The Skilled Worker Visa salary threshold in 2026 is not just one figure. Under the rules in force at the time of writing, for most standard applications, the salary must be at least £41,700 per year or the relevant occupation's going rate, whichever is higher. Some applicants can rely on lower salary options, but only if they meet specific rules, such as being a new entrant, holding a relevant PhD, working in certain postdoctoral roles, or qualifying under transitional arrangements.
This matters because a job offer above £41,700 does not automatically qualify. If the occupation's going rate is higher, the higher amount usually applies. Equally, a salary below £41,700 may still be possible in limited cases, but the applicant and sponsor must be able to show that the correct discounted option is available.
Salary rules are one of the most common areas where Skilled Worker applications become complicated, particularly where the job is part-time, the occupation code is unclear, or the applicant is extending an existing visa. Because thresholds and eligible discounted options can change, the figures should always be checked against the current Immigration Rules and GOV.UK guidance immediately before an application is submitted. If you are unsure which rule applies, Immigration UK can help you assess the route, salary evidence and supporting documents before an application is submitted.
What Is the Skilled Worker Visa Salary Threshold in 2026?
Under the rules in force at the time of writing, the standard Skilled Worker salary threshold in 2026 is £41,700 per year. However, this is only the general threshold. The applicant must normally also meet the going rate for the relevant SOC 2020 occupation code.
The practical test is simple in principle: compare the general salary threshold with the going rate for the occupation, then use the higher figure. For example, if the general threshold is £41,700 but the going rate for the role is £48,000, the required salary is usually £48,000. If the going rate is £39,000, the £41,700 general threshold usually controls.
The correct figure can also depend on the applicant's circumstances. A new entrant, a relevant PhD holder or a person relying on transitional Skilled Worker rules may have a different minimum salary. That is why the salary assessment should always start with the job duties, the occupation code and the applicant's immigration history.
How the Skilled Worker Salary Rules Work
The Skilled Worker route uses a mixture of mandatory and tradeable requirements. Salary falls within the tradeable points part of the rules, which means there are different salary options depending on the applicant and the role. The standard option is the most straightforward, but it is not the only one.
There are three key questions to answer:
- What is the correct SOC 2020 occupation code for the job?
- What is the going rate for that occupation and working pattern?
- Does the applicant qualify for the standard salary option or a permitted lower salary option?
The occupation code is particularly important. It should reflect the real duties of the job, not simply the job title chosen by the employer. A sponsor should not select a lower-paid code because it looks more convenient. UKVI can look at whether the code genuinely matches the role.
For broader information on work routes and sponsored employment, you may find the UK work visa guidance useful alongside a salary assessment.
Going Rates and Occupation Codes
The going rate is the salary level attached to a particular eligible occupation. It is found by identifying the correct SOC 2020 code and checking the relevant table in the Immigration Rules. The official occupation tables also show whether the role is eligible for sponsorship and whether any special conditions apply.
Going rates are generally based on a 37.5-hour working week. If the sponsored job has a different weekly working pattern, the going rate may need to be pro-rated. This is where mistakes often happen, especially for part-time roles or jobs with long weekly hours.
Applicants and sponsors should check the current official occupation tables before relying on a salary figure. The GOV.UK Appendix Skilled Occupations tables are the main reference point for eligible occupation codes and going rates.
When Can a Skilled Worker Be Paid Less Than £41,700?
A salary below £41,700 may be possible only where the applicant fits a permitted lower salary category and still meets the relevant going rate percentage. These options are not general discounts. Each has its own conditions and evidence requirements.
Current guidance includes lower salary possibilities for categories such as:
- New entrants: Usually linked to being under 26, switching from certain study-related routes, undertaking recognised professional training, or working towards professional registration.
- Relevant STEM PhD holders: The role must be relevant to the doctorate, and overseas qualifications may need an Ecctis assessment.
- Relevant non-STEM PhD holders: A smaller discount may apply if the doctorate is relevant to the sponsored role.
- Certain postdoctoral roles: Available only for specified science and higher education occupation codes.
- List-based salary provisions under the current Rules: Where available, these may affect salary treatment, but they do not remove salary requirements altogether.
- Transitional cases: Some existing Skilled Workers may be assessed under different salary provisions, depending on their sponsorship history and application date.
The £33,400, £37,500, £31,300, £28,200 and £25,000 figures sometimes seen in guidance are not interchangeable. Under the rules in force at the time of writing, they apply only under specific Immigration Rules options and should be checked against the latest official guidance before they are relied on. A person cannot simply choose the lowest number and build an application around it. Unfortunately, the Home Office is not known for a pick and mix approach.
New Entrants, Graduate Visa Holders and the Four-Year Limit
The new entrant option is often relevant to younger applicants and people moving from the Student or Graduate route into Skilled Worker sponsorship. It may allow a salary based on 70% of the standard going rate, subject to the applicable minimum salary and the full conditions of the route.
However, the new entrant rules include an important time limit. Permission as a new entrant, together with certain relevant time already spent on the Graduate route, is generally limited to a maximum total period of four years. This means a Graduate Visa holder should check not only whether they qualify today, but whether the requested Skilled Worker permission fits within the permitted period.
Employers should also remember that a new entrant salary may not be suitable for future extension or settlement planning. A salary that works at the beginning of the journey may need to increase later.
Part-Time Work, Overtime and Salary Components
Part-time Skilled Worker roles can qualify, but the salary calculation must be handled carefully. The occupation going rate is normally based on 37.5 hours per week, so a different working pattern may affect the going rate calculation. At the same time, the general salary threshold is not simply reduced in every case just because the applicant works fewer hours.
UKVI guidance also places limits on how working hours are counted. Only the first 48 hours per week can generally count towards the general salary threshold. Extra hours, supplementary employment or a second job will not usually rescue a main sponsored role that does not meet the Skilled Worker salary requirement.
Not every payment counts as salary. Guaranteed basic gross pay is usually central, but some bonuses, allowances, benefits, expenses and irregular payments may not qualify. The salary on the Certificate of Sponsorship should match the employment contract, payroll arrangements and application details.
Transitional Salary Rules for Existing Skilled Workers
People who already hold Skilled Worker permission, or who were sponsored before major salary changes took effect, may be eligible for transitional salary treatment. This can be especially relevant where the first Certificate of Sponsorship was assigned before 4 April 2024 and the worker has maintained continuous permission in the route.
Transitional rules can affect extensions, changes of employment and settlement planning, but they should not be assumed. The applicant must still fit the relevant conditions. A previous work visa does not automatically mean the lower threshold applies forever.
Where an applicant is changing employer, changing occupation code or applying after a long immigration history, the salary position should be reviewed against the current Immigration Rules and the exact dates of sponsorship. If you are planning a future settlement or ILR application, the settlement application guidance may also help you understand how salary and employment evidence can become relevant later.
Healthcare, Education and List-Based Salary Provisions
Healthcare and education roles can have distinct salary structures. Some roles are assessed by reference to national pay scales or occupation-specific provisions, and certain salary discounts may not apply in the same way. The Health and Care Worker route may also be more appropriate for eligible healthcare workers than a standard Skilled Worker application.
List-based salary provisions are sometimes misunderstood. Where the current Immigration Rules include a relevant list or transitional arrangement, this does not mean any salary is acceptable. The role must meet the conditions in force at the time of application, the worker must still meet the applicable minimum salary and going rate rules, and the sponsor must assign the Certificate of Sponsorship correctly.
Checklist Before Applying
Before submitting a Skilled Worker application, it is sensible to check the salary position from both the applicant's and employer's side. A careful review before submission is usually far easier than trying to repair a refusal later.
- Confirm the actual duties of the role.
- Identify the correct SOC 2020 occupation code.
- Check that the occupation is eligible for sponsorship.
- Find the current going rate and whether it is based on 37.5 hours.
- Confirm the weekly hours and whether pro-rating is needed.
- Check whether the standard £41,700 threshold or a lower permitted option applies under the current Rules.
- Make sure the Certificate of Sponsorship, contract and application show consistent salary details.
- Check whether any discount, PhD provision, new entrant rule or transitional arrangement is properly evidenced.
If you are still at the early research stage, this Immigration UK guide on what a Skilled Worker Visa is in the UK may be a helpful companion to the salary rules.
Other Costs Are Separate From the Salary Threshold
The salary threshold is not the same as the cost of applying. Applicants may also need to budget for the visa application fee, the Immigration Health Surcharge and maintenance funds, unless an exemption applies. Current guidance generally refers to £1,270 in personal savings for the main applicant, held for the required period, unless the sponsor certifies maintenance or another exemption applies.
Dependants do not have to meet the main applicant's employment salary threshold, but they may need to satisfy separate relationship and financial requirements. Partners and children also submit their own applications and must maintain valid permission in line with the main applicant.
Why Salary Planning Matters for Settlement
A Skilled Worker salary that is enough for an initial visa may not automatically be enough for indefinite leave to remain. Settlement has its own salary assessment, and the employer normally needs to confirm that the applicant is still required for the foreseeable future and will continue to be paid at the required level.
This is particularly important for applicants who entered as new entrants, relied on a salary discount, or benefited from transitional rules. Salary planning should not be left until the final month before an ILR application, because pay, occupation code, working hours and sponsor records all need to fit together.
Frequently Asked Questions
Is the Skilled Worker Visa salary threshold £41,700 in 2026?
Under the rules in force at the time of writing, £41,700 is the standard general threshold, but the applicant must usually also meet the going rate for the occupation. The required salary is normally the higher of the two figures, and the latest official guidance should be checked before applying.
Can I qualify for a Skilled Worker Visa on £33,400?
Possibly, but only under specific salary options such as new entrant, relevant STEM PhD or certain postdoctoral rules. It is not a universal minimum for all Skilled Worker jobs.
Is the going rate based on my job title?
No. The going rate is based on the correct SOC 2020 occupation code and the actual duties of the role. A job title alone is not enough.
Can overtime or a second job help me meet the salary threshold?
Usually, supplementary employment cannot be used to meet the salary requirement for the sponsored role. The 48-hour rule and UKVI guidance should be checked carefully where working hours are high.
Will my Skilled Worker salary automatically be enough for ILR?
No. Settlement has a separate salary assessment, and the required amount may differ from the figure used for the first visa application.
