UK Skilled Worker Salary Rules for Swiss Employers

Recruiting into the UK from Switzerland often starts as a commercial discussion about role scope, seniority and cost. It becomes an immigration issue when the candidate needs UK permission to work and the role must be sponsored under the Skilled Worker route. At that point, salary is not only an HR figure. It is part of the legal eligibility test under the UK Immigration Rules and a sponsor licence compliance risk.

This article is for Switzerland-based businesses hiring into UK roles, including Swiss headquarters with a UK entity, Swiss scale-ups opening a UK office, multinational mobility teams moving employees from Switzerland to the UK, and HR teams assessing Swiss, EU/EFTA or third-country candidates who do not already have UK work permission.

Swiss Residence Does Not Give UK Work Rights

A candidate’s residence in Switzerland is generally not decisive for UK Skilled Worker eligibility. A Swiss citizen, an EU national living in Switzerland and a non-EU national resident in Switzerland may all need UK sponsorship unless they already hold a UK immigration status that allows the work. UK eligibility is driven by the UK role, the UK sponsor, the salary, the occupation code and the candidate’s attributes, not by the person’s Swiss residence permit or Swiss labour-market status. The Skilled Worker route is for a specific job with a Home Office-approved sponsor.

Why the Skilled Worker SOC Code Comes First

Occupation coding is not an administrative afterthought. The chosen SOC 2020 occupation code determines whether the role is eligible and which going rate applies. For most new Skilled Worker cases, the occupation must be in the relevant tables of Appendix Skilled Occupations and, since the July 2025 changes, many standard roles must be skilled to RQF level 6 or above unless a transitional or listed exception applies. Appendix Skilled Occupations also confirms that going rates are linked to the relevant SOC 2020 code and are normally based on a 37.5-hour working week.

For Switzerland-based employers, the problem often appears in matrix roles. A Swiss HQ may describe a role as “Client Solutions Lead” or “Senior Product Manager”, but the Home Office will look at the actual duties, not the internal title. Salary-led coding, where a lower-paying code is selected to fit a budget, creates refusal and compliance risk.

Current Skilled Worker Salary Thresholds

The Skilled Worker salary test is not a single number. Sponsors must usually satisfy both a general salary threshold and the applicable going rate for the SOC code. For Certificates of Sponsorship assigned on or after 22 July 2025, the standard salary option for many cases requires salary to meet or exceed both £41,700 per year and the full going rate for the occupation code. Reduced thresholds may apply only where the Rules allow it, for example for certain PhD, STEM PhD, Immigration Salary List or new entrant cases.

The Immigration Salary List and the Temporary Shortage List should not be confused. A job on the Immigration Salary List may support a salary-related tradeable points option, but a job on the Temporary Shortage List does not itself give a salary discount unless it is also on the Immigration Salary List. This is a common risk where employers use “shortage” language too loosely in offer planning.

Tradeable Points Are Route-Specific

Skilled Worker applicants must score salary points under one permitted option; they cannot mix and match parts of different options. For standard roles, Options A to E are usually the relevant options. Options F to J are limited to specified Health and Care roles and salary transitional cases, and Option K applies to listed health and education occupations based on national pay scales. The correct tradeable-points basis should therefore be identified before the offer is finalised.

For Swiss employers, this means the offer process should not begin with a Swiss-market pay comparison. A role may look well paid in Switzerland but still fail UK Skilled Worker rules if the SOC code is wrong, the working hours are misunderstood, or the candidate is wrongly assumed to qualify for a reduced salary option.

What Counts as Salary for Skilled Worker Sponsorship?

The Home Office generally takes account of guaranteed basic gross pay and other guaranteed payments treated in the same way as basic gross pay for tax, pension and National Insurance purposes. It does not usually count bonuses, overtime, shift allowances, accommodation or cost-of-living allowances, equity, school fees, health insurance, company cars, one-off payments, immigration-cost payments or business-expense reimbursements. These restrictions matter for Swiss packages, where variable pay, expatriate allowances, RSUs, per diems and split-pay arrangements may be commercially important but immigration-ineffective.

Offers and contracts should therefore identify the UK gross annual salary in GBP, the weekly hours, the employing entity, the PAYE position and any separate benefits. If salary is partly paid outside the UK or linked to Swiss payroll, the structure should be checked carefully before the Certificate of Sponsorship (CoS) is assigned.

Part-Time Roles and Working Hours

Working hours affect the salary analysis. The general salary threshold is assessed using actual gross earnings and is not simply pro-rated up to a full-time equivalent for part-time workers. By contrast, the going rate is normally pro-rated by reference to the weekly hours stated on the CoS. Salary above 48 hours per week is also treated differently for general-threshold purposes.

A part-time UK first hire may therefore be possible, but it is not automatically easier. The salary must still meet the correct general threshold and the pro-rated going rate. Employers should also be cautious where the employee will continue to perform substantial duties for a Swiss entity, because the Skilled Worker visa is tied to the sponsored UK employment.

Salary Compliance After the Visa Is Granted

Skilled Worker salary compliance does not end when the visa is issued. The Home Office guidance states that it may check salary through compliance visits, HMRC checks or both, and sponsors must pay at least the required salary in the relevant pay periods. Salary reductions, unpaid leave, changes in hours and changes in role can all trigger reporting or fresh application issues.

For Switzerland-led recruitment, the most reliable workflow is to define the UK duties first, select the most defensible SOC code, identify the correct tradeable-points option, confirm the salary and hours in GBP, and only then assign the CoS. This reduces late renegotiation risk and helps avoid creating a compliance problem before the worker has even entered the UK.

Contact Our Immigration Lawyers In Switzerland

Richmond Chambers Switzerland advises Switzerland-based employers, founders, HR teams and international mobility teams on UK Skilled Worker sponsorship, occupation coding, salary thresholds, tradeable points, Certificates of Sponsorship and sponsor licence compliance. We can review the proposed UK role, salary structure and candidate profile before an offer is finalised, and support the sponsor process from planning through to application submission.

To arrange an initial consultation meeting, contact Richmond Chambers Switzerland by telephone on +41 21 588 07 70 or complete our enquiry form.

Frequently Asked Questions: UK Skilled Worker Salary Rules for Swiss Employers

Can a Swiss employer sponsor a Skilled Worker in the UK?

A Swiss employer can sponsor a Skilled Worker only if it has a UK presence and holds a valid UK sponsor licence. The role must also meet the Skilled Worker eligibility, salary and genuineness requirements.

Do Swiss citizens need UK sponsorship after Brexit?

Swiss citizens usually need UK immigration permission to work in the UK unless they already have a status that allows work, such as settled or pre-settled status. Where the job is under the Skilled Worker route, sponsorship by a licensed UK employer will normally be required.

Do Swiss employers need to consider UK Skilled Worker salary rules when hiring into the UK?

Yes. If a candidate needs UK sponsorship for a UK role, the salary must meet the Skilled Worker requirements under the UK Immigration Rules. Swiss residence, Swiss labour-market status or a Swiss employment package will not replace the UK sponsorship salary test.

Does Swiss residence give a candidate the right to work in the UK?

No. A Swiss resident may still need UK immigration permission to work in a UK role, whether they are a Swiss citizen, an EU/EFTA national or a third-country national. UK eligibility depends on the UK role, sponsor, salary, occupation code and the candidate’s immigration status.

Why is the Skilled Worker SOC code important for Swiss employers?

The SOC 2020 occupation code determines whether the role is eligible for sponsorship and which going rate applies. The Home Office will assess the real duties of the role, not just the internal Swiss job title, so salary-led coding can create refusal and sponsor compliance risk.

What salary threshold applies to a UK Skilled Worker visa?

The Skilled Worker salary test usually requires both the relevant general salary threshold and the going rate for the occupation code to be met. For Certificates of Sponsorship assigned on or after 22 July 2025, many standard cases require at least £41,700 per year and the full going rate, unless a permitted reduced salary option applies.

Can Swiss employers use bonuses or allowances to meet the Skilled Worker salary requirement?

Usually not. The Home Office generally focuses on guaranteed basic gross pay and certain guaranteed payments treated like basic pay for tax, pension and National Insurance purposes. Bonuses, overtime, accommodation, cost-of-living allowances, equity, school fees, health insurance, company cars and expense reimbursements will not usually count.

How do part-time hours affect UK Skilled Worker salary rules?

Part-time roles require careful salary analysis. The general salary threshold is based on actual gross earnings, while the going rate is normally pro-rated according to the weekly hours stated on the Certificate of Sponsorship. A part-time role may be possible, but it must still meet the correct salary requirements.

Can a Swiss-market salary package fail the UK Skilled Worker rules?

Yes. A package that appears competitive in Switzerland may still fail UK sponsorship rules if the SOC code, working hours, salary components or tradeable-points option are incorrect. Swiss employers should confirm the UK gross annual salary in GBP before assigning the Certificate of Sponsorship.

Does Skilled Worker salary compliance continue after the visa is granted?

Yes. Sponsors must continue to pay at least the required salary during the sponsored employment. Salary reductions, unpaid leave, changes in hours or changes in duties may trigger reporting duties or require further immigration action.

This article summarises UK immigration law and Home Office guidance at the date of writing. Individual facts, evidence, sponsor licence status, role structure and application timing may affect the outcome. It is provided for general information only and does not constitute legal advice.