The Home Office has confirmed that the English language requirement for certain work visa routes will be increased to B2 (A-Level equivalent) standard from 1 January 2026.
Changes to Migrants’ English Language Requirement
Under the revised rules, a higher standard of B2 under the Common European Framework of Reference for Languages (CEFR) will become mandatory, compared with the current B1 level, (GCSE equivalent). 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.
Dependants of these work visa holders are not affected by this change, but it is expected they will be required to prove B1 level English (which is GCSE equivalent) in the near future. Currently, there is no language requirement on work visa dependants.
Current English Language Rules
Under the current Immigration Rules, the English language requirement applies differently depending on the visa route. The standard of English and how it is tested varies between work, family and settlement applications.
Work visas
Most applicants under the Skilled Worker visa, including those on the Health and Care route, must currently demonstrate their ability to read, write, speak and understand English to at least B1 level on the Common European Framework of Reference for Languages (CEFR). The same standard applies to applicants under the Scale-up and High Potential Individual routes until the new rules take effect.
Applicants can meet this requirement by passing a Secure English Language Test (SELT) with a Home Office-approved provider, by holding a degree taught or researched in English or by being a national of a majority English-speaking country. Some individuals are exempt, including those under 18, over 65 or with a physical or mental condition preventing them from meeting the requirement.
Temporary work routes such as the International Agreement Worker visa also apply the B1 requirement for reading, writing, speaking and listening.
Family visas
For family and partner visa applicants under Appendix FM, the English requirement is lower. Those applying for the first time as a partner or spouse have to demonstrate A1 level English in speaking and listening. When extending a partner visa, the requirement increases to A2 level.
For settlement (ILR) applications under the family route, the standard rises to B1 level in speaking and listening, in line with indefinite leave to remain requirements. Some routes, such as the
Adult Dependant Relative or certain child routes, do not impose an English language test at the initial application stage.
Applicants can meet the family visa requirement through a SELT, an accepted academic qualification taught in English, or proof of nationality from a recognised English-speaking country.
Settlement and other applications
For indefinite leave to remain, applicants aged between 18 and 64 are required to meet B1 English and pass the Life in the UK Test. Exemptions apply for those under 18, over 65, or unable to meet the requirement due to disability or exceptional circumstances.
Some long-residence and private life applicants can apply for settlement with lower English standards, for example at A2 level, depending on their route and length of residence.
In all cases, the Home Office accepts a range of evidence to prove English language ability, but a Secure English Language Test remains the most common method for work and family visas.
The current rules therefore set B1 as the benchmark for most work routes, A1 or A2 for family visas, and B1 for settlement.
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.
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. 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.
Next Steps for Employers
Those who act early will manage the transition most effectively. 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. Good communication 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.
Need Assistance?
Alongside the language shift, the government also confirmed other tied measures in its latest Immigration Statement of Changes HC 1333, including the post-study stay period for graduates reduction to 18 months (from two years) effective January 2027.
The Immigration Skills Charge (ISC) is also set to rise by 32 percent under separate legislation forming part of the Plan for Change reforms, rather than within HC 1333 itself.
Employers will need to stay alert to further changes to ensure recruitment policies remain compliant and competitive as the wider immigration reforms continue to roll out. The government has signalled that the higher English threshold could eventually apply across more visa categories, including dependant routes. To discuss the impact of these new rules on your organisation, its international recruitment and sponsorship compliance, contact us.
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.
