White Paper Sets Out Reforms on Immigration and Skilled Worker Visas

The key provisions which will impact businesses are as follows:

Skilled Worker skills threshold:  The previous Government lowered the threshold of skill level to RQF 3 (A-level equivalent). This will now revert to the previous threshold of RQF 6 (which is equivalent to bachelor’s degree level). As a result, the salary requirement for the skilled workers visa is likely to be increased from the current threshold of £38,700.

Immigration Skills Charge: The Immigration Skills Charge (ISC) which was first introduced in 2017 will be increased by 32%.

Social care visas: The care worker visa which falls under Standard Occupational Codes SOC 6135 and 6136 will be closed for international recruitment which means that an organisation  will not be able to  recruit workers in these 2 categories from overseas. Care agencies will be  encouraged to recruit workers from the displaced workers register.

Reducing the length of the Graduate Visa: The graduate route after completion of  studies will  be reduced to 18 months instead of the usual 2 years. 

Increasing English language requirements: In an attempt to reduce overseas recruitment and favour UK workers, the government intends to increase the language requirements for Skilled Workers from B1 (intermediate level) of the Common European Framework of Reference for Languages (CEFR) to B2 (Independent User) levels. Additionally, the government will introduce a new English language requirement for all adult dependants of workers at level A1 CEFR (basic user) at their first immigration application, Level A2 (waystage) at extension stage and Level B2 (independent user) for settlement.

Increasing residence requirements for settlement (indefinite leave to remain) applications: The residence requirements for indefinite leave to remain will be increased from five to ten years. The residence requirements for applications for British Citizenship will also be increased. For both settlement and citizenship applications, there will be a potential to reduce the qualifying period under the ‘Earned Settlement’  and ‘Earned Citizenship’ models  where a points based system would applied, looking at contributions to the UK economy and society.

The Temporary Shortage List replaces the Immigration Salary List

Accordingly, the government will introduce a new Temporary Shortage Occupation List (TSL). The TSL will establish a more defined, time-limited, conditional, and temporary route for sponsoring migrant workers in roles classified at RQF Levels 3 to 5 and which are in long-term shortage. The main applicant will not be able to being dependants to the UK. The Migration Advisory Committee (MAC) will make recommendations to the Home Secretary about access to the TSL and appropriate visa terms and conditions, including time limits and caps.

Sectors hoping to gain access to the Temporary Shortage List (TSL) will be subject to a stringent set of evidential and policy-based requirements. To qualify, industries must present a robust, government-endorsed workforce strategy that sets out clear, long-term objectives for boosting domestic recruitment and outlines how they will gradually reduce dependence on overseas labour.

In addition, sectors must demonstrate meaningful investment in UK-based training and skills development. Strong safeguards around fair working conditions will also be essential—particularly in sectors with a history of migrant worker exploitation.

What effect does this have on sponsorship licence applications?

For employers holding sponsor licences, the proposed introduction of the TSL introduces new layers of complexity. Job roles that previously qualified with minimal barriers under the current Points-Based System may  no longer meet the threshold. Moving forwards, sponsors will need to take a more strategic approach—engaging in long-term workforce planning, collaborating with recognised training organisations and demonstrating stronger compliance in order to maintain eligibility for hiring overseas workers. This may add administrative burdens and further costs to employers. Notwithstanding, employers can still access international recruitment but with clearer and structured guidelines. The government have made it clear in their White Paper that they intend to put “more responsibility and accountability” on effective and responsible sponsors, as such, if an organisation is considering visa renewals and/or switching options, it is imperative that employers and applicants alike seek legal advice to ensure compliance under the new framework.

Will the changes proposed in the White Paper be implemented straight away?

For individuals already in the UK on social care visas for carers and senior carers under  Skilled Worker visas, there will be a transition period until 2028 which will permit visa extensions and in-country switching for those already in the country with working rights. More generally, the changes proposed in the White Paper will form the basis of new measures to be adopted, however there aren’t any details as yet as to when these packages of measures will be effective from. As is stated in the White Paper: “Many of these measures will take time to deliver their effects: some will require new legislation, others will require a change in approach across government, industry and society as a whole.