SOC codes, or Standard Occupational Classification codes, are the UK’s official system for categorising jobs by occupation and skill level. They are a key part of the UK immigration system, as they determine whether a role qualifies for visa sponsorship, what salary thresholds apply, and how compliance is assessed. In other words, getting the SOC code right is essential for both employers sponsoring overseas workers and individuals applying for work visas.

At Axis Solicitors, we help sponsors and applicants across Manchester and the UK navigate SOC codes with confidence, avoiding costly refusals and compliance issues. In this blog, we will break down how these codes work within the immigration system, explain their connection to visa eligibility and salary requirements, and outline the transition to the current SOC 2020 framework. We will also provide practical guidance on selecting the correct SOC code, highlight common mistakes and sector-specific considerations, and explain how expert advice can help navigate these rules with confidence.

What Are SOC Codes in the UK Immigration System?

SOC codes are the UK Standard Occupational Classification codes used by the Office for National Statistics (ONS) and the Home Office to categorise jobs by skill level and occupation. Every sponsored role in the UK immigration system must be matched to one SOC code, which then determines eligibility, salary thresholds and other conditions.

Since 4 April 2024, immigration applications must use SOC 2020 codes, replacing the older SOC 2010 framework. This change affects how sponsors assign roles and how caseworkers assess applications.

SOC codes UK appear throughout the Immigration Rules, including in Appendix Skilled Occupations, Appendix Immigration Salary List and other key appendices. Sponsors must select the correct code for each Certificate of Sponsorship (CoS) they issue. While SOC codes also serve broader purposes in labour market statistics and workforce planning, this guide focuses specifically on how they affect visas, sponsor licences and compliance.

SOC Codes, Managers and Proprietors, ONS and the Standard Occupational Classification

The standard occupational classification soc system is the UK’s common framework for classifying jobs, maintained by the ONS. It provides a hierarchical structure that groups similar occupations together, making it easier to analyse workforce data and, for immigration purposes, to assess whether roles meet skill and salary thresholds.

The SOC structure works as follows:

• Major groups: The broadest category (e.g., Professional Occupations)
• Sub-major groups: Narrower groupings within major groups
• Minor groups: More specific occupational clusters
• Unit groups: The 4-digit codes typically used for immigration (e.g., 2231 for Nurses, 2421 for Chartered Accountants)

For immigration, SOC codes are usually referenced at the 4-digit unit group level. Extended SOC 2020 may use 6-digit sub-unit group codes for more detailed analysis, but the main 4-digit codes remain the key reference for visa applications.

SOC Codes and UK Visa Routes

Several visa routes rely heavily on SOC codes to determine eligibility and set conditions. Understanding which routes use them helps sponsors and applicants plan their applications correctly. They include:

• Skilled Worker visa
• Standard Visitor Visa (remote work rules)
• Health and Care Worker visa
• Global Business Mobility routes (Senior or Specialist Worker, Graduate Trainee, UK Expansion Worker, Service Supplier)
• Scale-up Worker visa
• Certain temporary work routes

Each route references specific tables in the Immigration Rules. Appendix Skilled Occupations contains Tables 1, 2, 3 (for graduate-level roles) and Tables 1A, 2A, 3A (for sub-degree-level roles). Selecting an incorrect or ineligible SOC code can lead to CoS allocation issues, visa refusal and potential sponsor licence risk.

How to Read a SOC Code?

Understanding how to read a SOC code helps employers and applicants identify whether a role meets UK immigration requirements. Each SOC code UK is a four-digit number, and each digit carries meaning within the classification structure. The first digit places the role into a broad major group, such as managers, professionals, or associate professionals. As the digits progress, the classification becomes more specific, narrowing the role down to a defined occupational group.

For example, two roles may share the same first two digits, indicating a similar skill level or sector, but differ in the final digits because their duties are materially different. This distinction is important, as different SOC codes can have different going rates, skill levels, and visa eligibility criteria even within the same industry.

When reading SOC codes for immigration purposes, it is essential to look beyond the number itself and review the accompanying occupation description. The Home Office assesses whether the job duties match the tasks typically associated with that code. A correct interpretation of the code ensures that salary calculations, skill level requirements, and compliance obligations are all aligned with the role being sponsored.

SOC Codes Timeline: SOC 2000, SOC 2010 and SOC 2020

SOC codes have evolved over time to reflect changes in the UK labour market. Understanding this timeline is particularly important for transitional immigration cases where older codes may still apply.

• SOC 2000: An older scheme used mainly before 2010 for statistics and some legacy immigration references
• SOC 2010: The primary classification for immigration and labour market data from around 2010 until April 2024
• SOC 2020: The latest version, reflecting changes in technology, health and care, and professional services roles

From 4 April 2024, new Skilled Worker and Global Business Mobility applications must use SOC 2020 codes. However, some workers with permissions granted before this date continue under transitional provisions using SOC 2010 references.

Some ONS and research publications still present data in SOC 2010 format, which can create confusion when employers cross-check roles against multiple sources.

SOC 2020: Structure and Extended SOC

SOC 2020 divides jobs into a clear hierarchical structure that mirrors modern UK occupations. This helps sponsors identify where specific roles sit within the broader classification system.

SOC 2020 structure:

• 9 major groups
• 26 sub-major groups
• 104 minor groups
• 412 unit groups (4-digit codes)

Extended SOC 2020 adds 6-digit sub-unit group codes, expanding the framework to over 1,300 occupations for more granular analysis. However, for immigration purposes, the main 4-digit SOC codes remain the primary reference.

Major groups relevant to immigration sponsors include:

• Managers, directors and senior officials (covering directors human resources managers, directors financial managers, directors social services managers and similar roles)
• Professional occupations (including software development professionals, educational professionals and legal associate professionals)
• Associate professional and technical occupations (such as marketing associate professionals, protective service associate professionals and financial and accounting technicians)
• Caring, leisure and other service occupations (including youth and community workers and childcare practitioners early education roles)

SOC Codes and Salary Requirements

From April 2024, the Home Office has linked SOC codes to specific salary thresholds known as “going rates.” Understanding these rules is essential for sponsors issuing Certificates of Sponsorship.

The “going rate” is the benchmark salary for a role based on its SOC code. For most Skilled Worker cases from 22 July 2025, the salary must meet the higher of the relevant general threshold (e.g., £41,700 for many Skilled Worker roles) or the required percentage of the SOC code’s going rate.

SOC Codes, Immigration Salary List and Going Rates

The Immigration Salary List (ISL) replaced the Shortage Occupation List and now interacts with SOC codes to allow limited salary concessions for certain occupations.

Each ISL entry references a specific SOC code and describes eligible job titles, any salary discounts and geographic or sector restrictions. Sponsors must first confirm that a SOC code is eligible for the relevant visa route, then check whether it appears on the ISL before assuming reduced thresholds apply.

Practical steps for using the ISL:

• Verify the role’s SOC code is eligible for the visa route
• Check the current ISL for that SOC code
• Note any geographic restrictions or specific job title requirements
• Confirm the applicable salary discount (if any)
• Check the ISL version date, as it is updated periodically

The ISL may add or remove SOC codes over time, so employers must always verify the latest version before issuing a Certificate of Sponsorship.

Examples of SOC Codes for Financial Project Management Professionals and Salary Bands

Understanding SOC codes with salary requirements helps sponsors plan recruitment effectively. Below are indicative examples of how different roles are treated.

Example scenarios:

• A software developer under a professional SOC code typically requires graduate-level skills and a salary above the £41,700 threshold in 2025, with the going rate often higher for experienced roles
• A registered nurse under a Health and Care SOC code must meet the Health and Care Worker threshold (£31,300) and the full going rate for that occupation
• A business development managers role or sales account manager position falls under management or sales SOC codes with distinct going rates that vary by seniority and sector

Actual going rates change when immigration rules are updated, so readers should verify the latest figures on GOV.UK or seek legal advice before making commitments.

Why SOC Codes Matter for UK Visa Sponsorship?

SOC codes underpin eligibility, salary calculations and compliance for every sponsored role. Getting the code right is not just a technicality, it determines whether a visa application can succeed and whether a sponsor licence remains in good standing.

• They determine whether a job is at the right skill level (RQF Level 3–5 or RQF Level 6+) for the chosen visa route
• They link directly to salary thresholds through going rates
• They affect route-specific conditions such as whether dependants can accompany the main applicant
• They influence switching options and settlement eligibility
• Misaligned codes can trigger Home Office queries, compliance visits, licence downgrades or revocation

Appendix Skilled Occupations divides SOC codes into graduate-level tables (1, 2, 3) and sub-degree-level tables (1A, 2A, 3A). From July 2025, stricter conditions apply to sub-degree-level roles.

Skill Level and RQF Bands

SOC codes are mapped to Regulated Qualifications Framework (RQF) levels, which the Home Office uses to judge whether a role is sufficiently “skilled” for sponsorship.

Understanding RQF levels:

• RQF 3–5 (sub-degree level): Includes roles requiring A-levels, diplomas or foundation degrees
• RQF 6+ (graduate level and above): Includes roles requiring bachelor’s degrees or higher qualifications

From 22 July 2025, there are stricter limits on sponsoring roles at sub-degree-level SOC codes unless they appear on the Immigration Salary List or fall within narrow transitional rules.

Sponsors must confirm both the SOC code and its RQF level before making job offers conditional on visa sponsorship. Roles such as managers and proprietors, financial project management professionals, and consultants management advisers typically fall within graduate-level classifications.

How to Select the Correct SOC Code?

Correct SOC code selection is one of the most important steps in any sponsored recruitment process. Errors at this stage can derail applications and create lasting compliance problems.

Selection should be based on the detailed duties and responsibilities of the role, not just its job title or internal job grade. Many job titles are used inconsistently across industries, so the substance of the role must drive the classification.

Step-by-step process:

• Draft or review a detailed job description listing core duties
• Use tools like the ONS SOC search and the CASCOT coding tool to identify possible SOC codes
• Cross-check results with Appendix Skilled Occupations and relevant immigration guidance
• Confirm the RQF level and going rate for the chosen SOC code
• Record your reasoning in internal files for audit and compliance purposes

Sponsors in Manchester and across the UK should liaise with HR, hiring managers and legal advisers early in the recruitment process to avoid last-minute SOC code issues.

Using the Wrong SOC Code – Consequences and Corrections

An incorrect SOC code can immediately cause visa refusal if the Home Office decides the role is not eligible or the salary does not match the going rate for the actual duties.

Consequences of errors:

• Visa refusal with no right of appeal in most cases
• Compliance investigations if errors are discovered after visa grant
• Questions about sponsor duties and internal processes
• Potential suspension of sponsor licence pending review
• Requirement to withdraw applications and start again with correct codes

Minor, genuine mistakes may sometimes be corrected via a new CoS and fresh application, but this leads to additional fees, delays and uncertainty for the worker. If an Immigration Salary List code was used incorrectly, sponsors may need to adjust salaries or make new applications at higher thresholds.

How the Home Office Checks SOC Codes

Caseworkers compare the job description on the CoS with published SOC code definitions and typical tasks listed in official guidance. They are trained to identify mismatches between stated duties and classification.

Verification methods:

• Reviewing job descriptions against ONS SOC definitions
• Contacting sponsors during processing for additional information about duties, reporting lines and qualifications
• Interviewing sponsored workers and managers during compliance visits
• Cross-checking advertised roles with CoS entries and internal HR documents

Discrepancies between different sources often alert caseworkers to potential SOC code misuse. Sponsors should ensure consistency across all documentation.

Best Practice Tips from Axis Solicitors

Based on our experience helping sponsors across Manchester and the UK, we recommend the following approaches to SOC code selection.

Practical recommendations:

• Focus on the substance of the role, core tasks, autonomy and required qualifications, when matching to SOC codes
• Keep written records of why a particular SOC code was chosen, including ONS descriptions and any legal advice
• Provide regular training for HR and recruitment teams on SOC codes, going rates and current immigration rules
• Seek early legal review where roles are borderline in skill level, multi-disciplinary or newly created
• Review classifications annually as roles evolve and immigration rules change

Roles such as proprietors hire services managers, proprietors security services managers, directors charitable organisation managers, housing managers property investors and similar positions require careful analysis to ensure correct classification.

Care Workers and Transitional Rules

Care workers and senior care workers are subject to specific SOC code rules and transitional arrangements that require particular attention from sponsors.

Relevant SOC 2020 codes for care roles include those covering care workers and home carers, and senior care workers. Policy changes from 2024 onwards have restricted overseas recruitment in some care roles, particularly where sponsors cannot meet salary thresholds or additional conditions.

Key considerations for care sector sponsors:

• Some care worker roles may be limited to in-country extensions only under transitional rules
• Sponsors must meet salary thresholds, working hours requirements and other conditions
• Close alignment between duties and SOC code is essential for compliance
• Changes to ISL status can affect eligibility at short notice

Employers in the care sector must be especially careful to match SOC codes, salary, working hours and duties with Home Office guidance to avoid licence risk.

Transitional SOC Code Arrangements and Legacy Cases

Some workers sponsored under SOC 2010 codes before 4 April 2024 continue under transitional protections. They may use old SOC references until they change employer, role or route.

Transitional provisions:

• Legacy permissions may continue under SOC 2010 codes for the duration of that permission
• When a worker changes role or makes a new application, the sponsor must use the equivalent SOC 2020 code
• Current salary and skill thresholds apply to new applications
• Transitional arrangements may expire by specific dates

Sponsors should plan ahead where contracts or assignments extend several years. Roles such as environmental services managers, storage and warehousing managers, retail and wholesale managers, agriculture and horticulture managers and proprietors fisheries managers may be affected by these transitional rules.

Financial and Project Management Professionals

Managers and proprietors in financial and project management oversee everything from daily financial operations to long-term investment strategies. Financial project management professionals are tasked with planning, executing, and closing projects, often coordinating cross-functional teams and managing significant budgets. Their expertise in financial analysis, risk assessment, and resource allocation is critical for organizational success.

Financial managers, directors, and financial and accounting technicians are classified under specific SOC codes, such as 1130 for financial managers, 1140 for financial institution managers, and 2150 for financial and accounting technicians. These codes help employers and visa sponsors identify the skill level and salary requirements for each role, ensuring compliance with UK immigration rules.

When to Seek Specialist Advice on SOC Codes

Timing matters when it comes to SOC code advice. Early intervention prevents problems that are difficult and expensive to resolve later.

Seek advice when:

• Planning to advertise roles that will require sponsorship
• Roles appear to sit between two SOC codes
• Pay is close to the minimum threshold for the occupation
• Creating new positions that do not fit standard classifications
• The Home Office queries a SOC code or going rate in an application
• Concerns are raised during a compliance visit

Roles such as directors estimating managers, leisure services managers, directors functional managers, organisers conference managers and waste management officers often require specialist input due to their varied duties.

Get Expert Assistance with SOC Codes from Axis Solicitors

If you are sponsoring workers or applying for a UK work visa, expert guidance can prevent costly SOC code errors. Axis Solicitors provides specialist immigration advice to sponsors and individuals across Manchester, London, Birmingham and nationwide.

We work with employers recruiting for roles across all sectors, including information technology operations directors, software development managers, manufacturing production managers, construction production managers and many others requiring careful SOC code analysis.

Request a free initial assessment to discuss your SOC code questions, Skilled Worker visa requirements and sponsor licence compliance.

FAQs

What are SOC codes and who sets them?

SOC codes are Standard Occupational Classification codes maintained by the Office for National Statistics. The Home Office adopts these codes for immigration purposes, using them to assess visa eligibility and salary compliance.

Which SOC codes qualify for Skilled Worker visas?

List of SOC codes UK in Appendix Skilled Occupations qualifies for Skilled Worker visas. These are divided into tables based on skill level, with Tables 1, 2 and 3 covering graduate-level roles and Tables 1A, 2A and 3A covering sub-degree roles with stricter conditions.

How do I find the correct SOC code for my job?

Start by reviewing the detailed duties of the role, not just the job title. Use the ONS SOC search tool or CASCOT coding tool to identify potential codes, then cross-check against Appendix Skilled Occupations. Roles such as trademark attorneys legal professionals, curators archivists collection managers and regulatory professionals compliance each have specific codes that must be verified.

Can my visa be refused if my employer chooses the wrong SOC code?

Yes. If the Home Office determines that the SOC code does not match the role’s duties or the salary does not meet the going rate for the correct code, the visa application will be refused. This applies to roles including directors investment bankers, health service administrators and many others.

How often do going rates linked to SOC codes change?

Going rates are updated when the Immigration Rules are amended. Major updates typically occur in spring (April) and sometimes at other points during the year. Sponsors should check the current rates before each CoS.

Are SOC codes different for Health and Care Worker visas?

Health and Care Worker visas use specific SOC codes for eligible health and social care roles. These codes have different salary thresholds (currently £31,300 general threshold) but must still meet 100% of the going rate. Roles such as ambulance services senior officers, fire services senior officers and related services senior officers fall within this route.

What happens to my SOC code if I am promoted or change roles?

If your duties change significantly, your employer may need to assign a new CoS with a different SOC code. The new code must meet current eligibility and salary requirements. This is particularly relevant for progression into roles like directors recruitment managers, directors health services or directors purchasing managers.

I’m a small employer – how do I handle SOC codes?

Small employers should maintain detailed job descriptions for sponsored roles and document their SOC code selection process. Consider seeking legal advice before issuing your first CoS. Many roles common in smaller businesses, such as proprietors travel agency managers, catering establishment managers and proprietors beauty salon managers, require careful classification.

What SOC codes apply to technology and data roles?

Technology roles are covered by specific SOC codes within professional and associate professional groups. Roles such as systems designers computer analysts, managers information technology professionals and software development professionals have dedicated codes with their own going rates.

Are there special rules for Immigration Services Senior Officers and immigration enforcement roles?

Yes. Roles such as immigration services senior officers, prison services senior officers and governors union officials officers are classified under protective services and may have specific recruitment restrictions for sponsored workers.