SOC Codes: Eligible Occupations 2025

Section A: What are SOC Codes?

To sponsor individuals under the Skilled Worker visa, Global Business Mobility routes or Scale Up visa, employers must ensure the role they are offering meets the visa condition, namely, that the role is at the required skilled level and pays the relevant minimum salary.

To help the Home Office determine if a role meets the visa requirements, jobs that are eligible under these sponsored routes are listed by occupation code within Appendix Skilled Occupations. The Appendix was restructured by RQF level in July 2025, so it is important to check the current version of Appendix Skilled Occupations and the going rate table when assigning a Certificate of Sponsorship.

The occupation codes are used to identify the relevant going rate and salary threshold for each job, both at ‘new entrant’ and ‘experienced’ rates, and provide details such as example job titles associated with that specific occupation code. With the relevant SOC code selected, the employer can then assign a Certificate of Sponsorship (CoS) to the applicant.

Following a change in the rules, since 4 April 2024, Standard Occupational Classification (SOC) codes are now taken from the Standard Occupational Classification 2020 coding index, replacing the 2010 codes. Importantly, SOC codes and eligible job roles under the previous 2010 system may be different to those under the 2020 system. As such, when making a new application, sponsors are advised to check the SOC 2020 occupation codes for their sponsored roles to ensure continued eligibility and that the correct and up-to-date code is used.

From 4 April 2024 all new CoS must use SOC 2020 codes. Those with existing permissions under SOC 2010 may continue under transitional provisions, but when extending or switching they typically must meet the new rules under SOC 2020.

The ONS SOC 2020 index and the Home Office’s CASCOT coding tool both support employers in identifying the most relevant code for their role, but final eligibility depends on Appendix Skilled Occupations.

Sponsors assign the SOC code when creating the Certificate of Sponsorship in the Sponsor Management System. The code must accurately reflect the main duties and skill level of the role, not just its job title.

Care workers (SOC 6135) and senior care workers (SOC 6136) are now eligible only for in-country extensions under transitional provisions until July 2028, provided the worker has been employed by that sponsor for at least 3 months before issuing the CoS, and subject to compliance with other conditions. No new entry clearance applications can be made under these codes.

1. SOC Codes & Appendix Skilled Occupations

The Home Office divides Appendix Skilled Occupations into two skill bands. Codes that appear in Tables 1, 2 and 3 identify graduate-level jobs assessed as Regulated Qualifications Framework (RQF) level 6 or above. The codes listed in Tables 1A, 2A and 3A cover sub-degree roles at RQF levels 3 to 5. From 22 July 2025, these lower-skill occupations can be sponsored only if the code is on the Immigration Salary List or Temporary Shortage List, or if the individual already held Skilled Worker or Tier 2 leave in that specific code before 22 July 2025 and remains in continuing employment with valid sponsorship.

In practical terms, the Skilled Worker route, including the Health and Care Worker sub-route, draws its eligible occupation codes from Tables 1, 2 and 3 of Appendix Skilled Occupations. Where transitional protections apply, the sponsor should use the relevant continuing-employment tables: Tables 1A, 2A or 3A.

All five Global Business Mobility sub-routes (Senior or Specialist Worker, Graduate Trainee, UK Expansion Worker, Secondment Worker and Service Supplier) use the codes set out in Tables 2, 2b and 3. Table 2b contains transitional sub-degree roles that remain eligible only for GBM workers who held leave in those roles before 4 April 2024. No new hires are allowed under Table 2b.

The Scale up Worker route relies on exactly the same graduate-level tables as the Skilled Worker route, namely Tables 1, 2 and 3 of the Appendix.
Only occupations featured in the Appendix at the time of the application can qualify for these sponsored work routes. The list of eligible occupations is updated periodically, and sponsors and visa applicants are advised to check the most recent version when preparing for the sponsorship and visa application.

The Immigration Salary List, which replaced the former Shortage Occupation List, is now updated periodically by the Home Office. Employers should verify the live list before assigning a CoS to confirm whether any concessions or reduced salary thresholds apply.

2. SOC Codes & Going Rates

Every SOC 2020 code carries a published going rate benchmark, and sponsors must compare that benchmark with the applicable cash threshold.

Since 22 July 2025, the general salary threshold for most Skilled Worker, for graduate-level roles, you must satisfy the highest of the cash threshold (£41,700) or the relevant percentage of the going rate. For Health & Care/continuing-employment roles, the requirement is the higher of the cash threshold (£31,300) or 100 % of the lower going rate.

The worker’s guaranteed gross PAYE salary must reach whichever is higher of: the applicable cash threshold for the selected salary option, and the required percentage of the occupation’s going rate (100%, 90%, 80%, or 70%, depending on the tradeable-points option being claimed).

Reduced thresholds are only available where the applicant qualifies under a valid tradeable-points option, such as a PhD, new entrant or Immigration Salary List concession, provided that the relevant percentage of the going rate is still met.

The official going rate tables provide both a standard column (used for graduate-level roles and Options A–E) and a lower-rate column (used for Health and Care ASHE or continuing-employment roles under Options F–J). The lower going rate applies only in continuing-employment cases (e.g. for workers who had their first CoS before 4 April 2024) or in Health & Care / ASHE roles as defined; it is not generally available for new applicants under Options A–E.

Sponsors must select the correct column for the route being used and confirm that the salary stated on the Certificate of Sponsorship satisfies the applicable annual figure and, where required, the hourly floor.

Salaries are assessed against guaranteed gross PAYE earnings, excluding allowances, benefits and bonuses unless they are contractually guaranteed and evidenced as fixed pay. For non-standard hours, going rates should be pro rata, but cash threshold is not pro-rated. Employers should ensure the salary in the CoS aligns precisely with payroll data.

Salary thresholds and going rates are reviewed annually in line with ONS Annual Survey of Hours and Earnings data, meaning sponsors should re-check the live Home Office tables before each new CoS assignment to ensure compliance.

Section B: SOC Codes with Salary 2025

Before making a sponsored worker application, you will need to verify that the role being recruited for, under its corresponding SOC code, is classed as being “eligible” under the relevant visa route, both in terms of skill level and salary threshold.

1. Skilled Worker SOC Codes 2025

Skilled worker eligible occupations, as specified by SOC codes with salary thresholds, can be found on the .gov.uk website or in the table below which is effective from 22 July 2025.

The online table lists two columns for many codes. The standard going rate applies to ordinary Skilled Worker roles (Options A–E). A separate lower going rate applies to Health & Care Worker visa jobs; workers who were first sponsored before 4 April 2024 and have remained continuously sponsored; and a small group of transitional sub‑degree codes in Appendix Skilled Occupations.

Salaries for those roles are assessed against the lower figure, but the cash threshold is still £31,300 (Option F) unless a valid discounted rate (Options G–J) or an Immigration Salary List waiver applies.

2. SOC Codes with Salary 2025 – Global Business Mobility Visas

GBM routes typically pull from Appendix Tables 2 / 2b / 3The list of eligible SOC codes for Global Business Mobility visas can be found here. Note that separate, additional eligible SOC 2020 occupation codes and related going rates for Global Business Mobility applicants apply for those granted permission under the rules in place before 4 April 2024.

3. SOC Codes with Salary 2025 – Scale Up Visa

The list of eligible SOC codes for the Scale Up visa can be found here.

Section C: Why SOC Codes Matter

The Home Office routinely places notable focus on scrutinising SOC codes, particularly if the application is seeking to rely on a reduced salary threshold, such as Immigration Salary List (ISL) roles. Sponsors are advised to compile comprehensive evidence to support the SOC code selection and decision-making process, such as job descriptions, advertisements, contracts and salary statements, in the event further information is requested by the caseworker.

The Standard Occupational Classification code you select matters for two main reasons. First, it determines whether the role meets the required skill level. SOC 2020 codes that appear in Tables 1, 2 and 3 of Appendix Skilled Occupations are treated as graduate-level jobs at RQF level 6 or above, while the codes listed in Tables 1A, 2A and 3A represent sub-degree roles at RQF levels 3 to 5. From 22 July 2025 these lower-skill occupations can be sponsored only if the code is covered by a Temporary Shortage or Immigration Salary List waiver or if the worker already held permission in that code before that date.

Second, each SOC code is tied to a going-rate benchmark that drives the salary test. For any application made on or after 22 July 2025, the sponsor should pay whichever figure is the higher of two amounts: the applicable salary threshold and the required percentage of the code’s published going rate, which may be 100%, 90%, 80% or 70% depending on the tradeable-points option relied on. Currently, for the Skilled Worker visa, the general salary threshold is £41,700 per year or 100% of the role’s going rate, unless a reduced threshold applies under a permitted discount such as a PhD, new entrant or Immigration Salary List concession.

The official going-rate table shows both a standard rate and, where relevant, a lower rate; sponsors should select the correct column for their route and ensure the salary stated on the Certificate of Sponsorship satisfies both the annual figure and, where an hourly floor is in force, the hourly-pay requirement.

UKVI assesses salary solely on guaranteed gross PAYE pay. Non-guaranteed allowances, bonuses or benefits are excluded unless the sponsor can prove they are fixed contractual pay. Salary verification errors are a common cause of Skilled Worker refusals and compliance findings.

The Immigration Salary List is subject to periodic review, and new roles may be added or removed without prior notice. Sponsors should confirm eligibility against the current ISL before issuing a CoS.

Section D: How to Select the Correct SOC Code

To search a job’s occupation code, the Home Office advises using the CASCOT occupation coding tool. When using CASCOT, always cross-check against Appendix Skilled Occupations because the job duties in CASCOT may not fully align with Home Office eligibility criteria.

From this list of occupations, employers are required to provide the SOC code which most closely matches the role they are recruiting for.

In practice, it is not always obvious for employers or HR personnel to know which SOC code to use, particularly if assigning a CoS for the first time or employing for a new type of role or skillset.

Once the tool has identified possible occupation codes, sponsors should read the descriptions to identify the correct SOC code for the job they are offering.
This then needs to be cross-referenced against the list of eligible occupations under Appendix Skilled Occupations.

To match the SOC code, sponsors should focus on the duties and responsibilities of the role, not the job title. When considering an application, the Home Office will apply the most appropriate match based on the job description in the application and will not necessarily rely on the SOC code stated by the applicant or their sponsor.

If the job role does not match an eligible occupation, either because it is not at the correct skill or salary level, you will not be allowed to sponsor the individual for that role. Any visa application relying on an ineligible occupation code will be refused.

One of the biggest problems for employers is that the SOC code list is subject to change. Sponsors need to check the latest version each time they issue a CoS for a migrant worker. It may be, for example, that a code you had previously relied on has been removed. Or, if salary levels have changed and you issue a CoS at a salary that now falls below the minimum threshold, it will result in the applicant’s visa application being refused for not meeting the visa salary requirement.

Conversely, you could find that a code you have used previously has been added to the Immigration Salary List, which will lower the cost of the application.

There are also many exceptions that apply, so it is advisable to take professional guidance where you are uncertain. For example: if a software developer (SOC 2134) is mistakenly coded as an IT user support technician (3132), the application will fail because the lower code sits below the required skill and salary level. This can trigger a refusal, financial losses and potential Home Office scrutiny of sponsor processes.

1. Using the Wrong SOC Code

The rules require sponsors to provide correct information and to assign a CoS only where you intend to employ the individual per the application details (or in any related sponsor note). Matching the wrong occupation code can lead to unwanted issues with the Home Office. Whether you are sponsoring from within the UK or from overseas, the implications are the same.

If issues with the SOC code come to light as part of the employee’s visa application, the Home Office can refuse the application for failure to meet the visa requirements. This may mean making a new visa application with a corrected code, in which case you will need to pay again for the Immigration Skills Charge, Health Surcharge and the visa application itself.

If a code for a role on the Immigration Salary List had initially been provided, and as such the lower application fee paid, and the Home Office subsequently determines the incorrect code was used and that the role is not on the ISL, the sponsor will have to pay the fee difference before the application can be processed.

If the wrong code is selected and it is found to have been a genuine error, it may be possible to rectify the mistake. However, the Home Office can investigate further and, depending on their findings, may take enforcement action against the organisation by, for example, suspending the sponsor licence. If the Home Office determines a sponsor had provided false information, they may take action to revoke the organisation’s licence.

In any event, an incorrect code will inevitably result in delayed visa processing and potential Home Office compliance review of the sponsor’s procedures.

2. How the Home Office Investigates SOC Codes

Caseworkers can check against the job title, description and codes to make sure that the correct code has been selected and the correct fee paid. They have powers to investigate the codes provided within the application by examining information such as:

• Role – whether the CoS has been assigned for the same job or a different one than described in the CoS application.
• Salary – whether records show the stated salary on the application matches what is being paid through PAYE.
• Skill level – whether the appropriate occupation code has been used to meet the required RQF level.

Caseworkers have access to the Sponsor Management System and can cross-check information provided on the application form and CoS. They can also request to review the worker’s employment contract and job description or interview the sponsored worker to verify the actual responsibilities of the job.

If they dispute whether the code chosen is the most relevant for the role, they can request an explanation as to why it was selected when another code might be more appropriate.

Incorrect occupation codes can also be identified following a Home Office compliance inspection.

Section E: Summary

Selecting the correct SOC code has become a central part of UK visa sponsorship compliance. Since April 2024, all sponsored work applications must use SOC 2020 codes, which redefine job groupings and salary benchmarks across the Skilled Worker, Global Business Mobility and Scale-Up routes. The July 2025 rule changes further raised salary thresholds and restricted sponsorship of sub-degree roles unless listed on the Immigration Salary List.

For employers, the risk is clear: a single error in SOC code selection can lead to visa refusals, additional Home Office fees and even sponsor-licence action. Sponsors should embed SOC checks into recruitment workflows, cross-reference every role against Appendix Skilled Occupations, and document their rationale for each assignment. Regularly verifying salary rates,

ISL updates and transitional provisions ensures that new hires, extensions and ILR applications remain fully compliant with evolving Home Office standards.

Section F: Need Assistance?

Role eligibility is a common area of further enquiry and visa refusal, so it pays to be robust and diligent when determining the SOC code and documenting your decision-making process.

We recommend sponsors take a strategic approach to using SOC codes in the context of their organisation’s broader recruitment aims.
Ideally, the SOC code should be identified at the outset of the recruitment process to ensure the role does in fact meet the relevant requirements for skill and salary level.

If a job title does not appear to match a code, yet you are confident it should qualify, take a step back. The assigned job title may just be the starting point. Consider the tasks the role will entail regularly and how it fits in the wider organisational structure. Also think about how that role will develop. Then consider the details within the occupational codes and job titles. This may require further discussion and detail with technical managers in your organisation to ensure you are covering all angles and are not overlooking any codes that could be an appropriate match.

HR teams should embed SOC code checks early in the recruitment workflow and retain records of how each code was chosen. A short audit trail demonstrating how the decision was made can be invaluable in a Home Office audit or renewal review.

As experienced advisers to businesses on all aspects of corporate immigration, global mobility and Home Office applications, we can assist with any questions you may have about SOC codes, CoS allocations or recruiting under a sponsored worker route.

We also deliver training to in-house HR and management teams on how to use SOC codes effectively in support of recruitment strategies and ensure immigration compliance. Contact us for more information.

Section G: SOC Code FAQs

What is an SOC code in the UK?

An SOC code (Standard Occupational Classification code) is a four-digit number used by the UK government to classify jobs based on skill level and job responsibilities. It is primarily used for immigration and workforce data purposes.

Where can I find the correct SOC code for a job?

The official UK government website provides a list of SOC codes alongside job descriptions, example roles and salary requirements. Employers and visa applicants should check this list to ensure they are using the most up-to-date information.

What happens if the wrong SOC code is used?

Using an incorrect SOC code in a visa application can lead to delays, refusals or compliance issues for employers. It is vital to select the correct code that accurately reflects the job role and meets Home Office requirements.

Can SOC codes change over time?

The Home Office updates SOC codes periodically to reflect labour market trends and government policy changes. Sponsors should always use the current version when assigning a Certificate of Sponsorship to ensure eligibility and compliance.

Do all jobs in the UK have an SOC code?

Most recognised occupations have an assigned SOC code, but not every SOC code is eligible for visa sponsorship. Appendix Skilled Occupations lists only those SOC 2020 codes that meet the skill level and salary criteria for Skilled Worker, Health and Care Worker, Global Business Mobility routes and the Scale-up Worker visa.

How does an employer assign an SOC code?

Employers should review the job description against the official SOC code list and select the closest match based on job duties and required skill level. If there is any uncertainty, professional immigration guidance should be sought before assigning a Certificate of Sponsorship.

Does salary affect the choice of SOC code?

Each SOC code carries a minimum salary threshold that must be met for visa sponsorship. If the salary offered falls below the required level, the visa application will be refused even if the skill level is correct.

Can an SOC code impact ILR (Indefinite Leave to Remain)?

For individuals on the Skilled Worker visa, their SOC code and salary level must still meet the eligibility criteria in force at the date of their Indefinite Leave to Remain (ILR) application, not those that applied when their visa was first granted. Any changes in job role or salary should be checked carefully before an ILR submission to prevent refusal.

How often should SOC codes and going rates be checked?

Sponsors should recheck the Appendix Skilled Occupations and the going-rate tables every time a Certificate of Sponsorship is issued. Salary thresholds are reviewed annually in line with ONS ASHE data, and changes can affect eligibility.

Where can I access the SOC 2020 coding index?

The Office for National Statistics maintains the official SOC 2020 classification system. Employers can consult the ONS SOC 2020 index for detailed job definitions and cross-reference with Appendix Skilled Occupations.

Section H: Glossary

Section I: Additional Resources & Links