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Salary in the UK technology sector sits at the intersection of two distinct frameworks: the market rates that employers pay to attract and retain talent, and the minimum income thresholds that the UK immigration system imposes on overseas workers who need sponsored employment. Understanding both and how they interact is essential for tech professionals relocating to the UK in 2026.
This article covers the minimum salary requirements that apply to overseas tech workers on the Skilled Worker Visa, how salary is calculated for immigration purposes, role-level market benchmarks for the most common tech positions, and what options exist for professionals whose earnings fall below the applicable threshold.
Minimum Salary Requirement Explained
The minimum salary threshold for the UK Skilled Worker Visa — the most common route for overseas tech workers requiring employer sponsorship increased significantly in April 2024. The current general threshold is £38,700 per year gross, up from £26,200 before the April 2024 increase.
In addition to the general threshold, each sponsored role must also meet the going rate for its specific Standard Occupational Classification (SOC) code. The going rate is the median salary for that occupation in the UK, published by the Home Office based on ONS data. If the going rate for a specific role is higher than £38,700, the higher figure applies.
For the most common tech occupations, the going rates as of April 2024 are as follows, drawn from the Home Office's published list of eligible occupations:
Software developers and programmers (SOC 2135): going rate approximately £49,400. Web design and development (SOC 2137): going rate approximately £39,100. IT business analysts, architects, and systems designers (SOC 2134): going rate approximately £52,100. IT project and programme managers (SOC 2133): going rate approximately £52,100. Cyber security specialists (SOC 2136): going rate approximately £52,100. Data scientists and data engineers: depending on SOC code, going rates range from £40,000 to £55,000.
In practice, for most senior tech roles in the UK, the going rate — £38,700 threshold is the binding minimum. A software developer must be paid at least approximately £49,400 to qualify for Skilled Worker sponsorship, regardless of the general threshold.
(Source: Home Office, Skilled Worker visa: occupation codes and going rates, April 2024; gov.uk/skilled-worker-visa)
Important note for Global Talent Visa holders: The salary thresholds above apply exclusively to the Skilled Worker Visa route. The Global Talent Visa has no salary threshold at any stage — not at application, renewal, or ILR. Tech professionals on the Global Talent Visa may earn any amount, in any employment or self-employment arrangement, without immigration consequences related to salary level.
How Salary Is Calculated (Gross, Bonuses, Contractor Income)
How Salary Is Calculated (Gross, Bonus, Contractor)
For Skilled Worker Visa purposes, salary is assessed on a gross basic salary basis — the salary before tax and National Insurance deductions, excluding most supplementary payments.
The following components count towards the salary threshold:
The following components do not count towards the salary threshold:
This means that a tech worker whose total compensation package includes a £40,000 base salary plus a typical £10,000 annual bonus does not meet the going rate for software development (approximately £49,400) — only the £40,000 base salary counts. The bonus, however reliable it has been paid historically, is not guaranteed and therefore excluded.
Contractor income: Workers paid through a Personal Service Company (PSC) or umbrella company arrangement, common in the UK tech sector, cannot use contractor day rates to satisfy the Skilled Worker Visa salary requirement in most cases. The Skilled Worker route requires a direct employment relationship with a licensed sponsor at the specified salary; contractors operating through their own company structure do not have an employment relationship of this kind. Tech contractors who wish to be sponsored must convert to an employed arrangement with a licensed sponsor at the requisite salary.
Part-time roles: If a sponsored role is part-time, the salary threshold still applies at the full-time equivalent rate — meaning the actual salary paid must be proportional to the hours worked, but the job itself must be one that, if done full-time, would meet the threshold. Very low-hour arrangements may not be eligible.
(Source: Home Office, Skilled Worker visa: guidance for applicants, 2024)
The following role-level salary benchmarks are drawn from the ONS Annual Survey of Hours and Earnings 2024 and widely-cited industry sources. These reflect actual market rates rather than immigration minimums, and in most cases exceed the going rate thresholds significantly — particularly in London.
Product Manager Salary — London
Product manager salary in London varies considerably by seniority and employer type. Based on ONS ASHE 2024 data and industry benchmarks:
Junior product manager (0–3 years): £45,000–£65,000. Mid-level product manager (3–6 years): £65,000–£90,000. Senior product manager (6+ years): £85,000–£120,000. Principal or Group PM: £110,000–£160,000. VP of Product: £130,000–£200,000+.
London commands a meaningful premium over other UK cities — typically 15–25% above the national average for equivalent roles. Manchester, Edinburgh, and Bristol have growing product management communities with salaries approximately 10–20% below the London equivalent.
Data Scientist Salary — London
Data scientist salary in London reflects the high demand for quantitative skills in the UK technology and financial services sectors:
Junior data scientist (0–2 years): £40,000–£55,000. Mid-level data scientist (2–5 years): £55,000–£80,000. Senior data scientist (5+ years): £80,000–£110,000. Principal or lead data scientist: £100,000–£140,000. Head of Data / Director: £130,000–£180,000+.
Specialisations in machine learning, MLOps, and AI research command premiums at all seniority levels. Financial services and fintech employers typically pay 10–20% above the equivalent role at a pure technology company.
Software Engineer Salary — London
Software engineer salary in London is among the most researched data points for tech professionals considering UK relocation:
Junior software engineer (0–2 years): £35,000–£55,000. Mid-level software engineer (2–5 years): £55,000–£80,000. Senior software engineer (5+ years): £80,000–£120,000. Staff or principal engineer: £110,000–£160,000. Engineering manager / VP Engineering: £120,000–£200,000+.
Remote and hybrid roles with London employers — increasingly common post-2020 — often carry London salary levels even for non-London residents. FAANG-adjacent companies and US-headquartered technology firms typically pay at the upper end of these ranges or above.
(Source: ONS Annual Survey of Hours and Earnings 2024; Stack Overflow Developer Survey 2024; Levels.fyi UK data)
What If Your Salary Is Below Threshold
Below-Threshold Cases and Exceptions
If a sponsored worker's salary is below the applicable going rate or general threshold, the Skilled Worker Visa cannot be granted or maintained on the basis of that salary. However, the following exceptions and alternatives are worth understanding.
Shortage occupation list: Until recently, roles on the shortage occupation list qualified for a 20% discount on the going rate. This discount was abolished in April 2024 as part of the same reforms that raised the general threshold. As of 2026, there is no shortage occupation discount — the full going rate applies to all eligible roles.
New entrants: Workers who are under 26, studying, in a graduate training programme, or switching from a student or graduate visa may qualify as "new entrants" and benefit from a lower salary threshold — currently £30,960 (80% of the going rate). This exception applies for a maximum of four years.
PhD roles: Workers whose role requires a PhD in a relevant subject may qualify for a reduced threshold in certain circumstances. Legal advice should be sought if this exception may apply.
Switching to a different visa: For tech professionals whose salary falls below the Skilled Worker threshold, the Global Talent Visa is worth assessing. The Global Talent Visa has no salary requirement and is available to those who can demonstrate recognised or emerging leadership in the digital technology sector. It may be the more appropriate route for high-achieving professionals regardless of their current salary level.
Documents to Prove Income
For Skilled Worker Visa applications and renewals, the salary is documented through the Certificate of Sponsorship assigned by the employer — the CoS itself states the salary for the sponsored role. No separate payslips or bank statements are required at the initial visa application stage, as USCIS [sic], the Home Office, relies on the sponsor's declaration in the CoS.
For ILR applications after five years of continuous residence, the Home Office may request evidence of continuous employment and salary throughout the qualifying period. This is typically satisfied by P60S for each tax year of the qualifying period, supplemented by payslips for recent months and an employer letter confirming continuous employment.
For the Global Talent Visa, no salary documentation is required at any stage.
The salary threshold is not the only financial requirement for the Skilled Worker Visa. Applicants must also demonstrate that they have sufficient funds to support themselves in the UK — currently £1,270 held in a personal bank account for at least 28 consecutive days before the application date, unless the employer certifies on the Certificate of Sponsorship that they will cover the applicant's first month's costs.
The Immigration Health Surcharge — currently £1,035 per year must also be paid in full at the application stage. This is separate from the salary requirement and is a government fee rather than an ongoing income consideration.
There is no minimum savings or net worth requirement for the Skilled Worker Visa beyond the maintenance funds and IHS payment.
Salary Trends in 2026
UK tech sector salaries have increased materially since 2022, driven by post-pandemic demand normalisation, the rise of AI-related roles, and the knock-on effect of US tech company compensation on UK employer benchmarks.
Key trends for 2026 based on ONS ASHE 2024 and industry surveys:
AI and machine learning roles continue to command significant premiums — senior ML engineers and AI researchers in London are regularly offered £120,000–£180,000 base, with total compensation packages at US-headquartered firms often exceeding this. The gap between AI-specialist and generalist engineering compensation has widened noticeably since 2022.
Remote work has partially equalised regional salary differences. A senior engineer working remotely for a London-headquartered employer from Manchester or Edinburgh may now receive a salary comparable to their London-based peers — a meaningful shift from the pre-2020 norm of significant regional discounts.
The April 2024 immigration salary threshold increases have had a noticeable effect on the lower end of the sponsored tech workforce. Roles that previously qualified for sponsorship at £26,200, junior developer positions and entry-level data roles; now require salaries substantially above market rate for their level, creating friction for employers seeking to sponsor early-career overseas talent.
The Global Talent Visa, by contrast, remains entirely detached from salary considerations and continues to attract senior tech professionals for whom employer independence and the absence of salary thresholds are decisive factors.
(Source: ONS Annual Survey of Hours and Earnings 2024; Stack Overflow Developer Survey 2024; Levels.fyi UK market data; Tech Nation UK Tech Talent Report)
Seeking assistance in your journey from the UK Visas to relocation to the UK? Tech Nomads offers personalised strategies and comprehensive support for navigating UK Visa processes.
Tech Nomads is a global mobility platform that provides services for international relocation. Established in 2018, Tech Nomads has a track record of successfully relocating talents and teams. Our expertise in adapting to regulatory changes ensures our clients’ satisfaction and success.
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