Major Changes to the Skilled Worker Visa – What Employers Need to Know NOW!
Last month, we shared details of the Government’s May 2025 White Paper on immigration reform. This has now been formalised through the July 2025 Statement of Changes, which confirms significant updates to the Skilled Worker visa route, taking effect from 22nd July 2025. These updates will affect who you can sponsor, how much you need to pay them, and whether they can bring family members. If your business relies on overseas talent, here’s what you need to know — and do — right now.
Key Changes at a Glance
- The minimum skill level for new Skilled Worker visas will rise from RQF Level 3 to RQF Level 6 (degree level).
- Around 180 roles (like many technicians, care, and customer service jobs) will no longer qualify unless listed on the Immigration Salary List (ISL) or the new Temporary Shortage List (TSL).
- The minimum salary for most Skilled Workers increases to £41,700 (from £38,700).
- A new minimum hourly rate of £17.13 applies to most new applicants.
- Lower thresholds remain for those with CoS issued before 4 April 2024 or in health and care roles.
- Workers with a Certificate of Sponsorship (CoS) issued before 22 July 2025 can continue under the current rules, including in lower-skilled roles.
- The TSL provides time-limited access to the Skilled Worker route for certain RQF 3–5 roles.
- Roles on the TSL are subject to review and may be removed after 2026.
- Dependents are not permitted for workers in TSL roles unless exempt.
- Overseas applications for care workers (SOC codes 6135 and 6136) will close from 22 July 2025.
- Those already in the UK can still switch into care roles until 2028, but only if they’ve worked for the sponsor for at least 3 months.
What Employers Should Do Now
Audit your workforce: Identify employees or candidates who may be affected.
Act quickly: Assign Certificates of Sponsorship before 22 July 2025 to benefit from transitional rules.
Review role eligibility: Check if roles meet the new RQF Level 6 requirement or appear on the ISL/TSL.
Plan for salary compliance: Ensure offers meet the new thresholds and going rates.
Prepare for system delays: UKVI may temporarily suspend the Sponsor Management System (SMS) before the deadline.
These changes mark a significant shift in the UK’s immigration landscape. Employers must act swiftly and strategically to secure talent under the current rules and prepare for a more restrictive system ahead.