Disclaimer: The information in this blog is accurate as of its publication date. Any updates after that date are not reflected here.
Quick Facts:
- Appendix Skilled Occupations is the official Home Office framework that determines which jobs qualify for UK work visa sponsorship, using SOC 2020 codes, skill levels, and salary rules.
- In 2025, eligibility is tighter, with higher salary thresholds, a strong shift toward RQF Level 6 roles, and restricted access for RQF 3–5 occupations.
- Employers must match job duties, SOC codes, and salaries precisely, or risk visa refusal and sponsor licence compliance action.
- Applicants and sponsors who understand the appendix early can avoid refusals, delays, and costly compliance issues while planning recruitment effectively.
Table of Contents
What Is Appendix Skilled Occupations?
Appendix Skilled Occupations is the official Home Office document that defines which are the job roles that qualify for UK work visa sponsorship. It lists eligible occupations by Standard Occupational Classification (SOC) 2020 codes, required skill levels, and minimum salary thresholds. Employers must reference this appendix when sponsoring workers under routes like the Skilled Worker visa, Global Business Mobility (GBM), Scale-Up visa, and Health & Care pathways.
This appendix is not a static list. The Home Office updates it regularly to reflect labour market demands, salary inflation, and policy shifts. For 2025, key changes include higher salary thresholds, stricter skill-level requirements, and expanded tables for the health and education sectors.
Understanding Appendix Skilled Occupations is essential. Without it, employers risk visa refusals or sponsor licence compliance action. Applicants, meanwhile, cannot secure sponsorship if their role lacks an eligible SOC code or fails to meet salary benchmarks.
Why Appendix Skilled Occupations Matters for UK Visa Sponsorship
The appendix serves as the gateway to UK work immigration. Here’s why it’s critical:
1. Determines Visa Eligibility
Not all jobs qualify for sponsorship. Only roles listed in the appendix with valid SOC codes can support a visa application. Routine or lower-skilled positions—such as general labourers or unqualified support staff—are explicitly excluded in Table 6.
2. Sets Salary and Skill Benchmarks
Each SOC code has a “going rate” derived from Annual Survey of Hours and Earnings (ASHE) data. Employers must meet this rate or the general salary threshold for the visa route, whichever is higher. For 2025, the standard Skilled Worker threshold is £38,700, rising to £41,700 from 22 July 2025.
Additionally, most roles require RQF Level 6+ (graduate-level) qualification alignment. Lower-skilled roles (RQF 3-5) face tighter restrictions and may only qualify if on the Immigration Salary List or under transitional provisions.
3. Protects Against Non-Compliance
Selecting the wrong SOC code or underpaying a sponsored worker triggers Home Office compliance action. This can result in sponsor licence suspension, visa refusals, or financial penalties. The appendix provides the clarity employers need to stay compliant.
4. Supports the Points-Based System
Under the Skilled Worker route, applicants must score 70 points. A valid job offer in an eligible occupation (as per the appendix) awards 20 points. Without it, the application fails before salary or English language criteria are even assessed.
Key Tables in Appendix Skilled Occupations
The appendix is organised into several tables, each serving a distinct purpose. Understanding which table applies to your role is the first step in determining eligibility.
| Table | Description | Applicable Routes | Skill Level | Salary Basis |
| Table 1 | SOC 2020 codes skilled to RQF 6+; general occupations | Skilled Worker, GBM, Scale-Up | RQF 6+ | Median ASHE going rates |
| Table 2 | Health and care sector codes | Skilled Worker Health & Care | RQF 3+ (for some roles) | 25th percentile ASHE |
| Table 3 | Health and education roles with national pay scales | Skilled Worker, GBM, Scale-Up | RQF 6+ | NHS Agenda for Change, teaching scales |
| Table 6 | Ineligible SOC codes (low skill level, excluded occupations) | Not eligible for any route | Below RQF 3 or explicitly excluded | N/A |
Please Note – Table 2 includes subtables 2/2a/2aa for different categories. Table 2aa covers UK-based skilled workers (pre-April 2024) eligible to extend/switch. Please read below to understand in detail.
Table 1: General Skilled Occupations
This is the largest table. It includes roles across IT, engineering, finance, marketing, HR, and more. Examples:
- SOC 2135: IT business analysts, architects, and systems designers
- SOC 2111: Chemical scientists
- SOC 2425: Actuaries, economists, and statisticians
Each entry lists the going rate (e.g., £38,700 or the occupation-specific median, whichever is higher). Employers must match job duties—not just titles—to the correct code.
Table 2: Health and Care
Table 2 is divided into three parts (2, 2a, 2aa) to reflect major changes that took effect in 2024-2025. Here’s what each covers and why it matters to you:
Table 2: Graduate-level health and care roles (RQF 6+) available to all applicants. Uses the 25th percentile ASHE salary threshold, which is often lower than general skilled worker rates—designed to match NHS and care sector pay structures.
Table 2a: Roles that closed to new overseas applicants in April 2024, but you can still use these if you held Skilled Worker permission before that date and are staying with the same sponsor.
Table 2aa: Below-graduate health and care roles (RQF 3-5), including care workers (SOC 6135) and senior care workers (SOC 6136). Since July 2025, no new overseas applications are allowed for these roles. However, if you already held permission before July 22, 2025, you can extend or switch employers until July 22, 2028, maintaining the required minimum salary or going rate (whichever is higher).
Key compliance note: Care employers in England must be registered with the Care Quality Commission (CQC) to sponsor workers, effective from March 2024. Workers granted permission before March 11, 2024, are exempt from this requirement when extending with the same employer.
Table 3: National Pay Scales
Covers NHS clinical roles (nurses, doctors, allied health professionals) and teaching positions (qualified teachers, headteachers). Salaries align with national frameworks like NHS Agenda for Change or the School Teachers’ Pay and Conditions Document. This table simplifies salary verification for public sector employers.
Table 6: Ineligible Roles
Lists SOC codes that cannot be sponsored. Examples include:
- SOC 9260: Shelf fillers
- SOC 9120: Elementary construction occupations
- SOC 8211: Large goods vehicle drivers (unless on Immigration Salary List under specific conditions)
If your role appears here, sponsorship is not possible unless exceptional circumstances apply (e.g., transitional provisions for existing visa holders).
How to Use Appendix Skilled Occupations: Step-by-Step for Employers
Step 1: Identify the Correct SOC Code
Do not rely on job titles alone. The Home Office assesses duties, responsibilities, and skill level. Use the CASCOT occupation coding tool to find your role’s SOC code by answering questions about daily tasks.
Example:
A “Marketing Executive” might map to SOC 3543 (Marketing associate professionals) or SOC 2473 (Advertising accounts managers), depending on seniority and duties. Choosing the wrong code can lead to refusal.
Step 2: Check the Appendix Table
Confirm your SOC code appears in Table 1, 2, or 3. Note the going rate and skill level. If it’s in Table 6, stop—you cannot sponsor under standard routes.
Step 3: Verify Salary Compliance
Compare your offer against:
- The SOC-specific going rate (from the appendix), and
- The general threshold (£38,700 in 2025; £41,700 from 22 July 2025)
Pay the higher of the two. Pro-rata applies for part-time roles but must still meet the minimum annual equivalent.
Step 4: Confirm Skill Level Requirements
Most roles require RQF 6+ (bachelor’s degree level). Some transitional codes (sponsored before recent rule changes) may accept RQF 3-5, but only until their cut-off date. Check the appendix notes for any caveats.
Step 5: Assign a Certificate of Sponsorship (CoS)
Once verified, assign a CoS via the Sponsorship Management System (SMS). Enter the correct SOC code, salary, and job duties. Errors here trigger automated rejection or compliance reviews.
Common Pitfalls When Using Appendix Skilled Occupations
1. Mismatched Job Duties and SOC Codes
Employers often choose a code based on a desired title rather than actual responsibilities. The Home Office compares the CoS job description against the SOC code’s standard duties. Misalignment results in refusal.
Solution: Draft a detailed job description. Map duties to the SOC code’s official descriptor (available in the ONS SOC 2020 volume). If duties span multiple codes, choose the one reflecting the majority of the role.
2. Salary Calculation Errors
Common mistakes include:
- Excluding guaranteed allowances (which count toward salary)
- Including discretionary bonuses (which do not count)
- Miscalculating pro-rata for part-time work
- Ignoring regional variations (going rates are UK-wide; London weighting doesn’t change the threshold)
Solution: Use gross annual salary before tax. Include guaranteed, regular payments like shift allowances or on-call supplements. Exclude performance bonuses, overtime, or one-off payments.
3. Relying on Outdated Versions
The appendix changes frequently. Using an old version may list an ineligible code or incorrect going rate. This wastes time and risks refusal.
Solution: Always download the latest version from GOV.UK Immigration Rules Appendix Skilled Occupations. Check the “last updated” date before starting any application.
4. Ignoring Skill Level Transitions
From 22 July 2025, roles at RQF 3-5 face tighter restrictions. Employers who sponsored at RQF 3 before this date may continue under transitional rules, but new hires at RQF 3-5 must meet additional criteria (e.g., Immigration Salary List inclusion).
Solution: Review your sponsor licence history. If you’ve previously sponsored at RQF 3-5, confirm whether transitional provisions apply to your sector. Plan recruitment timelines around the July 2025 cut-off.
Recent Changes to Appendix Skilled Occupations (2024–2025)
SOC 2020 Migration (April 2024)
The Home Office switched from SOC 2010 to SOC 2020 codes. This reclassified hundreds of roles. Some occupations merged, others split, and several changed skill levels. Employers had to re-code existing sponsored roles by 6 April 2024.
Impact: Job titles like “Web Designer” moved from SOC 2137 to SOC 2139. Going rates changed for many codes. Employers who failed to update faced compliance action.
Salary Threshold Increases
- April 2024: General threshold rose from £26,200 to £38,700
- 22 July 2025: Further rise to £41,700 for standard Skilled Worker applications
Going rates in the appendix also increased to reflect 2023 and 2024 ASHE data. Some occupations saw rises of £3,000–£5,000.
Health & Care Table Expansion
Table 2 was introduced to provide tailored going rates for care roles, using the 25th percentile ASHE rather than the median. This lowered salary barriers for care workers, senior care workers, and care coordinators. However, from April 2025, sponsors must hold CQC (Care Quality Commission) registration to use Table 2.
RQF 6+ Requirement (July 2025)
Most new sponsorships from 22 July 2025 require RQF Level 6 or above. Lower-skilled roles (RQF 3-5) remain eligible only if:
- The role is on the Immigration Salary List, or Temporary Shortage List (TSL), or
- The applicant already holds leave in that occupation code (extensions/switches), or
- Transitional provisions apply (for sponsors who used the code before the cut-off)
What’s the difference between ISL and TSL?
- Immigration Salary List (ISL): Lets you meet a lower salary threshold (80% of the usual rate) for shortage roles. Covers both graduate and some below-graduate positions. Being phased out by end of 2026.
- Temporary Shortage List (TSL): Created specifically for medium-skilled roles (RQF 3-5) that would otherwise be ineligible.
Important: TSL roles don’t get salary discounts, and you cannot bring dependents with you. This is also ending in December 2026.
This change aims to prioritise graduate-level migration and reduce dependency on lower-skilled foreign labour.
Teaching and Education Updates
Table 3 expanded to include more teaching roles and clearer guidance on national pay scales. Headteachers, deputy heads, and qualified teachers in state-funded schools now have streamlined salary verification via the School Teachers’ Pay and Conditions Document.
Who Uses Appendix Skilled Occupations?
Licensed Sponsors
Employers with a valid sponsor licence use the appendix daily. HR teams, immigration compliance officers, and recruitment managers rely on it to:
- Screen candidate eligibility before making job offers
- Assign CoS accurately
- Audit existing sponsored workers for compliance
- Plan workforce strategies around visa-eligible roles
Prospective Sponsors
Companies applying for a sponsor licence must demonstrate they understand the appendix. The Home Office expects applicants to identify genuine vacancies, assign correct SOC codes, and meet going rates. Failure to do so results in licence refusal.
Visa Applicants
Foreign nationals check the appendix to confirm their job offer qualifies. They verify the SOC code matches their duties and the salary meets thresholds. Applicants often hire immigration advisers to audit CoS accuracy before applying.
Immigration Lawyers and Advisers
Legal professionals use the appendix to:
- Challenge incorrect refusals (e.g., Home Office misinterpreted duties)
- Advise clients on SOC code selection
- Structure job descriptions to align with eligible codes
- Navigate transitional provisions and sector-specific rules
Practical Examples: Applying Appendix Skilled Occupations
Example 1: Software Developer (SOC 2136)
Job Offer: £45,000 per year, full-time, duties include coding, testing, and deploying applications.
Appendix Check:
- SOC Code: 2136 (Programmers and software development professionals)
- Going Rate: £41,000 (as of 2025 appendix)
- General Threshold: £38,700 (rising to £41,700 in July 2025)
- Skill Level: RQF 6+
Outcome: Eligible. Salary exceeds both the going rate and general threshold. Duties align with SOC 2136 descriptor.
Example 2: Care Worker (SOC 6145)
Job Offer: £26,000 per year, full-time, providing personal care in a residential home.
Appendix Check:
- SOC Code: 6145 (Care workers and home carers)
- Table: Table 2 (Health & Care)
- Going Rate: £23,600 (25th percentile ASHE)
- General Threshold: £38,700 (but Table 2 allows lower rate)
- Skill Level: RQF 3
Outcome: Eligible only if the sponsor holds CQC registration (mandatory from April 2025) and the role was sponsored before July 2025 (transitional provisions). New sponsorships from July 2025 require RQF 6+ unless the role is on the Immigration Salary List.
Example 3: Marketing Assistant (SOC 3543)
Job Offer: £30,000 per year, full-time, duties include social media management and event coordination.
Appendix Check:
- SOC Code: 3543 (Marketing associate professionals)
- Going Rate: £31,000
- General Threshold: £38,700
- Skill Level: RQF 3
Outcome: Not eligible from July 2025. Salary falls below general threshold, and RQF 3 roles no longer qualify unless on Immigration Salary List or under transitional provisions. Employer must either raise salary to £38,700+ and reclassify to RQF 6+ role, or use a different route.
Appendix Skilled Occupations vs Immigration Salary List
These are distinct but related lists:
| Feature | Appendix Skilled Occupations | Immigration Salary List |
| Purpose | Lists all eligible roles by SOC code, skill level, and salary | Lists shortage occupations with lower salary thresholds |
| Salary Benefit | Standard going rate applies | 20% salary discount (e.g., £30,960 instead of £38,700) |
| Scope | Covers all visa routes (Skilled Worker, GBM, Scale-Up, Health & Care) | Applies only to Skilled Worker route |
| Skill Level | RQF 6+ (with some RQF 3-5 under transitional rules) | Typically RQF 6+, but some RQF 3-5 roles included |
| Updates | Frequent (reflects ASHE data, policy changes) | Reviewed annually by Migration Advisory Committee |
Key Point: A role must first appear in Appendix Skilled Occupations to be eligible. The Immigration Salary List is a subset offering salary concessions for shortage roles (e.g., SOC 2113 – Physical scientists in specific sectors, SOC 6146 – Senior care workers).
How to Check If Your Job Is Eligible: Tools and Resources
1. CASCOT Occupation Coding Tool
The CASCOT tool asks questions about your job duties and suggests SOC codes. It’s free and takes 5-10 minutes. However, it’s not definitive—always cross-check with the appendix.
2. ONS SOC 2020 Volume
The Office for National Statistics publishes detailed descriptions of every SOC code. Download the SOC 2020 Volume to compare your duties against official descriptors.
3. Home Office Guidance
The Skilled Worker guidance explains how to interpret the appendix, calculate salaries, and avoid common errors.
4. Immigration Adviser
If unsure, consult a regulated immigration adviser (IAA-registered or solicitor). They can audit your job description, confirm SOC codes, and advise on salary structuring.
Risks of Non-Compliance with Appendix Skilled Occupations
For Employers:
- Visa Refusal: Incorrect SOC code or underpayment leads to automatic refusal. You lose the CoS allocation (non-refundable).
- Compliance Action: Home Office audits may result in sponsor licence downgrade (from A-rating to B-rating) or revocation. You cannot sponsor new workers during this period.
- Civil Penalties: The Home Office increased illegal working fines in 2024. Employers now face up to £45,000 for a first breach and up to £60,000 for repeat breaches if they employ someone without valid permission to work.
- Reputational Damage: Publicly listed compliance breaches harm your ability to attract talent and clients.
For Applicants:
- Wasted Fees: Visa application fees (£719–£1,500+) and Immigration Health Surcharge (£1,035 per year) are non-refundable if refused.
- Career Disruption: Refusal may force you to leave the UK or delay career progression.
- Future Applications: A refusal on your immigration history requires explanation in future visa applications, even for other countries.
Frequently Asked Questions (FAQs)
What are Appendix Skilled Occupations?
Appendix Skilled Occupations is the official Home Office list of job roles eligible for UK work visa sponsorship. It specifies SOC 2020 codes, skill levels (usually RQF 6+), and minimum salaries (going rates) for routes like Skilled Worker, Global Business Mobility, and Scale-Up visas.
Which jobs are skilled jobs in the UK?
Skilled jobs typically require RQF Level 6 or above (bachelor’s degree equivalent). Examples include engineers, IT professionals, healthcare workers, teachers, and finance specialists. The appendix lists these by SOC code. Roles at RQF 3-5 (e.g., some care workers, technicians) had transitional eligibility but face tighter restrictions from July 2025.
What is occupation code 8215?
SOC code 8215 covers “Metal making and treating process operatives.” This role involves operating furnaces, casting metal, and monitoring production. Check the appendix to confirm current eligibility, as some industrial roles moved to Table 6 (ineligible) under SOC 2020 updates.
How do I prove my job matches a SOC code?
Provide a detailed job description listing daily duties, responsibilities, and required qualifications. Compare these against the official SOC 2020 descriptor (from ONS). The Home Office assesses alignment during visa processing. Misalignment leads to refusal.
Can I sponsor a worker if their job isn’t in the appendix?
No. Only roles listed in Tables 1, 2, or 3 qualify. If your role is in Table 6 or absent entirely, you cannot sponsor under standard work routes. Explore alternative routes (e.g., Global Talent, Innovator Founder) or restructure the role to fit an eligible code.
What happens if the going rate changes after I submit a CoS?
Going rates apply at the date of CoS assignment. If rates increase after you assign but before the applicant applies, the original rate on the CoS stands. However, for extensions, the new rate applies. Always check for updates before assigning a CoS.
How often is Appendix Skilled Occupations updated?
The Home Office updates it as needed, typically 2-4 times per year. Major updates align with policy changes (e.g., salary threshold rises). Always use the latest version from GOV.UK.
Do part-time roles qualify?
Yes, if pro-rata salary meets both the going rate and general threshold. E.g., A part-time job of 30 hours a week would still pay the full-time equivalent of £38,700+ annually (or the going rate, whichever is higher).
What if my job spans multiple SOC codes?
Select the code that applies to the greatest proportion of (over 50%) duties. In case of identical splitting, choose the code with higher skill proficiency. Scribe this material in job description by which the choice could be supported by Home Office review.
Next Steps: Using Appendix Skilled Occupations Effectively
- Download the Latest Version: Visit GOV.UK Appendix Skilled Occupations and save the current appendix.
- Audit Your Roles: Review all sponsored positions. Confirm SOC codes, salaries, and skill levels align with 2025 requirements. Update any mismatches before your next compliance audit.
- Train Your HR Team: Ensure hiring managers understand how to use the CASCOT tool, interpret the appendix, and structure job offers correctly.
- Plan for July 2025 Changes: If you sponsor RQF 3-5 roles, assess whether transitional provisions apply. Consider upskilling roles to RQF 6+ or exploring the Immigration Salary List for shortage occupations.
- Consult an Expert: If you’re unsure about SOC code selection, salary calculations, or compliance risks, book a consultation with a regulated immigration adviser.
Final Thoughts
Appendix Skilled Occupations is the foundation of UK work visa sponsorship. It determines who qualifies, what they must earn, and how employers stay compliant. With 2025 bringing higher thresholds, stricter skill-level requirements, and expanded tables for health and education, staying current is non-negotiable.
Employers who master the appendix gain a competitive edge in global talent recruitment. Applicants who understand it avoid costly refusals. Both parties benefit from clarity, accuracy, and proactive compliance.
Ready to sponsor skilled workers or check your visa eligibility? Contact our immigration team at A Y & J Solicitors today for a comprehensive SOC code audit and tailored sponsorship strategy.
Disclaimer: This article provides general guidance on Appendix Skilled Occupations as of November 2025. Immigration rules change frequently. Always consult the official Home Office guidance and seek professional advice for your specific circumstances. This content does not constitute legal advice.
