Skilled Worker Salary & SOC Codes — Choosing the Right Occupation Code and Meeting the Rules

For a Skilled Worker application, two things must line up perfectly: the occupation code (SOC 2020) must genuinely match the role, and the salary must meet the correct rules for that code. Get either of these wrong and refusals or sponsor compliance issues become likely. This guide sets out a practical, code-first way to check eligibility and avoid common mistakes.

What the Home Office checks (in practice)

• Genuine vacancy: duties match the chosen SOC code and skill level.
• Salary meets two tests: the route’s general threshold and the code’s going rate (with limited, defined exceptions).
• Working hours: pay must be assessed against the stated weekly hours and correctly pro-rated.
• Pay type: only guaranteed, base salary counts. Most allowances, commission, overtime and bonuses do not.

Step 1 — Identify the correct SOC code (SOC 2020)

Start with the job content, not the job title. Map the day-to-day duties to the most appropriate SOC 2020 description. Similar titles can sit under very different codes.

• Write a duty-led job description (70–80% of time on core tasks).
• Compare against multiple close codes; note overlaps and differences.
• Choose the code whose example tasks and typical responsibilities most closely match your role.
• Avoid “over-inflating” a code to force eligibility (a common refusal reason).

Tip: Keep an internal note explaining why the selected code is the best fit. It helps with audits and any future queries.

Step 2 — Check the salary rules for that code

The salary must satisfy two tests at the same time:

1. The route’s general salary threshold (a fixed figure set by policy).
2. The code’s going rate (the typical rate for that code, usually expressed as an annual figure for a standard week).

The required salary is the higher of those two, after any applicable discount (e.g. new entrant rules) and correct pro-rating for hours.

New entrant routes (where permitted)

Some applicants (for example early-career candidates meeting the policy definition) may qualify for a lower going-rate percentage. Eligibility is tightly defined and time-limited. If you rely on this, document exactly why the applicant qualifies and when the discount ends (important for extensions).

NHS and education roles

Where national pay scales apply (e.g. many NHS and education roles), the requirements follow those scales rather than the usual going-rate table. Evidence should include the correct spine/grade, full-time equivalent, and contracted hours.

Immigration Salary List (ISL)

Some roles are on the ISL (which replaced the old shortage list). ISL roles may have different salary treatment, but the job must genuinely sit within the listed occupation and any regional/scale specifics still apply.

Hours, pro-rating and what counts as pay

• Part-time: pro-rate the going rate against contracted hours (and ensure the general threshold is still met where required).
• Overtime/bonuses: usually not countable. Base, guaranteed salary is what matters.
• Allowances: most market/location allowances are excluded unless explicitly permitted.
• Variable hours: the CoS should state clear weekly hours; salary must align with those hours across the year.

Common SOC matching mistakes (and how to avoid them)

• Picking a “senior” code for mid-level duties (or vice versa). Duties drive the code.
• Using a catch-all code when a more specific one exists that better matches tasks.
• Relying on an historic SOC (pre-2020) without re-mapping to the current list.
• Inconsistent HR paperwork: job advert, offer letter, CoS and contract all describe different roles.

Evidence bundle — make it easy to verify

• Duty-led job description mapped to the chosen SOC code.
• Contract/offer letter with job title, duties, salary and weekly hours.
• Salary justification: how the figure meets both the general threshold and the code’s going rate (show your working).
• Recruitment records (where relevant) showing genuine vacancy.
• For NHS/education: pay scale evidence and grade/spine.

When salaries change or roles evolve

• Extensions: re-check the rules in force at the time of the extension (thresholds can change).
• Role changes: if duties move into a different SOC code, a new application may be needed. Get advice before changing roles/titles.
• Annual reviews: ensure increases keep pace with the relevant going rate and hours on the CoS/contract.

Quick self-check (sponsor & applicant)

1. Do the actual duties clearly match the selected SOC code’s description?
2. Does the base salary meet both the general threshold and the going rate for that code?
3. Are the hours on the CoS/contract accurate, and has the salary been pro-rated correctly?
4. If using new entrant or ISL rules, do you have the evidence and a clear note explaining why?