The UK government has published a sweeping Statement of Changes in Immigration Rules, due to take effect from 22 July 2025, marking the first wave of reforms from the government’s landmark immigration white paper. The agenda? Build an immigration system that supports economic growth while drastically reducing net migration and UK businesses’ reliance on overseas labour.While the broader white paper outlines systemic changes, the rules rolling out primarily target the Skilled Worker route, which is the pathway for migrant professionals. For employers and licensed sponsors, these changes will have a significant impact on hiring strategies, visa processing, and long-term workforce planning.So what exactly is changing? And what can employers do to prepare?Read more: Visa-free isn’t always free: Countries that still charge entry fees and travel taxes
Skills thresholds are rising
From 22 July, the minimum skills threshold for Skilled Worker roles will increase substantially. All roles must now be at RQF Level 6—equivalent to a bachelor’s degree. This update disqualifies a swathe of previously eligible jobs.What this means: Around 180 occupations will be removed from the eligibility list, affecting sectors such as hospitality, logistics, and care services that often rely on roles below the degree level.However, employers still have a short window to act. If a Certificate of Sponsorship (CoS) is issued before 21 July 2025, even for roles that won’t be eligible post-change, the application can still proceed under current rules.
Salary thresholds are increasing too
In addition to changes in skill level, salary thresholds are also being revised upwards across multiple work visa categories, including:Skilled Worker visa: From £38,700 to £41,700 per yearGlobal Business Mobility and Scale-up routes will also see updated minimum salary requirements.All Skilled Worker applicants seeking indefinite leave to remain (ILR) after 22 July 2025 must meet the new salary criteria—even if they applied under the old salary threshold.No transitional relief applies to salary changes—employers must ensure compliance immediately.Read more: Travel disruptions mount after Alaska Airlines grounds fleet; all key details here
What employers should do now
With less than a week left, employers need to move fast to stay compliant and minimize disruption. Here are key actions businesses and sponsors should take:Fast-track CoS issuance: Aim to submit any new or renewal applications under the current rules by 21 July 2025.Audit job roles: Check if your sponsored occupations meet the new RQF Level 6 criteria.Realign salary structures: Update offers, budgets, and HR systems to meet the new salary minimums. This applies immediately—no grace period.Map your workforce: Identify employees who will benefit from transitional provisions—i.e., those already sponsored under the Skilled Worker route before the changes.Rethink recruitment: The government wants employers to focus on domestic talent development. Revise hiring strategies and consider investing in upskilling programmes.Communicate with current visa holders: Ensure your existing sponsored workers understand how the new rules could affect their status, settlement timelines, or extensions.Consult legal experts: With increased scrutiny and compliance checks expected, seeking immigration legal advice could prevent costly errors.
More changes are coming
This July rollout is only the beginning. The white paper outlines further developments expected later this year, including:A hike in the Immigration Skills Charge (ISC)Revised English language eligibility criteriaA reworked family visa frameworkA shorter Graduate Visa validity—cut from 2 years to 18 monthsA proposed (but unconfirmed) doubling of the settlement period for Skilled Workers—from 5 to 10 yearsFor employers, this is a wake-up call. A reactive approach will no longer suffice. With more complex compliance requirements and a shrinking pool of eligible overseas workers, proactive workforce planning is now essential.In short, if your business relies on global talent, this is the appropriate time to act, to review hiring processes, revise visa pipeline, and prepare your teams for what’s coming. The cost of inaction could mean losing access to key talent, or worse, falling foul of new immigration regulations.
