UK Immigration: Statement of Changes updating the Skilled Worker and other work routes

Salary changes taking effect from 22 July 2025:

• Increase to the minimum general salary threshold from £38,700 to £41,700
• Increase to the minimum salary threshold for new entrants from £30,960 to £33,400
• New increased going rates for SOC codes which will be uprated using the 2024 Annual Survey of Hours and Earnings

Skill requirements taking effect from 22 July 2025:

• Increase to the required skill level for Skilled Worker visas from RQF Level 3 (approximately A-Level) to RQF Level 6 (approximately graduate level), meaning only graduate positions are now eligible for sponsorship (unless the role is on one of the two new interim shortage occupation lists)
• A reduced number of SOC codes available to sponsor migrants under due to the increased RQF 6 skill level required, removing around 180 eligible occupations for sponsorship

Transitional provisions taking effect from 22 July 2025:

• There will be transitional arrangements in place for existing Skilled Worker visa holders granted permission as a Skilled Worker under the rules in place before 22 July 2025, however, the new rules are clear that this relaxation will only be temporary
• Skilled Worker visa holders with permission granted under the rules pre 4 April 2024 will need to meet a new minimum salary threshold of £31,300, increased from £29,000
• Skilled Worker visa holders with a relevant PhD to their role will need to satisfy a higher salary requirement of £37,500 per annum, increased from £34,830
• There will also be transitional arrangements in place allowing existing Skilled Worker visa holders to continue to extend their visas, bring dependants, change employment and take supplementary employment in occupations below RQF level 6
• The government have advised these are transitional concessions which “will not be in place indefinitely and will be reviewed in due course”

Other changes:

• The Social Care Worker visa route will be closed to overseas recruitment meaning sponsors will not be able to sponsor migrants in SOC 6135 Care Workers and Home Carers and SOC 6136 Senior Care Workers after 22 July 2025.  In-country switching into these codes will remain possible until 22 July 2028 if certain conditions are met
• The Immigration Salary List (ISL) and a new, interim Temporary Shortage List (TSL) will provide time-limited and conditional access to the Skilled Worker route for occupations below the new RQF level 6 threshold, but with no ability for applicants to bring dependants. The ISL will be phased out in future and the TSL will be reviewed by the MAC. Both lists will expire on 31 December 2026, and there is a risk this period could be shortened
• The minimum salary threshold from Global Business Mobility (GBM) applications has increased from £48,500 to £52,500 per annum

A summary of the salary threshold changes is set out below:

As a result of these significant upcoming changes, sponsors may wish to take the following action:

• Salary reviews – We recommend sponsors undertake an immediate review of applicants salaries to identify any migrant whose salary will fall below the new minimum thresholds that take effect on 22 July 2025
• SOC code reviews – Sponsors reliant on overseas talent for certain positions should review any commonly used SOC codes to identify if specific areas of the business will be impacted by the uplifted skill threshold from 22 July 2025
• Review of recruitment pipeline - New roles with Certificates of Sponsorship (CoS) assigned on or after 22 July 2025 must comply with the higher skill and salary thresholds.  Any planned new hires will need to satisfy these requirements if applying after the relevant date.  If employers intend to sponsor roles below RQF level 6, they should check that each of these appears on either the revised Immigration Salary List or the new Temporary Shortage List. If a role is not present on either list, it will no longer be eligible for sponsorship
• CoS allocation requests – if employers intend on sponsoring new or existing hires before 22 July 2025 they should ensure they have sufficient CoS available to do so and if not, request an increase as soon as possible
• Care sector recruitment strategy - Sponsors in the care sector should review any pipeline sponsorship plans and submit applications in 6135 and 6136 as soon as possible in advance of 22 July 2025.  In-country switching into these codes remains possible until 22 July 2028, but only where the employee has already worked for the sponsoring provider for at least three months.  Recruitment strategies should be reviewed to adjust to the new requirements and ensure a pipeline of talent into the business
• Updating policy documents and training - HR and Global Mobility teams should ensure they are up to date with the changes and aware of the new applicable skill and salary thresholds.  Template offer letters and immigration policies should be updated to reflect any rule changes regarding dependants and training should be given to those in HR and global mobility

The government have indicated that they will announce further information on the proposed Immigration Skills Charge increase and the new English language requirements later in the year. We also await updates in relation to the other proposals included in the White Paper including the mandatory period of residence required for indefinite leave to remain being extended to 10 years and the reduction in Graduate visa durations.  These anticipated changes should be incorporated into workforce planning and any budgeting discussions. For assistance in navigating these changes or the implications on your business, please contact a member of our immigration team for assistance.

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