UK immigration rule changes: what employers and workers need to know

On 1 July 2025 the Home Office published a Statement of Changes to the Immigration Rules, bringing into effect major changes on 22 July 2025. These reforms are based on the May 2025 Immigration White Paper and aim to tighten criteria for the Skilled Worker visa (the main skilled work route under the points-based system).

Skilled Worker visa – higher skill level required

The most notable change is the increase in the skill level requirement for Skilled Worker visas. Previously, roles at RQF Level 3 and above (A-level equivalent) were eligible. From 22 July, only roles at RQF Level 6 or above (graduate level) will qualify. The Home Office estimates this single change removes around 180 occupations from the Skilled Worker list.

Current skilled workers already in the UK on these lower-skilled roles (or with applications pending by 22 July) can continue under transitional arrangements. These arrangements will allow current Skilled Worker visa holders to extend their stay, change employers, or bring dependants under the old rules. However, these concessions are temporary and subject to future review. Also, new sponsorship for any RQF3–5 job will only be possible if that occupation appears on an approved shortage list.

Higher salary thresholds for sponsored workers

At the same time, all salary floors are rising in line with wage inflation. Salary thresholds across the Skilled Worker, Global Business Mobility, and Scale-up routes are being raised in line with the 2024 Annual Survey of Hours and Earnings. These new thresholds apply to all Certificates of Sponsorship (CoS) issued on or after 22 July 2025.

The general minimum for Skilled Worker visa sponsorship (the “Option A” threshold) climbs from £38,700 to £41,700 per year. The corresponding higher-education (“PhD”) and shortage-list salary levels also increase proportionately (for example, a PhD-relevant role now needs ~£37,500). Occupation-specific “going rates” (used for 70–90% pay options) are similarly updated using 2024 earnings data.

Importantly, there are no grandfathering provisions for pay: any sponsored worker extending or switching on/after 22 July must meet the new salary requirements, even if they were previously earning less. There are no transitional arrangements for applicants extending or changing employers after this date. Employers should therefore audit all existing visa salaries now and adjust contracts or budgets to avoid compliance gaps.

Care Worker routes closed to new applicants

The Skilled Worker route for Care Workers (SOC 6135) and Senior Care Workers (6136) is being closed to new overseas recruitment from 22 July 2025. This reflects longstanding concerns about exploitation and oversupply in care visas. After 22 July, no new entry-clearance (outside-UK) applications will be accepted for these roles. However, in-country switching into these occupations is still allowed until 22 July 2028, provided the worker has already been employed by that sponsor for at least 3 months. (After July 2028, these occupation codes will be dropped from all shortage lists.) Employers in the social care sector should halt any new hiring overseas for SOC 6135/6136 and ensure they track the three-month employment requirement for current staff.

Temporary Shortage List and dependants

Previously, roles below graduate level qualified via the Immigration Salary List (with salary discounts). That list is now being phased out. From 22 July 2025, only jobs at RQF3–5 on either an expanded Immigration Salary List or on a new Temporary Shortage List will be eligible for sponsorship. The Temporary Shortage List includes critical occupations identified by government (e.g. in health, engineering or education) that are important to the UK’s strategy. All such lists are interim measures: both lists are scheduled to expire at end-2026 (except separate provisions for adult social care).

A key change is that workers in RQF3–5 shortage roles will not be permitted to bring dependants. This mirrors existing rules for care-worker visas. (Dependants are spouse/children visas linked to the main applicant.) For example, a foreign nurse sponsored under a temporary shortage code could no longer include a spouse or children on their visa application, whereas RQF6+ professionals still can. Existing visa-holders in shortage roles (with dependants already attached) are unaffected for now, but the rule What this means for employers and employees

These changes significantly tighten the skilled-worker regime. Employers and HR teams should act now to prepare:

• Audit current sponsored staff: Identify anyone earning below the new threshold and ensure salaries will be raised by their next extension or change-of-employer application. There is no grace period for the higher salary rule, so underpaid staff may need urgent raises or may risk ineligibility.

• Check job eligibility: For any role below degree level, confirm that the specific SOC code is on either the expanded Immigration Salary List or the new Temporary Shortage List. If a position is not on those lists, it can no longer be filled from overseas under the Skilled Worker visa.

• Update care-sector processes: Cease new international recruitment for care-worker roles (6135/6136) immediately, and document three-month service for staff switching in-country. After July 2028, no skilled-worker options will remain for these SOC codes.

• Revise HR guidance: Clearly explain to new recruits in RQF3–5 roles that family visas are no longer allowed. Update onboarding materials and internal workflows (e.g. the Sponsor Management System) to reflect the new salary tables and Appendix Skilled Occupations structure.

• Plan ahead for future reforms: The government has signalled further changes (e.g. higher Immigration Skills Charge and tougher English-language tests) in upcoming consultations. Employers should stay informed, as these may raise costs or eligibility requirements from 2026 onwards.

For employees, the message is to check eligibility early. Those planning to come to or remain in the UK under Skilled Worker sponsorship should apply as soon as possible if their job is affected, or reassess if they still qualify under the new rules (especially RQF level and salary). Current visa-holders in roles now restricted should also plan for a potential switch of occupation or route if needed.

Analysis: Goals and Implications

Taken together, the July 2025 changes reflect a strategic shift. The government says it seeks “stronger controls to bring migration down” by focusing visas on higher-skilled work and high-demand shortages.

By raising thresholds, many more jobs fall outside easy sponsorship – which may push businesses to invest more in domestic training or recruitment. On the other hand, critics warn that closing care-worker visas to newcomers (even with a 3-year phase-out) could worsen staffing pressures in health and social care. Employers may find talent gaps if they relied on sponsoring lower-skilled roles; the UK may need to rely more on automation or local upskilling.

In summary, this round of changes – implemented with only three weeks’ notice – demands swift action by both employers and migrant employees.

We will continue to monitor further announcements and guidance from the Home Office. At Forbes Solicitors, our dedicated Business Immigration team advises employers, HR professionals, and sponsored workers on all aspects of immigration compliance, sponsorship duties, and strategic workforce planning. Please contact us if you need assistance interpreting these new rules or planning your immigration strategy under the updated points-based system. We’re here to help you stay informed, compliant, and prepared.