Navigating UK Skilled Worker Dependant Sponsorship: A Comprehensive Analysis of Salary Thresholds and Policy Changes by Certificate of Sponsorship Assignment Date

I. Executive Summary

The UK Skilled Worker visa, a cornerstone of the nation's immigration system, facilitates the entry of skilled overseas professionals to work for approved UK employers, offering a pathway to permanent settlement after five years.¹ A fundamental aspect of this route has historically been the ability for the primary visa holder to bring eligible family members—partners and dependent children—to the UK.² However, the landscape governing this ability has undergone, and continues to undergo, significant transformation. Recent and forthcoming changes to immigration rules, particularly those implemented from 4 April 2024 and those taking effect from 22 July 2025, have substantially altered the provisions for both Skilled Worker applicants and their dependants. These changes primarily manifest through increased salary thresholds for the main applicant and, crucially, new restrictions on dependant sponsorship for certain job categories.⁶

The Certificate of Sponsorship (CoS) assignment date is the pivotal factor determining which set of immigration rules applies to an applicant. This report segments its analysis into three distinct periods based on this date:

• CoS Assigned Before 4 April 2024: This cohort benefits from transitional arrangements, generally facing lower salary thresholds based on 25th percentile going rates and retaining broader eligibility for dependant sponsorship, even for roles later reclassified as "lower-skilled" (RQF 3-5).⁶

• CoS Assigned Between 4 April 2024 and 21 July 2025: New applicants during this timeframe faced substantially higher general salary thresholds, increasing to £38,700, and revised going rates based on the 50th percentile (median).⁶ Dependant sponsorship remained generally permitted, provided the main applicant's job met the new, elevated skill and salary requirements.

• CoS Assigned From 22 July 2025 Onwards: This period introduces the most stringent changes. A mandatory RQF Level 6 skill requirement will apply to most new applicants.⁷ Critically, new Skilled Workers sponsored in RQF 3-5 roles under the newly introduced Temporary Shortage List (TSL) will no longer be able to bring dependants.⁴ Salary thresholds for all categories will also see further increases.⁸

The overarching trend revealed by these policy shifts is a deliberate governmental strategy to reduce overall net migration by attracting a more highly remunerated and skilled migrant workforce. This approach necessitates proactive and informed planning from both prospective Skilled Worker migrants and their sponsoring employers to navigate the increasingly complex and restrictive immigration landscape.

II. Introduction

This report provides a detailed, expert-level analysis of the UK's Skilled Worker visa route, with a specific focus on the ability of primary visa holders to sponsor their dependants, including partners and children. The complexity of the UK's immigration regulations has intensified due to recent and forthcoming changes, making a precise understanding of these provisions crucial for all stakeholders. The analysis will delineate the rules applicable across three distinct periods, determined by the Certificate of Sponsorship (CoS) assignment date, with particular emphasis on the evolving minimum salary requirements and their direct impact on dependant sponsorship rights.

The Skilled Worker visa is designed for individuals entering or remaining in the UK to undertake an eligible job with an approved employer.² Typically granted for up to five years, this visa route offers a pathway to Indefinite Leave to Remain (ILR) after five years of continuous residence.¹ Core requirements for the main applicant include securing a job offer from a licensed sponsor, obtaining a valid CoS, ensuring the job is on the list of eligible occupations, meeting specified minimum salary thresholds, and demonstrating English language proficiency.¹ A significant draw of the Skilled Worker route has historically been the provision allowing eligible partners and children to join the main visa holder in the UK, fostering family unity.²

The date on which a licensed employer assigns the Certificate of Sponsorship (CoS) to a prospective migrant worker is the pivotal factor determining which specific set of immigration rules, particularly concerning salary thresholds and dependant sponsorship eligibility, applies to that individual's application.² This creates distinct cohorts of applicants, each subject to varying entitlements and obligations. Understanding these temporal distinctions is fundamental to navigating the current UK immigration system effectively.

III. General Eligibility for Skilled Worker Dependants

The ability of a Skilled Worker migrant to bring their family to the UK is governed by specific criteria for eligible dependants, relationship validation, and financial maintenance.

Definition of Eligible Dependants (Partners, Children under 18, Children over 18 in UK)

The UK immigration rules define eligible dependants for the Skilled Worker route broadly to include immediate family members. These are:

• Husband, wife, or civil partner: The relationship must be legally recognised in the UK.⁴

• Unmarried partner: For unmarried partners, it is required that the couple has been living together in a relationship akin to marriage for a continuous period of at least two years immediately prior to the date of application.⁴

• Children under the age of 18: This category encompasses biological or adopted children, including those who may have been born in the UK during the Skilled Worker visa holder's stay.³

• Children over the age of 18: Eligibility for children over 18 is more restrictive. They are only considered eligible if they are currently residing in the UK as the Skilled Worker visa holder's dependant and continue to be financially supported by them.⁴

Relationship and Financial Dependency Requirements for Dependants

Beyond the basic definitions, dependants must satisfy specific requirements concerning their relationship with the main applicant and, for children, their financial dependency.

• Relationship Proof: All applicants must provide robust evidence of their relationship with the main Skilled Worker visa holder. For married or civil partners, this typically involves marriage or civil partnership certificates. Unmarried partners must provide evidence of their two-year cohabitation, such as joint bank statements, utility bills, or tenancy agreements.⁴ The Home Office must be satisfied that the relationship is genuine and subsisting.⁵

• Child Dependency: For children, a birth certificate or adoption order is required to prove the relationship. For children aged 16 or over, additional evidence is necessary to demonstrate their continued dependency. They are generally expected to live with the Skilled Worker visa holder, though exceptions exist for those attending boarding school, college, or university on a full-time basis.⁴ Crucially, they must not be married or in a civil partnership, nor have children of their own, and must remain financially supported by the Skilled Worker visa holder.⁴

• Intention to Live Together: All dependants must demonstrate a clear intention to live with their UK sponsor throughout the validity period of their visa and must have suitable accommodation arranged in the UK.⁴

The provision allowing children over 18 to qualify as dependants only if they are already in the UK and continuously dependent suggests a policy aim to prevent new family migration of adult children, focusing instead on maintaining family unity for those already established. This creates a hard cutoff for family reunification based on age and location at the point of application. If a child turns 18 outside the UK, they generally cannot join as a dependant, which can fragment families where older children have not yet established a presence in the UK with their parents. This reflects a policy preference for nuclear family units and limits the extension of family migration rights to adult children who have not yet established a presence in the UK with their parents.

Maintenance Fund Requirements for Skilled Worker and Dependants

Both the main Skilled Worker applicant and their dependants must demonstrate that they have sufficient funds to support themselves in the UK without recourse to public funds.²

• Required Funds:

• Principal applicant (Skilled Worker): Must have at least £1,270.⁵

• Dependant Partner: An additional £285.⁴

• First Dependant Child: An additional £315.⁴

• Each Additional Dependant Child: An additional £200.⁴

The table below summarises the maintenance fund requirements:

Table 1: Maintenance Fund Requirements for Skilled Worker and Dependants

Applicant Type	Required Funds	Notes
Principal applicant (Skilled Worker)	£1,270	Must be held for 28 consecutive days.
Partner	£285	Additional amount for each partner.
First child	£315	Additional amount for the first child.
Each additional child	£200	Additional amount for each subsequent child.
Example: Family of 4 (Principal, Partner, 2 Children)	£2,070	Calculated as £1,270 + £285 + £315 + £200.

• Proof of Funds: The total required amount must have been held in a bank account for a continuous period of at least 28 days, with the 28th day falling within 31 days immediately preceding the date of the visa application.⁵

• Exemptions: The maintenance requirement can be waived under two specific conditions:

• If the applicant (and their dependants) have been living lawfully in the UK with a valid visa for 12 months or more immediately before the application.⁵

• If the sponsoring employer certifies on the Certificate of Sponsorship (CoS) that they will cover the applicant's (and their family's) maintenance costs up to the required amount during their first month in the UK. This certification must be explicitly stated in the 'sponsor certifies maintenance' section under 'Additional data' on the CoS.⁵

The financial maintenance requirement for dependants, while seemingly straightforward, represents a significant upfront financial barrier for families, especially when combined with application fees and the Immigration Health Surcharge (IHS). For a family, these sums quickly accumulate, potentially amounting to several thousand pounds before even considering relocation costs. This policy implicitly favors individuals or families with substantial savings or those whose employers are willing to certify maintenance, potentially disadvantaging those from less affluent backgrounds or those without employer support, despite meeting other Skilled Worker criteria. It acts as a de facto financial filter for family migration.

Other General Requirements for Dependants

Beyond financial and relationship criteria, dependants must adhere to standard application procedures:

• Application Process: Each family member is required to submit a separate online application. These individual applications must be linked to the main Skilled Worker visa holder's application, typically by including the main visa holder's Global Web Form (GWF) or Unique Application Number (UAN).⁴ Applications can be made from either inside or outside the UK.⁴

• Fees and Surcharges: Applicants must pay the relevant application fee, a biometric enrolment fee, and the Immigration Healthcare Surcharge (IHS).⁴ The IHS is generally £1,035 per person per year.¹³ However, dependants of Health and Care Worker visa holders are exempt from paying the IHS.²

• Identity and Biometrics: All applicants must prove their identity and provide their biometrics (fingerprints and a photograph) at a local visa application centre.¹

• Additional Documentation: Depending on the applicant's country of origin, a TB test result may be required.¹ For certain occupations involving vulnerable individuals (e.g., healthcare, education), a criminal record certificate is necessary.¹

ILR Pathway for Dependants

Dependants of Skilled Worker visa holders can apply for Indefinite Leave to Remain (ILR), which grants permanent settlement in the UK, after completing five years of continuous lawful residence in the UK.² Eligibility for ILR requires meeting specific criteria, including maintaining continuous leave and satisfying ongoing relationship requirements.² Once ILR is granted, individuals are no longer subject to immigration control and may be eligible to apply for British citizenship after a further 12 months.⁴

IV. Policy Landscape: Certificates of Sponsorship Assigned Before 4 April 2024

Individuals whose first Certificate of Sponsorship (CoS) was assigned before 4 April 2024 fall under a distinct set of rules, benefiting from transitional arrangements designed to ease the impact of subsequent, more stringent policy changes. These arrangements generally allow for lower salary thresholds and broader eligibility criteria compared to those applying under later rules, provided the individual has maintained continuous permission as a Skilled Worker since their initial grant.⁶

Minimum Salary Requirements

For this cohort, the minimum salary requirements are generally more lenient.

• General Threshold: The general salary threshold for extensions or new jobs under these transitional arrangements increased from £26,200 to £29,000 per annum on 4 April 2024.⁶ This adjustment primarily aimed to account for inflation.

• "Going Rate" for Occupations: The occupation-specific "going rates" for this group are based on the 25th percentile of earnings for each Standard Occupational Classification (SOC) code.⁶ The applicant's salary must meet or exceed the higher of the general threshold (£29,000) or the specific 25th percentile going rate for their job.

Detailed Analysis of Tradeable Points Options (F-K) and Associated Salary Thresholds

To qualify for a Skilled Worker visa, applicants must accumulate 70 points, consisting of 50 mandatory points (for sponsorship, an eligible job, and English language proficiency) and 20 tradeable points.³ For CoS assigned before 4 April 2024, the relevant tradeable points options are F through K.⁹ The absolute lowest salary possible under any of these options for this cohort is £25,000.⁹

• Option F: Salary only: The applicant's salary must equal or exceed both £31,300 per year AND the going rate for the SOC 2020 occupation code.⁹ This option provides 20 points for salary.

• Option G: Relevant PhD: The applicant possesses a PhD in a subject directly relevant to the job, and their salary equals or exceeds both £28,200 per year AND 90% of the going rate for the SOC 2020 occupation code.⁹ This option grants 10 points for salary and 10 points for the PhD.

• Option H: Relevant STEM PhD: The applicant holds a PhD in a Science, Technology, Engineering, or Mathematics (STEM) subject relevant to the job, and their salary equals or exceeds both £25,000 per year AND 80% of the going rate for the SOC 2020 occupation code.⁹ This option provides 20 points for the STEM PhD.

• Option I: Listed Occupation (Immigration Salary List - ISL): The applicant is sponsored for a job on the Immigration Salary List (which replaced the Shortage Occupation List), and their salary equals or exceeds both £25,000 per year AND the going rate for the SOC 2020 occupation code.⁹ This option grants 20 points for the listed occupation.

• Option J: New Entrant: The applicant qualifies as a "new entrant" at the start of their career, and their salary equals or exceeds both £25,000 per year AND 70% of the going rate for the SOC 2020 occupation code.⁹ This option provides 20 points for new entrant status. Criteria for a new entrant include being under 26 years old on the date of application, applying for a post-doctoral position in specific SOC codes, or switching from certain student visas.⁹

• Option K: Listed Health or Education Occupation: The applicant is sponsored for a job in a listed health or education occupation, and their salary equals or exceeds both £25,000 per year AND the going rate for the SOC 2020 occupation code.⁹ This option grants 20 points for the listed health or education occupation.

Ability to Sponsor Dependants: General Provisions

For this cohort, the ability to sponsor dependants (partners and children) was generally not restricted by the skill level of the occupation. As long as the main applicant met the general Skilled Worker visa requirements, including salary and maintenance, their dependants could typically join them, provided they satisfied the relationship and maintenance fund requirements.⁴ This contrasts sharply with later policy changes.

Transitional Arrangements for this Cohort

A significant aspect of the rules for this cohort is the extensive transitional arrangement. These lower salary requirements (Options F-K) will continue to apply until at least 4 April 2030 for Skilled Workers who were initially granted permission under the rules in place before 4 April 2024 and have maintained continuous permission as a Skilled Worker since that time.⁶ This continuity is crucial even if the individual changes jobs or employers, as long as they update their visa appropriately.¹⁵

The existence of these extensive "transitional arrangements" until 2030 for those with a CoS assigned before 4 April 2024 reveals a policy objective to manage the impact of significant rule changes on existing migrants and avoid immediate, widespread retrospective application of harsher criteria. This indicates a conscious decision by the Home Office to provide a grace period, acknowledging that individuals made life decisions and commitments based on the previous, more lenient rules. While providing stability for current visa holders, this approach also creates a two-tiered system for Skilled Workers, where those who entered earlier benefit from more lenient salary requirements. This could lead to perceived inequities and administrative complexities for employers managing both "old rule" and "new rule" employees. It also signals a long-term strategy to gradually phase out the lower thresholds entirely by 2030.

Furthermore, the "absolute lowest salary possible is £25,000" for this cohort, even with tradeable points.⁹ This floor, combined with the various tradeable points options, demonstrates a nuanced approach to skilled migration. It allows for a degree of flexibility to attract specific talent, such as highly educated individuals or early-career professionals, even if their initial salary is not exceptionally high. This policy aims to ensure migrants are not a burden on public funds while acknowledging the value of specific attributes like PhDs or "new entrant" status. It balances the need for specific skills with the broader policy goal of higher-earning migrants.

V. Policy Landscape: Certificates of Sponsorship Assigned Between 4 April 2024 and 21 July 2025

This period marks a significant tightening of the Skilled Worker route, primarily characterized by substantial increases in salary thresholds for new applicants. These changes were formally announced on 14 March 2024 and became effective on 4 April 2024.⁶

Increased Minimum Salary Requirements

The primary shift during this timeframe was a considerable elevation of the financial bar for Skilled Worker applicants.

• General Threshold: The general salary threshold saw a dramatic increase from £26,200 to £38,700 per annum.⁶ This represented an 82% jump from the previous threshold.¹⁸

• "Going Rate" for Occupations: Occupation-specific "going rates" were updated to reflect the 50th percentile (median) of earnings for each type of role, a significant increase from the previous 25th percentile basis.⁶ The applicant's salary must meet or exceed the higher of the new general threshold (£38,700) or the job's specific 50th percentile going rate.⁹

Detailed Analysis of Tradeable Points Options (A-E) and Associated Salary Thresholds

For individuals whose first CoS was issued on or after 4 April 2024, the relevant tradeable points options are A through E.⁹ These options allow for a lower salary if other specific criteria are met, contributing to the required 70 points for visa eligibility.

• Option A: Salary only: The applicant's salary must equal or exceed both £41,700 per year AND the going rate for the SOC 2020 occupation code.⁹ This option provides 20 points for salary.

• Option B: Relevant PhD: The applicant has a PhD in a subject relevant to the job, and their salary equals or exceeds both £37,500 per year AND 90% of the going rate for the SOC 2020 occupation code.⁹ This option grants 10 points for salary and 10 points for the PhD.

• Option C: Relevant STEM PhD: The applicant holds a PhD in a Science, Technology, Engineering, or Mathematics (STEM) subject relevant to the job, and their salary equals or exceeds both £33,400 per year AND 80% of the going rate for the SOC 2020 occupation code.⁹ This option provides 20 points for the STEM PhD.

• Option D: Listed Occupation (Immigration Salary List - ISL): The applicant is sponsored for a job on the Immigration Salary List, and their salary equals or exceeds both £33,400 per year AND the going rate for the SOC 2020 occupation code.⁹ The ISL replaced the previous Shortage Occupation List (SOL) and is a more limited list of occupations. While it offers a lower general salary threshold of £30,960 (instead of £38,700), the higher occupation-specific going rates still need to be satisfied, and the 20% salary discount previously applied to SOL roles was removed.⁶ This option grants 20 points for the listed occupation.

• Option E: New Entrant: The applicant qualifies as a "new entrant" at the start of their career, and their salary equals or exceeds both £33,400 per year AND 70% of the going rate for the SOC 2020 occupation code.⁹ This option provides 20 points for new entrant status.

The sharp increase in the general salary threshold (from £26,200 to £38,700) and the shift to the 50th percentile for going rates represent a fundamental re-evaluation of what constitutes a "skilled" worker in the UK, moving from a minimum wage-plus approach to a median-wage-centric model. This change drastically narrows the pool of eligible applicants, particularly for roles that previously qualified but were not highly remunerated. It forces employers to re-assess salary ranges ⁶ and potentially limits access to skilled labor in sectors where wages are typically lower than the new median, even if the roles are genuinely skilled. This aligns with the government's stated goal of prioritizing "higher-paying, skilled positions" ¹⁸ and reducing net migration.

Furthermore, the replacement of the Shortage Occupation List (SOL) with the more limited Immigration Salary List (ISL) and the removal of the 20% salary discount for these roles, despite offering a lower general threshold, signifies a more selective and less flexible approach to addressing labor shortages. This change suggests a shift from broad-based shortage mitigation to a highly targeted approach. The government is signaling that even for identified shortage occupations, the expectation is for them to be paid at or near the median rate, rather than offering a significant salary concession. This could exacerbate labor shortages in some sectors by making it harder to sponsor workers at competitive rates, even if the roles are critical.

Impact on Dependant Sponsorship

During this period, the increased salary thresholds for the main applicant did not introduce new restrictions on dependant sponsorship based on the skill level of the occupation. Skilled Worker visa holders meeting the main applicant's salary and other eligibility requirements could generally continue to sponsor their partners and children.

Transitional Arrangements for Existing Visa Holders

While new applications faced the higher thresholds introduced on 4 April 2024, existing Skilled Worker visa holders whose first CoS was assigned before 4 April 2024 continued to benefit from the more favourable transitional arrangements (lower rates, Options F-K) if they maintained continuous Skilled Worker permission.⁶ This meant the stricter April 2024 rules primarily impacted new applications for Skilled Worker visas.

VI. Policy Landscape: Certificates of Sponsorship Assigned From 22 July 2025 Onwards

The period commencing 22 July 2025 introduces the most profound changes to the Skilled Worker route, fundamentally impacting both skill level requirements for eligible occupations and, critically, dependant sponsorship eligibility for specific roles.⁴ These changes were outlined in the 1 July 2025 Statement of Changes to the Immigration Rules.⁸ Workers sponsored before this date, or those whose visa applications are based on a CoS issued before 22 July 2025, will generally be covered by the rules applicable to the previous periods.⁸

Further Increased Minimum Salary Requirements

From 22 July 2025, the salary thresholds for Skilled Worker visas will see further increases across various categories.⁸

• General Minimum Salary Threshold: The general minimum salary threshold for new Skilled Worker applications will rise to £41,700 per year.¹

• Jobs on PhD STEM or Occupation Salary List (ISL): The minimum salary for jobs on the PhD STEM or Immigration Salary List will increase to £37,500.⁸

• New Entrant Rate: The minimum salary for new entrants will rise to £33,400.⁸

• Transitional Arrangements (Extension of Skilled Worker Visas initially granted pre-April 2024): For those extending Skilled Worker visas initially granted before April 2024, the threshold will rise to £31,300.⁸

• Going Rates: Going rates for specific occupations will also increase proportionally.⁷

• General Minimum Hourly Rate: A new general minimum hourly rate of £17.13 will apply for skilled occupations.⁷ Where the occupation-specific hourly rate is higher, that rate will apply.⁸ This hourly rate must be met in addition to the annual salary threshold, calculated on no more than 48 paid hours per week.⁷ The introduction of a general minimum hourly rate adds another layer of complexity and potential restriction. A job might meet the annual threshold but fall short on the hourly rate if the working hours are significantly high. This ensures that even if a low-paying job somehow meets an annual threshold (e.g., through a very long working week), it still must meet a minimum hourly rate, preventing exploitation and ensuring a "fair" wage floor. The hourly wage floor reinforces the government's commitment to attracting genuinely higher-paid workers and prevents circumvention of annual salary thresholds through extended working hours.

Revised Skill Level Requirements

This period introduces a fundamental shift in the required skill level for most Skilled Worker occupations.

• Mandatory RQF Level 6 for New Applicants: From 22 July 2025, a job must normally be graded at Regulated Qualifications Framework (RQF) level 6 (equivalent to a graduate degree) to be sponsored under the Skilled Worker route for new applicants.⁴

• Removal of Lower-Skilled Occupations: More than 170 occupations previously considered RQF level 3-5 have been removed from the eligible occupation codes for the Skilled Worker route.⁷ This includes a wide range of roles such as various managers (e.g., retail, hotel), administrative positions, and many technician roles.⁸ The raising of the minimum skill requirement to RQF Level 6 for new applicants, coupled with the explicit removal of over 170 RQF 3-5 occupations, signifies a fundamental redefinition of "skilled" migration, moving away from mid-skilled roles towards a predominantly graduate-level workforce. This is not merely an adjustment but a structural change to the eligibility criteria. This policy will significantly reshape the UK's migrant workforce, potentially creating acute labor shortages in sectors that heavily relied on mid-skilled foreign workers. It forces employers to either automate, upskill domestic workers, or find alternative, potentially more expensive, recruitment channels. It also signals a clear preference for academic qualifications as a proxy for "skill."

• Introduction of Temporary Shortage List (TSL) for RQF 3-5 roles (interim measure): An interim Temporary Shortage List (TSL) has been introduced, containing approximately 50 occupations at RQF levels 3-5 that remain eligible for new applicants under the Skilled Worker route after 22 July 2025.⁷ This list is a temporary measure; a CoS for TSL roles must be issued before 31 December 2026, as the list is set to be removed by the end of 2026 or earlier.⁷

Critical Restrictions on Dependant Sponsorship

This period introduces the most significant restrictions on dependant sponsorship.

• No Dependants for Skilled Workers Sponsored under the Temporary Shortage List (RQF 3-5 roles): This is a major policy change. Applicants newly sponsored on or after 22 July 2025 in any RQF 3-5 job on the Immigration Salary List (ISL) or Temporary Shortage List (TSL) will not be permitted to bring new dependants to the UK.⁴ This restriction is specifically tied to the skill level of the role.⁷ Notably, Care Workers and Senior Care Workers (SOC 6135 and 6136) are explicitly mentioned as no longer eligible to bring dependants under these new rules.⁴ The introduction of the Temporary Shortage List (TSL) as an "interim measure" until December 2026, coupled with the explicit ban on dependants for workers sponsored under it, reveals a highly targeted, time-limited, and restrictive approach to addressing immediate, critical labor gaps without facilitating long-term family migration for these roles. This policy is a clear signal that the government views these specific RQF 3-5 occupations as temporary necessities rather than long-term immigration pathways. It prioritizes immediate economic needs (filling specific gaps) over broader social integration or family unity for these categories of workers. This could make TSL roles less attractive to potential migrants who wish to bring their families, potentially undermining the effectiveness of the list in addressing shortages. It also creates a significant ethical and social challenge, as workers in these roles are effectively denied family life in the UK.

• Dependant Eligibility for RQF 6+ roles: Skilled Worker visa holders sponsored for jobs at RQF level 6 or above, or those sponsored in RQF 3-5 roles before 22 July 2025, are not affected by this new dependant restriction and can still bring dependants.⁴

Detailed Analysis of Tradeable Points Options (A-E) and Associated Salary Thresholds (as applicable to RQF 6+ roles)

The tradeable points options A-E (as detailed in Section V) will continue to apply for RQF 6+ roles, but with the updated and generally higher salary thresholds specified for this period.⁷

• Skilled Worker (General): The threshold for Option A (salary only) will be £41,700 or the going rate, whichever is higher.⁸

• Jobs on PhD STEM or Occupation Salary list: The threshold for Options C (STEM PhD) and D (ISL) will be £37,500 or the relevant percentage of the going rate.⁸

• New Entrant Rate: The threshold for Option E (new entrant) will be £33,400 or 70% of the going rate.⁸

Transitional Arrangements for Existing Skilled Worker Visa Holders

Important transitional arrangements are in place for those already holding Skilled Worker visas.

• Workers who were already in the Skilled Worker route before 22 July 2025 and have continuously held a Skilled Worker visa since then may continue to be sponsored in RQF 3-5 roles. This includes for visa extensions, employment changes, or supplementary employment, until at least 22 July 2028 for certain roles, subject to review.⁷

• Crucially, family members who already hold valid leave granted as dependants before 22 July 2025 can continue to extend their visas, provided they meet normal family-route maintenance rules, even if the primary applicant's role would now fall under the TSL dependant restriction.⁷ The distinction between existing visa holders (who can continue to extend in RQF 3-5 roles and bring dependants) and new applicants (who face RQF 6+ and dependant restrictions for TSL roles) creates a complex, multi-layered immigration system that prioritizes continuity for those already in the UK while imposing stricter conditions on new entrants. While intended to provide fairness for existing migrants, this complexity burdens employers with navigating different rules for different employees. It also highlights a strategic move to gradually phase out lower-skilled migration pathways, allowing existing cohorts to complete their journey (e.g., to ILR) while closing the door to new entrants in those categories. This gradual tightening aims to achieve long-term migration reduction targets without causing immediate economic shock.

VII. Comparative Analysis and Implications

The evolution of the Skilled Worker visa route, particularly concerning salary thresholds and dependant sponsorship, presents a complex and dynamic landscape. The Certificate of Sponsorship (CoS) assignment date serves as the primary differentiator, creating distinct sets of rules for different cohorts of migrants.

Comparative Skilled Worker Salary Thresholds

The following table provides a comprehensive comparison of the minimum salary thresholds across the three critical periods, detailing the general thresholds and the specific requirements for each tradeable point option (A-K). This comparison clearly illustrates the escalating financial requirements over time.

Table 2: Comparative Skilled Worker Salary Thresholds by CoS Assignment Date and Tradeable Point Option

Tradeable Point Option	CoS Assigned Before 4 April 2024 (Options F-K)	CoS Assigned Between 4 April 2024 and 21 July 2025 (Options A-E)	CoS Assigned From 22 July 2025 Onwards (Options A-E)
General Threshold	£29,000 (Transitional) 6	£38,700 6	£41,700 1
Going Rate Basis	25th percentile 9	50th percentile (median) 6	Further increased proportionally 8
Option F/A (Salary only)	£31,300 or going rate 9	£41,700 or going rate 9	£41,700 or going rate 8
Option G/B (Relevant PhD)	£28,200 or 90% going rate 9	£37,500 or 90% going rate 9	£37,500 or 90% going rate 8
Option H/C (Relevant STEM PhD)	£25,000 or 80% going rate 9	£33,400 or 80% going rate 9	£37,500 or 80% going rate 8
Option I/D (ISL/SOL)	£25,000 or going rate 9	£33,400 or going rate 9	£37,500 or going rate 8
Option J/E (New Entrant)	£25,000 or 70% going rate 9	£33,400 or 70% going rate 9	£33,400 or 70% going rate 8
Option K (Health/Education)	£25,000 or going rate 9	N/A (Not applicable for new rules)	N/A (Not applicable for new rules)
Absolute Lowest Salary	£25,000 9	N/A (Minimums are higher)	N/A (Minimums are higher)
Minimum Hourly Rate	N/A	N/A	£17.13 (General) 7

The escalating salary thresholds across all categories, coupled with the RQF 6+ mandate for new applicants, indicates a strategic policy shift towards a "high-wage, high-skill" immigration model, moving away from volume-based migration. This is not just about reducing numbers; it is about altering the composition of the migrant workforce. This policy aims to alleviate pressure on public services and infrastructure by attracting migrants who are expected to contribute more significantly to the tax base and fill highly specialized roles. However, it also creates a potential mismatch between the skills available in the global labor market (especially from developing countries) and the UK's new entry requirements, potentially limiting diversity and access to essential, but lower-paid, skilled roles.

Dependant Sponsorship Eligibility

The ability to sponsor dependants has undergone a critical transformation, particularly impacting lower-skilled occupations.

Table 3: Dependant Sponsorship Eligibility Summary by CoS Assignment Date and Job Skill Level

CoS Assignment Date Period	Main Applicant's Job Skill Level (RQF)	Dependant Sponsorship Eligibility (New Applications)	Dependant Sponsorship Eligibility (Existing Dependants under Transitional Rules)
Before 4 April 2024	RQF 3+ (All eligible roles)	Generally Yes, no RQF-based restrictions 4	Yes (Continues to apply under transitional rules) 4
4 April 2024 - 21 July 2025	RQF 3+ (All eligible roles)	Yes 4	Yes (If CoS before 4 April 2024 and continuous leave) 4
From 22 July 2025 Onwards	RQF 6+	Yes 4	Yes (If CoS before 22 July 2025 and continuous leave) 4
	RQF 3-5 (Temporary Shortage List/ISL)	No 4	Yes (If CoS before 22 July 2025 and continuous leave) 4
	RQF 3-5 (Not on TSL/ISL)	No (Role no longer eligible for new SWV) 8	Yes (If CoS before 22 July 2025 and continuous leave, until 22 July 2028) 7
	Care Workers/Senior Care Workers	No 4	Yes (If CoS before 22 July 2025 and continuous leave) 4

Implications for Skilled Worker Migrants

The evolving policy landscape carries profound implications for Skilled Worker migrants.

• Planning and Financial Considerations: Prospective migrants must now plan their applications with significantly higher salary expectations. The overall financial bar for a successful application, encompassing visa fees, the annual Immigration Health Surcharge, and maintenance funds, has risen considerably. The window for lower-skilled roles offering a pathway to dependant sponsorship is rapidly closing.

• Impact on Family Unity: The most severe implication is for individuals considering RQF 3-5 roles from 22 July 2025, as they will be explicitly unable to bring their families. This restriction forces a difficult choice between pursuing a career opportunity in the UK and maintaining family unity.

• Career Pathways: The increasing emphasis on RQF 6+ roles means individuals without graduate-level qualifications will find it progressively more challenging to enter the UK via the Skilled Worker route, unless they fit very specific, temporary shortage categories. This could lead to a brain drain from certain sectors or countries if the UK is no longer a viable option for family migration.

Implications for Sponsoring Employers

Sponsoring employers face a new set of challenges and responsibilities under the revised immigration rules.

• Recruitment Strategies: Employers must adjust their recruitment strategies to target higher-skilled and higher-paid individuals. For roles previously filled by RQF 3-5 workers, alternative recruitment methods, significant salary increases, or investment in domestic talent development will be necessary.

• Compliance and Salary Benchmarking: The frequent and substantial changes to salary thresholds and going rates demand continuous monitoring and proactive adjustment of internal salary benchmarking to ensure ongoing compliance. The dual system, with transitional rules applying to existing visa holders and new rules for new applicants, adds considerable administrative complexity.

• Talent Attraction: The restriction on dependants for TSL roles could significantly diminish the attractiveness of these positions to international talent, potentially undermining efforts to fill critical shortages in sectors like social care. Employers may need to offer additional incentives or explore alternative visa routes where available.

The differing income thresholds for Skilled Worker visas (based on job and tradeable points) versus the family visa minimum income requirement for British citizens/settled residents to sponsor partners highlights a nuanced and potentially inconsistent approach to family unity across different immigration routes. The Skilled Worker visa salary depends on the job, RQF level, and tradeable points, with a range of minimums. In contrast, the family visa for partners was set to rise to £38,700 but was paused at £29,000.¹⁹ This divergence can lead to situations where a Skilled Worker migrant might meet their visa's salary threshold, but a British citizen sponsoring a partner might struggle to meet a similar or higher threshold, creating a perceived unfairness. It suggests that while the government is tightening

all immigration routes, the rationale and specific mechanisms differ, making the overall landscape complex and potentially inequitable depending on the route. The pause on the family visa threshold, while Skilled Worker thresholds continue to rise, further underscores this divergence and hints at potential political sensitivities around family migration for citizens.

VIII. Conclusion and Strategic Considerations

The UK's Skilled Worker visa route has undergone, and continues to undergo, a rapid and substantial transformation. The core rationale behind these changes appears to be a dual objective: to reduce overall net migration and to shift the focus towards attracting "top-tier talent" in higher-paying, graduate-level occupations.¹⁸ This is evidenced by escalating salary thresholds, increased skill level requirements (RQF 6+), and the targeted curtailment of dependant sponsorship for lower-skilled roles.

Key Takeaways for Individuals and Organizations

• For Individuals: Proactive research and understanding of the specific CoS assignment date are paramount. Aspiring migrants should assess their qualifications against the new RQF 6+ requirement and prepare for significantly higher salary expectations. The ability to bring dependants is no longer universal for all skilled roles, particularly those falling under the Temporary Shortage List from July 2025.

• For Sponsoring Organizations: Continuous vigilance regarding immigration rule updates is essential for compliance. Recruitment strategies must adapt to the higher salary and skill thresholds, and the implications of dependant restrictions for TSL roles must be factored into talent attraction and retention efforts. Salary benchmarking will require frequent review to ensure competitiveness and compliance.

Recommendations for Navigating Future Changes

• Stay Informed: UK immigration rules are dynamic and subject to frequent updates. Regular consultation with expert legal counsel and continuous monitoring of official government announcements are critical for both individuals and sponsoring organizations.

• Strategic Planning: Both individuals and employers should engage in long-term strategic planning, anticipating further tightening of rules and potential shifts in policy direction. This includes considering the temporary nature of the TSL and potential future increases in fees or skills charges.⁸

• Explore Alternatives: For roles no longer eligible under the Skilled Worker route or where dependant restrictions are prohibitive, exploring alternative visa categories (e.g., the Health and Care Worker visa where applicable ²) or investing in domestic talent development initiatives will become increasingly important.

IX. Appendices

Glossary of Key Terms

• Certificate of Sponsorship (CoS): A unique reference number issued by a licensed UK employer to a migrant worker, confirming a job offer and sponsorship.¹

• Regulated Qualifications Framework (RQF): A framework used to describe qualifications in England, Wales, and Northern Ireland. RQF Level 6 is generally equivalent to a Bachelor's degree.¹

• Standard Occupational Classification (SOC) Code: A hierarchical classification system used to categorize occupations, each with an associated "going rate" salary.⁹

• Immigration Salary List (ISL): Replaced the Shortage Occupation List (SOL) from April 2024; it is a list of occupations where the government deems it sensible to offer a discounted salary threshold, though occupation-specific going rates still apply.⁶

• Temporary Shortage List (TSL): An interim list of RQF 3-5 occupations eligible for sponsorship for new applicants after 22 July 2025, but with no dependant sponsorship allowed. It is set to expire by December 2026.⁷

• Indefinite Leave to Remain (ILR): Permanent settlement status in the UK, typically granted after 5 years of continuous lawful residence under certain visa routes.¹

• Immigration Health Surcharge (IHS): An annual fee paid by most visa applicants to access the National Health Service (NHS).⁴

• New Entrant: A category of Skilled Worker applicant (e.g., under 26, switching from a Graduate visa, or in a post-doctoral position) eligible for potentially lower salary thresholds.¹

• Going Rate: The median salary for a specific occupation code, used to determine the minimum salary requirement for a Skilled Worker visa.¹

Sample Going Rates for Key SOC Codes (Standard vs. Lower)

The following table provides illustrative examples of annual and hourly going rates for selected SOC codes, distinguishing between the "Standard Going Rate" (applicable for CoS assigned on or after 4 April 2024) and the "Lower Going Rate" (applicable for CoS assigned before 4 April 2024, under transitional arrangements). These rates are typically based on a 37.5-hour working week and must be pro-rated for other working patterns.¹⁰

Table 4: Sample Going Rates for Key SOC Codes (Annual and Hourly)

SOC Code & Occupation Title	Standard Going Rate (Annual)	Lower Going Rate (Annual)	Standard Going Rate (Per Hour)	Lower Going Rate (Per Hour)	Notes
2119 - Natural and social science professionals not elsewhere classified (Research roles)	£41,500 11	£33,700 11	£21.28 11	£17.28 11
2311 - Higher education teaching professionals	£52,600 11	£40,600 11	£26.97 11	£20.82 11
3111 - Laboratory technicians	£33,400 11	£25,000 11	£17.13 11	£12.82 11	On TSL (from 22 Jul 2025) 8
3132 - IT user support technicians	£33,400 11	£27,700 11	£17.13 11	£14.21 11	On TSL (from 22 Jul 2025) 8
6135 - Care workers and home carers	£33,400 11	£25,000 11	£17.13 11	£12.82 11	On ISL; new dependants restricted from 22 Jul 2025 4

Note: "Not eligible for standard rate applications" indicates roles that do not qualify for sponsorship under the standard Skilled Worker route for new applicants from 4 April 2024, but may be eligible under transitional arrangements or specific visa routes like the Health and Care Worker visa.¹¹

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This information is for general knowledge only and does not constitute legal advice. It is essential to consult with a qualified UK immigration lawyer for advice tailored to your specific situation. 

As registered Immigration Lawyers with the IAA at Level 3 - Advocacy & Appeals, we can provide expert guidance and representation. Book a paid consultation for personalized advice:

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