Introduction
Significant changes are arriving for UK immigration law onย 22 July 2025, reshaping the way businesses hire from abroad and how skilled workers plan their careers. These updates, anchored in theย Statement of Changes HC 997, will influence visa eligibility, salary thresholds, and occupation lists. For many employers and foreign nationals, the landscape of immigration is about to shift dramatically.
The context behind the July 2025 immigration changes
Following the UK Governmentโsย Immigration White Paperย titledย โRestoring control over the immigration systemโ, published on 12 March 2025, these changes aim to tighten control, raise workforce standards, and reduce migration in lower-skilled sectors. As the country continues to manage the effects of Brexit and economic recalibration, the July reforms mark one of the most comprehensive updates since the Skilled Worker route was introduced.
Overview of Statement of Changes HC 997
Laid before Parliament on 1 July 2025,ย HC 997ย lays out a new direction for immigration policy. Its most notable shifts include:
- Elevation of the skills threshold for visa eligibility
- Salary increases across various visa routes
- A newTemporary Shortage List (TSL)replacing theImmigration Salary List (ISL)
- End of overseas sponsorship for care workers
These modifications underscore the UKโs intention to pivot toward a more selective and high-skilled immigration system.
Skill level requirement raised to RQF Level 6
What this means for employers
From 22 July 2025, theย minimum skill levelย for newย Skilled Worker visaย applicants will rise fromย RQF Level 3 (A-level equivalent)ย toย RQF Level 6 (graduate-level roles). This reversion significantly narrows the pool of eligible job roles, cutting out aroundย 180 previously accepted occupations.
Impact on migrant workers
For foreign professionals aspiring to move to the UK under the Skilled Worker route, the new skill threshold means fewer opportunitiesโespecially in roles traditionally classified under technical or supervisory levels. Those in affected roles must now either upgrade their qualifications or seek roles on theย TSLย to remain eligible.
Transitional provisions for existing Skilled Workers
Workers who are already on the Skilled Worker visa routeโor who submit successful applications before 22 July 2025โcan continue to operate under the previous rules, including employment in roles below RQF 6. Theseย transitional protections, however, do not apply to salary thresholds. Existing visa holders are still subject to the updated salary figures when applying for extensions or settlement.
Significant salary threshold increases
New salary bands by role and qualification
The revised salary thresholds reflect updated 2024 earnings data from theย Annual Survey of Hours and Earnings (ASHE). Key increases include:
- Standard Skilled Worker: from ยฃ38,700 toยฃ41,700
- PhD holders (relevant subject): from ยฃ34,830 toยฃ37,500
- PhD in STEM/ISL/New Entrants: from ยฃ30,960 toยฃ33,400
- Pre-April 2024 visa holders: from ยฃ29,000 toยฃ31,300
- PhD holders pre-April 2024: from ยฃ26,100 toยฃ28,200
Implications for settlement applications
From 22 July 2025,ย all settlement (Indefinite Leave to Remain)ย applications under the Skilled Worker route must meet the new salary thresholds. Employers and migrants alike must adjust their long-term planning accordingly to avoid disruptions during ILR submissions.
Major shift in care worker sponsorship rules
End of overseas care worker applications
One of the most striking changes is theย termination of overseas sponsorship for care workers. From 22 July 2025, care worker and senior care worker roles will only be available to applicantsย already in the UK. This is a major setback for the care sector, which has relied heavily on international recruitment in recent years.
Eligibility conditions for in-country care workers
To qualify:
The worker must have been legally employed in a care-related SOC 2020 code forย at least 3 monthsย before the Certificate of Sponsorship (CoS) is issued.
Applications must be madeย before 22 July 2028, or the applicant must already hold a Skilled Worker visa in a care role.
Changes to supplementary employment rules
From 22 July 2025,ย Skilled Workers can only take supplementary jobsย if the role:
Meetsย RQF Level 6, or
Is listed on the newย Temporary Shortage List (TSL)
Only those already on the Skilled Worker route before this date can continue working second jobs below RQF 6 if listed in Appendix Skilled Occupations.
The end of the Immigration Salary List (ISL)
Introduction of the Temporary Shortage List (TSL)
Theย TSLย replaces theย ISLย and introduces an expanded list of roles that fall betweenย RQF Levels 3 and 5. While it enables more mid-skilled roles to remain eligible for sponsorship, it comes withย fewer benefitsย than the ISL previously offered.
Key differences between ISL and TSL
No salary discounts: Unlike the ISL, the TSL does not offer reduced salary thresholds.
No dependants: Migrants sponsored under the TSL areย not permitted to bring dependantsย to the UK.
Occupations included in the Temporary Shortage List
Surprising additions and omissions
While some expected roles remain (e.g.,ย IT technicians,ย plumbers,ย data analysts), several key occupations have vanished. Notably missing from the TSL areย bricklayers,ย roofers, andย retrofittersโonce considered essential shortage roles.
Impact on specific sectors
Construction: The focus has shifted to general builders and decorators rather than niche trades.
IT & Tech: Several mid-level tech support roles are includedโhelpful for employers in digital sectors.
Finance & Administration: New entries likeย credit controllersย andย pensions clerksย offer opportunities for support staff.
Limitations for workers on the TSL
No dependants policy
Unlike Skilled Worker visa holders in higher-level roles, TSL-sponsored workers will not be able to bring spouses or children to the UK. This is likely to deter many skilled individuals from applying.
No salary discounts
There areย no pay threshold concessionsย for TSL-listed roles. Employers must meet full salary requirements, making the list more restrictive than its predecessor.
What UK employers need to do now
With the rules changing in less than a month, employers should act swiftly:
- Audit current CoS and sponsorship applicationsbefore the 22 July deadline.
- Identify roles affected by RQF or salary changes.
- Adjust job descriptions, titles, and salaries to comply with updated thresholds.
- Review workforce plansfor long-term visa extensions and settlement routes.
How LawSentis can help you navigate the changes
LawSentisย offers tailored support to businesses and individuals impacted by the 2025 immigration updates. Fromย sponsorship license assistanceย andย Skilled Worker route guidance, toย application submissionsย andย salary compliance audits, our team is equipped to help you adapt confidently and compliantly.
We understand that immigration can feel overwhelmingโespecially with frequent rule changes. LawSentis brings clarity and strategic planning to every case, ensuring you stay on track without unnecessary delays or refusals.
Final thoughts
The immigration law changes coming on 22 July 2025 will transform how the UK engages with global talent. From rising skill and salary thresholds to the removal of overseas care worker sponsorship, the new system reflects a push toward selectivity and economic alignment. For employers and migrants alike, early preparation and expert guidance are the keys to success.