How salary works
The dual salary test — explained simply
Your pay must pass two tests simultaneously:
Test 1 — Cash threshold: A fixed amount depending on your circumstances (e.g. £41,700 standard, lower with discounts).
Test 2 — Going rate: A job-specific benchmark for your SOC 2020 code in Appendix Skilled Occupations. You may need 100%, 90%, 80% or 70% depending on your option.
You must meet whichever is higher.
What counts as salary
Only guaranteed basic gross pay counts. London weighting included only if guaranteed and treated as basic pay for tax/pension/NI. Excluded: overtime, bonuses, tips, commission, on-call, expenses, benefits in kind, employer pension contributions.
Salary options
Which threshold applies to you
11 options (A through K) in three groups. You only need to meet one.
Group 1: Standard applicants (Options A–E)
Most new applicants for RQF 6+ roles. Going rates from Table 1 (median ASHE, 37.5hr week).
| Option | Who qualifies | Cash threshold | Going rate % | Hourly floor |
|---|
| A | Standard — all applicants (default) | £41,700/year | 100% | £17.13/hr |
| B | PhD relevant to job | £37,500/year | 90% | £17.13/hr |
| C | PhD in STEM relevant to job | £33,400/year | 80% | £17.13/hr |
| D | Role on Immigration Salary List | £33,400/year | 100% (ISL rate) | £17.13/hr |
| E | New entrant — under 26, recent graduate, postdoc, switching from Student/Graduate | £33,400/year | 70% | £17.13/hr |
Group 2: Health & care / transitional (Options F–J)
(a) Health and Care ASHE salary jobs (care workers, biomedical scientists, etc. in NHS/CQC orgs) using Table 2 (25th percentile ASHE). (b) Transitional workers granted SW before 4 April 2024 with continuous permission.
| Option | Who qualifies | Cash threshold | Going rate % | Note |
|---|
| F | Standard H&C / transitional | £31,300/year | 100% | No hourly floor |
| G | + PhD relevant | £28,200/year | 90% | No hourly floor |
| H | + PhD STEM | £25,000/year | 80% | No hourly floor |
| I | + ISL role | £25,000/year | 100% | No hourly floor |
| J | + new entrant | £25,000/year | 70% | No hourly floor |
Group 3: National pay scales (Option K)
Roles in Tables 3-5 — NHS AfC bands, Medical & Dental scales, STPCD teaching scales. No discounts — must meet 100%.
| Option | Who qualifies | Cash threshold | Going rate | Source |
|---|
| K | Listed health/education SOC code in Table 3/3a | £25,000/year | 100% (no discounts) | NHS AfC, Medical & Dental, STPCD |
Appendix Skilled Occupations
Which table applies to your role
| Table | Contents | Applies to | Going rate basis |
|---|
| Table 1 | RQF 6+ codes | New applicants (Options A-E). Primary table from 22 July 2025. | Median ASHE (37.5hr) |
| Table 1a | Table 1 + RQF 3-5 | Transitional: SW before 22 July 2025, continuous since. | Median ASHE |
| Table 2 | Health & Care codes | H&C workers (Options F-J). Transitional from before 4 April 2024. | 25th percentile ASHE |
| Table 2a | Reclassified RQF 3 | Transitional: before 4 April 2024, same sponsor. Until 4 April 2030. | 25th percentile ASHE |
| Table 2aa | RQF 3-5 transitional | Transitional: SW before 22 July 2025. | 25th percentile ASHE |
| Table 3 | Health & education pay scales | NHS AfC, medical/dental, teaching. Options A-E and K. | Official pay frameworks |
| Table 3a | Transitional Table 3 | From before 22 July 2025. | Official pay frameworks |
| Tables 4-5 | Pay scale breakdowns | Band/role detail for Option K. | Official pay frameworks |
| Table 6 | Ineligible codes | Cannot be sponsored under any route. | N/A |
Special lists
ISL and TSL
Immigration Salary List (ISL) under review
Lower cash threshold (£33,400 Option D, £25,000 Option I). Must still meet 100% going rate. Most entries expire 31 December 2026 (care workers: 22 July 2028). Can be removed with little notice.
Temporary Shortage List (TSL) time-limited
Allows RQF 3-5 sponsorship. No salary discount. CoS before 31 December 2026. Dependant restrictions may apply.
Practical examples
How the dual test works
Software developer (SOC 2134): Going rate ~£42,400. Option A cash £41,700. Higher = going rate. Minimum: £42,400.
Same role, STEM PhD (Option C): Cash £33,400. 80% of £42,400 = £33,920. Minimum: £33,920.
Senior care worker (SOC 6136), CQC provider: Table 2 rate ~£24,000. Option F cash £31,300. Minimum: £31,300. As new entrant (Option J): cash £25,000 vs 70% = £16,800. Minimum: £25,000.
NHS Band 6 nurse (Table 3, Option K): Going rate by AfC Band 6. Cash £25,000. Must meet 100%. Minimum: Band 6 going rate.
Part-time 30hrs: Going rate £42,400/37.5hrs pro-rated = £33,920. Cash £41,700 NOT pro-rated. Minimum: £41,700.
Pay frequency — from 8 April 2026
Sponsors must pay full salary every pay period. UKVI cross-references CoS with HMRC RTI. Underpayment triggers compliance action.
SOC code accuracy
SOC code must reflect actual duties, not job title. Incorrect coding = refusal + sponsor compliance action including licence revocation.
Application process
How your application works
1. Employer obtains a sponsor licence
Apply to the Home Office with supporting documents (Appendix A), nomination of key personnel (Authorising Officer, Key Contact, Level 1 User), and evidence of genuine HR systems and a real vacancy.
Standard: 8 weeks / Priority: 10 working days (+£750)
2. Certificate of Sponsorship assigned
Employer assigns CoS via the Sponsorship Management System with job title, SOC code, salary, hours, start date, PAYE details. Entry clearance: Defined CoS. In-country: Undefined CoS. Immigration Skills Charge (£1,320/year) must be paid.
3. Visa application submitted
Apply online on GOV.UK. Pay the application fee and Immigration Health Surcharge (£1,035/year). Attend biometrics at a visa application centre (overseas) or UKVCAS (in-UK). Provide passport, bank statements (if not waived), English language evidence, TB certificate (if applicable).
Standard: 3 weeks (overseas) or 8 weeks (in-UK) / Priority: 5 working days / Super Priority: next working day
4. Decision and travel
Overseas: 90-day vignette in passport, collect BRP within 10 days of arrival. In-UK: digital immigration status. Permission typically granted for up to 5 years.
5. Start work and ongoing compliance
Start on CoS start date. Sponsor must report changes to employment, salary, or attendance. From 8 April 2026, must pay full salary every pay period with aligned payroll and SMS records.
Application fees (April 2026)
Up to 3 years: £719 (outside UK) / £827 (inside UK). Over 3 years: £1,420 / £1,636. IHS: £1,035/year. Priority: £500. Super priority: £1,000 (in-UK only). ISC: £1,320/year. All fees per applicant.
Family members
Bringing your dependants to the UK
Your spouse, civil partner, unmarried partner (2+ years cohabiting) and dependent children under 18 can join or accompany you. Dependants receive the same leave duration and have full UK work rights — they can work in any role without restrictions.
Who can apply as a dependant
Partner (married, civil partner, or unmarried 2+ years akin to marriage) and children under 18 not leading independent lives. Each applies individually and must meet relationship and maintenance requirements.
Financial requirement for dependants
Additional £285 first dependant, £315 each additional, held 28 days. Waived if in UK 12+ months or sponsor certifies.
Dependant restrictions — medium-skilled roles
From 22 July 2025, medium-skilled roles (below RQF 6) on ISL/TSL face dependant restrictions on entry clearance. Care workers (SOC 6135/6136) restricted from 11 March 2024. Dependants already in UK unaffected.
Health & care visa
Special rules for care workers
The Health and Care Worker visa is a sub-category of the Skilled Worker route, offering reduced visa fees, exemption from the Immigration Health Surcharge, and faster processing. However, since 22 July 2025, significant restrictions apply to care worker and senior care worker roles.
Route closed to new overseas recruits from 22 July 2025
Care workers (SOC 6135) and senior care workers (SOC 6136) can no longer apply for new visas from outside the UK. A transitional period runs until 22 July 2028, allowing those already in the UK to extend with their current sponsor or switch from other routes. After July 2028, these roles will be removed from the ISL and TSL entirely.
CQC registration required mandatory
In England, your sponsor must be registered with the Care Quality Commission (CQC) to provide regulated activities. Applications from unregistered care providers will be refused, regardless of other compliance factors. In Scotland, Wales and Northern Ireland, the equivalent regulatory body applies. Sponsors with continuous sponsorship from before 11 March 2024 may be exempt from CQC when extending the same worker.
3-month employment rule for switching since July 2025
If you are switching into a care role from another visa route (e.g. Student, Graduate, or dependant visa), you must have been employed by your sponsoring care employer for at least 3 months before submitting your application. You must be on payroll, in the same role as stated on your CoS, with a CQC-registered sponsor. This rule does not apply if you are already on a Skilled Worker or Health & Care visa and are changing employer within the same route.
No dependants for new care workers
Since 11 March 2024, care workers and senior care workers cannot bring dependants on entry clearance applications. Dependants already in the UK with valid leave are unaffected and can extend their permission.
Health & Care visa benefits
Lower visa fees than the standard Skilled Worker route. Exempt from the Immigration Health Surcharge — you and your dependants can use the NHS for free from day one. Faster processing times typically apply. These benefits apply to all Health and Care visa holders, not just care workers.
Salary thresholds for care roles
Options F–J apply
Care workers and senior care workers use Table 2 of Appendix Skilled Occupations (25th percentile ASHE going rates). The applicable salary options are F through J, with cash thresholds ranging from £25,000 to £31,300 depending on circumstances. See the Salary & Occupation tab for the full breakdown of each option.
Sponsor compliance — care sector
The Home Office has increased scrutiny of care sector sponsors. Sponsors must not recoup sponsorship fees from workers (automatic revocation since 1 January 2025). UKVI cross-references CoS salary data with HMRC RTI and may conduct unannounced compliance visits. Sponsors must maintain CQC registration throughout the sponsorship period.