Hiring and Sponsoring Chief executives and senior officials (SOC Code 1111)

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Hiring a Chief Executive or Senior Official under SOC Code 1111 is one of the most significant recruitment decisions a UK organisation can make. If your preferred candidate is an overseas national, understanding the Skilled Worker visa route, sponsorship obligations, and salary thresholds is essential before you extend an offer. This guide covers everything UK employers need to know about sponsoring talent into SOC 1111 roles.

For related support, explore Annaizu’s sponsorship compliance software, secure document management and Sponsor Management System support.

For 2026 checks, cross-check the latest GOV.UK Skilled Worker salary rules before making sponsorship or visa decisions.

Key Takeaways

Essential Points for Employers Hiring Under SOC 1111

• SOC Code 1111 covers Chief Executives, Senior Officials, and heads of major organisations in both the public and private sectors.
• Roles under this code are eligible for sponsorship under the UK Skilled Worker visa route.
• Employers must hold a valid Skilled Worker sponsor licence before issuing a Certificate of Sponsorship.
• The minimum salary threshold for SOC 1111 roles must meet both the general threshold and the going rate for the occupation.
• Right to work checks are mandatory for all hires, regardless of nationality.

What Is SOC Code 1111?

Definition and Scope

SOC Code 1111 - Chief Executives and Senior Officials - covers individuals who plan, direct, and coordinate the policies and activities of organisations in the private, public, and voluntary sectors. This includes chief executives of large corporations, directors-general of government departments, and heads of major charities or statutory bodies.

Typical Job Titles Under SOC 1111

• Chief Executive Officer (CEO)
• Managing Director
• Director-General
• Chief Operating Officer (COO)
• Executive Director
• Permanent Secretary
• Chief Administrative Officer

Core Duties Associated With This Role

• Setting strategic direction and long-term organisational objectives
• Overseeing resource allocation, budgeting, and financial performance
• Leading senior management teams and establishing governance frameworks
• Representing the organisation to government bodies, regulators, and the public
• Analysing economic, social, and market data to inform policy and business decisions
• Ensuring compliance with legal, regulatory, and ethical standards

Sponsoring Overseas Workers Into SOC 1111 Roles

Is SOC 1111 Eligible for a Skilled Worker Visa?

Yes. Chief Executives and Senior Officials under SOC 1111 qualify for sponsorship under the Skilled Worker visa route. The occupation sits at RQF Level 6 and above, meaning it meets the skill threshold required by UK Visas and Immigration.

Sponsor Licence Requirement

Before sponsoring any overseas worker, your organisation must hold a valid Skilled Worker sponsor licence issued by the Home Office. If you do not yet have a licence, you will need to apply before proceeding with any overseas hire. The application requires evidence that your organisation is a genuine trading entity, that your HR systems are capable of meeting sponsor duties, and that you have appropriate key personnel in place.

Assigning a Certificate of Sponsorship

Once licensed, you must assign a Certificate of Sponsorship (CoS) to your chosen candidate. For SOC 1111 roles, you will typically need a defined CoS, which requires prior approval from the Home Office before it can be assigned. The CoS must accurately reflect the job title, salary, working hours, and duties of the role.

Salary Thresholds for SOC 1111

General Skilled Worker Salary Threshold

From April 2024, the general salary threshold for Skilled Worker visa applications increased significantly. Sponsored workers must be paid at least the higher of the general threshold or the going rate for their specific occupation code. Employers should always check the latest published going rate for SOC 1111 on the Home Office's official guidance pages, as these figures are updated periodically.

Going Rate for SOC 1111

The going rate for Chief Executives and Senior Officials reflects the seniority and strategic nature of these positions. Given the level of responsibility attached to SOC 1111 roles, salaries in this occupation code are typically well above the general Skilled Worker minimum, which means most genuine hires will satisfy the threshold without difficulty. Employers should confirm the exact going rate figure against the current Appendix Skilled Occupations published by the Home Office.

New Entrant Rates

A reduced new entrant rate may apply in limited circumstances, such as where the candidate is switching from a student visa or is within the first few years after completing a PhD relevant to the role. However, given the senior nature of SOC 1111 positions, new entrant rates are rarely applicable in practice.

Eligibility Requirements for the Candidate

Points-Based Requirements

The UK Skilled Worker route operates on a points-based system. Candidates must accumulate 70 points to be eligible. The mandatory points cover:

• A valid job offer from a licensed sponsor (20 points)
• The role meeting the required skill level - RQF Level 3 or above (20 points)
• English language proficiency at B1 level or above (10 points)

The remaining 20 points are earned through meeting the salary threshold. For most SOC 1111 roles, this will be straightforwardly satisfied given market-rate remuneration at this level.

English Language Requirement

Candidates must demonstrate English language ability. This can be evidenced through an approved English language test, a degree taught in English, or nationality from a majority English-speaking country as defined by the Home Office.

Qualifications and Experience

There is no mandatory qualification requirement under the Skilled Worker route for SOC 1111 - the role itself must meet the skill level threshold, but individual qualification requirements are a matter for the employer. In practice, candidates for chief executive and senior official positions will typically hold postgraduate qualifications and extensive senior leadership experience.

Employer Obligations When Sponsoring Under SOC 1111

Right to Work Checks

All employers in the UK must carry out a right to work check before employment begins, regardless of the candidate's nationality. For sponsored workers, the right to work is confirmed via the visa vignette or eVisa, and employers should conduct an online Home Office right to work check using the share code provided by the employee.

Ongoing Sponsor Duties

Once a sponsored worker is in post, your organisation must fulfil ongoing compliance duties. These include:

• Keeping accurate records of the sponsored worker's contact details, absences, and contract
• Reporting changes in circumstances to the Home Office via the Sponsor Management System (SMS) within specified timeframes
• Reporting if the worker does not attend work, goes missing, or their employment ends earlier than expected
• Ensuring the worker is only working in the role and at the location specified on their CoS

Record-Keeping Requirements

Sponsors must retain specific documents for each sponsored worker throughout their employment and for a period after it ends. This includes copies of passports, visa documentation, contact details, and evidence of salary payments.

The Recruitment Process for SOC 1111 Roles

Resident Labour Market Test - Is It Still Required?

The Resident Labour Market Test was abolished under the current points-based immigration system. Employers are no longer required to advertise roles to settled workers before sponsoring an overseas candidate. However, many organisations retain robust internal recruitment processes for senior positions as a matter of good governance.

Defined Versus Undefined CoS

For workers applying from outside the UK, you will need a defined CoS, which must be requested from and approved by the Home Office before assignment. For workers already in the UK switching immigration status, an undefined CoS drawn from your annual allocation may be used, subject to your licence type and allocation limits.

Timing Considerations

Defined CoS applications can take several weeks to process, and the subsequent visa application adds further time. Employers recruiting at chief executive level should build sufficient lead time into their hiring process to accommodate immigration processing, particularly if the role needs to be filled by a specific date.

Sponsoring International Talent: Practical Considerations

Relocation and Settlement

Senior hires relocating from overseas will typically need support with accommodation, schooling, and integration into the UK. Building a structured relocation package demonstrates organisational commitment and helps ensure a smooth transition into the role.

Dependants

Skilled Worker visa holders can bring dependants - spouses, civil partners, and children under 18 - to the UK. Dependants have the right to work without restriction, which is often an important consideration for senior hires relocating with family.

Path to Settlement

After five years of continuous lawful residence in the UK, sponsored workers under SOC 1111 will typically be eligible to apply for Indefinite Leave to Remain (ILR), subject to meeting the continuous residence, salary, and English language requirements at that point. This long-term pathway to settlement is an attractive feature of the Skilled Worker route and can assist with retention of high-calibre international talent.

Common Mistakes Employers Make When Sponsoring SOC 1111 Roles

Incorrect SOC Code Assignment

Assigning the wrong SOC code on a CoS is one of the most common sponsorship errors. For senior roles, the distinction between SOC 1111 (Chief Executives and Senior Officials) and related managerial codes is important. The CoS