Major UKVI Changes: What you should know about the new Skilled Worker visa rules (Updated September 2025)

In July 2025, the UK government introduced significant changes to the Skilled Worker visa route, as part of a broader effort to reshape the country’s immigration system by raising the skill and salary thresholds for sponsored workers. Since then, additional reforms have been announced, affecting not just hospitality, but also healthcare, education, transport, and other key sectors.

This article provides a clear summary of the latest changes, including the removal of certain roles from eligibility, increased salary requirements, settlement reforms, and new digital systems. Whether you’re an employer navigating sponsorship rules or a worker planning to move to the UK, it’s essential to understand how these updates might impact your plans.

Non-Graduate level roles removed from sponsorship eligibility

From 22 July 2025, job positions below RQF Level 6 (Graduate Level) were removed from the list of eligible roles. This has had a wide impact on various industries including:

• Hospitality: chefs, bakers, bar/café/hotel managers no longer qualify.
• Health & social care: overseas recruitment of social care workers has been stopped.
• Transport & logistics: many roles such as HGV drivers are excluded.
• Construction and customer support: most positions no longer meet the higher skill level.

This means that roles at RQF Level 3–5 will not qualify unless listed on temporary exception lists or covered by transitional provisions. Existing sponsored workers in removed roles can continue, but new sponsorships are blocked.

Salary thresholds increased significantly

Salaries for Skilled Worker sponsorship have risen across the board:

• General minimum salary requirement rises from £38,700 to £41,700 per year.
• For sponsorships before April 2024, the threshold rises from £29,000 to £31,300.
• For some roles, NHS salary bandings are required to be consulted
• Occupation-specific ‘going rate’ salaries have also been updated and are significantly higher, now requiring significant benchmarking.

New Temporary Shortage List (TSL) and Immigration Salary List (ISL)

A Temporary Shortage List is in place until 31 December 2026 for a few select RQF 3–5 occupations. The Immigration Salary List (ISL) offers lower salary thresholds for some healthcare and specialist roles.

Impact on dependents and settlement
Sponsored workers in roles below graduate level generally cannot bring dependents. Settlement pathways may also become more restricted under the new rules.

Graduate visa changes

The Graduate visa (post-study work route) has been shortened from 2 years to 18 months, reducing the time for international graduates to secure Skilled Worker sponsorship. This has implications for sectors like education, tech, dentistry, and research, where graduates previously used the extra time to transition into permanent roles.

English language requirements tightened

Applicants must now meet higher English language standards, and dependants are required to show at least basic English proficiency. This affects applicants across healthcare, education, and customer-facing sectors where clear communication is critical.

Settlement (ILR) pathway extended
The government has proposed extending the standard route to Indefinite Leave to Remain (ILR) from 5 years to 10 years. Some exemptions remain (e.g. partners of British citizens, EU Settlement Scheme applicants), and an “earned settlement” route may offer faster ILR, but details are pending.

Digital transformation: eVisas
From mid-2025, the Home Office has phased out physical Biometric Residence Permits (BRPs) in favour of eVisas.

• By April 2025, an estimated 300,000 visa holders still hadn’t registered their eVisa accounts, creating risks for re-entry or accessing services.
• Employers and landlords must now check eVisa status online, increasing compliance obligations.

Other indirect effects: sponsorship costs and compliance

• Certificate of Sponsorship (CoS) fees have increased by over 120%.
• Compliance checks on sponsors are stricter, with heavier penalties for breaches.
• Employers must plan for higher costs and administration across recruitment pipelines.

What should you be doing as an employer and/or worker?

Key takeaways

• From 22 July 2025, most RQF 3–5 roles (hospitality, social care, logistics, construction) were removed from Skilled Worker sponsorship.
• Salary thresholds have increased significantly, with no extended grace periods.
• Graduate visa length reduced to 18 months, affecting recruitment pipelines.
• ILR now proposed at 10 years, with debates ongoing in Parliament.
• English language rules tightened for applicants and dependents.
• eVisas have replaced physical BRPs, requiring digital compliance.
• Costs and compliance burdens for sponsors have risen sharply across sectors.