The salary compliance rules for UK Skilled Worker visas are more nuanced than a single number. If you're building HR systems, compliance dashboards, or immigration workflow tools — or you're an HR professional managing sponsored workers — here's how the threshold logic actually works and the edge cases that trip up manual review processes.
The Two-Threshold Rule
Every Skilled Worker application must clear both of:
- General threshold: £38,700/year (since April 2024)
- Going rate: the occupation-specific minimum salary for the SOC code
The effective threshold is max(38700, going_rate_for_soc). Both values must be stored and evaluated independently — the higher one governs.
Data source: The Home Office publishes salary tables as part of the Skilled Worker guidance appendix on GOV.UK. These update with each Immigration Rules change, so any system tracking salary compliance needs to version these tables and know which version applied at the time a Certificate of Sponsorship was assigned.
New Entrant Multiplier
For qualifying new entrants, the applicable threshold reduces to 80%:
# New entrant
effective_threshold = max(38700, going_rate) * 0.8
# Standard
effective_threshold = max(38700, going_rate)
New entrant status applies when:
- Applicant is under 26 at the time of application
- Switching from a Student or Graduate visa
- Within the first 5 years of career in a postdoctoral / PhD-level role
- Role is in a recognised PhD pathway occupation
New entrant status is time-limited — it doesn't persist indefinitely. If your system tracks sponsored worker profiles, you should flag the new entrant window and prompt a salary review when it expires. Failure to increase salary to full-rate threshold on renewal is a common compliance failure.
Immigration Salary List (Post-April 2024)
The shortage occupation list (which gave a 20% discount) was replaced by the Immigration Salary List (ISL). The ISL is significantly shorter. Roles on the ISL qualify for a 20% discount applied to both the general threshold and going rate:
isl_discount = 0.8 if soc_code in immigration_salary_list else 1.0
effective_threshold = max(38700 * isl_discount, going_rate * isl_discount)
Don't carry assumptions forward from the shortage occupation list — a role that qualified under the old rules may not appear on the ISL.
Part-Time and Pro-Rata Logic
The £38,700 threshold is an annualised full-time equivalent figure. For part-time workers:
fte_equivalent = (contracted_weekly_hours / 37.5) * annual_salary
# fte_equivalent must meet the effective threshold
Any sponsored worker arrangement with hours below 37.5/week where fte_equivalent < effective_threshold is non-compliant. In practice, part-time sponsorship under the Skilled Worker route is unusual — the economics rarely work unless the role pays significantly above the minimum.
What Counts Toward the Threshold
Only guaranteed, contractual salary is assessed. The following do not count:
- Discretionary bonuses
- Overtime pay (unless guaranteed in contract)
- Commission
- Tips or gratuities
- Non-cash benefits
For HR systems: strip variable pay when computing threshold compliance. Only base salary plus any guaranteed contractual allowances (e.g. a guaranteed London weighting written into the employment contract) count.
Sponsor Compliance Data Points
For sponsors tracking worker salary compliance, the key fields are:
| Field | Description |
|---|---|
salary_at_cos |
Salary stated on the Certificate of Sponsorship — cannot be paid less |
current_salary |
Must equal or exceed salary_at_cos
|
soc_code |
Determines going rate; must match actual role |
new_entrant_flag |
Boolean + expiry date |
isl_eligible |
Whether SOC is on Immigration Salary List |
effective_threshold |
Computed — must be refreshed on each Immigration Rules update |
rules_version |
Immigration Rules version in effect at CoS issue date |
Common Compliance Failure Modes
Home Office compliance visits most frequently surface:
1. Post-restructuring underpayment — salary cut after internal reorganisation drops below CoS figure. Sponsors must maintain at least the stated CoS salary.
2. Role evolution without SOC review — worker's actual role drifts into a higher-rated SOC; going rate increases; system doesn't flag the change.
3. Bonus top-up attempts — base salary set below threshold with the intent to bridge the gap via bonuses. Bonuses don't count. The base alone must meet the threshold.
4. New entrant rate used past expiry — reduced salary approved at initial grant; sponsor doesn't increase salary at renewal when new entrant status lapses.
Tooling and Resources
For checking whether a company holds a valid sponsor licence before building any integration or advising applicants, ImmigrationGPT provides real-time search of the Home Office register of licensed sponsors and cross-references with current compliance requirements.
Information correct as at May 2026. UK Immigration Rules change regularly — always verify against the latest Home Office guidance before implementing compliance logic.
