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 needs to meet both the general salary threshold and the going rate for the relevant SOC code, with the higher figure applying. Going rates are referenced to a 37.5-hour working week, so if contracted hours differ the going rate should be adjusted proportionally. Note that the general salary threshold is assessed on up to 48 hours per week, while the going rate is pro-rated on the full weekly hours on the Certificate of Sponsorship.
For example, if an occupation’s going rate is £42,000 and the applicant’s role meets that code, the employer should offer at least that amount or the general threshold of £41,700, depending on which is higher. Falling short 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 should 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 – changes the general threshold and, under certain options, allows reduced % of going rate
- Skilled Worker Visa Going Rates – detailed pay data for each code
- Sector pay scales – for NHS and education occupations
DavidsonMorris Strategic Insight
SOC codes and salary levels are mandatory parts of the sponsored work visa process. For employers, it is absolutely essential to understand how these interact and how to apply them correctly when assigning a CoS to a new sponsored worker. Remember that through the CoS, you are certifying to the Home Office that the visa requirements are met, and your entries on the occupation code and salary will be examined by UKVI, so keep documented evidence on file to support your decisions.
Section B: SOC Codes with Salary Framework
The current SOC code salary framework for the Skilled Worker route is spread across multiple live Home Office sources. Each source serves a specific purpose and together they determine whether a role is eligible for sponsorship and whether the salary meets the Immigration Rules. Employers should check the latest versions on the date the Certificate of Sponsorship is assigned and retain evidence of the tables used.
1. Appendix Skilled Occupations
Appendix Skilled Occupations is the primary source of live SOC data. It lists eligible occupations with SOC 2020 codes, RQF levels and going rates on a 37.5-hour week basis. The Appendix also flags occupations that use sector pay scales instead of ASHE data. When choosing between close codes, focus on the core duties and skill level set out in the Appendix descriptions and consider using CASCOT as an aid where duties overlap. Employers assigning a CoS should use the version of the Appendix in force on the assignment date.
2. Immigration Salary List (ISL)
The Immigration Salary List provides a cash-floor route for specified occupations. ISL jobs are assessed under the Skilled Worker tradeable-options framework. Depending on the applicable option, an ISL role can qualify with 100%, 90% or 80% of the pro-rated going rate and the correct cash floor (for example, £37,500 + 90%, or £33,400 + 80%/100%, as set out in UKVI guidance). Roles can be added or removed over time, so sponsors should confirm eligibility on the live list before relying on the ISL route.
3. Skilled Worker Visa Going Rates Tables
The detailed occupational figures are set out in the Home Office’s Skilled Worker Visa: Going Rates for Eligible Occupations. These tables show the occupation title, SOC code, RQF level, annual and hourly going rates, and any notes where sector pay scales apply. Each update replaces the previous version, so older editions should not be used for new applications or CoS assignments.
4. Appendix Skilled Worker – Tradeable Points and Salary Options
Tradeable options set how salary interacts with qualifications, new entrant status and ISL eligibility. Where a percentage of the going rate is permitted, the salary also needs to meet the relevant cash floor for that option. For example, a relevant PhD may allow up to 90% (non-STEM) or 80% (STEM) of the going rate with cash floors, and new entrants can use up to 70% with a £33,400 floor.
For ISL roles, the tradeable-options matrices allow specific combinations of cash floors and percentages of the pro-rated going rate (e.g., £37,500 + 90%, £33,400 + 80%, or £33,400 + 100%) depending on the table/option used. Evidence should be retained to support any reduction claimed under the options.
Tradeable salary options (A–E and F–J) are defined in Appendix Skilled Worker. Appendix Skilled Worker sets out how salary interacts with qualifications, new entrant status and Immigration Salary List eligibility. The occupation-specific going rates used in those calculations are drawn from Appendix Skilled Occupations.
5. NHS and Education Sector Pay Scales
Where the Appendix links an occupation to sector pay scales, the eligibility test follows those scales rather than ASHE data. NHS roles use the relevant Agenda for Change or medical pay frameworks, and teachers use Department for Education scales. Sponsors should confirm the correct band or grade for the role and apply the current national or regional rates as referenced in the Appendix and the latest sector circulars.
DavidsonMorris Strategic Insight
SOC code and salary rules are spread across multiple sources, which can make it hard for employers to decipher and apply. For busy HR professionals and hiring managers, this is a high-risk area if unfamiliar or rarely used. The rules and thresholds also change frequently. Where possible, take professional advice to confirm you are using SOC codes correctly and avoid delayed or refused applications that will impact your recruitment.
Section C: The Role of SOC Codes in Sponsored Visa Eligibility
Under the UK immigration system, every job that can be sponsored for a work 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.
The SOC code selected for a role determines whether it qualifies for sponsorship under the Skilled Worker visa and the Global Business Mobility routes. Appendix Skilled Occupations provides the eligible SOC 2020 codes and going rates for Skilled Worker, Global Business Mobility and the Scale-up route. For new Skilled Worker applications made on or after 22 July 2025, roles should be at RQF Level 6 or above unless a stated exception applies. The salary offered should meet the higher of the general threshold or the occupation’s going rate, with going rates referenced to a 37.5-hour week.
The general salary threshold for new Skilled Worker applications is £41,700 a year or the full going rate for the occupation, whichever is higher. Tradeable points provide limited flexibility. A relevant PhD can allow a percentage of the going rate, subject to a cash floor, and new entrants can use 70% of the going rate subject to a £33,400 floor. For ISL roles, the applicable option determines the combination of cash floor and percentage of the pro-rated going rate (e.g., £37,500 + 90%, £33,400 + 80%/100%). Use the exact Option D/I criteria. Any reduction relies on strict evidence and the occupational percentage rules in the Appendix.
Other sponsored routes also use SOC codes, but salary tests differ. Global Business Mobility routes rely on Appendix Skilled Occupations for eligible codes and apply route-specific salary rules rather than the Skilled Worker tradeable options. The Scale-up route uses eligible SOC codes listed in the Appendix and applies its own salary threshold rules. Minister of Religion and Creative Worker routes still require a SOC 2020 code on the CoS and in the sponsor system, but eligibility and pay are set by route-specific guidance and sector codes of practice, not the Skilled Worker going-rate tables.
Transitional arrangements allow some continuing Skilled Workers to extend using legacy thresholds where continuity conditions are met. Sponsors should confirm which table applies before relying on older figures such as £31,300. Accurate SOC allocation and salary calculation are closely scrutinised. Employers are expected to keep 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.
DavidsonMorris Strategic Insight
If you’re planning to hire under a sponsored work visa, do the groundwork early and confirm the eligibility criteria from the outset to avoid lost fees and wasted time.
Section D: SOC Codes and Going Rate Calculations
The going rate is the benchmark salary for each SOC code under Appendix Skilled Occupations. Employers should pay the higher of the general threshold or the going rate unless a permitted tradeable option applies. Going rates are referenced to a 37.5-hour week and should be adjusted proportionally where contracted hours differ. Only fixed, contractual pay counts unless the Appendix for that code expressly allows another approach. Overtime or variable pay should not be used to bridge a shortfall in the guaranteed figure.
1. Key salary tests from July 2025
- General threshold: assessed on up to 48 hours per week. For new applications the figure is £41,700 per year unless the going rate is higher.
- Going rate: calculated on the full weekly hours stated on the CoS, even if above 48. Where a reduction is permitted under a tradeable option, the reduced amount still needs to meet the specified cash floor for that option.
- Hourly floor (£17.13): For graduate-level roles (Tables 1–3) the hourly rate linked to the general salary threshold is £17.13 and applies as an absolute floor when assessing salaries, capped at 48 hours per week. This hourly floor does not apply to Health and Care ASHE or continuing-employment roles that use the lower general threshold (£31,300). In those cases, the salary test is limited to the relevant cash floor and percentage of the going rate.
2. Tradeable options and cash floors
a. Non-STEM PhD: up to 90% of the going rate, subject to a £37,500 cash floor.
b. STEM PhD: up to 80% of the going rate, subject to a £33,400 cash floor.
c. New entrant: up to 70% of the going rate, subject to a £33,400 cash floor.
d. Immigration Salary List: requires at least £33,400 and still 100% of the going rate. The ISL does not apply a percentage reduction to the going rate.
3. Examples of SOC Codes with Salary Bands
The examples below show how the July 2025 Skilled Worker salary tests apply in practice. Figures are taken from the live GOV.UK Going Rates tables and Appendix Skilled Occupations as at 22 July 2025. For NHS and education roles that use sector scales, apply the sector pay framework referenced in the Appendix. The Immigration Salary List provides a cash-floor route for specified roles. Under the tradeable-options rules, an ISL role may require 100%, 90% or 80% of the pro-rated going rate with the specified cash floor, exactly as set out in the current UKVI matrices.
| SOC Code & Occupation | RQF Level | Going Rate (37.5 hrs/week) | Minimum Salary (apply July 2025 rules) |
|---|---|---|---|
| 2134 – Programmers and software development professionals | RQF 6 | £54,700 | Higher of £41,700 general threshold or £54,700 going rate. Tradeable options: STEM PhD up to 80% (£43,760) if the £33,400 floor is met and evidence held. |
| 2131 – IT project managers | RQF 6 | £58,200 | Higher of £41,700 or £58,200. Percentage reductions only where permitted and with relevant cash floors evidenced. |
| 2431 – Management consultants and business analysts | RQF 6 | £50,200 | Higher of £41,700 or £50,200. New entrant up to 70% (£35,140) only if the £33,400 floor is met and eligibility proven. |
| 2122 – Mechanical engineers | RQF 6 | £46,800 | Higher of £41,700 or £46,800. STEM PhD up to 80% (£37,440), subject to the £33,400 floor. |
| 2451 – Architects | RQF 6 | £47,600 | Higher of £41,700 or £47,600. New entrant up to 70% (£33,320) but still needs the £33,400 floor, so £33,400 applies in practice. |
| 2311 – Higher education teaching professionals | RQF 7 | £52,600 | Higher of £41,700 or £52,600. Where sector scales apply to a role, follow the scale referenced in the Appendix. |
Before finalising the CoS, confirm that the general threshold test, the going-rate test, any permitted percentage and the cash floor are all met. Where the going rate includes an hourly component, ensure the applied rate does not fall below the stated hourly floor for those roles. Keep a dated copy of the table versions used in case of audit.
DavidsonMorris Strategic Insight
HR personnel and anyone dealing with SOC codes and salary calculations should be trained to apply the rules correctly and to keep records that evidence the process and decision making if the Home Office asks to see them. This is especially important where a salary reduction under a tradeable option is being relied on. Also, take dated screenshots of the live GOV.UK tables being used and file them with the CoS paperwork.
Section E: Common Issues and Compliance Risks
The Home Office continues to record salary and coding errors as leading causes of Skilled Worker refusals and sponsor enforcement. Problems typically arise when the job description does not match the chosen SOC code, or when salary has been calculated using outdated tables. Errors also result from applying the 48-hour cap to going-rate tests, using overtime or variable pay to bridge shortfalls, or relying on the Immigration Salary List as if it reduced the going rate. These issues can lead to refusal, licence suspension or revocation, and financial penalties.
Misclassification remains a recurring risk. A code that looks close can still be wrong if the core duties and skill level do not align with the Appendix description. Caseworkers check the CoS, job advert, role profile and contract to verify alignment. Where the evidence points to a different code, the application can be refused and the sponsor flagged for further review.
Salary mistakes are frequent. Common pitfalls include pro-rating the going rate to 48 hours instead of the full weekly hours on the CoS, including non-permitted allowances, failing to adjust for part-time hours, or misapplying percentage reductions without meeting the evidence requirements. The general threshold is assessed on up to 48 hours per week, but going-rate calculations are based on the full contracted weekly hours. Overtime and bonuses should not be used to cover a shortfall in the guaranteed annual salary figure unless expressly allowed for that code.
Outdated sources create avoidable risk. Appendix Skilled Occupations, the Immigration Salary List, and the Going Rates tables are live and change periodically. Sponsors should check the current versions at the point of CoS assignment, not the versions used when the job was advertised or when a previous CoS was issued. Where tradeable options are used, keep evidence for the PhD relevance, new entrant status or ISL eligibility and confirm the cash floor and stated percentage of the going rate are satisfied. Robust internal checks and dated screenshots of the tables used will help during audits.
DavidsonMorris Strategic Insight
Best practice centres on record keeping, to show you followed the rules and applied them correctly. When selecting SOC codes, base the choice on the job’s duties and description, not the job title.
Keep your recruitment materials in case UKVI asks for this to test the duties and skill level against the selected code. UKVI will look for red flags, such as ‘recoding’ to reach a lower salary rate, which will be obvious if the duties do not align. UKVI will also cross-reference the pay stated on the CoS with the contract and payslips. Any mismatch is likely to invite further probing and information requests.
Section F: 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 G: 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 H: FAQs
What are SOC codes in the UK immigration system?
SOC codes are four-digit classification numbers used to group different job types. UKVI uses the code to check the role’s eligibility and skill level and to test the salary against the going rate under the Skilled Worker route.
Where can I find the current SOC codes and salary rates?
The official sources are Appendix Skilled Occupations and the Skilled Worker Visa Going Rates. Sponsors should also check the Immigration Salary List for roles that qualify for a cash-floor route.
What is the current Skilled Worker visa salary threshold?
For new applications made on or after 22 July 2025, the general threshold is £41,700 a year or the full going rate for the occupation, whichever is higher. Any permitted reduction under tradeable options still needs to satisfy the percentage of the going rate and the relevant cash floor.
How are going rates calculated for SOC codes?
Going rates are based on ASHE data and assume a 37.5-hour week. If contracted hours differ, the going rate should be adjusted proportionally. The general threshold is assessed on up to 48 hours per week, while the going rate is calculated on the full weekly hours on the Certificate of Sponsorship.
Can an employer offer a salary below the going rate?
Only where a tradeable option applies and the rules are met. A relevant PhD or new entrant status can allow a percentage of the going rate, subject to the stated cash floor. For ISL roles, the UKVI tradeable-options matrices allow specific combinations such as £37,500 + 90% or £33,400 + 80%/100% of the pro-rated going rate, depending on the option used.
Do the same salary rules apply to extensions or renewals?
Not always. Transitional protection may allow some continuing workers to extend on legacy thresholds where continuity conditions are satisfied. Sponsors should check the correct Appendix tables before relying on older figures and retain evidence on file.
What happens if the SOC code or salary is wrong?
An incorrect code or an underpayment can lead to refusal, a breach finding, suspension of the sponsor licence or revocation in serious cases. UKVI expects sponsors to keep evidence showing how the code was selected and how the salary was verified against the live tables.
Are NHS and teaching roles treated differently?
Yes. Where the Appendix links a role to sector pay scales, eligibility follows those scales rather than ASHE data. NHS roles follow the relevant national medical or Agenda for Change frameworks. Teachers follow Department for Education pay scales.
How often do SOC code salary levels change?
The Appendix tables and the Immigration Salary List are updated periodically. Employers should check the live versions at the point of assigning a Certificate of Sponsorship and keep dated copies of the tables used for audit purposes.
Section I: Glossary
| Term | Definition |
|---|---|
| SOC Code | A Standard Occupational Classification code used by UKVI to identify job types for immigration and labour market purposes and to test skill and salary eligibility for sponsorship. |
| Appendix Skilled Occupations | The Immigration Rules appendix listing roles eligible for Skilled Worker sponsorship with SOC 2020 codes, RQF levels and going rates referenced to a 37.5-hour week. |
| Going Rate | The benchmark salary for an occupation based on ASHE data. It is compared with the general threshold and the higher figure applies. It is pro-rated to the contracted weekly hours for going-rate checks. |
| Immigration Salary List (ISL) | A Home Office list providing a cash-floor route for specified roles. Under Skilled Worker tradeable options, ISL roles can require 100%, 90% or 80% of the pro-rated going rate with the correct cash floor (for example £37,500 + 90% or £33,400 + 80%/100%) as per UKVI matrices. |
| RQF Level | The Regulated Qualifications Framework level indicating the skill standard of a job. For new Skilled Worker applications most roles are at RQF Level 6 or above unless an exception applies. |
| Tradeable Points | Rules allowing limited salary flexibility where criteria are met, for example relevant PhD or new entrant status. Any reduction needs to meet the percentage of the going rate and the stated cash floor. |
| Certificate of Sponsorship (CoS) | An electronic record assigned by a licensed sponsor that confirms job details, SOC code, salary and eligibility for the Skilled Worker route. |
| Appendix D | The sponsor record-keeping appendix setting out documents employers are expected to retain for each sponsored worker, including salary evidence and the basis for the SOC code. |
| Annual Survey of Hours and Earnings (ASHE) | ONS earnings data used to calculate going rates for each occupation under Appendix Skilled Occupations. |
| Transitional Protection | Temporary provisions allowing some continuing workers to extend or vary while relying on legacy salary thresholds where continuity conditions in the Rules are satisfied. |
Section J: Additional Resources & Links
| Resource | Description | Link |
|---|---|---|
| GOV.UK – Appendix Skilled Occupations | Official Home Office appendix listing all roles eligible for Skilled Worker sponsorship, including SOC 2020 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 | Live Home Office tables showing going rates and salary thresholds for each eligible SOC code under the Skilled Worker route. | https://www.gov.uk/government/publications/skilled-worker-visa-going-rates-for-eligible-occupations |
| GOV.UK – Skilled Worker Visa: Immigration Salary List (ISL) | Live list of occupations eligible for salary concessions under the Skilled Worker visa route, replacing the former Shortage Occupation List. | https://www.gov.uk/skilled-worker-visa-immigration-salary-list |
| GOV.UK – Skilled Worker Visa Eligibility | Official guidance on Skilled Worker visa requirements, including salary, skill level and sponsor duties. | https://www.gov.uk/skilled-worker-visa/eligibility |
| GOV.UK – Sponsor Guidance Part 2 | Home Office guidance detailing sponsor licence 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 Caseworker Guidance (v15, 22 July 2025) | Current policy guidance used by UKVI caseworkers, explaining salary tests, tradeable options and eligibility criteria under the Skilled Worker route. Updated live on GOV.UK. | https://www.gov.uk/government/publications/skilled-worker-visa-caseworker-guidance |
| 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 body that reviews and recommends updates to the Immigration Salary List and salary thresholds for sponsored work routes. | https://www.gov.uk/government/organisations/migration-advisory-committee |
| Office for National Statistics (ASHE Data) | Source of the Annual Survey of Hours and Earnings (ASHE) data used by the Home Office to set going rates for SOC codes. | https://www.ons.gov.uk/surveys/informationforbusinesses/businesssurveys/annualsurveyofhoursandearningsashe |
| GOV.UK – NHS Agenda for Change Pay Scales | Current national NHS pay structure for medical and healthcare professionals used in Skilled Worker sponsorship and sector roles. | https://www.gov.uk/government/publications/nhs-agenda-for-change-pay-scales |
