UK Immigration Rule Changes July 2025: Key Updates for Employers and Applicants

On 1 July 2025, the Home Office published a Statement of Changes to the Immigration Rules (HC 997), marking the first wave of implementation following the UK government's Immigration White Paper. These changes will take effect from 22 July 2025 and reflect a fundamental shift toward a more restrictive, higher-skilled immigration system. Further reforms are expected later this year.

Below is a breakdown of what’s changing and, more importantly, why it matters for employers and visa applicants.

Skills Threshold Raised to Degree Level (RQF Level 6)

What’s Changing

Most new Skilled Worker roles must now be at RQF Level 6 or above (degree level). Sponsorship for jobs below this level will only be allowed in limited cases via the Immigration Salary List or the Temporary Shortage List (TSL).

Why It Matters:

Employers relying on sponsorship for RQF Level 3–5 roles (e.g. technicians, administrative roles, care assistants) must act quickly. You can still sponsor at these lower skill levels if the CoS is assigned before 22 July. After that, such roles will generally no longer qualify—unless they fall under the limited exceptions.

Reommedated Actions:

• Review any pending hires in roles below RQF Level 6
• Assign CoS by 21 July 2025 wherever possible (remember you can post date the work start date by up to 3 months)
• Plan workforce strategy assuming tighter restrictions from 22 July onwards

New Minimum Salary Thresholds

What’s Changing:

New salary thresholds apply from 22 July:

Note: The Health and Care Visa threshold remains £25,000.

In addition to the above, most occupation-specific ‘going rates’ under the relevant SOC codes have also increased. As a reminder, the minimum salary requirement is whichever is higher: the applicable salary threshold or the role’s going rate (after factoring in any permitted reductions, such as those for new entrants or relevant PhD qualifications).

Lower salary thresholds and going rates will continue to apply for those whose Certificates of Sponsorship (CoS) were assigned before the previous increases came into effect on 4 April 2025.

Why It Matters:

The latest salary increases add significant cost pressure to employers, especially when combined with the raised skill threshold and reduced eligibility for some dependants. However, there is a key distinction: workers whose CoS was assigned before 4 April 2025 can still rely on the lower thresholds and going rates when changing sponsor or extending. Employers must carefully track assignment dates and ensure internal teams understand which salary rules apply to which workers. Failing to apply the correct salary rule could lead to visa refusals, delays, or costly corrections.

Reommedated Actions:

• Re-budget for upcoming hires and renewals
• Reassess salary levels in projects, secondments, and internal promotions
• Ensure salary meets the higher of the new general threshold or the occupation-specific going rate

Temporary Shortage List (TSL) Introduced

What’s Changing:

A new Temporary Shortage List includes 52 roles at RQF Level 3–5 deemed critical under the UK's industrial strategy. It will replace the current Immigration Salary List. 

These roles can still be sponsored after 22 July, but:

• No salary or visa fee discounts apply
• No dependants are allowed
• The list is time-limited, currently until 31 December 2026 but can be withdrawn at any time.

The MAC will shortly undertake a full review of the TSL, so we should expect updates over the coming months.

Why It Matters:

TSL roles may offer a short-term solution, but access is conditional and under review. A long-term UK workforce plan for both individual businesses and sectors should be a priority. 

Reommedated Actions:

• Identify if your roles fall under the TSL
• Develop UK-based training or hiring plans
• Be aware that access to these roles may be removed

New Limits on Dependants for Lower-Skilled Roles

What’s Changing:

From 22 July, workers sponsored under RQF Level 3–5 roles (on the TSL or Immigration Salary List) cannot bring dependants.

Why It Matters:

This could significantly deter applicants from accepting job offers, especially in family-centric cultures or lower-paid roles.

Reommedated Actions:

• Assign CoS before 22 July to retain dependant rights  (remember you can post date the work start date by up to 3 months)
• Flag the change to HR and recruitment teams
• Prepare for reduced candidate interest post-22 July if roles are affected

Removal of Care Workers and Senior Care Workers from Skilled Worker Route

What’s Changing:
From 22 July 2025:

• SOC 6135 (Care Workers) and SOC 6136 (Senior Care Workers) will be removed from the list of eligible occupations
• No new out-of-country CoS can be issued for these roles
• In-country switching will still be allowed until July 2028, only if
  • The worker is already employed by the sponsor for 3+ months (e.g. on a Graduate or Dependant visa); or
  • The worker is switching from another sponsor within SOC 6135/6136

The Care Worker Recruitment Requirement (to recruit from a displaced worker pool first) is removed for CoS assigned from 22 July 2025.

Why It Matters:

This is a major blow to the care sector, cutting off a critical pipeline of workers from overseas. Employers must urgently evaluate retention strategies and internal training options.

Action:

• Switch eligible in-country workers before July 2028
• Assign CoS before 22 July for any candidates idenified outside of the UK (remember you can post date the work start date by up to 3 months)
• Do not plan for new overseas recruitment in these roles
• Re-align hiring strategy to other workforce pipelines

More Changes Still to Come

The following reforms were announced in the Immigration White Paper but are not yet included in this Statement of Changes. They are expected later this year:

• Raising the Immigration Skills Charge
• Extending ILR qualifying period from 5 to 10 years
• Raising English language requirements and extending to dependants
• A new family migration framework

Final Thoughts

These changes mark a major tightening of the UK's immigration system, especially for employers relying on lower-skilled or mid-skilled roles. Advance planning and budgeting is now more important than ever. Delays in assigning CoS or adjusting salaries could make the difference between visa success and rejection.