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The United Kingdom has unveiled a comprehensive update to its immigration rules, with major changes set to take effect from July 22, 2025. These reforms will impact skilled worker visas, salary requirements, and the ability to bring dependents, reshaping the landscape for both employers and international talent.

If you’re planning to work in the UK or hire foreign talent, here’s a breakdown of the key updates you need to know.

Key Changes at a Glance

• Higher Skills Threshold for Skilled Worker Visas
• Increased Minimum Salary Requirements
• Introduction of a Temporary Shortage List
• New Restrictions on Bringing Dependents
• Further Reforms on the Horizon

1. Skills Threshold for Skilled Worker Visas Raised to Degree Level

Starting July 2025, the minimum skill requirement for most Skilled Worker visas will rise from RQF Level 3 (equivalent to A-levels) to RQF Level 6, which is degree level.

What this means:

• Only degree-level jobs will generally qualify under the Skilled Worker visa.
• Exceptions will apply only to roles listed on the Immigration Salary List (ISL) or the new Temporary Shortage List (TSL).
• Workers already sponsored in RQF Level 3–5 roles before July 22, 2025, can still extend or switch roles, but this will be time-limited.

💡 Tip: Employers looking to hire for roles below degree level should assign a Certificate of Sponsorship (CoS) before July 22, 2025, to benefit from the current rules.

2. Salary Thresholds Are Increasing Across Visa Categories

The UK is also introducing higher salary thresholds for new visa applicants from July 2025:

🔍 Note: Actual salary requirements may be higher depending on the occupation’s “going rate” as defined by SOC codes.

Impact:

• Budgeting for foreign hires will need to reflect these higher pay thresholds.
• Extension applications will also be subject to the updated salary levels.
• Employers should evaluate current hiring plans and adjust internal salary offers accordingly.

3. New Temporary Shortage List Replaces Discounted Shortage Roles

The UK is introducing a Temporary Shortage List (TSL) to allow sponsorship of critical roles at RQF levels 3–5. This new list will:

• Include 52 job roles considered vital to the UK’s industrial strategy.
• Remain in place until December 31, 2026, unless misuse is identified.
• Not offering any salary or visa fee discounts, unlike previous shortage occupation benefits.

👥 Employers will also need to show they have a strategy in place to train UK workers as part of long-term planning.

4. No More Dependents for Lower-Skilled Roles After July 2025

One of the most significant changes is that Skilled Workers in RQF Level 3–5 roles (even if listed on ISL or TSL) will no longer be allowed to bring dependents.

Exceptions apply to: Workers already sponsored under these roles before July 22, 2025.

🎯 Employers should act now to issue CoS for new hires in lower-skilled roles to allow dependents to apply under current rules.

5. Key Deadlines and Action Plan for Employers

With these changes approaching, employers need to act quickly to avoid disruption.

✅ What to do before July 22, 2025:

• Review roles currently sponsored at RQF Levels 3–5.
• Assign CoS before the deadline to maintain flexibility and allow for dependents.
• Audit current and future salary offerings for compliance with the new thresholds.
• Identify whether any roles fall under the new TSL or ISL and plan accordingly.

More UK Immigration Changes on the Horizon

Although not part of the current Statement of Changes, the UK government is planning further immigration tightening, including:

• Raising the Immigration Skills Charge
• Doubling the qualifying period for Indefinite Leave to Remain (ILR) from 5 to 10 years
• Increasing English language proficiency requirements
• Introducing a new family immigration policy framework

Final Thoughts

These upcoming changes mark a major shift in UK immigration policy, aimed at reducing net migration and pushing employers to invest in domestic talent. However, the tighter rules mean fewer options for lower-skilled workers and higher costs for sponsoring foreign talent.

📌 Pro tip: Employers, HR teams, and overseas job seekers should start preparing now to avoid getting caught out by the new restrictions. Assigning a Certificate of Sponsorship before the July 2025 deadline could be the difference between eligibility and rejection.