On 1 July 2025, the Home Office published a new Statement of Changes to the Immigration Rules which looks to deliver a complete reset to the Skilled Worker visa route. These changes will come into effect on 22 July 2022 and employers should use the next three weeks to understand the incoming changes and make changes to their organisation that will ensure continued compliance.
What are the changes?
- One of the main changes brought about by these rules is that the salary and skills thresholds for Skilled Worker visas will be increased. The skills threshold for new Skilled Worker visas is increasing to equivalent of degree level or above. This means fewer roles will be eligible for sponsorship.
- Some roles that are not considered ‘skilled to degree level’ will remain eligible for sponsorship but only for a limited time. These roles must appear on the Temporary Shortage List or Immigration Salary List in order to qualify. If you are sponsoring anyone on these lists, please note that it is designed to be temporary so it will unlikely to lead to settlement. You should also make your employees aware that they will not be able to bring dependants if their role is from the Temporary Shortage List.
- These changes will apply to Certificates of Sponsorship issued on or after 22 July 2025 and not from the point the employee makes the visa application. It is important to note that existing sponsored employees can carry on as they are now and extend their visas. If employers want to benefit from the current rules in place (and sponsor people who would be ineligible under the new rules), then they should look to assign the Certificate of Sponsorship before 22 July 2025.
- The general minimum salary threshold will increase from £38,700 to £41,700 and the new entrant rate will rise from £30,960 to £33,400. Please note that to sponsor someone, you must meet the general minimum and going rate (whichever is higher) although there are some exceptions. The going rates are also increasing in line with inflation. This will affect new sponsored employees and renewals.
- It will no longer be possible to recruit care workers from outside the UK. Care workers already in the UK can stay subject to a cut-off date in 2028 and it is possible for skilled workers to switch to this visa route until 2028 (which will be kept under review). The minimum salary for care workers is remaining at £25,000.
- Sponsors will only be able to use SOC code “6131 Nursing auxiliaries and assistants” if the sponsor also employs those in registered nursing roles.
There are other changes planned for the Skilled Worker route and other routes, but the detail and timing of these changes has not yet been revealed.
How does this impact me?
Sponsors will be expected to be compliant with these changes from the 22 July 2025 onwards. This short turnaround will mean that sponsors need to respond to these changes as soon as possible otherwise they risk being non-compliant. Those looking to become a sponsor and sponsor people under the existing rules face a very short timeframe to apply for a licence, if this will be possible at all (bearing in mind the average processing time for standard applications is 8-10 weeks).
The Home Office can carry out a compliance visit at any time, so sponsors should carry out their own internal audit to ensure that they are able to demonstrate to the Home Office that they are aware of their duties as a sponsor license holder and prove their compliance with these new changes. There will also be further changes which are set to take effect at the later date but we will address these in detail in a separate blog series.
How can we help?
We would strongly advise thinking ahead regarding these changes as there is less than 3 weeks before they come into force. We can provide training on these proposed changes, host mock Home Office audits with you and provide general advisory pieces to aid you in your compliance with the upcoming changes. We can also support you in reviewing your current pool of skilled workers, your recruitment plans and advising you on your recruitment and retention strategies moving forward.
We are going to be discussing these changes in more detail across all our platforms so please keep an eye out for that and if you haven’t already, you can sign up for our employment newsletter here.
If you need any help in preparing for these changes or have any queries, please do get in touch with us.
