If you are an early-career professional, recent graduate, or young worker hoping to build your career in the UK, you may be relieved to learn that the new entrant skilled worker rules allow certain applicants to qualify for a Skilled Worker visa on a lower salary than experienced workers.
This provision recognises that graduates and those at the start of their careers often earn less than established professionals, and it opens doors that might otherwise remain closed under standard salary requirements. The new entrant route is designed to attract younger professionals and recent graduates to fill skill shortages in various sectors across the UK. By encouraging new talent, the UK aims to address workforce gaps and support economic growth in key industries.
This guidance is based on the updated UK immigration rules and focuses on applications in 2026, when salary thresholds and going rates are significantly updated since 24 April, 2024. The changes made the new entrant skilled worker provisions even more valuable for those who qualify, as the gap between standard and reduced thresholds widened considerably.
Our team, at Axis Solicitors, regularly advises both individuals and employers on the skilled worker route, including how to use the new entrant skilled worker category to secure sponsorship at realistic early-career salaries. We understand the rules inside out and can help you avoid costly mistakes.
It is important to note that new entrant status does not remove other visa requirements such as sponsorship from an approved employer, English language proficiency, and maintenance funds. Applicants may also need to demonstrate they hold a recognised qualification to satisfy eligibility or English language requirements. These core elements remain in place, the discount applies only to how your salary is assessed against the threshold.
Overview of the Skilled Worker Route
The skilled worker visa is the main work visa for people coming to the UK with a confirmed job offer from a Home Office-approved sponsor. It replaced the old Tier 2 (General) visa and operates as a points-based system where applicants must score 70 points across mandatory and tradeable categories.
To qualify under the skilled worker route, applicants must meet several standard requirements:
- A valid certificate of sponsorship from a licensed sponsor
- A job in an eligible occupation at the appropriate skill level (minimum RQF Level 3 or above)
- A salary that meets the relevant threshold for the role
- English language proficiency at CEFR B1 level or above
- Sufficient maintenance funds (unless the sponsor certifies these on the certificate of sponsorship)
From 4 April 2024, the general salary threshold for most experienced skilled worker applicants rose to £38,700 per year. This significant increase made the new entrant skilled worker provisions increasingly important for graduates and younger applicants who cannot command such high salaries at the start of their careers.
The skilled worker requirements are contained in Appendix Skilled Worker and appendix skilled occupations of the immigration rules. UKVI caseworkers apply detailed salary and going-rate tables when assessing applications, meaning precision is essential.
Who Qualifies as a New Entrant Skilled Worker?
New entrant status is defined in paragraph SW 12 of Appendix Skilled Worker and is not a discretionary label that sponsors or applicants can simply claim. The Home Office applies specific criteria, and you must satisfy at least one of the following criteria on the date of your application.
The main categories that can qualify for new entrant skilled worker eligibility are:
Under 26 years old: If you are under 26 on the date you submit your skilled worker visa application, you automatically qualify for new entrant status. This threshold captures those at the outset of their professional life without extensive experience.
Switching from Student or Graduate permission: You may qualify if your most recent permission was under the student visa route (formerly Tier 4 General), which expired less than two years before your application date.
This applies if you completed a qualifying UK qualification such as a bachelor’s degree, UK master’s degree, UK PhD, Postgraduate Certificate in Education (PGCE), or Professional Graduate Diploma of Education (PGDE). For PhD students, completion of at least 12 months of study in the UK is sufficient. Those switching from the graduate route, whether current or expired within two years, may also apply.
Postdoctoral and higher education teaching roles: If the sponsored role is a postdoctoral position, typically requiring a relevant PhD level qualification as an essential criterion, in designated standard occupational classification (SOC) 2020 codes related to scientific or research fields, you may qualify as a new entrant.
Working towards professional registration or chartered status: If you are actively working towards full registration or chartered status with a relevant professional body for the sponsored job, you may qualify. This applies in regulated professions where the role demands progression to such qualifications, such as trainee solicitors, trainee architects, or engineers pursuing chartered status.
You only need to meet one qualifying category to be treated as a new entrant skilled worker. These categories are alternatives rather than cumulative tests, satisfying any single criterion is sufficient.
UKVI will assess your circumstances on the date the application is submitted, so timing can be critical. If you are close to your 26th birthday or your student or graduate visa is about to expire beyond the two-year window, submitting your application promptly could make the difference between qualifying and being refused.
Axis Solicitors can review your immigration history and current status to confirm whether you can legitimately be classed as a new entrant skilled worker before you apply.
New Entrant Skilled Worker Salary Thresholds and Tradeable Points
The skilled worker route operates on a points-based system where applicants need 70 points to qualify. Salary forms part of the 20 tradeable points, and the salary discount available to new entrants is one of the recognised salary options under the rules. Salary adjustments apply to specific job roles under the New Entrant scheme, so it is important to ensure your occupation and job role are eligible.
For most occupations listed under Option E (Table 1 of appendix skilled occupations), a new entrant skilled worker must normally be paid:
- At least £33,400 per year (the minimum salary threshold for new entrants)
- At least 70% of the standard going rate for their specific occupation codes
Both conditions must be met. The salary is assessed based on a maximum 48-hour working week, so if you work fewer hours, the thresholds are adjusted proportionally.
For certain Health and Care job roles under Option J (Table 2), a new entrant skilled worker can qualify on a lower salary threshold, specifically, the minimum salary for new entrants in health occupations is £25,000 per year, again subject to meeting at least 70% of the going rate under the relevant ASHE data for that occupation code.
One important limitation: the new entrant skilled worker salary discount cannot be combined with other salary discounts such as those available for applicants with a relevant PhD level qualification or roles on the immigration salary list. The sponsor must choose a single applicable tradeable option when completing the certificate of sponsorship.
New entrants can only rely on the reduced salary threshold for a maximum of four years, after which they must meet the full experienced worker salary requirements.
There is also an hourly rate floor to consider. For Option E roles, the minimum is approximately £17.13 per hour. Only guaranteed gross PAYE salary and fixed allowances can be counted towards the minimum salary requirement. Variable payments such as bonuses, overtime, or commission cannot be included.
Eligible Jobs and SOC Codes for New Entrant Skilled Workers
A new entrant skilled worker must have a job offer in an occupation listed on the Home Office list of eligible occupations in appendix skilled occupations. Each eligible job has a specific SOC 2020 code and an associated going rate that determines the salary requirements.
Common roles that use new entrant skilled worker provisions include:
- Graduate engineers working towards chartered status
- Trainee accountants in professional training programmes
- Junior architects completing their Part 3 qualification
- Postdoctoral research associates in university departments
- Social science professionals in entry-level research positions
- Education occupation roles for those starting teaching careers
The sponsor for new entrant skilled worker must select the correct SOC code on the certificate of sponsorship. This is not a formality, an incorrect code can result in refusal because the wrong going rate is applied. For example, if your role should be coded as a research scientist but is mistakenly assigned a laboratory technician code, the entire salary calculation will be wrong.
Some regulated professions can qualify as new entrant positions when they form part of a recognised training pathway towards registration or chartered status. This includes:
- Trainee solicitors working towards SRA admission
- Graduate architects completing RIBA Part 3
- Trainee pharmacists pursuing GPhC registration
- Engineers on Institution of Civil Engineers (ICE) training schemes
The minimum skill level for all skilled worker roles is RQF Level 3 (equivalent to A-levels), but many new entrant roles will be at RQF Level 6 or above, particularly in professional and scientific fields.
Time Limits for New Entrant Skilled Worker Status
New entrant status is time-limited and can normally only be relied upon for a maximum of four years in total, across all relevant immigration categories. This cap exists to prevent indefinite use of the lower salary threshold.
The four-year limit includes:
- Any leave as a Skilled Worker where a reduced new entrant salary was used
- Time under the previous Tier 2 (General) route on new entrant rates
- Certain periods on Student or Graduate permission where specified in the rules
To illustrate how this works in practice, consider an applicant who receives an initial three-year new entrant skilled worker grant. They work successfully and then apply for a one-year extension, still relying on the new entrant salary discount. At this point, they have used all four years of their new entrant allowance. Any further extension or new application must be made at the full experienced-worker skilled worker salary threshold of £38,700 or the full going rate for their occupation, whichever is higher.
Once the four-year limit is reached, the worker must either:
- Be paid at the full experienced-worker salary (£38,700 or 100% of the going rate)
- Switch to a different immigration route entirely
The new entrant route cannot be extended beyond four years, regardless of circumstances. This makes forward planning essential for both employers and employees.
Entrant Status Explained for New Entrant Skilled Workers
Entrant status is a key concept for those seeking to use the new entrant provisions of the skilled worker visa route. In simple terms, new entrants are individuals who are at the beginning of their professional journey in the UK workforce. This includes those who have recently held student or graduate permission, are under 26 years old, or are undertaking professional training as part of their career development.
To qualify for new entrant status, you must meet specific criteria set out by the Home Office. These include being under 26 at the time of your skilled worker visa application, having recently completed studies in the UK (such as a bachelor’s, master’s, or PhD), or being in a recognised period of professional training towards full registration or chartered status in your field.
The new entrant status is designed to make the skilled worker visa more accessible to early-career professionals by allowing a lower salary threshold compared to experienced workers. Importantly, even as a new entrant, you must still have a confirmed job offer from an approved employer and your role must meet the minimum skill level required for the skilled worker visa.
The lower salary threshold is a significant benefit, but all other skilled worker requirements, including the appropriate skill level and a valid certificate of sponsorship, must be satisfied. This approach helps new entrants transition smoothly from student or graduate permission into the UK workforce, supporting their career progression while meeting the needs of UK employers.
Required Documents for New Entrant Skilled Worker Visa Applications
When preparing your skilled worker visa application as a new entrant, it is essential to gather all the necessary documents to demonstrate your eligibility. The core documents you will need include:
- Valid passport or travel document: This confirms your identity and nationality.
- Certificate of Sponsorship (CoS): Issued by your approved employer, this document details your job offer, salary, and confirms your new entrant status.
- Proof of qualifications and experience: This may include degree certificates, transcripts, or evidence of professional training relevant to your role.
- English language proficiency evidence: You must provide an approved English language test result or proof of a UK degree taught in English.
- Criminal record certificate: Required for certain occupation codes and for applicants from specific countries, this certificate demonstrates you have no relevant criminal convictions.
- Evidence of maintenance funds: Unless your sponsor certifies this on your CoS, you must show you have sufficient funds to support yourself.
- Immigration health surcharge payment: This fee must be paid as part of your application to access the UK’s National Health Service.
Ensuring that all documents are accurate, up-to-date, and clearly presented is vital. Missing or incorrect paperwork can lead to delays or even refusal of your skilled worker visa application. If you are unsure about any requirements, seeking advice from an experienced immigration solicitor can help you avoid common pitfalls and ensure a smooth application process.
Application Process for a New Entrant Skilled Worker Visa
New entrants must provide a Certificate of Sponsorship from a UK-licensed sponsor to apply for the visa. The new entrant skilled worker application process follows several key stages, whether you are applying from outside the UK or switching from another visa inside the country.
Stage 1: Certificate of Sponsorship Your sponsor issues a valid certificate of sponsorship (either defined or undefined) containing details of the job, salary, SOC code, and confirmation that you qualify for new entrant status.
Stage 2: Online Application You complete the online skilled worker visa application form, providing personal details, immigration history, and answers to eligibility questions.
Stage 3: Fees and Immigration Health Surcharge You pay the visa fee and immigration health surcharge. The surcharge is currently £1,035 per year for most skilled worker applicants.
Stage 4: Biometrics You attend a biometrics appointment at a visa application centre or use the UK Immigration: ID Check app if you have a biometric passport from an eligible country.
Core documents typically required for a new entrant skilled worker application include:
- Valid passport or travel document
- Certificate of sponsorship reference number
- Proof of salary (employment contract or offer letter showing guaranteed PAYE income)
- Evidence of English language proficiency (test certificate, degree from an English-speaking country, or nationality exemption). In some cases, you may need to provide evidence of a recognised qualification to prove eligibility or meet English language requirements.
- Bank statements showing maintenance funds of £1,270 held for 28 days (unless your sponsor certifies maintenance on the CoS)
- Criminal record certificate where required for certain occupation codes
- Tuberculosis test results if applying from a listed country
Applicants switching in-country from a student or graduate visa to new entrant skilled worker permission can usually apply without leaving the UK, provided they meet the switching rules and have an eligible sponsor holding a valid sponsor licence.
Typical processing times are approximately three weeks for out-of-country applications and eight weeks for in-country switching applications. Priority and super-priority services are available in some locations for faster decisions.
Graduate Route: An Alternative Pathway for New Entrants
The graduate route offers a flexible alternative for new entrants who have recently completed a UK degree. Unlike the skilled worker visa, the graduate route does not require a job offer or a certificate of sponsorship, making it an attractive option for those who want to gain work experience or explore career opportunities in the UK after graduation.
Eligible graduates can stay in the UK for up to two years (or three years for those with a PhD) to work, look for work, or even start their own business. This route is open to new entrants who have successfully completed a UK bachelor’s, master’s, or doctoral degree and meet the relevant immigration requirements.
The graduate route can also serve as a stepping stone to the new entrant skilled worker visa UK. If you secure a qualifying job offer from an approved employer while on the graduate route, you can switch to the skilled worker route, provided you meet the eligibility requirements, including the minimum skill level and salary threshold. This pathway allows new entrants to build valuable UK work experience and transition smoothly into long-term employment under the skilled worker visa.
For many new entrants, the graduate route is an excellent way to launch a career in the UK, gain professional experience, and keep future options open for skilled worker sponsorship. If you are considering your next steps after graduation, it is worth exploring both the graduate route and the skilled worker visa to find the best fit for your career goals.
Employer Duties When Sponsoring a New Entrant Skilled Worker
Employers must hold a valid sponsor licence and meet all standard sponsor duties when sponsoring a new entrant skilled worker. Additional care is needed around salary calculations and time limits to avoid compliance problems.
Key employer responsibilities include:
| Duty | What It Involves |
| Correct SOC code | Selecting the occupation code that genuinely matches the job role |
| Skill level verification | Confirming the role meets the minimum skill level for skilled worker sponsorship |
| New entrant documentation | Clearly recording which new entrant limb applies (under 26, Student/Graduate switch, etc.) |
| Evidence retention | Keeping evidence on file to justify the reduced salary in case of Home Office audit |
| Salary compliance | Ensuring the CoS salary meets both the cash minimum and 70% of the going rate |
When calculating the salary, sponsors must account for contracted hours and the 48-hour weekly cap. Only guaranteed PAYE income counts, not discretionary bonuses, overtime payments, or benefits in kind.
The immigration skills charge is payable by sponsors for most skilled worker certificates of sponsorship, including those for new entrants. This is currently £364 per year for small or charitable sponsors and £1,000 per year for medium or large sponsors.
Sponsors must also monitor how long each worker has been sponsored as a new entrant to avoid exceeding the four-year cap. If a worker applies for an extension after reaching this limit without the salary being increased to experienced-worker levels, the application will be refused, potentially leaving both the employer and employee in a difficult position.
Axis Solicitors can assist businesses with sponsor licence applications, HR compliance systems, and audits to reduce risks associated with sponsoring new entrant skilled workers.
Common Pitfalls and Refusal Risks for New Entrant Skilled Workers
UKVI applies the new entrant rules strictly, and mistakes in eligibility, salary, or paperwork often lead to refusals or compliance action against the sponsor. Data from immigration consultancies suggests that 5-10% of refusals are tied to salary miscalculations in new entrant claims.
Common errors that cause problems in new entrant skilled worker visa include:
- Misclassifying the SOC code: Assigning the wrong occupation code means the wrong going rate applies, potentially making the salary insufficient
- Miscalculating 70% of the going rate: Mathematical errors or failing to check the correct ASHE data for the occupation
- Combining discounts improperly: Attempting to stack the new entrant discount with immigration salary list reductions or PhD concessions
- Relying on non-guaranteed income: Including bonuses, overtime, or commission in the salary figure when only fixed PAYE payments count
- Failing to meet the hourly minimum: Not accounting for the minimum threshold when the role involves fewer than 37.5 hours per week
Problems also arise where the Home Office doubts that the vacancy is genuine or at the correct skill level. If the salary appears significantly below market rate, even accounting for new entrant thresholds, caseworkers may suspect the role is not genuinely at the stated occupation level.
After New Entrant Skilled Worker Leave: Extensions and Settlement
When your initial new entrant skilled worker permission is due to expire, you face an important decision. You may need to extend as a Skilled Worker at the full experienced-worker salary, or you may need to switch to a different immigration route.
For extensions under the new entrant skilled worker route, the applicant must meet the salary thresholds in force at the time of application. Since April 2024, this means £38,700 per year or 100% of the going rate for the occupation, whichever is higher. This is significantly more than the new entrant salaries most workers will have been earning.
For indefinite leave to remain (ILR) under the new entrant skilled worker route, applicants must:
- Have completed five years of continuous residence in an eligible category
- Meet the salary requirements in force at the time of the ILR application
- Continue to be sponsored in a genuine role with their current employer
The good news is that continuous residence for ILR can be built using periods spent as a new entrant combined with time as a Skilled Worker on experienced-worker pay. The Home Office does not distinguish between new entrant and standard grants when calculating qualifying residence, only that the applicant held valid skilled worker permission throughout.
Employers should plan salary progression early. By the time the four-year new entrant skilled worker cap is reached, the worker should be earning at the higher salary needed for long-term sponsorship and settlement. Sudden jumps in salary at extension stage can raise compliance questions, so gradual progression is advisable where possible.
How Axis Solicitors Can Help with New Entrant Skilled Worker Applications
Our team understands the UK immigration rules, technical requirements and common pitfalls, and we work to ensure applications are prepared correctly from the start.
Our services for new entrant skilled worker cases include:
- Eligibility assessment: Determining whether you qualify as a new entrant under the age, Student/Graduate switching, postdoctoral, or professional registration criteria
- Occupation code review: Checking that the SOC code matches the job description and that the going rate calculation is correct
- Salary verification: Confirming that the proposed salary meets both the minimum salary and the 70% going rate requirement
- Sponsor licence applications: Assisting employers to obtain or renew their licence to sponsor skilled workers
- Certificate of Sponsorship drafting: Ensuring the CoS correctly records all details, including the new entrant eligibility category
- Visa application submission: Preparing and submitting the full application for new entrant skilled worker visa bundle with supporting evidence
- Home Office correspondence: Responding to queries, requests for additional documents, or potential refusal notices
We offer remote advice nationwide as well as in-person consultations at our offices in Manchester, London and Birmingham. Free initial assessments are available for new entrant skilled worker enquiries where possible, helping you understand your options before committing to a full case.
With accurate advice and careful preparation, many applicants successfully secure a Skilled Worker visa using the new entrant provisions. Whether you are a recent graduate looking to start your UK career, a young professional under 26, or an employer seeking to sponsor talented entry-level staff, the right guidance makes all the difference.
Get expert help with your application. Contact Axis Solicitors today to discuss your new entrant skilled worker case with an experienced immigration solicitor.
