The Home Office has introduced Statement of Changes HC 1333, laid before Parliament on 14 October 2025, as part of the government’s Plan for Change.
This wide-ranging update reforms several visa routes, English language standards, and suitability rules. For employers, the main focus areas include the higher English requirement for work visas, a shorter Graduate route, and structural revisions to refusal provisions.
The changes take effect on a staggered schedule, meaning employers should begin workforce planning and compliance updates immediately.
Key Dates and Changes
The visit visa requirement for nationals of Botswana took effect immediately at 15:00 BST on 14 October 2025, along with the withdrawal of ETA eligibility.
Nationals who had confirmed travel bookings before that time may still travel visa-free until 25 November 2025 at 15:00 GMT, under a six-week transition period.
Most other rule changes start from 11 November 2025, with exceptions:
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4 November 2025 – updates to the High Potential Individual route
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25 November 2025 – student transitions to the Innovator Founder route
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8 January 2026 – implementation of the new English language requirement
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1 January 2027 – Graduate route reduction
Higher English Language Requirement for Work Routes
From 8 January 2026, the English language standard for Skilled Worker, High Potential Individual, and Scale-up routes will rise from B1 to B2 under the Common European Framework of Reference for Languages.
Applicants must now demonstrate A-level equivalent English in speaking, listening, reading, and writing through a Secure English Language Test (SELT) from a Home Office-approved provider.
This higher level applies only to new applicants. Migrants extending their stay on the same route will continue under the B1 requirement.
Employers should allocate extra time for language testing, update internal recruitment materials, and prepare HR teams to reflect the new standard in hiring processes.
Graduate Route Shortened
From 1 January 2027, the Graduate route stay period will reduce from two years to 18 months. PhD graduates will still receive three years’ permission.
The government states the reform aims to encourage graduates to move into skilled work more quickly.
Employers relying on graduate-to-sponsored transitions should adjust recruitment schedules and sponsorship timelines to prevent losing access to eligible candidates.
High Potential Individual Route Expansion and Cap
Starting 4 November 2025, the High Potential Individual (HPI) route will double the number of eligible overseas universities, expanding access for global graduates.
However, a new annual cap of 8,000 approvals will apply, requiring employers and applicants to plan applications more carefully.
Immigration Skills Charge Increase
As part of the wider Plan for Change, the government announced a 32% increase in the Immigration Skills Charge (ISC).
Although not included in HC 1333 itself, this adjustment will come through separate legislation.
The higher charge aims to support domestic training and skills programmes, but it also raises cost pressures for employers.
HR and finance teams should review budgets and model the financial impact across recruitment and headcount plans.
Part 9 Replaced by Part Suitability
The long-standing Part 9: Grounds for Refusal has been replaced with a simplified Part Suitability.
This change aligns terminology with newer visa routes. Paragraph 39E, which concerns exceptions for overstayers, now falls under Part Suitability.
Appendices for Family, Private Life, and Adult Dependant Relative routes now refer to these common suitability rules, replacing earlier bespoke refusal grounds.
While the adjustment does not alter substantive sponsor duties, it affects the language in decision notices and internal policy references.
Seasonal Worker Visa Adjustments
Holders of the Seasonal Worker visa can now spend a maximum of six months in the UK within any rolling ten-month period.
Sponsors must adjust workforce and re-entry schedules to remain compliant with the updated limits.
Country and Travel Measures
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Botswana nationals now require a visit visa and a Direct Airside Transit Visa (DATV) for UK transit.
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Palestine has been added to the visa national list following the UK’s recognition of the state, with a matching DATV requirement.
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German school groups have received travel easements, allowing students aged 19 and under to visit the UK in organised school parties without a visa or ETA — similar to the arrangement already in place for France.
Statelessness, Ukraine, and Student Route Changes
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Partners and children of recognised stateless persons can now apply under Appendix Statelessness if they formed part of the family unit before the main applicant’s permission was granted.
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The Ukraine Permission Extension Scheme now aligns children’s permission periods with those of their legal guardians, ensuring better safeguarding.
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Students can now engage in post-study business activity when switching to the Innovator Founder route.
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Maintenance levels and accommodation offsets for the 2025–2026 academic year have increased to match the rising cost of living.
Other Technical Amendments
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The Global Talent Visa now allows architects to present group achievements and includes additional prestigious prize categories.
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The obsolete Tier 1 (Entrepreneur) rules have been deleted.
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The EU Settlement Scheme clarifies provisions related to pre-settled status.
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The list of recognised sports governing bodies has expanded.
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Updates have been made to the Government Authorised Exchange schemes and Child Student safeguarding requirements.
LawSentis Perspective
The Statement of Changes HC 1333 marks another tightening of the UK immigration framework.
The combination of higher English standards, a shorter Graduate route, and rising sponsorship costs means that employers must plan ahead.
To remain compliant, employers should:
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Conduct early impact assessments on workforce pipelines and recruitment timelines.
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Update offer letters and job adverts to reflect the B2 English requirement effective from January 2026.
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Restructure graduate and sponsorship programmes to fit the 18-month stay period.
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Review sponsorship budgets in anticipation of the ISC increase.
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Reassess Seasonal Worker and HPI route use against new limits and caps.
For personalised guidance on how these changes may affect your organisation or visa application, contact LawSentis.
Our team provides expert legal advice, Home Office compliance reviews, and strategic immigration planning for employers and individuals navigating the evolving UK immigration system.
📩 Get in touch with LawSentis today for tailored legal help and representation.