The UK Immigration Salary List (ISL), introduced in April 2024, replaced the Shortage Occupation List as part of the government’s efforts to refine the immigration system. The ISL, officially known as the Appendix Immigration Salary List, outlines specific occupations eligible for reduced salary thresholds under the Skilled Worker and Health and Care Worker visa routes, and serves as the official document for determining which roles qualify for lower salary requirements.

Under the Skilled Worker visa route, the minimum general salary threshold is £38,700—a key eligibility criterion for sponsoring migrant workers under UK immigration rules. However, for occupations listed on the ISL, this threshold is reduced to £30,960, provided the occupation-specific threshold (also known as the ‘going rate’) is met. For Health and Care Worker visas, the general threshold is £29,000, with ISL-listed roles requiring a minimum of £23,200, again subject to the occupation-specific threshold. 

It’s important to note that while the ISL offers a 20% discount on the general salary threshold, there is no discount on the occupation-specific threshold. This means that employers must ensure the salary offered meets or exceeds both the reduced general threshold and the occupation-specific threshold.

The ISL is reviewed periodically to align with the UK’s labour market needs. Employers and prospective migrants should consult the latest version to determine eligibility and understand the specific requirements for each listed occupation.

What Is the UK Immigration Salary List?

The UK Immigration Salary List (ISL) is a key policy mechanism used by the UK government to manage labour migration and respond to shortages in the domestic workforce. It defines which jobs can benefit from reduced salary thresholds when applying for certain work visas, particularly under the Skilled Worker and Health and Care Worker visa routes. The ISL is regularly updated to reflect shortages and trends in the UK labour market, ensuring that immigration policy aligns with current economic needs.

Additionally, the ISL specifies eligible occupations and salary thresholds for different immigration salary list areas, such as Scotland or UK-wide, recognising regional distinctions in job eligibility and salary requirements.

Purpose and Origin of the ISL

The ISL replaced the Shortage Occupation List in April 2024, following recommendations by the Migration Advisory Committee (MAC). The intention was to streamline and simplify the process, while ensuring that salary thresholds reflect current market realities and the need to protect the resident labour force.

The ISL:

• Enables employers to hire overseas workers for specific roles at a reduced general salary threshold.
• Supports sectors facing genuine shortages, particularly in health, social care, construction, and engineering.
• Ensures minimum salaries remain high enough to prevent wage undercutting.

Alongside the ISL, the Temporary Shortage List (TSL) has been introduced to address medium-skilled jobs at RQF Levels 3 to 5. The TSL allows certain occupations to be temporarily eligible for sponsorship, with specific deadlines and transitional rules, helping employers fill roles that are not permanently on the ISL. Both the ISL and TSL are used together to determine eligibility and salary thresholds for sponsoring workers in these roles.

The Migration Advisory Committee (MAC) will review both the ISL and Temporary Shortage List (TSL) throughout 2026, which may result in further changes to salary requirements and sponsorship eligibility.

Key Differences from the Shortage Occupation List

This shift means a more consistent and numerically driven approach, moving away from broader “shortage” labels and toward actual salary benchmarking across industries.

How the Immigration Salary List Works in Practice

An occupation on the ISL allows an applicant to meet a lower salary requirement—provided the job pays at least:

• £30,960 for Skilled Worker visa (down from £38,700)
• £23,200 for Health and Care Worker visa (down from £29,000)

However, the job must also meet the occupation-specific threshold, or “going rate”, which varies by Standard Occupational Classification (SOC) code. These thresholds are set for specific occupation code job types and are often expressed as either annual salaries or per hour rates (for example, £17.13 per hour based on a standard 37.5-hour workweek). This dual threshold ensures that roles on the ISL still pay fair market wages.

How the UK Immigration Salary List Affects Visa Applications

The UK Immigration Salary List (ISL) significantly impacts how both employers and applicants approach Skilled Worker and Health and Care Worker visa applications. The ISL plays a crucial role in the skilled worker visa application process and in how employers sponsor skilled worker applicants, as it determines which occupations are eligible and what salary thresholds must be met. Understanding how the ISL affects salary requirements, eligibility criteria, and documentation is critical to avoid delays or refusals.

Reduced Salary Thresholds for Eligible Occupations

Occupations listed on the ISL benefit from reduced general salary thresholds. This makes it easier for employers to sponsor overseas workers in essential roles without breaching immigration salary rules. Immigration salary list employers can use the ISL to sponsor workers at lower salary points, streamlining the process for filling critical vacancies. The actual savings can be substantial.

Example Comparison – Skilled Worker Route

Note: Salary thresholds may also be expressed as a minimum per hour rate (for example, £17.13 per hour based on a standard 37.5-hour workweek). Employers must ensure compliance with the minimum general salary threshold on both an annual and per hour basis, especially for part-time or compressed-hour roles, to meet sponsorship eligibility.

Even with the general threshold discounted, the applicant must still meet the going rate. This protects against wage dumping and ensures the job genuinely warrants a visa.

Implications for Skilled Worker Visas

To qualify under the Skilled Worker visa route, an applicant must meet these key salary criteria:

1. The salary must meet or exceed both the general salary threshold and the occupation-specific threshold defined in the skilled worker visa fee and costs.
2. If the role is on the ISL, the general threshold reduces by 20%, but the occupation-specific rate remains the same.
3. Applicants must still meet other requirements like English language proficiency, job offer from a licensed sponsor, and a genuine vacancy.

Skilled worker applicants must ensure they satisfy all requirements for skilled worker purposes, including meeting the relevant salary and occupation criteria, as well as demonstrating the necessary skills, experience, and compliance with industry standards.

The ISL creates a more accessible pathway for eligible roles but does not lower standards arbitrarily. It balances access with fairness to the UK workforce.

Implications for Health and Care Worker Visas

The Health and Care Worker visa offers lower thresholds than the Skilled Worker visa due to the strategic importance of the healthcare sector. Registered healthcare professional roles are included in the ISL and must meet specific registration and compliance standards. For ISL-listed roles under this route:

• The general salary threshold drops from £29,000 to £23,200.
• The occupation-specific threshold must still be met.
• This route is exempt from the Immigration Health Surcharge, offering further savings to applicants
• The Health and Care Worker Visa has a minimum salary of £25,000 per year for roles tied to NHS pay scales..

For example, a care worker role listed on the ISL might allow a sponsor to offer £24,000 where the general threshold is otherwise too high. But if the going rate is £25,000, then £24,000 is still insufficient—visa refused.

Visa Application Outcomes and Risk Management

Failing to meet the exact ISL salary rules is one of the most common reasons for Skilled Worker visa refusals. Employers should:

• Refer to the latest ISL version to verify eligibility.
• Ensure both thresholds are met based on SOC codes.
• Document and evidence salary offers clearly in the Certificate of Sponsorship (CoS).

Applicants should:

• Verify that their job offer falls under an ISL-listed role.
• Confirm that their total salary, including allowances if applicable, meets all criteria.
• Submit a complete, well-evidenced visa application to avoid complications.

Sectors and Jobs Currently Listed on the UK Immigration Salary List

As of 2026, the UK Immigration Salary List includes a defined selection of occupations across health, care, construction, and certain technical roles. The ISL covers jobs UK-wide, meaning most roles and salary thresholds apply across the entire United Kingdom, though some positions are specific to certain immigration salary list areas. These jobs UK opportunities were identified based on labour market needs, wage levels, and employer demand.

Below is a breakdown of key sectors with ISL-listed roles, including the corresponding Standard Occupational Classification (SOC) codes.

Health and Social Care Sector

The Health and Care sector remains the backbone of the ISL, with the government prioritising it due to chronic staffing shortages and increasing demand for services.

Key ISL-Listed Roles:

Care workers and home carers cannot be sponsored within private households unless the employer holds specific licensing or registration, or operates under regulated activities.

Example Case:

A care home in Leeds recruiting a home carer can sponsor a migrant worker at a salary of £24,000, meeting the ISL discount threshold (min £23,200), provided the going rate for the role is also met. However, certain lower-threshold routes allow a minimum salary of £25,000, but dependants cannot generally join the applicant in the UK.

Construction and Skilled Trades

The construction industry has seen growing inclusion in the ISL due to a shortage of domestic workers with necessary qualifications, particularly across the building trades and related trades.

Key Roles:

This enables building firms to offer sponsorships for skilled tradespeople, including those in building trades, related trades, and high integrity pipe welders, at more affordable salary points, provided the going rates, often above the reduced general threshold, are still met.

Engineering and Technical Roles

Engineering, especially in civil and mechanical areas, has long struggled with talent shortages. The ISL reflects this by covering specific subfields, including roles within the nuclear industry. For example, specialized scientific and technical positions in the nuclear industry Scotland are specifically listed, with eligibility restricted to Scotland only.

Key Roles:

The ISL also recognises social and humanities scientists, such as archaeologists and musicians, highlighting their inclusion for immigration and visa purposes. While thresholds may still be high due to the going rate requirements, the ISL makes sponsorship more accessible, especially for mid-career professionals.

Agricultural and Other Roles

Fewer agricultural roles are currently listed under the ISL. The government’s Seasonal Worker route is often favoured for lower-skilled agricultural jobs.

However, some technical roles within food processing and logistics may qualify, depending on the version of the ISL in effect. The ISL also includes elementary agriculture occupations and other elementary agriculture occupations, such as deckhands on large fishing vessels. Within the fishing industry UK, fishing trades like fishing boat masters and only deckhands are specifically recognised, with large fishing vessels requiring experienced crew. 

Specialist animal care roles such as stud handlers and only racing grooms are also included as distinct categories. Additionally, trades not elsewhere classified are listed for niche or specialist occupations that do not fit standard categories.

Art and Performance Roles

Dancers and choreographers: only skilled classical ballet dancers or skilled contemporary dancers who meet the standard required by internationally recognised UK ballet or contemporary dance companies are included. The company must be endorsed as being internationally recognised by a UK industry body such as the Arts Councils (of England, Scotland or Wales).

Musicians: only skilled orchestral musicians who meet the standard required by internationally recognised UK orchestras are included in the list. The orchestra must be a full member of the Association of British Orchestras as per ISL rules

Calculating Salary Thresholds Under the UK Immigration Salary List

Salary calculations under the UK Immigration Salary List are not as straightforward as applying a flat discount. They depend on three main factors: the type of visa, the general salary threshold, and the occupation-specific (going rate) threshold. Salary thresholds are often tied to numbered string positions (SOC codes) and may be calculated per hour as well as annually. Miscalculations here often lead to failed visa applications or sponsorship refusals.

Here’s how to get it right.

1. General vs Occupation-Specific Thresholds

• General Threshold: The baseline salary requirement for the visa category.
  • £38,700 for Skilled Worker visas
  • £30,960 for ISL-listed roles
  • £29,000 for Health and Care Worker visas
  • £23,200 for ISL-listed roles under Health and Care visa
• Occupation-Specific Threshold (Going Rate): A minimum salary specific to each job type based on its SOC code, typically expressed as an annual salary or hourly rate.

Important: Even if a reduced general threshold applies, the going rate must still be met in full.

2. Full-Time Work Assumption

Calculations assume a standard 37.5-hour week. If an employer offers fewer hours, the salary must be pro-rated to ensure it still meets the relevant threshold.

Example:

• Going rate for a nurse: £29,000 based on 37.5 hours
• Job offer: 30 hours/week
• Pro-rated requirement: (£29,000 ÷ 37.5) × 30 = £23,200
• Actual salary offered: £24,000 → Visa eligible

3. New Entrants

Certain applicants qualify as new entrants, typically recent graduates or those under 26. These applicants benefit from further reduced thresholds:

• Skilled Worker general threshold for new entrants: £30,960
• ISL-listed role for new entrant: £23,200
• But again, the occupation-specific rate (often already discounted for new entrants) must be met

Who qualifies as a new entrant?

• Aged under 26 at the date of application
• Switching from Student or Graduate visa
• Working towards professional qualifications

4. Salary Supplements and Allowances

Only guaranteed, non-variable parts of a salary package are considered:

• Included: Base salary, guaranteed bonuses, shift allowances
• Excluded: Overtime, performance-related bonuses, benefits in kind (e.g., housing, transport)

If your package includes any form of variable pay, it will be ignored for threshold calculations. Be cautious here—many refusals occur when employers mistakenly include these extras.

5. Annual Increases and Sponsorship Duties

Sponsoring employers are responsible for:

• Monitoring compliance with salary thresholds during the visa validity period
• Updating salary levels in line with pay rises or promotions
• Reporting any drop below the required salary to the Home Office

Failure to comply can lead to sponsor licence suspension or revocation.

How the UK Immigration Salary List Affects Employers and Sponsor Licence Holders

The introduction of the UK Immigration Salary List (ISL) doesn’t just influence applicants—it reshapes how employers manage recruitment, sponsorship, and compliance. Whether you’re a multinational firm, a care provider with a sponsor licence, or a sole trader sponsoring skilled workers, your obligations and risks have evolved. Sole traders sponsoring skilled workers must comply with sector-specific requirements and eligibility criteria to ensure lawful sponsorship.

1. Sponsor Licence Implications

Employers wishing to sponsor Skilled Worker or Health and Care Worker visa applicants must:

• Hold a valid sponsor licence issued by the Home Office
• Understand and apply ISL criteria correctly
• Maintain accurate records to demonstrate compliance

Sponsoring a worker under an ISL-listed role means lower salary thresholds, but not lower scrutiny. In fact, the reduced thresholds can attract Home Office audits and increased focus on wage compliance.

2. Recruitment Strategy and Cost Management

The ISL offers employers a way to:

• Fill critical vacancies where domestic recruitment has failed
• Reduce salary-related costs for overseas hires
• Increase access to global talent without breaching immigration rules

Example:
A small care agency can now offer £24,000 for a care worker (on the ISL), rather than meeting the £29,000 general Health and Care Worker visa threshold—making sponsorship viable without inflating pay beyond budget.

3. Compliance Risks

Employers must adhere strictly to both thresholds:

• Offer at least the reduced general salary
• And meet or exceed the occupation-specific going rate

Failing to meet either requirement can:

• Lead to visa refusal for the worker
• Trigger compliance checks
• Result in sponsor licence suspension or revocation

Common Mistakes to Avoid:

• Offering a salary that meets the discounted general rate but falls short of the going rate
• Including unguaranteed allowances in the calculation
• Using an outdated version of the ISL or SOC codes

4. Record-Keeping and Ongoing Duties

Employers must:

• Keep a copy of the employment contract
• Record the hours and pay structure
• Notify the Home Office of any changes (e.g., pay cut, reduced hours, job change)
• Monitor expiry dates of sponsorship certificates and visas

Failure to do so can be interpreted as a breach of sponsor duties and impact future applications.

5. Competitive Advantage and Workforce Planning

For sectors like health, construction, and engineering—where staff shortages are acute—understanding and using the ISL strategically gives employers a critical edge. Proactive planning enables:

• Faster hiring
• Lower staffing costs
• Better workforce diversity

Employers who fail to grasp the ISL’s benefits may lose out on talent to better-informed competitors.

Frequently Asked Questions 

1. Is the Immigration Salary List the Same as the Shortage Occupation List?

No. The ISL replaced the Shortage Occupation List in April 2024. While both lists identify skilled worker eligible occupations for reduced salary thresholds, the ISL:

• Focuses on salary-based criteria rather than general “shortage” labels
• Applies a discount only to the general salary threshold, not the going rate
• Is updated alongside other salary reforms, offering a more data-driven approach

2. Can I Still Qualify for a Visa if My Job Isn’t on the ISL?

Yes, but you must meet the full general salary threshold:

• £38,700 for Skilled Worker visas
• £29,000 for Health and Care Worker visas

If your occupation is not on the ISL, you won’t be eligible for the reduced salary discount, and the visa will require a higher wage to qualify.

3. How Do I Know If a Job Is on the UK Immigration Salary List?

Check the latest Home Office publication of the ISL. Each listed job is tied to a specific SOC code. It’s essential that:

• The job title matches the listed occupation
• The duties align with the SOC code description
• The correct salary thresholds are met

Employers and applicants must refer to the official guidance rather than job ads or assumptions.

4. Can Employers Use Other Allowances to Top Up Salary?

No. Only guaranteed income counts. That means:

• Basic pay and fixed allowances (like shift premiums) are acceptable
• Performance bonuses, overtime, tips, and non-cash benefits (like accommodation or food) do not count towards minimum salary thresholds

5. How Often Is the Immigration Salary List Updated?

There is no fixed schedule, but updates are expected annually or in line with economic changes. The Migration Advisory Committee (MAC) reviews and recommends updates based on:

• Labour market demand
• Wage trends
• Employer feedback

Employers must ensure they are using the latest version before submitting sponsorship applications.

6. Does Being on the ISL Guarantee a Visa?

No. Being on the ISL reduces the general salary threshold but does not:

• Waive the requirement to meet the occupation-specific going rate
• Remove other Skilled Worker visa conditions (English language, Certificate of Sponsorship, genuine vacancy test)
• Guarantee approval—each case is reviewed on its merits

7. Is There an Advantage for Small Businesses?

Yes. The ISL can help smaller employers:

• Compete for skilled labour by sponsoring at lower salary levels
• Reduce overhead while still complying with immigration law
• Sponsor roles previously out of reach due to cost barriers

However, small employers must still maintain rigorous compliance practices to avoid enforcement action from the Home Office.

Need Help With Immigration Sponsorship or Visa Applications?

At Axis Solicitors, we specialise in UK immigration law with a proven track record in Skilled Worker and Health and Care Worker visa cases. Whether you’re:

• An employer looking to sponsor international talent, or
• A skilled worker trying to understand how the ISL applies to your job offer—

We can help you navigate every step. Contact us today.