The UK has implemented the biggest reset to work migration since 2020. If you sponsor talent or plan to move to the UK for work, here’s what’s changed, when it changed – and what you should do next.
Updated 14 September 2025 | By Alex Schulte
2025 has marked a major year of change for UK immigration. The Government has overhauled eligibility for the Skilled Worker visa and other key pathways, and implemented more stringent compliance requirements for settling in the UK.
In March, the Home Office published the latest statement of changes to the Immigration Rules. Following that, the Government’s immigration white paper set out the direction of policy for the remainder of this parliament.
These changes are now being gradually implemented. Here are the rules in force now, what’s coming next and practical steps to stay compliant.
TL;DR: Skilled Worker visa rule changes in a nutshell
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Skilled Worker reset: general salary threshold is £41,700 from 22 July 2025.
- Skill threshold raised to degree-level equivalent (RQF Level 6)
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Medium-skill roles (RQF 3–5) only sponsorable if on the Temporary Shortage List (TSL).
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Overseas recruitment of care workers ended on 22 July 2025.
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Transitional protections run until 22 July 2028 for those already in the Skilled Worker route.
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ETA now £16 (since 9 April 2025).
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2025 Changes to the Skilled Worker Visa & Immigration Rules
Major changes to the Skilled Worker visa came into effect on 22 July.
You can read all about the logic behind these changes in our comprehensive explainer here.
Salary thresholds increased
The general salary floor for the Skilled Worker visa is now £41,700, with other salary options also uplifted. Employers must also meet the going rate for each occupation.
What employers need to do
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Always check both the salary option and the going rate for the SOC code.
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Document how you calculated the figure (especially if pro-rating part-time contracts).
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Keep signed contracts and payroll evidence aligned with the CoS
Skill thresholds raised
The skills threshold for the Skilled Worker visa route is now set at RQF Level 6 – equivalent to a bachelor’s degree. This has removed 111 previously eligible occupations.
What employers need to do
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Re-map all job roles: Review each vacancy you intend to sponsor and confirm it falls within the RQF 6+ eligible occupations.
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Check the TSL for exceptions: For any role at RQF 3–5, sponsorship is only possible if the occupation is explicitly listed on the Temporary Shortage List. If not, Skilled Worker sponsorship is not available.
- Adjust workforce planning: Identify roles that no longer qualify for sponsorship under Skilled Worker and consider domestic recruitment, training/upskilling, or alternative immigration routes.
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Update job descriptions: Align job duties and required qualifications with the correct SOC code to prove the role genuinely meets the new skill level. Inaccurate SOC coding (“role drift”) is a leading cause of licence revocation.
- Evidence compliance: Keep documentation showing how you determined the skill level of a role (e.g., SOC code match, job duties, qualifications required).
Temporary Shortage List created
Employers now have strictly time-limited access to roles below RQF Level 6 through a new Temporary Shortage List. This requires them to submit a workforce strategy, with a plan for hiring domestic talent.
The Migration Advisory Commitee (MAC) will conduct a review of the new Temporary Shortage List and the updated salary requirements for the Skilled Worker visa. It will report back in two stages: the first by January 2026 and the second, more detailed stage due by July 2026 to determine which roles should remain on the list long-term.
What employers need to do
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Map medium-skill vacancies to the TSL and check going rates before assigning a CoS.
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Store proof of the TSL entry and salary at the time of assignment.
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Plan ahead: the TSL is set to run until the end of 2026, with a review scheduled.
Transitional protections (until 22 July 2028)
Workers who were employed on the Skilled Worker route before 22 July 2025 can extend, switch employers, or vary conditions using legacy occupation tables, provided their permission has been continuous.
What employers need to do
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Gather and retain proof of continuity (visa grants, BRP/eVisa history, prior CoS).
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Use the correct legacy table when sponsoring extensions or changes.
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Track expiry: protections end 22 July 2028.
Social care recruitment ended
As of 22 July 2025, overseas recruitment of care workers through the Skilled Worker route is no longer allowed.
What employers need to do
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Remove any references to overseas care-worker recruitment in HR materials.
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Pivot workforce planning to domestic hiring or alternative lawful routes.
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Audit agency partners to ensure they are aligned with the rule change.
Compliance tightened
The Home Office is tightening oversight: almost 2,000 sponsor licences were revoked in the last year. Common causes include missing right-to-work records, late sponsor management system (SMS) reporting, incorrect salaries and job duties not matching SOC codes.
What employers need to do
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Run audits every 6–12 months (RTW evidence, CoS details, job descriptions).
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Set up HR triggers for reporting changes (address, salary, job duties).
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Review SMS access and ensure staff are trained.
Discover your full obligations with our UKVI compliance checklist.
Latest updates: September 2025 Statement of Changes (HC 1298)
On 4 September 2025, the Home Office published Statement of Changes HC 1298, introducing targeted amendments across several visa routes.
What’s changed
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Youth Mobility Scheme (YMS): Expanded to cover more partner countries and adjusted annual quotas.
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Electronic Travel Authorisation (ETA): Clarifications on which nationalities need an ETA and confirmation of the rollout schedule.
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Student route: Updates to financial evidence requirements and clearer rules on dependants.
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Skilled Worker route: Technical corrections to the July 2025 rules to ensure consistency with the new salary and skills thresholds.
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General housekeeping: Language and drafting improvements across the Rules for clarity and consistency.
Why this matters for employers
Although the July 2025 reset was the major turning point for Skilled Worker visas, the September statement shows that the government is making continuous adjustments to ensure the system runs smoothly.
Employers sponsoring under the Skilled Worker route should note that core thresholds remain unchanged. But those engaging with younger workers via YMS, or staff on Student routes, should review the updated criteria.
What’s next for the Skilled Worker route (2025-2026)?
The Government’s immigration white paper outlined a full restructuring of the immigration system. Many proposals in the document are yet to come into force.
Employers and applicants should anticipate the following developments:
MAC review of the Temporary Shortage List (TSL) – timelines you can plan around
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Stage 1 review due ~January 2026: early recommendations on which RQF 3–5 occupations are essential and any visa-condition tweaks.
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Stage 2 review due ~July 2026: deeper analysis of labour shortages, workforce strategy, retention vs. removal of occupations from the TSL.
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List stability to end-2026: current TSL/eligibility framework expected to hold through 31 December 2026, subject to MAC outcomes.
What employers should do now:
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Create a TSL watchlist (roles you sponsor at RQF 3–5).
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Set calendar reminders for Jan 2026 and Jul 2026 to re-map roles if MAC changes land.
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Prepare Plan B for at-risk roles (domestic recruitment, upskilling, automation, or alternative routes).
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Add an internal policy note: “All RQF 3–5 sponsorships are TSL-dependent until further notice.”
English language requirements uplift
The white paper indicated that the visa’s English language requirement will be raised to B2 for many work routes and for ILR (currently B1).
The exact effective date, route coverage, and acceptable tests/providers will be confirmed in a Statement of Changes.
What employers should do now
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Add an English pre-screen to hiring workflows for roles likely affected.
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Use conditional offer wording: “Offer subject to meeting the English requirement in force at application.”
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Keep a central list of accepted tests and validity periods; update when rules change.
Settlement (ILR) reform: “earned settlement” model
The Government has proposed moving most routes to a 10-year pathway with accelerators for strong economic or societal contribution. It is speculated that this will apply retroactively.
We anticipate consultations and transitional rules before this is implemented.
What employers should do now:
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Brief long-tenured sponsored staff on a possible 10-year ILR horizon.
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Start evidence capture now (innovation, skills transfer, leadership, community impact) to support any accelerated settlement pathway.
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Align retention planning (benefits, promotions) with longer ILR trajectories.
Costs & charges — potential ISC uplift (proposal)
An increase to the Immigration Skills Charge (ISC) has been signalled (inflation-aligned).
If implemented, the total employer cost per sponsored worker could rise materially.
What employers should do now:
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Model vacancy costs at +30% ISC to avoid budget surprises.
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Update business cases and offer approvals to reflect potential fee changes.
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Refresh supplier SLAs so agencies present ISC-aware salary ranges.
How to apply for a Skilled Worker visa in 2025 – for employers and applicants
There are six basic steps to apply for a Skilled Worker visa, with differing obligations for employers and applicants.
| Step | What happens | Employer responsibilities |
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| 1. Confirm eligibility | Role must be RQF 6+ (or RQF 3–5 if on the Temporary Shortage List).
Salary must meet the £41,700 threshold or the job’s going rate. Applicant must meet English and other requirements. |
• Map role to correct SOC code.
• Document how salary/skill level is met. • Keep written eligibility checks for audit. |
| 2. Assign CoS | Sponsor issues a Certificate of Sponsorship via SMS, selecting correct SOC code, salary, visa type, and paying fees. | • Double-check salary pro-rating (37.5-hour baseline).
• Record rationale for SOC choice. • Assign CoS before cut-off if using transitional rules. |
| 3. Applicant applies online | Candidate submits application at gov.uk/skilled-worker-visa, includes CoS number, pays fees/IHS, and uploads documents. | • Provide candidate with job and salary details.
• Do not pass on sponsor licence costs (illegal). • Track progress for onboarding. |
| 4. Biometrics / ID | Applicant attends Visa Application Centre (VAC) or uses UK Immigration: ID Check app. | • Allow lead time in onboarding.
• Remind applicants of local VAC capacity. • Retain proof of appointment in HR file. |
| 5. Decision & visa issuance | Decisions in around three weeks (outside UK) or eight weeks (inside UK). Applicant receives digital eVisa (or BRP until phased out). | • Record visa start/expiry.
• Complete right-to-work check (share code). • Diary renewal dates (and 22 July 2028 transitional end date). |
| 6. Post-arrival compliance | Employee starts work in sponsored role at stated location/salary. Ongoing monitoring required. | • Run compliance check in month one.
• Review annually (salary, duties, location). • Train managers to flag changes for SMS reporting. |
Get the guidance you need to sponsor skilled workers in the UK
Navigating the Skilled Worker visa sponsorship rules is complex. You need to map roles to the right SOC code, meet salary and skills thresholds and keep clean compliance records, under increasing Home Office scrutiny. Even small errors can have damaging consequences.
Our team of UK immigration experts here at Centuro Global has helped hundreds of employers secure UK sponsor licences and design compliant hiring processes.
Book a consultation to discuss your business’s UK immigration needs.
What is the skills threshold for Skilled Worker visas?
The Skilled Worker route now focuses on RQF Level 6+ roles (graduate-level and above). Only a small number of RQF 3–5 roles remain eligible, and these must appear on the Temporary Shortage List (TSL).
Employer tip: Re-map all job roles to the correct SOC code and document why each role qualifies.
What is the Temporary Shortage List (TSL) and how long will it last?
The TSL, launched on 22 July 2025, is a list of medium-skill jobs (RQF 3–5) that remain eligible for Skilled Worker sponsorship. The list is expected to apply until 31 December 2026 and will be reviewed by the Migration Advisory Committee (MAC) in January and July 2026.
Employer tip: Always check the live GOV.UK TSL before issuing a Certificate of Sponsorship (CoS) for a medium-skill role.
When will the Migration Advisory Committee review the TSL?
The MAC is reviewing the TSL in two stages:
Stage 1 report due January 2026 (6 months after commission).
Stage 2 report due July 2026 (12 months after commission).
Any changes could affect which RQF 3–5 roles remain sponsorable from 2026 onwards.
Can UK employers still sponsor care workers from overseas?
No. The overseas recruitment of care workers under the Skilled Worker route ended on 22 July 2025. Employers must now recruit domestically or consider alternative routes.
Will English language requirements change for Skilled Workers?
Yes, the government has proposed raising the English requirement to B2 for Skilled Worker visas and for Indefinite Leave to Remain (currently B1). This change is not yet in force and will be confirmed in a future Statement of Changes.
How will settlement (ILR) change under the new proposals?
The recent white paper proposes a 10-year “earned settlement” pathway for most routes, with potential accelerators for exceptional contributions. This has not yet been implemented and is subject to consultation.
Will employer costs increase under the Immigration Skills Charge (ISC)?
Yes, a significant ISC increase has been signalled (around 30% in line with inflation). If implemented, this will raise the cost of sponsoring Skilled Workers.
Employer tip: Model your recruitment budgets using higher ISC rates to avoid future shocks.
What compliance risks should employers be aware of after July 2025?
The Home Office has stepped up enforcement. The most common compliance failures are:
Incomplete right-to-work records
Salaries below thresholds or going rates
Late reporting in the Sponsor Management System (SMS)
“Role drift” (job duties not matching the SOC code)
Employer tip: Run compliance audits every 6–12 months and train managers to flag role or salary changes for SMS reporting.
