The Standard Occupational Classification (SOC) code determines whether or not a job role is eligible for sponsorship under the Skilled Worker visa. Each individual SOC code determines the salary threshold and skill level eligibility for each sponsored visa application.
There are dozens of SOC codes to choose from and it is very easy to make a mistake about choosing a role that isn't eligible because of details such as when a person was first sponsored on the Skilled Worker route. Choosing the incorrect SOC code will inevitably mean Certificates of Sponsorship (CoS) requests being rejected, visas being refused, and even UKVI inspections if a worker's paid salary isn't meeting the requirements of the specific SOC code. It's easy to make a mistake, but the mistakes are highly consequential.
This guide walks employers through:
✅ how to select the correct SOC code
✅ Understanding minimum salary requirements
✅ Avoiding common errors.
The Skilled Worker visa has two minimum salary requirements:
1. The standard rate, which is the salary floor below which a person cannot be paid. For Skilled Workers, this is now generally £41,700 unless a lower rate applies, such as the new entrant rate.
2. The going rate, which is a salary that is specific to each SOC code.
To sponsor a Skilled Worker, the higher of the two minimums must be paid.
One common mistake is to offer a person a salary in a role that meets the standard rate, but that doesn't meet the going rate of the SOC.
A SOC code also decides whether or not a job role is skilled enough. A CoS or visa can be refused, because the SOC code is one that can no longer be used to sponsor a Skilled Worker.
In July last year, many SOC codes were made ineligible for new applications, but those already being sponsored could continue to be sponsored under these codes, meaning that the SOC codes are still in the immigration rules but only applicable to certain applicants, which is very confusing.
UKVI can also decide if the SOC is indeed the right SOC code for the job role. They can interrogate a company and a job description and decide if another SOC is more appropriate, which can result in a refusal because the appropriate SOC has a higher salary.
A SOC code is a 4-digit code that aligns to an occupation, often applying to a few job descriptions that are very closely connected.
SOC 2020 codes are used for visa applications now whereas previously SOC 2010 codes were used.
You can find the SOC 2020 index here.
It is more than having just the same job title. A CoS includes a short description of the main responsibilities for a job role, and it is really important that these descriptors capture the rules accurately, particularly with regards signally the seniority of the position.
If a job role is sufficiently broad that it covers multiple occupations, concentrate on the SOC code that describes the majority of the role. If a job role is covered by more than one SOC code, also consider the difference in salary between the different SOC codes and making sure the higher salary is met.
UKVI can reject CoS applications if a job description is either too generic e.g. verbatim of online descriptions of the role, or if a job description clearly describes another job role. UKVI can also reject CoS applications if it is considered that the SOC code is inappropriate for the type and/or size of the sponsoring organization.
Once a SOC code is identified, it can be looked up in Appendix Skilled Occupation. Here you will find several tables of occupations, which are now generally divided into tables that are eligible for different applicants depending on when they were first sponsored as Skilled Workers.
Table 1 is for occupations that are now eligible for new Skilled Worker sponsorship applications. Table 1a is where SOC codes that qualified before 22 July 2025 have been added for those being sponsored before that date to extend their visas further.
Table 2 applies for those sponsored before 4 April 2024 in RQF 6 + job roles. It is generally used to align the old SOC 10 codes used in previous applications with SOC 20 codes for extension applications. Table 2a covers the same time frame for applicants as Table 2, but includes lower skilled RQF roles from 3 to 5.
Tables 3 and 3a are specific to health and education job roles that can be sponsored for those first sponsored before 22 July 2025 and after.
There is also now a list of occupations that can be found in the Temporary Shortage List, and the Immigration Salary List.
Confused? 😖
The key questions to consider are: what is the job role and when (if at all) was the person first sponsored under the Skilled Worker visa route. That is the starting point for working out the minimum salary threshold.
If a role is included on the Shortage Occupation List, it can be sponsored even if the skill level might be lower than RQF 6. The salary needs to meet the standard threshold and the going rate. The occupations that are currently on the Shortage Occupation List are due to be removed from 31 December 2026, so CoS need to be assigned for these roles before this date.
Similarly, if a role is on the Immigration Salary List the role can be sponsored despite being a lower skilled occupation. These roles have two minimum salary rates depending on when a person was first sponsored. Those sponsored before 4 April 2024, can be sponsored under the 'lower rate'. The Immigration Salary list will also be retired on 31 December 2026, but those already on CoS under these SOC codes by this date can still remain for as long as their visas are valid.
1. Selecting a SOC code just based on the job title, and not on summary of a job description. UKVI decide another SOC code is more applicable and reject a request for a CoS.
2. Using a SOC code that doesn't qualify for the particular applicant based on whether or not they already have a Skilled Worker visa. UKVI reject the request for a CoS.
3. Choosing a SOC code because it has a lower minimum salary, when the job is clearly better defined by another SOC code. Deliberately doing so can lead to the UKVI revoking a sponsor licence and cancelling the visas of all sponsored workers.
4. Inconsistencies between the CoS and the actual job description and/or how the applicant describes their role at interview, which will lead to a visa refusal.
1. Review the job description and make sure that you get a good understanding of the role. Sometimes job roles can be very technical, and so it is those who work in the sector that know better what a particular role does.
2. Check the job description matches the job title.
3. Identify a SOC code using the Cascot tool and by reviewing Appendix Skilled Occupation.
4. Check if the role qualifies for sponsorship and what the going rate would be depending on whether or not any salary reductions apply.
5. Make sure the CoS description sufficiently explains the role and avoids being too vague, or concentrating on goals and aims of the role as opposed to what the role does.
6. Ascertain if the role meets the standard threshold and going rates based on the number of hours being worked each week.
7. Seek professional help if there are any uncertainties.
Q. What happens if I use the wrong SOC code on a Certificate of Sponsorship?
A Defined CoS request will be refused. An assigned Undefined CoS used in a visa application will prompt further information and document request, delaying the visa application and potentially leading to the visa being refused.
Q. Can I change the SOC code after a CoS has been assigned?
If a CoS has not been "used" i.e. the application has not yet been decided, then the SOC code can be changed by adding a sponsor note to the live CoS to specify the correct SOC code.
How do I find the going rate for a specific SOC code?
All going rates are included in either Appendix Skilled Occupation or the Immigration Salary List.
Does the SOC code affect the Immigration Health Surcharge?
Health and Care workers do not need to pay the Immigration Health Surcharge. Some SOC codes in scientist roles are also exempt from the Immigration Skills Charge.
SOC code accuracy is essential - it affects salary, eligibility and compliance.
Prior to requesting or assigning a CoS, or submitting a Skilled Worker visa application, verify the SOC code carefully and seek guidance if unclear.
Getting a CoS refused owing to the incorrect SOC code can often lead to issues trying to use a different SOC code for the same individual as questions will be raised about whether or not a role is being created for an individual.
Basing a SOC code decision purely on salary can also lead to sponsor licence revocation, so assessments on whether or not a SOC code is appropriate for a role and that the salary is correct are really important.
Selecting the correct SOC code is one of the most important steps in the Skilled Worker sponsorship process. If you are unsure which code applies to a role, or whether your salary offer meets the going rate, professional advice before issuing the Certificate of Sponsorship can prevent costly refusals.
Contact us today to check your SOC code.