In May 2025, the UK government published its Immigration White Paper, ‘Restoring Control over the Immigration System’, which outlines comprehensive reforms for work, skills, visas, and migration. Among its central aims is to reduce net migration, strengthen the UK’s domestic workforce, raise the standards for visa eligibility, and make employer responsibilities clearer. These reforms include many Skilled Worker visa policy changes which are already in force or being phased in, and they significantly reshape how visas are granted, who qualifies, what employers must do, and how much things cost.
What are the Key Reforms?
Some of the major changes under the White Paper that affect Skilled Worker visas include:
- Skill Level Raised
The required skill level for new Skilled Worker visa sponsorships has been raised to Regulated Qualifications Framework (RQF) Level 6 or above (roughly degree level). Previously, many roles at RQF Level 3–5 were eligible. - Reduction in Eligible Occupations
As a result of the skill-level raise, approximately 100+ occupations previously eligible under RQF 3-5 are being removed from eligibility for new entrants, unless those occupations are listed on a short-term or temporary shortage list. The Revised “Appendix Skilled Occupations” separates occupations by RQF Level 6+ and those at levels 3-5. - Temporary Shortage List & Immigration Salary List Changes
The government is phasing out the Immigration Salary List and replacing it with a Temporary Shortage List (TSL). Occupations below RQF 6 will only be eligible via this list (or a similar mechanism), with time limits attached. If a role is on the TSL, it may qualify for discount salary thresholds, but new entrants for such roles will lose some privileges, such as bringing dependents. - Higher Salary Thresholds
From 22 July 2025, general salary thresholds have increased. For instance, the base threshold (Option A: standard Skilled Worker visa) rises from £38,700 to £41,700 per annum. Different “going rates” apply depending on occupation, qualification level, experience, and whether roles are on interim shortage or salary lists. - Dependants & Family Members Restrictions
For new Skilled Worker applications in roles at RQF levels 3-5 (through TSL or equivalent), new dependants cannot be brought as part of the visa application. However, those already on Skilled Worker visas or sponsored before 22 July 2025 in those roles may maintain or extend family rights under transitional arrangements. - Closure of Overseas Recruitment for Adult Social Care
One significant sectoral impact: adult social care occupations (e.g., home carers, senior care workers) are being removed from overseas recruitment through Skilled Worker visas. Existing visa holders in those roles may have transitional rights to extend or shift roles under the old rules until specified dates. - English Language Proficiency Raised
Applicants for Skilled Worker visas (and related dependants) will need to satisfy stronger English language requirements — moving from intermediate (often B1) to a more demanding level (B2), aligning with the Common European Framework of Reference for Languages (CEFR). - Employer Costs and Charges
Employers who sponsor Skilled Worker visa applicants face changes to their financial liabilities. For example, the Immigration Skills Charge will be increased. Also, fees such as the Certificate of Sponsorship have increased.
How do These Changes Affect Eligibility?
Given the reforms, eligibility for Skilled Worker visas has shifted. Here are the key takeaways for potential applicants:
| Factor | Pre-White Paper / Pre-22 July 2025 | Post Changes / From 22 July 2025 Onwards |
| Skill requirement | Roles at RQF Level 3-5 allowed. | New roles normally must be RQF Level 6 or above. Roles at RQF 3-5 only via Temporary Shortage List, and with restrictions. |
| Occupations eligible | Broad list, many roles below degree-level. | Many occupations have been removed; some remain under the Temporary Shortage List or via transition. |
| Dependants/family privileges | Dependants are allowed for most Skilled Worker visas. | New entrants in RQF 3-5 roles (TSL or equivalent) cannot bring dependants. Transitional exceptions apply. |
| Existing visa holders | Can renew, change roles, move within old rules, especially if in RQF 3-5 roles before 22 July. | Existing holders have transitional safeguards, but eligibility for new applicants in the removed occupations is much more limited. |
| Language requirement | B1 level or equivalent in many cases. | Moving to the B2 level requirement (higher English skills). |
Changes to Costs under the New Policy
The reforms bring changes in what applicants and sponsors must pay. Key cost-related policy changes include:
- Certificate of Sponsorship (CoS) fee increased.
- Immigration and visa fees generally up, e.g., a 7% increase for working visas, including Skilled Worker.
- Immigration Skills Charge increased: The employers will pay more. The proposed increase is substantial (roughly 32%) to align with inflation and reflect the newer immigration regime.
- Salary thresholds rising: The minimum salaries required for many roles have increased, which may require employers to offer higher wages to attract overseas candidates. This also increases the financial barrier for some applicants.
Note: It’s the employer who must meet certain costs (e.g., sponsorship duties) and cannot always pass all fees onto applicants. For example, Certificate of Sponsorship fees usually must be paid by the sponsor.
Employer Obligations & Responsibilities under the New Changes
Employers sponsoring Skilled Worker visa applicants now have additional or stricter rules to follow. Some of these are new, others reinforced. Here’s what employers need to know:
- Sponsorship Eligibility & Workforce Strategy
Employers must ensure that the job they are sponsoring meets the new occupation criteria (RQF 6+ or on the Temporary Shortage List). Roles no longer on the eligible list require explicit justification (via the shortage list) or may be unavailable. - Salary Compliance
The proposed higher salary thresholds mean employers must pay a sufficient amount. Lower salaries may invalidate the sponsorship. Employers must stay updated with going rates and ensure offers meet or exceed minimums. - Restrictions on Dependants for New Hires in Lower Skilled Roles
If sponsoring someone in an RQF 3-5 role via a TSL or equivalent, the employer must recognise that the worker cannot bring family dependants. That may affect recruitment attractiveness. Employers need to be transparent about that. - Transitional Provisions
Employers must be aware of the transitional arrangements. For applicants already on Skilled Worker visas, or those in roles before 22 July 2025, some old rules still apply, including allowing renewals or role changes under earlier skill levels. But those protections are temporary. - English Language Requirements
Employers may need to verify that new applicants meet the raised English requirement (B2). This could mean updated contract offers, verifying language test results, etc. - Fee and Charge Burden
As mentioned above, employers will face increased costs (skills charge, certificate fees, etc.). They must budget accordingly. Also, some fees can’t be passed on to the applicant. Employers must ensure their internal HR and legal compliance processes account for these cost changes.
Broader Impacts & Risks
While the Skilled Worker visa policy changes aim to tighten eligibility, reduce net migration, and strengthen the domestic workforce, there are risks and challenges:
- Skills shortages in key sectors: Roles like social care, construction, and healthcare (especially at level RQF 3-5) may struggle to recruit enough dmestic workers fast enough. Employers have warned of possible knock-on effects.
- Reduced attractiveness for overseas talent: Higher barriers (degree requirements, higher salaries, dependants’ restrictions) may discourage applicants from abroad, particularly in roles that were previously more accessible.
- Increased cost burden for employers: smaller businesses, especially, may find it harder to meet the new thresholds and fees.
- Administrative complexity: Tracking which roles are eligible, which are on the TSL, understanding interim arrangements, assessing English proficiency, etc., will require stronger legal/HR support.
- Impact on diversity and inclusion: Since many existing migrant workers and applicants in lower-skilled roles come from underserved backgrounds, changes may disproportionately affect certain groups, depending on how transitional arrangements are handled.
What Applicants Should Do?
If you’re thinking of applying (or renewing) a Skilled Worker visa under the new regime:
- Check whether your intended job is still eligible under the revised Skilled Occupations list. If it’s RQF 6+, you’re more likely to qualify; if RQF 3-5, see if the job is on the Temporary Shortage List.
- Ensure the salary offered meets or exceeds the new going rate for the occupation.
- Be aware of language requirements: obtain a recognised English test at the required level (likely B2 or equivalent).
- If you plan to bring family dependants, double-check whether your role qualifies for that (especially important for RQF 3-5 roles under new shortage lists).
- If already on a Skilled Worker visa, look into whether transitional arrangements give you more flexibility (renewal, job change, etc.).
- Employers: secure sponsorship certificates early, budget for increased fees, ensure job offers comply, and maintain up-to-date HR/legal guidance.
Conclusion!
The 2025 Immigration White Paper marks a turning point for anyone navigating the Skilled Worker visa. It signals not just a change in rules but a shift in how migration, work, and opportunity are balanced in the UK. For applicants, it’s no longer just about filling out forms—it’s about understanding what these reforms mean for careers, families, and plans. For employers, it’s a reminder that hiring strategies must be flexible, compliance must be watertight, and costs need to be anticipated.
If you’re following this space closely, the one thing you should do is keep up with Skilled Worker Mag, where these changes are broken down into practical, human terms.
