UK Spouse Visa Financial Requirement: Which Income Sources Count and How to Evidence Them

The UK Spouse (Partner) visa financial requirement is one of the most common reasons Appendix FM applications are refused. In many cases the underlying income is sufficient, but the application fails because the income is not in a permitted category, the calculation is wrong, or the evidence does not meet the exacting documentary rules. For busy professionals, the practical challenge is usually not “do we earn enough?” but “can we prove it in the required way, for the correct period, without gaps?”

This article explains which income sources can be relied upon to meet the financial requirement for a UK spouse visa, how the Home Office expects each to be evidenced, and the recurring pitfalls that lead to refusal. Although the rules can be navigated without difficulty when approached methodically, they are technical: the safest approach is to identify the correct category (or combination of categories) first, and only then assemble a document pack that matches it.

Understanding the financial requirement in context (Appendix FM)

For most partner applications under Appendix FM, the applicant must show that the sponsor (or the couple jointly, depending on the category) meets a minimum income threshold. The default minimum income requirement is currently £29,000 per year. There is no longer a higher threshold where there are non-British/non-settled children applying as dependants. The Home Office distinguishes sharply between different “types” of income, because each is assessed over a different time window and with different mandatory evidence.

A frequent mistake is to treat the requirement like a general affordability test. It is not. It is a rules-based assessment: only specified sources can be counted, and only if evidenced in the prescribed form. If the evidence does not meet the specification, the Home Office can refuse even where the underlying income is genuine.

It is also essential to separate (1) whether the sponsor/applicant has the income, from (2) whether that income can be used under the rules in the circumstances of the particular application (for example, whether the sponsor is employed in the UK or abroad, whether the applicant is applying from overseas or in-country, and whether there has been a recent change of employment).

The main income categories that can count

Appendix FM-SE (the specified evidence rules) aligns with Appendix FM’s financial requirement structure. In practice, spouse visa financial requirement cases typically fall into employed income, non-employed income, self-employment/company income, cash savings, and pension income. Some applications use a single category; others combine categories where permitted.

Employed income (salaried and non-salaried)

Income from employment is the most commonly used route. The rules distinguish between salaried employment (a fixed annual salary) and non-salaried employment (for example, hourly pay with variable hours, commission, overtime, or irregular pay). This distinction matters because it affects the calculation and how the Home Office checks that the income level is sustained.

Where the sponsor has been with the same employer for at least six months at the required level, the evidence is comparatively straightforward. Where the sponsor has been with the employer for less than six months, or has changed jobs, a different assessment method applies and the document pack must demonstrate the required level through a combination of current income and past earnings over a longer period. The evidential burden tends to be heavier and refusals are more common because applicants submit a “six-month pack” when the rules in fact require a “twelve-month view”.

Non-employment income (property rental, dividends, interest)

Certain non-employment income can be counted, such as rental income from property, dividends from shareholdings, or interest from investments. In each case, the Home Office expects to see both (a) that the income is genuinely received by the relevant person and (b) that it is received as income rather than as a one-off capital injection.

This is a common area for confusion. For example, a lump-sum transfer into a bank account does not automatically become “income” because it is labelled as such. The Home Office will want to understand the source and the basis on which it is paid, and to see that it is properly declared where required.

Self-employment and income from a limited company

Self-employment is permitted, but it is document-heavy and tied to financial years and accounting periods. The Home Office typically assesses self-employed income based on completed financial documentation (such as tax returns and accounts) rather than on recent invoices or projections. For directors of limited companies, the analysis can be more complex still because the Home Office differentiates between salary and dividends, and expects company documents showing the business is genuine, trading, and that the figures relied upon are properly evidenced.

In practice, the key to a successful self-employment-based spouse visa is early planning. Many refusals occur because applicants attempt to rely on incomplete accounts, the wrong accounting period, or informal accountant letters that do not match the specified evidence requirements.

Pension income

State pensions and occupational/private pensions can count. Pension income is often one of the cleaner categories from an evidential perspective because it is regular and capable of being shown through official correspondence and bank statements. The Home Office will still require clear evidence that the pension is in payment and that the relevant person receives it.

Cash savings (as an alternative to income, or to “top up”)

Cash savings above a specified level can be used either to meet the financial requirement on their own (if high enough) or in combination with income to bridge a shortfall. Savings must generally be held for a minimum period and must be under the control of the applicant, sponsor, or jointly.

Savings cases commonly fail because applicants rely on funds that are not “cash savings” for the rules (for example, certain investments that cannot readily be accessed), because the minimum holding period is not met, or because the bank evidence does not show a consistent balance over time.

Adequate maintenance (where it applies)

Some partner applicants are assessed on an “adequate maintenance” test rather than the minimum income requirement. This can apply in limited circumstances, such as certain applications involving disability-related benefits. The evidence and calculations are different, and it is important to identify at the outset whether the application is one where the standard £29,000 threshold applies or whether adequate maintenance is the correct test.

What a “typical” employed income document pack looks like

For an employed sponsor who has been with the same employer for at least six months and is paid at or above the required level, the Home Office will normally expect a coherent set of documents that cross-check each other: payslips that match bank statements, and an employer letter that confirms the employment details.

A well-prepared pack usually includes the relevant period of payslips, the matching bank statements showing those net salary payments arriving, and a properly drafted employer letter on company letterhead confirming the employment start date, job title, type of contract (permanent/fixed-term), whether the employment is ongoing, the level of pay, and how long the person has been paid at that level. Where payslips are electronic, the Home Office may expect additional corroboration such as a letter confirming their authenticity or the employer’s payroll system details.

As well as ensuring compliance with the strict requirements of the Immigration Rules, the most important practical point is internal consistency. If the employer letter states one salary figure but the payslips reflect a different rate, or if the payslips show deductions or salary sacrifice not explained, the Home Office may question the calculation. If the bank statements do not clearly show the salary credit (for example, where it is merged with other payments or paid under a different reference), you should address that proactively in a short explanatory cover letter and, where possible, obtain confirmation from the employer.

Common pitfalls: missing payslips, mismatched bank statements, and weak employer letters

Refusals frequently arise from avoidable documentary problems.

Missing payslips: The Home Office expects a complete run of payslips for the required period. If one month is missing, you should not assume it will be overlooked. If a payslip cannot be produced, you should obtain written confirmation from the employer explaining why and providing an authenticated payroll record covering the missing period.

Bank statements that do not “match”: The salary should be clearly identifiable as a credit into the account. Problems arise where the sponsor is paid into an account not held in their name, where the payment reference changes, where the sponsor provides “transaction lists” rather than full statements, or where statements are cut off mid-month. The safest approach is to provide full, official bank statements covering the entire relevant period, with page numbers or bank branding visible, and to ensure each payslip has a corresponding bank credit.

Employer letters that are too vague: An employer letter that merely confirms employment exists is rarely enough. The Home Office expects specific information: employment type, length of employment, pay level, and confirmation that the payslips are genuine. Where the sponsor has variable income, the letter should explain the basis of variable pay (for example, contractual hours, overtime policy, commission structure) to help the Home Office follow the calculation.

How to approach variable pay and bonuses without creating problems

Variable income can count, but it increases the evidential and calculation risk. The Home Office will want to see that the level relied upon is evidenced by actual payments and that the calculation method is correct for the category you are using.

The practical danger is over-reliance on “good months”. Where pay fluctuates, the Home Office will generally look at the relevant period and apply an averaging or annualisation method depending on whether the sponsor has been employed for at least six months and whether the income is salaried or non-salaried. If bonuses are genuinely part of pay, ensure they appear clearly on payslips and in bank statements, and that any contractual or policy basis is explained in the employer letter. If a bonus is discretionary and sporadic, it may be safer to treat it cautiously rather than building the whole financial requirement around it.

Combining income sources: when it helps and when it complicates

In some cases it is sensible to combine permitted sources, such as employment income plus cash savings to cover a shortfall. Not all income sources can be combined, but where they can, this can be effective, but only if each component is evidenced correctly and the combined calculation is done in the way the Home Office expects.

The risk is that combining categories can create multiple points of failure. For time-poor applicants, there is often a strategic choice: either submit a clean, single-category application (if possible), or accept that a combined approach requires meticulous documentation and a clear explanation of how the figures are derived.

Practical tips for assembling a refusal-resistant financial evidence file

A spouse visa financial evidence pack should be built like an audit trail. The Home Office caseworker should be able to start at the rules category, follow the numbers, and verify each payment and document without guesswork.

Two practical techniques reduce refusals significantly. First, reconcile every payslip to the corresponding bank credit and check the dates align. If your payroll date falls on a weekend or bank holiday and the bank credit arrives on a different date, flag this. Secondly, ensure that documents are “complete” in the Home Office sense: full statements rather than screenshots, all pages, and clear identification of the account holder.

It is also sensible to check that names and addresses are consistent across documents. Where a sponsor has recently changed address, provide an explanation and, if necessary, supporting evidence. If the sponsor’s name varies (for example, middle names or spelling differences), deal with it upfront rather than leaving it to the caseworker to infer.

Finally, do not overlook the wider application context. The financial requirement is assessed alongside relationship evidence, accommodation, English language, and immigration status requirements. A strong financial pack can still be undermined if, for example, employment evidence suggests the sponsor is not genuinely based where claimed, or if bank statements raise avoidable questions (such as unexplained large cash deposits) that go to credibility.

Conclusion: get the category right, then evidence it precisely

Meeting the UK spouse visa financial requirement is rarely about presenting as much evidence as possible. It is about presenting the right evidence for the right category, in a complete and internally consistent form. Employment income is often the simplest route if the sponsor has stable earnings with the same employer for at least six months. Where circumstances are more complex - recent job changes, variable pay, self-employment, or reliance on savings - the rules still allow an application to succeed, but preparation needs to be more deliberate and calculations must be handled carefully.

If you are unsure which income sources can be counted in your circumstances, or you have any concern about missing payslips, incomplete bank statements, or the wording of an employer letter, taking advice before submission can avoid a refusal that may otherwise have been preventable.

Contact Our Immigration Lawyers in Switzerland

For advice on meeting the UK spouse visa financial requirement, including choosing the correct income category and preparing a compliant evidence pack, contact Richmond Chambers Switzerland on 41 21 588 07 70 or complete our enquiry form to arrange an initial consultation meeting.