins Appendix Skilled Occupations. It contains full salary data for all SOC codes, including: occupation title, SOC code, RQF level, going rate (annual and hourly) and notes where alternative pay scales apply (for example NHS or education). It also includes special rates for health, education and other pay-scale-based roles that do not follow the standard ASHE data.
Employers and advisers should use these tables to check the exact figure applicable to the SOC code at the time of sponsorship. Each update replaces the previous one, so earlier versions should not be relied upon for new applications.
4. Appendix Skilled Occupations – Tradeable Points and Salary Options
Within Appendix Skilled Occupations, tradeable point options (A–F) describe how salary levels interact with qualifications, shortage status, and new entrant criteria. These set the permitted percentage of the going rate (for example 70%, 80%, or 90%) and the minimum floor salary for each option. For example, a new entrant on Option E must be paid at least 70% of the going rate, but no less than £33,400. The full set of tradeable points rules is cross-referenced within the Skilled Worker eligibility guidance on gov.uk.
5. NHS and Education Sector Pay Scales
For occupations linked to the health and education sectors, salary eligibility is based on official pay scales rather than ASHE rates. These are published separately as annexes to Appendix Skilled Occupations. NHS roles (such as doctors, nurses, and allied health professionals) use Agenda for Change pay bands, while teachers use Department for Education pay scales. These specific frameworks override the standard going rates where applicable, and employers must reference the latest sector pay circulars when confirming salary compliance.
Section G: Summary
The alignment between SOC codes and salary thresholds lies at the centre of Skilled Worker visa eligibility and sponsor compliance. Since the July 2025 reforms, the Home Office has placed greater weight on ensuring that every sponsored role genuinely meets the skill and pay criteria for its assigned SOC code. Employers are now expected to treat salary verification as a formal compliance process rather than a simple HR step.
Getting the SOC code or salary wrong can have immediate and lasting consequences. A single incorrect code can make a job ineligible for sponsorship, while a salary that falls even slightly below the required level can trigger a visa refusal. For sponsors, repeated errors of this kind may lead to compliance action, suspension of the licence, or even revocation. The Home Office has made clear that salary accuracy and appropriate coding will continue to be a focus of audit and enforcement activity throughout 2025 and beyond.
For employers, it is vital to monitor each update to Appendix Skilled Occupations and the Immigration Salary List. Internal HR systems and offer templates should be updated to reflect the current thresholds and going rates before each new Certificate of Sponsorship is issued. For visa applicants, confirming that the offered salary aligns with the latest rules before submission avoids unnecessary delays or refusals.
In practice, ensuring compliance means building salary verification into recruitment and onboarding processes, retaining evidence of how each SOC code and salary rate was chosen, and reviewing the organisation’s wider sponsor management systems regularly. Expert legal or HR advice can provide clarity on coding decisions, discount eligibility, and transitional protection for existing workers under the 2025 rules.
Section H: Need Assistance?
Correct SOC coding and salary alignment are among the most common causes of Skilled Worker visa refusals and Home Office compliance action. The July 2025 salary reforms have raised the stakes for both employers and applicants, leaving little margin for error when assigning a Certificate of Sponsorship or preparing a visa application.
If you are unsure whether your SOC code or salary meets the latest Home Office thresholds, take professional advice before submitting an application. Our team can review your role description, salary calculation and supporting evidence to confirm compliance under the current Appendix Skilled Occupations and Immigration Salary List rules. Contact us here.
Section I: FAQs
What are SOC codes in the UK immigration system?
SOC codes are four-digit classification numbers assigned to different types of jobs in the UK. They are used by the Home Office to determine whether a role meets the skill and salary level required for sponsorship under the Skilled Worker visa route.
Where can I find the current SOC codes and salary rates?
The official lists are published on Appendix Skilled Occupations and the Skilled Worker Visa Going Rates pages on GOV.UK. Employers should also check the Immigration Salary List for any roles that qualify for reduced thresholds.
What is the current Skilled Worker visa salary threshold?
As of 22 July 2025, the general threshold for new Skilled Worker applications is £41,700 per year or the full going rate for the occupation, whichever is higher. Certain applicants, such as those with relevant PhDs or jobs on the Immigration Salary List, may qualify for discounted thresholds, subject to a minimum salary floor.
How are going rates calculated for SOC codes?
Going rates are based on data from the Annual Survey of Hours and Earnings (ASHE) and reflect median market pay for each occupation. They assume a 37.5-hour week. Employers must adjust the figure proportionally if the contract involves more or fewer hours and ensure the hourly rate also meets the relevant floor where applicable.
Can an employer offer a salary below the going rate?
Only in limited cases. The Home Office allows reduced salaries where the worker qualifies under a tradeable points option, such as a relevant PhD, new entrant status, or employment in a role on the Immigration Salary List. Even then, the salary must not fall below the prescribed minimum for that option.
Do the same salary rules apply to extensions or renewals?
Not always. Transitional protection allows some existing Skilled Workers to extend their visas using older salary thresholds if they are continuing in the same role for the same sponsor. However, new applications after July 2025 must meet the new salary levels, so sponsors should check which set of rules applies before submission.
What happens if the SOC code or salary is wrong?
An incorrect SOC code or underpayment can result in refusal of the visa application, a compliance breach, or even sponsor licence suspension. The Home Office may also investigate whether the employer has met its duties as a sponsor. Sponsors are expected to keep evidence of how they selected the SOC code and verified the salary figure.
Are NHS and teaching roles treated differently?
NHS and education roles are paid according to national pay scales. These pay structures override the general ASHE-based going rates listed in Appendix Skilled Occupations. Employers must use the relevant national scale (such as Agenda for Change or the Department for Education pay framework) to confirm salary compliance.
How often do SOC code salary levels change?
The Home Office updates Appendix Skilled Occupations and the Immigration Salary List periodically, usually in line with annual ASHE data. Employers should check the latest versions each time they assign a Certificate of Sponsorship, as relying on outdated salary data can result in non-compliance or refusal.
Section J: Glossary
| Term | Definition |
|---|---|
| SOC Code | A Standard Occupational Classification code used by the Home Office to identify and categorise job types for immigration and labour market purposes. |
| Appendix Skilled Occupations | The section of the UK Immigration Rules listing all occupations eligible for sponsorship under the Skilled Worker visa route, with associated SOC codes, RQF levels, and going rates. |
| Going Rate | The minimum annual salary or hourly rate typically paid for a given occupation in the UK labour market, as determined by the Annual Survey of Hours and Earnings (ASHE). |
| Immigration Salary List (ISL) | A list replacing the former Shortage Occupation List, identifying roles eligible for lower salary thresholds under the Skilled Worker route. Each role still has to meet a defined minimum cash floor and percentage of the going rate. |
| RQF Level | The Regulated Qualifications Framework level indicating the skill standard of a job. For Skilled Worker eligibility from July 2025, most roles must be at least RQF Level 6 (graduate level). |
| Tradeable Points | The points-based mechanism allowing salary flexibility for certain Skilled Worker applicants, such as those with a PhD, new entrant status, or employment in a role on the Immigration Salary List. |
| Certificate of Sponsorship (CoS) | An electronic document issued by a licensed employer to confirm that a specific job meets the requirements for sponsorship under the Skilled Worker route. |
| Appendix D | The Home Office record-keeping appendix setting out the documentation employers are required to retain for each sponsored worker, including evidence of salary, SOC code, and eligibility checks. |
| Annual Survey of Hours and Earnings (ASHE) | The Office for National Statistics dataset used to calculate going rates for each SOC code, based on median earnings across UK occupations. |
| Transitional Protection | Temporary arrangements allowing Skilled Workers already sponsored before July 2025 to extend or change employment using the previous salary thresholds in certain circumstances. |
Section K: Additional Resources & Links
| Resource | Description | Link |
|---|---|---|
| GOV.UK – Appendix Skilled Occupations | Official Home Office list of all occupations eligible for Skilled Worker visa sponsorship, including SOC codes, RQF levels, and going rates. | https://www.gov.uk/guidance/immigration-rules/immigration-rules-appendix-skilled-occupations |
| GOV.UK – Skilled Worker Visa Going Rates | Detailed table showing going rates and salary thresholds for each eligible SOC code under the Skilled Worker visa route. | https://www.gov.uk/government/publications/skilled-worker-visa-going-rates-for-eligible-occupations |
| GOV.UK – Immigration Salary List (ISL) | Official Home Office list of roles eligible for lower salary thresholds under the Skilled Worker visa route, replacing the Shortage Occupation List. | https://www.gov.uk/government/publications/immigration-salary-list-2025 |
| GOV.UK – Skilled Worker Visa: Eligibility | Official guidance on Skilled Worker visa requirements, including salary, job skill level, and sponsorship obligations. | https://www.gov.uk/skilled-worker-visa/eligibility |
| GOV.UK – Sponsor Guidance Part 2 | Official Home Office guidance outlining sponsor duties, record-keeping, and salary verification rules for licensed employers. | https://www.gov.uk/government/publications/workers-and-temporary-workers-guidance-for-sponsors-part-2-sponsor-a-worker |
| Home Office – Skilled Worker Policy Guidance | Comprehensive policy instructions for caseworkers and sponsors on Skilled Worker eligibility, salary calculation, and compliance criteria. | https://assets.publishing.service.gov.uk/media/64f84cb8e8fbd800132f278b/skilled-worker-guidance.pdf |
| DavidsonMorris – Skilled Worker Visa Salary Guide | Practical overview of Skilled Worker salary thresholds and going rate updates under the 2025 immigration rules. | https://www.davidsonmorris.com/skilled-worker-visa-salary/ |
| Migration Advisory Committee (MAC) | Independent advisory body responsible for reviewing and recommending updates to the Immigration Salary List and salary thresholds. | https://www.gov.uk/government/organisations/migration-advisory-committee |
| Office for National Statistics (ASHE Data) | Source of the Annual Survey of Hours and Earnings data used by the Home Office to calculate SOC code going rates. | https://www.ons.gov.uk/surveys/informationforbusinesses/businesssurveys/annualsurveyofhoursandearningsashe |
| GOV.UK – NHS Agenda for Change Pay Scales | National NHS pay structure setting out banded rates for medical and healthcare professionals under the Skilled Worker route. | https://www.gov.uk/government/publications/nhs-agenda-for-change-pay-scales |
Author
Founder and Managing Director Anne Morris is a fully qualified solicitor and trusted adviser to large corporates through to SMEs, providing strategic immigration and global mobility advice to support employers with UK operations to meet their workforce needs through corporate immigration.
She is recognised by Legal 500 and Chambers as a legal expert and delivers Board-level advice on business migration and compliance risk management as well as overseeing the firm’s development of new client propositions and delivery of cost and time efficient processing of applications.
Anne is an active public speaker, immigration commentator, and immigration policy contributor and regularly hosts training sessions for employers and HR professionals.
