Authors
Authors
Following the UK Government’s Immigration White Paper, significant amendments to the Immigration Rules have now been introduced. Many of these changes take effect from 22 July 2025, with some changes already in force from 1 July.
Key changes
The most impactful changes affecting employers and individuals are:
Updated Salary Requirements: In line with the 2024 Annual Survey of Hours and Earnings (ASHE), minimum salary thresholds have been increased. The new minimum salaries are:
| Category | Old Minimum Salary | New Minimum Salary |
| Global Business Mobility | £45,800 | £52,500 |
| Skilled Worker (SW) | £38,700 | £41,700 |
| SW: PhD relevant to the job | £34,830 | £37,500 |
| SW: PhD in a STEM subject, Immigration Salary List, or New Entrant | £30,960 | £33,400 |
| SW: Extensions for applications submitted before April 2024 | £29,000 | £31,300 |
Increased Skill Threshold: The minimum skill level for roles under the Skilled Worker route is being raised from RQF Level 3 (equivalent to high-school level jobs) to RQF Level 6 (equivalent to university level jobs). As a result, approximately 180 occupations will no longer be eligible for sponsorship, unless they appear on the Immigration Salary List or the newly introduced Temporary Shortage List. Transitional arrangements will allow existing Skilled Worker visa holders in RQF Levels 3 to 5 jobs to continue to qualify for visa extensions and job changes. However, these concessions are temporary and will be subject to review in due course.
Temporary Shortage List: The Temporary Shortage List has been introduced as a transitional measure and will gradually replace the Immigration Salary List. It includes roles classified at RQF Levels 3 to 5 that are deemed critical to the UK’s industrial strategy. Migrants sponsored under this list are generally not permitted to bring dependants to the UK except in limited circumstances, such as where the applicant has sole parental responsibility.
Health and Care visa: Care workers and senior care workers (SOC codes 6135 and 6136) will no longer be eligible to apply for entry clearance under the Health and Care visa route. However, transitional provisions will allow individuals already in the UK to extend their stay or switch into such roles until 22 July 2028.
Closure of Afghan Relocations and Assistance Policy (ARAP): Effective from 3pm on 1 July 2025, the ARAP scheme has been closed to new main applicants. Applications must have been submitted to the Ministry of Defence before this deadline to be considered. Family reunification applications remain permissible for those main applicants previously accepted under ARAP.
Recommended actions and next steps
We recommend the following actions for employers and individuals:
- Audit Sponsored Roles: Review all currently sponsored positions and those in the process of being sponsored to identify any roles that may no longer meet the revised RQF Level 6 skills threshold.
- Review Salary Structures: Ensure all job offers meet the updated salary thresholds.
- Timelines: Where job offers no longer qualify for sponsorship under the new rules due to skill level or salary, prioritise submitting these applications before 22 July 2025.
- Role Changes: Seek appropriate guidance before changing roles or sponsors to maintain visa compliance under the new rules.
- Seek Legal Advice if Uncertain: Given the complexity of the changes, sponsors and individuals are encouraged to consult qualified immigration advisers to fully understand the implications for their circumstances.
Conclusion
By raising salary thresholds and limiting jobs eligible for sponsorship, the UK Government has begun implementing its Immigration White Paper. For employers, these developments necessitate a reassessment of recruitment strategies and workforce planning. Visa holders and prospective applicants must now navigate a more complex and selective system, with greater emphasis on advanced skills and higher earnings.
As the immigration landscape continues to evolve, staying informed and proactive will be essential for maintaining compliance and sponsoring workers. Should you wish to discuss any of the issues raised in this article, please contact Madni Chaudhary or Lynsey Blyth.