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The Skilled Worker Visa: A New Era?

This summer’s reforms to the Skilled Worker visa mark one of the most significant overhauls to the UK immigration system since Brexit. The new rules, effective from 22 July 2025, have major implications for employers and migrant workers across medium-skill sectors.

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Published 13 October 2025

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The Skilled Worker Visa: A New Era?

This summer, the UK government has introduced significant legal changes to the Skilled Worker visa route, marking one of the most substantial shifts to the immigration framework since the post-Brexit reforms. These updates, effective from 22 July 2025, have deep implications for both employers and migrant workers, particularly in medium-skill sectors that have historically relied on overseas recruitment. In this article, we examine the key changes, review the immediate effects since July, and consider what they could mean for the future of workforce planning in the UK.

Key Changes

  • Before 2020, Skilled Worker applicants were required to hold a qualification at Regulated Qualifications (RQF) Level 6, which is the equivalent to a bachelor’s degree. In 2020, this threshold was lowered to RQF Level 3 (roughly equivalent to A-levels or an Advanced Apprenticeship) as part of post-Brexit measures to adapt to the ending of free movement between the UK and EU.
  • The Labour government has since reversed this change. According to its stated objective of reducing reliance on migrant labour in low-wage sectors and encouraging migration into higher-skill roles, the minimum requirement is now back at RQF Level 6. The government cites concerns about exploitation of overseas recruits and the rapid rise in visa numbers.
  • This shift has dramatically reduced the list of eligible occupations – classified through the system of occupation codes – by approximately 180 roles. Notable professions that are no longer eligible to apply via the Skilled Worker route include counsellors, veterinary nurses, prison officers, police officers, farmers, medical and dental technicians, teaching assistants, finance officers, and care workers.
  • To mitigate the impact on individuals, the Home Office has confirmed that applicants already in the UK working on Skilled Worker visas in roles that are no longer eligible may continue under their existing sponsorship.
  • Transitional safeguards for businesses and industries have also been introduced, allowing certain RQF 3–5 roles to remain temporarily eligible via an Interim Temporary Shortage List (TSL). The Interim TSL arrangement was introduced to address long-term workforce shortages, allowing occupations to remain eligible until 31 December 2026 to give employers time to adapt. However, the Migration Advisory Committee (MAC) released a report on 9 October 2025 providing further insight into the TSL- which they note is, somewhat confusingly, not actually ‘temporary’ – under which they recommend that occupations should remain on the list for a default period of three years. Additional recommendations, including whether current TSL occupations will be retained or expanded, as well as whether TSL roles may offer a pathway to settlement, are expected before the 31 December 2026 expiry date.
  • In addition, the Immigration Salary List (ISL), formerly known as the Shortage Occupation List, has provided concessions to the Skilled Worker eligibility criteria since 2008. For certain shortage roles, the ISL allows reduced minimum salaries – typically 80% of the usual threshold. Nevertheless, the ISL concessions are now also temporary, with occupations due for removal by 31 December 2026, signalling the winding down of the ISL and the continued tightening of the Skilled Worker visa route.

Salary Threshold Adjustments

  • Alongside changes to the number of eligible roles, the general Skilled Worker salary threshold has increased from £38,700 to £41,700 (or the ‘going rate’ for the job, whichever is higher).
  • Going rates for individual occupations have also been updated to reflect market norms. With increases typically around 10% for most roles, the financial effect is substantial – particularly for businesses sponsoring multiple employees.
  • This impact is further amplified by the immediacy of the changes: the new salary thresholds apply to all new Certificate of Sponsorship and visa applications, as well as to migrant workers applying for extensions or switching employers.

Reactions

  • As expected, industries that rely heavily on medium-skilled migrant workers – such as social care, hospitality, construction, and agriculture – have voiced strong criticism of the policy changes. The NHS and social care sector, in particular, warn that the new system has exacerbated existing labour shortages.
  • Legal experts have also raised concerns about ambiguities in the reforms. For instance, although transitional protections exist for current Skilled Worker visa holders, the details (such as duration and applicability) remain unclear, making compliance and workforce planning more difficult for both employers and employees.

Effects

  • The effects of the changes are already visible in the data. As of September 2025, only 2,700 Skilled Worker visas were issued – less than half the previous monthly average of 6,000 before 2024.
  • The number of eligible dependants (partners or children of main visa holders in roles not including those on the ISL or Interim TSL) is also expected to decline, reflecting the overall reduction in Skilled Workers in the UK. Combined with the government’s May 2025 White Paper proposals for dependants – to raise English language requirements and double the qualifying settlement period from five to ten years – the cumulative impact on Skilled Worker families is significant. These factors may make UK employment less appealing to skilled migrants, prompting some to seek other visa routes or consider relocating to countries with more flexible family policies.
  • However, new Skilled Worker visa applicants may find the revised salary frameworks more attractive, with updated ‘going rates’ for specific roles offering potential benefits.

Practical Next Steps for Employers

 We encourage you to get in touch if you would like guidance on these changes or advice on the steps employers should take when currently hiring, or planning to hire, Skilled Workers including to:

  • Review and prepare for the late 2026 withdrawal of ISL and Interim TSL roles.
  • Evaluate whether future roles can be upskilled to RQF Level 6.
  • Ensure all future Skilled Worker applications meet the updated salary thresholds.
  • Consider alternative UK visa routes, if necessary, to support your workforce needs.

Our Immigration Team has extensive expertise in this area and is ready to provide practical, tailored support to help your organisation navigate these changes with confidence. Contact them here. 

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Shorter Reads

The Skilled Worker Visa: A New Era?

This summer’s reforms to the Skilled Worker visa mark one of the most significant overhauls to the UK immigration system since Brexit. The new rules, effective from 22 July 2025, have major implications for employers and migrant workers across medium-skill sectors.

Published 13 October 2025

Associated sectors / services

  • Immigration

Authors

The Skilled Worker Visa: A New Era?

This summer, the UK government has introduced significant legal changes to the Skilled Worker visa route, marking one of the most substantial shifts to the immigration framework since the post-Brexit reforms. These updates, effective from 22 July 2025, have deep implications for both employers and migrant workers, particularly in medium-skill sectors that have historically relied on overseas recruitment. In this article, we examine the key changes, review the immediate effects since July, and consider what they could mean for the future of workforce planning in the UK.

Key Changes

  • Before 2020, Skilled Worker applicants were required to hold a qualification at Regulated Qualifications (RQF) Level 6, which is the equivalent to a bachelor’s degree. In 2020, this threshold was lowered to RQF Level 3 (roughly equivalent to A-levels or an Advanced Apprenticeship) as part of post-Brexit measures to adapt to the ending of free movement between the UK and EU.
  • The Labour government has since reversed this change. According to its stated objective of reducing reliance on migrant labour in low-wage sectors and encouraging migration into higher-skill roles, the minimum requirement is now back at RQF Level 6. The government cites concerns about exploitation of overseas recruits and the rapid rise in visa numbers.
  • This shift has dramatically reduced the list of eligible occupations – classified through the system of occupation codes – by approximately 180 roles. Notable professions that are no longer eligible to apply via the Skilled Worker route include counsellors, veterinary nurses, prison officers, police officers, farmers, medical and dental technicians, teaching assistants, finance officers, and care workers.
  • To mitigate the impact on individuals, the Home Office has confirmed that applicants already in the UK working on Skilled Worker visas in roles that are no longer eligible may continue under their existing sponsorship.
  • Transitional safeguards for businesses and industries have also been introduced, allowing certain RQF 3–5 roles to remain temporarily eligible via an Interim Temporary Shortage List (TSL). The Interim TSL arrangement was introduced to address long-term workforce shortages, allowing occupations to remain eligible until 31 December 2026 to give employers time to adapt. However, the Migration Advisory Committee (MAC) released a report on 9 October 2025 providing further insight into the TSL- which they note is, somewhat confusingly, not actually ‘temporary’ – under which they recommend that occupations should remain on the list for a default period of three years. Additional recommendations, including whether current TSL occupations will be retained or expanded, as well as whether TSL roles may offer a pathway to settlement, are expected before the 31 December 2026 expiry date.
  • In addition, the Immigration Salary List (ISL), formerly known as the Shortage Occupation List, has provided concessions to the Skilled Worker eligibility criteria since 2008. For certain shortage roles, the ISL allows reduced minimum salaries – typically 80% of the usual threshold. Nevertheless, the ISL concessions are now also temporary, with occupations due for removal by 31 December 2026, signalling the winding down of the ISL and the continued tightening of the Skilled Worker visa route.

Salary Threshold Adjustments

  • Alongside changes to the number of eligible roles, the general Skilled Worker salary threshold has increased from £38,700 to £41,700 (or the ‘going rate’ for the job, whichever is higher).
  • Going rates for individual occupations have also been updated to reflect market norms. With increases typically around 10% for most roles, the financial effect is substantial – particularly for businesses sponsoring multiple employees.
  • This impact is further amplified by the immediacy of the changes: the new salary thresholds apply to all new Certificate of Sponsorship and visa applications, as well as to migrant workers applying for extensions or switching employers.

Reactions

  • As expected, industries that rely heavily on medium-skilled migrant workers – such as social care, hospitality, construction, and agriculture – have voiced strong criticism of the policy changes. The NHS and social care sector, in particular, warn that the new system has exacerbated existing labour shortages.
  • Legal experts have also raised concerns about ambiguities in the reforms. For instance, although transitional protections exist for current Skilled Worker visa holders, the details (such as duration and applicability) remain unclear, making compliance and workforce planning more difficult for both employers and employees.

Effects

  • The effects of the changes are already visible in the data. As of September 2025, only 2,700 Skilled Worker visas were issued – less than half the previous monthly average of 6,000 before 2024.
  • The number of eligible dependants (partners or children of main visa holders in roles not including those on the ISL or Interim TSL) is also expected to decline, reflecting the overall reduction in Skilled Workers in the UK. Combined with the government’s May 2025 White Paper proposals for dependants – to raise English language requirements and double the qualifying settlement period from five to ten years – the cumulative impact on Skilled Worker families is significant. These factors may make UK employment less appealing to skilled migrants, prompting some to seek other visa routes or consider relocating to countries with more flexible family policies.
  • However, new Skilled Worker visa applicants may find the revised salary frameworks more attractive, with updated ‘going rates’ for specific roles offering potential benefits.

Practical Next Steps for Employers

 We encourage you to get in touch if you would like guidance on these changes or advice on the steps employers should take when currently hiring, or planning to hire, Skilled Workers including to:

  • Review and prepare for the late 2026 withdrawal of ISL and Interim TSL roles.
  • Evaluate whether future roles can be upskilled to RQF Level 6.
  • Ensure all future Skilled Worker applications meet the updated salary thresholds.
  • Consider alternative UK visa routes, if necessary, to support your workforce needs.

Our Immigration Team has extensive expertise in this area and is ready to provide practical, tailored support to help your organisation navigate these changes with confidence. Contact them here. 

Associated sectors / services

  • Immigration

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