1 July 2025 marks the implementation of substantial changes to the UK’s immigration framework, following the publication of the “Restoring Control” White Paper earlier this year. These reforms, many of which take immediate effect, reflect the government’s stated objective to “reduce overall net migration” and shift focus toward high-skilled migration.
Below, we outline the key legal changes now in force and their practical implications for sponsors, employers, and migrants.
1. Skilled Worker Route: Thresholds Raised
One of the most significant changes is the increase in the skill level required for sponsorship under the Skilled Worker route. As of 1 July 2025:
● The minimum skill level has increased from RQF Level 3 to RQF Level 6, aligning eligibility with degree-level roles.
● Over 100 roles have been removed from the eligible occupations list, particularly affecting lower-skilled roles in sectors such as construction, hospitality, and retail.
● The minimum general salary threshold is now £25,000, with higher thresholds for specific occupations or visa categories.
Legal implications: Sponsors must review their current and prospective Certificate of Sponsorship (CoS) allocations to ensure ongoing compliance. Any sponsorship for non-eligible occupations will be refused under the new rules.
2. Closure of Overseas Recruitment for Care Workers
The Health and Care Worker visa route is now closed to new overseas applicants applying for care worker roles (SOC 6145). This means:
● Employers in adult social care may no longer sponsor overseas workers into care roles unless the job qualifies under a different code (e.g., senior roles at Level 6+).
● Migrants already in the UK on this route can extend or switch visa categories, with transitional provisions available until 2028.
Sponsors in the care sector should immediately suspend overseas recruitment activity for non-eligible care roles and consult legal counsel before reallocating unused CoS.
3. Introduction of a Temporary Shortage List (TSL)
Replacing the Shortage Occupation List, the Time-Limited Temporary Shortage List (TSL) comes into effect from 1 July 2025 and:
● Is sector-specific and requires proof of a UK workforce strategy;
● Will remain in force only until 31 December 2026;
● Does not include salary reductions or the lower visa application fee structure that previously applied under the SOL.
Employers must reassess reliance on historic SOL concessions and prepare for sector-led workforce planning if seeking inclusion under the TSL.
4. Increases to Salary and Immigration Skills Charge
● The Immigration Skills Charge (ISC) has increased by 32%, significantly raising the cost of sponsorship for SMEs and large businesses alike.
● Salary thresholds have also been adjusted across several categories, with sector-specific uplifts due later in 2025. Legal and finance teams should revisit cost projections for sponsored workers and factor in elevated ISC payments when preparing visa budgets.
5. Stricter English Language Requirements for Dependants
From today, all adult dependents on family or work visas must show progressive improvement in English language skills:
● Initial entry may still be based on A1 level;
● Settlement now requires B2 proficiency, introducing a formal requirement for continuous language development.
Applicants planning for long-term settlement should be advised early on these evolving language benchmarks to avoid delays or refusals at ILR stage.
Upcoming Changes – Mid to Late July 2025
Additional amendments will take effect in phases throughout July:
● 16–17 July: Amendments to Appendix EU, Private Life, and Family routes;
● 29 July: Changes to Appendix Long Residence (LR), PL, and other provisions affecting continuous residence and eligibility for ILR.
Conclusion
The 1 July 2025 reforms signal a fundamental tightening of the UK’s post-Brexit immigration architecture, with a clear steer toward domestic workforce development and fewer visa concessions. Legal advisers, HR professionals, and sponsors must respond swiftly to the new requirements to avoid compliance risks and ensure continuity of operations.
For legal professionals, now is the time to update client templates, employer handbooks, and visa planning tools to reflect these changes. Stakeholders with ongoing applications should consider urgent reviews and mitigation strategies.
For further guidance, book an appointment at: RMZ Law Offices