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26 May 2026
UK earned settlement 10-year ILR 2026 — London skyline view for African skilled workers planning permanence

UK Earned Settlement 10-Year ILR 2026: What African Skilled Workers Lose

Categories Immigration, Uk, Visa Updates, Work Permits

UK earned settlement 10-year ILR 2026 is the single biggest shift in British settlement law for our generation of African Skilled Worker holders. The Home Office has confirmed that the qualifying period for Indefinite Leave to Remain under most points-based system routes — Skilled Worker, Scale-up, High Potential Individual — moves from five years to ten under the new earned settlement framework. If you are a Nigerian software engineer, a Ghanaian care assistant, a Kenyan radiographer or a Zimbabwean accountant currently on a Skilled Worker visa, this article maps the rule, the carve-outs, and the realistic moves that protect your settlement clock.

Inside this guide

The 2026 earned settlement rule, in plain English

The 2025 immigration white paper, now translating into the Statement of Changes published in spring 2026, formally raises the standard qualifying period for Indefinite Leave to Remain to ten years for most points-based routes. The official position is that settlement is no longer automatic at five years of lawful residence — it must be earned through continuous contribution, clean compliance and either time or specific demonstrable national-interest factors that can shave the clock back to five.

The four pillars of “earned” status are: continuous sponsored employment without unauthorised gaps, salary at or above the relevant going rate across each three-month payroll window, B2 English maintained, and no breach of public-funds, criminality or sponsor-licence rules. Hit all four and you stay eligible; miss one and you fall back to the new decade.

Who keeps the 5-year clock and who restarts

The change is forward-looking but reaches further than many African applicants assume. Anyone whose first Skilled Worker permission was granted before the statement’s commencement date generally keeps the five-year route, provided they apply for ILR before any visa break. People granted a new initial Skilled Worker, Scale-up or HPI visa after commencement default to ten years unless they qualify for one of the published acceleration grounds (highly-skilled roles on the Critical Workforce list, dependants of a British national, or those settled-flagged through a global talent endorsement).

Folake, a Lagos-trained nurse, illustrates the trap. She moved to Manchester on a Health and Care Worker visa in March 2023. Her five-year ILR window closes in March 2028 — comfortably inside the legacy framework. But if she switches sponsor and her new permission is issued post-commencement, the Home Office can argue she “re-entered” the route and reset her settlement clock. Continuity matters more than ever.

Real-world math: extra fees, IHS, anxiety

An additional five years of Skilled Worker sponsorship is not just a calendar problem — it is a balance-sheet event. Two more 3-year visa extensions, each carrying the application fee plus Immigration Health Surcharge for the worker and any dependants, push the typical cost of reaching ILR from roughly £14,000 to £26,000 for a family of four. Add in priority service, sponsor licence levy pass-through, and biometric appointments and you are looking at well over £30,000 to cross the line.

That is before the soft costs: a decade of dependency on a single sponsor, restricted ability to switch industries, and rising scrutiny on the three-month payroll compliance window introduced in April 2026.

Map your move with Travel Explore

If you are mid-Skilled-Worker and unsure whether you are on the 5-year or 10-year clock, our consultants run a free 20-minute timeline audit so you can plan extension dates, switches and dependant applications around the new rules. Start here → https://linktr.ee/travelexpore

Three legitimate moves to defend your timeline

First, freeze your existing Skilled Worker permission. Resist the urge to switch sponsors purely for a small salary uplift before commencement; a new permission could pull you onto the 10-year track. Second, accelerate any dependant applications now so spouse and child clocks align with yours. Third, if your role sits on the Critical Workforce or new Temporary Shortage List, capture documentary evidence — pay slips, employer letters, role profile — every twelve months so you can credibly argue an “earned” five-year settlement when policy guidance lands.

African applicants in shortage clinical roles (nursing, radiography, paramedic), STEM PhDs in priority sectors, and Global Talent endorsees from accredited African universities have the strongest factual basis for staying on a 5-year path. Document early, document often.

FAQ

Will my Skilled Worker visa become invalid?

No. Existing leave continues until its current expiry. The ten-year clock affects the new ILR test — not the validity of the current Skilled Worker grant.

Do dependants follow the main applicant’s clock?

Yes. Spouses and children settle on the principal’s qualifying period, so any reset on the main applicant flows through.

Does time on a Student or Graduate route count?

No. Only time on the Skilled Worker / Scale-up / HPI tracks counts toward ILR under the points-based system. Student and Graduate route time still does not.

Can I shorten ten years with extra salary?

The Home Office signals that contribution thresholds (salary, tax, civic activity) may unlock the accelerated 5-year route, but the final scoring grid is expected in late 2026. Plan around ten years and treat any acceleration as upside.

What if I lose my sponsor?

You have 60 days to find new sponsorship. A clean transfer inside that window protects continuity; a gap can reset your clock. Build a backup sponsor list before you need it.

What to walk away with

  • Ten years is the new default ILR window for Skilled Worker holders post-commencement.
  • Continuity of permission is the single biggest factor protecting a 5-year clock.
  • Critical-shortage roles and Global Talent endorsements remain the strongest acceleration cases.
  • Budget for an extra £12,000–£15,000 per family for two additional extensions.
  • Align dependant applications to the principal applicant before any switch.

Plan the next decade with one call

Travel Explore maps your settlement clock, sponsor strategy and family timeline in one place. Book your audit at https://linktr.ee/travelexpore

Related reads

Share this story

  • UK just doubled the ILR clock. African Skilled Workers need this read today.
  • Five years became ten — but only for some. Find out which track you are on.
  • £12,000 of new fees, 60 months of extra waiting. The UK settlement story has changed.

Sources: UK Home Office Statement of Changes 2026, House of Commons Library briefing CBP-10267, gov.uk Skilled Worker guidance updated 20 May 2026.

25 May 2026
UK Immigration Salary List 2026 healthcare worker London African nurse

UK Immigration Salary List Phase-Out 2026: What African Workers Lose by December

Categories Uk, Visa Updates, Work Permits

The Migration Advisory Committee’s two-stage review concludes mid-2026 and the UK Immigration Salary List 2026 — the successor to the old Shortage Occupation List — is being phased out by December. Six roles previously eligible under the Health and Care Worker visa disappear from sponsorship altogether, and a small slice of African workers currently using the ISL salary discount will see their pay threshold reset. If you are a Nigerian radiographer in Birmingham, a Ghanaian senior carer in Manchester, or a Kenyan nursery worker in Croydon, this article tells you whether your visa is at risk and what to do before December.

Sections you can jump to

  1. Why the ISL is being phased out
  2. Which six Health and Care roles are removed
  3. What the December 2026 cutover looks like
  4. Survival routes for African workers exposed
  5. Frequently asked questions
  6. Bottom line for African applicants

Why the ISL is being phased out

The 2025 Immigration White Paper committed to ending the salary-discount route entirely. The reasoning published by the Home Office is twofold: salary discounts undercut domestic wages in already-strained sectors, and the discount has historically been used by sponsoring employers to keep migrant pay below the regular threshold even when domestic recruitment failed. The MAC was asked to review the list and recommend which roles should retain protected status, which should move to full-threshold sponsorship, and which should be removed.

The MAC’s interim report (March 2026) recommended retaining a narrow list of roles tied to genuine, verified shortage in healthcare and agriculture, but recommended removing the broader ISL discount entirely. The Home Office accepted that recommendation, with the phase-out to complete by 31 December 2026. From 1 January 2027, all Skilled Worker visa applications must meet the full going-rate salary for the relevant SOC code with no ISL discount available.

Which six Health and Care roles are removed

The roles being removed from Health and Care Worker visa eligibility are: (1) Care Worker SOC 6135 — already closed to overseas applications from 22 July 2025; transition extensions allowed until 22 July 2028. (2) Senior Care Worker SOC 6136 — same closure schedule. (3) Nursery Assistant — removed from sponsor list. (4) Care Coordinator (where below the new salary floor). (5) Pharmacy Technician at lower SOC levels. (6) Pastoral Care Worker.

The impact on African workers is concentrated in three demographics. Care workers and senior carers — overwhelmingly West and East African women working in the social care sector — face the largest exposure. The transition extension through July 2028 buys time to switch routes (typically Health and Care Worker for a registered nurse role, ILR after the qualifying period, or family route through a settled spouse). Pharmacy technicians and pastoral care workers — both with smaller African populations — need to switch to other SOC codes or risk losing sponsorship at renewal.

What the December 2026 cutover looks like

Three groups need to plan differently. (1) New applicants: from 1 January 2027 you must clear the full going-rate salary plus the £41,700 general threshold — no exceptions. Lodge before 31 December 2026 if your role currently uses the ISL discount. (2) In-country switchers: if you are on a Student or Graduate visa planning to switch to Skilled Worker, do it before December if your target role uses the ISL discount; afterwards you need a higher salary offer. (3) Renewals: extending an existing Skilled Worker visa after December must meet the new threshold. If your salary will not match, ask your employer for an early pay review now.

The new April 2026 payroll compliance rule already requires that salary actually paid match the salary stated on the CoS, measured across any three-month window. Once the ISL discount disappears, the gap between sponsored pay and statutory threshold will be visible immediately — that triggers a Skilled Worker visa revocation, not a polite warning letter.

Currently sponsored at a salary that uses the ISL discount? Send your CoS reference, SOC code and current salary through https://linktr.ee/travelexpore and we will model your pay gap before December.

Survival routes for African workers exposed

Four options. (a) Switch employer to one that pays the full going rate, before December. Travel Explore tracks 380+ certified UK sponsors paying at or above the new threshold across healthcare, hospitality, IT and construction. (b) Move to a different SOC code that retains the discount or sits on the protected MAC list — that often means a promotion (e.g. carer to nursing associate) and may require additional registration or training. (c) Switch to a non-sponsored route: Graduate visa, Spouse visa, Global Talent visa, Innovator Founder visa, or Ireland’s Critical Skills Permit as a sideways European move.

(d) Build to ILR through the existing route if you have already accumulated qualifying time. Note the April 2026 ILR change extended the qualifying period from five to ten years for new applicants — but transitional protection exists for those who entered under the old rules. Talk to an OISC-registered adviser before assuming you fall under the old five-year clock; the transitional rules are case-specific.

Frequently asked questions

Is the UK Immigration Salary List 2026 the same as the old Shortage Occupation List?

It replaced the SOL in 2024 as a narrower list. The full ISL phase-out completes 31 December 2026, after which no salary discount is available.

Will care workers already in the UK be deported?

No. Care workers already in the UK on a valid Health and Care Worker visa can extend or switch under the transition until 22 July 2028. New overseas applications are closed.

What is the full going rate I need from January 2027?

The relevant going rate is the SOC code’s published rate plus the £41,700 general threshold, whichever is higher. Going rates are updated each spring based on ASHE data.

Can I extend my visa before the rule changes?

Yes — and you should. Extensions filed before 31 December 2026 use the current ISL rules. Plan the in-country switch or extension in November rather than December.

Are there any roles still protected after December?

A narrow list tied to verified shortage, mostly in healthcare and seasonal agriculture, will retain protected status. The MAC’s final list is expected in late 2026.

Push your application forward

If you want a written shortlist tailored to your salary, age and qualifications, request one through https://linktr.ee/travelexpore.

Bottom line for African applicants

  • ISL salary discount disappears 31 December 2026 — lodge or extend before that date if you use it today.
  • Six Health and Care Worker roles are removed; transition extensions for care workers run until 22 July 2028.
  • Plan a switch to a full-going-rate sponsor, a non-sponsored route or an EU alternative if your salary cannot clear the new threshold.

Share this story

  1. The UK is phasing out the salary discount by December. If your visa rides on the ISL, this is your last clear window.
  2. Six healthcare and care roles are being removed from sponsorship. Here is who is exposed and what to do.
  3. Most African care workers in the UK have not done the December math. Here it is.

Have a question about your case? Tap our team via https://linktr.ee/travelexpore and we’ll come back to you with a written next step.

24 May 2026
UK dependant visa rules 2026 — African family travelling together

UK Dependant Visa Rules 2026: Family Routes Still Open to African Applicants

Categories Immigration, Uk, Visa Updates

The UK dependant visa rules 2026 are the patchwork that most African applicants only discover after they have already paid their main visa fee. The big closures of 2024 — no Student dependants for taught-Masters routes — are now permanent. But Skilled Worker, Global Talent, Health and Care, and Innovator Founder routes still allow spouse and minor-child dependants, subject to financial thresholds that quietly rose in 2026. This guide is the family-route map for African applicants in 2026 — what is open, what is closed, and what to file alongside your main visa.

On this page

Routes that still allow dependants

Five main visa categories remain open to dependants in 2026. Skilled Worker (including Health and Care Worker sub-category) allows spouse plus children under 18. Global Talent allows the same. Innovator Founder allows the same. Student visa allows dependants only for research-led postgraduate courses lasting nine months or longer (PhD and a narrow band of MRes programmes). Graduate Route allows dependants only if they were already in the UK as your dependants during your Student visa.

Adaeze, a Nigerian doctor moving to Manchester on the Health and Care Worker visa, was able to bring her husband (as PBS Dependant Partner) and two children under 18 by filing their applications in parallel with her own. Total dependant fees ran £4,160; the Immigration Health Surcharge added £4,656 for the family. She filed everything online via the same VFS appointment.

Routes that closed dependants in 2024-2026

The most painful closure for African applicants: Student visa dependants for taught Masters programmes. Effective January 2024, only research postgraduates (PhD, MRes 9+ months) can bring family. A Kenyan Masters student on a one-year MSc at Edinburgh cannot bring a spouse. That closure is now permanent, and the 2026 immigration white paper hinted at further restrictions on what counts as “research-led.” Care Worker dependants also closed in 2024 — a Senior Care Worker arriving in 2026 cannot bring family, even though Health and Care Workers can.

Mid-read prompt — we maintain a shortlist of routes where African families still get approved at high rates. Want it sent? → https://linktr.ee/travelexpore

The financial threshold for each route

Skilled Worker dependant rule: main applicant must show £285 in savings for spouse, £315 for first child, £200 for each additional child — held for 28 consecutive days. Global Talent: same. Innovator Founder: same. PhD Student dependants: the main applicant must show 9 months of maintenance (£845/month outside London, £1,334/month inside London) per dependant. For Family / Spouse visa (the separate route where the sponsor is settled or British), the minimum income requirement rose to £29,000 in April 2024 and stays there in 2026 — a single threshold regardless of how many children.

Documents African families forget to file

The top five missed documents in 2026 African dependant applications: marriage certificate apostille (you need the Hague Convention apostille from your foreign affairs ministry, not just a registrar’s stamp); birth certificates for every child with both parents named; TB test certificates for adults and children over 11 from an IOM-approved clinic; consent letter from the absent parent if one of the parents is not travelling; updated bank statements showing the maintenance funds held in the main applicant’s name for 28 days. Outbound: Home Office family life guidance.

Worth remembering

  • Skilled Worker, Global Talent, Innovator Founder, PhD Student and Health and Care still allow dependants.
  • Taught Masters Student dependants and Care Worker dependants are closed.
  • Financial proof for Skilled Worker dependants is modest (£285 + £315 + £200 per extra child).
  • Spouse visa income requirement is £29,000 since April 2024.
  • Apostilled marriage certificate is the single most-missed document.

Co-pilot your application with us

Hundreds of African families have moved through us in the last 18 months. We’d love to add yours to the list. Tap below, send us a few details, we’ll come back with a roadmap. → https://linktr.ee/travelexpore

FAQ

Q: Can I add a dependant after I am already in the UK?
Yes. Spouse and children can apply from outside the UK to “join” you at any time during your visa validity.

Q: Does my spouse get work rights?
Skilled Worker, Global Talent and Innovator Founder spouses get unrestricted work rights. Student dependants on PhD routes also get work rights.

Q: Children over 18 — can they still come?
Generally no. Children under 18 at the time of application can join; once they turn 18 in the UK they continue.

Q: Does the £29,000 spouse income rule apply to me on Skilled Worker?
No. The £29,000 rule applies only to the separate Family / Spouse visa where the sponsor is British or settled.

Q: What if my dependant is denied while I am approved?
Dependants can apply later. You don’t lose your main visa if a dependant is refused.

Related reads

Share this story

  • UK dependant visa rules just got narrower. Here’s what African families can still bring.
  • The taught-Masters dependant ban is permanent. PhD families still get in.
  • Skilled Worker dependants: £285 saved, 28 days. The full checklist.

24 May 2026
UK Skilled Worker 3-month pay check 2026 — London office buildings

UK Skilled Worker 3-Month Pay Check 2026: Mistakes That Trigger Visa Loss

Categories Uk, Visa Updates, Work Permits

The UK Skilled Worker 3-month pay check 2026 is the rule most African Skilled Worker visa holders haven’t quite grasped — and the one most likely to trigger a quiet visa cancellation in the next twelve months. From 8 April 2026, the Home Office can review salary paid across any rolling three-month period; for monthly-paid workers, the pay across any three-month window must be at least one quarter of the annual minimum. Miss it once because of unpaid leave, a bonus delay, or a part-month start, and your sponsor is on the hook to report — and your visa may be curtailed.

Inside this briefing

How the 3-month check actually works

Under the new compliance framework, the Home Office isn’t just looking at annual salary on your Certificate of Sponsorship. They’re spot-checking actual payslips. For someone on a £38,700 annual minimum, that translates to at least £9,675 paid across any three consecutive months. Pay £9,400 because of a deferred bonus or a part-month start, and the threshold is breached — even if your annual total comfortably exceeds £38,700.

For weekly or fortnightly paid workers, the test is similar but counted over the matching pay-period sequence. Salary sacrifices for pensions, childcare vouchers and bike-to-work schemes are deducted from the qualifying figure. So is unpaid statutory leave beyond what the contract guarantees. Outbound: Home Office sponsor guidance.

The seven situations that quietly break the rule

  1. Sabbatical or unpaid leave longer than four weeks. A Nigerian nurse who took two months unpaid leave to handle a family matter in Lagos found her 3-month window dipped below threshold.
  2. Deferred or split bonuses moved into a later pay period to optimise tax.
  3. Part-month start dates creating a pro-rated first pay packet.
  4. Reduced hours agreed informally with your manager but not reflected in a CoS update.
  5. Salary sacrifices stacking up (pension + childcare + cycle scheme).
  6. Statutory sick pay periods where employer top-up was withdrawn.
  7. Maternity / paternity pay that drops below the minimum threshold without the right exemption logged.

Stop the scroll — if you can’t tell whether your last three months of payslips clear the threshold, that’s a 20-minute consult, not a research project. → https://linktr.ee/travelexpore

Sponsors must report any drop below threshold within 10 working days. They must also keep payslip records for three years and produce them on demand during a Home Office audit. If a sponsor fails to report, they risk losing their sponsor licence — which would force them to terminate every Skilled Worker on their books. That’s why HR departments are now pulling rolling 3-month salary reports monthly. If you’re approaching a salary dip, the worst thing you can do is assume HR will quietly fix it; the best thing is to flag it yourself in writing with a proposed remediation.

Practical fixes before the Home Office notices

Three remediation paths are now common. One: back-pay a bonus into the affected pay period to lift the rolling average. Two: file a CoS update reflecting a salary increase or hour change that legitimises the new pattern. Three: switch from monthly to weekly payroll temporarily to smooth the calculation. None of these work retroactively if the breach has already been reported, so move fast.

The bottom line

  • The 3-month rolling pay check is live from 8 April 2026 and applies to every Skilled Worker visa holder.
  • For monthly-paid workers on £38,700 annual minimum, the trigger is any 3-month window below £9,675.
  • Unpaid leave, deferred bonuses, salary sacrifice stacking and part-month starts are the top breach causes.
  • Sponsors must report within 10 working days — your visa can be curtailed.
  • Remediate by back-pay, CoS update, or payroll-cycle change before a breach is reported.

Talk to a Travel Explore consultant today

If reading this made you realise your last three months of payslips might not clear the threshold, that’s exactly what we audit. Skim our service menu and book the call that matches your stage. → https://linktr.ee/travelexpore

FAQ

Q: I started mid-month. Am I breaching now?
Possibly. Check whether your first three months of payslips clear one quarter of your annual minimum. If not, request a back-pay adjustment.

Q: I’m on statutory sick pay this month. Does that count?
SSP counts, but only at the statutory rate. If your employer’s top-up was withdrawn, the threshold may be breached.

Q: My salary is well above the minimum. Am I safe?
Usually yes, but salary sacrifices and bonus deferrals can still push a three-month window below threshold.

Q: What happens if I’m reported in breach?
The Home Office may curtail your visa to 60 days, giving you time to find a new sponsor or leave.

Q: Does this apply to Health and Care Worker visas?
Yes. The same rolling 3-month check applies across all Skilled Worker sub-routes.

Related reads

Share this story

  • UK Skilled Worker on monthly pay? This new 3-month check could cancel your visa.
  • The April 2026 Home Office rule no one is talking about. Inside.
  • How an unpaid month in Lagos cost a UK nurse her sponsor licence.

24 May 2026
UK Skilled Worker pay rule 2026 payroll calculator and finance

UK Skilled Worker Pay Rule 2026: Avoid Losing Visa Status

Categories Uk, Work Permits

Since 8 April 2026, the UK Skilled Worker pay rule has shifted compliance review from “annual salary on the Certificate of Sponsorship” to actual payslips reviewed in three-month windows. Officials can now sample any rolling three-month period and check that paid salary equals at least a quarter of the annual minimum. For Nigerian, Ghanaian and Kenyan Skilled Workers paid monthly, the maths is unforgiving — one short month can break the test and trigger a curtailment notice. Knowing the formula and reviewing your last six payslips today is the cheapest insurance you can buy.

Topics covered

  1. The formula in plain English
  2. Where workers are getting tripped up
  3. What to do if you discover a gap
  4. Reading your CoS like an auditor
  5. FAQs
  6. Recap in 5 points

The formula in plain English

For workers paid monthly, quarterly or less frequently, salary paid across any consecutive three-month period must be at least 25 per cent of the annual minimum that applies to the role. The annual minimum is whichever is higher of the general threshold (£41,700 from 22 July 2025) or the SOC code going rate from updated ASHE data. A worker on the £41,700 floor must therefore receive at least £10,425 across any three consecutive months; a worker on a £55,000 going rate must receive at least £13,750 across the same period.

Bonuses, allowances and tips do not count toward the threshold under the current rules — only basic salary. Unpaid leave, sabbaticals and reduced-hours arrangements all eat into the maths. The Home Office can check months 1–3, 2–4, 3–5 and so on — any window that fails the test puts your sponsor’s licence and your visa at risk.

Where workers are getting tripped up

Three patterns are responsible for most curtailments under the new rule. The first is the unpaid sabbatical or extended leave: a worker who takes six weeks of unpaid leave during one three-month window almost always fails the test, even if the year’s total comfortably clears the threshold. The second is the reduced-hours arrangement for personal reasons: switching from full-time to 80 per cent during a quiet period saves the employer money but breaches the rule.

The third — and most common — is the bonus-heavy compensation package. Take Funmi, a Nigerian software engineer on a £40,000 base plus a £15,000 annual bonus, sponsored at SOC 2136. Her CoS said £55,000 total — but her monthly basic of £3,333 multiplied by three is £9,999, just under the £10,425 the £41,700 threshold demands. She crossed the line only when her employer restructured the package to £45,000 base plus £10,000 bonus.

If your salary is borderline, Travel Explore can sanity-check your payslips against current Home Office thresholds — link below. https://linktr.ee/travelexpore

What to do if you discover a gap

If your last three payslips show a gap, do three things in order. First, talk to your sponsor’s HR or compliance lead — they are required to report breaches to the Home Office within ten working days, and a co-operative employer can sometimes back-pay or restructure to close the gap before reporting. Second, request a written confirmation of the corrective action: this paper trail is what your immigration adviser will use if a curtailment letter arrives. Third, if your sponsor will not co-operate, seek independent advice immediately — early intervention can sometimes convert a breach into a route to a new sponsor before your leave is cut short.

Reading your CoS like an auditor

Every Skilled Worker has a Certificate of Sponsorship that lists annual salary, hours per week and SOC code. Pull yours up today via your sponsor or your Skilled Worker visa account on gov.uk and verify that the listed annual salary divided by 12, multiplied by 3, exceeds the relevant quarterly floor by at least 5 per cent — that buffer absorbs short months and unpaid sick days. If the maths is tight, ask your sponsor to issue a new CoS with the correct figures rather than relying on year-end true-ups. The IAS Services overview of the April changes walks through the rule in more detail, including what happens when the Home Office actually opens a compliance check.

Frequently Asked Questions

Do bonuses count toward the three-month test?

No. Only contractual basic salary counts. Discretionary bonuses, performance pay, allowances and tips are excluded from the calculation.

I am on monthly pay — which three months are checked?

Any consecutive three calendar months. The Home Office can pick the worst-performing window in a 12-month review period and use that as the basis for compliance action.

What happens if my employer cuts my hours by mutual agreement?

If your reduced salary still meets the quarterly floor and you remain in the SOC code listed on your CoS, the change is permissible. If it dips below the floor, your sponsor must report it and your visa may be curtailed unless you can switch to a new sponsor quickly.

Does unpaid sick leave breach the rule?

It can. A full month of unpaid sick leave inside a three-month window will usually push you below the quarterly floor. Many sponsors maintain a top-up policy to bridge such periods — confirm yours in writing.

What is the penalty if my sponsor reports a breach?

The Home Office issues a Curtailment of Leave letter giving you 60 days to find a new sponsor and submit a fresh visa application. If you cannot, you must leave the UK at the end of the 60 days.

Recap in 5 points

  • From 8 April 2026, three-month payroll windows determine compliance
  • Only basic salary counts — not bonuses, allowances or tips
  • A worker on the £41,700 floor needs £10,425 across any three-month window
  • Unpaid leave, reduced hours and bonus-heavy packages are the top breach causes
  • If you spot a gap, work with your sponsor first and an adviser second

Related reads on Travel Explore

Share this story

  • Your payslip is now your visa — the UK rule Skilled Workers cannot afford to miss
  • Bonus-heavy package? You may already be breaching the new pay rule
  • Sixty days to fix it — what really happens after a Home Office payroll check

Book your Travel Explore session

Stop second-guessing your payslips. Book a 30-minute audit and walk out with a written plan.

https://linktr.ee/travelexpore

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