Guides

## Who this affects This guide is for Skilled Worker sponsors and workers where the Certificate of Sponsorship (CoS) was assigned before 4 April 2024. It matters most at extension time, when payroll and SMS data must match the rules that actually apply to that worker. ## Old vs new salary thresholds For planning discussions, sponsors often contrast: - Before 4 April 2024: a commonly cited general minimum was £26,200 per year or the SOC going rate, whichever was higher. - After 4 April 2024: a higher general minimum of £38,700 in many cases, alongside updated going rate tests. These numbers are not interchangeable. Which floor matters depends on whether transitional rules apply to that extension. ## When transitional rules may apply Transitional protection can matter when all of the following align: - The worker's CoS was assigned before 4 April 2024 - They are extending, not switching employer - They remain with the same employer in the same role and SOC code - Their leave has not expired in a way that forces them onto wholly new rules When this protection applies, the £38,700 headline minimum may not be the correct comparator for that extension. ## When new rules apply instead Employers should assume new-rule salary expectations are in play if: - The worker changes employer - The worker changes job role or SOC code - Leave expires before extension - A new CoS is assigned after 4 April 2024 - A salary change triggers a new CoS ## HC 1691 still applies to everyone HC 1691 per-period salary compliance is a separate layer. Even where transitional logic applies to an extension, each payslip must still satisfy HC 1691 against the SOC going rate. Do not treat a lower general minimum as permission to underpay in individual pay periods. ## Action steps for employers 1. Identify workers whose CoS was assigned before 4 April 2024 who are approaching extension. 2. Reconcile contract, payroll, and SMS so the correct threshold story is reflected in evidence packs. 3. Run HC 1691 checks per period — HR CHECKED surfaces payslip-level risk early. 4. Link audits to GOV.UK transitional guidance rather than informal summaries. ## Action steps for workers 1. Confirm your CoS assignment date and extension route with your employer or adviser. 2. Do not assume £38,700 is your personal minimum until transitional rules have been checked. 3. Keep payslip evidence consistent with HC 1691 — that obligation is not waived by transitional salary treatment. Official source: https://www.gov.uk/skilled-worker-visa/certificate-of-sponsorship-before-4-april-2024 General information only — not legal advice.