If you have searched for "Appendix Skilled Worker" and landed on a document packed with salary tables, SOC codes, and options labelled A to K, you are not alone. Appendix Skilled Worker is one of the most referenced documents in UK immigration law — and one of the most misunderstood.

This guide explains what Appendix Skilled Worker actually is, how it differs from Appendix Skilled Occupations, what the salary options mean in practice, and what changed in July 2025.

Contents

What is Appendix Skilled Worker?

Appendix Skilled Worker is a section of the UK Immigration Rules. It sets out the legal requirements a person must meet to be granted a Skilled Worker visa — and the requirements a sponsor must meet when assigning a Certificate of Sponsorship.

The full title is "Appendix Skilled Worker", and it sits within the Immigration Rules published by the Home Office. When immigration lawyers, employers, and government guidance refer to "the Skilled Worker rules," they mean this document.

Here is the important distinction most articles miss: Appendix Skilled Worker covers the visa requirements — the points, the salary options, the eligibility criteria. It is the rulebook. It does not contain the list of eligible jobs. That is a separate document entirely.

Appendix Skilled Worker vs Appendix Skilled Occupations: the Difference

These two appendices are frequently confused, including by experienced HR teams. They cover different things.

Document What it contains Who uses it
Appendix Skilled Worker The visa rules: points requirements, salary options A–K, English language, settlement criteria Applicants and sponsors checking eligibility criteria
Appendix Skilled Occupations The eligible jobs list: occupation tables, SOC codes, going rates per occupation Employers checking whether a role qualifies and what salary applies

Think of it this way: Appendix Skilled Worker tells you how to qualify. Appendix Skilled Occupations tells you whether your job qualifies.

You need both. A role must appear in Appendix Skilled Occupations, and the applicant must meet the requirements set out in Appendix Skilled Worker.

The Points System: How Appendix Skilled Worker Works

The Skilled Worker visa uses a points-based system. Every applicant must score 70 points to be granted a visa — 50 mandatory points plus 20 salary points.

The 50 mandatory points

These three elements are non-negotiable. You either have them, or you do not:

  1. Sponsorship — 20 points. You must hold a valid Certificate of Sponsorship (CoS) assigned by a Home Office-licensed employer. The CoS must be genuine and not more than 3 months old at the point of application.
  2. Appropriate skill level — 20 points. The role must appear in Appendix Skilled Occupations at the required skill level. From 22 July 2025, this means RQF level 6 or above for new sponsorships (with limited exceptions).
  3. English language — 10 points. From 8 January 2026, new applicants must demonstrate English at CEFR Level B2 or above. This is roughly equivalent to IELTS 5.5–6.0 across all four components. Nationals of majority English-speaking countries are exempt. Applicants with a qualifying degree taught in English are exempt.

The 20 salary points

The salary points are where most of the complexity lies. The 20 salary points are awarded when your salary meets one of the options set out in Appendix Skilled Worker (Options A to K). Each option has a different threshold depending on your circumstances.

Salary Options A to K Explained

Appendix Skilled Worker lists ten salary options. Each represents a different set of circumstances that affects the minimum salary required. Here is what they mean in plain terms:

Option Who it applies to Minimum annual salary Going rate requirement
A Standard — most applicants £41,700 Full going rate
B PhD in a relevant subject £37,500 90% of going rate
C PhD in a STEM subject £33,400 80% of going rate
D Role on the Immigration Salary List (ISL) £33,400 Full going rate for the occupation
E New entrant (under 26, or recent graduate, or postdoctoral researcher) £33,400 70% of going rate
F–J Health and Care Worker route occupations at 25th percentile ASHE rates £25,000–£31,300 Varies by occupation
K Specified health and education roles with national pay scales £25,000 Relevant national pay scale rate

But here is where most people get confused: meeting the option threshold alone is not enough. You must also meet the going rate for your specific SOC code occupation — whichever is higher.

For example, if you are applying under Option A and the going rate for your occupation is £48,000, then £41,700 is not sufficient. You must be paid £48,000.

What "going rate" means

The going rate is the occupation-specific salary floor set by the Home Office based on Annual Survey of Hours and Earnings (ASHE) data. It varies by SOC code. It is updated periodically when ASHE data is refreshed.

The going rate exists to prevent employers from undercutting resident workers by paying overseas workers a lower wage. It is a separate requirement from the general £41,700 threshold.

The July 2025 Changes: What Changed and Who Is Affected

From 22 July 2025, Appendix Skilled Worker introduced significant changes to which occupations qualify for new Skilled Worker sponsorship.

The RQF 6 requirement

Before July 2025, some occupations at RQF level 3 to 5 were eligible for Skilled Worker sponsorship. From 22 July 2025, new sponsorships generally require the role to be at RQF level 6 or above (broadly, degree-level or equivalent).This means many roles that previously qualified — particularly in care, some construction trades, and certain technical roles — no longer qualify for new applicants.

Who is not affected

The change does not affect everyone. Workers who held continuous Skilled Worker permission before 22 July 2025 can continue to be sponsored in their existing occupation under Table 1a (the legacy occupation table). They can switch employers, change roles within the same occupation, and extend their visa — without needing to meet the RQF 6 requirement.

The restriction applies to new entrants to those medium-skilled occupations, not to existing sponsored workers already in the route.

The Immigration Salary List exception

Some medium-skilled occupations retained access to new sponsorship via the Immigration Salary List (ISL) under Option D. The ISL provides a discounted salary threshold for shortage occupations. If a role appears on the ISL, Option D may still allow sponsorship even if the occupation is in Table 1a — subject to the ISL remaining in place.

The ISL is reviewed periodically. Occupations can be added or removed. Employers should check the current ISL before recruiting for roles that were previously on the Shortage Occupation List.

The dependant restriction

From 22 July 2025, workers newly sponsored in medium-skilled roles via the ISL or Temporary Shortage List (TSL) cannot bring new dependants to the UK. This is a material restriction for workers in affected occupations who wish to bring family members with them.

The Occupation Tables in Appendix Skilled Occupations

Appendix Skilled Occupations lists the jobs that qualify for the Skilled Worker route. It is organised into tables, each covering a different set of circumstances.

Table 1 — Standard occupations (RQF level 6+)

Table 1 lists the main eligible occupations for new Skilled Worker applications from 22 July 2025 onwards. These are degree-level or above roles. For each occupation, Table 1 shows the SOC 2020 code, the occupation title, and the going rate.

The going rate in Table 1 is based on median ASHE data. The hourly floor is £17.13 per hour (based on a standard 37.5-hour week).

Table 1a — Legacy occupations (RQF level 3–5)

Table 1a covers medium-skilled occupations that were eligible before 22 July 2025. New entrants from outside the UK can no longer be sponsored in Table 1a occupations unless an ISL or TSL exception applies. Workers already sponsored in these occupations before the cutoff can continue under Table 1a.

Table 2 — Health and Care Worker route occupations

Table 2 covers occupations on the Health and Care Worker visa route. Going rates here are based on the 25th percentile ASHE data rather than the median, reflecting the structure of NHS pay scales. The hourly floor is £12.82.Options F to J apply to Table 2 occupations, with salary thresholds ranging from £25,000 to £31,300 depending on the specific occupation and option used.

Other tables

Appendix Skilled Occupations also includes additional tables for national pay scale occupations (teachers, NHS bands) and specified health roles. For these occupations, Option K applies, and the relevant national pay scale rate is the benchmark rather than an ASHE-derived going rate.

How to Check If Your Job Is Eligible

Whether you are an employer or an applicant, checking eligibility follows the same steps.

  1. Identify the SOC 2020 code. Every occupation has a Standard Occupational Classification code. The Home Office uses SOC 2020. You can look up SOC codes using the ONS SOC 2020 coding tool or the CASCOT online tool. Be aware that job titles do not map 1:1 to SOC codes — use the task descriptions, not just the title.
  2. Check whether the SOC code appears in Appendix Skilled Occupations. Search the current published version of Appendix Skilled Occupations for your SOC code. If it appears in Table 1, it is eligible for new sponsorships. If it is only in Table 1a, new entrants cannot be sponsored unless an ISL or TSL exception applies.
  3. Check the going rate for the occupation. The going rate is listed alongside each SOC code in the table. This is the minimum salary for that specific occupation — separate from the general £41,700 threshold.
  4. Determine which salary option applies. Is the applicant a new entrant? Do they hold a relevant PhD? Is the role on the ISL? Identify which of Options A to K produces the lowest qualifying salary for the applicant's circumstances.
  5. Apply the higher of the two. The required salary is whichever is higher — the option threshold or the going rate. That is the minimum the Certificate of Sponsorship must state.

SponsoredJobs cross-references every listing against Appendix Skilled Occupations daily. Every Skilled Worker visa job on the site has been verified against the current occupation tables and the going rate threshold.

Going Rate vs General Salary Threshold: the Difference

This is the single most common misunderstanding in Skilled Worker visa eligibility checks.

The general salary threshold (£41,700 for Option A) is a floor that applies across all occupations. It is the minimum regardless of what job you are doing.

The going rate is occupation-specific. It is derived from ASHE survey data and reflects what workers in that specific occupation are typically paid in the UK. It varies significantly by role — from around £26,000 for some health and care occupations to over £60,000 for some specialist roles.

You must meet both. In practice, for many professional and specialist occupations, the going rate is higher than £41,700 — so the going rate is the binding constraint, not the general threshold.

For health and care occupations on Table 2, the going rate can be below £41,700. This is why the Health and Care Worker visa route exists — the lower general threshold (from £25,000) reflects the NHS pay structure while still requiring employers to pay the occupation going rate.

Pro-Rata Salary: How It Works

Appendix Skilled Worker sets salary requirements on an annual basis, but some sponsored workers work part-time or irregular hours. The rules address this through pro-rata calculation.

The basic rule: if a worker is employed for fewer than 37.5 hours per week (the standard full-time equivalent), their salary is assessed against an hourly rate floor rather than the annual figure.

For Table 1 occupations, the hourly floor is £17.13. For Table 2 occupations, it is £12.82 per hour. A worker on 30 hours per week in a Table 1 occupation must earn at least 30 × £17.13 × 52 = £26,722 per year. But they must also meet the going rate for their occupation, calculated at that hourly rate. The sponsor must ensure both the hourly floor and the occupation's going rate (pro-rated to their hours) are met.

This matters particularly in health and social care, where part-time working is common. A nurse working 24 hours per week is not exempt from the going rate — the rate is simply calculated on their actual hours.

Appendix Skilled Worker and Settlement (ILR)

Appendix Skilled Worker also governs the requirements for Indefinite Leave to Remain (ILR) — permanent residency — after working in the UK on a Skilled Worker visa.

The 5-year rule

After 5 continuous years of lawful residence in the UK on a qualifying visa (Skilled Worker time counts in full), a person can apply for ILR. The 5 years do not need to be solely on Skilled Worker permission — certain other visa categories also count toward the qualifying period.

Salary requirement at settlement

At the time of the ILR application, the applicant must still meet the salary requirements of their current visa. For most Skilled Workers, this means earning at least £41,700 or the going rate for their occupation, whichever is higher.

The salary must be paid for the 3 months preceding the ILR application. It is not enough to have earned the qualifying salary at the start of the visa and then accepted a pay cut.

English language at settlement

From 26 March 2027, ILR applicants who have not already demonstrated B2 English proficiency as part of their visa application will need to do so at the ILR stage. Applicants who already provided B2 evidence as part of an entry clearance or extension application made after 8 January 2026 will not need to provide it again.

Continuous residence

The 5-year continuous residence requirement means not being absent from the UK for more than 180 days in any 12-month period during the qualifying period. Absences that exceed 180 days in a year break continuous residence and can delay eligibility for ILR.

What Appendix Skilled Worker Means for Employers

For employers holding a sponsor licence, Appendix Skilled Worker governs almost every decision regarding Skilled Worker recruitment.

Assigning a Certificate of Sponsorship

When assigning a CoS, the sponsor must confirm that the role meets the occupation eligibility (Appendix Skilled Occupations) and that the salary meets the applicable option threshold and going rate (Appendix Skilled Worker). Incorrectly assigning a CoS is a compliance breach that can affect the sponsor licence rating.

SOC code accuracy

The SOC code on the CoS must accurately reflect the job duties—not just the job title. If a Home Office compliance visit finds that the actual duties do not match the stated SOC code, this may constitute a breach. Sponsors should document the job duties that support their SOC code selection and retain that documentation on the worker's file.

Salary changes during employment

If a sponsored worker's salary falls below the going rate for their occupation during their sponsorship period — for example, due to unpaid leave, reduced hours, or a renegotiated package — the sponsor must report this via the Sponsor Management System and assess whether the salary still meets the threshold. A sustained breach of the salary requirement is reportable and can affect licence compliance.

The July 2025 changes and your existing workforce

Employers who sponsor workers in Table 1a occupations should audit their workforce. Workers sponsored before 22 July 2025 in those occupations retain their eligibility — but new hires into the same roles may not. If you are planning to recruit into a medium-skilled role, check whether the occupation now falls in Table 1a only and whether an ISL or TSL exception applies before assigning a CoS.

If your organisation sponsors workers across multiple occupations, a periodic review of Appendix Skilled Occupations is advisable — occupation tables are updated when ASHE data is revised and when shortage designations change. Register as an employer on SponsoredJobs to list verified sponsored roles directly to candidates who understand the route.

Worked Examples: Applying Appendix Skilled Worker

The rules are clearest when applied to real scenarios. Here are three examples showing how Appendix Skilled Worker works in practice.

Example 1: Software engineer, standard application

The role: Backend software engineer. The employer has identified the SOC 2020 code as 2135 (IT Business Analysts, Architects and Systems Designers). The role appears in Table 1 of Appendix Skilled Occupations.

The applicant: No PhD. Not a new entrant. No ISL designation for this SOC code.

Applicable option: Option A — the standard route. Minimum salary £41,700 per year.

Going rate check: The going rate for SOC 2020 code 2135 is above £41,700. The employer must pay at least the going rate — not just £41,700.

Result: Option A applies. The employer must pay the higher of £41,700 or the occupation going rate. The applicant needs a valid CoS, English at B2, and sponsorship from an A-rated sponsor.

Example 2: Nurse, Health and Care Worker route

The role: Registered nurse. SOC 2020 code 2231 (Nurses). The role appears in Table 2 of Appendix Skilled Occupations.

The applicant: A qualified nurse applying from overseas. The employer is an NHS trust with an active sponsor licence and confirmed Certificate of Sponsorship allocation.

Applicable option: Option F, G, H, I, or J, depending on the specific going rate and whether the trust uses national pay scales. For NHS Band 5 nurses, Option K may apply — the going rate is the relevant NHS pay band rate.

Going rate check: The going rate for registered nurses is set at the relevant NHS Band in Table 2. A Band 5 nurse must be paid at least the Band 5 minimum. This is typically above £25,000 and below £41,700, which is why the Health and Care Worker route, with its lower threshold, exists.

Result: The Health and Care Worker visa sub-route applies. The lower salary threshold reflects NHS pay scales. SponsoredJobs verifies CoS availability for NHS roles specifically because many trusts hold a sponsor licence but have exhausted their CoS allocation.

Example 3: Marketing manager, new entrant

The role: Marketing manager. SOC 2020 code 1134 (Advertising and Public Relations Directors). The role appears in Table 1.

The applicant: 24 years old, recently graduated. No PhD. First time applying for a UK work visa.

Applicable option: Option E — new entrant. The applicant is under 26, and this is their first sponsored role. The minimum salary under Option E is £33,400 (70% of the standard going rate).

Going rate check: The going rate for SOC 2020 code 1134 must be checked. If 70% of the going rate is above £33,400, then 70% of the going rate is the binding minimum.

Result: Option E applies. The applicant benefits from the new-entrant discount, which reduces the salary floor. New entrant status applies only to the first permission granted — for any extension, standard Option A rates apply unless another reduction (PhD, ISL) is available.

Timeline of Changes to Appendix Skilled Worker

Appendix Skilled Worker has been amended several times since 2020. Understanding the timeline helps employers and workers assess which rules apply to their specific situation.

December 2020 — Skilled Worker route launched

The Skilled Worker visa replaced Tier 2 (General) on 1 December 2020. The points-based framework was introduced to replace the previous Resident Labour Market Test requirement. Employers no longer need to advertise roles to resident workers before sponsoring overseas candidates.

April 2024 — Salary threshold increase

From 4 April 2024, the general salary threshold for Option A increased from £26,200 to £38,700 and then to £41,700. This was the largest single increase in the route's history. Many sponsored workers in lower-paid roles were affected at the point of extension.

The Shortage Occupation List (SOL) was also abolished on 4 April 2024 and replaced by the Immigration Salary List (ISL). The ISL retained salary discounts for shortage occupations but removed the 20% going-rate discount that the SOL previously provided. Roles on the ISL now receive a reduced general threshold (£33,400 under Option D) but must still meet the full going rate for their occupation.

January 2026 — English language requirement strengthened

From 8 January 2026, new Skilled Worker applicants must demonstrate English at CEFR Level B2. Previously, B1 was sufficient. The change applies to entry clearance and permission to stay applications made on or after that date. Applicants who were granted permission before that date and are extending in the same route are not required to re-demonstrate English unless their previous grant was based on B1 only.

July 2025 — Skill level restriction tightened

The most significant recent change. From 22 July 2025, new sponsorships under the Skilled Worker route must be for an occupation at RQF level 6 or above. Medium-skilled occupations were moved to Table 1a and are no longer available to new applicants without an ISL or TSL exception. The dependant restriction for ISL and TSL workers also came into force on this date.

What to watch for

The Immigration Salary List is under review with a scheduled reassessment by 31 December 2026. Occupations can be added or removed. Employers recruiting into shortage occupations should monitor ISL announcements — a role can be removed from the list, removing the Option D salary discount at renewal.

Appendix Skilled Worker: Sponsor Compliance Obligations

For employers, Appendix Skilled Worker creates a framework of ongoing obligations that extend well beyond the initial CoS assignment. Home Office compliance visits assess whether sponsors are meeting these obligations in practice.

Record keeping

Sponsors must retain a copy of the worker's right to work evidence, a copy of the CoS reference number and assignment details, and records of the salary paid throughout the sponsorship period. These must be held for the duration of employment and for at least two years after employment ends.

The salary records are particularly important. If a worker's pay falls below the going rate — even temporarily — and the sponsor cannot demonstrate that it was a legitimate and permissible reduction, it may be treated as a compliance breach.

Reporting duties

Sponsors must report changes to a sponsored worker's circumstances via the Sponsor Management System (SMS) within defined timeframes:

SOC code changes during employment

If a sponsored worker's role changes significantly during their employment — for example, a promotion that involves materially different duties — the sponsor should assess whether the SOC code still accurately describes the role. If the correct SOC code changes, a new CoS may be required, and the worker may need to apply for a visa update. Allowing a worker to continue in a role under an incorrect SOC code is a compliance risk.

Salary at extension

When a sponsored worker extends their visa, the salary must meet the thresholds in force at the time of the extension application — not the thresholds that applied when the original visa was granted. This caught many employers off guard during the April 2024 threshold increase. Workers who were being paid £30,000 (sufficient under the pre-April 2024 rules) needed salary increases to meet the new £38,700 and then £41,700 thresholds at renewal.

Employers should diarise the expiry dates of sponsored worker visas and review salary levels 6–12 months before renewal to identify any workers who may need a pay increase to remain eligible.

What triggers a compliance visit

The Home Office conducts unannounced compliance visits to sponsors. Common triggers include: worker complaints, tips from third parties, patterns of non-compliance identified from SMS reports, and routine audit activity for sponsors at higher tiers. During a visit, inspectors will review personnel files, payroll records, right-to-work documentation, and the accuracy of SOC codes.

A sponsor found to be in breach of Appendix Skilled Worker requirements can be downgraded from A-rated to B-rated status, suspended, or, in serious cases, have their licence revoked. Revocation results in all sponsored workers receiving curtailment notices with 60 days to find a new sponsor.

For employers looking to list sponsored roles, see employer pricing on SponsoredJobs. Every listing is verified against the Home Office register before going live.

What Counts as Salary: Allowances and Supplements

Appendix Skilled Worker specifies what counts toward the salary threshold and what does not. This is a common source of errors on Certificates of Sponsorship.

What counts toward the threshold

What does not count

A software engineer earning £35,000 base plus a discretionary £8,000 bonus does not meet the Option A £41,700 threshold. The bonus only counts if it is contractually guaranteed and non-discretionary. Sponsors who include non-countable elements to inflate the stated salary are in breach of their sponsor duties.

Salary deductions also matter. Employers cannot make deductions that bring a sponsored worker's pay below the going rate. Repayment of training costs or administrative fees deducted from wages that bring net pay below the threshold is not permissible under the sponsor guidance.

The Immigration Salary List and Option D

The Immigration Salary List (ISL) provides a reduced general salary threshold for occupations the Home Office designates as shortage roles. Roles on the ISL qualify under Option D, reducing the general minimum from £41,700 to £33,400.

Critically, Option D does not reduce the going rate requirement. You must still pay the full occupation going rate. The ISL benefit applies only where the going rate is between £33,400 and £41,700 — in that band, Option D allows sponsorship at the going rate without reaching £41,700.

How the ISL differs from the old Shortage Occupation List

Before April 2024, the Shortage Occupation List (SOL) provided a 20% discount on the going rate itself — reducing both the general threshold and the occupation floor. The ISL abolished that going rate discount. The ISL now only reduces the general threshold from £41,700 to £33,400. For occupations where the going rate already exceeds £41,700, the ISL provides no practical benefit.

The Temporary Shortage List

The Temporary Shortage List (TSL) operates alongside the ISL for occupations facing time-limited shortages. The key difference: workers sponsored in TSL occupations cannot bring new dependants to the UK under the July 2025 rules. This is a significant restriction that employers should communicate clearly to candidates.

The ISL is reviewed periodically and occupations can be added or removed. Before assigning a CoS under Option D, sponsors must confirm the occupation is on the current ISL — not just when the role was advertised.

Common Mistakes With Appendix Skilled Worker

  1. Confusing Appendix Skilled Worker with Appendix Skilled Occupations. One sets the visa rules, the other lists the eligible jobs. Both must be checked.
  2. Using the wrong SOC code. The SOC code must reflect the actual duties, not just the job title. A wrong code can assign an incorrect going rate.
  3. Applying only the general threshold without checking the going rate. The going rate for the specific occupation may be higher than £41,700. Paying £41,700 for a role with a £55,000 going rate is non-compliant.
  4. Including discretionary bonuses in the stated salary. Only guaranteed, contractual pay counts. Discretionary bonuses cannot be used to meet the threshold.
  5. Not reassessing salary requirements at extension. Thresholds changed significantly in April 2024. Workers due to renew should have their salary checked against current requirements 6–12 months before the visa expires.
  6. Assuming Table 1a occupations are available for new hires after July 2025. Medium-skilled occupations in Table 1a are generally not available to new entrants without an ISL or TSL exception.
  7. Missing the SOC code update when a worker's role changes. If duties change materially, the SOC code may need updating and a new CoS may be required.

FAQ: Appendix Skilled Worker

What is the difference between Appendix Skilled Worker and Appendix Skilled Occupations?

Appendix Skilled Worker contains the visa rules — the points requirements, salary options, English language requirements, and settlement criteria. Appendix Skilled Occupations contains the list of eligible jobs with their SOC codes and going rates. You need both: the job must appear in Appendix Skilled Occupations, and the applicant must meet the requirements in Appendix Skilled Worker.

Yes. It is a section of the UK Immigration Rules, which have the force of law. Home Office caseworkers assess applications against its requirements. Decisions can be appealed where the rules have not been correctly applied.

What changed in Appendix Skilled Worker in July 2025?

From 22 July 2025, new Skilled Worker sponsorships generally require the role to be at RQF level 6 or above (degree-level). Medium-skilled occupations at RQF level 3–5 were moved to Table 1a and are no longer available to new applicants unless an ISL or TSL exception applies. Workers already sponsored in those occupations before 22 July 2025 are not affected.

How do I find the going rate for my occupation?

The going rate is listed in Appendix Skilled Occupations alongside your SOC code. You need to know your SOC 2020 code first. Use the ONS CASCOT tool to identify the correct SOC code for your role based on the actual duties, then look up the code in the current version of Appendix Skilled Occupations on GOV.UK.

Can I apply for a Skilled Worker visa if my salary is below £41,700?

In certain circumstances, yes. Options B, C, D, and E allow lower salary thresholds for PhD holders, roles on the Immigration Salary List, and new entrants. Health and Care Worker visa applicants may qualify at salaries from £25,000 under Options F–K. However, you must also meet the going rate for your occupation, which may still be above the option threshold.

What happens if my salary falls below the going rate after I arrive in the UK?

Your sponsor must report the change via the Sponsor Management System. If the salary breach is sustained, it may constitute a compliance failure. In serious cases, the Home Office can curtail the visa. Speak to your sponsor about any proposed salary changes before they take effect.

Does Appendix Skilled Worker cover dependants?

Appendix Skilled Worker includes provisions on dependants. From 22 July 2025, workers newly sponsored in medium-skilled roles via the ISL or TSL cannot bring new dependants to the UK. Workers in standard Table 1 occupations and existing sponsored workers are not subject to this restriction.

How long does a Skilled Worker visa last?

A Skilled Worker visa is granted for the period stated on the Certificate of Sponsorship, plus up to 14 days, to a maximum of 5 years. Extensions can be applied for from inside the UK before the visa expires. The visa is tied to the sponsoring employer — changing jobs requires a new CoS and a visa update.

Can a Skilled Worker visa lead to British citizenship?

Yes, via ILR. After 5 continuous years on a qualifying visa (which can include Skilled Worker time), a person can apply for Indefinite Leave to Remain. After holding ILR for 12 months, they may be eligible to apply for British citizenship, subject to meeting the naturalisation requirements.

Where can I find the current version of Appendix Skilled Worker?

The current version is published on GOV.UK under the Immigration Rules. Search for "Appendix Skilled Worker" on GOV.UK to find the latest version. The document is updated when salary thresholds, skill level requirements, or other provisions change — always check you are reading the current version before making decisions.

What is a new entrant for Appendix Skilled Worker purposes?

A new entrant is someone who is under 26 at the time of application, is in the first 3 years of a graduate-level career (including a postdoctoral position), or is switching from a student or graduate visa. New entrant status allows Option E — a 70% reduction in the going rate, with a minimum salary of £33,400. It applies only to the first grant of Skilled Worker permission; extensions must meet standard rates unless another option applies.

Can I switch from a different visa to a Skilled Worker visa?

Yes, in most cases. You can switch from a student visa, graduate visa, or several other routes to a Skilled Worker visa from inside the UK, provided you have a qualifying job offer and a CoS from a licensed sponsor. Some visa categories do not permit in-country switching — check the Immigration Rules for your current visa category before assuming you can switch without leaving the UK.

Does changing employers affect my Skilled Worker visa?

Yes. A Skilled Worker visa is tied to a specific employer. If you change jobs, your new employer must hold a sponsor licence, assign you a new CoS, and you must apply to update your visa before starting in the new role. Working for an employer not stated on your visa — even briefly — is a breach of your visa conditions.

SponsoredJobs lists roles from verified sponsors actively offering Skilled Worker sponsorship. Browse Skilled Worker jobs from A-rated sponsors.

What is the difference between a Certificate of Sponsorship and a visa?

A Certificate of Sponsorship (CoS) is not a visa. It is a reference number assigned by the employer in the Sponsor Management System that confirms the employer is sponsoring you for a specific role at a specific salary. You use the CoS reference number when you apply for your Skilled Worker visa. The visa is the permission to enter or stay in the UK — it is granted by the Home Office based on your CoS and the requirements in Appendix Skilled Worker.

Can my employer reduce my salary after I receive my Skilled Worker visa?

Your employer can adjust your salary, but any reduction must not take your pay below the going rate for your occupation or the applicable option threshold. If a reduction would breach those floors, the employer must not make it without first obtaining a new CoS reflecting the lower salary and you applying to update your visa. Making an unauthorised salary reduction is a sponsor compliance breach.

Does Appendix Skilled Worker apply to Global Business Mobility visas?

Appendix Skilled Occupations (the eligible jobs list) is used by both the Global Business Mobility and Skilled Worker routes. However, the visa rules in Appendix Skilled Worker are specific to the Skilled Worker visa. The Global Business Mobility route has its own appendix covering its specific requirements, including the senior or specialist worker and graduate trainee sub-routes.

What happens if the Home Office updates Appendix Skilled Worker after I submit my application?

Immigration Rules are assessed against the rules in force at the date of the decision, not the date of application — with some exceptions. If the rules change between your application and your decision, the caseworker will generally apply the rules as of the decision date. This is why it is important to apply promptly once your CoS is assigned and not let applications sit incomplete for extended periods.

Is there a list of all SOC codes eligible under Appendix Skilled Occupations?

Yes — Appendix Skilled Occupations is published in full on GOV.UK. It lists every qualifying SOC code, the occupation title, and the going rate. The document is updated when the Home Office revises occupation eligibility or salary thresholds. Always check the current published version on GOV.UK rather than relying on third-party summaries, which may not reflect the latest changes.

SponsoredJobs lists UK jobs from employers on the Home Office register of licensed sponsors. Every listing is verified against an active sponsor licence, an eligible SOC code in Appendix Skilled Occupations, and the current going-rate salary threshold.

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