The Labour Government has released a landmark White Paper titled Restoring Control Over the Immigration System, which sets out a wide-ranging reform agenda aimed at tackling net migration and reducing UK dependency on overseas labour.
The proposed changes have significant legal and operational implications for employers, sponsors, and visa holders.
It is important to note that these proposals remain under Parliamentary consideration and there are currently no definitive timelines for when these changes will take effect. However, the direction is clear: higher thresholds, stricter compliance, and greater emphasis on workforce self-sufficiency. We outline below the key proposals and what businesses should begin preparing for.
Tighter Skilled Worker criteria
The most immediate challenge will be the reclassification of eligible roles under the Skilled Worker visa route.
The minimum skills threshold is set to rise from RQF Level 3 (A-level equivalent) to RQF Level 6 (degree level), which will exclude a number of roles currently eligible under the route – notably in hospitality and transport, such as chefs and seafarers. Existing visa holders may continue under current terms, but new applicants and switchers must meet the updated criteria.
Salary thresholds will also increase (currently £38,700), and the Immigration Salary List (formerly the Shortage Occupation list) will be abolished. In its place, a new Temporary Shortage List (TSL) will be introduced for lower-skilled roles, but only where sectors can demonstrate workforce planning and secure Migration Advisory Committee (MAC) approval.
Skilled Worker English language requirements will also be raised from CEFR B1 to B2. Adult dependants are to meet A1 level, progressing to A2 (visa extension) and B2 (settlement).
For the care sector, changes will be even more acute. Overseas recruitment for social care roles will be phased out. While existing visa holders will retain limited rights to extend or switch in-country until 2028, no new care worker visas will be issued.
Linking immigration to workforce planning
Employers should also expect closer scrutiny of recruitment practices and labour planning.
A Labour Market Evidence Group (LMEG) will be created, with the aim to align immigration policy with domestic upskilling strategies. Key sectors reliant on migrant workers (e.g., construction, care) must publish and comply with workforce plans.
The Immigration Skills Charge is also set to rise by 32% to align with inflation rates and to support UK training initiatives.
Sponsorship reforms and worker protections
The Government has emphasised that it aims to reform the sponsorship system, placing greater accountability on employers and sponsors.
Key proposals include enabling sponsored workers to change employers more easily reducing dependency and exploitation risks. Domestic worker visa routes are also under review due to ongoing abuse and modern slavery concerns.
Talent and innovation routes
On a more positive note, the Global Talent visa will be expanded, particularly for high-growth sectors such as AI, life sciences, and innovation. Caps on overseas business transfers will also be doubled, aiming to attract investment into the UK.
Student visa sponsorship and post-study work changes
Reforms to the Student visa route will increase compliance expectations for educational sponsors.
Institutions must meet higher compliance thresholds on the Basic Compliance Assessment (BCA), with:
- Pass marks increased by 5%.
- A new Red/Amber/Green rating for all sponsors.
- Mandatory participation in the Agent Quality Framework for using recruitment agents.
The proposals also include shortening the Graduate visa route from 2 years to 18 months and introducing a levy on higher education provider income from international students, to be reinvested into the higher education and skills system.
Technology-driven compliance: eVisas, ETAs and Border Control
The full rollout of eVisas and Electronic Travel Authorisations (ETAs) will enable automated checks, expiry alerts, and real-time monitoring.
The Border Security and Asylum Bill currently passing through Parliament will increase civil penalties for illegal working and broaden compliance obligations for banks and financial institutions.
For sponsors, this means keeping digital systems up to date and ensuring personnel files, right to work checks and visa records are accurate and audit-ready.
Settlement and family changes
A new family migration policy will introduce:
- Clear relationship and income thresholds.
- Mandatory English language skills for adult dependants.
- Tightened suitability rules.
Furthermore, a formal Article 8 ‘exceptional circumstances’ framework has been proposed, to limit abuse of human rights claims.
A new “Earned Settlement” model will increase the standard Indefinite Leave to Remain qualifying period from 5 to 10 years for most applicants. However, a fast-track option may be available for “high-contributing” migrants, subject to MAC-reviewed criteria which has yet to be detailed. A parallel “Earned Citizenship” model will follow, with a reformed Life in the UK test and a points-based path to naturalisation.
What employers should do now
In light of these proposed changes, it will be important for employers and sponsors to:
- Audit current Skilled Worker pipelines: Expedite applications under existing rules where possible, especially for lower skilled roles below RQF Level 6 (degree level).
- Review sponsorship and recruitment policies: Prepare for higher skill and salary thresholds and increased scrutiny when recruiting from overseas. Anticipate limits on lower-skilled visas and rising competition for UK-based talent.
- Mitigate retention risks: Review onboarding and employment practices to be sure to retain visa holders who may soon be able to switch employers more easily. Employers may have to increase salaries or provide additional benefits to stay competitive within the market.
- Engage with workforce planning: Particularly in sectors flagged for reform – such as care, hospitality, and construction. Expedite any overseas recruitment plans for your business.
- Strengthen compliance systems: Get ready for eVisa integration and sponsorship changes. Prepare for more rigorous sponsor audits by keeping up to date with sponsorship duties like right to work checks. Consider the risk of licence suspension or revocation for non-compliance, especially around worker exploitation or improper use of visa routes.
- Support international staff: Consider the employee relations impact of longer settlement timelines and tighter family rules for existing staff, particularly by applying on time for employees who are eligible for settlement.
How we can help
If you have questions on how these changes may affect your business or require support with strategy, compliance or sponsorship, please contact our Immigration team.
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