Quick Facts
- Skilled Worker going rates set the minimum lawful salary for each SOC 2020 occupation and must be met alongside the general Skilled Worker salary threshold.
- In 2025 and moving into 2026, many refusals arise because employers meet the salary threshold but fail the higher going rate, which still controls the decision.
- Salary discounts are allowed only in specific situations, such as new entrants, PhD holders, or Immigration Salary List roles, and must be fully evidenced.
- Correct SOC code selection, accurate hourly calculations, and clear salary records are essential to protect both the visa application and the sponsor licence.
The Skilled Worker going rates sit at the heart of every Skilled Worker Visa UK application. These rates control how much a sponsor must pay a worker under each SOC. Although many employers focus on job duties or licence rules, decision makers often refuse applications due to salary errors. This guide explains every rule in clear steps and gives practical tools you can use.
Table of Contents
What are Skilled Worker Going Rates
Skilled Worker going rates are fixed annual salary figures linked to specific SOC 2020 occupation codes. The Home Office provides list through updated salary tables. Each code has its own rate. The sponsor must meet that rate unless a permitted salary option applies. These rules support pay consistency and prevent underpayment across job sectors.
Sponsor needs to look at job duties, find a SOC Code using the CASCOT coding tool, and confirm the salary meets the minimum threshold.
Why Going Rates Matter for Skilled Worker Visa UK
Many employers assume that meeting the salary threshold alone is enough for a Skilled Worker visa. This is incorrect. The going rate requirement still applies even after salary thresholds increase, and the applicant must meet both. If the going rate for the role is higher than the threshold, the salary must match the higher figure. This is why salary planning and verification are crucial before assigning a Certificate of Sponsorship.
Going rates also control settlement planning. The worker must remain on a compliant salary throughout the sponsorship period to qualify for Indefinite Leave to Remain.
Skilled Worker Going Rates Explained in Simple Steps
Follow these steps to identify the correct going rate for any role.
- Confirm job duties and required skills.
- Match the role to a SOC 2020 code using the standard guidance.
- Locate the published going rate for that code.
- Compare the salary with the salary threshold for the Skilled Worker route.
- Use the higher figure unless a valid discount applies.
- Record the evidence before assigning the CoS.
This sequence protects the employer from refusals or compliance issues.
Skilled Worker Going Rates and the 2025 Salary Framework
The 2025 Skilled Worker salary system uses two central tests. The applicant must meet:
- The Skilled Worker salary threshold OR the going rate for the occupation code
Whichever is higher becomes the legal minimum. Below is a clear breakdown of the available salary options used across the Skilled Worker Visa UK route.
Salary Options and salary thresholds: Full Table for 2025
These are the salaries for those already in the UK prior to April 2024 and extending.
| Salary Option | Summary | salary threshold | Percentage of Going Rate Allowed |
| Option A | Standard route for most applicants | £41,700 | 100 percent |
| Option B | PhD in relevant non STEM field | £37,500 | 90 percent |
| Option C | PhD in approved STEM field | £33,400 | 80 percent |
| Option D | Immigration Salary List roles | £33,400 | Meets list rules |
| Option E | New entrants | £33,400 | 70 percent |
Note: The hourly minimum still applies. The salary must meet the hourly threshold when converted from weekly hours.
Hourly Rates and Pro Rata Rules
Hourly calculations matter because the Home Office checks annual and hourly figures. You must use the correct formula for part time or flexible roles.
Use this simple method:
- Start with the annual salary offered
- Divide the annual salary by (weekly working hours × 52) to find the hourly rate
- For part time roles, pro rate the annual salary based on weekly hours
- Check that the hourly rate meets the going rate/hourly threshold
- Check that the annual salary meets the national salary threshold
- The applicant must satisfy both annual and hourly minimums
This protects against errors such as a compliant annual salary that falls short on the hourly test.
Practical Examples for Common Occupations
Example 1: Software Developer
A software developer role has a going rate above the standard salary threshold. The sponsor offers a lower salary but meets the salary threshold. This fails the Skilled Worker requirement because the going rate is higher. The salary must rise to match the going rate.
Example 2: Marketing Executive (New Entrant)
The going rate is £40,000. The worker qualifies as a new entrant. The sponsor may offer 70 percent of the going rate but must also meet the £33,400 salary threshold. The final salary must satisfy both rules.
Example 3: Research Scientist with STEM PhD
The applicant holds a valid STEM PhD. The employer may use Option C. The salary can fall to 80 percent of the going rate. The salary must also reach the reduced salary threshold of £33,400.
Which Employers Face the Highest Risk
Some sectors face greater salary scrutiny due to complex duties or variable pay structures.
High risk groups include:
- Small companies with varied job responsibilities
- Tech firms where duties overlap across codes
- Healthcare providers using mixed pay bands
- Creative agencies with unclear role descriptions
- Startups that rely on flexible hours
- Employers hiring new entrants at discounted rates
These employers must complete stronger internal checks before issuing a CoS.
SOC Codes and Eligible Occupations
You must select a SOC code based on the true job duties. Titles alone do not control the code. The code must reflect the primary tasks of the role. When duties overlap, choose the code that best matches the core work and skill level.
Using the wrong code creates three major risks:
- Salary below the correct going rate
- A refusal at visa stage
- Compliance action during a compliance audit
Always save evidence of your reasoning for your licence records.
Immigration Salary List and Tradeable Points
The Immigration Salary List provides reduced salary thresholds for selected shortage roles. This supports sectors with proven recruitment pressures. The going rate still applies.
Tradeable points apply only when the applicant qualifies. Evidence must be available at the date of application. Incorrect use of tradeable points is a common cause of refusal.
Settlement Impact: Why Salary Matters Long Term
Settlement under the Skilled Worker route requires a consistent pattern of compliant pay. If the salary drops below the required level during sponsorship, the worker may lose their path to ILR. Employers should plan long term pay structures for all roles sponsored on this route.
Key Documents Sponsors Must Hold
Sponsors must retain clear records for each Skilled Worker. These include:
- Job description
- SOC code evidence
- Salary calculations
- Weekly hours and patterns
- PhD evidence if used under Option B or C
- Youth or new entrant evidence for Option E
- Payslips and payroll alignment
- CoS assignment notes
These records help during compliance visits.
Red Flags That Trigger Skilled Worker Visa Refusals
- Salary meets salary threshold but fails the going rate
- Hours listed on CoS do not match payroll
- SOC code does not match job duties
- Discount used without evidence
- Salary reduced after CoS assignment
- Incomplete pay records
Each point leads to either a visa refusal or sponsor licence risk.
Benefits of Meeting the Going Rate Early
Planning ahead creates several advantages:
- Faster CoS assignment
- Fewer document requests from the Home Office
- Stronger compliance posture
- Reduced audit risk
- Smoother path to settlement
- Flexible workforce planning
Salary alignment cuts down issues across the entire sponsorship cycle.
Complete Step by Step Salary Compliance Checklist
- Write a clear job description.
- Match the role to the correct SOC 2020 code.
- Confirm the going rate for that SOC code.
- Check the Skilled Worker salary threshold.
- Review any tradeable points that apply.
- Confirm hourly and annual rates.
- Pro rate for actual hours when needed.
- Record all calculations.
- Assign the Certificate of Sponsorship.
- Prepare payroll to match the CoS.
This checklist protects both the employer and the applicant.
FAQs on Skilled Worker Going Rate
What is the Skilled Worker Going Rate?
It is the annual salary linked to a SOC occupation code. Sponsors must meet this rate.
Which Rate Applies if the Going Rate is Higher Than the salary threshold?
You must use the higher figure. The going rate often controls the decision.
Can I Pay Below the Going Rate if the Job is on the Immigration Salary List?
The list reduces the salary threshold. The going rate still applies unless a tradeable point discount applies.
Can PhD Holders Use Salary Discounts?
Yes, if the PhD fits the job. You must hold valid evidence.
How do Part Time Hours Affect Salary?
You must prorate the salary. The hourly rate must still meet the minimum.
Does Salary Affect Settlement?
Yes. You must maintain compliant pay for the entire sponsorship period.
Conclusion
Skilled Worker going rates control the entire salary decision for the Skilled Worker Visa UK. When you follow the correct SOC code, match the going rate, and document each step, you reduce refusal risk. You also improve your sponsor licence health.
If you want a precise salary and SOC code review for your role, our expert team can help. We review your job duties, salary structure, tradeable options, and evidence. This protects your licence and your applicant.
Contact A Y & J Solicitors today for a detailed compliance check.
