What the Skilled Worker route is — and isn't
The Skilled Worker route is the UK's main work visa category for sponsored employees in skilled roles. It replaced Tier 2 (General) in late 2020 and is now the route most UK employers use to hire overseas workers.
It is not a route for unskilled work, self-employed people, or short-term project labour. It is for genuine employment in roles that meet the skill and salary requirements published by the Home Office.
What the role and worker must satisfy
The route assesses both the role and the worker. The role must be at the right skill level, have a valid SOC code, and meet the salary threshold. The worker must have the relevant English language ability, the offer of sponsored employment, and a valid Certificate of Sponsorship.
- —Role: skill level RQF 3 or above (broadly A-level equivalent or higher)
- —Role: assigned to a valid SOC code from the Home Office Skilled Worker list
- —Salary: meets the higher of the general threshold or the SOC-specific going rate
- —Worker: English language at B1 level (CEFR) — usually evidenced by test or qualification
- —Worker: has a valid Certificate of Sponsorship from a licensed UK sponsor
Salary thresholds and going rates
There are two salary thresholds: a general minimum and a SOC-specific 'going rate'. The applicable salary is the higher of the two. The Home Office updates both periodically.
Tradeable points exist for shortage occupations, PhD-level qualifications, new entrants, and specific listed roles, which can reduce the applicable salary in certain circumstances.
- —General threshold — published by the Home Office, updated periodically
- —Going rate — specific to each SOC code, published in Appendix Skilled Occupations
- —The applicable salary is the higher of the two — not a choice
- —Tradeable points may reduce the applicable salary for shortage roles or new entrants
- —Salary must be guaranteed under contract — not commission-dependent or variable below the threshold
SOC codes — picking the right one
Every Skilled Worker role must be assigned to a SOC (Standard Occupational Classification) code. The SOC determines the skill level, the going rate, and the actual duties expected.
Picking the wrong SOC code is one of the most common — and avoidable — causes of CoS errors and visa refusals. The SOC must genuinely reflect what the worker will do, not what is convenient.
- —SOC codes are not interchangeable — each has specific duties and skill assumptions
- —The going rate varies significantly between SOC codes
- —Misclassification can be flagged at CoS assignment or at visa decision
- —Roles that span multiple SOCs should be classified by their dominant function
The Certificate of Sponsorship process
Once a sponsor licence is in place and the role and worker meet eligibility, the next step is assigning a Certificate of Sponsorship. The CoS is a digital reference number, not a physical document — it links the worker's visa application to your sponsorship.
Defined CoS (for out-of-country applicants) must be requested individually from the Home Office before assignment. Undefined CoS (for in-country switches) come from an annual allocation.
- —Confirm SOC code, salary, hours, and role details before assignment
- —For defined CoS: submit a request through SMS and wait for Home Office approval
- —Pay the CoS fee (£525 Worker route) and Immigration Skills Charge at assignment
- —Assign the CoS through SMS and provide the reference number to the worker
- —Worker must use the CoS within 3 months — submit visa application before it expires
Operational decisions employers need to make
Hiring through the Skilled Worker route is a process decision, not just a recruitment decision. It affects HR, finance, line management, and operations.
The earlier these decisions are made, the smoother the process tends to be — and the more accurate your budgeting and timeline.
- —Will the business reimburse worker visa costs and Immigration Health Surcharge?
- —Who internally owns ongoing compliance for this sponsored hire?
- —Is the role genuinely at the SOC code claimed — or has it been stretched to fit?
- —What happens if the worker leaves the business before the sponsorship period ends?
- —Are line managers briefed on what sponsored hiring requires of them operationally?