The Home Office has confirmed that the English language requirement for certain work visa routes will be increased to A’ Level Standard from January 2026.
English Language: New A Level Standard for Some UK Work Visas
Under the revised rules, a higher standard of B2 under the Common European Framework of Reference for Languages will become mandatory, compared with the current B1 level, effectively raising the bar for linguistic competence in the UK immigration regime. The change initially applies to the Skilled Worker, High Potential Individual (HPI), and Scale-up visa routes.
The new legislative changes mean those applying under key work visa routes will need to meet an A-Level standard of English across speaking, listening, reading and writing. The Secure English Language Test (SELT) must be taken via a Home Office-approved provider, and results will be verified as part of the visa application process.
Alongside the language shift, the government also confirmed other tied measures in its latest Immigration Statement of Changes HC 1333. The Immigration Skills Charge (ISC) will increase by 32%, and the post-study stay period for graduates will be reduced to 18 months (from two years) effective January 2027. These changes form part of the government’s wider “Plan for Change” reforms, building on proposals in the immigration white paper, and signal a stricter gatekeeping approach to migration.
DMS Perpective
Government analysis suggests the higher English language threshold will reduce annual work visa numbers by somewhere between 1,500 and 4,000 people. In practice, however, we expect the impact to be relatively modest. Most applicants under the Skilled Worker, Scale-up and High Potential Individual routes already meet or exceed B2-level English, particularly in roles requiring client contact, technical collaboration or professional qualifications.
It’s no leap then to surmise that the change is probably less about dramatically reducing migration and more about drawing a firmer line around who qualifies. By this, we mean it is likely to function as a filter in marginal cases or, more cynically, as a political signal rather than a genuine reshaping of the labour market.
Still, the operational impact for employers will be real. The higher bar introduces an additional layer of verification, an increased risk of last-minute ineligibility and longer recruitment timelines if English test evidence is not ready when sponsorship decisions are made.
Sectors most affected will be those relying on mid-skilled or operational roles where English fluency is useful but not essential for daily tasks. Care, transport, facilities, maintenance and certain technical roles could see smaller international candidate pools, forcing employers to decide whether to invest in English language upskilling or to pivot towards domestic recruitment.
At the same time, rising costs from the increased Immigration Skills Charge and the shorter post-study work period will add pressure, especially for employers who have relied on graduate pipelines or entry-level sponsorship to fill skills gaps.
From a compliance perspective, HR and recruitment teams will need to ensure all new applications in the affected routes include valid B2-level English evidence from an approved provider. Internal policies, offer templates and candidate communications should be reviewed and updated accordingly. Employers should also verify that their compliance workflows capture English test verification and record-keeping to avoid technical refusals. The goal is to anticipate friction before it happens — building in time for testing, setting clear expectations for candidates, and embedding the new rules within recruitment systems.
For many organisations, this change will also reshape how international recruitment is planned and justified. Hiring managers should work closely with HR and immigration teams to determine which roles genuinely require overseas sponsorship and where domestic talent development might be a better long-term investment. In some sectors, the reform may raise standards by ensuring a higher level of English proficiency in the workforce. In others, it could create unnecessary barriers for capable candidates who fall short on formal testing but could otherwise perform effectively.
Employers should also consider the cumulative impact of these reforms. The higher English requirement, the ISC rise and the shorter graduate stay collectively signal a more restrictive and cost-intensive immigration environment. Each change reinforces the government’s expectation that employers build domestic skills capacity rather than rely on long-term migration. The direction of policy is consistent: overseas recruitment should support, not substitute, the UK workforce.
Those who act early will manage the transition most effectively. Employers that carry out workforce impact assessments, refresh sponsorship processes, and communicate clearly with hiring teams will reduce risk and maintain recruitment agility. Collaboration through trade bodies or sector networks will also strengthen collective evidence for future MAC consultations. Whether or not the new English standard significantly changes visa volumes, it adds a new compliance and reputational dimension to overseas hiring — and those who plan ahead will be better positioned to stay both compliant and competitive.
Next Steps for Employers
Employers should now review their candidate pipelines and role eligibility in light of the higher English language requirement. Start by auditing all roles that are currently sponsored, or that you expect to sponsor, under the Skilled Worker, High Potential Individual or Scale up routes. Identify any existing or prospective candidates who meet the current B1 level but may fall short of the new B2 standard. For those candidates already in process, consider whether to support them through language training or to refocus recruitment efforts on individuals who already meet the new benchmark.
Recruitment, HR and immigration procedures will also need updating. Job adverts, offer letters, candidate communications and internal policy documents should now reference the new English requirement. Within immigration compliance processes, confirm that test results are obtained from Home Office-approved providers and remain valid at the point of visa submission. Clear, up-to-date messaging at each stage of recruitment will reduce delays and the risk of refused applications.
Where possible, employers should plan transitional support for affected candidates. Offering language training, test preparation or access to approved providers can help retain skilled talent already in the pipeline. At the same time, budgets should be reviewed to reflect the higher Immigration Skills Charge and other cost adjustments introduced alongside the English reform. Graduate recruitment strategies may also need to adapt to the shorter post-study stay period, as employers will have less time to convert international graduates into longer-term sponsored roles.
Finally, employers should stay alert to further changes. The government has signalled that the higher English threshold could eventually apply across more visa categories, including dependant routes. Regularly reviewing updates from the Home Office and the Migration Advisory Committee will help ensure that recruitment policies remain compliant and competitive as the wider immigration reforms continue to roll out.
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Author
Founder and Managing Director Anne Morris is a fully qualified solicitor and trusted adviser to large corporates through to SMEs, providing strategic immigration and global mobility advice to support employers with UK operations to meet their workforce needs through corporate immigration.
She is recognised by Legal 500 and Chambers as a legal expert and delivers Board-level advice on business migration and compliance risk management as well as overseeing the firm’s development of new client propositions and delivery of cost and time efficient processing of applications.
Anne is an active public speaker, immigration commentator, and immigration policy contributor and regularly hosts training sessions for employers and HR professionals.
