Employment & Pensions Blog: Big Changes to the UK's Visa Sponsorship Rules from 22 July 2025

Following the Government’s Immigration White Paper earlier this year, sweeping changes to the UK’s visa sponsorship rules have now come into effect. Primarily affecting the Skilled Worker visa route, the changes have significant implications for both employers and migrant workers.

Higher Skills Threshold for Skilled Worker Visas

For Skilled Worker visas, the skills threshold will increase from RQF 3 (equivalent to an A-Level) to RQF 6 (degree level). In what will be a major impact on businesses wishing to sponsor migrant workers, the increase in the skills threshold will see over 100 mid-skill occupations no longer  eligible for visa sponsorship.

Employers sponsoring migrant workers will need to carefully assess job roles, just because a particular occupation is listed in the Immigration Rules does not automatically guarantee that it qualifies for sponsorship. Eligibility is also based on the specific skill requirements for the job, and the criteria for the chosen visa route.

To reduce the cliff edge impact on people and businesses, there will be a transition period where workers with a skill level RQF 3-5 can still be sponsored if they already hold a Skilled Worker visa, or have a Certificate of Sponsorship (CoS) issued prior to 22 July 2025 - even if the occupation is not on the Immigration Salary List or the Interim Temporary Shortage List (below).

Increases to Salary Thresholds

The salary requirements for Skilled Worker visas are increasing. From 22 July 2025, the general salary threshold for a graduate/RQF 6 level role is a minimum of £41,700 p/a. However, this will vary depending on the job role, and the particular skilled worker visa route being taken.

Rather than require a flat rate “minimum salary”, the visa applicant must instead earn the higher of:

• The relevant salary threshold set by the Home Office; or
• A percentage of the going rate for the job being carried out, with the exact percentage depending on the circumstances.

Immigration Salary List (ISL) & Interim Temporary Shortage List (ITSL)

Two interim lists have been introduced to keep a small number of sub-degree level roles eligible for sponsorship until 31 December 2026, at which point both lists will expire. The Migration Advisory Committee will consider the two lists and decide what occupations should be retained into 2027.

For now, the ITSL and ISL sit alongside each other, but while the ISL is in place, the ITSL has more restrictions and has been introduced to accommodate recruitment for specific, strategically important roles, especially in areas like industrial strategy and national infrastructure development.

Closure of the Care Worker Route for New Overseas Applicants

In social care, care workers and senior care workers remain on the ISL. However, new overseas recruitment for these roles closed on 22 July 2025. In-country switching remains possible until 22 July 2028, but only for workers who have been legally employed by the sponsor for at least three months prior to being issued a CoS. This marks a significant change from the UK’s reliance on international care staff.

Comment

The last few years has seen a significant increase in the number of people employed under UK visas. These changes are designed to dramatically reduce this number, reflecting a broader Government intention to tackle workforce shortages through domestic labour market reforms rather than immigration.

Businesses who engage migrant workers should carry out strategic workforce planning:

• Reassess recruitment and workforce strategies given the higher skills threshold and changes to the occupations.
• Amend job profiles and salaries.
• Review financial budgets as a result of the increased salary thresholds.
• Ensure compliance when extending visas or switching categories.
• Plan for the transitional period between now and 31 December 2026.

If businesses require any further assistance or support in connection with visas or the right to work more generally, please contact a member of the Employment team.