Introduction
If you are planning to work in the United Kingdom through the Skilled Worker Visa route, there is one number you absolutely cannot afford to get wrong. The UK Skilled Worker Visa salary threshold changed dramatically in April 2024, and those changes carry directly into 2026 with significant implications for both international workers and the UK employers who sponsor them.
Whether you are a skilled professional eyeing a job offer from a UK company, an HR manager trying to understand your sponsorship obligations, or an immigration adviser keeping your knowledge sharp, this guide covers everything. You will find the exact salary figures, the rules for specific groups, what counts toward the threshold, and the practical steps you need to take to stay compliant.
Let us get into the detail.
2. Why the UK Skilled Worker Visa salary threshold matters so much in 2026
The salary threshold is not simply a bureaucratic number. It is the cornerstone of your entire Skilled Worker Visa eligibility. If your salary falls below the required figure, your application will be refused, regardless of how strong every other part of your case may be.
2.1 The threshold as a gatekeeping mechanism
The UK government uses the salary threshold primarily to protect the domestic labour market. By setting a minimum pay level for overseas workers, UKVI ensures employers cannot use international recruitment to undercut British workers or drive wages down in key sectors.
2.2 What changed in April 2024
In April 2024, the Home Office implemented the most significant salary threshold increase the Skilled Worker route had ever seen. The general threshold rose from £26,200 to £38,700, an increase of nearly 48 percent. This change responded directly to recommendations from the Migration Advisory Committee and reflected broader government policy to reduce net migration while maintaining access to genuinely skilled talent.
2.3 Why 2026 applicants must pay close attention
Many applicants and employers still operate on outdated assumptions about the salary requirements. Consequently, applications continue to fail because of salary figures based on pre-2024 information. Understanding the 2026 rules in full is, therefore, not optional. It is essential.
3. The general UK Skilled Worker Visa salary threshold in 2026
The headline figure is straightforward. However, understanding how it interacts with occupation-specific rates is where many applicants stumble.
3.1 The standard general threshold
As of 2026, the general salary threshold for the UK Skilled Worker Visa stands at £38,700 per year gross. This is the minimum salary your UK employer must pay you. Moreover, this figure applies before tax, meaning it is your gross annual salary, not your take-home pay.
3.2 The dual threshold rule
Here is where many applicants encounter confusion. You do not simply need to earn £38,700. You must earn the higher of two figures.
The first figure is the general threshold of £38,700 per year The second figure is the going rate for your specific occupation, defined by your SOC code
If the going rate for your job exceeds £38,700, you must meet that higher going rate. The general threshold alone is not sufficient. For example, a consultant physician has a going rate well above £38,700. Consequently, that applicant must meet the occupation-specific figure, not simply the general minimum.
3.3 How UKVI defines the going rate
UKVI sets going rates based on data from the Annual Survey of Hours and Earnings, known as ASHE. Each eligible occupation has a SOC code, and each SOC code carries a defined going rate. The going rate represents the 25th percentile of earnings for that occupation in the UK labour market.
4. Reduced salary thresholds: who qualifies for a lower rate in 2026
Not every applicant must meet the full £38,700 threshold. Several categories of workers qualify for reduced rates. Understanding which category applies to you could make a significant difference to your eligibility.
4.1 The new entrant threshold
The new entrant threshold applies to applicants who are at an early stage of their career or who are making the transition from study to work. For these applicants, the threshold reduces to £30,960 per year, which is 70 percent of the standard general threshold.
4.2 Who counts as a new entrant?
You qualify as a new entrant under any of the following conditions.
You are under the age of 26 on the date you apply You are currently on a student visa or graduate visa and switching to the Skilled Worker route You are working toward a recognised professional qualification or professional registration in the UK You are in the first two years of a post-study work period following a UK degree
Importantly, you can only benefit from the new entrant threshold for a maximum of three or four years, depending on your circumstances. After that period, your salary must meet the full standard threshold.
4.3 Healthcare workers and national pay scales
Workers in eligible health and care roles assessed against nationally agreed pay scales benefit from different salary rules. Rather than applying the general threshold directly, UKVI assesses these workers against the relevant pay band for their role.
This means, for instance, that an NHS nurse on Band 5 can qualify for the Skilled Worker Visa at a salary below £38,700 if that salary aligns with the nationally agreed pay scale for Band 5. Furthermore, this rule covers a wide range of NHS and social care roles, making the Skilled Worker route more accessible to the healthcare sector specifically.
4.4 The Immigration Salary List discount
The Immigration Salary List, which replaced the shortage occupation list in April 2024, provides a 20 percent discount on the applicable going rate for certain occupations. This discount applies to the going rate only, not to the general threshold of £38,700.
In practical terms, this means an occupation with a going rate of £40,000 would require only £32,000 under the ISL discount. However, you must still meet the general threshold of £38,700. Therefore, the ISL discount only helps applicants where the going rate exceeds the general threshold by enough for the 20 percent reduction to bring it below £38,700.
4.5 Checking whether your occupation appears on the Immigration Salary List
The Immigration Salary List changes periodically following Migration Advisory Committee reviews. Always verify the current list on GOV.UK rather than relying on older versions or third-party summaries. Inclusion on the list at one point does not guarantee inclusion at the time of your application.
5. What counts toward the UK Skilled Worker Visa salary threshold?
This is one of the most misunderstood aspects of the salary rules. Many applicants calculate their total earnings and assume this counts. However, UKVI applies a much stricter definition.
5.1 What UKVI counts as eligible salary
Only your guaranteed basic gross annual salary counts toward the threshold. This is the fixed salary stated in your employment contract, before tax and National Insurance deductions.
5.2 What UKVI does not count
The following earnings do not count toward the salary threshold, regardless of how regularly you receive them.
Overtime pay, even where it is contractually available Performance bonuses, whether guaranteed or discretionary Commission payments of any kind Tips, gratuities, and service charges Shift allowances and unsociable hours payments Benefits in kind, including employer-provided accommodation, meals, or vehicles Expense reimbursements and travel allowances
5.3 A practical example
Consider a scenario where a software engineer has a base salary of £36,000, a guaranteed annual bonus of £4,000, and a £2,400 annual travel allowance. Adding these together gives £42,400. However, for Skilled Worker Visa purposes, UKVI assesses only the £36,000 basic salary. That figure falls below the £38,700 threshold. As a result, the application would fail on salary grounds despite the total package exceeding the threshold comfortably.
5.4 Hourly rate conversions
Some roles pay an hourly rate rather than an annual salary. In these cases, UKVI converts the hourly rate to an annual equivalent based on the contracted hours. The employer must guarantee those hours in the employment contract. If the hours are variable or not guaranteed, UKVI may not accept the resulting annual figure as eligible salary.
6. Salary threshold rules for part-time roles
Working part-time on a Skilled Worker Visa is possible. However, the rules around part-time salary calculations require careful attention.
6.1 The pro-rata going rate rule
For part-time roles, UKVI applies the going rate on a pro-rata basis. This means the going rate scales down proportionally based on your contracted hours compared to a standard full-time week. In contrast, the general threshold of £38,700 does not scale down for part-time work in the same straightforward way.
6.2 The minimum hourly rate floor
UKVI also applies a minimum hourly rate to prevent very low-paid part-time roles from qualifying. Always check the minimum hourly rate that applies to your specific SOC code. Your employer’s HR or immigration team should carry out these calculations before issuing your Certificate of Sponsorship.
6.3 When part-time sponsorship is most viable
Part-time sponsorship works best where the going rate for an occupation is significantly above the general threshold and the part-time salary, even on a pro-rata basis, still meets or exceeds the general threshold. Healthcare roles, senior technical roles, and certain legal and financial roles tend to work most naturally in this context.
7. How salary thresholds apply when changing employers or roles
The Skilled Worker Visa salary rules do not only apply at the point of initial entry to the UK. They also apply when you change employers, change roles, or extend your visa.
7.1 Changing employers
When you change to a new employer, your new employer must issue a fresh Certificate of Sponsorship. At that point, UKVI reassesses your salary eligibility from scratch. Your new salary must meet the current threshold that applies at the time of the new application. Therefore, if thresholds have increased since your original visa approval, your new employer must pay you the updated rate.
7.2 Changing roles within the same employer
Changing roles within the same employer may or may not require a new visa application, depending on the nature of the change. However, any role change that affects your SOC code requires a new Certificate of Sponsorship and a fresh salary assessment. Even an internal promotion that moves you into a different occupational category can trigger this requirement.
7.3 Extending your Skilled Worker Visa
At the point of extension, UKVI reassesses your salary against the current thresholds. Applicants who secured their original visa under the pre-April 2024 rules must meet the 2026 thresholds at extension. This has caught many applicants off guard. Consequently, review your salary well before your extension application to ensure compliance.
8. Salary threshold compliance for UK employers and sponsors
Understanding the salary threshold is not only the applicant’s responsibility. UK employers who hold a sponsor licence carry significant compliance obligations of their own.
8.1 Employer duties around salary
As a licensed sponsor, your employer must pay you at least the salary stated on your Certificate of Sponsorship at all times throughout your employment. Reducing your salary below the threshold, even temporarily, constitutes a sponsor compliance breach. This can result in UKVI taking action against the employer’s sponsor licence.
8.2 Record-keeping obligations
Sponsors must maintain accurate payroll records for every sponsored worker. UKVI conducts compliance audits of licensed sponsors. During these audits, inspectors check that the salaries of overseas workers match or exceed the figures stated on their Certificates of Sponsorship.
8.3 What happens if an employer breaches salary obligations
If UKVI finds that a sponsor has paid a worker below the required threshold, the consequences can include a formal warning, downgrading of the sponsor licence rating, suspension of the licence, or full revocation. A revoked sponsor licence means the employer loses the ability to sponsor overseas workers entirely. Furthermore, the overseas workers themselves may face curtailment of their visas.
8.4 Tips for employers to stay compliant
Conduct an annual salary audit of all sponsored workers Review UKVI salary threshold updates whenever immigration rules change Ensure payroll and HR systems flag any proposed salary reductions for sponsored roles Seek immigration legal advice before restructuring roles that affect sponsored workers Keep copies of all payslips, employment contracts, and CoS documents for the required retention period
9. Salary thresholds by sector: key examples for 2026
Different industries and occupations carry very different going rates. Understanding where your sector sits helps you assess your eligibility quickly and plan your application with confidence.
9.1 Technology and IT sector
Software developers, data scientists, cybersecurity analysts, and IT project managers typically carry going rates above the general threshold of £38,700. Many senior technical roles have going rates of £45,000 or higher. As a result, applicants in these fields must confirm the specific going rate for their SOC code rather than relying on the general threshold as sufficient.
9.2 Healthcare and NHS roles
NHS doctors, nurses, pharmacists, physiotherapists, and allied health professionals generally benefit from the national pay scale rules. Band 5 nurses, for example, start at a salary below the general threshold. However, they qualify because UKVI assesses them against the NHS Agenda for Change pay scale rather than the standard £38,700 figure. This distinction has protected the UK healthcare sector’s ability to recruit internationally despite the 2024 threshold increases.
9.3 Engineering sector
Civil, structural, mechanical, and chemical engineers typically face going rates at or above £38,700. Graduate engineers switching from a student or graduate visa may qualify under the new entrant threshold of £30,960 for an initial period. After that transition period ends, however, they must earn the full going rate for their occupation.
9.4 Finance and professional services
Chartered accountants, financial analysts, actuaries, and risk managers often carry high going rates that significantly exceed the general threshold. Consequently, most applicants in finance and professional services must focus on meeting the occupation-specific going rate rather than the general threshold.
9.5 Education sector
Teachers in the UK education sector benefit from national pay scales for state schools, similar to the NHS. Independent school teachers, however, may be assessed differently. Furthermore, lecturers and academic staff in higher education carry going rates that vary by level and institution type.
9.6 Social care sector
Social care represents one of the most sensitive areas of Skilled Worker salary policy. Following the post-pandemic surge in international care worker recruitment, the government tightened rules for this sector. As a result, senior care workers must now meet full going rate requirements that their employers must pay from their own revenues, without reliance on government grants.
10. Common mistakes applicants make around the salary threshold
Even well-prepared applicants can fall into these traps. Knowing them in advance significantly improves your chances of a smooth application.
10.1 Including non-qualifying pay in the salary calculation
As discussed in section 5, bonuses, overtime, and allowances do not count. Yet many applicants submit applications based on total compensation rather than basic salary. Always base your calculation on guaranteed basic gross salary only.
10.2 Using outdated SOC codes
SOC codes and their associated going rates update periodically. Using an outdated SOC code in your Certificate of Sponsorship can mean your salary calculation is based on the wrong going rate. Your employer’s HR team must verify the correct current SOC code before issuing your CoS.
10.3 Assuming the new entrant threshold applies without checking
Not every early-career applicant qualifies for the new entrant threshold. The criteria are specific. Applying under the new entrant threshold when you do not meet the qualifying conditions leads to a refusal.
10.4 Failing to account for threshold changes at extension
Many applicants whose visas were granted before April 2024 do not realise they must meet the new, higher thresholds at extension. Plan your salary review well in advance of your extension application.
10.5 Relying on verbal assurances from employers
Always ensure your salary appears correctly on your Certificate of Sponsorship before submitting your application. Verbal commitments from employers do not protect you if the CoS contains an error.
11. How to check whether your salary meets the 2026 threshold
Following a clear process removes uncertainty and reduces the risk of a refusal based on salary grounds.
11.1 Step one: Identify your SOC code
Work with your employer to confirm the correct SOC code for your role. Cross-reference this with the eligible occupations list on GOV.UK. The SOC code must accurately reflect the actual duties of your job, not simply the job title.
11.2 Step two: Find the going rate for your SOC code
Using your confirmed SOC code, look up the going rate on the official UKVI guidance for Skilled Worker salary requirements. This guidance lists the going rate for every eligible occupation.
11.3 Step three: Compare your salary against both figures
Check your guaranteed basic gross annual salary against both the general threshold of £38,700 and the going rate for your occupation. You must meet whichever figure is higher.
11.4 Step four: Confirm whether any reductions apply
Determine whether you qualify as a new entrant, whether your occupation appears on the Immigration Salary List, or whether national pay scale rules apply to your sector. Each of these factors may reduce the threshold you need to meet.
11.5 Step five: Ensure your CoS reflects the correct salary
Confirm that the salary figure on your Certificate of Sponsorship matches your employment contract and meets the required threshold before submitting your application. Any discrepancy between your CoS and your contract can cause delays or a refusal.
12. Conclusion
The UK Skilled Worker Visa salary threshold in 2026 is higher, stricter, and more consequential than it has ever been. The April 2024 changes fundamentally reset the baseline for international recruitment into the UK, and understanding those changes thoroughly is no longer optional for anyone navigating this visa route.
The good news is that the rules, while demanding, are entirely knowable. When you understand the general threshold, the going rate for your occupation, the reduced thresholds that may apply to you, and what actually counts toward your salary figure, the path forward becomes clear and manageable.
Salary errors remain the single biggest driver of Skilled Worker Visa refusals. However, they are also among the most preventable. Verify your figures early, work closely with your employer, consult an immigration professional if any aspect of your situation is complex, and approach your application with accuracy and confidence.
The United Kingdom continues to welcome skilled professionals from across the world. Meeting the salary threshold is your first and most fundamental step through that door.
13. Top 10 FAQs about the UK Skilled Worker Visa salary threshold in 2026
FAQ 1: What is the current salary threshold for a UK Skilled Worker Visa in 2026?
The general salary threshold for the UK Skilled Worker Visa in 2026 is £38,700 per year gross. However, you must also meet the going rate for your specific occupation as defined by its SOC code. UKVI applies whichever figure is higher. Certain groups, including new entrants and NHS workers, may qualify at reduced rates.
FAQ 2: Did the UK Skilled Worker Visa salary threshold increase in 2024?
Yes. In April 2024, the general salary threshold increased from £26,200 to £38,700, a rise of approximately 48 percent. This was the largest single increase since the Skilled Worker route launched in December 2020. The 2026 threshold reflects this updated figure, which remains in force unless the government announces further changes.
FAQ 3: What is the going rate for a Skilled Worker Visa and how does it differ from the general threshold?
The going rate is the minimum salary UKVI sets for each specific occupation, based on Annual Survey of Hours and Earnings data. It represents the 25th percentile of earnings for that occupation in the UK. The general threshold of £38,700 applies across all occupations. However, where the going rate for a specific occupation exceeds £38,700, you must meet the higher going rate rather than just the general threshold.
FAQ 4: Can bonuses count toward the UK Skilled Worker Visa salary threshold?
No. Bonuses do not count toward the salary threshold, even if they are guaranteed and stated in your employment contract. Only your guaranteed basic gross annual salary counts. Bonuses, overtime, commission, allowances, and benefits in kind are all excluded from the salary calculation. Always base your eligibility assessment on your basic salary alone.
FAQ 5: What is the new entrant salary threshold for the Skilled Worker Visa in 2026?
The new entrant salary threshold is £30,960 per year, which equals 70 percent of the standard general threshold of £38,700. New entrants include applicants under 26, those switching from a student or graduate visa, those working toward a UK professional qualification, or those in their first two years of post-study work. This reduced threshold applies for a limited period only.
FAQ 6: Do NHS workers need to meet the £38,700 salary threshold?
Not necessarily. NHS workers and other health and care professionals covered by nationally agreed pay scales are assessed against those pay scales rather than the general £38,700 threshold. Consequently, NHS nurses, allied health professionals, and other NHS staff in eligible roles can qualify at lower salaries if those salaries align with the appropriate Agenda for Change pay band.
FAQ 7: What is the Immigration Salary List and how does it affect the salary threshold?
The Immigration Salary List replaced the shortage occupation list in April 2024. Occupations on the ISL benefit from a 20 percent discount applied to the going rate for their SOC code. This discount does not reduce the general threshold of £38,700. Therefore, the ISL discount only helps applicants where the going rate for their occupation significantly exceeds the general threshold.
FAQ 8: Does the salary threshold apply when extending a Skilled Worker Visa?
Yes. When extending your Skilled Worker Visa, UKVI assesses your salary against the current thresholds at the time of your extension application. Applicants who received their original visa under the pre-April 2024 rules must meet the updated thresholds at extension. This means many existing visa holders need to have received salary increases before they extend their visa.
FAQ 9: Can I work part-time on a Skilled Worker Visa and still meet the salary threshold?
Yes, part-time work is possible on the Skilled Worker Visa. However, UKVI applies the going rate on a pro-rata basis for part-time roles and also enforces a minimum hourly rate floor. The general threshold of £38,700 continues to act as a benchmark. Part-time sponsorship works best in higher-paying occupations where the pro-rata salary still meets or exceeds the applicable minimum figures.
FAQ 10: What happens if my salary drops below the threshold while I am in the UK on a Skilled Worker Visa?
If your salary falls below the required threshold at any point during your visa, this constitutes a breach of your visa conditions. Your employer, as a licensed sponsor, also breaches their sponsorship obligations. UKVI can curtail your visa, meaning it expires before its original end date. Additionally, UKVI may take action against your employer’s sponsor licence. Always notify your employer and seek immigration advice immediately if any salary reduction is proposed.
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