The UK’s Skilled Worker route has changed significantly following the Government’s wider plan to reduce net migration and link immigration more closely to higher-skilled employment and domestic workforce planning.
The changes are particularly important for UK employers with sponsor licences, businesses planning to hire overseas workers, care providers, and migrants already working in the UK under the Skilled Worker route.
The UK Home Office — the government department responsible for immigration, visas and sponsor licensing — has increased the skill threshold for many roles, raised salary requirements and introduced major restrictions affecting care workers and senior care workers.
The Spring 2025 Immigration Rules Impact Assessment confirms that the changes increase the skills threshold for Skilled Worker and Health and Care visas from RQF level 3 to RQF level 6, raise salary and going-rate requirements, close overseas Skilled Worker applications for care workers and senior care workers, and introduce a new interim Temporary Shortage List for some below-degree-level roles.
What is the new skill threshold?
One of the most important changes is the increase in the minimum skill level.
Previously, many roles at around A-level equivalent could qualify for Skilled Worker sponsorship. The new framework generally raises the threshold to graduate-level occupations, known as RQF level 6.
This means some jobs that were previously eligible for sponsorship may no longer qualify for new overseas applicants unless they fall within a specific exception, transitional arrangement or temporary shortage provision.
For employers, this means job titles alone are not enough. The correct occupation code, duties, salary level and eligibility position must all be checked before a Certificate of Sponsorship is assigned.
Salary requirements have also increased
The changes also raise salary thresholds and occupational going rates.
Employers must now be especially careful before offering sponsored roles. It is not enough for the worker to be qualified or for the business to genuinely need the role. The salary must meet the relevant Skilled Worker threshold and the correct going rate for the occupation code.
This is particularly important for smaller employers, charities, care providers, hospitality businesses, education providers and businesses operating outside London, where salaries may be lower than national thresholds.
A mistake at this stage can lead to refusal of the worker’s visa application and may also create sponsor compliance concerns.
Care worker sponsorship has been heavily restricted
The impact on the care sector is especially significant.
The Government’s changes close Skilled Worker entry clearance applications from overseas for care workers and senior care workers. In-country switching applications are maintained until 22 July 2028, but only within the limits of the transitional arrangements.
This means care providers can no longer approach overseas recruitment in the same way as before. Existing sponsored care workers may still have options, but new overseas recruitment into these roles has been greatly restricted.
Care providers should review their workforce plans carefully and take advice before making offers, assigning Certificates of Sponsorship or assuming that a worker can switch or extend.
What is the Temporary Shortage List?
The new Temporary Shortage List is intended to provide limited, time-restricted access to the Skilled Worker route for some occupations below RQF level 6.
However, it is not a full replacement for the previous system. The Government’s impact assessment states that roles on the Temporary Shortage List may have time-limited access to the Skilled Worker route, but applicants under those provisions may not be able to bring dependants.
This is a very important point for workers with families. A route that may appear available for the main applicant may still be unsuitable if the worker’s spouse, partner or children cannot come to the UK as dependants.
Existing Skilled Worker visa holders may have transitional protection
The changes do not affect every person in the same way.
The Home Office has included transitional arrangements for some existing Skilled Worker visa holders. The impact assessment states that existing Skilled Worker visa holders may continue to extend, bring dependants, change employment and take supplementary employment in occupations below RQF level 6, subject to the relevant transitional rules.
The Explanatory Memorandum to the Statement of Changes also confirms that transitional arrangements apply to workers already in the Skilled Worker route, or those who had been sponsored for an application which is later successful, when the changes came into effect.
However, transitional protection should not be assumed without checking the facts. The worker’s route, date of application, occupation code, continuity of permission, sponsor position and future job changes may all be relevant.
What should UK employers do now?
UK employers should treat these changes as a reason to review their sponsor licence and recruitment strategy.
Employers should check:
- whether their sponsored roles still qualify;
- whether the correct occupation codes are being used;
- whether salaries meet the new thresholds;
- whether any workers are relying on transitional arrangements;
- whether future recruitment plans are still realistic;
- whether care worker recruitment plans need to be revised;
- whether sponsor licence systems remain compliant.
The latest sponsor guidance confirms that sponsors must hold a valid sponsor licence, sponsor workers only in genuine employment, ensure the job meets skill and salary requirements, keep records, assign valid Certificates of Sponsorship and have appropriate key personnel in place.
Employers who fail to comply with sponsor duties risk serious consequences, including suspension or revocation of their sponsor licence.
What should sponsored workers do now?
Sponsored workers should also review their position carefully.
Those already in the UK should check whether they are protected by transitional arrangements, whether their current role remains eligible, whether their salary is sufficient and whether changing employer could affect their future status.
Workers should also consider the effect on dependants. Some routes or temporary shortage provisions may not allow family members to join the main applicant. This can be a decisive issue for workers with spouses, partners or children.
Where a worker is close to extension, settlement or changing employer, legal advice should be obtained before any application is submitted.
Garth Coates Solicitors comment
The Skilled Worker route remains open, but it is now more restrictive and more technical.
For employers, the message is clear: sponsorship must be planned properly. The Home Office is increasingly focused on skill level, salary, genuine employment and sponsor compliance. A role that qualified previously may not qualify under the current rules.
For workers, the key point is not to assume that previous eligibility will continue automatically. Transitional arrangements may help some existing Skilled Worker visa holders, but they must be checked carefully.
These changes do not mean UK employers cannot recruit internationally. They do mean that recruitment must be evidence-based, compliant and strategically planned.
Get the Right Advice Before You Apply
Garth Coates Solicitors advises UK employers, sponsor licence holders and overseas workers on Skilled Worker visas and business immigration matters.
Garth Coates Solicitors has a specialist team with extensive experience in Skilled Worker and Health and Care visa applications, refusals, and compliance issues. We work with both care workers and care providers across the full range of issues covered in this guide.
Call us on +44 (0)20 7799 1600 or contact us to request a consultation and we will get back to you within 2 business days.
