UK Skilled Worker Visa: Comprehensive Analysis of Transitional Salary Provisions for Pre-April 2024 CoS Holders (Categories F-J)
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1. Executive Summary
The United Kingdom's immigration landscape underwent substantial revisions on 4 April 2024, profoundly impacting the Skilled Worker visa route. These amendments introduced significantly higher general salary thresholds and updated occupation-specific 'going rates' for sponsored employment.1 These adjustments form a crucial component of the government's broader strategy to manage and reduce net migration.3
For Skilled Worker applicants whose initial Certificate of Sponsorship (CoS) was issued prior to 4 April 2024, specific transitional provisions have been established. These arrangements are designed to mitigate the immediate and potentially disruptive effects of the new regulations on existing visa holders and their sponsoring employers.1 These transitional provisions remain applicable until 3 April 2030, provided the individual maintains continuous permission as a Skilled Worker.1
While benefiting from more lenient thresholds compared to new applicants, existing visa holders are still subject to increased salary requirements. The general salary threshold for those under transitional arrangements initially rose from £26,200 to £29,000 per annum on 4 April 2024.1 This figure was subsequently updated to £31,300 from 22 July 2025.7 Furthermore, the occupation-specific 'going rates' for transitional applicants are now based on updated 25th percentile salary figures derived from the 2023 Annual Survey of Hours and Earnings (ASHE) data.2
This report provides a detailed examination of these minimum salary requirements under the transitional provisions, with a particular focus on "Options F to J" as delineated within Appendix Skilled Worker. These options cater to various applicant scenarios, including standard transitional roles, those holding relevant PhD qualifications, occupations listed on the Immigration Salary List (ISL), and individuals qualifying as 'new entrants'. A thorough understanding of these nuanced requirements is imperative for both employers and applicants to ensure ongoing compliance and facilitate successful visa extensions or changes of employment.
2. Introduction: Navigating the UK Skilled Worker Visa Landscape
The UK government's recent overhaul of its immigration rules, particularly those pertaining to work visas, represents a significant shift in policy. On 14 March 2024, a major Statement of Changes to the Immigration Rules was published, with the most impactful provisions taking effect on 4 April 2024.1 These changes are intrinsically linked to the government's broader objective of reducing overall net migration, as outlined in its "five-point plan".2 The primary consequence of these revisions is a substantial increase in the minimum salary thresholds for the Skilled Worker visa route, alongside a recalibration of occupation-specific 'going rates'.1 Further adjustments to salary thresholds, particularly affecting new applicants, were also implemented from 22 July 2025.7
The purpose of this report is to provide a comprehensive and precise analysis of the transitional arrangements specifically applicable to Skilled Worker visa applicants whose initial Certificate of Sponsorship was issued before 4 April 2024.1 The analysis will focus on the various types of Skilled Worker salaries under these transitional provisions, with a particular emphasis on the minimum salary thresholds associated with job categories designated as Options F to J.8 This includes a detailed examination of the general salary threshold, occupation-specific 'going rates', and any applicable discounts or special conditions pertinent to each category.
The dynamic and frequently updated nature of UK immigration regulations, as evidenced by numerous "Statements of Changes" (e.g., HC 559, HC 590, HC 733) and forward-looking policy documents like the 2025 white paper 5, underscores the necessity for continuous vigilance. For employers, this means that merely understanding the current rules is insufficient; anticipating and preparing for future amendments is paramount. This shifts the burden of compliance from a static, periodic check to a continuous monitoring and strategic planning process, directly influencing long-term recruitment and retention strategies for international talent.
The intricate interplay of general thresholds, occupation-specific going rates, and the various discount options (F-J) available under transitional rules, combined with this evolving regulatory environment, elevates immigration compliance beyond a purely administrative function. It becomes a critical component of strategic workforce planning. Employers must consider not only immediate salary requirements but also project future eligibility, anticipate potential salary escalations, and assess the long-term viability of sponsoring particular roles or individuals.18 This necessitates a sophisticated approach to talent acquisition and retention, particularly concerning international hires.
3. Understanding Transitional Provisions for Skilled Workers (CoS Issued Before 4 April 2024)
Definition and Eligibility for Transitional Arrangements
Transitional arrangements have been specifically designed for Skilled Workers who were already part of this immigration route prior to the significant changes implemented on 4 April 2024.1 To qualify for these provisions, an applicant's Certificate of Sponsorship (CoS) must have been assigned before 4 April 2024.1 Crucially, individuals must also have maintained continuous permission as a Skilled Worker since that date. These transitional rules are applicable to various types of applications, including those for extending existing permission or for changing employers within the UK.2
Duration of Transitional Provisions
These transitional arrangements offer a defined period of stability, remaining in effect until 3 April 2030.1 This extended timeframe provides a valuable window for both existing visa holders and their sponsoring employers to adapt to the evolving immigration landscape and plan for future compliance without immediate, drastic adjustments.
General Salary Threshold under Transitional Rules
The general salary threshold for individuals covered by these transitional arrangements has undergone a phased increase. Initially, from 4 April 2024, this threshold increased from £26,200 to £29,000 per annum.1 This initial adjustment was explicitly made to account for inflation, reflecting a pragmatic approach to maintaining the real income of existing skilled workers while the broader immigration policy tightens.1 Subsequently, from 22 July 2025, this transitional general threshold was further updated to £31,300 per year.7 This phased increase means employers sponsoring workers under transitional rules must be prepared for successive adjustments to salary requirements, especially if their employees' visas extend beyond July 2025. This necessitates continuous monitoring of salary compliance for existing staff. The general threshold operates as one of two criteria, with the higher of the general threshold or the occupation-specific going rate needing to be satisfied.6
Going Rates under Transitional Rules
For applicants under the transitional provisions, occupation-specific 'going rates' are calculated based on updated 25th percentile salary figures from the 2023 ASHE data.2 This approach represents a deliberate policy choice by the government. By maintaining the 25th percentile for existing workers, as opposed to the median (50th percentile) applied to new applicants, the government aims to provide a more manageable increase for those already contributing to the UK economy.2 This differentiation serves to reduce the risk of mass departures or unsustainable salary hikes for employers, acknowledging the existing investment in these workers and seeking to maintain a degree of workforce stability even as the overall immigration policy shifts towards higher salary thresholds. While offering a 'soft landing', this still necessitates salary adjustments, underscoring the government's commitment to higher earning thresholds across the board. The specific going rate for an occupation code must always be met, even if a general salary discount or a lower general threshold applies.1
Comparison with New Salary Thresholds (Post-April 2024 CoS Holders)
To fully appreciate the impact and intent of the transitional provisions, it is essential to compare them with the rules applicable to new Skilled Worker visa applicants whose Certificate of Sponsorship is issued on or after 4 April 2024. For these new applicants, the general salary threshold initially increased from £26,200 to £38,700 per annum on 4 April 2024.1 This threshold was subsequently raised further to £41,700 from 22 July 2025.8 Furthermore, the occupation-specific 'going rates' for new applicants are based on the median (50th percentile) of the 2023 ASHE data 2, which are considerably higher than the 25th percentile rates applied to transitional applicants.
The existence of distinct salary thresholds and going rate calculations for pre-April 2024 CoS holders versus new applicants reveals a dual-track immigration policy. The significantly higher thresholds for new applicants are designed to reduce overall immigration numbers and ensure that, moving forward, only the highest-earning skilled workers enter the UK.1 In contrast, the transitional provisions, while still increasing salaries, offer a temporary and less stringent pathway for those already contributing to the UK economy. This tiered system creates vastly different cost implications for employers, depending on whether they are recruiting new overseas talent or retaining existing sponsored workers. This disparity may incentivize the retention of current staff, provided their salaries can be adjusted to meet transitional rates, over new international recruitment, potentially impacting the UK's ability to attract fresh talent in sectors where the new thresholds are prohibitive. It also underscores the government's intent to shift the economic burden of sponsorship more directly onto employers, compelling them to reassess compensation strategies across their entire workforce.1
Table 2: Comparison of General Salary Thresholds (Pre- vs. Post-April 2024)
Period/Category | General Salary Threshold (Annual) | Basis for Going Rate | Key Notes |
Before 4 April 2024 | £26,200 | 25th percentile (2021 ASHE) | Previous standard for Skilled Worker visa. |
Transitional (CoS before 4 April 2024) | £29,000 (from 4 April 2024) then £31,300 (from 22 July 2025) | Updated 25th percentile (2023 ASHE) | Applies to extensions/changes of employment for existing visa holders until 3 April 2030. |
New Applicants (CoS on/after 4 April 2024) | £38,700 (from 4 April 2024) then £41,700 (from 22 July 2025) | Median (50th percentile) (2023 ASHE) | Applies to new Skilled Worker visa applications. |
This table provides a concise overview of the general salary thresholds across different periods and applicant types, visually encapsulating the core financial changes and making the distinction between new and transitional rules immediately apparent. It highlights the significant increase for new applicants while showing the more moderate, inflation-adjusted increase for existing workers.
4. Detailed Analysis of Minimum Salary Requirements: Options F to J
For Skilled Worker visa applicants whose first Certificate of Sponsorship was issued before 4 April 2024, the Immigration Rules provide a set of specific "tradeable points" options (F to J) that allow for lower salary thresholds under certain conditions. These options are crucial for existing visa holders seeking to extend their stay or change employers under the transitional arrangements. In all cases, the salary offered must meet whichever is the higher of the specified cash threshold or the relevant percentage of the occupation's going rate.8
Defining 'Salary' for Immigration Purposes
Before delving into the specific options, it is critical to understand what components of remuneration are considered 'salary' for the purpose of meeting Skilled Worker visa requirements. The Home Office explicitly counts only guaranteed gross PAYE (Pay As You Earn) salary.20 Other forms of payment, such as bonuses, overtime, allowances, and any sums the worker repays to the sponsor, are generally disregarded.20 While London weighting may be included, this is only permissible if the sponsor confirms it is guaranteed and treated identically to basic gross pay for tax, pension, and National Insurance purposes.21 For roles with contractual hours differing from the standard 37.5 hours per week (or 40 hours for hospital doctors, 32.5 for state-school teachers), the going rate may be pro-rated, but the cash threshold itself is never pro-rated.20 The hourly pay must also meet a minimum floor, often £17.13 per hour, calculated on no more than a 48-hour working week.20
Option F: Standard Transitional Salary (No Discounts)
This option applies to Skilled Worker applicants under transitional arrangements who do not qualify for any specific salary discounts. To meet the requirements under Option F, the applicant's annual salary must equal or exceed both:
£31,300 per year; and
100% of the going rate for the relevant SOC 2020 occupation code.8
This represents the baseline salary requirement for existing Skilled Workers who were sponsored before 4 April 2024 and are seeking to extend their permission or change employers.
Option G: Transitional Salary for Relevant PhD Holders (Non-STEM)
Option G provides a lower salary threshold for individuals holding a relevant PhD qualification that is not in a STEM (Science, Technology, Engineering, and Mathematics) subject. The criteria for this option include:
The applicant must possess a UK PhD or another academic doctoral qualification, or an overseas academic qualification confirmed by Ecctis (formerly UK NARIC) to meet the recognised standard of a UK PhD.4
The sponsoring employer must provide a credible explanation demonstrating how the PhD qualification is directly relevant to the job for which the applicant is being sponsored.4
If the applicant has previously been awarded points for an educational qualification in a prior Skilled Worker permission, re-submission of evidence for the qualification is not required, but the sponsor's explanation of its relevance remains necessary.4
Under Option G, the applicant's annual salary must equal or exceed both:
£28,200 per year; and
90% of the going rate for the relevant SOC 2020 occupation code.8
It is important to note that earlier guidance, specifically HC 590, indicated an initial threshold of £26,100 per year for this option, suggesting a subsequent adjustment to the current £28,200.4
Option H: Transitional Salary for Relevant STEM PhD Holders
Option H offers a further reduced salary threshold for Skilled Worker applicants under transitional provisions who possess a PhD in a STEM subject that is relevant to their sponsored role. The eligibility criteria mirror those for Option G regarding the PhD qualification and its relevance to the job.8
For Option H, the applicant's annual salary must equal or exceed both:
£25,000 per year; and
80% of the going rate for the relevant SOC 2020 occupation code.8
Option I: Transitional Salary for Jobs on the Immigration Salary List (ISL)
The Immigration Salary List (ISL) replaced the previous Shortage Occupation List (SOL) on 4 April 2024.1 The ISL is a more limited list of occupations where the government deems it appropriate to offer a discounted salary threshold.1 While the ISL offers a lower general salary threshold for new applicants (e.g., £30,960 instead of £38,700, or £33,400 instead of £41,700 from 22 July 2025) 1, it is crucial to understand that this reduction does not apply to the occupation-specific going rates, which must still be met.1
For transitional Skilled Worker applicants whose job is on the ISL (Option I), the annual salary must equal or exceed both:
£25,000 per year; and
100% of the going rate for the relevant SOC 2020 occupation code.8
It is noteworthy that for transitional applicants, the general threshold can be reduced to £23,200 if the role is on the ISL.3 However, the specific cash floor for Option I is £25,000, and individual ISL occupations may have specific lower going rates that must be met.12
Option J: Transitional Salary for New Entrants
Option J provides a reduced salary threshold for individuals who qualify as 'new entrants' to the UK labour market under the transitional provisions. This category is intended to offer flexibility for employers recruiting qualified individuals who may not yet command the same salary levels as more experienced workers.22
To qualify as a 'new entrant' for Option J, an applicant must meet one or more of the following criteria on the date of application:
Be under 26 years of age.4
Be sponsored for a postdoctoral research or higher education teaching position in specific SOC 2020 codes (e.g., Chemical scientists, Biological scientists, Biochemists, Physical scientists, Social and humanities scientists, other unspecified researchers, Higher education teaching professionals).4
Be working towards full registration or chartered status with a relevant professional body for the sponsored job, particularly if the role is in a UK Regulated Profession.4
Have held a Student visa as their most recent permission (excluding visitor permission), which, if expired, must have done so less than two years before the application date. During that Student permission or any previous Student permission, they must have been sponsored to study a UK bachelor's, master's, PhD, or other doctoral qualification, a Postgraduate Certificate in Education, or a Professional Graduate Diploma of Education. The course must be completed (or expected to be completed within three months of application), or they must be currently studying for a PhD with at least 12 months of study completed in the UK.4
Have held a Graduate visa as their most recent permission (excluding visitor permission), which, if expired, must have done so less than two years before the application date.4
A critical limitation for new entrants is the four-year time limit. The granting of the application under Option J must not result in the applicant's combined permission as a Skilled Worker, Graduate, and/or Tier 2 Migrant exceeding four years in total, irrespective of whether the permission has been continuous.4 After this four-year period, the individual will no longer be eligible for the new entrant discount and must meet the full, higher salary requirements for experienced workers.22
For Option J, the applicant's annual salary must equal or exceed both:
£25,000 per year; and
70% of the going rate for the relevant SOC 2020 occupation code.8
It is important to note that earlier guidance, specifically HC 590, indicated an initial threshold of £23,200 per year for this option, suggesting a subsequent adjustment to the current £25,000.4
Table 1: Summary of Skilled Worker Transitional Salary Options (F-J) for CoS Issued Before 4 April 2024
Option | Applicable To | Minimum Annual Salary Threshold (Cash Floor) | Percentage of Going Rate | Key Eligibility Criteria |
F | Standard Transitional (No Discounts) | £31,300 | 100% | General transitional category. |
G | Relevant PhD Holders (Non-STEM) | £28,200 (initially £26,100) | 90% | UK or Ecctis-confirmed overseas PhD relevant to the job. |
H | Relevant STEM PhD Holders | £25,000 | 80% | UK or Ecctis-confirmed overseas STEM PhD relevant to the job. |
I | Jobs on the Immigration Salary List (ISL) | £25,000 (general ISL transitional threshold £23,200) | 100% | Occupation listed on the current Immigration Salary List. |
J | New Entrants | £25,000 (initially £23,200) | 70% | Under 26, postdoctoral researcher, working towards professional registration, or recent UK graduate/Graduate route holder (4-year limit applies). |
This table provides a concise, at-a-glance reference for the specific cash thresholds and going rate percentages for each category (F, G, H, I, J), which is crucial for quick comparison and understanding of the nuanced salary requirements under the transitional provisions.
5. Key Considerations for Employers and Applicants
Navigating the revised Skilled Worker visa rules, even under transitional provisions, requires meticulous attention to detail and proactive planning from both employers and applicants.
Importance of Accurate SOC Code Matching
A fundamental requirement for any Skilled Worker visa application is that the job offer must be in an eligible skilled occupation, accurately reflected by a Standard Occupational Classification (SOC) 2020 code.14 Employers must ensure that the chosen SOC code genuinely reflects the actual duties and responsibilities of the job, not merely the job title.14 Misalignments between the job description and the selected SOC code, or choosing a code simply to meet a lower salary threshold, can lead to visa refusals and potential sponsor licence compliance breaches, including suspension or revocation.14 This necessitates a thorough review of job descriptions and a precise matching process with the official Appendix Skilled Occupations.
Impact on Visa Extensions and Changes of Employment
The transitional provisions are specifically designed to apply to existing Skilled Worker visa holders who are applying to extend their permission or change employers within the UK.2 This means that even for these individuals, their salaries must meet the updated transitional thresholds (Options F-J) at the time of application. Employers sponsoring such applications must be prepared to adjust salaries upwards to ensure compliance, as failure to do so will result in visa refusal.3 This highlights that while the transitional arrangements offer a softer landing, they do not exempt existing workers from salary increases.
Need for Ongoing Salary Reviews to Maintain Compliance
Given the phased increases to the general transitional salary threshold (from £29,000 to £31,300) and the dynamic nature of going rates (updated 25th percentile of ASHE data) 1, employers must implement a robust process for ongoing salary reviews for their sponsored workforce. Simply meeting the initial threshold at the time of the first CoS assignment is insufficient. Employers are advised to re-assess existing salary ranges for all employees to achieve fair compensation across their entire workforce and ensure continued compliance with immigration rules.1 This continuous monitoring is vital to avoid non-compliance when an existing sponsored migrant approaches their visa expiry date and requires an extension.3
Potential Implications for RQF 3-5 Roles under Transitional Rules
The immigration rules are generally shifting towards requiring a higher skill level, RQF 6 (degree level) or above, for new Skilled Worker sponsorships from 22 July 2025.5 While transitional provisions allow for sponsorship of RQF 3-5 roles if the worker was first sponsored in that exact code before 22 July 2025 and is extending or changing job within the same code 14, this is a time-limited concession. For care workers (SOC 6135/6136), this transitional eligibility for RQF 3-5 roles is valid only until 22 July 2028.14 Broader changes proposed in the 2025 immigration white paper suggest that medium-skilled jobs (RQF levels 3-5) will generally not be sponsorable unless specifically recommended by the Migration Advisory Committee and demonstrating domestic recruitment efforts.5 This indicates a future tightening of eligibility for lower-skilled roles, even for existing visa holders, necessitating long-term workforce planning that accounts for these impending restrictions.
6. Conclusion and Outlook
The transitional provisions for Skilled Worker visa applicants whose first Certificate of Sponsorship was issued before 4 April 2024 represent a critical, albeit temporary, mechanism to manage the impact of significant immigration rule changes. These provisions offer a more moderate increase in salary thresholds compared to those applied to new applicants, providing existing visa holders and their employers with a softer landing and a longer period (until 3 April 2030) to adapt.1 This differentiated approach reflects a policy balancing the government's objective of reducing net migration with the practical need to avoid severe disruption to businesses reliant on their current international workforce.
However, it is imperative for employers and applicants to recognise that these transitional arrangements, while beneficial, still entail increased financial obligations. The general transitional salary threshold has risen, and occupation-specific going rates, based on updated 25th percentile ASHE data, require careful adherence.2 Furthermore, the specific salary options (F to J) for PhD holders, ISL occupations, and new entrants, while offering discounts, come with their own detailed eligibility criteria and, in the case of new entrants, a strict four-year time limit.22 The continuous evolution of these rules, including further adjustments to thresholds and the tightening of RQF skill level requirements for certain roles, underscores the dynamic nature of the UK immigration system.5
Looking ahead, the landscape of UK immigration is likely to remain subject to further review and adjustment, with a full review from the Migration Advisory Committee expected later in 2024.3 This necessitates a proactive and adaptive approach. Employers should undertake continuous salary reviews for all sponsored workers, ensuring not only immediate compliance but also planning for future increases and changes in eligibility criteria, particularly as the 2030 deadline for transitional provisions approaches. Strategic workforce planning should account for the long-term implications of these changes, including potential shifts in recruitment strategies to balance the costs of new international hires against the benefits of retaining existing skilled workers. For individuals, understanding their specific category and the associated salary and eligibility requirements is paramount to securing their continued permission to work in the UK.
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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.
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