UK immigration changes: A must-read for UK sponsors
The UK Government has announced sweeping reforms to the Immigration Rules, marking a significant shift in how businesses recruit international talent. If your business currently sponsors, or plans to sponsor migrant workers, here's what you need to know.
Saskia Johnston ● Jul 3, 2025
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The changes, laid out in the Statement of Changes HC 997 (1 July 2025), aim to reduce net migration, raise skills thresholds, and align the visa system with the UK’s domestic workforce strategy.
Key changes at a glance
1. Skilled Worker route: Higher skill requirements
- Minimum skill threshold raised from Regulated Qualifications Framework (RQF) Level 3 to RQF Level 6 (degree-level roles only).
- Over 100 occupations removed from eligibility, including many roles in hospitality, construction and retail.
- Transitional provisions will allow current visa holders and applications made before 22 July 2025 to remain in place temporarily, but these will be reviewed.
2. Salary thresholds increased
- Salary minimums for Skilled Worker, Global Business Mobility, and Scale-up routes updated to reflect 2024 wage data.
- Example: General threshold raised from £38,700 to £41,700.
- No transitional grace period: new thresholds apply from 22 July 2025.
3. Social care visa route closed (for overseas applicants)
- From 22 July 2025, care worker and senior care worker roles are no longer eligible for sponsorship from outside the UK.
- In-country switching (e.g., student or dependant to care worker) is still permitted until 22 July 2028.
- This follows evidence of widespread abuse and exploitation in the sector.
4. Temporary Shortage List (TSL) introduced
- A new TSL route will temporarily allow access to sub-RQF Level 6 roles, with strict limitations:
- No dependants allowed
- Roles must be explicitly listed and are time-limited (TSL expires 31 December 2026).
- This list runs alongside the Immigration Salary List (ISL), which covers RQF 6+ roles identified by the Migration Advisory Committee (MAC).
Why these changes matter for employers
These reforms reflect a clear pivot away from low-skilled immigration and toward a high-wage, high-productivity economy. Employers who previously relied on migrant workers for medium-skilled roles must now:
- Audit current sponsored roles for RQF 6 compliance
- Check salary levels against new thresholds
- Consider whether roles may be listed under the TSL or ISL
- Adjust internal HR and recruitment strategies for compliance from 22 July 2025 onward
Policy context
These reforms are closely tied to the Government’s broader labour market agenda:
- Modern Industrial Strategy (2025–2035): Boosting homegrown talent in key sectors like digital, engineering, and life sciences.
- Get Britain Working: A £240 million programme to reduce economic inactivity among young people, over-50s, and disabled workers.
Next steps for sponsors
- Review your Certificate of Sponsorship (CoS) usage before 22 July.
- Identify current visa holders in sub-RQF 6 roles to assess future eligibility.
- If hiring care workers, note that new overseas applications will be refused.
- Monitor the Temporary Shortage List and Immigration Salary List for updates.
These reforms represent the most significant tightening of the UK’s employer-sponsored immigration system in over a decade. The lead-in time is short, and compliance risk is high. Employers must act now to safeguard current operations and adjust future hiring plans.