Selecting Correct SOC Codes and Meeting Salary Thresholds Without Misclassification: Practical Guidance for Employers

You need the right SOC code and the correct salary to avoid visa refusals and sponsor licence problems. Match the job’s duties to the SOC 2020 code and ensure the pay meets either the role’s going rate or the general Skilled Worker threshold to stay compliant.

This article shows how to map duties, check going rates, and spot common misclassification traps so you can assign Certificates of Sponsorship with confidence. Expect clear steps on choosing codes, calculating salary, and handling sector updates that affect your hiring decisions.

Selecting the Correct SOC Codes: Fundamentals and Process

You must match the job’s core duties to a four‑digit SOC code, pick the correct RQF skill level and confirm the salary meets the going rate or listed threshold. Keep a clear audit trail showing why that occupation code and pay band were chosen.

Understanding Standard Occupational Classification Codes

SOC codes are four‑digit numbers from the SOC 2020 system that classify jobs by tasks, skills and typical qualifications. Each code links to an RQF level (or skill level) which affects eligibility for the Skilled Worker visa and the minimum salary you must offer.

Use the SOC descriptor — not job titles — to decide if duties fit. For example, a role matching SOC 2136 (programmers and software development professionals) needs duties like designing, coding and testing software rather than generic “IT support” tasks.

Be aware some codes carry mandatory minimum salaries in the Immigration Rules or Appendix Skilled Occupations. If the RQF level does not match the actual duties, you risk misclassification and refusal or sponsor licence action.

Mapping Job Duties to Occupation Codes

Start with a detailed job description listing daily tasks, percent time per task and required qualifications. Compare each duty against SOC 2020 descriptors; the best match must cover the majority of substantive duties.

Use structured checks: 1) list core duties, 2) identify possible SOC codes, 3) map each duty to the chosen code, and 4) confirm the RQF level (eg RQF level 3 or RQF 6). Tools such as CASCOT can help suggest candidate codes, but always validate by reading SOC descriptors and Appendix Skilled Occupations.

If duties split across two codes, choose the code that represents the genuine vacancy’s primary purpose. Document decisions showing why alternative codes were rejected to prevent later disputes.

Utilising SOC 2020 and Appendix Skilled Occupations

SOC 2020 is the mandatory classification system for visa applications. Appendix Skilled Occupations in the Immigration Rules lists roles eligible under the Skilled Worker route and may specify an occupation code and minimum salary.

Check Appendix Skilled Occupations for your proposed code. Some entries set a higher going‑rate or a fixed minimum salary which overrides the general salary threshold. Where Appendix lists multiple codes for similar roles, match the most accurate SOC 2020 code to your duties and required RQF level.

Keep updated: codes, going rates and rules change. Regularly review GOV.UK guidance and your sponsor licence obligations to avoid mismatches that lead to refusals or compliance action.

Documenting SOC Code Decisions

Record a short rationale for each role: job description, chosen SOC code, mapped duties, RQF level, and salary calculation. Save supporting evidence such as role adverts, CVs used in recruitment, and internal grading notes.

Include Certificate of Sponsorship details when assigning the SOC code, and note any tool outputs (eg CASCOT) plus why you accepted or rejected its suggestions. Use a simple checklist that an auditor can follow: duties → SOC descriptor match → RQF level → salary check → final sign‑off.

Proper documentation shows you treated the role as a genuine vacancy and helps defend decisions during audits or visa reviews.

Meeting Salary Thresholds and Ensuring Salary Compliance

You must meet both the general salary threshold and the specific going rate for the job, prove the pay with clear evidence, and apply the correct rules for hours, discounts and ISL roles.

General Salary Thresholds and Going Rates

You must meet the general salary threshold set by the Home Office or the higher going rate for the SOC code, whichever is greater. Since July 2025 the general salary threshold and the going rates are higher for many roles. Check the Immigration Salary List (ISL) and the published going rates for the exact SOC 2020 code before you assign a Certificate of Sponsorship.

Provide pay evidence such as payslips, contracts and employer payroll records to show the base salary meets the threshold. If an ISL role has a reduced threshold, record the reason on the sponsor licence records and keep documents proving the role is on the ISL or Temporary Shortage List (TSL). You must not rely on informal statements or future promises of pay.

Salary Calculation Methods and Allowable Pay

Calculate salary using the actual base pay the worker will receive, excluding non-guaranteed bonuses and discretionary benefits unless they are contractual and regular. Allowable pay includes fixed basic salary, guaranteed allowances and regular overtime if written into the contract. Do not include one-off payments or conditional bonuses.

When the going rate is expressed as an annual figure, convert hourly or daily pay to an annual sum using the contract hours. Use the Home Office method for conversion and show calculations in the worker’s file. Keep clear records for sponsor compliance checks and extensions or ILR applications.

Pro-Rating for Working Hours and Salary Discounts

If the worker is part-time or works irregular hours, pro-rate the going rate and general threshold to reflect contracted hours. For example, if the going rate is £35,000 for 40 hours, a 20-hour contract requires at least £17,500 unless other rules apply. Document the pro‑rata calculation and the contract hours.

Salary discounts apply in limited cases: new entrant discounts, ISL/TSL reduced rates and certain trainee rules. Apply discounts only when the worker clearly qualifies (for example, age or recent graduate for a new entrant). Record the discount type and supporting evidence. Maintain payroll reports showing how the discount affected the advertised and paid salary.

Preventing Misclassification and Managing Compliance Risks

You need to map roles accurately, meet the correct salary thresholds, and keep clear records to avoid refusals, audits and sponsor licence problems. Focus on precise job duties, consistent pay, and documented recruitment steps.

Consequences of SOC Code Misclassification

Misclassifying a role can cause visa refusals for applicants and trigger compliance investigations for your organisation. If the SOC code you use does not match the stated duties or the role’s salary falls below the required going rate, the Home Office can refuse applications and record refusals against your sponsor account.

A pattern of misclassification or repeated visa refusals may lead to tougher action. That includes civil penalties, restrictions on future sponsorships, or even suspension of your sponsor licence. You could also face reputational harm that affects your ability to recruit from overseas.

Sponsor Licence Implications and Sponsor Compliance

You must keep sponsor duties updated and follow sponsor licence rules. If the Home Office finds non‑compliance during an inspection, it can issue corrective notices, impose licence downgrades, or revoke your licence. That affects all sponsored workers, not only the role under review.

Record any role changes, salary adjustments, or restructures promptly. Update the Certificate of Sponsorship details and ensure salaries meet the SOC code’s minimum or the stated going rate. Train managers on sponsor responsibilities so you can show consistent internal controls during an audit.

Auditing, Evidence, and Recruitment Records

Prepare recruitment evidence before you assign a SOC code. Keep the job description, vacancy adverts, application shortlists, interview notes, offer letter, and pay confirmations together. These items prove the role is genuine and that selection met your recruitment rules.

During an audit, provide clear links between the job advert, the SOC code chosen, the salary offered, and the employee’s duties. Store records for the required retention period and make them easy to extract. If you change the role after hiring, document the change and reassess the SOC code and salary to prevent misclassification.

Sector-Specific Considerations and Recent Policy Updates

New rules raise skill tests, change eligible roles, and adjust going rates for many sectors. You must match actual duties to SOC 2020 codes, check updated going rates, and watch temporary lists that affect salary and eligibility.

Key Changes to Skill Levels and Eligible Occupations

The Home Office now requires higher minimum skill levels for several sponsored routes. You must use SOC 2020 codes and not rely on older SOC 2010 labels. Jobs that fall below the new required skill level may no longer qualify for the Skilled Worker route even if the job title looks similar.

Salary thresholds have increased for specific roles, such as care and health occupations under SOC 6135/6136 and many technician roles. For new entrants and recent graduates there remain some reduced rates, but the conditions are stricter. When you assign a Certificate of Sponsorship (CoS), document duties that match the chosen SOC code and calculate pay against the specific going rate, not just the general threshold.

Industry Examples and Specialist SOC Codes

Engineering and technical roles—engineering technicians, electrical and electronics technicians, building and civil engineering technicians, and quality assurance technicians—need careful duty-based matching. IT roles such as IT operations technicians, IT user support technicians, and database administrators require precise SOC selections because small differences in tasks can change the going rate.

Healthcare roles—including health and care worker, pharmaceutical technicians, dispensing opticians, and healthcare practice managers—face both higher going rates and tighter rules on deductions and working hours. Managerial occupations (hotel and accommodation managers, leisure and sports managers, managers in logistics, storage and warehousing, and retail/wholesale managers) must meet manager-level SOC descriptors. For specialist lists like skilled occupations or TSLs, confirm whether the occupation sits on a Shortage Occupation List (SOL) or has bespoke going rates.

Shortage Lists and Temporary Policies

Shortage Occupation Lists (SOL) and temporary shortage lists still affect eligibility and salary. If your role appears on a SOL or temporary shortage list, you may be able to use a lower salary threshold or faster routes to approval. However, lists change regularly—check GOV.UK and sponsor guidance before issuing a CoS.

Temporary policies introduced in 2024–2025 targeted care roles and certain technician groups. You must watch updates that affect new entrants, salary deductions, and sectoral exemptions. Keep records of the list version you relied on and justify SOC choices if the role sits near the borderline of classification.

Looking for trusted legal experts? Athi Law offers experienced business immigration solicitors to support your company’s global talent needs, specialists in commercial conveyancing to protect your property transactions, and reliable independent legal advice for mortgage agreements. We also assist with immigration for parents, helping reunite families with care. Speak to us today!