On 12 May 2025, the UK Government published its immigration white paper, Restoring Control over the Immigration System, proposing changes that have generated significant public and market reaction due to their impact on visa holders and their employers.
The stated aim of this paper is to "restore confidence in the immigration system, so that the UK Government can support and benefit from migration while ensuring it is properly controlled and is not used as an alternative to fixing problems here in the UK." With net migration having skyrocketed from 224,000 in June 2019 to 906,000 in June 2024, the UK Government aims to reverse this trend, desiring to see a decrease to "sustainable levels" over time.
I. Increase in Qualifying Period for Settlement
Current Requirement: Individuals under specific Points Based System routes, such as the Skilled Worker immigration category, currently qualify for indefinite leave to remain (ILR) after five continuous years in the UK. Their dependants, including partners and minor children, also qualify after five years of staying in the UK with dependent immigration permission.
Proposed Change: The Government seeks to extend this qualifying period for Points Based System migrants and their dependants to a staggering 10 years, effectively doubling the time required. This change will also affect new requirements for British citizenship, which will likely see a similar increase in the standard qualifying period.
While the white paper suggests that contributions to the UK economy or society might allow individuals to qualify sooner, details remain vague. Potentially, these contributions could involve meeting a certain salary threshold or working in a critical sector. The Government plans to consult further on these changes, with more details promised "by the end of the year." There’s currently no exemption for existing Points Based System migrants, indicating that changes may impact those already settled.
Who Will Not Be Impacted: It’s vital to note that this increase predominantly affects Points Based System migrants and their dependants, leaving other routes leading to settlement unaffected—such as partners of British citizens or those with pre-settled status under the EU Settlement Scheme.
II. Raising the Skills Threshold for the Skilled Worker Category
Current Requirement: Currently, jobs under the Skilled Worker visa category must require skills at Regulated Qualifications Framework (RQF) level 3 or above, the equivalent of holding UK A-level qualifications.
Proposed Change: The Government aims to elevate the minimum skill threshold to RQF level 6, equating to a UK Bachelor’s degree or equivalent. This shift mirrors the pre-Brexit standards and will also raise the minimum salary level, which is currently £38,700.
Who Will Not Be Impacted: Notably, this increase will apply only to first-time applicants under the Skilled Worker route. Existing visa holders will retain their status and be "grandfathered," allowing them to renew or change jobs based on current employment criteria.
Exceptions: A Temporary Shortage List may be introduced, collaborating with the Migration Advisory Committee. This list will include roles below RQF level 6 deemed essential to the UK Government’s industrial strategy, enabling employers to sponsor migrants for these positions.
III. Other Significant Changes
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Closure of Adult Social Care Sponsorship: This move aims to combat abuse and exploitation in the sector, thus eliminating the category for employers to sponsor workers in adult social care.
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Increased Immigration Skills Charge: The charge will rise by 32%, adjusting for inflation since its introduction. Large employers will pay around £1320, and small employers will pay around £480 annually per sponsored migrant.
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Reduction of Graduate Route Duration: The Graduate route, which permits graduates of UK institutions to work for two years post-graduation, will now be limited to 18 months. This change aims to hasten graduates’ transition into the Skilled Worker route.
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Expansion of High Potential Individual Route: The UK Government will double the number of qualifying institutions for this route, enabling a broader pool of talented graduates from select overseas universities to enter the UK workforce.
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Streamlining the Global Talent Route: Efforts will be made to simplify requirements for top talent in fields critical to the UK’s growth, such as academia, arts, culture, and digital technology.
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Increased English Language Requirements: English language proficiency requirements for Skilled Workers will advance from B1 to B2 of the Common European Framework of Reference for Languages (CEFR).
- New English Language Requirement for Adult Dependants: Dependants of workers will now need to meet a phased English language level requirement that escalates with their stay in the UK.
IV. Implications for Employers Who Sponsor Migrants
What’s Old is New Again: While the changes introduced may appear significant, they often reflect previous regulations, particularly the raising of the Skilled Worker threshold to its pre-Brexit level. Moreover, the continuation of a shortages list underscores the government’s recognition of persistent labour gaps in certain sectors despite evolving criteria.
Market Reactions: The doubling of the standard qualifying period for settlement from five to ten years has sparked considerable anxiety, particularly for existing Points Based System migrants. This could deter talented individuals from pursuing opportunities in the UK as they weigh other countries with shorter waits for settlement against the backdrop of British migration policies.
Additionally, the increase in the minimum salary threshold makes it challenging for businesses, especially in lower-wage areas, to recruit the skilled personnel they need. Companies in regions where wage benchmarks are below the national average may struggle to fulfill roles that require specialized skill sets, potentially leading to an uneven distribution of skilled migration benefits.
Intra-Company Transfers: Encouragingly for businesses, the white paper does not indicate planned changes to the Senior or Specialist Worker route, allowing firms to continue transferring employees from international offices under existing arrangements.
V. Impacts on Training and Workforce Strategies
The UK Government indicates that these immigration reforms will coincide with measures to fortify domestic training strategies and workforce capabilities. Employers will be expected to invest more in nurturing local talent if they wish to effectively sponsor migrants.
These wide-ranging reforms underscore the sensitive balance the UK Government seeks to achieve: reducing overall migration numbers while attracting highly skilled professionals essential for the country’s economic growth. The efficacy of these changes will ultimately be assessed through their real-world impact on employers’ access to required skills as they navigate the evolving landscape of UK immigration.
