UK Skilled Worker Visa Changes 2025

In July 2025, the UK government implemented substantial changes to the Skilled Worker visa route as part of a broader immigration strategy first outlined in the May 2025 Immigration White Paper. The updated rules took effect on 22 July 2025 and include significantly higher salary thresholds, a narrower list of eligible occupations and a renewed focus on high-skilled recruitment.

The revised Immigration Rules raise the general salary threshold for new Skilled Worker visa applicants to £41,700, increasing the previous rate of £38,700. In addition to this, over 100 roles previously considered medium-skilled have been removed from the list of eligible occupations, effectively excluding them from sponsorship under the Skilled Worker route. Of note, care workers can no longer be sponsored …

Occupations removed include various roles across sectors such as hospitality, logistics and manufacturing. The changes also affect going rate calculations, transitional provisions and allowances for new entrants, resulting in a substantially narrower route for employers seeking to hire from overseas.

The changes impact what are already complex aspects of Skilled Worker visa sponsorship. Employers in the UK now face a narrower Skilled Worker route and higher compliance obligations. Workforce planning strategies will have to be reviewed and adapted to align with the revised thresholds and eligibility rules.

To understand how the changes affect your organisation – from individual visa applications to strategic overseas recruitment planning, speak to our UK visa specialists.

 

Section A: Overview of Skilled Worker Visa Changes 2025

 

The UK government’s 2025 immigration reforms introduced a series of rule changes that significantly reshape the Skilled Worker visa route, designed to focus sponsorship on higher‑skilled and higher-paid roles.

The following is an overview of the main policy changes to the Skilled Worker route in 2025.

 

1. Skill Level Raised to RQF 6

 

The Skilled Worker visa now requires roles to be at Regulated Qualifications Framework (RQF) level 6, which corresponds to bachelor’s degree level. Under the previous system roles at RQF 3 (A‑level) and above were eligible.

The uplift removes more than 100 previously eligible medium-skill occupations from the route, including roles in construction, logistics, health and social care and manufacturing.

Applicants must now be sponsored for a role recognised as RQF Level 6 or above, as defined in the updated Appendix Skilled Occupations.

Transitional arrangements allow existing Skilled Worker visa holders in RQF 3–5 occupations to extend or switch within the route until 22 July 2028, provided their original Certificate of Sponsorship (CoS) was issued before 4 April 2024. However, employers may no longer sponsor new applicants in RQF 3–5 occupations unless the role appears on the Temporary Shortage List.

 

2. Higher Salary Thresholds

 

Skilled Worker visa salary requirements have been revised. The general salary threshold for new Skilled Worker applicants has increased from £38,700 to £41,700.

For those who qualify as new entrants (typically younger applicants or those switching from student visas), the minimum salary is now £33,400.

A transitional rate of £31,300 remains in place for workers sponsored before April 2024, subject to continued eligibility.

Employers must pay whichever is higher: the relevant general threshold, new entrant rate or transitional threshold, or the applicable percentage of the relevant going rate for the role.

The updated salary requirements apply to both new applications and extensions and must be met in full to qualify for sponsorship.

The Health and Care Visa remains an exception, with national pay scales continuing to apply. Most eligible roles in the health sector now require salaries starting from £25,000.

 

3. Temporary Shortage List Introduced

 

To mitigate the immediate impact of the higher skill level, and the removal of RQF 3–5 roles from the route, the Home Office has introduced a Temporary Shortage List (TSL) as a time-limited concession. The list includes 52 occupations that may continue to be sponsored at RQF Levels 3–5 until 31 December 2026, although this date may be brought forward for specific roles at the government’s discretion.

While these roles remain sponsorable under the Skilled Worker route, applicants must still meet the specified salary threshold for the role.

Also, workers sponsored for TSL roles may not bring dependants to the UK.

Importantly, workers sponsored under the TSL or the Immigration Salary List cannot bring dependants to the UK. They are also excluded from salary and visa fee discounts. These limitations reflect the Home Office’s policy position that TSL sponsorship is a transitional concession, not a long-term route.

 

4. Closure of the Care Worker Route

 

Overseas recruitment of care workers and senior care workers has been closed. New applications from overseas care workers and senior care workers (SOC codes 6135 for care workers and home carers and 6136 for senior care workers) can no longer be made under the Skilled Worker route.

While new sponsorship of overseas care workers is no longer permitted, individuals already in the UK under these SOC codes may continue to extend their visas or switch to other eligible routes until 22 July 2028, provided certain conditions are met.

The Health and Care visa remains open for higher-skilled health occupations including nurses, paramedics, radiographers and social workers. However, sponsorship is now limited to roles classified at RQF Level 6 or above.

 

6. Summary

 

The 2025 reforms represent a major change to the UK’s work visa system. The Skilled Worker route now focuses on higher-skilled, higher-paid roles and many occupations previously eligible for sponsorship no longer qualify.

Employers have been given very little time to familiarise themselves with the new skill and salary thresholds, understand the limited scope of the Temporary Shortage List and take action to adapt and comply.

 

Section B: Changes to Care Worker Visa Rules

 

The 2025 immigration reforms introduced sector-specific changes for health and social care. These adjustments are aligned with government aims to reduce dependency on overseas recruitment for lower-paid care roles while maintaining sponsorship for select higher-skilled healthcare occupations. This section outlines the closure of the care worker route, the roles that remain eligible for sponsorship, and the transitional arrangements in place for existing visa holders.

 

1. Closure of the Overseas Care Worker Route

 

As of 22 July 2025, employers can no longer sponsor overseas applicants for care worker (SOC 6135) and senior care worker (SOC 6136) roles. These jobs, which previously formed the largest part of the Health and Care Visa route, have now been removed from eligibility for new applications. The policy reflects the Home Office’s objective to prioritise domestic workforce development in adult social care and reduce the number of overseas care worker recruits.

Employers who relied heavily on international recruitment must now adapt their strategies to meet future staffing needs through UK-based hiring and training initiatives.

 

2. Roles That Remain Eligible

 

Despite the closure of the care worker route, several healthcare roles remain eligible for sponsorship. These include:

– Residential, day and domiciliary care managers and proprietors (SOC 1232)
– Laboratory technicians with a minimum of three years’ experience (SOC 3111)
– Pharmaceutical technicians (SOC 3212)
– Nursing auxiliaries and assistants (SOC 6131)

These occupations appear on the Immigration Salary List and must meet salary thresholds of at least £25,000 or the going rate for the occupation, whichever is higher. While SOC 6135 and 6136 still appear on the list, they are not open to new overseas applicants. They are only relevant for in-country switching and extensions under transitional arrangements.

 

3. Transitional Provisions for Existing Care Workers

 

Care workers and senior care workers already in the UK before 22 July 2025 are not required to leave the country immediately. These individuals can continue working, extend their visas or switch into other eligible roles until 22 July 2028. After that date, extensions and switching under these roles will no longer be permitted.

Employers should ensure that any upcoming applications for extensions or changes of employment meet the updated salary thresholds. They must also begin preparing for the full closure of these occupations from the sponsorship system.

 

4. Summary

 

The closure of the overseas care worker route marks a significant change in how the UK manages recruitment for adult social care. While several skilled roles remain eligible under the Health and Care Visa, the window for supporting existing care workers is closing. Employers must adapt to a system that increasingly emphasises domestic hiring, plan for the end of transitional provisions by July 2028 and meet the latest salary and role requirements for sponsorship.

 

Section C: Impact of the Skilled Worker Changes 2025

 

The UK’s 2025 immigration reforms have reshaped the Skilled Worker route in ways that directly affect both employers and migrant workers. Employers now face tighter job eligibility criteria, increased compliance obligations and greater costs. At the same time, migrants encounter higher salary thresholds, reduced access to sponsorship for medium-skilled roles and growing reliance on digital systems. This section outlines the main implications for each group and summarises the combined effects of the changes.

 

1. Impact on Employers

 

The 2025 reforms narrow the Skilled Worker route to jobs at RQF Level 6 or roles listed on the Immigration Salary List or Temporary Shortage List, removing more than one hundred medium-skill occupations from sponsorship. Most roles must now meet or exceed a salary threshold of £41,700, with only limited exceptions for new entrants or workers under transitional rules. These updates increase labour costs and reduce flexibility in international recruitment.

Employers are also subject to stricter administrative rules. Certificates of Sponsorship must be assigned before 22 July 2025 to benefit from the previous thresholds. Defined certificates must be issued within ninety days of allocation. The Home Office now treats Persons with Significant Control as sponsors and requires at least one Level 1 user to be a director, employee or partner with settled status.

The reforms prohibit employers from recovering licence or CoS fees from sponsored workers for assignments issued after 31 December 2024. Misuse of sponsor licences for private household employment is explicitly banned. In addition, employers must now accommodate new systems such as eVisas and Electronic Travel Authorisations, which require updates to HR processes, training and documentation.

 

2. Impact on Workers

 

Workers now face higher entry barriers under the Skilled Worker route. The requirement for roles to be at RQF Level 6 excludes many positions that were previously open to those with A-level or diploma qualifications. The increased salary thresholds mean applicants must now secure higher-paid jobs, with many roles demanding salaries above the general threshold to meet the occupation-specific going rates.

Sponsorship remains possible for some medium-skilled jobs listed on the Temporary Shortage List or Immigration Salary List, but workers in these roles are no longer permitted to bring dependants. Care workers and senior care workers can no longer be recruited from overseas, although those already in the route may extend or switch visas until 22 July 2028.

Workers already sponsored under the Skilled Worker route before 22 July 2025 can continue in RQF 3–5 roles. Transitional arrangements apply if the Certificate of Sponsorship was issued before this date. These workers can extend their visas, switch employers and bring dependants, provided their role still appears in the relevant Appendix and salary thresholds are met.

The transitional period is not, however, indefinite. Occupations may be removed from the route during Home Office reviews, meaning sponsorship will no longer be permitted.

For care workers and senior care workers, the final deadline for extending or switching is 22 July 2028. After this point, the sponsorship route will be fully closed for these roles.

 

3. Conclusion

 

The 2025 reforms represent a fundamental shift in the Skilled Worker route, imposing stricter conditions on employers and raising the threshold for applicants. Employers must navigate tighter eligibility rules, rising costs and new compliance standards, while migrants face reduced sponsorship opportunities, higher financial expectations and expanded use of digital immigration systems. Adapting to these changes is essential to retain access to international talent and to meet Home Office requirements under the new framework.

 

Section D: Additional Skilled Worker Visa Reforms in 2025

 

Beyond the July 2025 reforms, a series of additional changes in early 2025 reshaped the compliance landscape for employers using the Skilled Worker route. These updates were introduced through Home Office guidance in late December 2024 and January 2025 and focused on sponsorship costs, key personnel requirements and ethical use of sponsor licences.

 

1. Ban on Passing Sponsorship Costs to Workers

 

New guidance effective from 31 December 2024 prohibits sponsors from passing on or recouping the fee for a Certificate of Sponsorship or a sponsor licence from a sponsored worker. This ban applies to certificates issued and licence applications filed on or after that date and covers any administrative fees paid for premium services. Employers may still recover individual visa costs such as application fees or the Immigration Health Surcharge, but attempts to claw back licence or certificate fees will be deemed non-compliant and could lead to licence revocation. The prohibition reflects government concerns that some employers were exploiting overseas workers by saddling them with visa debt. Employers are therefore urged to review their recruitment budgets, update contracts and remove any clauses that permit recoupment of sponsorship fees.

 

2. Changes to Sponsor Definitions and Key Personnel Rules

 

The same January guidance broadened the definition of who counts as a sponsor. In addition to owners, directors and authorised key personnel, individuals listed as Persons with Significant Control on the company’s Companies House profile are now considered sponsors. This change holds more people within the organisation accountable for compliance. The guidance also introduced new criteria for key personnel: at least one Level 1 user must be a director, employee or partner of the organisation and hold settled status, such as British citizenship or indefinite leave to remain. Previously, these requirements could be met by separate individuals; they must now be satisfied by a single person. The Home Office warns that these changes may be extended to existing licence holders, so organisations should verify that their nominated key personnel meet the new criteria.

 

3. Prohibition on Sponsoring for Personal Use

 

Another notable update clarifies that sponsor licences must not be used for personal arrangements. Employers are explicitly barred from sponsoring workers for roles benefiting a household or unrelated to the organisation’s business activities, such as nannies or housekeepers. An exemption exists for private servants in diplomatic households, but misuse of a licence in other contexts can result in revocation. The guidance also tightens operational requirements: defined Certificates of Sponsorship must be issued within ninety days of allocation, replacing the previous three-month guideline. Employers must therefore implement robust internal processes to ensure timely issuance of certificates.

 

4. eVisa, ETA and Right to Work Developments

 

Alongside sponsorship reforms, 2025 saw further changes that affect employers and their employees. The government phased out physical Biometric Residence Permits from October 2024 and reminded sponsors to prepare for the eVisa transition and digital right to work checks. The rollout of the Electronic Travel Authorisation (ETA) scheme accelerated; non-European nationals require an ETA for short visits to the UK from 8 January 2025, and European nationals will need one from April 2025. While ETAs are not visas and do not permit work, employers should ensure that travelling staff understand the new requirement to avoid travel disruptions.

 

5. Conclusion

 

Taken together, the January 2025 updates extend the Home Office’s focus on ethical sponsorship and compliance. Employers can no longer shift the cost of sponsorship onto workers, more company officers are personally accountable, and misuse of licences for personal or household roles is expressly prohibited. Organisations must also adapt to new administrative rules on key personnel and certificate issuance and prepare for the wider move to digital documentation and travel authorisations. By staying informed about these developments and adjusting policies accordingly, employers can reduce the risk of penalties and continue to benefit from the Skilled Worker route in a compliant manner.

 

Section E: Practical Skilled Worker Guidance for Employers

 

The 2025 immigration reforms require sponsors to act swiftly and systematically to protect workforce continuity and maintain compliance. Employers should assess how the new rules affect their current sponsored staff, prepare for higher skill and salary thresholds, and adapt HR systems to reflect the digital status environment. This section outlines practical steps employers should follow to manage the transition effectively.

 

1. Identify and Support Affected Workers

 

Employers should begin by auditing their sponsored workforce to determine which roles fall below the new RQF Level 6 requirement or do not meet the updated salary thresholds. Any employees in affected occupations should be informed of the changes and given clear guidance on next steps. Depending on the situation, options may include role restructuring, internal promotion or retraining to move the individual into a job that remains eligible under the new Skilled Worker rules.

 

2. Assign Certificates of Sponsorship Before the Cut-Off

 

Certificates of Sponsorship issued on or after 22 July 2025 must meet the revised salary and skill requirements. To preserve eligibility under the previous rules, employers should assign all outstanding certificates before the cut-off date. This includes both new hires and workers applying to extend their current visas. Early action will ensure that applications are assessed under the lower thresholds and protect ongoing sponsorship arrangements.

 

3. Review Roles Against Updated Occupation Lists

 

Each sponsored role should be checked against the current Immigration Salary List and Temporary Shortage List. Jobs that have been removed or no longer meet the RQF Level 6 standard cannot be sponsored under the new system. If a role is no longer eligible, employers may need to restructure responsibilities, adjust salary bands or shift recruitment efforts to the domestic workforce.

 

4. Verify Salary Offers Against New Thresholds

 

Employers must ensure that all salary offers meet or exceed the revised Skilled Worker thresholds. The general threshold is now £41,700, or the occupation-specific going rate if that is higher. Lower rates apply only to limited categories such as new entrants or specified shortage roles. Salary underpayment risks visa refusal and may result in Home Office compliance breaches, including licence suspension or revocation.

 

5. Update HR Policies and Operational Procedures

 

Human resources policies should be reviewed and updated to reflect the July 2025 reforms. HR teams should be trained on the use of eVisas and the share code system for digital right-to-work checks. For staff who travel for business, ETA requirements must be factored into planning. Contract templates should be amended to remove any clauses that recover sponsor licence or certificate fees from workers. Employers must also ensure that key personnel on the sponsor licence meet Home Office criteria, including being a director, employee or partner with settled status.

 

6. Seek Specialist Immigration Advice Where Necessary

 

If employers are unsure how the changes apply to specific roles or workers, regulated legal advice should be sought. Questions may arise over correct occupation codes, transitional eligibility or compliance measures. Consulting a qualified adviser helps prevent errors, ensures the correct application of the rules and supports the integrity of the sponsor licence.

 

7. Conclusion

 

Employers must take coordinated action to address the administrative, legal and strategic implications of the 2025 Skilled Worker reforms. Identifying affected staff, issuing timely CoS, verifying salaries, reviewing job roles and updating HR processes are all essential. Professional support should be considered where needed. With planning and compliance, employers can continue to sponsor overseas workers lawfully under the revised immigration system.

 

Section F: Skilled Worker Visa Legal Framework

 

The Home Office provides a structured set of appendices and guidance documents that govern the Skilled Worker visa route. These include Appendix Skilled Worker, the Immigration Salary List, Appendix Skilled Occupations and the official sponsor guidance. Together, they define the rules for visa applicants and set out the obligations that licensed sponsors must meet.

 

1. Appendix Skilled Worker

 

Appendix Skilled Worker outlines the eligibility criteria for applicants. To qualify, a worker must have a genuine job offer from a licensed sponsor, a valid Certificate of Sponsorship (CoS) for a role with an appropriate Standard Occupational Classification (SOC) code at RQF level 6 or higher, and a salary that meets the higher of £41,700 or the going rate for the job.

Applicants must accumulate 70 points through a combination of sponsorship, skill level, salary and English language ability. The appendix confirms that 10 points are awarded for English language at level B1 or above. Unless the employer certifies maintenance, the applicant must also prove they have sufficient personal savings.

These criteria place responsibility on employers to offer eligible roles, pay the correct salary and help applicants meet the language and financial requirements.

 

2. Appendix Skilled Occupations and the Immigration Salary List

 

The Skilled Occupations appendix and Immigration Salary List help employers identify the correct SOC code and check whether a role is eligible. From July 2025, only roles at RQF 6 or above are eligible for sponsorship, unless the occupation appears on the Temporary Shortage List or Immigration Salary List.

Employers must select the SOC code that most closely reflects the duties of the role. The CASCOT tool is available to support code selection by matching job descriptions to possible SOC codes. Once the correct code is identified, employers must ensure the job meets the required salary threshold and appears on an approved list.

Roles that are no longer listed cannot be sponsored. Employers should review existing roles, identify gaps and plan future recruitment based on the new eligibility framework.

 

3. Sponsor Guidance and Compliance Duties

 

The sponsor guidance explains how to meet the duties of holding a sponsor licence. Sponsors must retain accurate records, monitor employee absences and report changes such as job role amendments, salary adjustments or a change of work location.

Failure to comply with these obligations can lead to the licence being downgraded, suspended or revoked. The Home Office may also impose civil penalties where illegal working or unreported changes occur.

Sponsors must also conduct compliant right-to-work checks and use the CoS system correctly. Before 22 July 2025, employers are advised to issue new CoS under current rules where appropriate, to allow key employees to be sponsored before higher thresholds take effect.

 

4. Conclusion

 

Home Office appendices and guidance form the legal foundation for Skilled Worker sponsorship. Applicants must meet requirements for skill level, salary, English and maintenance, and sponsors must carefully manage SOC code selection and reporting duties.

With the 22 July 2025 reforms raising skill and salary thresholds, employers should audit their workforce, check job codes using CASCOT, and assign CoS before the new rules apply. Failure to prepare could result in the loss of eligible roles and non-compliance with sponsor obligations.

 

Section G: Practical Guidance for Employers

 

The 2025 immigration reforms require sponsors to act swiftly and systematically to protect workforce continuity and maintain compliance. Employers should assess how the new rules affect their current sponsored staff, prepare for higher skill and salary thresholds, and adapt HR systems to reflect the digital status environment. This section outlines practical steps employers should follow to manage the transition effectively.

 

1. Identify and Support Affected Workers

 

Employers should begin by auditing their sponsored workforce to determine which roles fall below the new RQF Level 6 requirement or do not meet the updated salary thresholds. Any employees in affected occupations should be informed of the changes and given clear guidance on next steps. Depending on the situation, options may include role restructuring, internal promotion or retraining to move the individual into a job that remains eligible under the new Skilled Worker rules.

 

2. Assign Certificates of Sponsorship Before the Cut-Off

 

Certificates of Sponsorship issued on or after 22 July 2025 must meet the revised salary and skill requirements. To preserve eligibility under the previous rules, employers should assign all outstanding certificates before the cut-off date. This includes both new hires and workers applying to extend their current visas. Early action will ensure that applications are assessed under the lower thresholds and protect ongoing sponsorship arrangements.

 

3. Review Roles Against Updated Occupation Lists

 

Each sponsored role should be checked against the current Immigration Salary List and Temporary Shortage List. Jobs that have been removed or no longer meet the RQF Level 6 standard cannot be sponsored under the new system. If a role is no longer eligible, employers may need to restructure responsibilities, adjust salary bands or shift recruitment efforts to the domestic workforce.

 

4. Verify Salary Offers Against New Thresholds

 

Employers must ensure that all salary offers meet or exceed the revised Skilled Worker thresholds. The general threshold is now £41,700, or the occupation-specific going rate if that is higher. Lower rates apply only to limited categories such as new entrants or specified shortage roles. Salary underpayment risks visa refusal and may result in Home Office compliance breaches, including licence suspension or revocation.

 

5. Update HR Policies and Operational Procedures

 

Human resources policies should be reviewed and updated to reflect the July 2025 reforms. HR teams should be trained on the use of eVisas and the share code system for digital right-to-work checks. For staff who travel for business, ETA requirements must be factored into planning. Contract templates should be amended to remove any clauses that recover sponsor licence or certificate fees from workers. Employers must also ensure that key personnel on the sponsor licence meet Home Office criteria, including being a director, employee or partner with settled status.

 

6. Take Specialist Immigration Advice

 

If you are unsure how the changes apply to specific roles or workers, or have questions about correct occupation codes, transitional eligibility or compliance measures, contact us. Errors or incorrect application of the new rules can result in Home Office scrutiny, delayed or refused visas or or sponsor penalties.

 

Section H: Conclusion

 

In light of the 2025 Skilled Worker visa reforms, employers are now forced to focus sponsored and overseas recruitment on roles requiring degree-level qualifications or those listed on narrow shortage occupation lists. Salary expectations have increased significantly, with most roles now requiring a minimum of £41,700, and only limited circumstances offering reduced pay thresholds.

For workers already in the Skilled Worker route before 22 July 2025, transitional arrangements allow continued sponsorship in medium-skilled roles, but only for a limited time. The care worker route is closing entirely in 2028, with no further extensions or switches permitted after that date. Employers must take prompt action to issue Certificates of Sponsorship before the July cut-off to retain access to current thresholds.

The reforms also bring more stringent compliance obligations. Sponsor duties have expanded to include individuals with significant control over the organisation, and at least one Level 1 user must now be a settled worker. Employers can no longer pass on the cost of sponsor licences or certificates to workers, and digital processes—including eVisas and Electronic Travel Authorisations—are now central to immigration compliance and right-to-work procedures.

Together, these changes require immediate planning, updated internal processes, and, in many cases, legal support to ensure compliance. For employers, the reforms demand a strategic shift in workforce planning. For prospective workers, the bar to entry has been raised. Success under the Skilled Worker route in this new landscape will depend on early action, accurate documentation and a clear understanding of the updated rules.

 

Section I: FAQs

 

What are the main changes to the Skilled Worker visa in 2025?

From 22 July 2025, the Skilled Worker route requires roles to be at RQF Level 6 (graduate level) or listed on the Immigration Salary List or Temporary Shortage List. Salary thresholds have increased, with most roles requiring at least £41,700. Medium-skilled roles at RQF 3–5 are largely no longer eligible unless transitional or shortage list exceptions apply.

 

Can employers still sponsor care workers under the Skilled Worker route?

The Skilled Worker route for overseas care and senior care workers is closed to new applicants. Employers can no longer assign Certificates of Sponsorship for these roles. However, existing care workers already sponsored under the route can extend or switch visas until 22 July 2028.

 

What are the new salary thresholds under the Skilled Worker visa?

The general salary threshold is now £41,700. New entrants must be paid at least £33,400, and transitional cases can rely on a threshold of £31,300 if the Certificate of Sponsorship was assigned before April 2024. Salaries must meet the higher of the general threshold or the going rate for the role.

 

Do transitional arrangements apply to workers in RQF 3–5 roles?

Workers in RQF 3–5 roles who were assigned a Certificate of Sponsorship before 22 July 2025 can remain under transitional rules. They may extend their visa, switch employers and bring dependants, provided the role remains eligible and the updated salary threshold is met. The care worker route has a fixed transitional end date of 22 July 2028.

 

Can employers pass on sponsorship costs to workers?

Since 31 December 2024, employers are prohibited from recovering sponsor licence or Certificate of Sponsorship fees from workers. This includes repayment through clawback agreements. Violation of this rule may result in sponsor licence suspension or revocation.

 

What new compliance obligations apply to sponsors in 2025?

Sponsors must now ensure that at least one Level 1 user is a settled worker who is also a director, partner or employee. Persons with significant control (PSCs) are now treated as sponsors and subject to licence conditions. Sponsors must also issue defined Certificates of Sponsorship within 90 days of allocation.

 

Are dependants still allowed under the Skilled Worker route?

Yes, but with restrictions. Workers in RQF 6 roles can bring dependants if all other visa requirements are met. However, dependants are not permitted for workers sponsored under roles on the Temporary Shortage List or the Immigration Salary List at RQF 3–5 level.

 

How have immigration documents changed in 2025?

From 15 July 2025, physical vignette stickers are no longer issued for most visas. Sponsored workers now receive digital eVisas. Employers and HR teams must ensure they are familiar with eVisa access and share code processes for right to work checks.

 

Should employers take action before 22 July 2025?

To benefit from existing skill and salary thresholds, employers should issue Certificates of Sponsorship before 22 July 2025. After that date, all CoS must meet the new RQF 6 and salary requirements. Sponsors should review current and planned hires immediately to minimise business disruption.

 

 

Section J: Glossary

 

Term	Definition
Skilled Worker Visa	The main UK work visa route for sponsored employment. From 22 July 2025, only roles at RQF Level 6 or listed on an approved shortage list are eligible.
RQF Level 6	The Regulated Qualifications Framework level equivalent to a UK bachelor’s degree, now the minimum skill level for most Skilled Worker visa roles.
General Salary Threshold	As of 22 July 2025, the minimum salary required for most Skilled Worker visa roles is £41,700 or the going rate for the occupation, whichever is higher.
New Entrant Rate	A reduced salary threshold of £33,400 available to qualifying workers, such as recent graduates or younger applicants.
Transitional Rate	A reduced salary threshold of £31,300 for workers assigned a Certificate of Sponsorship before April 2024, valid during a transitional period.
Temporary Shortage List (TSL)	A list of medium-skilled roles temporarily exempt from the RQF 6 requirement until the end of 2026. Sponsorship under TSL restricts dependants.
Immigration Salary List (ISL)	Defines occupations eligible for Skilled Worker visas at reduced salary thresholds. Roles on this list must still meet going rates and skill level rules.
Certificate of Sponsorship (CoS)	A digital document issued by a licensed sponsor that enables a migrant worker to apply for a Skilled Worker visa. CoS must be issued before 22 July 2025 to qualify under previous rules.
Transitional Arrangements	Temporary provisions allowing existing Skilled Worker visa holders in RQF 3–5 roles to continue working, provided their CoS was issued before 22 July 2025.
eVisa	A digital immigration status record. Replaced physical vignette stickers for work and study visas from 15 July 2025.
Electronic Travel Authorisation (ETA)	A digital entry requirement for non-visa nationals visiting the UK. ETAs became mandatory in 2025 for certain nationalities and travel routes.
Right to Work Check	A legal requirement for UK employers to verify an employee’s immigration status using share codes or physical documents. Must now accommodate eVisa holders.
Immigration Skills Charge (ISC)	A fee paid by sponsors when assigning a CoS. Increases were proposed in the 2025 immigration white paper.
Sponsor Licence	Permission granted by the Home Office to UK employers to hire sponsored workers. Licence holders must meet strict compliance obligations.
Recoupment Ban	As of 31 December 2024, sponsors cannot pass on the cost of sponsor licences or Certificates of Sponsorship to workers via deductions or clawback agreements.
Level 1 User	An authorised staff member managing the sponsor licence. From January 2025, at least one Level 1 user must be a settled worker employed by the sponsor.
Persons with Significant Control (PSC)	Individuals listed on Companies House with significant influence over an organisation. As of 2025, PSCs are treated as sponsors and subject to compliance duties.

 

 

Section K: Links and Additional Resources

 

Resource	Description	Link
Skilled Worker visa: Overview	Official Home Office page explaining the Skilled Worker route, requirements and application process.	gov.uk/skilled-worker-visa
Immigration Salary List	List of occupations and salary thresholds eligible under the Skilled Worker route.	gov.uk/…/immigration-salary-list
Temporary Shortage List (TSL)	Short-term list of medium-skilled roles that are exempt from RQF Level 6 requirements until 2026.	gov.uk/…/temporary-shortage-list
Appendix Skilled Worker	Home Office appendix setting out Skilled Worker eligibility, salary levels and point requirements.	gov.uk/…/appendix-skilled-worker
Home Office Sponsor Guidance	Comprehensive guidance for UK employers with sponsor licences.	gov.uk/…/sponsorship-guidance
Right to Work Checks	Official guidance on how to carry out compliant right to work checks, including for eVisa holders.	gov.uk/…/right-to-work-checks
Electronic Travel Authorisation (ETA)	Details of ETA requirements for non-visa nationals entering the UK for short visits.	gov.uk/…/electronic-travel-authorisation
eVisa Information	GOV.UK guidance on using and managing your eVisa, including how to view and prove immigration status.	gov.uk/view-prove-immigration-status
Immigration Skills Charge (ISC)	Guidance on ISC rules and when sponsors must pay this fee when assigning a CoS.	gov.uk/…/immigration-skills-charge
EU Settlement Scheme: Updates	July 2025 update allowing pre-settled status holders to apply for settled status after 30 months residence.	gov.uk/settled-status-eu-citizens-families