Introduction
Yesterday, the Labour government announced their proposed changes to UK immigration. The proposed immigration changes align with the government’s plan to reduce net migration and have big ramifications for migrants and for UK businesses that rely on migrant workers in their workforce.
Before we get into the proposed immigration changes set out in the Home Office’s White Paper Restoring Control over the Immigration System, I need to give a warning: most of these changes will make things harder for employers, especially those in the care sector.
But don’t panic just yet. There are a few key things to keep in mind:
- This is only a White Paper for now, it’s not law yet. Even when the final version is agreed, it will need to go through the full process in Parliament. That means most changes probably won’t take effect before 2026.
- There will likely be some exceptions and transitional arrangements. For example, even if/when the paper becomes law, certain parts do not come into force until 2028, and there will be protections for people already on a skilled worker route.
We will keep you updated with every development. Whether you’re a client or just follow our content, we’ll make sure you understand how to keep employing overseas workers in a way that supports your business, stays ethical, and remains fully compliant with Home Office rules.
The Key Changes Affecting Sponsors
Here’s a summary of the main proposed changes in the White Paper that could affect employers who sponsor overseas workers.
Higher Skill Level Required for Sponsored Roles
The minimum skill level for jobs that can be sponsored is set to go up.
Currently, you can sponsor jobs at RQF Level 3 (roughly equivalent to A-levels). However, the Government plans to raise this to RQF Level 6 (equivalent to a degree-level job).
This would mean around 180 roles would no longer be eligible for sponsorship. Jobs like chefs and catering and bar managers are expected to be removed.
Good news: If you already sponsor someone in a lower-skilled role when the new rules come in, this change won’t affect them. They’ll still be able to extend their visa or switch jobs as long as they stay on the skilled worker route.
Ending Overseas Recruitment of Care Workers
This is the biggest change for care providers. The White Paper proposes stopping overseas recruitment of care workers altogether.
This is deeply concerning given the sector already has significant staff shortages and there is limited sign of any domestic plan to fill the gap.
But there are some important exceptions:
- Again, this is not yet law and could take time—possibly until 2026 or later.
- There’s a transition period until 2028. Sponsors can still hire care workers already in the UK with the right to work.
This is helpful. Care providers can continue recruiting care workers within the UK even after overseas recruitment ends, at least until 2028.
Higher Salary Requirements for Sponsored Worker
More salary increases are on the way. While no specific figures are given in the proposed immigration changes, the Government confirms that salary thresholds will rise.
There is also a risk that discounts (such as those for “new entrants” under 26 or recent UK graduates) could be scrapped or reduced.
Given the big salary increased implemented in April 2024, any further increases might make sponsorship unaffordable for many employers.
Immigration Skills Charge (ISC) increase
The Immigration Skills Charge is the fee most employers must pay when sponsoring a skilled worker. The proposed immigration changes include a proposed increase in ISC costs.
This is the first ISC increase since 2017, but crucially, it layers on top of recent visa fee rises of 15–35%. This will contribute to the unaffordability of sponsorship for many employers.
The fees are set to increase to the following figures:
- For small companies/charities: from £364 to £480.48
- For medium/large employers: from £1,000 to £1,320
Shorter Graduate Route Visas
The Graduate Route visa will still be available, but in the proposed immigration changes, the length of the visa will be reduced from 24 months to 18 months.
This visa is designed for international students for after they complete their studies at a UK university and are no longer eligible for a student visa. This visa grants graduates the right to work in the UK, and grants employers the ability to employ the worker before offering sponsorship at the end of the graduate visa.
This change will reduce the amount of time an employer can employ a recent graduate from abroad before deciding whether to offer sponsorship.
New “Temporary Shortage List”
If a job doesn’t meet the new RQF Level 6 requirement (as explained above), it might still be sponsorable but only if it appears on a new “Temporary Shortage List.”
The list will be very selective. Only sectors that are key to the UK’s industrial strategy or infrastructure are likely to be included.
Jobs on the list may also face limits including caps on visa numbers and no right to bring dependants.
Other Relevant Changes for Employers
Several other proposals may affect you indirectly, as they could mean longer sponsorship periods and higher long-term costs for employers.
English Language Requirements:
- Skilled workers’ dependants may require basic English knowledge (A1 at entry, A2 for extensions).
- For settlement (also known as Indefinite Leave to Remain (ILR)), both worker and dependant may need B2 level English. This is an increase from the current requirement of B1 level.
Longer Path to Settlement:
- The standard qualifying period for ILR may rise to 10 years from the current requirement of 5 years.
- There are indications that earlier settlement may be available based on someone’s “contribution to UK society”. Further details have not been provided yet.
Conclusion
These proposals are tough, but not unexpected. They continue the pattern of restrictive immigration policy that began under the previous government.
It’s still unclear how many of the changes will become law, or when. Some measures may be watered down, delayed, or scrapped altogether. That said, employers should start thinking ahead – especially if you’re considering sponsoring new workers. It may make sense to bring those plans forward before the new rules take effect.
At Truth Legal, we’re fully committed to keeping our clients and community informed as we find out more about the proposed immigration changes.
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Get in touch today to speak directly with our Immigration team about how these changes could impact your business.
