Key Takeaways
Legal Framework for the Skilled Worker Visa
Appendix Skilled Worker outlines the legal requirements that applicants must meet to qualify for a Skilled Worker visa and to obtain sponsorship from a licensed employer in the UK. It provides the formal criteria used by the Home Office to assess eligibility, including sponsorship conditions, job suitability, and salary requirements.
Salary Requirements and the Going Rate
To qualify for a Skilled Worker visa, the salary offered must satisfy two key conditions. It must meet the minimum cash salary threshold set by the Immigration Rules, and it must also meet or exceed the “going rate” for the specific occupation. Both of these salary benchmarks must be met to ensure compliance with the visa requirements.
Using ISL, TSL, or Transitional Salary Tables
Some applicants may rely on concessions linked to the Immigration Salary List (ISL), Temporary Shortage List (TSL), or other transitional salary arrangements. However, applicants and sponsors must be able to provide clear evidence that they are eligible to rely on these provisions and that the qualifying conditions continue to apply throughout the sponsorship period.
Changes to Immigration Rules and Salary Tables
The UK Immigration Rules and the associated salary tables are subject to change. The Home Office, through UK Visas and Immigration (UKVI), normally applies the version of the rules that is in force at the time a decision is made. In certain situations, transitional provisions may apply, but applicants should always be aware that updated rules can affect their case.
Importance of Correct SOC 2020 Coding
Selecting the correct Standard Occupational Classification (SOC 2020) code for a sponsored role is essential. If an incorrect code is used, it may raise concerns about whether the job is genuine. Such issues can lead to further scrutiny from UKVI and, in some cases, trigger compliance action against the sponsoring employer.
Appendix Skilled Worker sets out the official rules governing how overseas professionals can be sponsored for a Skilled Worker visa. This visa route is the main pathway for international workers who wish to live and work in the United Kingdom with the support of a licensed employer.
Applicants for a Skilled Worker visa must demonstrate in their application that they meet the requirements specified in Appendix Skilled Worker. These rules outline the conditions an individual must satisfy in order to be granted permission to work in the UK under this immigration category.
The appendix explains the criteria related to validity, suitability, and eligibility. It details the standards applicants must meet, the responsibilities of sponsoring employers, and the conditions under which dependants may accompany or join the main visa holder. In addition, it sets out the requirements that sponsored workers must fulfil if they later wish to apply for Indefinite Leave to Remain (ILR), which allows individuals to settle permanently in the UK.
However, the provisions contained in Appendix Skilled Worker can sometimes be complex and difficult to interpret correctly. Misunderstanding the rules, providing incomplete information, or overlooking key requirements can lead to unnecessary delays in processing or even the refusal of a visa application.
This guide provides a detailed overview of Appendix Skilled Worker within the UK Immigration Rules. It explains the key requirements for applying for a Skilled Worker visa and highlights practical steps that both employers and applicants can take to avoid common mistakes during the application process.
Section A: What is Appendix Skilled Worker?
Appendix Skilled Worker is a section of the UK Immigration Rules that sets out the criteria individuals must meet in order to qualify for a Skilled Worker visa. This visa route is the primary pathway for overseas professionals who wish to work in the United Kingdom.
The Skilled Worker visa operates as a sponsored immigration route. This means that applicants must have a confirmed job offer from a UK employer that holds a valid sponsor licence. The role offered must meet the required skill level and salary thresholds defined in the immigration rules.
From 22 July 2025, most new sponsorships require the job to be at Regulated Qualifications Framework (RQF) level 6 or above. Positions below degree level, specifically those between RQF levels 3 and 5, can only be sponsored if the occupation code appears on the Immigration Salary List or the Temporary Shortage List. In some cases, specific transitional provisions may also allow these roles to remain eligible for sponsorship.
There are also transitional protections for certain applicants whose Skilled Worker permission was granted before 22 July 2025 or 4 April 2024, depending on the relevant rule table applied. Because of these variations, it is important for both UK employers sponsoring international workers and visa applicants themselves to clearly understand the requirements outlined in Appendix Skilled Worker.
1. Role of Appendix Skilled Worker
Appendix Skilled Worker applies to all skilled migrant workers who are applying to work in the UK under the Skilled Worker visa route.
This visa category is designed for individuals who have received a qualifying job offer in an eligible skilled occupation from a UK employer approved by the Home Office as a licensed sponsor. In addition to the job offer itself, applicants must satisfy specific conditions relating to the type of role, salary level, and other eligibility criteria set out in the immigration rules.
For new hires after 22 July 2025, the job offer must normally be for a role classified at RQF level 6 or higher. However, some roles at RQF levels 3 to 5 may still qualify if the occupation code appears on the Immigration Salary List or the Temporary Shortage List, or where relevant transitional provisions apply. In certain circumstances, some occupation codes remain protected for workers who were granted Skilled Worker permission before 22 July 2025 and who have maintained continuous permission since that date. Separate transitional tables also preserve specific pre-4 April 2024 occupation codes until 4 April 2030.
Employers in the UK who wish to recruit skilled workers from overseas must hold a valid sponsor licence issued by the Home Office. They must also ensure that both the sponsorship obligations and the visa requirements are fully met in order to lawfully sponsor an overseas worker.
From 22 July 2025, additional restrictions apply to workers newly sponsored in medium-skilled roles at RQF levels 3 to 5 under the Immigration Salary List or the Temporary Shortage List. In most cases, these workers will not be able to bring new dependants with them to the UK. However, limited exceptions may apply for individuals who were already working in the UK under the Skilled Worker route before this date and who remain eligible under the transitional rules.
The Skilled Worker route is available only when the worker, the job role, the salary offered, and the sponsoring employer all meet the required criteria at the time the Certificate of Sponsorship (CoS) is assigned.
The key to a successful application lies in careful preparation. Eligibility should first be checked against the current immigration rules, after which a clear and well-organised application package should be prepared, supported by consistent documentary evidence that demonstrates compliance with the requirements.
Section B: What Does Appendix Skilled Worker Contain?
Appendix Skilled Worker is structured into several key sections that outline the requirements applicants must meet in order to obtain entry clearance or permission to stay in the UK under the Skilled Worker route. These sections cover validity requirements, suitability requirements, and eligibility requirements. All applications are assessed by UK Visas and Immigration (UKVI), the Home Office department responsible for managing the UK’s visa and immigration system.
In addition to these core requirements, Appendix Skilled Worker also includes provisions relating to settlement in the UK, known as Indefinite Leave to Remain (ILR), and the rules governing dependants who wish to accompany or later join the main visa holder.
1. Skilled Worker Visa Validity Requirements
Anyone applying for entry clearance or permission to remain in the UK as a Skilled Worker must submit their application online through the official GOV.UK website using the Skilled Worker visa form.
Applicants who apply for permission to stay must already be in the UK on the date of application. However, they cannot currently hold, or most recently have held, permission under certain visa categories. These include the Visitor visa, Short-term Student visa, Parent of a Child Student visa, Seasonal Worker visa, Domestic Worker in a Private Household visa, or permission granted outside the Immigration Rules.
To be considered valid, an application must meet the following requirements.
The applicant must be at least 18 years old at the time of application.
The relevant visa application fee and the Immigration Health Surcharge must be paid.
The applicant must provide biometric information. Applicants applying from outside the UK may need to attend a visa application centre overseas to provide fingerprints and a facial photograph. Applicants applying from within the UK usually provide biometrics through UK Visa and Citizenship Application Services (UKVCAS).
A valid passport or other travel document must be provided to confirm the applicant’s identity and nationality. In some cases, applicants may be able to verify their identity using the UK Immigration: ID Check mobile app instead of attending an appointment.
The applicant must have a valid Certificate of Sponsorship (CoS) issued by their UK sponsor no more than three months before the date of application. The job start date listed on the CoS must be no more than three months after the date of application. The CoS is issued electronically and includes a unique reference number.
In addition, applicants who have received funding from a government or international scholarship agency within the 12 months before applying, covering both tuition fees and living costs for study in the UK, must provide written consent from that government or agency before submitting their visa application.
Applications for permission to stay can only be made while the applicant is physically present in the UK. As noted earlier, applicants cannot apply if their most recent immigration permission was under one of the restricted visa categories listed above.
Applications that fail to meet these validity requirements may be rejected as invalid.
2. Skilled Worker Visa Suitability Requirements
Suitability requirements apply to all UK immigration routes and must be satisfied alongside the validity and eligibility criteria. Applicants must not fall under the grounds for refusal set out in Part 9 of the Immigration Rules.
These grounds include situations where the applicant is subject to a deportation or exclusion order, or where they have been convicted of a criminal offence in the UK or overseas that resulted in a custodial sentence of 12 months or more. Refusal may also apply where the applicant has committed offences that caused serious harm.
In some cases, multiple refusal grounds may apply. For example, an applicant who has recently served a significant custodial sentence and whose presence in the UK is considered not conducive to the public good may face refusal based on both criminal conduct and character concerns.
Applicants seeking permission to remain in the UK must also not be on immigration bail or in breach of immigration laws. An exception may apply under paragraph 39E of the Immigration Rules, which allows a short grace period of up to 14 days for overstaying if there was a valid reason beyond the applicant’s control that prevented them from submitting their application on time.
3. Skilled Worker Visa Eligibility Requirements
Under the Skilled Worker route, applicants must meet specific eligibility criteria that operate through a points-based system. To qualify for the visa, applicants must score at least 70 points in total.
This total consists of 50 mandatory points and 20 tradeable points. The tradeable points for salary or other factors can only be counted once the mandatory points for sponsorship, skill level, and English language ability have been met.
Points are awarded as follows.
a. Sponsorship – 20 Mandatory Points
Applicants must have a genuine job offer for a role within an eligible skilled occupation from a UK employer that holds a valid sponsor licence. The job must meet the requirements of the National Minimum Wage and Working Time Regulations.
The sponsoring employer must issue the applicant with a valid Certificate of Sponsorship (CoS). The immigration caseworker assessing the application must be satisfied that the job is genuine and not created solely to facilitate immigration.
The role must not involve hiring the worker out to a third party who is not the sponsor, nor should it consist primarily of contract work for another organisation. In addition, the sponsor must pay the Immigration Skills Charge where required. This charge is typically payable for each Skilled Worker CoS issued for employment lasting more than six months.
b. Job at the Required Skill Level – 20 Mandatory Points
From 22 July 2025, most new Skilled Worker sponsorships require the role to be at Regulated Qualifications Framework (RQF) level 6 or higher.
Roles at RQF levels 3 to 5 can only be sponsored if the occupation code appears on the Immigration Salary List or the Temporary Shortage List. They may also qualify if the worker was first sponsored in the same occupation code before 22 July 2025 and is extending their visa or changing jobs within that same code.
Sponsors must select an occupation code that accurately reflects the duties and salary of the role. When reviewing an application, the UKVI caseworker will consider whether the job is genuine, whether the applicant has the necessary qualifications and experience, and whether the sponsor has a history of complying with immigration rules, including paying sponsored workers correctly.
c. English Language – 10 Mandatory Points
Applicants must demonstrate English language ability at level B1 (intermediate) in reading, writing, speaking, and listening according to the Common European Framework of Reference for Languages. The acceptable methods for meeting this requirement are set out in Appendix English Language of the Immigration Rules.
d. Tradeable Points – 20 Points
Applicants must score 20 additional points through one of the available tradeable options listed under Options A to K in the immigration rules.
One common way to obtain these points is by meeting the required salary level. For example, an applicant can score 20 points if their salary equals or exceeds the higher of the relevant minimum salary threshold or the going rate for the applicable occupation code.
For Options A to E, the going-rate calculation is based on the higher of the occupation’s median Annual Survey of Hours and Earnings (ASHE) rate or £17.13 per hour, calculated on a 37.5-hour working week. In these cases, the salary must also reach at least £17.13 per hour, and no more than 48 working hours per week can be counted toward the salary calculation.
Options F to K follow different rules and are not subject to the £17.13 hourly minimum requirement. These options may include factors such as relevant academic qualifications, including a PhD related to the role.
| Option |
Applicable to |
Minimum salary requirement from 22 July 2025 |
Points |
| A |
Standard Skilled Worker (no discounts) |
£41,700 and 100% of the standard going rate. Hourly pay must also reach £17.13 (max 48 hrs/wk). |
20 |
| B |
Relevant PhD (non-STEM) |
£37,500 and 90% of the standard going rate. Hourly floor £17.13 applies. |
20 |
| C |
STEM PhD |
£33,400 and 80% of the standard going rate. Hourly floor £17.13 applies. |
20 |
| D |
Job on the Immigration Salary List (ISL) |
£33,400 and 100% of the standard going rate. Hourly floor £17.13 applies. No other discounts can be combined. * |
20 |
| E |
New entrant (early-career) |
£33,400 and 70% of the standard going rate. Hourly floor £17.13 applies. |
20 |
| F |
Health & Care ASHE job or continuing employment – standard rate |
£31,300 and 100% of the lower going rate. |
20 |
| G |
Health & Care ASHE job or continuing employment – relevant PhD (non-STEM) |
£28,200 and 90% of the lower going rate. |
20 |
| H |
Health & Care ASHE job or continuing employment – STEM PhD |
£25,000 and 80% of the lower going rate. |
20 |
| I |
Health & Care ASHE job or continuing employment – ISL role |
£25,000 and 100% of the lower going rate. No extra discounts allowed. * |
20 |
| J |
Health & Care ASHE job or continuing employment – new entrant |
£25,000 and 70% of the lower going rate. |
20 |
| K |
Listed health or education occupation |
£25,000 and 100% of the going rate or the relevant national payscale rate. |
20 |
In addition to the points-based criteria, applicants for a Skilled Worker visa may need to meet several other eligibility requirements:
a. Financial Requirement
Applicants applying for entry clearance or leave to remain who have been in the UK for less than 12 months must show they have held at least £1,270 for 28 consecutive days, as detailed in Appendix Finance. Alternatively, the UK sponsor can certify that they will maintain and accommodate the applicant for the first month of employment to an equivalent amount. Applicants who have been in the UK for 12 months or longer automatically meet this financial requirement.
b. Criminal Records Certificate
Applicants applying from overseas for certain roles, such as in health or education, must provide a criminal records certificate from any country where they have spent 12 months or more after turning 18, whether continuously or cumulatively, within the 10 years prior to application.
c. Tuberculosis Certificate
Applicants applying from a country listed under the UK’s tuberculosis screening requirements must provide a valid medical certificate, as set out in Appendix T. This certificate confirms that they have been screened for active pulmonary tuberculosis and do not have the disease.
d. Academic Technology Approval Scheme (ATAS) Certificate
If the role involves PhD-level research in a relevant subject and the sponsor is also a licensed student sponsor, the applicant must provide a valid ATAS certificate. The sponsor should indicate whether the ATAS requirement applies when assigning the Certificate of Sponsorship (CoS).
Appendix Skilled Worker is the framework used by UKVI caseworkers to assess Skilled Worker visa applications. It is useful for applicants and sponsors to structure supporting evidence according to the relevant headings in the appendix. Each requirement should be carefully reviewed and verified, ensuring that the application clearly demonstrates compliance with all criteria. This approach helps create a comprehensive submission that reduces the risk of errors or delays.
Section C: Skilled Worker ILR Requirements
The Skilled Worker visa provides a pathway to settlement in the UK. Eligible individuals who meet the relevant requirements can apply for Indefinite Leave to Remain (ILR), allowing them to live and work in the UK without time restrictions.
Applications for settlement are submitted online through the UK government’s Skilled Worker settlement pages. Detailed guidance, including the use of form SET(O), is available on GOV.UK.
To qualify for settlement, applicants must satisfy validity, suitability, and eligibility requirements. Most importantly, they must have completed a qualifying period of five years in the UK under eligible routes and meet the following criteria:
Continuous Residence Requirement
Applicants must have lived in the UK for five years on eligible visa routes, including Skilled Worker, Global Talent, Scale-up, T2 Minister of Religion, International Sportsperson, Representative of an Overseas Business, or Tier 1 (excluding Graduate Entrepreneur).
Knowledge of Life in the UK
Applicants must pass the Life in the UK test, as outlined in Appendix KOL UK.
Sponsorship and Salary Requirements
The sponsoring employer must confirm that there is an ongoing need for the role and that the salary meets at least the relevant settlement threshold or the full going rate, whichever is higher. From 22 July 2025, the settlement salary requirement for most RQF level 6 and above roles is £41,700 or the relevant going rate. For Health and Care roles and certain listed education or health positions, the thresholds are £31,300, £28,200, or £25,000 as specified in the settlement table.
Validity and Suitability
Applicants must continue to meet the grounds of validity and suitability, including compliance with Part 9 of the Immigration Rules, and must not be in breach of immigration laws, except where paragraph 39E applies as a limited overstay disregard.
Settlement is not automatic for Skilled Worker visa holders. While the route provides a path to ILR, applicants must meet all ILR requirements and submit a separate application.
ILR applications are closely scrutinised, with salary often being a key risk area. Eligibility depends on meeting the required settlement salary at the time of application. UKVI compares the applicant’s pay against the live ILR tables and the full going rate, applying whichever is higher. This may require a pay increase if current earnings fall short. Sponsors are advised to audit pay and working hours at least six months before ILR eligibility to prevent shortfalls caused by salary increments, reduced hours, or extended leave.
UKVI also verifies the sponsor’s confirmation of ongoing need for the role. Supporting documentation such as organisational charts, payroll, and HR records should align with the role, SOC code, and salary level. Continuous residence is assessed carefully, and any absences—including unpaid leave or extended overseas assignments—must be properly recorded and explained.
Section D: Skilled Worker Visa Dependants
Under the Skilled Worker route, a partner and any children may apply to join the main visa holder or remain in the UK as dependants, provided they meet the eligibility requirements.
Some Skilled Worker visa holders are not eligible to bring dependants. This includes care workers in SOC codes 6135/6136 applying under the Health and Care Worker route after 11 March 2024. From 22 July 2025, individuals newly sponsored in medium-skilled roles (RQF 3–5) on the Immigration Salary List (ISL) or Temporary Shortage List (TSL) cannot bring new dependants. Family members who already held dependant permission before this date may be able to extend their stay if they remain eligible under the rules.
Other Skilled Worker roles, including Health and Care positions at RQF level 6 or above, continue to allow dependants.
Who Qualifies as a Dependant?
Dependants include:
-
A husband, wife, civil partner, or unmarried partner
-
A child under 18, including children born in the UK during the visa holder’s stay
-
A child over 18 who is already in the UK as the visa holder’s dependant
Eligibility Requirements for Dependants
Applicants must meet the validity, suitability, and eligibility requirements outlined in Appendix Skilled Worker. This includes:
-
Relationship and financial requirements for partner and child applicants
-
Age and care requirements for child applicants
-
Criminal record certificate requirement for partner applicants
Once approved, a dependant’s visa is generally granted for the same duration as the primary visa holder’s leave.
Dependant rules have become stricter, so eligibility should be confirmed before submitting any applications. Where dependants are allowed and meet the requirements, employers are advised to provide practical support with the application process. This helps prevent delays or refusals that could affect the primary visa holder’s work and settlement plans.
Section E: Summary
Appendix Skilled Worker outlines the rules that both sponsors and applicants must follow when applying for a Skilled Worker visa. From 22 July 2025, most new grants require roles at RQF level 6 or above, with limited exceptions for ISL or TSL roles and defined transitional cases.
Salary is assessed against Options A–K. For Options A–E, pay must meet the higher of the occupation’s median ASHE rate or £17.13 per hour based on a 37.5-hour week, and satisfy the relevant cash threshold. For Health and Care roles, the lower going-rate tables and corresponding cash floors apply.
Certificates of Sponsorship (CoS) should be assigned no more than three months before application, and the job start date must fall within three months after the application. Evidence must be complete and consistent across the CoS, employment contract, pay records, and application forms. From 22 July 2025, new sponsorships in RQF 3–5 ISL or TSL roles do not allow new dependants, although legacy dependant grants may continue where eligible.
Settlement remains available after five continuous years, provided the sponsor confirms ongoing need for the role and the salary meets or exceeds the settlement cash floor or full going rate. Applicants must also meet the Life in the UK and continuous residence requirements. Always follow the live Immigration Rules and salary tables at the time of application to avoid unnecessary refusals.
Section F: Need Assistance?
We are specialist UK immigration lawyers with extensive experience advising both employers and skilled workers on the Skilled Worker route. Our expertise covers sponsorship, compliance, and all aspects of visa applications.
Our team supports employers with sponsor licence applications, renewals, and ongoing management, while assisting individuals with Skilled Worker visa applications, extensions, and settlement.
For tailored guidance on meeting the latest requirements under Appendix Skilled Worker—or to ensure your sponsorship and recruitment processes remain fully compliant with the Immigration Rules—contact us for expert advice and practical support.
Section G: Appendix Skilled Worker FAQs
What is Appendix Skilled Worker?
It is the section of the UK Immigration Rules that sets out the validity, suitability, and eligibility requirements for obtaining, extending, or settling on a Skilled Worker visa. It should be read alongside Appendix Skilled Occupations, Appendix English Language, and Appendix Finance.
Which jobs qualify after the July 2025 skill changes?
New sponsorship generally requires roles at RQF level 6 or above. Sub-degree roles (RQF 3–5) are limited to positions on the Immigration Salary List (ISL) or Temporary Shortage List (TSL), or specific transitional cases where continuous permission and the relevant table rules apply.
How do I find the right SOC code and going rate?
Use the ONS/CASCOT occupation coding tool together with Appendix Skilled Occupations to identify the closest SOC 2020 code and associated pay rate.
What are Options A–K?
These are the salary tradeable-point bands. Options A–E cover most graduate-level roles. Options F–J apply to Health and Care ASHE codes. Option K applies to listed health or education occupations paid at £25,000 and 100% of the going rate or an applicable national pay scale.
Does the £17.13 hourly floor apply to every worker?
No. The £17.13 hourly floor applies only to Options A–E and is calculated on a 37.5-hour week using the higher of the median ASHE or £17.13. Options F–K are not subject to the hourly floor.
Can Student visa holders switch to Skilled Worker?
Yes, provided the course has been completed, or for PhD students once at least 24 months of study have passed. The Certificate of Sponsorship (CoS) start date must be no earlier than the course completion date or the 24-month point for a PhD.
Are dependants allowed under the route?
Yes, except for applicants newly sponsored on or after 22 July 2025 in RQF 3–5 ISL or TSL roles, who cannot bring new dependants. Legacy dependant grants issued before 22 July 2025 may continue to extend if eligible.
What happens if an ISL or TSL code is removed?
Current list arrangements are intended to run until 31 December 2026, subject to review. A CoS assigned after a code is removed cannot rely on list concessions, so recruitment plans should take potential list changes into account.
How long does a Skilled Worker need before applying for ILR?
Five continuous years on an eligible route, meeting the settlement salary floor or full going rate, whichever is higher, with the sponsor confirming ongoing need and pay. Applicants must also meet the Life in the UK and continuous residence requirements.
Can part-time roles qualify?
Yes, the going rate can be pro-rated according to contracted hours, but the cash threshold for the chosen Option must be met in full and is not pro-rated.
Section H: Glossary
| Term |
Definition |
| Appendix Skilled Worker |
The part of the Immigration Rules that sets out validity, suitability, eligibility, settlement and dependant requirements for the Skilled Worker visa. |
| Appendix Skilled Occupations |
Companion appendix listing all Standard Occupational Classification codes that can be sponsored, together with skill level, going-rate salaries and salary-option tables. |
| Certificate of Sponsorship (CoS) |
An electronic record issued by a licensed sponsor containing a unique reference that a visa applicant needs when applying for a Skilled Worker visa. |
| SOC 2020 code |
The four-digit Standard Occupational Classification identifier used from April 2024. Each code has an associated going-rate salary. |
| Regulated Qualifications Framework (RQF) |
National framework defining UK qualification levels. From 22 July 2025 new sponsorship normally requires jobs at RQF level 6 (graduate) or above, with limited ISL or TSL exceptions. |
| Immigration Salary List (ISL) |
The Home Office list of shortage occupations that permit lower skill and salary thresholds. Current entries are expected to run until 31 December 2026, subject to review. |
| Temporary Shortage List (TSL) |
Time-limited list used to permit sponsorship of certain RQF 3–5 roles and to set the applicable thresholds/timings. It does not itself reduce the going rate and it does not create an ISL-style discount. |
| Options A–K |
The salary-points bands in Appendix Skilled Worker. Options A–E cover most graduate-level roles; F–J cover Health and Care codes; K is for listed health or education occupations meeting £25,000 and the relevant pay scale or going rate. |
| Going rate |
The occupation-specific median salary set by the Home Office for each SOC code. It must be met alongside the cash threshold. |
| Cash threshold |
The fixed annual salary floor for each option (e.g. £41,700 for Option A) that must be met in full, irrespective of hours worked. |
| £17.13 hourly floor |
For Options A–E, the going rate and any permitted reduction are based on the higher of the occupation’s median ASHE or £17.13 per hour on a 37.5-hour week. |
| Health & Care ASHE codes |
Table 2 occupations (for example, nurses or therapists) that follow Options F–J salary bands and are not subject to the £17.13 hourly floor. |
| Transitional tables (including Tables 2a/2aa and other tables specified in Appendix Skilled Worker) |
Transitional tables preserving sponsorship for certain sub-degree or reclassified codes. Where tied to pre-4 April 2024 grants, applications relying on these tables should be made before 4 April 2030. Separate transitional rules apply to care workers until 22 July 2028. |
| Immigration Skills Charge |
Levy paid by the sponsor each time a CoS of more than six months is assigned to a Skilled Worker. |
| Sponsor licence |
Home Office authorisation allowing a UK employer to recruit and sponsor non-resident workers. |
| Settlement / ILR |
Indefinite Leave to Remain: permission to live in the UK without time restriction, usually after five years on the Skilled Worker route. |
| New entrant |
Early-career applicant (for example, under 26 or a recent UK graduate) who can be sponsored on a reduced salary under Option E or J for up to four years. |
| Tradeable points |
The 20 salary-related points that can be earned by meeting one of Options A–K. |
| ONS Occupation Coding Tool |
Online tool within the Sponsor Management System used to identify the correct SOC 2020 code for a job. |
| Care-worker codes 6135 / 6136 |
Occupations under transitional rules until 22 July 2028. New sponsorship from 11 March 2024 under the Health and Care route does not allow new dependants. |
Section I: Additional Resources & Links
