This guide sets out the current Skilled Worker going rates, the general salary thresholds, occupation-specific requirements, permissible discounts, and the key compliance points that govern sponsorship in 2025 and 2026.
What Are Skilled Worker Going Rates?
Going rates are the minimum annual salaries the Home Office has published for each eligible occupation code under the Skilled Worker visa route. According to GOV.UK, the annual salaries for these jobs are based on a 37.5-hour working week and must be pro-rated for other working patterns based on the weekly working hours stated by your employer.
Jobs usually need to pay at least the going rate to be eligible for a Skilled Worker visa, but can sometimes pay less if the applicant qualifies for one of the discounted salary options described later in this guide.
Going rates are updated regularly using data from the Office for National Statistics Annual Survey of Hours and Earnings (ASHE). The most recent update came into force on 22 July 2025.
General Salary Threshold: The £41,700 Standard
For Certificates of Sponsorship assigned on or after 22 July 2025, the standard general salary threshold is £41,700 per year, or the going rate for your job, whichever is higher. This represents an increase from the previous threshold of £38,700, reflecting updated ASHE 2024 data.
This £41,700 floor applies to all applications under the standard salary option (also known as Option A for workers in roles at RQF Level 6 or above) unless the applicant qualifies for a lower threshold through one of the tradeable-points pathways discussed below.
It is important to note that from 22 July 2025, only roles rated at Regulated Qualifications Framework (RQF) Level 6 or above are eligible for the Skilled Worker visa. Occupations previously eligible at RQF Level 3, 4, or 5 have been removed from the route, with transitional provisions in place for certain roles on the Immigration Salary List until December 2026.
The going rate is calculated at the 25th percentile of earnings for that occupation, using ASHE data. It is stated as an annual figure based on a 37.5-hour working week. If an employee will work a different number of hours, the going rate must be adjusted proportionately.
For example, a role with a going rate of £45,000 per year for a 37.5-hour week would require the following calculation for a 30-hour-per-week position:
(30 ÷ 37.5) × £45,000 = £36,000
The applicant's salary must still meet both the pro-rated going rate and the general salary floor (or an applicable lower threshold if they qualify for a discount).
When You Can Be Paid Less: Salary Discounts and Tradeable Points
The Home Office permits a range of lower salary thresholds for applicants who meet specific criteria. Under the rules in force from 22 July 2025, the applicable general salary threshold can be any of £41,700, £37,500, £33,400, £31,300, £28,200, or £25,000 per year, depending on which salary option the worker qualifies for.
New Entrants (Under 26, Students, Recent Graduates, Professional Trainees)
The 70% floor applies to the going rate, not the general threshold. If the going rate for a particular job is £45,000, a new entrant would need to earn at least 70% of £45,000 (£31,500), but that figure must still meet or exceed the £33,400 floor.
These pay-scale-based going rates are published in the same GOV.UK occupation code table but are typically aligned with spine points or grade ranges rather than calculated from ASHE data.
No Skilled Worker, regardless of any tradeable points or discounts, may be paid less than £25,000 per year. This floor applies to all CoS assigned from 9 April 2025 onward.
These transitional arrangements mean that individuals who entered the route under the pre-April 2024 rules can continue to benefit from the old thresholds and the ability to include certain allowances in their salary calculation, provided they extend their visa before the transitional deadline.
From 1 December 2026 onward, all Skilled Worker extensions will be assessed against the current going rates and salary rules, and allowances such as London weighting will no longer count toward the salary threshold.
However, updated rates will apply to any new application for entry clearance or permission to stay, or to any CoS assigned, on or after the date the change comes into effect. This means both new recruits and existing workers applying to extend their stay or settle will need to meet the revised salary requirements.
The next routine update is expected in July 2026.
Pro-Rata Calculations for Part-Time and Non-Standard Hours
For instance, if a job has a going rate of £42,000 per year and the role is offered at 30 hours per week, the calculation is:
(30 ÷ 37.5) × £42,000 = £33,600
The applicant must be offered at least £33,600, and that figure must still meet any applicable general salary floor or discount threshold.
Key Compliance Points for Sponsors
Employers holding a UK sponsor licence must ensure every Certificate of Sponsorship meets the salary requirements at the time the CoS is assigned. The key compliance obligations include:
Accurate occupation coding: The job must genuinely correspond to the SOC code and going rate claimed on the CoS. Mis-coding to access a lower rate can result in licence suspension or revocation.
Correct pro-rating: Part-time roles must be calculated accurately. The Home Office will check that the pro-rated salary meets both the going rate and the general threshold.
Tradeable points eligibility: If a sponsor assigns a CoS at a discounted salary, the applicant must genuinely meet the criteria (e.g. age under 26, PhD relevance, ISL eligibility). Sponsors should sight evidence and retain records.
No allowances (current rules): Under the post-April 2024 rules, salary means gross base pay only. Allowances, bonuses, and guaranteed commission do not count, except for those extending under transitional provisions before 1 December 2026.
Annual compliance checks: Even if a worker's going rate does not increase mid-permission, sponsors must still meet their reporting duties and ensure any extension application reflects current salary rules.
Summary of Current Salary Options (2025–2026)
The table below consolidates the salary thresholds available under the Skilled Worker route for CoS assigned from 22 July 2025:
All figures assume a 37.5-hour week and must be pro-rated for different working patterns. Healthcare and education roles may follow national pay scales rather than ASHE-derived rates.
What Happens If Rates Increase While You Hold a Visa?
However, if you apply to extend your permission to stay or switch to settlement (indefinite leave to remain), you will need to meet the salary rules in force at the time of that new application. This means your employer may need to increase your salary before you can extend, particularly if the going rate or general threshold has risen.
Looking Ahead: Future Reviews and Policy Development
The Home Office published a Review of Salary Requirements in January 2026, examining the impact of the April 2024 and July 2025 increases and considering further refinements to the points-based system.
While no immediate further increases have been announced, the review confirms the government's intention to continue aligning Skilled Worker salary thresholds with earnings data and labour market conditions. Employers and applicants should expect going rates to be updated annually each July, in line with the release of new ASHE data.
The transitional window for pre-April 2024 entrants closes on 1 December 2026, after which all workers—new and extending—will be subject to the same salary rules and will no longer be able to include allowances in their calculations.
Practical Guidance for Applicants
If you are considering a Skilled Worker visa application or extension in 2025 or 2026, follow these steps to ensure your salary meets the requirements:
Identify your SOC code: Ask your prospective employer to confirm the four-digit SOC code that applies to your role. Check it appears in the GOV.UK list of eligible occupation codes.
Check the going rate: Look up the published annual going rate for that SOC code. Remember it is stated for a 37.5-hour week.
Pro-rate if necessary: If your job is part-time or involves non-standard hours, calculate the pro-rated going rate using the formula above.
Apply the general threshold: Compare the pro-rated going rate with the applicable general salary threshold (£41,700 for standard applicants, or a lower figure if you qualify for a discount). Your offer must meet or exceed whichever is higher.
Gather evidence of any discount eligibility: If you are claiming a reduced threshold (new entrant, PhD, ISL, postdoc), ensure you have the necessary evidence—date of birth, degree certificates, confirmation of the role's ISL status—before your sponsor assigns the CoS.
Confirm your start date and CoS assignment date: Salary rules are determined by the date the CoS is assigned, not the date you submit your visa application. Make sure your sponsor uses the correct thresholds.
Practical Guidance for Employers
Sponsors should integrate the following checks into their CoS assignment and HR processes:
Use the current going rate table: Always refer to the version published on GOV.UK at the time you assign the CoS. Do not rely on older versions or third-party summaries.
Document your SOC code decision: Keep a brief note explaining why you have chosen a particular SOC code, especially if the role could plausibly fit more than one occupation.
Check for updates in July: Set a calendar reminder each July to review the updated going rates. Plan salary adjustments for any workers who will extend their visas in the following twelve months.
Train your HR and immigration teams: Ensure that anyone involved in sponsorship decisions understands how to apply pro-rata calculations, tradeable points, and the absolute £25,000 floor.
Maintain a compliance audit trail: If you assign a CoS at a discounted rate, retain evidence that the worker met the eligibility criteria at the time of assignment.
This table is updated whenever the Immigration Rules change, typically in July each year. It lists every eligible SOC code, the corresponding job title examples, the RQF level, and the annual going rate based on a 37.5-hour week.
Complementary guidance on when workers can be paid less, the general salary thresholds, and transitional provisions can be found on:
Sponsors should also consult the Home Office guidance document Sponsor a Skilled Worker, which provides detailed compliance advice and worked examples.
Conclusion
The Skilled Worker going rates in 2025 reflect a tightening of the UK's points-based immigration system, with a higher general threshold of £41,700, an elevated minimum floor of £25,000, and the removal of roles below RQF Level 6 from eligibility. At the same time, the system retains flexibility through tradeable points, allowing reduced salary thresholds for new entrants, PhD holders, and roles on the Immigration Salary List.
Both sponsors and applicants must ensure that every Certificate of Sponsorship meets the correct going rate and general threshold at the time of assignment. With going rates updated annually and transitional provisions expiring in December 2026, ongoing vigilance and planning are essential to maintain compliance and avoid refusals.
By consulting the official GOV.UK tables, applying accurate pro-rata calculations, and understanding the available salary discounts, employers and workers can navigate the 2025–2026 salary rules with confidence.
