Skilled Worker Visa salary thresholds 2026
The complete guide to salary requirements for the Skilled Worker Visa — the general threshold, occupation going rates, tradeable points, what counts toward the threshold, and how the April 2026 pay period compliance change affects sponsors and workers.
How salary thresholds work for the Skilled Worker Visa
To qualify for a Skilled Worker Visa, your salary must meet two tests simultaneously: it must be at least the general threshold (£38,700 per year) AND at least the going rate for your specific occupation code — whichever is higher. You cannot meet one and not the other.
The going rate is set by the Home Office for each Standard Occupational Classification (SOC) code and is based on median pay data from the Office for National Statistics. For many professional roles — particularly in technology, finance, law, and medicine — the going rate is significantly above £38,700, and that higher figure becomes your effective threshold.
Find your salary threshold
Search your job title or SOC code to see the going rate, your minimum salary, and whether your role is on the Immigration Salary List.
Going rates are based on ONS median pay data as incorporated into the Immigration Rules. Rates shown are indicative — always verify your specific SOC code going rate on GOV.UK before applying.
Skilled Worker salary thresholds at a glance
| Applicant type | Minimum salary | Tradeable points | Type |
|---|---|---|---|
| Standard applicant | £38,700 or going rate (higher of two) | — | Mandatory |
| New entrant | £30,960 or 70% of going rate | 20 pts | Tradeable |
| Immigration Salary List role | £30,960 or 80% of going rate | 20 pts | Tradeable |
| PhD relevant to the role | £34,830 or 90% of going rate | 10 pts | Tradeable |
| PhD in STEM relevant to the role | £30,960 or 80% of going rate | 20 pts | Tradeable |
| Health & Care Worker Visa | NHS/HSC pay scales | — | Separate route |
Who qualifies as a new entrant?
The new entrant rate applies if you are under 26 at the time of application, if you are switching from a Student or Graduate Visa, or if you are in the first two years of a postdoctoral position. The reduced rate can only be used for a maximum of four years — after which you must be paid at the full going rate.
What counts — and doesn't count — toward the salary threshold
This is one of the most common areas of confusion for both applicants and sponsors. The threshold must be met by the guaranteed basic salary alone. Many forms of additional pay are explicitly excluded.
✓ Counts toward threshold
- Basic annual salary
- Guaranteed allowances (e.g. London weighting if always paid)
- Guaranteed shift premiums (if contractually guaranteed)
- Location allowances that are contractually guaranteed
✗ Does not count
- Overtime pay (unless guaranteed in contract)
- Performance bonuses and commission
- Tips and gratuities
- Non-cash benefits (accommodation, meals, cars)
- Salary sacrifice deductions
- Pension contributions
- Expenses and allowances not guaranteed
How the April 2026 pay period rule changes things
Before 8 April 2026, sponsors were largely assessed on whether an employee's annualised salary met the threshold — a worker earning £30,000 in one month and £50,000 in another could average to £38,700 and satisfy the requirement.
From 8 April 2026, the rules changed. Salary must meet the threshold in each individual pay period. The annual average is no longer sufficient on its own. This affects:
- Workers paid monthly who receive bonuses in some months and not others
- Part-time workers whose hours vary significantly week to week
- Commission-based roles where base salary falls below the threshold
- Workers on zero-hours or variable-hour contracts
- Seasonal workers with peaks and troughs in earnings
The averaging window exception
For workers with genuinely variable pay patterns, sponsors may use an averaging window — typically 12 weeks — to demonstrate compliance, provided the working pattern is documented in the employment contract and the overall average meets the threshold. Sponsors must be able to show this evidence on request from the Home Office.
What sponsors need to do
- Audit all sponsored workers' pay structures against the new per-period test
- Review any commission or bonus-heavy roles where base pay falls below threshold
- Update employment contracts to accurately reflect guaranteed pay components
- Ensure payroll records clearly separate guaranteed and variable pay
- Document any averaging window arrangements with supporting evidence
Salary thresholds for part-time and variable-hours workers
The Skilled Worker Visa salary thresholds are based on full-time equivalent (FTE) salary, not actual earnings. A part-time worker earning £25,000 for 25 hours per week has an FTE salary of £42,000 — which meets the general threshold. The CoS must state both the actual salary and the FTE equivalent.
| Hours per week | FTE multiplier | Min. actual salary needed |
|---|---|---|
| 37.5 hrs (full-time) | × 1.0 | £38,700 |
| 30 hrs | × 0.8 | £30,960 |
| 25 hrs | × 0.667 | £25,793 |
| 20 hrs | × 0.533 | £20,627 |
| 15 hrs | × 0.4 | £15,480 |
FTE calculations assume a 37.5-hour standard working week. Always verify with your sponsor and confirm the CoS reflects the correct FTE salary.
Salary threshold questions answered
Yes, always. The threshold is the higher of £38,700 or the going rate for your occupation. For many professional roles — particularly in IT, law, finance, and medicine — the going rate significantly exceeds £38,700. A salary of £39,000 would meet the general threshold but not qualify for a software developer role with a going rate of £49,200. Use the salary checker above to find your specific occupation's going rate.
No. The threshold must be met by your contractual guaranteed salary — not by one-off top-ups, allowances, or bonuses. If your employer is offering an artificially inflated figure to meet the threshold without that being your genuine contractual pay, this constitutes a breach of sponsor obligations and can result in sponsor licence revocation. The salary stated on your Certificate of Sponsorship must match what you are genuinely paid.
This is a serious compliance issue for your sponsor. If your salary falls below the required threshold — for example due to a pay cut, reduced hours, or a role change — your sponsor must notify the Home Office via the Sponsorship Management System. You may need to apply for a new visa. In some cases, the Home Office may curtail your leave. Sponsors who fail to report changes face potential licence revocation.
Both. The threshold must be met by the salary stated on the Certificate of Sponsorship at the time of application, and must continue to be met by your actual pay throughout your visa. After April 2026, it must be met in each individual pay period — not just averaged over the year. Regular PAYE payroll records are the primary evidence the Home Office uses in compliance checks.
As of March 2026 there is no confirmed further increase to the general £38,700 threshold. However, individual occupation going rates are updated periodically to reflect ONS wage data — so even if the headline threshold stays at £38,700, the going rate for your specific role may increase. The Home Office typically announces going rate changes with several months' notice. We update this page when confirmed changes are published.
This guide is for general information only and does not constitute legal or immigration advice. Salary thresholds and going rates are subject to change — always verify current figures on GOV.UK before applying or sponsoring. Last reviewed March 2026.