HR CHECKED is a UK sponsor licence compliance platform that automates Right to Work tracking, HC 1691 salary checks, Appendix D audit exports, and worker rights briefings for A-Rated sponsors.

HC 1691 is the March 2026 update to UK immigration rules that introduced per-pay-period salary floor checks for sponsored workers. Employers must verify that each individual pay period meets the going rate — not just the annual salary.

How do I check if a company has a sponsor licence?

You can search the official Home Office Register of Licensed Sponsors using HR CHECKED's free Sponsor Licence Checker at hrchecked.com/sponsor-checker. The register is updated directly from GOV.UK data.

What is an Appendix D audit?

Appendix D is the Home Office's record-keeping requirement for UK sponsors. It includes Right to Work checks, CoS details, salary records, timesheets, and worker rights briefings. HR CHECKED generates a one-click UKVI-ready Appendix D export.

Extending a Skilled Worker Visa With a Pre-April 2024 CoS — What Salary Rules Apply? — HR CHECKED

← Back to blog

Guides

Extending a Skilled Worker Visa With a Pre-April 2024 CoS — What Salary Rules Apply?

HR CHECKED Compliance Team12 Apr 202612 min read

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

Identify workers whose CoS was assigned before 4 April 2024 who are approaching extension.
Reconcile contract, payroll, and SMS so the correct threshold story is reflected in evidence packs.
Run HC 1691 checks per period — HR CHECKED surfaces payslip-level risk early.
Link audits to GOV.UK transitional guidance rather than informal summaries.

Action steps for workers

Confirm your CoS assignment date and extension route with your employer or adviser.
Do not assume £38,700 is your personal minimum until transitional rules have been checked.
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.

HR CHECKED Compliance Team

Compliance Expert · HR CHECKED Ltd