The UK Government has introduced sweeping changes to the Skilled Worker route, following the Immigration White Paper, “Restoring control over the immigration system”, and the latest Statement of Changes to the Immigration Rules (HC 997). These new rules, effective from 22 July 2025, represent a significant shift in the UK’s approach to skilled migration and will have far-reaching consequences for both employers and applicants.
Skill Level Threshold Raised: Only Graduate-Level Roles Eligible
From 22 July 2025, only roles at RQF Level 6 (graduate level or above) will qualify for Skilled Worker sponsorship. This change excludes approximately 180 occupations previously eligible, such as care assistants, retail supervisors, chefs, and restaurant managers. Employers must now ensure all sponsored positions meet these stricter skill requirements.
Significant Increases to Salary Thresholds
Salary requirements for the Skilled Worker, Global Business Mobility, and Scale-up routes are being updated in line with the 2024 Annual Survey of Hours and Earnings (ASHE), published by the Office for National Statistics. These changes represent some of the most substantial increases in recent years and are designed to align immigration policy with the UK’s economic priorities, focusing on attracting highly skilled and well-compensated professionals.
The revised salary thresholds for Skilled Worker visa applicants, effective for Certificates of Sponsorship issued on or after 22 July 2025, are as follows:
All settlement (Indefinite Leave to Remain) applications submitted after 22 July 2025 must meet these new salary requirements. In addition, applicants must also meet the “going rate” for their specific occupation code if it is higher than the standard threshold. The 20% salary discount for shortage occupation roles has been removed, further narrowing eligibility for lower-paid positions.
These increases apply to new applicants, extensions, and settlement applications. For employers, these changes require careful budget planning and review of salary offers, especially in sectors where salaries have traditionally been lower. The increased thresholds are expected to make the Skilled Worker route more exclusive, prioritising top-tier talent and making it more challenging for both employers and applicants in certain industries to meet the new requirements.
Introduction of the Temporary Shortage Occupation List (TSOL)
The Immigration Salary List has been replaced by a time-limited Temporary Shortage Occupation List (TSOL), which applies only to specified roles and Certificates of Sponsorship issued before 31 December 2026. TSOL roles no longer benefit from reduced salary thresholds or Home Office fee discounts, signalling a move away from reliance on lower-paid migrant labour.
End of Overseas Care Worker Sponsorship
From 22 July 2025, overseas sponsorship for ‘Care workers and home carers’ and ‘Senior care workers’ will cease. Only those already legally working in these roles within the UK for at least three months may be sponsored, provided their application is submitted before 22 July 2028 or they hold existing Skilled Worker leave in these occupation codes.
Transitional Provisions for Existing Skilled Workers
Current Skilled Worker visa holders, or those with a Certificate of Sponsorship issued before 22 July 2025, are temporarily exempt from the new skill threshold. They may continue to renew their visas, change employment, or take supplementary work in roles below RQF 6. However, all Skilled Workers must meet the updated salary thresholds, with no transitional arrangements for pay. The Migration Advisory Committee will review salary requirements, with further guidance expected in due course.
Supplementary Employment and Shortage Occupations
After 22 July 2025, supplementary employment is restricted to roles at RQF 6 or those on the Immigration Salary List, except for existing Skilled Workers on the route before this date. The new Temporary Shortage List (TSL) replaces the ISL and includes a broader range of RQF 3-5 occupations, but these roles no longer attract salary discounts and cannot bring dependants.
Immediate Actions for Employers and Applicants
Employers should review all sponsored roles for compliance with new SOC codes and thresholds. It is important to issue Certificates of Sponsorship before 22 July 2025 to benefit from transitional rules. Recruitment and salary offers must be adjusted in line with the updated requirements in order for employers considering hiring migrant workers.
Applicants should confirm that their job title and code remain eligible under the new rules. They must ensure their salary offer meets the new minimum and going rates, and should apply promptly if already in the UK or holding a Certificate of Sponsorship under the current system.
These reforms reinforce the Government’s commitment to reducing net migration, attracting only highly skilled and well-paid professionals, and encouraging employers to invest in UK talent. Lower-paid and semi-skilled roles will now find it significantly more difficult to qualify for sponsorship under the Skilled Worker route.
The Skilled Worker route is evolving rapidly and becoming significantly more exclusive. Employers must act swiftly to adapt their strategies and remain compliant, while migrants should move quickly to preserve their options under transitional rules. Navigating these changes requires up-to-date legal advice and careful planning.
At ARIS International Lawyers, we specialise in guiding businesses and individuals through the complexities of the UK immigration system. Whether you need help with sponsor compliance, Skilled Worker visa applications, or ILR eligibility reviews, our team is here to provide expert support every step of the way. If you require tailored advice or practical assistance, contact us today to ensure you remain compliant and make the most of your options under the new rules.