ILR Salary Requirement for Skilled Workers 2026

Overview: salary and ILR

The salary requirement is one of the most critical - and most misunderstood - parts of the Indefinite Leave to Remain (ILR) application for Skilled Worker visa holders. Many applicants assume that if they met the salary threshold when their visa was first granted, they will automatically meet it at the ILR stage. This is not the case.

Your salary is reassessed at the point you apply for indefinite leave to remain. The threshold may have changed since your visa was issued. The going rate for your SOC code may have been updated. And crucially, only certain types of pay count towards the requirement. Understanding these rules well before you apply is essential to avoiding a refusal.

This guide covers everything Skilled Worker visa holders need to know about the salary requirement for indefinite leave to remain in 2026: the current thresholds, how going rates work, transitional protections for pre-2024 visa holders, what does and does not count as salary, part-time rules, Health & Care Worker exceptions, the new Earned Settlement points, and the evidence you need to provide.

The rules are set out in the Immigration Rules Appendix Skilled Occupations and the GOV.UK Skilled Worker salary guidance. This guide distils the key points into plain language, but always check the latest official guidance or consult an immigration adviser for your specific situation.

ILR salary requirement: the exact threshold in 2026

The indefinite leave to remain salary requirement for Skilled Worker visa holders in 2026 is not a single flat number. It is the higher of two figures: the general threshold of £38,700 per year, or the going rate for your specific Standard Occupational Classification (SOC) code. Understanding which of these two numbers applies to you is the first step in confirming that you meet the requirement.

The requirement is assessed at the time you apply for indefinite leave to remain, not at the time your visa was originally granted. This is a point that catches many applicants off guard. If going rates have increased since your visa was issued, you must meet the updated figure at the point of your indefinite leave to remain application. The Home Office does not lock in the going rate from your original visa grant date unless transitional arrangements apply to you.

Skilled Worker visa: the going rate or £38,700, whichever is higher

For most Skilled Worker visa holders, the binding constraint is the going rate for their SOC code. Many occupations have going rates above £38,700. For example, software developers on SOC code 2136 have a going rate of £46,800 per year. A developer earning £40,000 per year would meet the general threshold but fail the going rate test and would be refused. Always check the going rate for your specific SOC code at the time you intend to apply.

Health and Care Worker visa: lower threshold applies

Holders of the Health and Care Worker visa are subject to a lower general threshold of £29,000 per year rather than £38,700. They must still meet the going rate for their SOC code, but most eligible health and social care roles have going rates set at NHS pay scale levels, which are typically lower than the standard Skilled Worker thresholds. This makes the salary requirement more achievable for the majority of Health and Care Worker visa holders, though some are still affected by going rate increases over time.

Why the going rate matters more than the general threshold

In practice, applicants are more likely to be caught by the going rate than by the general threshold. The general threshold of £38,700 is well-known, but going rates are updated by the Migration Advisory Committee (MAC) and published in the Immigration Rules. Going rates can increase significantly between visa grant and indefinite leave to remain application, particularly in sectors with high wage growth. If your employer has not kept your salary in line with the updated going rate for your SOC code, you may face a refusal even though you comfortably exceed £38,700. Check the current going rates on GOV.UK at least 6 months before you plan to apply for indefinite leave to remain to give yourself time to address any shortfall.

The £38,700 general threshold

Since April 2024, the general salary threshold for the Skilled Worker visa route - and therefore for indefinite leave to remain on that route - has been £38,700 per year. This is a significant increase from the previous threshold of £26,200 (and before that, £25,600).

The general threshold acts as a floor: your salary must meet this amount or the going rate for your SOC code, whichever is higher. In practice, for many occupations the going rate exceeds £38,700, so the occupation-specific rate is the binding constraint. For lower-paid occupations where the going rate is below £38,700, the general threshold is what matters.

How the threshold changed

At the indefinite leave to remain stage, your current salary is what matters. If you were earning £30,000 when your visa was granted in 2022, and you are still earning £30,000 in 2027, you will not meet the £38,700 threshold - unless transitional arrangements apply to you.

Going rate by SOC code

Every Skilled Worker visa is assigned a Standard Occupational Classification (SOC) code that identifies the type of work you do. Each SOC code has a published "going rate" - the minimum annual salary the Home Office considers appropriate for that occupation. Your salary must meet both the general threshold and the going rate, whichever is higher.

Example going rates (2026)

Note that going rates are updated periodically by the Migration Advisory Committee (MAC) and can change between the time your visa was granted and the time you apply for ILR. Always check the current going rates on GOV.UK before applying. If your occupation's going rate has increased, you need to meet the new rate.

How the going rate interacts with the general threshold

The rule is straightforward: you must earn the higher of the general threshold (£38,700) or the going rate for your SOC code. For a software developer on SOC 2136 with a going rate of £46,800, you must earn at least £46,800. For an IT support technician on SOC 3131 with a going rate of £27,300, the general threshold of £38,700 applies - unless transitional arrangements reduce the general threshold for you.

Transitional arrangements (pre-April 2024 visas)

The April 2024 salary increase from £26,200 to £38,700 was substantial. Recognising that many existing visa holders could not immediately secure a salary increase to qualify for indefinite leave to remain, 48% pay rise overnight, the government introduced transitional arrangements. These protect people who were already on Skilled Worker visas and would struggle to meet the new indefinite leave to remain salary threshold.

Who qualifies for transitional protection?

You may benefit from transitional arrangements if your Skilled Worker or Tier 2 (General) visa was granted before 4 April 2024. Under these arrangements, your ILR salary is assessed against the thresholds that were in place when your visa was granted, rather than the current thresholds.

What the transitional thresholds look like

When transitional protection ends

Transitional arrangements apply only until your current visa permission expires. If you extend your visa or switch employers after April 2024, you will be assessed under the new thresholds at the point of that extension or switch. This means that even if you originally qualified under the old thresholds, a mid-period visa change could move you to the higher requirements.

If you are approaching your indefinite leave to remain eligibility date with a pre-April 2024 visa and your salary is between £26,200 and £38,700, it is critical that you do not let your current visa expire and re-apply, or switch employers, without understanding the salary implications. Any new visa application will be assessed under the current thresholds.

What counts as salary

Not everything your employer pays you counts towards the ILR salary requirement. The Home Office has strict rules about what qualifies as "salary" for immigration purposes. Getting this wrong is one of the most common reasons for salary-related ILR refusals.

What counts

• Base salary: Your core annual salary as stated in your employment contract. This is the primary component.
• Guaranteed allowances: Contractually guaranteed payments such as London weighting, shift allowances that are fixed and guaranteed, or other location-based supplements written into your contract.
• Guaranteed annual bonuses: Only if the bonus is contractually guaranteed (i.e., your contract states you will receive a specific amount, not that you may receive a discretionary amount).

What does NOT count

• Overtime pay: Even if you regularly work overtime and it significantly increases your take-home pay, overtime is not guaranteed and cannot be counted.
• Tips and gratuities: These are variable and not contractually guaranteed.
• Discretionary bonuses: Performance bonuses, annual bonuses subject to company discretion, or profit-sharing payments are excluded because they are not guaranteed.
• Commission: Unless commission is contractually guaranteed at a minimum fixed level, it does not count.
• Benefits in kind: Company car, private health insurance, gym membership, share options, pension contributions (beyond statutory), accommodation, and other non-cash benefits are not counted.
• On-call supplements: Unless guaranteed and fixed in your contract.
• Employer pension contributions: Only your gross salary matters, not your total remuneration package.

Key principle

The overarching rule is: only fixed, guaranteed, contractual pay counts towards the indefinite leave to remain salary requirement. If a component of your pay could vary, reduce, or disappear, the Home Office will not count it. This means your "total compensation" or "on-target earnings" (OTE) figure is likely higher than the salary the Home Office will assess.

What counts as salary for ILR purposes: full breakdown

The question of what counts as salary for indefinite leave to remain purposes trips up more applicants than almost any other aspect of the process. The Home Office definition of "salary" is narrower than the everyday meaning of the word. Many workers with comfortable total compensation packages are surprised to discover that their qualifying salary for immigration purposes is significantly lower. Here is a definitive breakdown.

Basic gross salary: the foundation

The starting point is always your basic gross annual salary as stated in your employment contract. This is the fixed amount your employer has contractually agreed to pay you per year, before tax and National Insurance deductions. It is the number that appears on your payslips as "basic pay" or "gross pay" in the fixed earnings section. This forms the foundation of your qualifying salary for indefinite leave to remain purposes.

Allowances: only if pensionable

Some allowances may count towards the indefinite leave to remain salary requirement, but only under specific conditions. An allowance counts if it is:

• Stated explicitly in your employment contract (not discretionary or subject to change)
• Paid regularly as part of your standard remuneration
• Pensionable (i.e., your employer's pension contributions are calculated based on it)

London weighting is the most common example. Many public sector and some private sector employers pay a London weighting supplement to employees based in or near London to offset the higher cost of living. If this supplement is contractually guaranteed and pensionable, it counts towards your qualifying salary. If it is described as an allowance that can be removed or varies, it does not count.

Bonuses: only if contractually guaranteed

Bonuses are one of the most common sources of confusion for indefinite leave to remain salary calculations. The rule is strict: only contractually guaranteed bonuses count. This means your contract must state that you will receive a specific, fixed bonus amount, not that you may receive a bonus subject to performance or company discretion. In practice, very few bonus arrangements are truly guaranteed in this sense. Annual performance bonuses, team bonuses, company profit-share arrangements, and Christmas bonuses are all discretionary and do not count towards your indefinite leave to remain salary.

What definitely does NOT count

The "total compensation" trap

Many employers and recruiters describe job packages using "total compensation" or "total remuneration" figures that include bonuses, share options, pension contributions, and benefits. For indefinite leave to remain purposes, these inflated figures are irrelevant. A role advertised as "£70k total compensation" may offer only £50,000 in qualifying basic salary. Always identify the basic gross salary figure explicitly when reviewing whether your role meets the indefinite leave to remain salary requirement, and ask your employer or HR to confirm which elements of your pay are counted as basic pensionable salary.

Part-time work and pro-rata calculations

If you work part-time on a Skilled Worker visa, the salary requirement is calculated on a pro-rata basis. The Home Office uses a standard full-time working week of 37.5 hours as the benchmark.

How pro-rata works

The going rate threshold is reduced in proportion to your working hours compared to 37.5 hours per week. For example:

Important caveat

The pro-rata calculation adjusts the going rate threshold, but the Home Office looks at your full-time equivalent (FTE) salary to determine whether you would meet the threshold if you worked full-time. Your FTE salary must still meet the general threshold of £38,700. In other words, if your part-time salary scales up to less than £38,700 on a full-time basis, you may not meet the requirement. Always check your FTE salary against both the general threshold and your occupation's going rate.

Part-time work on a Skilled Worker visa is relatively uncommon because sponsors typically need to justify the role as full-time. If you are considering reducing your hours, discuss the salary implications with an immigration adviser before doing so.

Health & Care Worker lower threshold

The Health and Care Worker visa is a sub-category of the Skilled Worker visa with more favourable terms, including a lower salary threshold. If you hold this visa, the general salary threshold for ILR is £29,000 rather than £38,700.

Who qualifies as a Health and Care Worker?

You must be working in an eligible health or social care role for an NHS employer, an NHS supplier, or an organisation providing adult social care. Common eligible roles include registered nurses, paramedics, medical practitioners, social workers in adult care, and care workers. The full list of eligible SOC codes is published in Appendix Health and Care Worker on GOV.UK.

Salary thresholds for Health and Care Workers

Health and Care Workers also benefit from an NHS surcharge exemption throughout their visa, which significantly reduces the overall cost of the ILR journey. For a detailed breakdown, see our Health and Care Worker to ILR guide.

New entrant rates and expiry

When you first applied for your Skilled Worker visa, you may have been classified as a "new entrant" - someone under 26, a recent graduate, in a postdoctoral position, or in professional training. New entrants benefit from a reduced salary requirement: typically 70% of the going rate for their SOC code.

When new entrant status expires

New entrant status is not permanent. It expires after a maximum of 4 years from the date your visa was granted, or when you turn 26, whichever comes first. After expiry, you are assessed against the full going rate.

Impact on ILR

Since ILR requires 5 years of continuous residence and new entrant rates expire after 4 years at most, by the time you apply for ILR your new entrant discount will have expired. You must meet the full going rate (and the general threshold) at the point of your ILR application. If your salary was set at 70% of the going rate when you started and has not increased since, you will almost certainly fail the salary requirement at the ILR stage.

If you entered on a new entrant rate, plan ahead: discuss a salary increase with your employer well before your ILR application date. Ideally, your salary should reach the full going rate by Year 3 or 4, giving you time to resolve any issues.

Changing jobs and salary implications

Changing employers during your Skilled Worker qualifying period is permitted, but it has significant salary implications for your ILR application.

New job, new salary assessment

Each time you change employers, your new employer must issue a Certificate of Sponsorship (CoS) specifying your new salary and SOC code. If you switch employers after April 2024, your new visa application will be assessed under the current salary thresholds (£38,700 general threshold), even if your original visa was granted under the old lower thresholds. This means a job change could move you out of transitional protection.

Salary reduction on job change

If you move to a new employer at a lower salary, this could create problems at the ILR stage. The Home Office assesses your salary at the time of your ILR application, which is your current salary with your current employer. If you took a pay cut when switching jobs and your new salary does not meet the threshold, your ILR application will be refused.

SOC code changes

If your new role falls under a different SOC code, the going rate may be different. A lateral move in your career could result in a higher or lower going rate. Always check the going rate for the new SOC code before accepting a new role - particularly if the going rate is higher than your proposed salary.

Multiple employer changes

There is no limit on how many times you can change employers during your qualifying period. However, each change requires a new CoS, a new visa application, and a salary assessment against current thresholds. The Home Office may also review your employment history during the ILR application to verify there were no gaps or breaches. Keep all CoS reference numbers, visa grant letters, and employment contracts for your records.

ILR salary requirement: what if you changed jobs?

Changing employers during your Skilled Worker qualifying period is common. Many people switch roles as they progress in their careers, move to better opportunities, or need to relocate. The good news is that changing jobs does not reset your qualifying period for indefinite leave to remain purposes. However, job changes have important salary implications that you must understand.

Each job change requires a new Certificate of Sponsorship

Every time you change employers on the Skilled Worker visa, your new employer must issue a new Certificate of Sponsorship (CoS) and you must apply for a new visa (or a change of employment if certain conditions are met). The new CoS specifies your new salary and SOC code. If you change employers after the April 2024 threshold increase, your new visa application will be assessed against the current thresholds of £38,700, even if your original visa was granted under the old lower thresholds. This is a critical point: a job change can eliminate your transitional protection.

At ILR time, only your current job salary matters

When you apply for indefinite leave to remain, the Home Office assesses your salary at the point of application. This means only your current salary with your current employer needs to meet the threshold. You are not required to have met the going rate or the general threshold at every point throughout the 5-year qualifying period. If you spent years one through three on a lower salary and received a significant pay rise in years four and five, your indefinite leave to remain salary assessment is based on your current salary at the time you submit your application, provided you are within your current sponsorship arrangement.

This is an important clarification because some applicants mistakenly believe they need to show salary compliance throughout the entire qualifying period. That is not the case for the indefinite leave to remain salary requirement. The key date is the date you apply.

What if your salary dropped after a job change?

If you changed jobs and your new salary is lower than your previous salary, and the new salary falls below the going rate or general threshold, your indefinite leave to remain application will be refused on salary grounds. This is true even if you earned well above the threshold for most of your qualifying period. The snapshot at the point of application is what counts.

If you are considering a job change that would reduce your salary, calculate carefully whether your new salary will still meet the indefinite leave to remain salary requirement. Use the ILR Eligibility Calculator to check when you can apply, and speak with an immigration adviser before accepting a lower-paying role if you are approaching your ILR application date.

SOC code changes and their implications

If your new role falls under a different SOC code, the going rate for your indefinite leave to remain application changes accordingly. A move from one occupation to another could result in a higher or lower going rate. If the going rate for your new SOC code is higher than your new salary, your application will be refused regardless of what your previous salary was. Always verify the going rate for the new SOC code before accepting a role, particularly if you are within 12 to 24 months of your indefinite leave to remain eligibility date.

ILR salary requirement exemptions

Not all visa routes have a salary requirement for indefinite leave to remain. Understanding which routes are exempt can significantly affect your planning, particularly if you are considering switching visa categories or if you entered the UK on a different route.

Routes with no salary requirement for ILR

The following routes to indefinite leave to remain do not have a salary threshold requirement at the settlement stage:

• Long Residence route (SET(LR)): Applicants who have spent 10 years of continuous lawful residence in the UK qualify for indefinite leave to remain under the Long Residence route without any salary requirement. This route is available to those who have accumulated 10 years regardless of their immigration category, including students and family members. There is no income threshold to meet at the settlement stage.
• Spouse and family visa route (Appendix FM): Spouses, civil partners, and unmarried partners on the 5-year family route do not face a salary threshold when applying for indefinite leave to remain. Their sponsor (the settled or British partner) must meet minimum income requirements for the initial visa, but the settlement application itself does not reassess salary.
• Global Talent visa: Holders of the Global Talent visa do not have a salary requirement for indefinite leave to remain. The route is based on endorsement by a recognised endorsing body as a leader or potential leader in their field. Salary is irrelevant to the settlement assessment on this route, though most Global Talent holders are high earners in any case.
• Victim of domestic violence (SET(DV)): Applicants applying for settlement as victims of domestic violence or abuse have no salary requirement.
• EU Settlement Scheme (EUSS): EU, EEA, and Swiss nationals who applied under the EU Settlement Scheme before the deadline have no salary requirement for obtaining or upgrading to settled status.

Switching from Health and Care Worker to Skilled Worker

Some visa holders on the Health and Care Worker route switch to the standard Skilled Worker route during their qualifying period, often because they change employer or their role changes. If you switch to the Skilled Worker route after April 2024, the current thresholds apply to your new visa application. At the indefinite leave to remain stage, you would be assessed under the Skilled Worker salary rules (£38,700 general threshold or the going rate for your SOC code, whichever is higher), not the lower Health and Care Worker threshold. Understand this implication fully before switching routes.

Shortage occupation roles and reduced thresholds historically

Before April 2024, roles on the Shortage Occupation List (SOL) benefited from a 20% reduction in the going rate, making them easier to satisfy. This discount was removed when the April 2024 changes came into effect. If you were granted a visa on a shortage occupation discount rate and that discount has now been removed, the transitional arrangements may protect you at the indefinite leave to remain stage, depending on when your visa was granted. The Immigration Salary List (which replaced the SOL) no longer provides a salary discount, though it does offer other benefits such as exemption from the going rate cap in certain circumstances. Check the current rules carefully if your role was previously on the SOL.

Switching to a no-salary-requirement route

If you are currently on a Skilled Worker visa and your salary does not meet the threshold, it is theoretically possible to switch to a route without a salary requirement before applying for indefinite leave to remain. However, most such routes have their own strict requirements, and switching solely to avoid the salary requirement is unlikely to be straightforward. For example, the Long Residence route requires 10 continuous years of lawful residence, which most Skilled Workers will not yet have accumulated. The Global Talent route requires endorsement as a leader in your field, which is a high bar. Always take specialist immigration advice before attempting a strategic route switch.

Earned Settlement salary points

The UK government has proposed an Earned Settlement scheme that would replace the current 5-year fixed qualifying period with a points-based system. Under this framework, salary plays a direct role in determining how quickly you can qualify for ILR.

How salary points work

Under the proposed Earned Settlement model, applicants can earn 0 to 20 points based on their salary band. Higher earners accumulate points faster, potentially reducing their qualifying period from the standard 10 years to as few as 5 years.

These are illustrative bands based on the government's published proposals. Final bands and point values may differ when the scheme is formally implemented. For a full analysis of the Earned Settlement changes, see our Earned Settlement guide.

What this means for planning

If Earned Settlement is implemented, salary will matter more than ever for ILR. Maximising your salary is not just about meeting a threshold - it directly determines how many years you need to work before qualifying for settlement. Applicants earning above £80,000 could reach the required points in 5 years, while those earning near the minimum threshold may need the full 10 years.

Evidence you need to prove salary

The Home Office requires documentary evidence to verify that you meet the salary requirement for indefinite leave to remain. Providing incomplete or inconsistent evidence is a common cause of delays and requests for further information.

Essential salary evidence

• Payslips: At minimum, your last 6 months of payslips. Many advisers recommend providing 12 months of payslips to show consistent earnings. The payslips should show your gross salary, deductions, and net pay.
• P60 end-of-year certificates: P60s for each complete tax year during your qualifying period confirm your total earnings and tax paid. These are especially important if there is any discrepancy between your contract salary and actual payments.
• Employer letter: A letter from your employer on company letterhead confirming your job title, SOC code, annual salary, start date, working hours, and that you are still employed. This letter should be dated within one month of your ILR application date. See our ILR Employer Letter guide for a detailed template.
• Employment contract: Your current contract showing your agreed salary, working hours, and any guaranteed allowances or bonuses.

Supporting evidence

• Bank statements: Showing salary deposits that match your payslips. Useful if the Home Office questions whether your stated salary is genuine.
• HMRC tax records: Your Personal Tax Account or Self Assessment records can corroborate your declared earnings.
• Certificate of Sponsorship details: The CoS reference number and the salary stated on the CoS. Your employer can provide this.
• Previous contracts (if you changed employers): If you changed jobs during the qualifying period, providing previous contracts and CoS details shows a complete salary history.

Consistency is key

The Home Office will cross-reference your payslips, P60s, employer letter, contract, and CoS. If the figures do not match - for example, if your contract says £40,000 but your payslips show £38,000 - this will raise questions and potentially delay your application. Ensure all documents are consistent before submitting.

Common salary-related refusal reasons

Salary issues are among the most common reasons for indefinite leave to remain refusal on the Skilled Worker route. Understanding these pitfalls helps you avoid them.

1. Salary below the current going rate

The most straightforward refusal: your salary simply does not meet the going rate for your SOC code at the time of your ILR application. This often happens when the going rate has increased since your visa was granted but your salary has not kept pace. Always check the latest going rate before applying.

2. Including non-qualifying pay

Applicants sometimes state their "total compensation" or "on-target earnings" rather than their qualifying salary. If your base salary is £35,000 but you earn £45,000 with overtime and bonuses, the Home Office will assess you at £35,000. Only guaranteed, fixed, contractual pay counts.

3. Inconsistent evidence

If your payslips show a different salary to your contract, or your employer letter states a different figure to your P60, the caseworker may refuse the application or request clarification, which delays the process. Ensure all salary figures across all documents are aligned.

4. Salary drop after employer change

Switching to a new employer at a lower salary can push you below the threshold, especially if the job change happened after the April 2024 threshold increase. A move from £33,000 to £30,000 may seem acceptable day-to-day, but it could be fatal for your ILR application if the general threshold is £38,700.

5. New entrant rate not upgraded

If you entered on a new entrant rate (70% of the going rate) and your salary was never increased to the full rate, you will fail the salary test at the ILR stage. New entrant status expires after 4 years at most, and by Year 5 you must meet the full going rate.

6. Part-time FTE below threshold

Part-time workers whose full-time equivalent salary is below £38,700 may be refused. The pro-rata calculation reduces the going rate, but your FTE salary must still meet the general threshold.

7. Employer letter missing key information

An employer letter that does not confirm your SOC code, salary, or ongoing employment in sufficient detail can lead to refusal. The letter must be specific, recent, and on company letterhead. See our employer letter guide for what to include.

How to reduce your risk

How ILR Tracker helps

While salary is ultimately between you and your employer, ILR Tracker helps you prepare for every other aspect of your ILR application so you can focus on getting the salary question right.

Track your qualifying period

Know exactly when you become eligible for ILR, including the 28-day early application window. No guesswork about whether your qualifying period is complete.

Absence monitoring

Your salary can be perfect, but if your absences exceed 180 days in any 12-month window, your application will still be refused. ILR Tracker checks every rolling window automatically and tells you how many safe travel days you have remaining.

Document checklist

Track all your salary evidence (payslips, P60s, employer letter) alongside every other document you need. The Application Planner gives you a readiness score so you know when you are genuinely ready to submit.

Financial planning

See a clear breakdown of ILR application costs - fees, biometrics, priority processing - so you can budget alongside any salary discussions with your employer.

Free tools to get started

• ILR Eligibility Calculator - Find your earliest ILR application date.
• ILR Absence Calculator - Check your absence days across all rolling 12-month windows.
• ILR Document Checklist - See exactly what documents you need, including salary evidence.
• UK Visa Cost Calculator - Calculate the total cost of your ILR application.

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