Skilled Worker Going Rate 2026: What UK Employers Need to Get Right

Hiring internationally is no longer just about finding talent. It’s about proving - clearly and defensibly - that your salary decisions meet UK immigration rules.

At the centre of this is the Skilled Worker going rate.

It’s one of the most misunderstood parts of sponsorship, and one of the easiest places for employers to fall out of compliance without realising it. In 2026, with higher salary thresholds and closer Home Office scrutiny, getting this wrong is no longer a low-risk mistake.

This guide explains what the going rate is, how it works in practice, and how employers should apply it when sponsoring skilled workers.

What Is the Skilled Worker Going Rate?

Every job eligible for the Skilled Worker visa is assigned a Standard Occupational Classification (SOC) code.

Each SOC code has an associated going rate - an occupation-specific salary benchmark set by the Home Office using UK labour market data. This rate reflects what the role is typically paid in the UK, not what an individual employer would like to pay.

When sponsoring a worker, you must pay at least the higher of:

• The relevant minimum salary threshold, and

• The required percentage of the going rate for that SOC code

This comparison must be done every time a Certificate of Sponsorship (CoS) is assigned.

Why the Going Rate Matters More in 2026

Two things have changed the landscape:

1. Salary thresholds increased from 22 July 2025, raising the baseline for most Skilled Worker roles.

2. Going rates were refreshed using 2024 ASHE data, meaning many occupations now have higher benchmarks.

The result?A salary that looked compliant a year ago may no longer be compliant today - even if the role hasn’t changed.

This is where many sponsors get caught out, particularly at extension stage or during a Home Office audit.

Skilled Worker Minimum Salary Rules (Current Framework)

For most graduate-level roles (Table 1 occupations), employers must pay the higher of the cash threshold or the required share of the going rate.

Table 1 – Common Options

• Option A (Standard role) £41,700 per year and 100% of the going rate

• Option B (PhD – non-STEM) £37,500 and 90% of the going rate

• Option C (PhD – STEM) £33,400 and 80% of the going rate

• Option D (Immigration Salary List) £33,400 and 100% of the going rate (no discount)

• Option E (New entrant) £33,400 and 70% of the going rate

For these roles, the hourly rate must also meet £17.13, assessed against a maximum 48-hour week.

Health and Care roles and certain transitional roles sit under separate tables with lower thresholds, but the same principle applies: the higher of the threshold or the going rate must always be met.

How Going Rates Are Calculated

Going rates are published as annual and hourly figures, usually based on a 37.5-hour working week.

There are important exceptions:

• Hospital doctors are assessed against 40 hours

• Teachers in England are assessed against 32.5 hours

• NHS roles follow Agenda for Change or Medical & Dental pay structures

If a worker’s contracted hours differ from the standard, the going rate must be pro-rated accordingly.

Crucially:

• Only guaranteed basic PAYE salary counts

• Bonuses, overtime, allowances and benefits do not count

• If the salary falls short, the application can be refused and the sponsor may face compliance action

Skilled Worker Visa Going Rates by SOC Code

The Home Office publishes a detailed table listing every eligible SOC 2020 code alongside its going rate.

This table is the backbone of salary compliance.

The table allows employers to:

• Identify whether a role is eligible for sponsorship

• Confirm the standard and lower going rates

• Apply the correct tradeable-points option

• Evidence compliance on the day the CoS is assigned

Going rates are amended periodically, so HR and mobility teams should check the live GOV.UK table before every CoS assignment and retain evidence of the figures used.

How Employers Should Apply the Going Rate (In Practice)

In real terms, this is the process sponsors should be following:

1. Identify the correct SOC code Match the actual duties, not the job title. Use the SMS coding tool and cross-check where needed.

2. Download the current going-rate table Keep a dated copy showing the rates applicable on the day the CoS is issued.

3. Confirm which salary option applies Standard, new entrant, PhD holder, Immigration Salary List or Health and Care.

4. Compare the figures The salary must meet the higher of:

   • The cash threshold, and

   • The required percentage of the going rate

5. Pro-rate correctly for hours The going rate is adjusted - the cash threshold is not.

6. Document everything SOC code rationale, salary calculations, contract terms and payroll alignment should all be retained for audit purposes.

This documentation is what protects a sponsor licence if the Home Office ever asks questions later.

A Common Pitfall: “New Entrant” Salaries

New entrant discounts are helpful - but temporary.

A worker can only rely on new entrant rates for a maximum of four years (including time spent on a Graduate visa). After that, they must meet the full salary requirements applicable at the time of extension or settlement.

For employers, this means salary progression should be planned early, not at the last minute when an extension is due.

Why This Isn’t Just a Legal Issue

Salary compliance isn’t just about visas.

It affects:

• Workforce planning

• Cost forecasting

• Retention strategy

• Settlement timelines

• Sponsor licence risk

The most successful sponsors treat going rates as a strategic input, not an afterthought.

How Imminova Helps

At Imminova, we help employers move beyond box-ticking.

We support businesses with:

• SOC code analysis and role mapping

• Salary modelling against current and future thresholds

• CoS and SMS management through our platform

• Ongoing compliance support as rules evolve

Our goal is simple: help you sponsor talent with confidence - and without surprises later.

Final Thought

The Skilled Worker going rate isn’t designed to catch employers out - but it will if it’s treated casually.

In 2026, compliance is about precision, planning and proof.Get those three right, and global hiring becomes a growth lever rather than a risk.