When sponsoring workers under the UK Skilled Worker visa, employers can sometimes use the New Entrant salary threshold to sponsor certain applicants at a lower salary than experienced workers. While this option can be helpful for employers and early-career professionals, it comes with strict rules — particularly the maximum 4-year limit. Many sponsors make mistakes when assigning a Certificate of Sponsorship (CoS) under the New Entrant category. These mistakes can lead to visa refusals, delays, or sponsor licence compliance issues during a Home Office audit.
What Is the New Entrant Route?
The New Entrant category allows certain Skilled Worker applicants to be paid a lower salary threshold than experienced workers. An applicant may qualify as a New Entrant if they meet one of the above conditions. For example, this may apply to professions such as engineering, accounting, architecture, legal professions, and other regulated professions where chartered or professional accreditation is required. However, a worker cannot be sponsored as a New Entrant for more than 4 years in total. This limit includes time spent on the Graduate visa before switching into the Skilled Worker route as a New Entrant.
- They are under 26 years old.
- They are switching from a Student or Graduate visa.
- They are working towards a recognised professional qualification or chartered status in the relevant occupation.
- They are in a postdoctoral research position.
1. Not Checking the Applicant’s Previous Immigration History
One of the most common mistakes sponsors make is failing to review the applicant’s full immigration history before assigning a CoS. The 4-year New Entrant limit is cumulative. This means it can include the above. Many sponsors incorrectly assume that the 4-year clock only starts once the Skilled Worker visa begins, which is not always the case. Example: A worker previously held Graduate visa (2 years) + Skilled Worker visa as a New Entrant (2 years) = 4 years total, so cannot continue as New Entrant. If a sponsor assigns another New Entrant CoS, the visa application may be refused. Best Practice: Sponsors should always check previous Graduate visa history, previous Skilled Worker visas, and total time spent under qualifying routes before assigning a New Entrant CoS.
- Time spent as a Skilled Worker under the New Entrant salary threshold.
- Time spent on the Graduate visa before switching to Skilled Worker as a New Entrant.
2. Assigning a CoS Longer Than the Remaining New Entrant Period
Another common mistake is assigning a CoS longer than the remaining New Entrant eligibility period. Example: Worker previously spent 3 years as a New Entrant; sponsor assigns a 2-year CoS = exceeds 4-year limit, visa could be refused. Sponsors must always calculate how much time remains under the New Entrant rules before assigning the CoS.
3. Not Accounting for the Additional 14 Days Granted by the Home Office
A critical mistake many sponsors overlook is the extra 14 days automatically granted at the end of Skilled Worker permission. When a Skilled Worker visa is approved, the Home Office normally grants the above. These extra 14 days count towards the 4-year New Entrant limit. Example: CoS for exactly 4 years + 14 days = exceeds limit, visa refused. Best Practice: Ensure CoS duration + 14 days does not exceed the 4-year limit; assign slightly shorter CoS where needed.
- The duration stated on the CoS.
- 14 additional days at the end of the visa.
4. Incorrectly Selecting the New Entrant Option in the CoS
When assigning a CoS through the Sponsor Management System (SMS), sponsors must confirm that the worker qualifies as a New Entrant. Common mistakes include the above. Sponsors should always ensure they clearly record the reason for New Entrant eligibility.
- Selecting the wrong category.
- Failing to provide the correct justification.
- Not retaining evidence explaining why the worker qualifies as a New Entrant.
5. Using the Wrong Occupation Code
Another common issue is selecting the wrong Standard Occupation Classification (SOC) code. The occupation code determines the going rate salary and whether the job qualifies under New Entrant rules. Using the wrong occupation code may lead to the above. Sponsors must ensure the job description matches the occupation code used on the CoS.
- Incorrect salary calculations.
- Visa refusal.
- Sponsor licence compliance concerns.
6. Miscalculating the New Entrant Salary Threshold
New Entrants can normally be paid 70% of the usual going rate, but the salary must still meet the minimum salary threshold required by the immigration rules. Some employers mistakenly do the above. Incorrect salary calculations are a common reason for Skilled Worker visa refusals.
- Only calculate 70% of the going rate.
- Ignore the minimum salary floor.
- Use incorrect salary figures for the occupation.
7. Assuming the Worker Can Continue Extending as a New Entrant
Some sponsors assume the worker can continue extending their visa under the New Entrant category indefinitely. However, once the 4-year limit is reached, the worker must do one of the above. Sponsors should plan ahead to ensure the worker’s salary will meet the experienced worker salary requirement once the New Entrant period ends.
- Meet the standard Skilled Worker salary threshold.
- Switch to another immigration route.
8. Not Keeping Evidence of New Entrant Eligibility
Sponsors must keep clear records confirming that the worker qualifies as a New Entrant. Examples include the above. Failure to keep proper records may cause issues during Home Office compliance inspections.
- Proof of age (if under 26).
- Evidence of Student or Graduate visa status.
- Documentation showing the role leads to a professional qualification or chartered status.
- Training programme details where relevant.
How Sponsors Can Avoid These Mistakes
Before assigning a New Entrant Certificate of Sponsorship, sponsors should do the above. Taking these steps can help avoid visa refusals and sponsor licence compliance risks.
- Review the worker’s immigration history.
- Check Graduate visa time spent in the UK.
- Calculate the remaining New Entrant eligibility period.
- Ensure the CoS duration accounts for the extra 14 days granted by the Home Office.
- Confirm the correct occupation code.
- Calculate the correct salary threshold.
- Keep clear supporting documentation.
