UK Skilled Worker Visa Requirements: Your Comprehensive Guide

To qualify for a UK Skilled Worker visa, you must have a valid job offer from a Home Office approved sponsor, be assigned a Certificate of Sponsorship for an eligible role at Regulated Qualifications Framework (RQF) Level 3 or above, and meet the relevant salary threshold, which is generally at least £38,700 per year or the occupation specific going rate, whichever is higher. You must also prove English language proficiency at Common European Framework of Reference (CEFR) Level B1 and demonstrate adequate financial maintenance. Meeting these criteria yields the 70 points required for a successful application under the points-based immigration system.

The Points-Based System Framework

The Skilled Worker route operates under a points-based system where an applicant must score a total of 70 points to be granted entry clearance or permission to stay. These points are divided into two categories: 50 mandatory points and 20 tradeable points.

Mandatory points are fixed and cannot be compromised. If an applicant fails to achieve any single mandatory element, the application must be refused without consideration of discretionary factors. Tradeable points allow for flexibility regarding salary requirements, depending on specific qualifications, occupation types, or the applicant's stage of career.

Mandatory Points Breakdown (50 Points Required)

• Sponsorship (20 points): The applicant must possess a valid, unassigned Certificate of Sponsorship (CoS) issued by a UK employer licensed by the Home Office.
• Job at an Appropriate Skill Level (20 points): The role must be categorized under an eligible Standard Occupational Classification (SOC) 2020 code listed in Appendix Skilled Occupations, rated at RQF Level 3 or higher.
• English Language Proficiency (10 points): The applicant must demonstrate English competency at CEFR Level B1 across reading, writing, speaking, and listening.

Tradeable Points Breakdown (20 Points Required)

The final 20 points must be secured through one of the designated salary tradeable options (Options A to K in the Immigration Rules). Most new applicants qualify under Option A by meeting both the standard minimum general salary threshold (£38,700) and 100 percent of the occupation's specific going rate. Where an applicant is paid less than the full threshold, they may rely on other tradeable attributes, such as holding a relevant STEM PhD, having a job on the Immigration Salary List, or qualifying as a 'new entrant' to the labor market.

Step 1: Sponsor Licensing and Certificate of Sponsorship Allocation

Before an individual can apply for a Skilled Worker visa, the prospective employer must hold an active A-rated sponsor licence issued by UK Visas and Immigration (UKVI). The employer is legally responsible for verifying that the applicant meets the visa criteria before assigning a Certificate of Sponsorship.

Types of Certificate of Sponsorship

There are two distinct types of Certificate of Sponsorship. Assigning the incorrect certificate type is a critical procedural error that leads to mandatory refusal.

• Defined Certificate of Sponsorship (DCoS): Required for individuals applying for entry clearance from outside the UK. The employer must submit an individual application to UKVI for each DCoS required, specifying the job role, SOC code, proposed salary, and working hours. UKVI assesses each request before allocating the certificate.
• Undefined Certificate of Sponsorship (UCoS): Allocated to employers as an annual quota for candidates already in the UK with permission to switch routes, or for existing employees applying for an extension of stay or change of employment.

Once assigned, a CoS contains a unique reference number and remains valid for three months from the date of issue. The visa application must be submitted online before the CoS expires. A CoS can only be used once; if an application is refused or withdrawn, a new CoS must be assigned by the sponsor.

The Immigration Skills Charge

When assigning a CoS, the employer must pay the Immigration Skills Charge (ISC), unless a specific exemption applies (such as assigning a CoS for less than six months, or sponsoring certain research and education occupations).

• Small or Charitable Sponsors: £364 for the first 12 months, plus £182 for each additional six months.
• Medium or Large Sponsors: £1,000 for the first 12 months, plus £500 for each additional six months.

If the employer fails to pay the correct ISC, UKVI will issue a payment reminder. If the shortfall is not paid within the specified deadline (typically 10 working days), the CoS will be declared invalid, and the visa application will be rejected.

Step 2: Occupation Coding and Skill Level Assessment

The Home Office categorizes all eligible employment using the Standard Occupational Classification (SOC) system. In April 2024, the UK transitioned from the SOC 2010 coding system to the SOC 2020 system. All Certificates of Sponsorship must reflect the updated 4-digit SOC 2020 codes.

Identifying the Correct SOC Code

To determine eligibility, the employer and applicant must consult Appendix Skilled Occupations. The role must meet the minimum threshold of RQF Level 3 (equivalent to UK A-levels or Scottish Highers). The applicant does not necessarily need to hold an academic qualification at this level, but the day-to-day duties, responsibilities, and skill demands of the role itself must meet this benchmark.

UKVI caseworkers apply a 'genuine vacancy' test to ensure the SOC code selected accurately reflects the job description. If a caseworker assesses that an employer has chosen a higher-skilled SOC code solely to make an ineligible, lower-skilled job qualify for sponsorship (a practice known as 'job morphing'), the application will be refused under paragraph SW 5.2 of the rules.

Step 3: Meeting the Salary Thresholds and Tradeable Points

Salary requirements under the Skilled Worker route are determined by two benchmarks: a general threshold and an occupation-specific 'going rate'. Sponsoring employers must pay the applicant a salary that equals or exceeds whichever of these two figures is higher.

General Threshold vs Going Rate Calculations

For applicants entering the route on or after 4 April 2024 without qualifying for transitional protection:

• General Salary Threshold: £38,700 per year.
• Hourly Rate Floor: £15.88 per hour.
• Occupation Going Rate: The 50th percentile (median) salary for that SOC 2020 code, derived from the Annual Survey of Hours and Earnings (ASHE).

Salary is assessed on guaranteed basic gross pay only. Allowances, bonuses, shift pay, overtime, travel costs, and housing benefits cannot be counted toward the minimum salary threshold, even if guaranteed in the employment contract.

Pro-Rating Rules

The published going rates in Appendix Skilled Occupations are based on a standard 37.5-hour working week, unless otherwise specified. If the applicant is contracted to work more or fewer hours, the going rate must be pro-rated accordingly, while the absolute general threshold and hourly rate floor must always be respected.

For example, if a job has a published 37.5-hour going rate of £45,000 per year and the applicant works 40 hours per week, the applicable going rate becomes:

$$\text{Pro-rated Going Rate} = £45,000 \times \left(\frac{40}{37.5}\right) = £48,000$$

Regardless of how few hours are worked, the applicant's gross annual pay must meet the relevant general threshold (£38,700 under Option A), and the gross hourly pay must not drop below £15.88 per hour.

Salary Tradeable Points Options

Where an applicant cannot meet the baseline £38,700 threshold under Option A, they may claim 20 tradeable points under Options B through E if they satisfy specific alternative criteria.

Qualifying as a New Entrant (Option E)

The New Entrant provision permits a 30 percent reduction against the occupation's going rate and sets the general threshold at £30,960. To qualify under Option E, the applicant must meet at least one of the following criteria on the date of application:

• The applicant is under the age of 26.
• The applicant is switching in-country from a Student visa, having completed (or being within three months of completing) a UK bachelor's degree, master's degree, PGCE, or having completed at least 12 months of a UK PhD.
• The applicant is switching in-country from a Graduate visa, or their last permission was under the Graduate route.
• The applicant is working toward a recognized UK professional qualification in a chartered or regulated profession.
• The applicant is working toward full registration or chartered status with the professional body named in Appendix Skilled Occupations for their occupation.

Important Restriction: An individual can only hold permission as a New Entrant for a cumulative maximum of four years across their entire immigration history. This four-year cap includes any time already spent under Tier 2 (General), Skilled Worker, or the Graduate route. If granting the visa would cause the individual to exceed four years of total combined leave, Option E cannot be used, and the applicant must meet standard salary thresholds.

Step 4: Demonstrating English Language Proficiency

All applicants must prove English language competency to at least CEFR Level B1 in all four components: reading, writing, listening, and speaking. This requirement awards 10 mandatory points and can be satisfied through one of four methods.

1. Nationality Exemption

Citizens of majority English-speaking countries automatically satisfy the requirement. These countries are: Antigua and Barbuda, Australia, the Bahamas, Barbados, Belize, the British Overseas Territories, Canada, Dominica, Grenada, Guyana, Jamaica, Malta, New Zealand, St Kitts and Nevis, St Lucia, St Vincent and the Grenadines, Trinidad and Tobago, and the United States of America.

2. Secure English Language Test (SELT)

Applicants who are not exempt must pass an approved SELT from an accredited provider. The test must have been taken within two years of the application date. Approved providers include:

• Inside or Outside the UK: Pearson (PTE Academic UKVI), IELTS SELT Consortium (IELTS for UKVI), LanguageCert (LanguageCert International ESOL SELT).
• Inside the UK Only: Trinity College London (Integrated Skills in English - ISE).
• Outside the UK Only: PSI Services (Skills for English UKVI).

Applicants must provide the Unique Reference Number (URN) issued by the test provider on the online application form.

3. Degree Taught in English

Applicants holding an academic degree equivalent to a UK bachelor's, master's, or PhD taught in English can use their degree to satisfy the requirement.

• If the degree was awarded by a UK university, the official degree certificate or academic transcript is sufficient.
• If the degree was awarded outside the UK, the applicant must obtain an official Statement of Comparability and English Proficiency statement from Ecctis (formerly UK NARIC) confirming the qualification's academic equivalence and that it was taught in English.

4. Previous Grant of Leave

Applicants who have already proven their English language ability at CEFR Level B1 or higher in a successful previous UK visa application (for example, under the Student, Graduate, or previous Skilled Worker route) do not need to resubmit evidence, provided the earlier grant of leave is verified in Home Office records.

Step 5: Meeting the Financial Maintenance Requirement

To ensure new arrivals do not rely on public funds, applicants must meet the financial maintenance requirement set out in Appendix Finance.

Personal Savings Route

An applicant must show they have held funds of at least £1,270 in personal savings. These funds must satisfy strict evidential criteria:

• The money must have been held in a regulated financial institution for a continuous 28-day period.
• The end date of the 28-day period must fall within 31 days of submitting the online visa application.
• The funds must be held in an account that allows immediate access (cash savings, current accounts, or instant-access deposit accounts).
• Overdraft facilities, credit cards, shares, bonds, or pension funds cannot be used to evidence maintenance.

Sponsor Certification

An applicant does not need to show personal savings if their sponsoring employer holds an A-rated sponsor licence and confirms on the CoS that they certify maintenance. By selecting 'Yes' under the maintenance certification section of the CoS, the employer legally commits to providing up to £1,270 for the worker's living costs during their first month of UK employment, if needed.

Exemption for UK Residents (12-Month Rule)

Under paragraph FIN 2.1 of Appendix Finance, any applicant who has been living in the UK with valid immigration permission for a continuous period of 12 months or longer on the date of application is fully exempt from the financial requirement. No bank statements or sponsor certifications are required.

Step 6: Mandatory Pre-Application Clearances

Depending on the applicant's country of residence and the nature of the sponsored role, several mandatory clearances must be obtained before applying.

Tuberculosis (TB) Screening

Applicants applying for entry clearance from outside the UK who have resided in a country listed in Appendix Tuberculosis for six continuous months or more prior to the application must provide a valid TB clearance certificate issued by an approved clinic. The certificate must be valid on the date of application submission (TB certificates are generally valid for six months from the screening date).

Criminal Record Certificates

Applicants sponsored under specific public-facing SOC codes in healthcare, education, social services, and therapy (such as doctors, nurses, teachers, social workers, and care managers) must provide an overseas criminal record certificate for every country where they have lived for 12 months or more (continuously or in total) across the 10 years preceding the application, while aged 18 or over.

If an issuing authority cannot provide a certificate, the applicant must submit evidence of genuine attempts to obtain one, accompanied by an explanation of why it is impossible. UKVI will assess whether an exemption applies under paragraph CR 4.1.

Academic Technology Approval Scheme (ATAS)

If the sponsored role involves advanced research or technical functions in designated sensitive subjects (such as nuclear physics, aerospace engineering, or advanced materials) under specific research-related SOC codes, the applicant must obtain an ATAS clearance certificate from the Foreign, Commonwealth and Development Office (FCDO) before assigning the CoS or submitting the visa application. Nationals of EU/EEA countries, the USA, Canada, Australia, New Zealand, Japan, South Korea, and Switzerland are exempt from ATAS.

Step 7: Visa Application Fees and the Immigration Health Surcharge

Applicants must budget for mandatory statutory fees paid directly to the Home Office at the time of online submission.

Application Fees Structure

The Immigration Health Surcharge (IHS)

Applicants and their dependants must pay the Immigration Health Surcharge to access the UK's National Health Service (NHS). The IHS is calculated as follows:

• Standard Skilled Worker: £1,035 per person per year of leave requested.
• Children under 18: £776 per child per year of leave requested.
• Health and Care Worker Visa Exception: Applicants sponsored under eligible Health and Care SOC codes are completely exempt from paying the Immigration Health Surcharge for themselves and their dependants.

For a standard five-year Skilled Worker visa, the IHS payable upfront at submission is £5,175 per adult.

Step 8: Application Submission and Decision Timelines

The application is submitted via the GOV.UK portal. The process involves identity verification, uploading documentary evidence, and awaiting decision processing.

Identity Verification Methods

• UK Immigration: ID Check App: Available to applicants holding biometric passports from the EU, EEA, or Switzerland, as well as non-EU nationals holding a valid UK Biometric Residence Permit (BRP) when applying in-country. This process scans the passport chip via smartphone, eliminating the need to attend an in-person appointment or surrender physical travel documents.
• Visa Application Centre (VAC) Appointment: Applicants who cannot use the ID Check app must attend an appointment at a commercial partner centre (VFS Global, TLScontact, or UKVCAS in the UK) to provide fingerprints and a facial photograph.

Processing Standards and Expedited Services

• Standard Processing: Overseas applications take approximately 3 weeks from identity verification. In-country applications take approximately 8 weeks.
• Priority Service: Provides a decision within 5 working days for an additional fee of £500.
• Super Priority Service: Provides a decision by the end of the next working day for an additional fee of £1,000 (available in select locations and in-country).

If UKVI deems an application 'complex' (for example, if background checks flag tax discrepancies or criminal records, or if an interview is required), standard processing times are suspended, and the caseworker will issue an explanatory delay notification.

Evidential Checklist: What Caseworkers Look For

Home Office caseworkers assess applications against the strict evidential standards set out in Appendix Skilled Worker, Appendix Finance, Appendix English Language, and Part 9 of the Immigration Rules. Caseworkers cross-reference submitted records against official databases, including HM Revenue and Customs (HMRC) and the Home Office Sponsor Management System (SMS).

Core Document Requirements

• Current Travel Document: Valid passport containing at least one blank page for entry clearance vignette stamps (if not using digital status).
• Certificate of Sponsorship: The numerical reference code generated by the employer's SMS portal.
• Evidence of English Competency: SELT test reference number, official Ecctis comparability certificate and English medium statement, or UK university degree certificate.
• Proof of Maintenance: Bank statements spanning 28 consecutive days ending within 31 days of application, unless certified by an A-rated sponsor or exempt through 12 months of lawful UK residence.
• Tuberculosis Test Certificate: Issued by an approved clinic for relevant overseas applicants.
• Overseas Criminal Record Certificates: For specified SOC codes covering all countries where the applicant lived for 12+ months over the past 10 years.
• ATAS Certificate: If mandated by the designated SOC code and nationality.
• Certified Translations: Any document not in English or Welsh must be accompanied by a certified translation confirming the translator's credentials, translation date, and an accuracy declaration.

Caseworker Verification Checks

When evaluating the application, the caseworker systematically confirms:

1. Sponsor Status: Whether the sponsor holds an active, valid licence that has not been suspended or revoked.
2. Genuineness of the Role: Whether the job duties described match the chosen SOC code and whether the business genuinely requires the position.
3. Salary Calculation: Whether the proposed remuneration satisfies the general threshold, the exact going rate (pro-rated to contracted hours), and the minimum £15.88 hourly floor.
4. Immigration History: Past UK compliance, ensuring no outstanding overstaying periods (outside the 14-day statutory grace period under paragraph 39E) or breaches of visa conditions.

Switching and In-Country Eligibility Rules

An individual currently residing in the UK under another immigration category may apply to switch to the Skilled Worker route from within the UK, provided they do not hold leave in an excluded category.

Prohibited Switching Categories

Under paragraph SW 1.5 of the rules, individuals holding leave in the following categories cannot switch into the Skilled Worker route in-country and must leave the UK to apply for entry clearance:

• Standard Visitors or Business Visitors.
• Short-term Students.
• Parent of a Child Student.
• Seasonal Workers.
• Domestic Workers in a Private Household.
• Individuals on immigration bail or granted temporary leave outside the rules.

Switching from the Student Route

Students holding valid Student permission can switch into the Skilled Worker category only if they satisfy one of the following conditions before their sponsored employment starts:

• The applicant has completed the course of study for which their Student visa was granted.
• The applicant is studying a full-time course of degree level or above at an approved higher education provider, and the job start date on the CoS is after the official course completion date.
• The applicant is studying a PhD and has completed at least 24 months of study toward that PhD.

Employers cannot employ a Student in a permanent full-time Skilled Worker role before their official course completion date unless they meet the 24-month PhD threshold.

Transitional Provisions for Pre-April 2024 Visa Holders

Major changes to the Immigration Rules took effect on 4 April 2024, significantly raising the salary thresholds from £26,200 to £38,700 for general applicants. To protect existing workers, the Home Office introduced transitional provisions under Appendix Skilled Worker.

Eligibility for Transitional Protection

An applicant qualifies for transitional arrangements (Option J or Option K) if they meet both of the following conditions:

• They held valid permission as a Tier 2 (General) or Skilled Worker before 4 April 2024, or were assigned a CoS before 4 April 2024 that resulted in a subsequent grant of leave.
• They have maintained continuous permission under the Skilled Worker route since that date (excluding standard extensions and permitted switching between employers).

Applicable Transitional Thresholds

Eligible transitional applicants are assessed against lower salary metrics:

• General Salary Threshold: £29,000 per year (raised from £26,200).
• Occupation Going Rate: 100 percent of the 25th percentile (lower quartile) rate for the SOC 2020 code, rather than the 50th percentile (median) rate.
• Hourly Rate Floor: £11.90 per hour.

These transitional arrangements remain in place for applications submitted before 1 December 2030. If a transitional worker changes sponsor, extends their stay, or applies for settlement before this date, they benefit from these reduced thresholds.

Bringing Dependants: Eligibility, Financials, and Restrictions

Skilled Workers can bring eligible family members to the UK as dependants. Dependants include a spouse, civil partner, durable unmarried partner, and children under the age of 18 at the time of application.

Care Worker Dependant Ban (Post-March 2024)

Since 11 March 2024, individuals sponsored under SOC 6135 (Care workers and home carers) and SOC 6136 (Senior care workers) are prohibited from bringing dependants to the UK.

Exception: If the care worker held permission under SOC 6135 or 6136 before 11 March 2024 and is extending their stay with the same or a new sponsor without a break in leave, they may retain their existing dependants and add new dependants (such as newborn children).

Unmarried Partner Criteria

Unmarried partners must demonstrate that they have been in a relationship similar to marriage or civil partnership for at least two years prior to the application date. Under updated Home Office guidance, continuous cohabitation for the entire two-year period is no longer strictly mandatory if the couple can demonstrate a durable, committed relationship with valid reasons for living apart (such as employment or cultural restrictions).

Dependant Financial Maintenance

In addition to the main applicant's £1,270, the following funds must be evidenced for dependants (unless the main applicant has lived in the UK for 12 months or the sponsor certifies maintenance for dependants):

• Partner: £285.
• First Child: £315.
• Each Additional Child: £200.

These funds must be held for the same 28-day continuous period required for the main applicant.

Continuous Residence, Absences, and the Pathway to Settlement (ILR)

The Skilled Worker visa provides a direct five-year pathway to Indefinite Leave to Remain (ILR). To qualify for settlement under Appendix Continuous Residence and Appendix Skilled Worker, applicants must fulfill specific residency and earnings criteria.

The 180-Day Absence Rule

Applicants must not have spent more than 180 days outside the UK in any rolling 12-month period throughout the five-year qualifying period.

• Every day of absence is counted unless the absence was for permitted reasons under paragraph CR 2.2 (such as travel assisting with a national or international humanitarian crisis, travel disrupted by pandemic restrictions, or documented life-threatening illness).
• Business travel undertaken on behalf of the sponsoring employer counts toward the 180-day limit, even if authorized by the sponsor.
• Excess absences break continuous residence, resetting the five-year qualifying clock back to zero.

Settlement Salary Requirements

At the settlement stage, the sponsoring employer must certify that they still require the applicant for the foreseeable future and that the applicant will be paid at least the relevant salary threshold going forward.

For general settlement applicants, the salary must meet or exceed £38,700 or the going rate for the SOC code, whichever is higher. For workers qualifying under transitional arrangements or national pay scales, the salary must meet £29,000 or the relevant lower quartile going rate.

Common Mistakes, Compliance Pitfalls, and Refusal Triggers

Skilled Worker applications are heavily scrutinized. Small administrative oversights regularly lead to outright refusals. Understanding common pitfalls helps applicants and employers avoid costly errors.

1. Inaccurate Working Hours and Salary Pro-Rating

A common mistake occurs when employers calculate salaries against a standard 37.5-hour week on the CoS, while the actual employment contract specifies 40 or 42.5 hours. If the pro-rated salary for those higher hours falls below the occupation going rate or breaches the minimum hourly floor (£15.88 per hour), the caseworker will refuse the application under paragraph SW 8.1.

2. Misclassifying Defined vs Undefined CoS

Assigning an Undefined CoS to an applicant who is currently abroad and requires entry clearance is an incurable error. The visa will be refused because the sponsor bypassed the mandatory DCoS application process. The employer must reapply for a DCoS, assign it, and the applicant must submit a new visa application with new fees.

3. Premature Switching from the Student Route

Applying to switch from a Student visa to a Skilled Worker visa before the educational institution has formally notified the Home Office of degree completion causes immediate refusal. Sponsoring employers must ensure they hold written confirmation from the university registrar confirming the student has passed all examinations and completed the course before issuing the CoS.

4. Part 9 General Grounds for Refusal

Applications can be refused under Part 9 of the Immigration Rules due to past conduct, character, or tax compliance issues. Common grounds include:

• Discrepancies with HMRC: Historical discrepancies between earnings declared to UKVI and earnings reported to HMRC under Self Assessment or PAYE can result in allegations of deception under paragraph 9.7.1.
• Failure to Disclose Convictions: Non-disclosure of minor driving offences, fixed penalty notices that went to court, or overseas cautions is treated as false representation.
• Previous Immigration Breaches: Unresolved overstaying, working in breach of conditions, or failure to comply with previous reporting requirements.

Post-Grant Conditions, Reporting Duties, and Supplementary Work

Once granted, the Skilled Worker visa comes with specific conditions and statutory duties for both the worker and the sponsoring employer.

Conditions of Stay

• Access to Public Funds: The visa holder has No Recourse to Public Funds (NRPF).
• eVisa and Digital Status: Most visa holders now receive a digital immigration status (eVisa) accessed via a UKVI account, replacing physical Biometric Residence Permits (BRPs). Right to Work and Right to Rent verifications are carried out using online share codes generated through the GOV.UK portal.
• Study Permitted: The worker may undertake study, provided it does not interfere with the sponsored job duties and any required ATAS clearance is obtained.

Supplementary Employment

Skilled Workers are permitted to take on secondary employment (supplementary work) without notifying the Home Office or obtaining a separate visa, provided the work strictly complies with all of the following rules:

• The supplementary work does not exceed 20 hours per week.
• The work is undertaken outside the contracted hours of the sponsored primary role.
• The supplementary job is either listed in an eligible SOC 2020 code under Appendix Skilled Occupations or on the Immigration Salary List.
• The worker remains actively employed in their sponsored primary role.

Undertaking secondary work that falls outside an eligible SOC code or exceeding 20 hours per week constitutes working in breach of visa conditions, which is an offence under the Immigration Act 1971.

Sponsor Reporting and Compliance Duties

Sponsoring employers must comply with stringent reporting duties via the Sponsor Management System (SMS) within 10 working days of any significant event, including:

• The worker fails to start employment on the agreed start date.
• The worker is absent from work for more than 10 consecutive working days without authorized leave.
• The worker resigns, is dismissed, or their contract is terminated early.
• There are significant changes to the worker's core employment terms, such as a change of job title, promotion, or salary reduction (which must remain compliant with minimum salary thresholds).
• The employer changes ownership, merges, or ceases trading.

Failure by the employer to report these events can lead to compliance audits, downgrading of the sponsor licence, suspension, or complete licence revocation, which automatically curtails the leave of all sponsored employees to 60 days.

Next Steps

To begin your application, confirm that your prospective UK employer holds an active sponsor licence and determine whether your role qualifies under Appendix Skilled Occupations. Ensure your proposed salary and working hours satisfy both the general threshold and the occupation specific going rate before your sponsor assigns your Certificate of Sponsorship.

Reviewed by Wesbridge Associates team on 31 August 2026. We check our published guidance against GOV.UK and current Home Office rules.

Frequently asked questions

Common questions on this topic, answered by our advisers.

What is the minimum salary required for a Skilled Worker visa?

Do I need a job offer before I can apply for a Skilled Worker visa?

What level of English do I need for a Skilled Worker visa?

Can I bring my family with me on a Skilled Worker visa?

How long does a Skilled Worker visa last?

What is a Certificate of Sponsorship (CoS)?