The UK Government has introduced major reforms to the Skilled Worker visa route, effective from 22 July 2025. These changes aim to reduce immigration and refocus the system on higher-skilled roles.
Key updates include increased salary thresholds, a return to graduate-level job eligibility, and the replacement of the Immigration Salary List.
UK employers and foreign workers must now adapt to stricter criteria and evolving sponsorship requirements as part of the Government’s broader immigration reset.
What Are the Key Changes in the UK Skilled Worker Visa Rules for 2025?
The UK Government announced major changes to the Skilled Worker Visa programme in a Statement of Changes issued on 1 July 2025.
These changes are expected to take effect from 22 July 2025, provided they are approved by Parliament. They form part of a broader immigration overhaul aimed at reducing reliance on foreign labour.
Most changes concern sponsored work visas and will significantly affect which roles qualify for sponsorship, how much applicants must earn, and who is eligible to apply.
A return to stricter skill requirements marks a notable departure from more flexible measures introduced in recent years to fill labour shortages in the wake of Brexit and the pandemic.
How Have the Salary Thresholds Been Adjusted in 2025?
A central focus of the new rules is the revision of salary thresholds for all sponsored routes. The Home Office has updated figures using data from the 2024 Annual Survey of Hours and Earnings. These increases apply across most visa types and must be met in order to qualify.
Updated Salary Thresholds from 22 July 2025
| Visa Type | Pre-22 July 2025 Salary | From 22 July 2025 Salary |
| Skilled Worker (standard) | £38,700 | £41,700 |
| Global Business Mobility | £48,500 | £52,500 |
| PhD STEM / Immigration Salary List roles | £34,830 | £37,500 |
| New Entrants | £30,960 | £33,400 |
| Extensions (pre-April 2024 visas) | £29,000 | £31,300 |
All thresholds are based on a 37.5-hour working week, which sets the new hourly minimum rate at £17.13.
Applicants must be paid either the general threshold or the going rate for their job, whichever is higher.
Transitional arrangements will allow slightly lower thresholds for individuals already sponsored before the cut-off date.
What Jobs Are Affected by the Updated Immigration Salary List?
The 2025 reforms mark the gradual phase-out of the Immigration Salary List (ISL), which had long served as a tool to fill shortage occupations in the UK.
This list is being replaced by the newly established Temporary Shortage List (TSL), a more limited and time-bound alternative.
The Transition from ISL to TSL
The ISL previously covered a wide array of roles with special provisions, including lower salary thresholds and the ability to bring dependants.
The new TSL will be far more restrictive, designed for short-term labour relief in critical areas tied to national infrastructure.
Key aspects of the TSL:
- Only applies to roles at RQF levels 3–5, which are below graduate level
- Intended for temporary use only, with a scheduled expiry for all listed occupations by end of 2026
- Employers must show that they’ve attempted domestic recruitment
- Sponsors must present a Workforce Strategy to justify continued reliance on foreign workers
Industries Most Affected
The introduction of the TSL will particularly impact employers across several labour-intensive industries.
Sectors that commonly rely on international recruitment at lower qualification levels will feel the shift.
Examples of affected sectors:
- Construction and engineering: Tradespeople, technicians, and infrastructure support roles
- Logistics and transportation: Drivers, warehouse coordinators, and distribution supervisors
- Manufacturing: Machine operators, fabricators, and plant supervisors
- Social care: Some care assistants and support workers (though many are now excluded altogether)
These industries were heavily dependent on access to lower-skilled roles under the ISL. The new TSL, while offering some temporary relief, imposes more administrative burdens and fewer rights for incoming workers.
Restrictions Under the TSL
The TSL comes with tighter regulations for both employers and employees. While it does permit sponsorship for certain roles that will no longer qualify under the RQF level 6 threshold, the concessions are limited.
Key restrictions include:
- No reduced salary threshold compared to standard roles
- No visa fee discounts
- No right to bring dependants to the UK
- A precarious long-term status, as the TSL is subject to annual reviews
As a result, employers using the TSL will need to carefully assess its viability, especially in light of its eventual withdrawal by the end of 2026.
How Do the New Rules Impact Health and Care Visa Applicants?
The new Skilled Worker rules bring profound changes for those using the Health and Care Visa, especially those in the social care sector.
This route, once seen as a practical solution to widespread care worker shortages, is now significantly restricted.
Removal of Social Care Worker Sponsorship
Under the 2025 changes, most roles within social care particularly those at RQF level 3, such as care assistants and home carers will no longer qualify for sponsorship under the Skilled Worker route.
This marks a major reversal from previous policy, which had promoted overseas recruitment to fill gaps in the care workforce.
The government justifies this move by citing the need to develop a sustainable UK-based care workforce and reduce dependency on low-paid foreign labour.
Key roles affected:
- Domiciliary care workers
- Nursing home support staff
- Personal assistants and care team leaders (non-qualified)
While some existing visa holders may continue under transitional arrangements, the door has now closed for new applicants in these job categories.
Ongoing Eligibility for Clinical and Allied Health Roles
Despite the exclusion of care roles, several regulated healthcare professions will remain eligible for sponsorship. These roles typically require higher qualifications and registration with a UK professional body.
Examples of eligible professions:
- Registered nurses and midwives
- Radiographers and paramedics
- Speech and language therapists
- Medical laboratory scientists
These positions are classified at RQF level 6 or higher, meeting the revised skill threshold. They also continue to benefit from expedited visa processing and reduced application fees under the Health and Care Visa route.
Implications for Employers and the NHS
The NHS and other health sector employers must now navigate a more limited recruitment framework.
Care providers, particularly in the private sector, will be most affected as they lose access to the international talent pipeline that had supported them in recent years.
Employers in this space should:
- Consider accelerating any pending sponsorship applications before the 21 July 2025 deadline
- Explore alternative visa options, such as Graduate visas, where applicable
- Invest in UK-based training programmes and local recruitment campaigns
Transitional Protections for Existing Workers
Existing Skilled Worker visa holders in affected care roles are not immediately excluded. Those already in the UK under this route will be permitted to:
- Renew their visas under the current rules
- Change employers within the same job type
- Take supplementary employment within eligible roles
However, new applicants to the same positions will not be approved after the rule change comes into effect on 22 July 2025.
These protections provide a buffer, but employers must plan for a future without access to international care staff under the Skilled Worker programme.
What Should UK Employers Know About Sponsoring Skilled Workers in 2025?
The updated immigration rules bring substantial compliance responsibilities for UK employers. Sponsorship will now only be permitted for jobs at RQF level 6 or above, marking a return to pre-2020 standards where only graduate-level roles were eligible.
This change will disqualify approximately 180 previously eligible occupations. Employers must now ensure that all roles meet the higher skill and salary thresholds before assigning a Certificate of Sponsorship.
Employers should consider the following steps:
- Review all job descriptions and identify roles that no longer qualify under the new criteria
- Accelerate applications for employees who may lose eligibility after 21 July 2025
- Assess visa expiry dates for staff on temporary visas and adjust retention strategies accordingly
How Does the Points-Based Immigration System Work Under the 2025 Reforms?
The 2025 reforms retain the Points-Based System (PBS) but update the criteria due to changes in skill level and salary thresholds. While the basic framework remains, fewer roles now qualify, and applicants must meet higher benchmarks.
Points allocation remains as follows:
| Points Requirement | Points |
| Job offer from licensed sponsor | 20 |
| Appropriate skill level (now RQF 6 or higher) | 20 |
| Salary meets required threshold | 20 |
| English language proficiency | 10 |
| PhD in relevant subject (where applicable) | 10 |
| Occupation on Temporary Shortage List (TSL) | 20 |
Applicants must still achieve a total of 70 points. However, the restriction to graduate-level roles reduces the range of occupations eligible to claim these points.
In addition, points for being on the TSL come with conditions, including limited visa benefits and restricted rights for dependants.
What Are the Application Steps and Documentation Needed in 2025?
The process for applying for a Skilled Worker visa remains broadly consistent, though employers and applicants must now be more diligent to comply with new thresholds and timelines.
Required steps include:
- Secure a job offer from a UK sponsor licensed under the Skilled Worker route
- Ensure the job meets the RQF level 6 requirement and new salary thresholds
- Obtain a Certificate of Sponsorship from the employer
- Prepare documentation such as:
- Proof of identity and travel
- English language test results
- Proof of financial means or maintenance
- Tuberculosis test (if required)
- Complete the visa application online via UKVI
- Pay the applicable visa fees and immigration health surcharge
- Attend a biometric appointment if required
Applicants for TSL jobs must also ensure they are not expecting to bring dependants, as the new rules explicitly prevent this.
What Are the Common Mistakes to Avoid When Applying for a Skilled Worker Visa in 2025?
The new immigration rules increase the complexity of the application process, which means small errors can lead to delays or outright refusals. Common mistakes include:
- Assigning a Certificate of Sponsorship after 21 July 2025 for a job no longer eligible
- Failing to meet the correct salary threshold or relying on outdated salary figures
- Assuming that dependants can join for all job types
- Submitting incomplete or incorrect documentation
Employers should avoid assigning sponsorship to jobs at RQF levels 3 to 5 unless the role is listed on the Temporary Shortage List and meets all supplementary conditions.
Similarly, applicants should double-check the eligibility of their intended role and ensure they have all necessary paperwork before submission.
How Do These Changes Affect Startup Employers and SMEs in the UK?
Startups and small businesses are likely to experience new barriers under the revised Skilled Worker rules. Many SMEs previously relied on access to overseas labour in roles now disqualified under the higher skill threshold.
Cost is a primary concern, with increased visa fees, higher minimum salaries, and the end of discounts for shortage occupations adding pressure to recruitment budgets.
Additionally, the requirement for a long-term workforce strategy to use the TSL may deter some small businesses that lack the capacity for formal HR planning.
However, opportunities still exist for startups that are:
- Recruiting for roles at graduate level or higher
- Willing to invest in internal training and upskilling
- Able to act quickly before transitional deadlines pass
Startups with existing sponsor licences should review all roles currently being supported under the Skilled Worker route to determine whether to accelerate applications before the 22 July changeover.
Conclusion
The Skilled Worker visa changes for 2025 mark a decisive shift in the UK’s immigration approach.
Employers must act swiftly to assess their recruitment strategies and ensure compliance with the updated regulations.
With tighter controls, fewer eligible roles, and increased costs, preparation is critical.
Understanding the new rules, especially around skill levels and salary benchmarks, will be vital for businesses and workers navigating the system from July 2025 onwards. Staying informed and responsive is now more important than ever.
FAQs
What is a Certificate of Sponsorship (CoS) and how does it work?
A Certificate of Sponsorship is an electronic document assigned by a UK-licensed sponsor to a worker. It details the job role, salary, and start date, and is required before applying for a Skilled Worker visa.
Can Skilled Workers bring their dependants under the new rules?
Only those in eligible roles at RQF level 6 or above can bring dependants. Applicants for jobs on the Temporary Shortage List cannot bring family members to the UK.
Are current Skilled Worker visa holders affected by the new rules?
Those who currently hold valid Skilled Worker visas in lower-level occupations can continue to extend or switch roles, provided they meet transitional criteria.
How does the new Temporary Shortage List affect employers?
Employers must demonstrate UK recruitment efforts and provide Workforce Strategies. TSL jobs won’t benefit from reduced salary thresholds or visa fees and will be phased out by 2026.
What happens to roles that no longer meet the RQF level 6 requirement?
Roles previously eligible under RQF level 3–5 will be removed from sponsorship eligibility unless covered by transitional arrangements or included on the TSL.
Will more immigration changes be introduced later in 2025?
Yes, further proposals such as increased residence periods for ILR, changes to the Graduate Visa, and revised English language requirements are expected by late 2025 or early 2026.
What should employers do now to prepare for the changes?
Employers should immediately review hiring plans, check visa expiry dates for current employees, and assess the viability of accelerating CoS issuance before 21 July 2025.
