The Appendix Skilled Worker forms one of the most significant components of the UK’s current immigration framework. Introduced in December 2020 as part of the post-Brexit reform of the UK's points-based system, this Appendix outlines the detailed criteria that must be met for individuals applying under the Skilled Worker visa route — a primary route for sponsored employment in the UK.
Whether you are a UK-based employer looking to hire talent from overseas or a non-UK national seeking to work legally in the UK, Appendix Skilled Worker is the section of the Immigration Rules you will rely on. It replaces and consolidates previous guidance and sets out precise legal criteria for eligibility, sponsorship, salary, job codes, English language requirements, and financial maintenance.
However, the complexity of Appendix Skilled Worker lies in its interlinking references with other parts of the Immigration Rules — such as the Immigration Rules Appendix Skilled Occupations, Appendix English Language, and Appendix Finance. These dependencies mean that even small errors in interpreting the guidance can result in application refusals or compliance breaches for sponsors.
At Axis Solicitors, we specialise in helping employers and skilled workers navigate the UK's immigration law with precision and confidence. This in-depth guide offers a clause-by-clause breakdown of Appendix Skilled Worker to help ensure compliance and improve the likelihood of a successful visa outcome.
What Is an Appendix Skilled Worker?
The Appendix Skilled Worker is part of the UK Immigration Rules, which govern who can legally enter, remain in, or work in the UK. Specifically, this appendix sets out the requirements for the Skilled Worker route, one of the most commonly used immigration categories for overseas nationals seeking employment in the UK.
This visa route replaced the Tier 2 (General) visa as part of the UK’s overhaul of the points-based immigration system in December 2020.
Key Requirements Outlined in Appendix Skilled Worker
Appendix Skilled Worker sets out a comprehensive list of requirements that both the applicant and sponsor must meet for a successful Skilled Worker copyright. These requirements are assessed on a points-based system, where the applicant must score a minimum of 70 points. Some points are mandatory (non-tradeable), while others are tradeable, meaning they can be met in more than one way.
Here is a breakdown of the core requirements as outlined in Appendix Skilled Worker:
1. Valid Certificate of Sponsorship (CoS) – 20 Points (Mandatory)
A Skilled Worker application must be supported by a valid CoS issued by a licensed UK sponsor (employer).
The CoS must confirm:
The job title and SOC (Standard Occupational Classification) code
That the job is genuine and exists
The applicant’s salary
The applicant’s work location
The sponsor's licence number
That the applicant meets the skills and salary requirements
2. Job at an Appropriate Skill Level – 20 Points (Mandatory)
The job must fall under the eligible occupations list, which is defined in a separate document: Appendix Skilled Occupations.
The job must:
Be listed under a valid SOC code
Meet the minimum RQF Level 3 standard (roughly equivalent to A-level qualifications)
Not be a "low-skilled" role
3. Salary Threshold – 20 Points (Tradeable)
There are multiple salary thresholds in Appendix Skilled Worker, and meeting the right one is essential. The general rule is that the applicant must be paid:
£26,200 per year or £10.75 per hour, or
The ‘going rate’ for the occupation code (whichever is higher)
However, reduced thresholds apply if the applicant:
Is under 26 or a recent graduate ("new entrant")
Is working in a job on the Shortage Occupation List
Has a PhD relevant to the role
4. English Language Requirement – Mandatory
Applicants must demonstrate proficiency in English to at least CEFR Level B1 (intermediate level) in speaking, listening, reading and writing.
This can be proven by:
Passing an approved Secure English Language Test (SELT) from a UKVI-approved provider
Holding a UK degree (or equivalent) taught in English
Being a national of a majority English-speaking country
5. Financial Requirement (Maintenance)
Unless the sponsor certifies maintenance, the applicant must show that they have:
At least £1,270 available for 28 consecutive days before applying
This ensures the applicant can support themselves upon arrival and will not require public funds.
6. Tuberculosis (TB) Testing
Applicants from specific countries must provide a valid TB test certificate if they are applying for a visa lasting more than 6 months.
7. Criminal Record Certificate (Certain Occupations Only)
For jobs in:
Education
Health
Social care
The applicant must provide a criminal record certificate from any country where they have lived for more than 12 months in the last 10 years.
8. Immigration Status (Switching and Extensions)
Appendix Skilled Worker also outlines who can switch to this route from inside the UK. Most routes allow switching visas like switching from student copyright copyright, but there are exceptions:
Can switch:
Student visa holders
Graduate visa holders
Intra-Company Transfer
Cannot switch:
Visitors
Short-term student visa holders
Parents of a child student
Domestic workers
How the Points-Based System Works Under Appendix Skilled Worker
Appendix Skilled Worker operates on a points-based system where applicants must earn a total of 70 points to qualify for a Skilled Worker visa. These points are divided into mandatory (non-tradeable) points and tradeable points, depending on the combination of job type, salary, qualifications, and sector.
Mandatory Points (50 points total)
These must be satisfied in every application — failure to meet any one of these results in immediate rejection.
Requirement
Points
Source
Offer of a job from a licensed sponsor (valid CoS)
20
Certificate of Sponsorship
Job at an appropriate skill level
20
Appendix Skilled Occupations
English language proficiency at B1 or above
10
Appendix English Language
Tradeable Points (20 points total)
There are several combinations through which the remaining 20 points can be earned. This gives some flexibility, particularly around salary, job type, and educational qualifications.
Below are the permitted tradeable routes:
Option A: General Salary Threshold
Salary meets the general threshold of £26,200 or £10.75 per hour, or the going rate for the occupation (whichever is higher).
Suitable for most applicants who are not new entrants or in shortage occupations.
Points awarded: 20
Option B: Shortage Occupation Role
Applicants are offered a job listed on the Shortage Occupation List.
Reduced salary threshold applies: £20,960 or 80% of the going rate, whichever is higher.
Points awarded: 20
Option C: New Entrant to the Labour Market
Applicant is under 26 or within 2 years of last qualifying UK education.
Minimum salary threshold: £23,039 per annum or 70% of the going rate.
Points awarded: 20
Option D: PhD in a Subject Relevant to the Job
PhD in a relevant subject.
Salary must be £23,039 or at least 90% of the going rate.
Points awarded: 20
Evidence: Degree must be verified by Ecctis (formerly UK NARIC).
Option E: PhD in a STEM Subject
Higher weighting due to shortage in science, tech, engineering, and maths.
Salary must be £20,960 or at least 80% of the going rate.
Points awarded: 20
Option F: Job in Education or Health and Care Occupations
Certain occupations (e.g. teachers, nurses, paramedics) are exempt from the standard salary threshold.
These jobs follow national pay scales or different salary frameworks.
Points awarded: 20
Job Eligibility and SOC Codes under Appendix Skilled Worker
A critical component of the Appendix Skilled Worker route is the correct selection and use of Standard Occupational Classification (SOC) codes. Every job offered under this route must correspond to a recognised eligible occupation listed in the UK’s immigration rules. These occupations are detailed in Appendix Skilled Occupations, and each comes with a specific SOC code and going rate salary.
Choosing the wrong SOC code or misrepresenting the role can result in a visa refusal or even sponsorship licence suspension for the employer.
What Are SOC Codes?
Standard Occupational Classification (SOC) codes are used by the UK Office for National Statistics (ONS) to classify job roles across industries. Each SOC code outlines:
The job title
The duties and responsibilities associated with the role
The minimum skill level required
The associated salary “going rate”
In the immigration context, SOC codes are essential to determine:
Whether the job is eligible for sponsorship
The minimum salary threshold that must be met
The appropriate skill level
Whether any sector-specific exemptions apply (e.g. health or education)
How Appendix Skilled Worker Uses SOC Codes
The Home Office relies heavily on SOC codes to evaluate Skilled Worker visa applications. The SOC code listed on the applicant’s Certificate of Sponsorship (CoS) must:
Match the job description
Be eligible under Appendix Skilled Occupations
Align with the sponsor’s business model
Meet the required salary band
Understanding these SOCs can be really confusing, but you don’t have to do it yourself. We at Axis Solicitors can do it for you. With the help of our legal advisors we can provide a smooth and easy process for you. Contact for consultation today
Salary Thresholds and Tradeable Points: How Flexibility Works in Practice
Under Appendix Skilled Worker, salary thresholds are not fixed across all roles and applicants. Instead, the Home Office has introduced a flexible points-based structure, allowing some applicants to meet reduced salary levels if they fall into specific categories — such as new entrants, shortage occupation roles, or PhD-qualified candidates.
General Salary Requirement
The baseline salary threshold for most Skilled Worker visa applicants is:
£26,200 per year, or
£10.75 per hour, or
The ‘going rate’ for the specific occupation in Appendix Skilled Occupations,
Whichever is higher.
This ensures that migrants entering the workforce are not underpaid and that UK-based workers are not undercut by foreign labour.
Categories with Lower Salary Thresholds
1. New Entrants to the Labour Market
Applies to applicants who:
Are under the age of 26 at the date of application
Are switching from a Student or Graduate visa
Are applying within two years of graduating
Reduced salary threshold:
£23,039 per year, or
70% of the going rate for the occupation
How long does new entrant status last?
Maximum of 4 years (including any time spent on Tier 2 visas). After that, they must meet the full salary threshold for extensions or settlement.
2. Shortage Occupation Roles
The UK Government publishes a Shortage Occupation List, containing roles in high demand.
Examples include:
Nurses
Civil engineers
Certain IT professionals
Reduced salary threshold:
£20,960 per year, or
80% of the going rate
Additional benefit:
Reduced copyright fees
Lower Immigration Health Surcharge (for health and care workers)
3. PhD Holders
Applicants with a PhD relevant to the job can claim tradeable points, allowing for salary flexibility:
PhD in a subject relevant to the job: Salary must be at least £23,039 or 90% of the going rate
PhD in a STEM subject: Salary must be at least £20,960 or 80% of the going rate
Key condition:
The employer must confirm the relevance of the PhD on the CoS
UKVI may request verification via Ecctis
4. Jobs in Education and Healthcare
Many roles in the public sector — especially those tied to national pay scales — are exempt from the standard salary thresholds.
Examples include:
Teachers (certain subjects and regions)
NHS doctors, nurses, paramedics
Social workers
Salaries in these roles are assessed based on:
NHS Band levels
Regional education pay scales
Collective bargaining agreements
Applicants must still meet the minimum of £20,960 per year unless otherwise stated in the relevant sector guidance.
Certificate of Sponsorship (CoS) and Sponsor Duties Under Appendix Skilled Worker
A Certificate of Sponsorship (CoS) is one of the central requirements of the Skilled Worker visa process, and Appendix Skilled Worker outlines strict conditions that both sponsors and applicants must adhere to. A CoS is a digital record, not a physical document, generated through the Sponsor Management System (SMS) by a licensed sponsor (employer).
Without a valid CoS, a Skilled Worker copyright cannot proceed.
Risks of Non-Compliance
The Home Office conducts both pre-licence assessments and post-licence compliance audits. Failure to comply with Appendix Skilled Worker rules may result in:
Revocation of sponsor licence
Civil penalties for illegal working
Visa refusals or curtailments
Suspension from issuing further CoS
Axis Solicitors frequently assists businesses undergoing sponsor licence audits or seeking help with licence reinstatement after a suspension.
Best Practices for Employers
Use accurate job descriptions that match the chosen SOC code
Don’t rush CoS assignment — cross-check all fields before submission
Certify maintenance if you're covering accommodation and costs
Keep thorough records in case of a UKVI audit
Seek legal advice when unsure — mistakes on the CoS are not easily corrected
Settlement and Indefinite Leave to Remain (ILR) Under the Skilled Worker Route
One of the most attractive features of the Skilled Worker visa is that it offers a clear pathway to settlement in the UK, also known as Indefinite Leave to Remain (ILR). Appendix Skilled Worker explicitly supports this progression, provided the applicant meets strict long-term residence and employment criteria.
For both skilled migrants and sponsoring employers, understanding the ILR requirements from the outset is essential. Planning ahead ensures eligibility and avoids surprises during the settlement process.
What Is Indefinite Leave to Remain (ILR)?
ILR is the UK’s form of copyright. A person with ILR can:
Live and work in the UK without any immigration restrictions
Apply for British citizenship (after 12 months, in most cases)
Access public funds (subject to eligibility)
Enter and exit the UK freely, without visa requirements
Once ILR is granted, the person no longer needs sponsorship or visa renewal.
Eligibility for ILR Under Appendix Skilled Worker
To qualify for ILR under the Skilled Worker route, an applicant must meet the following key requirements:
1. Continuous Residence
Must have spent 5 consecutive years in the UK under an eligible route
Absences must not exceed
2. Sponsorship and Employment
Must have been continuously sponsored in a role that
For most applicants:
The salary must be at least £29,000 per year, or the “going rate” for their occupation — whichever is higher
Exceptions may apply for:
Shortage occupation roles
Education or healthcare workers (subject to sector-specific pay scales)
3. No Breach of Conditions
The applicant must not have:
Violated immigration laws
Breached visa conditions
Received a custodial sentence
Good character and immigration compliance are assessed during the ILR process.
4. English Language and Life in the UK Test
Applicants must pass the Life in the UK test
Must meet the English language requirement at B1 CEFR level (if not already met or evidenced previously.
Common Pitfalls to Avoid
Miscalculating continuous residence due to excessive absences
Salary falling below ILR threshold at the point of application
Relying on “exemptions” that don’t apply to the applicant’s specific role
Not keeping documentation (payslips, employment contracts) covering the 5-year period
Understanding these pitfalls can be troublesome, But you don’t have to do it yourself. We at Axis Solicitors can do it for you. Contact for consultation today
How to Avoid Rejection Under Appendix Skilled Worker
Despite the structured nature of the Skilled Worker route, applications are still frequently refused due to errors, omissions, or misunderstandings of the rules set out in Appendix Skilled Worker. These rejections can have serious consequences — delaying start dates, affecting employee mobility, and in some cases, resulting in a loss of sponsorship status for employers.
1. Incorrect or Inappropriate SOC Code
The issue: Employers often select an SOC code that does not accurately reflect the job description. Some do this unintentionally, while others may try to benefit from a code with a lower salary threshold.
How to avoid it:
Match the role's day-to-day duties with the duties listed in the SOC code
Avoid generic job titles like “consultant” or “manager” unless the duties clearly fit
Include detailed job responsibilities in the CoS
2. Salary Below the Required Threshold
The issue: Even a small shortfall (e.g. £100) in the annual salary can lead to rejection. The Home Office does not round figures up and expects precise compliance.
How to avoid it:
Ensure salary aligns with the going rate or tradeable thresholds
Don’t rely solely on annual salary — check that the hourly rate also meets the minimum (e.g. £10.75/hour)
Double-check figures before issuing the CoS
3. Miscalculation of “New Entrant” Eligibility
The issue: Employers wrongly assume that all recent graduates qualify as new entrants or continue to apply reduced salary thresholds beyond the 4-year maximum.
How to avoid it:
Confirm that the applicant is under 26 or within 2 years of course completion
Track any previous Skilled Worker or Tier 2 visas — new entrant status has a strict time limit
Ensure this is properly marked on the CoS
4. Incomplete or Inaccurate Certificate of Sponsorship
The issue: Sponsors often make clerical errors or omit required information on the CoS, such as incorrect SOC codes, start dates, job descriptions, or maintenance certification.
How to avoid it:
Review the CoS thoroughly before assigning
Use Axis Solicitors’ pre-submission CoS review service
Keep supporting documents ready to justify all details provided
5. Failure to Meet English Language Requirements
The issue: Applicants submit English test results that are not from an approved SELT provider or rely on a degree certificate without Ecctis verification.
How to avoid it:
Only use UKVI-approved SELT tests
If relying on a foreign degree, obtain an Ecctis Statement of Comparability
Double-check that results meet CEFR Level B1 or above
6. Missing Maintenance Documentation
The issue: If the sponsor does not certify maintenance on the CoS and the applicant fails to provide bank statements, the application will be refused.
How to avoid it:
Sponsors should tick the maintenance box if providing support
Applicants should always submit personal bank statements unless clearly exempt
Include 28-day history of funds (£1,270 minimum)
7. Non-Compliance with Reporting Duties
The issue: After assigning a CoS or hiring a Skilled Worker, some sponsors neglect their reporting obligations, including notifying changes in salary, location, or job role.
How to avoid it:
Maintain a system for tracking all sponsored workers
Report changes within 10 working days via SMS
Conduct regular internal audits or seek advice from immigration professionals
8. Overlooking Cooling-Off Periods or Immigration History
The issue: Some applicants may be applying after a visa refusal or curtailment, triggering hidden restrictions like cooling-off periods or re-entry bans.
How to avoid it:
Review the applicant’s full immigration history
Disclose any past refusals or visa issues openly
Include a cover letter to explain the context if needed
Frequently Asked Questions (FAQs)
1. What is Appendix Skilled Worker?
Appendix Skilled Worker is part of the UK Immigration Rules that outlines the eligibility criteria, salary thresholds, sponsorship obligations, and application conditions for those applying under the Skilled Worker visa route. It acts as the legal foundation governing skilled migration into the UK.
2. Who can apply under the Skilled Worker route?
You can apply if:
You have a confirmed job offer from a UK-licensed sponsor
The role is on the list of eligible occupations
You meet the salary and English language requirements
You’re applying from inside or outside the UK and meet other immigration requirements
3. How many points are required under the Appendix Skilled Worker?
Applicants must score 70 points:
50 mandatory points for a valid job offer, appropriate skill level, and English language
20 tradeable points based on salary, shortage occupation, or PhD qualifications
4. Can I bring my family with me on a Skilled Worker visa?
Yes. Skilled Worker visa holders can bring dependants, including:
Spouse or partner
Children under 18 (or over 18 if already in the UK as a dependant)
Each dependant must apply separately and meet financial maintenance requirements.
5. What happens if my salary is slightly below the threshold?
Even being £1 below the required salary can result in refusal. Tradeable points may allow reduced thresholds (e.g. new entrant, shortage occupation), but you must clearly claim and evidence this on your application.
Need Expert Help With Your Skilled Worker Visa or Sponsorship?
Navigating Appendix Skilled Worker and the broader immigration rules can be complex, with tight deadlines, legal responsibilities, and serious risks for non-compliance. Whether you're:
An employer applying for or maintaining a sponsor licence
A migrant worker looking to apply or extend your Skilled Worker visa
A dependent needing guidance for your family’s entry or stay in the UK
Axis Solicitors is here to assist you in all your legal matters concerning Appendix Skilled Worker. Contact us today for consultation.