On 12 May 2025, the UK government released it’s White Paper titled Restoring Control Over the Immigration System, outlining sweeping changes to immigration policy. While these proposals are not yet law, they signal a significant shift that organisations should be aware of.
- Skilled Worker Route: Higher Barriers Ahead
The most impactful change is the increase in the minimum qualification level for Skilled Worker visas from RQF Level 3 (A-level equivalent) to RQF Level 6 (degree level). This will drastically reduce the number of roles eligible for sponsorship, affecting technician-level and support roles, including many in care, catering, and customer service. It is expected that around 180 occupations that currently qualify for sponsorship will become ineligible.
- Rising Salary Requirements and Costs
The government plans to raise salary thresholds for Skilled Worker visas, although exact figures are pending a review by the Migration Advisory Committee. Additionally, the Immigration Skills Charge will increase by 32%, and the removal of the Immigration Salary List means schools may lose access to discounted salary thresholds for certain roles. These changes could significantly impact budgets and recruitment strategies, especially for hard-to-fill or specialist positions.
- Social Care and Temporary Shortage List (TSL)
Social care visas will close to new overseas applicants, with a transition period until 2028. A new TSL will replace the Shortage Occupation List, offering time-limited access to roles below RQF Level 6. However, this route will come with caps, time limits, and restrictions on dependents.
Sectors using the TSL must also submit workforce strategies showing investment in domestic training—something schools may need to consider if they rely on international hires for support roles.
- Family Visas and Settlement: Language and Residency Changes
Adult dependents of workers and students will face new English language requirements, starting at A1 and progressing to B2 for settlement. The qualifying period for Indefinite Leave to Remain (ILR) will increase from five to ten years for most work routes, although dependents of British citizens are exempt.
- Enforcement and Compliance: New Agency and Penalties
A new Fair Work Agency will be created to protect migrant workers and allow them to switch employers if exploited. Penalties for non-compliance will increase, making it essential for organisations to ensure robust HR and sponsorship practices.
What This Means
These proposed changes will likely affect recruitment pipelines. Organisations should:
- Review current and future sponsorship plans.
- Prepare for higher compliance standards.
- Monitor updates as the proposals move through Parliament.
While these are still proposals, early awareness and planning will help organisations adapt to the evolving immigration landscape.
