Choosing an Occupation Code: Employer's Guide 2026

‍

Choosing the right occupation code is one of the most important steps a UK employer takes when sponsoring a worker under the Skilled Worker visa route. Get it wrong and you risk a compliance breach, a refused application, or even suspension of your sponsor licence. This guide explains what occupation codes are, how to select the correct one, and what to do if you are unsure.

For related support, explore Annaizu’s sponsorship compliance software, mock audit inspection readiness and mock audit preparation.

Key Takeaways

Essential Points for Employers

• Occupation codes (SOC codes) determine whether a role qualifies for Skilled Worker sponsorship and set the minimum salary threshold.
• You must choose the code that best matches the actual duties of the role, not just the job title.
• Using the wrong code can lead to a visa refusal, a sponsor licence audit, or a civil penalty.
• The Home Office uses the ONS Standard Occupational Classification (SOC 2020) system.
• Always check the immigration salary list and going rate for the code you select.

What Is an Occupation Code?

An occupation code, formally called a Standard Occupational Classification (SOC) code, is a four-digit number assigned by the Office for National Statistics. The Home Office uses these codes to categorise jobs in the Skilled Worker visa system. Each code sits within a broader occupational group and carries its own eligibility rules, skill level requirements, and minimum salary thresholds.

When you assign a Certificate of Sponsorship (CoS) to a worker, you must enter the SOC code that corresponds to the job role you are sponsoring them to do. The code you choose determines whether the role is eligible for sponsorship and what salary you must pay.

Why Getting the Occupation Code Right Matters

Visa Eligibility

Not every occupation code appears on the list of eligible roles for the Skilled Worker route. If you select a code that is not eligible, the application will be refused regardless of the worker's qualifications or your licence status.

Salary Thresholds

Each code has a specific going rate. The worker must be paid at least the higher of the general salary threshold or the going rate for that code. Selecting a code with a lower going rate than the actual role may appear attractive, but it is non-compliant and can result in enforcement action.

Compliance and Audit Risk

The Home Office may visit your premises or request evidence that the sponsored worker is genuinely doing the job described in the CoS. If the actual duties do not match the assigned code, you could face a sponsor licence downgrade, suspension, or revocation.

How the SOC 2020 System Works

The UK moved to the SOC 2020 classification system, which updated many codes from the previous SOC 2010 framework. The codes are arranged in a hierarchy:

1. Major group - broad occupational category (e.g. Professional Occupations)
2. Sub-major group - a narrower cluster within the major group
3. Minor group - a more specific grouping
4. Unit group - the four-digit SOC code used for sponsorship

When you search the Home Office's occupation code tool or the ONS SOC 2020 index, you are looking for the unit group code that best describes the duties of the role.

Step-by-Step: How to Choose the Correct Occupation Code

Step 1 - Write a Detailed Job Description

Before searching for a code, document the actual day-to-day duties of the role. Be specific. A vague title like "manager" could map to dozens of different codes. List the main tasks, the level of responsibility, any specialist knowledge required, and who the worker reports to.

Step 2 - Use the Home Office Occupation Coding Tool

The Home Office publishes a list of eligible occupations for the Skilled Worker visa on GOV.UK. Use this list alongside the ONS SOC 2020 occupation index to search by job title or keyword. The tool suggests possible codes based on your search terms, but you must review the full description of each candidate code before deciding.

Step 3 - Read the ONS Code Description Carefully

Each SOC code has an official description that sets out the typical tasks, entry qualifications, and related job titles. Compare this description line by line against your job description. The majority of the duties must align with the code you choose.

Step 4 - Check the Going Rate for That Code

Once you have identified a code, check the immigration salary list to confirm the going rate. Make sure the salary you intend to pay meets or exceeds both the general threshold and the code-specific going rate. If it does not, you either need to increase the salary or reconsider whether a different code is a closer match.

Step 5 - Check Whether the Code Is on the Shortage Occupation List

Some codes benefit from reduced salary thresholds because the occupation appears on the Immigration Salary List. If your code is listed, the going rate may be lower, which can affect how much you need to pay. Always verify this against the most current version of the list, as it is updated periodically.

Step 6 - Document Your Reasoning

Keep a written record of how you arrived at your chosen code. Note which descriptions you considered, why you ruled out alternatives, and why the selected code is the closest match. This documentation supports your position if the Home Office ever queries your CoS assignment.

Common Mistakes Employers Make

Choosing by Job Title Alone

Job titles can be misleading. A "software engineer" at one company may have duties that align with a different code than a "software engineer" at another. Always match duties, not titles.

Selecting a Lower-Threshold Code to Save on Salary Costs

This is a serious compliance risk. If the worker's actual duties correspond to a higher-skilled or higher-paid code, assigning a cheaper code is misrepresentation. The Home Office considers this a breach of sponsor duties.

Failing to Update the Code When the Role Changes

If a sponsored worker's role changes significantly after they arrive, you may need to assign a new CoS with the correct code. Failing to do so means the worker may be working outside the conditions of their visa.

Using Outdated SOC 2010 Codes

Some employers still reference older SOC 2010 codes. The Home Office now uses SOC 2020, so always use the current system. Codes that existed under SOC 2010 may have been merged, split, or renumbered.

Occupation Codes and Salary Thresholds in 2025

From April 2024, the Home Office raised the general salary threshold for Skilled Worker visas significantly. In 2025, the main thresholds are:

• General threshold: £41,700 per year for most roles
• New entrant rate: £33,400 per year (70% of the going rate) for workers who qualify as new entrants
• Going rate: varies by code and must be checked individually on the immigration salary list
• Shortage occupation codes: may carry a reduced going rate where applicable

Always verify the current figures on GOV.UK before issuing a CoS, as thresholds can change.

What Counts as a New Entrant?

A worker qualifies as a new entrant if they are under 26 at the time of application, are in a professional training role, are working towards a recognised professional qualification, or are switching from a student or graduate visa. New entrants can be paid at 70% of the going rate for their code, subject to a minimum floor. If the worker does not meet one of these criteria, the full going rate applies.

What to Do If No Code Fits Perfectly

It is not always possible to find a code where every listed task matches the role exactly. The standard is that the code should be the closest reasonable match based on the overall nature of the job. Where you are genuinely uncertain, consider the following steps:

• Seek legal advice from a regulated immigration adviser or solicitor before assigning the CoS.
• Compare multiple candidate codes and select the one with the greatest overlap.
• Avoid selecting a code primarily because it has a lower salary threshold.
• Keep a written record of your decision-making process.

Occupation Codes and Right to Work

Occupation codes are a sponsorship obligation, separate from your right to work checking duty. However, both obligations sit alongside each other. A worker must have the right to work in the UK before starting employment, and their visa will be tied to the specific role and code described in their CoS. If the role changes materially, you may need to take action on both the sponsorship and right to work records.

Frequently Asked Questions

What is the difference between an occupation code and a job title?

An occupation code is a standardised four-digit classification number used by the Home Office to categorise roles for visa purposes. A job title is simply the name your organisation gives to a position. The code is determined by the actual duties performed, not the title on the contract.

Can I use the same occupation code for different job titles?

Yes, provided the duties of both roles genuinely match the code description. Multiple job titles can fall under a single SOC code if the underlying tasks and skill requirements are aligned.

What happens if I assign the wrong occupation code?

If the Home Office identifies a mismatch between the assigned