22 July 2025 UK Immigration Rule Changes: A Business Guide

On 22 July 2025, the Government introduced changes that tightened the criteria for overseas recruitment, increased salary requirements and closed off the ability to recruit care workers from outside the UK.

More than two months have passed since the implementation of these changes; this guide provides a short summary and a reminder of steps businesses should take/ continue to take, ensuring they remain compliant with their sponsorship duties.

For many businesses, these changes created immediate challenges around workforce planning, compliance, and long-term strategy.

Main key changes:

1. Higher skill level for sponsorship

The minimum skill level for Skilled Worker visas has risen to RQF Level 6 (degree-level roles). This means that around 121 medium-skill roles (formerly eligible at RQF 3–5) are now excluded from sponsorship. Many roles in hospitality, social care, transport, and construction no longer qualify for sponsorship.

2. Increased salary thresholds

The general threshold is now £41,700 (up from £38,700). Individuals who benefit from the New Entrant Discount must earn at least £33,400. A reduced salary is applicable if an individual has a science, technology, engineering or maths (STEM) PhD level qualification that’s relevant to their job. Employers can pay less if a certain occupation is on the current Immigration Salary List

3. The Immigration Salary List

The Immigration Salary List is being phased out on 31 December 2026 and replaced by the Temporary Shortage List, which provides time-limited access for occupations with a skill level below RQF 6.  

4. Closure of Health and Care visa to new care workers from outside the UK  

Overseas recruitment for care workers and senior care workers has ended. A transition period exists for current visa holders until 2028, but no new hires from abroad are permitted. An individual can still switch in-country for the first time to this route as a care worker if they have been legally working for their intended sponsor for at least 3 months prior to the CoS being assigned.

Individuals who are currently on the skilled worker route as a care worker can change their employment to a new sponsor if they wish to do so.

Checklist to what businesses should do (if not already):

1. Audit your workforce: Review all sponsored employees, when do their visas end? Identify who will be affected by the salary and skill change.
2. Review future recruitment plans and domestic labour strategy: If you are planning to fill vacancies via overseas recruitment, reassess viability and evidence that that position cannot be filled domestically.
3. Budget for costs: Factor in the higher salary thresholds, visa fees and immigration skills charge for individuals. Consider business plans for expansion; budget for certificate of sponsorship fees (defined or undefined).
4. Update HR systems: Ensure your policies are fully up-to-date. Even minor breaches carry serious consequences. Train staff in the latest rules and keep accurate records of sponsored staff and of any changes to roles, salaries etc.
5. Understand compliance risks: Companies should be aware that the Home Office is sharpening its focus on compliance. This means that minor errors in record keeping and/or right to work checks may lead to suspension or revocation. Many compliance issues stem from employers or employees not understanding their respective duties and/or the conditions of any permitted stay.
6. Seek professional advice: If you are unsure of any of the above do seek professional advice, this can assist in creating a clear strategy from recruitment planning to long-term workforce management.

Why do businesses need professional support?

The Home Office has become more rigorous in monitoring sponsor compliance, and mistakes are costly. Given the complexity and seriousness of these immigration changes, getting the right support and guidance is vital. Here at AfterAthena Ltd we will be able to support you in the following ways:

• Strategic workforce planning: We can help you assess role eligibility for sponsorship and advise on other immigration routes depending on the needs of the business.
• Compliance assurance: We can conduct mock audits where we will interview key personnel, audit your HR systems, review right-to-work checks and advise on sponsorship duties and how to remain compliant.
• Salary threshold advice: We can advise on salary thresholds for sponsored workers allowing businesses to forecast and budget for the future.  With transitional arrangements and exemptions varying between SOC codes, our team will be able to assist you in identifying and planning a route for you to retain valued staff in accordance with current rules.

Explore our business immigration services for more information or contact us today to speak with an expert.

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