Understanding these new entrant salary rules is essential for both sponsors and applicants: employers can access a broader talent pool, whilst workers can qualify for sponsorship earlier in their careers. This guide explains who qualifies as a new entrant, what reduced thresholds apply, and how long these discounts last.
What Is a New Entrant Under the Skilled Worker Route?
A new entrant is defined by the Home Office as a person who meets at least one of several criteria reflecting early-career status. According to official guidance, new entrants are:
Aged under 26 at the date of application
Working towards a recognised professional qualification in the UK
Working towards chartered status with a UK professional body
In a postdoctoral position in one of eight eligible Standard Occupational Classification (SOC) codes
Switching from a Student visa (or held one in the last two years, with Student or visit visa as last permission)
Switching from a Graduate visa
These categories recognise that workers at the start of their careers typically earn less than experienced professionals, and the reduced thresholds aim to support graduate and early-career recruitment without undermining labour market protections.
New entrants can be paid between 70% and 90% of the standard going rate for their occupation, provided their salary is at least £33,400 per year. The £33,400 minimum—known as the discounted general threshold—is broadly aligned with current graduate starting salaries, according to the Review of Salary Requirements.
In practice, this means:
The occupation-specific going rate is reduced to 70% (or up to 90% depending on the worker's circumstances)
The salary must still meet or exceed £33,400
The higher of these two figures applies
For example, if an occupation's standard going rate is £50,000, a new entrant could be sponsored at 70% of that rate—£35,000—because it exceeds the £33,400 floor. Conversely, if the 70% rate for a lower-paid occupation falls below £33,400, the sponsor must still pay at least £33,400.
Exceptions and Special Cases
Certain categories of workers have additional or varied thresholds:
STEM PhD holders: Workers with a science, technology, engineering, or mathematics PhD relevant to their job can access the 70% discount at £33,400 per year. For PhDs in other subjects, the minimum is £37,500.
Postdoctoral positions: These roles, defined by specific SOC codes, may also qualify for the 70% discount at £33,400, subject to the four-year time limit (see below).
Health and care workers on national pay scales: The general threshold for these occupations is £25,000, reflecting structured pay progression within the NHS and social care sectors.
Who Qualifies as a New Entrant: Detailed Criteria
Under 26 Years Old
You qualify as a new entrant if you are under 26 at the date of your Skilled Worker application. Age is determined by your date of birth; turning 26 during your visa period does not disqualify you mid-term, but any extension or new application after your 26th birthday will be assessed under standard (non-discounted) rules.
Student or Graduate Visa Switchers
You can access the new entrant discount if you are currently in the UK on a Student visa studying at bachelor's degree level or above, or if you held a Student visa within the last two years and your last permission was either a Student or visit visa, according to Home Office policy.
Graduate visa holders switching directly to a Skilled Worker visa also qualify. This pathway recognises that recent graduates typically lack the experience to command full market salaries immediately upon entering the workforce.
Professional Training and Chartered Status
Workers who are undertaking training towards a recognised professional qualification or working towards chartered status with a UK professional body qualify as new entrants. Examples include accountancy trainees, solicitors working towards qualification, and engineering professionals pursuing chartered engineer status.
Postdoctoral Positions
Postdoctoral roles in one of eight designated SOC codes qualify for the new entrant discount. These positions are typically in scientific research or higher education, and the discount applies because postdoctoral appointments are often stepping stones in an academic or research career rather than permanent, senior positions.
One of the most significant constraints on the new entrant discount is the four-year cumulative time limit. According to the Review of Salary Requirements, current rules allow an individual to be considered a new entrant for up to four years across the Skilled Worker and Graduate visa routes combined.
How the Four-Year Limit Works
The four-year clock starts when you first enter the UK as a new entrant under the Skilled Worker route or begin using a Graduate visa. Time spent in the UK on a Student visa does not count towards the four-year limit, but time on a Graduate visa does.
For example:
You complete a bachelor's degree on a Student visa (three years): this time does not count.
You switch to a Graduate visa and work for two years: two years count towards the limit.
You then switch to a Skilled Worker visa as a new entrant: you have two years remaining before you must transition to the standard salary threshold.
Once the four-year period expires, you can continue as a Skilled Worker—but you must meet the full standard threshold of £41,700 per year or the occupation going rate, whichever is higher.
Why the Limit Exists
The four-year cap is designed to prevent prolonged underpayment and ensure workers progress to market-rate salaries as they gain experience. It balances the need to support early-career recruitment with the policy objective of maintaining high-skilled, high-wage migration.
RQF Level 6 corresponds to a bachelor's degree with honours. Occupations eligible for Skilled Worker sponsorship must require skills, knowledge, and responsibilities typical of degree-level roles.
The change aims to address concerns about visa number growth and potential exploitation of overseas recruits in occupations below degree level. However, occupations below RQF 6 that are on the Immigration Salary List (ISL) will remain eligible until December 2026, providing a transitional period for affected sectors.
How Salary Is Assessed: What Counts Towards the Threshold
Understanding what counts as "salary" is crucial, because only certain payments can be included when assessing whether a new entrant meets the £33,400 threshold or the 70% going rate.
Basic Gross Pay
The primary component is guaranteed basic gross pay—your annual salary before tax and National Insurance, as stated in your contract of employment. Under paragraphs SW 14.1 to SW 14.2 of the caseworker guidance, only guaranteed basic gross pay can generally be included.
Additional Payments That Count
You can also include certain additional payments, but only if:
They are guaranteed in your contract
They are paid in every pay period
They are treated the same as basic gross pay for tax, pension, and National Insurance purposes
Examples include London weighting, regional allowances, and certain allowances tied to the cost of living or working location, provided the sponsor has confirmed they meet the conditions above.
What Does Not Count
The following are excluded from salary calculations:
Bonuses (unless guaranteed and paid in every pay period, which is rare)
Overtime pay
Employer pension contributions
Benefits in kind (company car, private health insurance, etc.)
One-off allowances or payments
This strict approach ensures that salary thresholds reflect genuine, reliable income rather than variable or discretionary payments.
Part-Time Work and Pro-Rata Calculations
New entrants working part-time can still access the discounted threshold, but the salary is assessed on a pro-rata basis relative to full-time hours in that occupation.
How Pro-Rata Assessment Works
If you work fewer hours than the standard full-time week for your occupation, your salary is adjusted proportionally. The formula is:
(Actual hours ÷ Standard full-time hours) × Relevant threshold
For example, if the 70% discounted going rate for an occupation is £35,000 for a 37.5-hour week, and you work 30 hours per week, your pro-rated minimum would be:
(30 ÷ 37.5) × £35,000 = £28,000
However, this pro-rated figure must still meet the general threshold of £33,400 per year when grossed up to full-time equivalent. In this example, the full-time equivalent is £35,000, which exceeds £33,400, so the arrangement complies.
Part-time working is a valuable flexibility for some early-career workers, but sponsors must carefully calculate pro-rata rates to ensure compliance.
Occupation-Specific Going Rates and the 70% Discount
Each occupation on the Skilled Worker eligible occupation list has a standard going rate—the minimum annual salary for a full-time worker in that role. New entrants benefit from a 70% discount on this going rate, subject to the £33,400 floor.
Example: Software Developer (SOC 2135)
Suppose the standard going rate for a software developer is £48,000 per year. As a new entrant:
70% of £48,000 = £33,600
This exceeds the £33,400 minimum, so the new entrant threshold is £33,600
A sponsor could offer a new entrant software developer £33,600, meeting both the occupation-specific and general threshold requirements.
Example: Secondary Education Teacher (SOC 2314)
If the standard going rate for a secondary education teacher is £38,000:
70% of £38,000 = £26,600
This is below the £33,400 floor, so the new entrant threshold remains £33,400
In this case, the sponsor must pay at least £33,400, even though the occupation-specific 70% rate is lower.
These examples illustrate why it is essential to check both the occupation going rate and the general threshold when calculating new entrant salaries.
Transitioning from New Entrant to Standard Threshold
When your new entrant eligibility ends—either because you reach the four-year limit, turn 26, or complete your professional training—you must transition to the standard Skilled Worker salary threshold if you wish to remain in the UK as a Skilled Worker.
Practical Steps for Extension Applications
When applying to extend your Skilled Worker visa after your new entrant period expires, you and your sponsor must ensure:
Your Certificate of Sponsorship (CoS) reflects the updated salary
The sponsor has assigned you a new CoS confirming the change
Failure to meet the standard threshold will result in visa refusal. Sponsors should plan salary progression well in advance, particularly for employees approaching the four-year mark or their 26th birthday.
Salary Increases and Immigration Compliance
If your employer increases your salary partway through your visa to meet the standard threshold, this increase must be reflected in a new CoS when you apply for an extension. Informal pay rises or verbal agreements are not sufficient; the salary must be guaranteed in your contract and reported accurately on your CoS.
Changes Coming in April 2026
From 8 April 2026, new rules will introduce pay-period salary compliance measures for Skilled Worker sponsors. According to the April 2026 sponsor guidance, sponsors must ensure that workers are paid the correct salary in each pay period, not just on an annualised basis.
What This Means for New Entrants
For new entrants, the £33,400 threshold and 70% occupation going rate will continue to apply, but sponsors must demonstrate that each monthly or weekly payment meets the pro-rated amount for that period. This reduces the risk of underpayment and strengthens compliance monitoring.
Employers should review payroll systems and employment contracts now to ensure they can meet the April 2026 requirements. Any discrepancies between contracted salary and actual payments could result in sponsor licence penalties or worker visa curtailment.
Key Considerations for Employers
Certificate of Sponsorship (CoS) Accuracy
When assigning a CoS to a new entrant, sponsors must:
Select the correct "new entrant" indicator on the CoS
State the actual salary being paid (at least £33,400 or 70% of the going rate, whichever is higher)
Confirm that additional payments (if included) are guaranteed and meet Home Office criteria
Errors or omissions on the CoS can lead to visa refusal, even if the salary offered is compliant.
Record-Keeping and Audits
Sponsors must retain evidence of:
Employment contracts showing guaranteed salary and hours
Payslips demonstrating actual payments
Proof that additional payments are treated as basic gross pay for tax and National Insurance
The Home Office conducts compliance audits, and robust record-keeping protects sponsors from penalties.
Salary Reviews and Career Progression
Employers should implement transparent salary review processes for new entrant workers, with clear timelines for progression to standard rates. Communicating these expectations at the outset helps workers plan their UK career and ensures compliance as they approach the four-year limit.
Key Considerations for Workers
Know Your Eligibility
Before accepting a job offer as a new entrant, confirm that you meet at least one of the eligibility criteria (under 26, recent graduate, professional training, postdoctoral role). If you do not qualify, the employer must pay the full standard threshold from day one.
Understand the Four-Year Clock
Track your time in the UK carefully, especially if you have held or will hold a Graduate visa. Remember that time on a Student visa does not count, but Graduate visa time does. Plan for salary progression or alternative visa routes before the four-year limit expires.
Check Your CoS Before Applying
Review your Certificate of Sponsorship carefully before submitting your visa application. Ensure:
The salary stated is at least £33,400 (or higher if the 70% occupation rate exceeds this)
The "new entrant" box is ticked
Your job role and SOC code are correct
Errors on the CoS can delay your application or lead to refusal.
If you switch employers whilst still qualifying as a new entrant, your new sponsor can also use the reduced threshold—provided you still meet one of the eligibility criteria and have not exceeded the four-year limit. However, each job change requires a new CoS and visa application.
Extensions Beyond the Four-Year Limit
You can extend your Skilled Worker visa beyond four years, but you must transition to the standard salary threshold. This is not optional; it is a mandatory requirement for visa extension.
Graduate Visa Time Counting Retroactively
If you held a Graduate visa before the four-year rule was introduced or clarified, the Home Office may still count that time towards your new entrant limit. Always check the latest caseworker guidance or seek professional advice if you have a complex immigration history.
Practical Example: A New Entrant Journey
Background: Maria is 24 years old and completes a master's degree in data science at a UK university. She spends three years on a Student visa.
Step 1: After graduation, Maria switches to a two-year Graduate visa and works in a junior analyst role earning £28,000. This two-year period counts towards her four-year new entrant limit.
Step 2: Maria is offered a Skilled Worker role as a data scientist (SOC 2135) with a salary of £34,000 per year. The standard going rate for this occupation is £48,000, so the 70% new entrant rate is £33,600. Maria's offer of £34,000 meets both the £33,400 general threshold and the occupation-specific discounted rate, as set out in Home Office guidance.
Step 3: Maria applies for a Skilled Worker visa as a new entrant, citing her status as a recent graduate (switched from Graduate visa) and her age (under 26). She has two years remaining on her four-year limit (three years on Student visa do not count; two years on Graduate visa do count).
Step 4: After two years on the Skilled Worker visa, Maria has used her full four-year new entrant allowance. She turns 26 during this period. When applying for an extension, her employer must increase her salary to at least £41,700 or the full going rate of £48,000, whichever is higher. In this case, the going rate of £48,000 applies.
Outcome: Maria's employer raises her salary to £48,500, reflecting her experience and ensuring compliance. Her Skilled Worker visa is extended for a further three years at the standard threshold.
Common Pitfalls and How to Avoid Them
Pitfall 1: Misunderstanding the £33,400 Floor
Some applicants assume that the 70% discount always applies, even if it results in a salary below £33,400. This is incorrect. The salary must be at least £33,400 or 70% of the occupation going rate, whichever is higher, according to GOV.UK guidance.
Solution: Always calculate both figures and use the higher one.
Pitfall 2: Failing to Track the Four-Year Limit
Workers who switch from Graduate to Skilled Worker visas often lose track of how much time they have spent as a new entrant. Exceeding the limit without transitioning to the standard threshold will result in visa refusal.
Solution: Maintain a personal immigration timeline, noting start and end dates of each visa and eligibility period.
Pitfall 3: Including Non-Qualifying Payments
Sponsors sometimes include bonuses, overtime, or benefits in kind when calculating salary for the CoS. These do not count unless they meet strict Home Office criteria, as outlined in caseworker guidance paragraphs SW 14.1 to SW 14.2.
Solution: Only include guaranteed, regular payments treated as basic gross pay for tax and National Insurance.
Pitfall 4: Assuming Age Alone Is Sufficient
Being under 26 qualifies you as a new entrant, but employers and workers sometimes overlook that the salary must still meet the £33,400 threshold and the 70% occupation rate. Age eligibility does not waive the salary requirements.
Solution: Verify both age and salary compliance before submitting a CoS or visa application.
How New Entrant Rules Support Graduate Retention
The new entrant salary discount is a key mechanism for retaining international graduates in the UK labour market. By aligning the £33,400 threshold with graduate starting salaries, the government enables employers to sponsor talented individuals who might otherwise be unable to meet the full £41,700 threshold early in their careers.
Research from the Review of Salary Requirements highlights that the discounted general threshold is broadly consistent with current graduate starting salaries, making the route accessible without undermining labour market standards.
This balance supports sectors that rely on graduate recruitment—such as technology, engineering, education, and research—whilst maintaining the integrity of the Skilled Worker route as a high-skilled, high-wage migration pathway.
Future Policy Directions
The Home Office continues to review salary thresholds and eligibility criteria in response to labour market data and migration trends. The Salaries Requirements Review Report published in January 2026 provides insight into recent changes, including the RQF Level 6 threshold introduced in July 2025 and the transitional provisions for lower-skilled occupations on the Immigration Salary List until December 2026.
Employers and workers should monitor GOV.UK for updates, particularly around:
Adjustments to the £33,400 and £41,700 thresholds in line with wage inflation
Changes to the four-year limit or new entrant eligibility criteria
Further compliance measures, such as the pay-period rules taking effect in April 2026
Staying informed ensures that both sponsors and visa holders remain compliant and can plan effectively for the future.
Summary: Key Points on New Entrant Salary Rules
New entrants can be paid 70%–90% of the standard occupation going rate, provided their salary is at least £33,400 per year.
Eligibility includes being under 26, switching from Student or Graduate visas, working towards professional qualifications, or holding a postdoctoral position.
The four-year limit caps cumulative time as a new entrant across Skilled Worker and Graduate visa routes, as outlined in the Review of Salary Requirements.
Only guaranteed basic gross pay and certain allowances count towards salary; bonuses and benefits in kind do not, per caseworker guidance.
From 22 July 2025, all Skilled Worker roles require RQF Level 6+ skills, with transitional provisions for lower-skilled occupations until December 2026.
New pay-period compliance rules come into force on 8 April 2026, requiring sponsors to ensure correct salary payments in every pay period.
By understanding and applying these new entrant salary rules correctly, employers can access early-career talent whilst maintaining compliance, and workers can navigate the Skilled Worker route with confidence from graduation through to career progression.
