Statement of Changes March 2026 HC 1691
On 5 March 2026, the Home Secretary laid before Parliament a new Statement of Changes to the Immigration Rules (HC 1691). The statement introduces amendments across a wide range of immigration routes, including several work visa categories, asylum procedures, visitor requirements and protection routes.
The changes take effect on different dates between March 2026 and March 2027. Some provisions came into force immediately on 5 March 2026, while others apply from 26 March 2026 or 8 April 2026. Certain settlement-related reforms are scheduled for implementation in March 2027.
For employers that sponsor overseas workers, the most relevant reforms include new payroll compliance rules for the Skilled Worker route, nationality-based visa restrictions affecting certain applications, adjustments to Global Business Mobility routes and a future increase in the English language requirement for settlement.
The sections below focus on the provisions within HC 1691 that have practical relevance for businesses, HR teams and sponsor licence holders.
Skilled Worker payroll compliance rule
A new Skilled Worker provision, paragraph SW 14.3B, has been inserted into Appendix Skilled Worker. The rule introduces a requirement for sponsors to ensure that the salary paid to a sponsored worker meets the relevant threshold within defined pay periods, rather than relying solely on the annual salary figure recorded on the Certificate of Sponsorship. The new provisions are effective from 8 April 2026.
The rule requires that:
- salary paid in each pay period equals or exceeds the going rate for the hours worked in that period
- where the worker is paid monthly or less frequently, the salary over any three-month period is at least one quarter of the required annual salary
- where the worker is paid more frequently, the salary paid over any 12-week period equals at least 12/52 of the required annual salary
- where working hours fluctuate, salary may be assessed over a 17-week period provided the sponsor confirms the working pattern
The Home Office will now be able to assess whether sponsored workers are paid correctly within shorter payroll periods rather than reviewing annualised salary figures alone.
Sponsors should review payroll systems and internal monitoring processes to ensure that payments remain compliant across individual pay cycles. Variations in working hours, deductions or payroll timing errors could create compliance issues even where the annual salary appears correct.
Nationality restrictions under the “visa brake”
HC 1691 also introduces nationality-based restrictions affecting certain visa applications. These provisions form part of what the government has described as a “visa brake” mechanism intended to respond to patterns of asylum claims made by individuals who entered the UK using visa routes. The changes affect both the Student route and the Skilled Worker route from 26 March 2026.
Under amendments to Appendix Student, entry clearance applications cannot be made by nationals of the following countries:
- Afghanistan
- Cameroon
- Myanmar
- Sudan
A separate amendment to Appendix Skilled Worker prevents nationals of Afghanistan from applying for entry clearance as Skilled Workers.
The restrictions apply only to entry clearance applications made from outside the UK. Applications submitted before the implementation date are not affected.
Under the new visa brake, recruiting workers from affected nationalities may still be possible where the individual is already in the UK and eligible to switch immigration routes. Recruitment from overseas under the relevant routes will however be restricted for those nationalities.
The government has indicated that the visa brake is intended to operate as a temporary control mechanism and will be reviewed periodically.
Global Business Mobility route changes
HC 1691 also introduces amendments to the Global Business Mobility visa framework, specifically affecting the Service Supplier route and the Secondment Worker route.
Under amendments linked to the UK-India Comprehensive Economic and Trade Agreement, certain Indian nationals using the Service Supplier route may be granted permission to stay in the UK for up to 12 months where the services being delivered fall within commitments under the trade agreement.
The Statement also reduces the required overseas employment period for Secondment Worker applicants. Previously, applicants needed to have worked for their overseas employer for at least 12 months before being assigned to the UK. The amended rules reduce this requirement to six months.
The reduction in the overseas employment threshold is intended to provide greater flexibility for multinational businesses delivering contracts in the UK. Organisations that use the Secondment Worker route may therefore be able to mobilise personnel more quickly when deploying staff to UK-based projects.
Expansion of the Global Talent visa
HC 1691 expands the Global Talent visa by introducing a new endorsement pathway for the design sector. The new provisions allow individuals working in the field of design to apply for endorsement where they can demonstrate recognition as exceptional talent or exceptional promise in the sector.
Applicants seeking endorsement under the design pathway will need to show evidence of professional activity and international recognition in their field. This may include media coverage, exhibitions, professional publications or international awards.
The rules require applicants to provide a curriculum vitae outlining their professional career and letters of recommendation from recognised organisations within the design industry.
The intention of the change is to widen the scope of the Global Talent route so that leading professionals within the design industry can relocate to the UK more easily.
Separate amendments within the same Statement also simplify aspects of the fast-track pathway for researchers working in academic or innovation roles, clarifying the eligibility criteria for certain research appointments.
Higher English language requirement for settlement
HC 1691 introduces a future increase in the English language requirement for settlement applications across a number of immigration routes.
At present, many settlement routes require applicants to demonstrate English language ability at level B1 on the Common European Framework of Reference for Languages (CEFR). Under the new rules, the required level will increase to B2.
The higher requirement will apply to settlement applications made on or after 26 March 2027.
The reform affects a wide range of immigration routes that lead to settlement, including the Skilled Worker route, Global Talent visa, Scale-up route, Innovator Founder visa and UK Ancestry route.
For employers sponsoring overseas workers, the change does not affect visa applications or sponsorship requirements in the short term. However, individuals planning to apply for settlement in the UK after March 2027 may need to prepare for a higher level English language test unless they qualify for an exemption.
The change forms part of a broader policy objective to strengthen English language requirements for long-term settlement in the UK.
DMS Perspective
The March 2026 Statement of Changes continues a pattern of previous, recent immigration reforms. The Home Office is placing greater emphasis on how sponsorship operates in practice rather than relying solely on formal visa criteria.
For employers, the immediate focus should be on the new Skilled Worker salary rule. As UKVI will now be assessing sponsored worker salary across defined pay periods (rather than relying on the annual salary stated on the CoS), payroll processes will become an immigration compliance issue.
New nationality restrictions through the visa brake are also indicative of the government pursuing more direct intervention in visa routes where ministers believe asylum pressures are connected to lawful entry routes. It’s an approach that will introduce a degree of recruitment uncertainty for employers relying on overseas hiring from particular countries.
The increase in the English language requirement for settlement from 2027 will also affect longer-term workforce planning. Workers expecting to remain in the UK permanently may need additional preparation to meet the higher language standard.
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