On 1 July 2025, the Home Office released a substantial Statement of Changes to the immigration rules, representing a major overhaul of the UK’s legal migration framework.

Taking effect from 22 July 2025, these changes implement core proposals from the Government’s ‘Restoring Control Over the Immigration System’ white paper and mark a clear shift towards a skills-based, domestically focused immigration model.

What’s new?

• Skill threshold to be raised – only roles rated at RQF level 6 (equivalent to a UK bachelor’s degree) or above will qualify thereby removing approximately 180 lower-skilled occupations from eligibility. This will not affect people already on the Skilled Worker route in roles below RQF level 6. However, the transitional arrangements will not be in place indefinitely and will be reviewed “in due course”.
• General salary threshold to be increased from current rate of £38,700 to £41,700 and the new entrant rate will rise from £30,960 to £33,400. The going rates for most roles will also increase. For example, HR Managers and Directors going rates will increase from £49,400 to £52,900.
• Health and Care Worker visa routes – overseas sponsorship for care workers and senior workers (occupation codes 6135 and 6136) will be closed to new overseas applicants. However, for a transitional period, until 22 July 2028 in country applications or changes from other visa routes will be permitted.
• New Temporary Shortage List (TSL) – this will apply to roles below RQF Level 6; however, these will be time limited until the end of 2026. Roles will only be added to the TSL if they are key to the UK’s industrial strategy or for delivering critical infrastructure and following advice from the Migration Advisory Committee. Important to note that no salary or visa fee discounts will apply to roles on the TSL and dependants will not be able to accompany sponsored migrants in these roles.

An important policy change requires that sectors develop and implement a workforce strategy focused on training and retaining UK-based workers, without such a strategy, access to the immigration system may be withdrawn altogether. This is especially significant for sectors like health and social care, hospitality and logistics, which have traditionally depended on migrant labour.

Implications for Sponsors

These changes represent a major shift for UK sponsors. Sponsors should:

• Assess the feasibility of sponsoring roles under current rules before 22 July 2025 deadline. Applications supported by a Certificate of Sponsorship issued prior to this date will be processed under the existing framework.
• Evaluate workforce planning and training strategies to align with the new skills thresholds.
• Conduct a compliance audit of existing sponsored employees to identify any areas requiring transitional support or adjustment.
• Stay informed by closely monitoring updates from the Migration Advisory Committee (MAC) and the Home Office for further policy developments.

Failure to respond appropriately may lead to significant operational challenges, especially for employers heavily reliant on roles that will no longer qualify under the revised immigration rules.

If you need expert guidance on the new immigration rules and how to prepare as a sponsor, please get in touch with Rajveer Basra at RajveerBasra@schofieldsweeney.co.uk