How to Understand Job Codes and UK Visa Salary Requirements

Your occupation code is not simply an administrative checkbox that sponsors complete before processing your Certificate of Sponsorship. The Standard Occupational Classification 2020 (SOC 2020) code your employer assigns directly determines which salary threshold applies to your specific role. When sponsors issue a CoS with an inappropriate occupation code, Home Office caseworkers will refuse your entire application. Each UK sponsorship steps framework links directly to occupation-specific going rates that vary dramatically across sectors. Your salary must then meet both the general threshold and the specific going rate for your assigned code, creating two compliance hurdles simultaneously.

Home Office guidance explicitly states that code selection is critical and caseworkers have authority to refuse applications if they believe a less appropriate code was chosen. Employers sometimes select codes that underestimate job complexity to reduce salary obligations, but this practice triggers immediate compliance action. The job description you submit, not the job title on your contract, determines which code is truly appropriate for your position. Many professionals discover too late that their assigned code carries significantly higher going rates than anticipated, requiring salary renegotiation with sponsors. Understanding this mechanism before your sponsor assigns your CoS prevents costly rejections.

SOC 2020 codes consist of four digits representing progressively specific occupational categories. The first two digits identify the major occupational group while the final digits narrow down to precise role classifications. Graduate-level positions typically fall into codes beginning with 1, 2, or 3 on the classification scale. Your employer must verify that your actual duties align with the code's official definition before assignment.

The salary framework under current regulations creates two independent requirements that must both be satisfied for visa approval. Your employer must pay you at least the higher of the general salary threshold or the occupation-specific going rate. Going rates are calculated from actual earnings data collected through the Annual Survey of Hours and Earnings (ASHE) by the Office for National Statistics. These rates vary significantly depending on which salary option your application claims, ranging from 70% to 100% of median earnings for your occupation code.

Your going rate calculation depends critically on working hours specified on your CoS documentation. When a job is based on a standard 37.5-hour working week, going rates are applied at full value without adjustment. For workers exceeding 48 hours weekly, salary is still calculated only on the first 48 hours toward the general threshold. However, full hours count when calculating occupation-specific going rates. A worker in a Table 1 occupation with a £60,000 full going rate who works 60 hours weekly must earn at least £96,000 annually to meet the proportional going rate requirement.

Part-time workers face different calculations entirely because going rates are pro-rated to actual hours worked. When you work only 30 hours weekly in an occupation with a £60,000 annual going rate, your minimum salary requirement reduces to £48,000 proportionally. The general threshold of £41,700 remains fixed regardless of hours worked and is never pro-rated downward. This means part-time roles in lower-going-rate occupations often need no salary adjustment, while those in high-going-rate positions still face substantial minimums. Understanding these distinctions prevents employers from underpaying while sponsors unknowingly breach compliance obligations.

Under the Skilled Worker visa framework, applicants must accumulate 70 points total from fixed and tradable categories combined. Your employment offer automatically grants 50 fixed points when the job meets skill level requirements and you demonstrate English language proficiency. The remaining 20 tradable points derive from either salary levels or relevant qualifications like doctorates. The UK sponsor companies option (commonly called Option A) requires meeting both the general threshold and the occupation-specific going rate. This represents the straightforward route without qualification concessions, making it the most accessible for most applicants.

Alternative options reward specific qualifications with reduced salary requirements that create flexibility for employers and workers. Option B grants points for a relevant doctorate unrelated to your specific field, reducing the going rate requirement to 70% of the standard figure. Option C rewards doctorates in Science, Technology, Engineering, or Mathematics (STEM) subjects, also permitting the 70% reduction. New entrant status under Option E allows under-26 applicants or recent graduates to claim points at reduced salary thresholds. Each option's going rate reduction applies only if the occupation code explicitly permits that option according to Appendix Skilled Occupations specifications.

Going rates for occupations in Tables 1 and 1a are calculated from median earnings data and apply at full rate unless you qualify for reduced-rate options through qualification or new entrant status. These occupations represent the highest-skilled positions in the sponsored worker landscape, with rates frequently exceeding £50,000 annually across the UK. Employers must confirm whether your specific occupation appears in Table 1 (continuing sponsorship eligible) or Table 1a (supplementary employment only). The minimum hourly rate floor for Table 1 occupations stands at £17.13, which translates to approximately £32,244 annually on a 37.5-hour week basis. Some premium occupations in specialist fields like senior medical consultants, chartered engineers, and IT architects sit in this category.

Table 2 and 2a occupations represent skilled professional roles with going rates based on the 25th percentile of earnings data, creating lower minimums than Table 1 positions. These codes encompass accountants, environmental scientists, civil engineers, secondary school teachers, and similar professional-level positions. Going rates in this category typically range from £24,000 to £45,000 depending on specialism. The minimum hourly rate for Table 2 is £12.82, making part-time roles in these codes more financially accessible for employers. Workers claiming reduced-rate options (PhD, new entrant) can meet 70%, 80%, or 90% of the stated going rate depending on their eligibility criteria. Table 2 occupations represent the middle tier of the skilled worker framework, balancing employer accessibility with appropriate skill recognition.

Home Office compliance teams conduct routine checks by cross-referencing employer CoS submissions against HMRC payroll data. When actual salary recorded in tax systems falls below the amount stated on your Certificate of Sponsorship, compliance action initiates automatically. The Home Office has stated it performs regular audits to verify that sponsored workers receive at least the minimum salary committed to in their sponsorship arrangements. Employers found in breach face compliance warnings, mandatory corrective action plans, or sponsor licence suspension depending on violation severity. These audits occur throughout your employment, not just at visa approval, making ongoing salary compliance essential.

Incorrect occupation code selection specifically triggers Home Office investigation when caseworkers believe a deliberately inappropriate code was chosen to reduce salary obligations. This type of compliance failure results in stronger penalties than genuine mistakes, potentially including licence suspension for the sponsor. The guidance explicitly states that if false or misleading information about the skill level of the job appears on the CoS, enforcement action follows immediately. Employers must demonstrate a genuine need for the position as described and verify that you possess appropriate skills and experience. When employers later claim different job duties than those stated in your CoS, Home Office investigators may conclude the original occupation code was intentionally misrepresented.

Your responsibility includes verifying that your signed employment contract reflects the salary stated on your CoS before you submit your visa application. Many visa refusals occur because applicants discovered post-approval that employment contracts specified lower salaries than CoS documentation. Request written confirmation from your employer's immigration or HR department confirming the salary amount, position title, job duties, and working hours appearing on your CoS. Keep this documentation throughout your employment because Home Office investigators may request it during compliance checks. Misalignment between contract terms and CoS information creates grounds for both visa refusal and subsequent permission revocation.

Health and education professionals accessing the Skilled Worker route through Table 3 or Table 3a occupations must be paid the full going rate regardless of qualification or new entrant status. Unlike other occupations where reduced rates apply through PhD or new entrant options, these critical professions require 100% of the median salary for their code without exception. Secondary school teachers, senior nurses, mental health nurses, and allied health professionals appear in these categories. Going rates for health occupations are frequently determined by national pay scales (NHS Agenda for Change) rather than earnings data. This means your minimum salary aligns with specific NHS or teaching scale bands rather than calculated percentiles, creating more transparent but often higher minimum requirements.

Care worker roles (SOC codes 6135 and 6136) remain subject to unique restrictions that fundamentally differ from other Skilled Worker sponsorship. Only workers who were previously exempt from care worker recruitment requirements can access sponsorship in these roles going forward. The previous requirement to attempt recruiting from a pool of displaced care workers was removed, but eligibility remains tightly restricted. Applications must demonstrate that the worker has held continuous permission working in care roles or meets specific prior employment status conditions. Private households and non-sole-trader individuals cannot sponsor care workers on the Skilled Worker route. These restrictions mean care worker sponsorships typically occur only for existing workers transitioning between employers or extending their current permissions, not for new care worker recruitment.

Your occupation code determines whether your visa application succeeds and how much your employer must pay you annually. SOC 2020 codes replaced previous classifications, and current regulations require your code to appear in Tables 1, 2, or 3 of Appendix Skilled Occupations for most occupations as of 22 July 2025. The general salary threshold of £41,700 applies to standard occupations, but your specific code's going rate may be significantly higher depending on occupation-specific median earnings data. Mismatching your duties to an inappropriate code triggers Home Office refusal, while underestimating your occupation's going rate creates salary renegotiation requirements mid-application. Understanding these mechanics before your employer issues your Certificate of Sponsorship prevents the majority of visa refusals related to occupation classification and salary requirements.

Before you authorize your employer to assign your CoS, invest time verifying that your job description genuinely matches your assigned occupation code and that your salary meets both thresholds simultaneously. Use available tools like CASCOT and official guidance to confirm your code, then request written CoS documentation detailing the exact occupation code, going rate calculation, and minimum salary. Your employer's compliance with these requirements protects both your visa approval and their sponsor licence status, as Home Office audits routinely verify salary compliance against HMRC payroll records. Beginning your sponsorship journey with correct occupation code assignment and transparent salary discussions with your employer eliminates the most common obstacles to successful visa approval and permits you to focus on your professional role rather than compliance uncertainty.