UK Skilled Worker Salary Requirements: Complete Guide

Executive Summary

The UK Skilled Worker visa requires you to meet specific salary thresholds that vary by occupation, experience level, and location. As of 2025, the general minimum salary threshold is £25,600, but most applicants need to meet the higher “going rate” for their specific occupation. Understanding these requirements is crucial—salary miscalculations are among the top reasons for visa refusals.

What this means for you: Your salary must meet both the general threshold AND the going rate for your occupation. We’ll break down exactly how to calculate this, including the often-overlooked rules about what counts as salary and common mistakes that lead to refusals.

General Salary Threshold: The Foundation

The UK government sets a general minimum salary threshold of £25,600 for Skilled Worker visa applications. This is your baseline—regardless of your occupation, you must earn at least this amount to be eligible.

How the Threshold Works

Your salary is calculated as your annual gross income before tax and National Insurance deductions. This includes your basic salary plus certain allowances, but excludes overtime, bonuses, and benefits-in-kind.

Real mistake we’ve seen: Applicants including overtime pay in their salary calculations. The Home Office explicitly excludes overtime, even if it’s guaranteed or contractual. This has led to refusals for applications that appeared to meet the threshold on paper.

Part-Time and Reduced Hours

If you work part-time, your salary is pro-rated to a full-time equivalent. For example, if you work 20 hours per week (half-time) and earn £15,000, your full-time equivalent salary would be £30,000, which meets the threshold.

What this means for you: Part-time work doesn’t automatically disqualify you, but the calculation must be accurate. Document your exact working hours clearly in your application.

Regional Considerations

While the general threshold applies nationwide, the “going rate” (discussed below) can vary significantly by region. London-based positions typically command higher salaries, which affects your overall requirement.

Optional—but strongly recommended by AVID experts: Research salary benchmarks in your specific location using government resources and industry surveys. This helps ensure your salary offer is competitive and meets requirements.

Going Rate Requirements: The Higher Bar

The going rate is the minimum salary for your specific occupation, as determined by the Home Office. In most cases, this is higher than the general threshold and becomes your actual minimum requirement.

Understanding SOC Codes

Every occupation has a Standard Occupational Classification (SOC) code that determines its going rate. The Home Office publishes detailed appendices listing these codes and their corresponding salary requirements.

Real mistake we’ve seen: Applicants selecting the wrong SOC code to get a lower salary requirement. The Home Office scrutinizes job descriptions against SOC codes, and mismatches lead to refusals. Choose the code that most accurately reflects your actual duties, not your job title.

How Going Rates Are Calculated

Going rates are based on the 25th percentile of salaries for each occupation, updated annually using Office for National Statistics data. This ensures that visa holders are paid fairly compared to UK workers in similar roles.

What this means for you: Your employer cannot simply offer the minimum wage for any job. They must pay at least the going rate for your specific occupation, which reflects market conditions.

Industry-Specific Variations

Different industries have varying going rates even for similar roles. For example, a software developer in financial services typically has a higher going rate than one in the public sector.

If you’re applying from India or Nigeria: These countries have high refusal rates partly due to salary-related issues. Ensure your salary is well above the minimum threshold—aim for at least 10-15% higher to demonstrate genuine market-rate employment.

Occupation Code Matching

Your job description must align with your chosen SOC code. The Home Office checks for consistency between your stated duties and the code’s definition.

Optional—but strongly recommended by AVID experts: Review multiple SOC codes if your role spans different areas. Choose the one that best matches your primary responsibilities, and ensure your employer’s job description uses similar language to the SOC code definition.

Salary Calculation Rules: What Counts and What Doesn’t

Understanding exactly what counts toward your salary requirement is crucial. The rules are specific and strictly enforced.

Gross Salary Calculation

Your salary is calculated as gross annual income before deductions. This includes:

• Basic salary
• Guaranteed allowances (housing, travel, etc.)
• Location-based supplements
• Shift allowances (if guaranteed)

What this means for you: Only guaranteed, regular payments count. Variable payments like bonuses, commission, or overtime are excluded, even if they’re substantial.

What’s Excluded

The Home Office excludes several types of compensation:

• Overtime pay (even if contractual)
• Bonuses and commission
• Benefits-in-kind (company car, private health insurance)
• Pension contributions
• One-off payments or allowances

Real mistake we’ve seen: An applicant included a £5,000 annual bonus in their salary calculation, pushing them just over the threshold. The Home Office excluded this, leading to a refusal. Always base calculations on guaranteed salary only.

Benefits and Allowances

While benefits-in-kind don’t count, certain cash allowances do if they’re guaranteed and regular. Housing allowances, for example, count if paid as cash, but not if provided as accommodation.

Optional—but strongly recommended by AVID experts: Ask your employer to structure guaranteed allowances as salary increases where possible. This ensures they count toward your threshold while potentially offering tax advantages.

Part-Time Calculations

For part-time workers, the Home Office pro-rates your salary to a full-time equivalent based on 39 hours per week (their standard full-time definition).

What this means for you: If you work 30 hours per week earning £20,000, your full-time equivalent is £26,000 (20,000 × 39 ÷ 30), which meets the general threshold.

Reduced Salary Scenarios: Exceptions and Special Cases

Certain applicants can meet lower salary thresholds based on their circumstances or qualifications.

New Entrants

New entrants to the UK job market can use a reduced threshold of £20,480 (70% of the general threshold). This applies to:

• Recent graduates (PhD, Master’s, or Bachelor’s)
• Skilled Worker visa holders switching jobs within their first four years
• Those under 26 years old

What this means for you: New entrant status can significantly reduce your salary requirement, but you must meet specific criteria and provide evidence of your qualification or status.

Shortage Occupations

Certain occupations on the government’s shortage occupation list have reduced salary requirements (typically 80% of the going rate). These are jobs where the UK has identified skills shortages.

Real mistake we’ve seen: Applicants assuming their job is on the shortage list without checking the current version. The list changes regularly, and positions can be added or removed. Always verify using the most recent government publication.

PhD Holders

If your job is related to your PhD qualification, you may qualify for reduced salary thresholds:

• £20,480 if the job relates to your PhD subject
• £18,500 if the job relates to your PhD in a STEM subject

If you’re applying from countries with high refusal rates: Use any available reduced threshold you qualify for, but ensure your evidence is comprehensive. Include degree certificates, transcripts, and clear explanations of how your qualification relates to your job.

Calculation Examples

Let’s consider a software developer with a PhD in Computer Science:

• General threshold: £25,600
• Going rate for software developer: £35,000
• PhD-related STEM reduction: £18,500
• Required salary: £35,000 (the highest of the three)

Optional—but strongly recommended by AVID experts: Even if you qualify for reduced thresholds, aim for the full going rate where possible. This strengthens your application and demonstrates genuine market-rate employment.

Regional and Sector Variations

Salary requirements can vary significantly based on location and industry sector.

London Weighting

While there’s no formal London weighting for visa purposes, going rates for London-based positions are typically higher due to market conditions. This is reflected in the SOC code salary data.

What this means for you: A London job offer should naturally command a higher salary, which helps meet visa requirements but also reflects the higher cost of living.

Healthcare Sector Exceptions

The healthcare sector has specific provisions, particularly for NHS employees. Some healthcare positions may have different salary calculations or exemptions.

If you’re applying from the Philippines: Many healthcare workers from the Philippines successfully obtain visas through NHS opportunities. Ensure you understand sector-specific requirements and work with your NHS trust’s immigration team.

Education Sector Considerations

Teachers and education professionals have specific salary structures that align with standard pay scales. The going rate calculations consider these structured pay systems.

Optional—but strongly recommended by AVID experts: If you’re in education, align your salary with standard UK pay scales (like the Teachers’ Pay Range). This demonstrates understanding of UK employment norms and strengthens your application.

Compliance and Monitoring

Meeting salary requirements isn’t just about your initial application—you must maintain compliance throughout your visa period.

Ongoing Obligations

Your employer must continue paying at least the required salary throughout your employment. Salary reductions below the threshold can affect future visa applications or extensions.

Real mistake we’ve seen: An applicant received a visa based on a £30,000 salary, but their employer reduced it to £24,000 during a company restructure. This created complications for their visa extension and required additional documentation to explain the circumstances.

Annual Reviews

The Home Office updates going rates annually, typically in April. While this doesn’t affect existing visa holders immediately, it impacts extensions and new applications.
What this means for you: Stay informed about salary requirement changes, especially if you’re planning to extend your visa or change jobs. Budget for potential salary increases to maintain compliance.