There have been important changes to the Immigration Rules in relation to skilled sponsored workers as set out in Statement of Changes HC 1691 (published on 5 March 2026). These changes apply to Certificates of Sponsorship (CoS) assigned on or after 8 April 2026, except for the change relating to nationals or citizens of Afghanistan, which applies to applications for entry clearance made on or after 26 March 2026. Accordingly, new Skilled Worker guidance dated 8th April 2026 has been published by Home Office.
Payment of the correct salary is absolutely key for sponsorship compliance. Sponsor licence revocations are on the rise and Home Office is actively checking HMRC records if the salary is paid to the sponsored workers. To avoid licence revocation every sponsor should pay close attention to the recent changes how Home Office assesses salary payment compliance for sponsored workers whose COS is assigned on or after 8th April 2026.
How Home Office assess compliance with salary requirements for COS assigned on or after 8th April 2026
Home Office will regularly check that you are paying the worker at least the salary sponsor employer stated on their CoS or in any change of circumstances notification you subsequently make. Home Office will do this through either compliance checks or HMRC checks, or both.
- The worker must be paid the required salary in pay periods of at least monthly frequency, unless their contract specifies a different pay frequency.
- The salary paid to the worker in each pay period must equal or exceed the going rate for every hour worked in that pay period.
If the worker’s pay frequency is monthly, or less frequent than monthly, the salary paid to the worker over any 3-month period must be at least equal to a quarter of the required annual salary. For example, if the worker’s annual salary is £52,000, their salary over any 3-month period must be at least £13,000.
If the worker is paid more frequently than monthly, the salary paid to the worker in any 12-week period must be at least equal to 12/52 of the required annual salary. For example, if their annual salary is £52,000, their salary over any 12-week period must be at least £12,000.
If the worker is being sponsored to work a pattern where the regular hours are not the same each week, resulting in uneven pay, you must confirm the working pattern when you assign the CoS (or in a change of circumstances notification if the irregular working pattern arises after the worker has been granted permission). The salary over any 17-week period must be at least equal to 17/52 of the required annual salary. For example, if the worker’s annual salary is £52,000, their salary over any 17-week period must be at least £17,000.