Skilled Worker Visa Minimum Salary 2025

The UK Skilled Worker Visa minimum salary is one of the more complex requirements when sponsoring individuals under the Skilled Worker route. This also makes it one of the most common grounds for visa refusals, if the salary is incorrectly calculated or an incorrect salary threshold is applied in the application.

There is no single, universal Skilled Worker visa minimum salary threshold. The relevant minimum salary level must be identified under the latest Immigration Rules and using the latest Home Office guidance and ensuring the correct minimum level is used for the specific role and applicant in the specific circumstances. The thresholds are also subject to change – most recently with effect from 22 July 2025.

Any errors in applying the rules or in calculating the salary level can result in a refused visa application or even enforcement action against the sponsor for non-compliance with the sponsor guidance rules.

In this guide, we set out the current thresholds for the Skilled Worker visa minimum salary, with guidance on how salaries should be calculated and when lower thresholds may be available.

 

Section A: What is the Skilled Worker Visa Minimum Salary?

 

The Skilled Worker route does not impose one flat “minimum salary”. Instead, put simply, six cash thresholds apply, and which one you must meet depends on the salary‑points option you rely on and whether transitional rules cover the role.

From 22 July 2025 the standard graduate‑level option (Option A) requires at least £41,700 a year or 100% of the occupation going rate. A role that relies on a relevant PhD in a non‑STEM field (Option B) must be sponsored at least at £37,500, while STEM‑PhD jobs, RQF‑6‑plus occupations on the Immigration Salary List and new‑entrant roles (Options C, D and E) use the £33,400 floor.

Health‑and‑Care ASHE jobs or other continuing‑employment codes follow a separate grid: £31,300 is the headline figure for Option F; £28,200 applies where a non‑STEM PhD discount is claimed under Option G; and £25,000 is the cash floor for Options H, I and J, which cover STEM‑PhD discounts, sub‑degree ISL roles and Health‑and‑Care new entrants.

For graduate‑level posts (Table 1) the sponsor must pay whichever is higher of £41,700 a year, £17.13 an hour calculated on no more than 48 paid hours each week, or the required percentage of the occupation’s standard going‑rate. For Health‑and‑Care or other Table 2 roles the £17.13 hourly test does not apply, apart from care worker and senior care worker codes under the Health and Care Worker visa, which must reach the higher of £25,000 a year or £12.82 an hour and equal 100% of the lower going rate.

In every case the cash threshold itself is never pro‑rated for part‑time hours; only the going‑rate may be adjusted, using the reference week stated in Appendix Skilled Occupations (normally 37.5 hours, but 40 hours for hospital doctors and 32.5 hours for state‑school teachers).

The Home Office counts only guaranteed gross PAYE salary. Bonuses, overtime, allowances and any sums the worker repays to the sponsor are ignored. Consequently, the minimum salary for a Skilled Worker is always the higher of the option’s cash threshold and the prescribed share of the job’s going rate, after any permissible discount and adjustment for contractual hours have been applied.

 

Section B: Where can you find the Skilled Worker Visa Minimum Salary?

 

The figures you need to determine the relevant Skilled Worker salary threshold include the headline salary thresholds, the occupation‑specific going rates and any lower‑rate concessions. These can be found in key official Home Office sources, all published on GOV.UK:

 

1. Immigration Rules – Appendix Skilled Worker

This appendix sets the cash thresholds for each salary‑points option (A‑K). The current text shows the general figure of £41,700 for Option A and lower thresholds under tradeable options.

 

2. Appendix Skilled Occupations and the linked going rates table

The appendix itself tells you which SOC 2020 codes can be sponsored and which table (1, 2, 3 etc.) they sit in; the companion “Skilled Worker visa: going rates for eligible occupation codes” gives the annual and hourly going‑rate figures for every code, in both the standard and (where available) lower‑rate columns.

 

3. Skilled Worker sponsor and caseworker guidance

The guidance is wide-ranging and includes explanations on how to pro‑rate if contract hours differ from the full‑time pattern (normally 37.5 hours, or 40 hours for hospital doctors, 32.5 hours for state‑school teachers) and confirms that only PAYE‑taxable basic pay counts.

 

4. Statement of Changes HC 997 (July 2025)

This legal instrument records every salary‑rule amendment taking effect on 22 July 2025, including the rise from £38,700 to £41,700 and increased going rates. It is the definitive reference for transition dates.

 

5. Immigration Salary List (ISL) and Temporary Shortage List 

The ISL lists roles that still qualify for a reduced salary and skill threshold from 22 July 2025, and sets the £25,000 floor that applies to those codes, while the Temporary Shortage List includes roles with time-limited access to the Skilled Worker route where there is clear evidence of persistent labour shortages.

 

Section C: How Much is the Skilled Worker Visa Minimum Salary?

 

In relation to salary, the applicant must be awarded 20 points from one of the options under Appendix Skilled Worker (see summary table below). The Skilled Worker visa does not impose a single flat “minimum salary”. Instead an applicant must earn the higher of:

 

• relevant general threshold per the salary‑points options
• required percentage of the occupation’s going rate

 

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

 

* Exceptions are care worker ISL codes 6135/6136, now closed to new overseas hires; they rely on separate transitional rules.

 

1. Cash thresholds from 22 July 2025

 

The general Skilled Worker visa salary threshold under Option A is £41,700 a year or 100% of the relevant going rate, and £17.13 an hour (based on no more than a 48‑hour week) for most graduate‑level roles listed in Tables 1–3. This is where no salary discounts are available or apply.

For roles classed as “Health and Care ASHE‑salary jobs” or other codes in Table 2 that rely on the Health & Care salary grid, the minimum threshold is £31,300 a year, and no hourly floor applies to these jobs.

Lower floors of £37,500, £33,400, £28,200 or £25,000 are available only when a specific tradeable‑points discount is claimed, for example a STEM‑PhD, new entrant or Immigration Salary List role.

 

2. Going rate percentage

 

Each SOC 2020 code has an annual going rate benchmark. Sponsors must pay at least: 100 % of the going rate for the standard option or an ISL role; 90 % of the going rate if relying on a non‑STEM PhD discount; 80 % for a STEM PhD discount; or 70 % for a new entrant or post‑doctoral scientist discount.

The going rates are usually expressed on a 37.5‑hour full‑time week. If the contract hours differ, the annual figure must be pro‑rated, and the £17.13 hourly floor (where applicable) still has to be met.

For example, a marketing manager role (SOC 1132) has a going rate of £44,000. Even if the sponsor offers £41,700, the application will fail because £44,000 is higher. Compare this to a clinical psychologist role (SOC 2212, Health & Care list) with a lower going‑rate of £40,200 – a salary of £40,200 meets the requirements because it exceeds the £31,300 cash threshold and matches 100 % of the lower going rate.

 

 

Section C: Reduced Skilled Worker Visa Minimum Salary Thresholds

 

Under the tradeable‑points system a Skilled Worker’s pay can be set below the full £41,700 plus 100 % of the standard going rate only when the applicant qualifies for one of the alternative salary options (B to J). For the discount to be accepted both of the following must be satisfied. First, the role is listed in the correct table of Appendix Skilled Occupations for that option (Table 1 for graduate‑level codes, Table 2 for Health and Care or continuing‑employment codes, or a sub‑degree ISL/TSL table where permitted). Next, the pay must meet both elements of the option’s test: the relevant cash floor (£37,500, £33,400, £31,300, £28,200 or £25,000, depending on the option), and the required percentage of the job’s going rate (100 %, 90 %, 80 % or 70 %).

For graduate‑level options (A–E) the salary must also satisfy the £17.13‑per‑hour minimum, calculated on no more than 48 paid hours a week.

 

Option	Who can use it	Cash floor	% of going rate
B	Relevant non‑STEM PhD	£37,500	90 %
C	STEM PhD	£33,400	80 %
D	Immigration Salary List (ISL) code	£33,400	100 % (no further discounts)
E	New entrant (under 26, recent UK graduate, trainee, post‑doc)	£33,400	70 %
G	Table 2 role + non‑STEM PhD	£28,200	90 % of the lower going‑rate
H	Table 2 role + STEM PhD	£25,000	80 % of the lower going‑rate
I	Table 2 ISL role	£25,000	100 % of the lower going‑rate
J	Table 2 new entrant	£25,000	70 % of the lower going‑rate

 

The following scenarios may allow for reduced salary thresholds:

 

1. New Entrants to the Labour Market

Applicants classified as “new entrants” may be paid 70% of the standard going‑rate for their occupation, provided their salary is at least £33,400. This discount is available only during the worker’s first period of leave under the Skilled Worker route and counts towards a four‑year cap.

 

2. PhD-level Roles

A relevant STEM doctorate lets the sponsor pay 80% of the going rate, subject to a cash floor of £33,400.

A relevant non‑STEM doctorate allows pay at 90% of the going rate with a higher floor of £37,500.

These concessions apply only where the sponsor confirms the research is directly relevant and, for overseas doctorates, obtains Ecctis verification.

 

3. Postdoctoral Research Roles

Certain research‑focused codes—2113 (biological scientists), 2114 (natural and social scientists) and a limited subset of related codes can also be paid 70% of the going rate if the post is genuinely post‑doctoral.

The cash floor is £33,400 where the role sits in Table 1, or £25,000 where it is a Table 2 “Health & Care ASHE salary” occupation.

 

4. Immigration Salary List (ISL)

Roles on the ISL benefit from a lower cash threshold but no percentage discount on the going rate. These are £33,400 a year and 100% of the standard going rate for codes in Tables 1–3 and £25,000 a year and 100% of the lower going rate for ISL codes in Table 2.

ISL jobs do, however, attract a reduced visa fee and a slightly lower Immigration Health Surcharge.

The list is reviewed by the Migration Advisory Committee and will in due course be replaced by the Temporary Shortage List, so sponsors must confirm the role remains eligible at the date of application.

 

5. New Entrants: Criteria and Restrictions

An applicant may be treated as a new entrant if, on the date of application, they are under 26 years old and this is their first Skilled Worker application; are switching from Student or Graduate permission, or completed a UK degree within the past two years; are being sponsored for a postdoctoral research position; or are working towards professional registration or chartered status in a recognised profession.

The reduced salary rules for new entrants, which is £33,400 plus 70% of the going rate (or £25,000 plus 70% for Table 2 codes), apply for a maximum of four years in total, including any previous leave as a Graduate, Tier 2 (General) or Skilled Worker new entrant. After that period, an extension or settlement application must meet the full experienced‑worker salary requirement.

 

Section C: Calculating Salary for the Skilled Worker Visa Applications

 

When calculating the salary for Skilled Worker Visa applications, several components need to be considered:

 

a. Basic Salary: This is the primary salary agreed upon in the employment contract.

b. Allowances: Certain allowances can be included in the salary calculation.

c. Overtime and Bonuses: Generally, these are not included unless guaranteed and contractual.

 

1. What counts as ‘salary’?

 

Under Appendix Skilled Worker, a sponsor may count only guaranteed gross basic pay when calculating salary for points purposes. The Home Office will also accept other permanent, guaranteed payments (for example London weighting or shift‑premia) if they are paid for the full duration of sponsorship and would also be offered to a settled worker in the same circumstances. Those payments do not have to be taxed exactly like basic pay, but they must be non‑variable and non‑recoverable.

No other remuneration can be included. Excluded items include overtime, tips, discretionary or performance‑related bonuses, non‑fixed commission, benefits in kind, employer pension contributions, accommodation or subsistence allowances and share options.

When caseworkers test a salary against the relevant general salary threshold, they will consider pay for a maximum of 48 hours per week. Hours worked beyond 48 cannot boost the headline figure, unless the role follows an irregular pattern where the average across a cycle of up to 17 weeks does not exceed 48 hours.

Going rate salaries shown in Appendix Skilled Occupations assume 37.5 hours a week for Tables 1, 2 and 2a, 40 hours for doctors in Table 3, and other specific full-time equivalents for teachers, dentists and Agenda for Change roles. Sponsors must pro-rate the annual going rate by dividing it by the reference hours in the table and then multiplying by the contracted weekly hours on the Certificate of Sponsorship.

Workers who were first sponsored under Tier 2 (General) or Skilled Worker before 1 December 2026 may continue to count guaranteed allowances (even if not taxed like basic pay) when extending or changing sponsor, provided the allowances will be paid for the full period of permission and would be available to a settled worker in similar circumstances. One-off bonuses remain excluded.

From 9 April 2025 any amount the worker pays back to the sponsor, such as to cover visa costs, must be deducted from the headline salary before the Home Office checks the thresholds. The only exception is a genuine, voluntary salary-sacrifice scheme that is unrelated to business or immigration costs and gives the worker additional benefits (for example, childcare vouchers).

 

2. Working hours

 

When you assign a Certificate of Sponsorship the Home Office assumes a 37.5‑hour full‑time week for most jobs, unless a different rule is express;y applies, such as 40 hours for doctors, 32.5 hours for state‑school teachers.

The relevant cash threshold must be met in full, even for part‑timers; it is not scaled down. Only the occupation’s going rate may be pro‑rated. Do this by dividing the published annual figure by the reference hours, multiply by the contracted hours, then test the required percentage (100 %, 90 %, 80 % or 70 %).

For Options A–E the salary must also satisfy the £17.13 hourly minimum, calculated on no more than 48 paid hours a week; any additional hours are ignored unless a 17‑week rota averages back to 48.

Options F–J have no hourly floor, except care worker codes 6135/6136 under the Health and Care visa, which must still reach £25,000 or £12.82 an hour, whichever is higher.

Section D: Selecting the Correct SOC Code

 

To be eligible for the Skilled Worker route, the role must feature on the Government’s list of eligible occupations under the Immigration Rules. The list also specifies the ‘going rate’ for each role and minimum salary requirements for ‘new entrants’ and other workers.

If the occupation code sets out a higher going rate salary than the relevant absolute minimum threshold, this is the salary that must be paid.

When choosing an occupation code (SOC code), employers should use the CASCOT occupation coding tool to find the closest match to the job being offered and use the correct code relevant to the role. If the occupation code selected is not on the list, it is ineligible for sponsorship under the Skilled Worker route. In April 2024, the Home Office moved to the Standard Occupational Classification 2020 coding system; employers are advised to check the new system codes on all applications to ensure compliance with the correct system.

You should also prepare for the Home Office to assess and verify the SOC provided by considering the job description of the role being recruited for.

Failure to enter the correct occupation code is likely to result in the worker’s visa being refused.

If a genuine error has been made in selecting an incorrect occupation code, it may be possible to remedy this. However, if the Home Office believe the incorrect code was originally selected to manufacture sponsorship, as the correct code would not have met the salary or skill level required for the role, then they have the power to suspend the employer’s sponsor licence whilst they investigate further.

The occupation codes list is also continually updated, so it is important to check that previously used codes are still eligible when sponsoring a new worker.

 

Section E: Skilled Worker to ILR minimum salary

 

An individual who has held permission under the Skilled Worker visa route for five years may be eligible to make an application for Indefinite Leave to Remain (ILR). In order to do this, they must meet a number of requirements, such as:

 

a. Meet the ILR minimum salary requirement or the going rate for their role, if greater.

b. Proof of identity – a valid passport, valid biometric residence permit, or biometric residence cards are all accepted by the Home Office as proof of identity. Applicants will also need to provide a digital facial photograph and their fingerprints if they do not already have a valid biometric residence card.

c. Proof of continuous residence in the UK – applicants will need to prove they have lived in the UK, the Channel Islands, or the Isle of Man for a least 6 months in a 12-month period for 5 consecutive years.

d. Declare any criminal convictions if the applicant is over the age of 18 – ‘spent convictions’, ‘cautions’, or fines do not need to be declared.

 

Skilled Workers applying for Indefinite Leave to Remain should note that the pay test at settlement is no longer the figure that applied when the visa was first granted. From 22 July 2025, the Home Office will check that the worker’s current salary meets the experienced worker threshold of £41,700 a year and 100% of the job’s going rate (or the higher of the two). Employers therefore need to build salary progression milestones into employment contracts and budget planning well before year five.

Because pay bands in some sectors (for example public sector health, education or early‑career tech roles) rise more slowly than the new ILR benchmark, sponsors should review each Skilled Worker’s salary trajectory well in advance. If the contract includes fixed increments, confirm they will lift the worker above both the £41,700 cash threshold and the up‑to‑date going rate by the time the ILR window opens. If increments are discretionary, record a clear approval to guarantee the future rate; retrospective adjustments will not satisfy Home Office caseworkers.

Failing to meet the settlement salary test forces the employee either to extend as a Skilled Worker paying a new application fee and Immigration Health Surcharge or to leave the UK.

 

Section F: Summary

 

The salary rules for Skilled Worker visa applications are complex, and subject to frequent change. However, any issues or errors with salary calculations or stated salaries for applications can result in application refusals and potential enforcement action. To avoid problems, take professional advice for guidance on complying with the relevant rules and thresholds.

 

Section G: Need Assistance?

 

We are specialists in UK business immigration, with substantial experience and recognised expertise in advising employers and workers on all aspects of hiring under the Skilled Worker visa and sponsoring skilled workers. For specialist immigration advice on Skilled Worker eligibility and the application process, including calculating salary and matching occupational codes, contact us.

 

Section H: Skilled Worker Visa Minimum Salary FAQs

 

What is the minimum salary for Skilled Worker visa?

From 22 July 2025, most new Skilled Worker applications must show a salary of at least £41,700 a year and £17.13 an hour, or 100 % of the occupation’s going rate if that figure is higher. Lower cash floors apply only when a specific tradeable‑points discount, such as a PhD, new entrant status or an Immigration Salary List role, is available and the required percentage of the going rate is still met.

 

What are the requirements for Skilled Worker visa?

A worker must meet all of the following requirements to be eligible for a Skilled Worker visa: the role is eligible for the visa; the worker will be paid the minimum salary or the ‘going rate’ for the type of work the worker will be doing, whichever is the greater; the worker will work for a UK employer that is licensed to sponsor overseas workers.

 

How many hours can you work on a Skilled Worker visa?

You may work the full hours stated on your Certificate of Sponsorship in your main sponsored role, although for salary calculation purposes the Home Office caps pay at 48 hours a week. If you choose to take supplementary employment, that additional job is limited to 20 hours per week and must be outside your sponsored hours.

 

Does a Skilled Worker visa lead to Indefinite Leave to Remain (ILR) (settlement)?

Time spent in the UK under the skilled worker route can count towards the period of continuous residence for an application for Indefinite Leave to Remain (ILR), although all other ILR requirements must also be met by the applicant.

 

Section I: Glossary

 

Term	Definition
Base Salary	The fixed annual amount paid to an employee, excluding bonuses, overtime, and other allowances.
Overtime	Additional pay for hours worked beyond the standard working hours. Included in salary calculation if regular or guaranteed.
Bonuses	Extra payments given to employees. Guaranteed bonuses are included in salary calculations, but discretionary ones are not.
Commission	Earnings based on sales or performance. Included in salary calculation if guaranteed or based on a fixed formula.
Allowances	Additional payments for expenses such as accommodation or travel. Generally not included in salary calculations.
Immigration Salary List	A list of skilled jobs with lower salary requirements and reduced visa application fees.
Going Rate	The average salary for a specific job role as determined by the UK government.
Certificate of Sponsorship (CoS)	A reference number issued by a UK employer with a sponsor licence, necessary for visa applications.
Sponsor Licence	Authorisation that a UK employer must hold to hire foreign workers under the Skilled Worker Visa.
Points-Based System	The UK immigration system that allocates points based on criteria such as job offer, salary, and English proficiency.
Indefinite Leave to Remain (ILR)	Permanent residency status in the UK, allowing an individual to live and work without time restrictions.
Personal Savings	Proof of funds required to show that an applicant can support themselves financially in the UK.
TB Test	A tuberculosis test required for visa applicants from certain countries.
Police Certificate	A document certifying an individual’s criminal record status, required if they have lived in any country for 12 months or more in the last 10 years.
Visa Application Centre	A location where visa applicants submit biometric information and supporting documents.
New Entrant	A recent graduate or individual under 26 years old applying for their first professional role, eligible for a lower salary threshold.
Immigration Health Surcharge (IHS)	A fee paid by visa applicants to access the UK’s National Health Service (NHS).

 

 

Section J: Additional Resources

 

UK Visas and Immigration: Skilled Worker Visa
https://www.gov.uk/skilled-worker-visa
Comprehensive guide on eligibility, application process, and requirements for the Skilled Worker Visa.

 

Guidance for Sponsors: Skilled Worker Visa
https://www.gov.uk/government/publications/workers-and-temporary-workers-guidance-for-sponsors-part-2-sponsorship-duties
Detailed information for employers on sponsorship duties and compliance.

 

Visa Application Process
https://www.gov.uk/skilled-worker-visa/apply
Apply for a Skilled Worker Visa: Step-by-step application process for the Skilled Worker Visa.

 

Occupational Codes and Salary Rates
https://www.gov.uk/guidance/immigration-rules/immigration-rules-appendix-skilled-occupations
Official list of occupation codes and corresponding salary rates.

 

Explore UK Job Salaries
https://www.salary.com/research/salary/listing
Tool to explore salary information for various job roles in the UK.