From 22 July 2025, some major changes to the UK Skilled Worker visa will come into effect. This included a significant increase in the minimum salary threshold and stricter rules for eligible roles. For UK employers who rely on international recruitment, these reforms will directly impact hiring strategy, pay scales, and compliance obligations. Here we look at some of these reforms.
What are the new changes in the Skilled Worker visa?
The changes introduced on 22 July 2025 form part of the government’s wider immigration reform and are designed to prioritise higher-skilled roles and align overseas recruitment with UK market pay levels. For employers and sponsor licence holders, key updates include:
- Salary threshold increase: The minimum salary requirement rises from £38,700 to £41,700 per year for most new applicants.
- Higher skill level: Jobs must now be at RQF Level 6 (degree level) or higher, meaning many mid-skill roles will no longer qualify.
- End of the Immigration Salary List (ISL): The ISL is being replaced by a new, temporary Shortage Occupation List with tighter restrictions.
- Closure for care workers: Care and senior care worker roles (SOC Codes: 6135 & 6136) are no longer eligible for new overseas sponsorship.
- PhD and new entrant concessions: These remain, but with higher salary floors (for example, £33,400 for new entrants).
Why did the salary threshold increase?
The government has cited several reasons for this rise:
- Protecting UK wage levels: Ensuring that overseas hires are paid in line with domestic workers to prevent wage suppression.
- Reducing net migration: Raising thresholds limits the overall number of work visas issued.
- Encouraging local training and automation: Employers are encouraged to invest in developing the domestic workforce rather than relying on lower-cost international recruitment.
- Refocusing on high-skill talent: The Skilled Worker route is being refocused on graduate-level and high-value occupations.
How different sectors are affected
| Sector | Impact of 22 July 2025 Changes | Recommended Employer Actions |
| Health & Care | Overseas recruitment of care and senior care workers is no longer possible via the Skilled Worker route. | Review workforce plans, upskill existing staff, and invest in retention strategies. |
| Hospitality | Many chef, catering, and service roles removed from eligibility. | Explore domestic recruitment, redesign roles for higher skill levels, or consider temporary visa alternatives. |
| Technology & Engineering | Roles remain eligible but must meet the higher £41,700 salary threshold and RQF Level 6 requirement. | Audit graduate-level job offers, adjust salaries, and ensure SOC codes match new rules. |
| Education & Research | Most academic and research roles are still eligible but face higher “going rates.” | Ensure pay bands comply with the new salary thresholds and review eligibility for PhD discounts. |
| Manufacturing & Trades | Many mid-skill technical jobs are excluded unless listed on the Temporary Shortage List. | Reclassify qualifying roles, consider upskilling employees, or plan for domestic recruitment strategies. |
Salary thresholds
| Visa category | Old minimum salary | New minimum salary (from 22 July 2025) |
| Skilled Worker | £38,700 | £41,700 |
| Skilled Worker: PhD relevant to the job | £34,830 | £37,500 |
| Skilled Worker: STEM PhD holder, qualifies under ISL or as a new entrant | £30,960 | £33,400 |
| Skilled Worker: Extensions (applications submitted before April 2024) | £29,000 | £31,300 |
| Global Business Mobility | £45,800 | £52,500 |
Employer readiness checklist (2025)
Taking these steps now can prevent compliance issues and minimise recruitment disruption. Before sponsoring new overseas staff after 22 July, employers should:
- Audit your current sponsored roles and identify which ones fall below the new £41,700 threshold.
- Review SOC codes and confirm your job classifications meet RQF Level 6 or above.
- Update employment contracts and offer templates with revised salary figures.
- Train HR teams on the new salary and skill rules to avoid invalid sponsorships.
- Plan renewals early – transitional protections for older visas (granted before April 2024) will phase out by 2028.
What employers can do instead
If your organisation relies heavily on mid-skill or lower-paid overseas roles, you still have options, it is advised that you seek legal advice before embarking on these changes. By adapting early, employers can avoid staffing shortages and maintain their competitive edge.
- Redesign job descriptions to align with RQF Level 6 where possible.
- Explore alternative visa routes, such as the Graduate or Scale-up visa, for roles below the new salary cap.
- Develop internal talent pipelines through apprenticeships or partnerships with UK universities.
- Review pay structures annually to stay compliant and attractive to high-skilled talent.
Frequently asked questions
- Which jobs are removed from a Skilled Worker visa?
Over 100 mid-skill occupations (RQF Level 3–5) are being removed, including many hospitality, care, and support roles. Only those appearing on the Temporary Shortage List may still qualify, and typically only for a limited time.
- What happens if my current sponsored worker earns below £41,700?
Existing Skilled Worker visa holders are protected under transitional rules. You can renew their visa at the lower rate if they were granted before April 2024 (but only until July 2028, when the grace period ends).
What this means for your business
- The cost of overseas sponsorship will rise, but acting early keeps you compliant.
- Employers who review their salary bands, job codes, and renewal plans now will avoid costly rejections later.
- Proactive communication with HR, payroll, and overseas recruits ensures smooth transitions when rules take effect.
Legal guidance
Protect your sponsor licence! If you need advice or professional support, our business immigration team is here to help. We provide practical solutions and clear guidance to help you manage these changes confidently. Contact us today at +44 (0)20 7253 7248 or email info@mulgravelaw.co.uk. Alternatively, fill out our simple contact form.