In 2025, the UK government is implementing one of the most significant overhauls to the Skilled Worker Visa system since its inception. These changes, set to take effect from 22 July 2025, are part of the broader post-Brexit strategy to reduce net migration and tighten control over lower-paid or lower-skilled roles entering the UK workforce. This update directly affects sponsors, employers, care sector recruiters, and prospective migrants planning to work in the UK under the Skilled Worker route.

These changes are not minor tweaks. They represent new UK immigration changes in the policy, placing more emphasis on high-skilled, high-wage roles while curbing low-paid migration — especially in sectors like adult social care.

New Salary Thresholds: What’s Changing in 2025

One of the most impactful aspects of the UK Skilled Worker Visa 2025 changes is the revision of salary thresholds. These adjustments aim to ensure that visa sponsorship reflects higher levels of skill, contribution, and economic value. Employers should understand these changes clearly, as failure to meet new salary thresholds will result in refused applications — even for previously eligible roles.

Base Salary Threshold Increased to £38,700

As of 22 July 2025, the general salary threshold for Skilled Worker Visa applicants will increase from £26,200 to £38,700 per year. This substantial rise is designed to align migrant workers’ wages more closely with the UK median full-time salary, according to the Office for National Statistics (ONS).

Hourly and Weekly Minimums Adjusted

This change also affects the hourly and weekly salary expectations:

• Hourly rate: Increased from £10.75 to £15.88

• Weekly rate: From £504 to £745.38

Employers must meet all three metrics — annual, hourly, and weekly — unless a specific discount applies under transitional rules or occupation exceptions.

Occupation-Specific Salary Thresholds

Not all occupations use the general £38,700 figure. The “going rate” for each role — based on job-specific pay scales published by the Home Office — has also been updated. The applicable salary must meet both the new general threshold and 70% of the new going rate for that role, whichever is higher. If the job falls under a transitional exemption or a special category, alternative salary levels may apply.

Discounted Thresholds for New Entrants and PhD-Level Jobs

Certain categories will continue to benefit from reduced thresholds, although these discounts are being narrowed. For example:

• New Entrants (e.g. recent graduates): Threshold reduced to £30,960

• Jobs requiring relevant STEM PhDs: May qualify for a discount, but the salary must not fall below £26,100

• Educational and healthcare roles: These remain under a separate salary structure based on national pay scales

This makes it essential for employers and visa applicants to carefully review the specific code of practice for the job being sponsored.

Implications for Employers

Sponsors must now budget more aggressively for skilled hires. Many previously eligible roles — particularly in tech support, hospitality, and mid-level administration — may no longer meet the revised salary requirements. Sponsorship certificates will also need to confirm compliance with the new pay scales.

Employers who rely on overseas recruitment should begin workforce planning immediately to avoid talent gaps or compliance breaches post-22 July 2025.

Skill Level Requirements: From RQF Level 3 to RQF Level 6

Another major update under the UK Skilled Worker Visa 2025 changes is the increase in the minimum skills threshold for eligible occupations. The new rules pivot away from mid-level qualifications and now focus exclusively on higher-skilled roles.

What Is RQF and Why It Matters

The UK’s Regulated Qualifications Framework (RQF) categorises qualifications based on complexity. Before July 2025, the minimum accepted skill level for Skilled Worker Visa sponsorship was RQF Level 3, which includes A-levels or equivalent. Under the 2025 changes, that floor is raised to RQF Level 6, equivalent to Bachelor’s degree-level qualifications or higher.

This excludes a wide range of previously eligible roles — including many in construction, logistics, hospitality, and care — unless they are reclassified or meet narrow exception criteria.

Roles No Longer Eligible

A broad swathe of jobs will no longer qualify unless reclassified to RQF Level 6. These include:

• Senior care workers

• Chefs and catering supervisors

• Construction supervisors

• Forklift drivers and warehouse supervisors

• IT support technicians (Level 3 or 4)

• Sales executives not requiring a degree

In effect, only roles that normally require a university degree or equivalent can now be sponsored under the Skilled Worker Visa — unless they fall under a protected list or are subject to transitional protections.

Focus on “Graduate-Level” Work

The new skill requirement aligns with the Home Office’s goal of encouraging highly skilled migration. To qualify under RQF Level 6, the sponsored job must be one where a degree is a standard requirement, not simply preferred. Sponsors will need to demonstrate that the position is both genuine and graduate-level in its responsibilities, pay, and qualifications.

For example, an analyst role requiring a data science degree would qualify, but a customer service role with no formal educational requirement would not — even if it pays well.

Implications for Employers and Applicants

Employers will need to reassess job descriptions, job codes, and the evidence they provide when applying for Certificates of Sponsorship. Applicants must also ensure their qualifications align with RQF Level 6 standards — often requiring certified translations and UK NARIC equivalency assessments for overseas degrees.

The key takeaway: Skilled Worker Visa sponsorship in 2025 is moving firmly into graduate-level territory.

Closure of the Social Care Route: End of Sponsorship for Care Workers and Senior Care Workers

Perhaps the most politically charged element of the UK Skilled Worker Visa 2025 changes is the closure of the visa route for care workers (SOC code 6145) and senior care workers (SOC code 6146). This move effectively removes one of the largest user groups of the Skilled Worker route from eligibility — with immediate consequences for the adult social care sector and for thousands of migrant workers.

Background: The Surge in Social Care Visas

Since the inclusion of care workers on the Shortage Occupation List in 2022, the UK saw a dramatic rise in social care visa grants. Between 2022 and 2024, over 100,000 Skilled Worker Visas were issued in the care sector. This policy helped alleviate staff shortages during the post-COVID period, particularly for private care homes and domiciliary care services.

However, the government argues that this model became unsustainable. Critics raised concerns about exploitation, wage suppression, and over-reliance on low-paid migrant labour — prompting the Home Office to act.

Key Rule Changes Taking Effect

As of 22 July 2025, the Skilled Worker Visa will no longer be available to:

• Care workers (SOC 6145)

• Senior care workers (SOC 6146)

Both roles are being removed from the eligibility list, and will not be included in the new Temporary Shortage Occupation List (TSOL), which replaces the previous Shortage Occupation List.

This means that care providers can no longer sponsor foreign workers under these roles — regardless of salary level, shortage status, or employer need.

Impact on Employers in the Care Sector

The change will hit small and medium-sized care providers the hardest, many of whom rely heavily on overseas recruitment to maintain staffing levels. Employers must now:

• End all recruitment efforts abroad for SOC codes 6145 and 6146

• Avoid issuing new Certificates of Sponsorship (CoS) for these roles after 21 July 2025

• Focus instead on domestic hiring, apprenticeships, or roles that remain eligible under the new system (e.g., nursing)

The government has indicated it expects care providers to improve pay, training, and conditions to attract more local talent — but the sector has warned that this shift could worsen workforce shortages in the short term.

For Existing Visa Holders in the Care Sector

There is no immediate forced exit for current care workers already in the UK under valid Skilled Worker visas. They will be allowed to remain for the duration of their visa. However:

• Extensions and switches may be limited or blocked after the current visa expires

• No dependants (partners or children) can join or switch from abroad under this category

• Employers must plan ahead to transition roles or adjust workforce strategies

Legal advice and sponsor compliance reviews are highly recommended during this period, especially for care providers still holding sponsor licences.

Replacement of the Shortage Occupation List with the Temporary Shortage Occupation List (TSOL)

A central element of the UK Skilled Worker Visa 2025 changes is the replacement of the longstanding Shortage Occupation List (SOL) with the new, more restricted Temporary Shortage Occupation List (TSOL). This change reflects a shift in policy: the Home Office now aims to minimise migration exceptions rather than expand them.

Why the Shortage Occupation List Is Being Replaced

The SOL previously allowed employers to sponsor workers for hard-to-fill roles at a reduced salary threshold, sometimes offering 20% discounts to meet critical gaps in sectors like construction, engineering, and care. However, the government has concluded that these discounts were too broad and contributed to overuse and dependency on overseas workers for roles it believes should be filled domestically.

The TSOL is intended to be temporary, narrow in scope, and tightly controlled.

Features of the Temporary Shortage Occupation List (TSOL)

• Higher thresholds than SOL: Unlike its predecessor, roles on the TSOL will not benefit from drastic salary discounts. Instead, roles must still meet 70% of the full going rate under the revised pay structure.

• Smaller list of occupations: The TSOL includes only a short list of high-priority jobs, following MAC (Migration Advisory Committee) recommendations.

• Temporary designation: Occupations may only appear on the list for a maximum of two years, with no automatic renewal. The MAC will regularly review these roles to determine continued need.

• No special concessions for dependants or settlement: Workers on the TSOL route must still meet all other general requirements under the Skilled Worker Visa system.

Which Roles Are Likely to Appear on TSOL?

While the list is expected to remain under constant review, current Home Office guidance and MAC consultation suggest that only a handful of occupations will be included, such as:

• Bricklayers and masons

• Roofers

• Welders

• Certain civil engineering technicians

• Agricultural roles under seasonal shortage

Notably, care workers, chefs, and junior-level IT roles will be excluded, reflecting the broader goal of limiting migration into lower-paid service jobs.

Consequences for Employers and Migrants

Employers who relied on the previous Shortage Occupation List must now re-evaluate their workforce planning, budget, and compliance systems. With no more 20% discount, many roles will require sponsorship at or above £38,700 — a shift that may disqualify previously eligible applicants.

Visa applicants must also be aware: just because a job was on the old list does not mean it will appear on the TSOL. Eligibility now depends on whether the role is both RQF Level 6 and meets revised salary criteria — even if in shortage.

Transitional Arrangements and Exemptions: What If You Already Have a Skilled Worker Visa?

A critical aspect of the UK Skilled Worker Visa 2025 changes is the introduction of transitional measures to protect individuals who were granted visas under previous rules. These provisions are designed to ensure that current visa holders — and the employers who sponsor them — are not unfairly penalised by the new eligibility thresholds or route closures.

However, these arrangements are time-limited and conditional, so understanding the scope and duration of these exemptions is essential.

Who Qualifies for Transitional Protection?

Transitional arrangements will apply to those who:

• Had a Skilled Worker visa granted before 22 July 2025

• Are applying to extend their existing visa or switch employers under the same occupation

• Are applying for settlement (Indefinite Leave to Remain) under the Skilled Worker route

This includes visa holders in now-ineligible roles (e.g. senior care workers), provided they meet other immigration criteria.

Transitional Salary Thresholds

For those under transitional protection, the new salary threshold of £38,700 does not immediately apply. Instead, a lower transitional threshold of £29,000 will be enforced until April 2027.

Key transitional salary rules:

• £29,000 minimum salary (instead of £38,700)

• Must also meet going rate requirements (based on 2023 pay data)

• No reduction below £11.90/hour or £580/week

This allows workers to extend their stay or apply for settlement, provided they continue to meet occupation-specific pay expectations and maintain their sponsorship.

No Change to Residence Requirements for Settlement

The five-year residence requirement for Indefinite Leave to Remain (ILR) under the Skilled Worker route remains unchanged. However, visa holders will need to meet the new English language and salary conditions, unless they qualify under transitional rules.

Dependants: Restrictions Remain in Place

While existing care workers and senior care workers can remain under transitional provisions, new dependant applications will not be accepted after 22 July 2025. This applies even if the principal visa holder is eligible for extension or ILR.

Employers and migrant workers must take note of this limitation and seek legal guidance if family reunion is a priority.

You can learn more about this on the official government website – GOV.UK

What Happens After April 2027?

From April 2027 onwards, all Skilled Worker visa holders — regardless of when their visa was first granted — must meet the full updated requirements:

• £38,700 salary threshold

• RQF Level 6 occupation

• Compliance with all other visa conditions

This means transitional protection is a temporary buffer, not a long-term exception. Employers and applicants must prepare for future changes well in advance.

Compliance Duties for Sponsors Under the 2025 Rules

With the sweeping UK Skilled Worker Visa 2025 changes, sponsor compliance is no longer a back-office task — it’s a front-line priority. The Home Office has made it clear that licensed sponsors will face greater scrutiny, fewer exceptions, and tougher penalties for non-compliance starting from July 2025.

If your business holds a sponsor licence or is considering applying for one, it’s essential to understand how your responsibilities are evolving.

Higher Risk of Audits and Compliance Checks

From July 2025, the Home Office will increase the frequency of unannounced audits, especially targeting sectors that previously relied heavily on lower-paid workers — such as social care, hospitality, and construction. These audits will examine:

• Whether sponsored roles truly meet RQF Level 6

• If the advertised salary is actually being paid

• Whether the job matches the description listed on the Certificate of Sponsorship

• How sponsors monitor absences, track immigration status, and maintain records

Any mismatch can result in the revocation of the sponsor licence — and potentially a forced termination of the visa holder’s job and stay in the UK.

Stricter Recordkeeping and Right-to-Work Checks

Sponsors must now maintain a clear audit trail for every Skilled Worker employee. This includes:

• Job descriptions matching the SOC code

• Proof of advertised salary and working hours

• Employment contracts and payslips

• Absence records

• Right-to-work documents, kept updated in real time

Failure to keep compliant records — even due to administrative oversight — can now trigger enforcement action or suspension of your licence.

No Room for Ambiguity in Job Roles

The updated rules leave no grey area for loosely defined job descriptions. A common problem is overstating job titles or duties to reach RQF Level 6. The Home Office now cross-references submitted roles against:

• Official SOC code definitions

• Market salary benchmarks

• Sector-specific guidance (e.g. for IT, finance, engineering)

Sponsors must ensure job descriptions are not only genuine but specific and supportable with evidence. HR departments and hiring managers must align fully with immigration counsel.

Sponsor Licence Renewal: Reassess Before Reapplying

Many sponsor licences will come up for renewal during or after this transitional period. Given the raised standards, the Home Office is expected to:

• Apply stricter scrutiny to renewal applications

• Refuse or downgrade licences where previous job roles no longer qualify

• Require detailed explanations for any previously approved roles now falling outside the eligibility list

It’s highly advisable to conduct a compliance health check before your licence is up for renewal. Axis Solicitors provides this service to identify weak spots and strengthen your position before facing Home Office review.

Strategic Guidance for Employers and Migrants: How to Prepare for the Skilled Worker Visa 2025 Landscape

To navigate the UK Skilled Worker Visa 2025 changes successfully, both employers and visa applicants must act decisively. The new framework marks a tightening of rules, and compliance will require forward planning, legal precision, and clear strategy.

Below are key steps and recommendations to future-proof your visa applications and workforce plans.

For Employers

• Review All Sponsored Roles Immediately: Assess each role’s SOC code, skill level (RQF), and salary against the updated thresholds. If the role no longer qualifies under the new rules, begin recruitment contingency planning.

• Audit Your Sponsorship Processes: Conduct an internal review of HR files, job descriptions, and salary records to ensure they align with the new compliance demands. Schedule a sponsor licence audit if needed.

• Forecast Recruitment Needs: If you rely on migrant labour, particularly in roles now excluded (e.g. care workers, chefs), consider whether you can advance recruitment before 22 July 2025.

• Budget for Higher Salaries: New salary thresholds will significantly increase the cost of sponsorship. Revisit pay structures and financial models for sponsored roles.

• Update Policies and Training: HR teams and line managers should be retrained on new eligibility, salary, and compliance standards.

For Skilled Worker Visa Applicants

• Secure Your Visa Before the Deadline: If you qualify under the current rules but won’t post-22 July 2025, apply now. This could preserve access to transitional protections.

• Get Qualifications Assessed: Make sure your qualifications meet RQF Level 6. Use UK ENIC (formerly NARIC) for equivalency checks if your degree is from abroad.

• Check the Salary Benchmark for Your Role: You must meet both the new £38,700 base and 70% of the role-specific ‘going rate’. Undervaluing your job offer will result in a refusal.

• Avoid Dependant Surprises: From July 2025, care workers and senior care workers can’t bring dependants. Know your rights before applying.

• Consider Other Visa Options: If the Skilled Worker route is no longer viable, consult with immigration experts about alternatives — including Global Talent, Scale-Up, or Health and Care Worker routes (for qualified nurses and doctors only).

Frequently Asked Questions 

1. What is the main change under the UK Skilled Worker Visa 2025 changes?

The key update is that the minimum skill level is being raised to RQF Level 6 and the minimum salary threshold increased to £38,700. In addition, the care worker route is being closed, and the Shortage Occupation List is being replaced by a smaller Temporary Shortage Occupation List (TSOL).

2. Will existing Skilled Worker visa holders be affected by the 2025 changes?

Yes, but they may fall under transitional arrangements. If you were granted a Skilled Worker visa before 22 July 2025, you can extend your visa or apply for settlement under lower salary thresholds until April 2027.

3. Are care workers completely banned from applying under the UK Skilled Worker Visa 2025 changes?

Yes. Care workers (SOC 6145) and senior care workers (SOC 6146) will no longer be eligible for sponsorship under the Skilled Worker route after 22 July 2025. This includes new applications and switching from other visa categories.

4. What is RQF Level 6 and why does it matter?

RQF Level 6 refers to jobs requiring a bachelor’s degree-level qualification or equivalent. Under the UK Skilled Worker Visa 2025 changes, only jobs meeting RQF Level 6 or above will qualify for sponsorship — excluding many mid-level roles.

5. Can I bring my family with me on a Skilled Worker Visa under the new rules?

Yes, but only if your job is still eligible under the updated rules. Care workers and other roles being phased out can no longer bring dependants after 22 July 2025, even if they are granted a transitional extension.

6. What is the new salary threshold under the Skilled Worker Visa?

As of July 2025, the general salary threshold rises to £38,700, with a minimum of £15.88 per hour and £745.38 per week. Certain exceptions apply for new entrants and PhD-qualified applicants.

7. Will the Temporary Shortage Occupation List offer reduced salaries like the old list?

No. The TSOL does not offer salary discounts like the previous Shortage Occupation List. Roles on the TSOL must still meet 70% of the full “going rate” and comply with all other visa conditions.

8. How long can a role stay on the Temporary Shortage Occupation List?

A role may remain on the TSOL for up to two years only. The Migration Advisory Committee (MAC) will regularly review these roles and remove them once local labour market shortages are resolved.

9. Can an employer still sponsor someone in a role that has been removed from eligibility?

No. If a job no longer meets the eligibility requirements under the UK Skilled Worker Visa 2025 changes (e.g. RQF Level 6 or salary), it cannot be sponsored — regardless of business need.

10. What should employers do now to prepare for the UK Skilled Worker Visa 2025 changes?

Employers should:

• Review all sponsored roles

• Check salaries and qualifications

• Update internal HR systems

• Prepare for audits

• Seek professional immigration advice

Axis Solicitors offers tailored compliance checks and strategic planning for sponsor licence holders.

Stay Ahead of the 2025 Immigration Changes — Speak to Axis Solicitors Today

The UK Skilled Worker Visa 2025 changes are complex, far-reaching, and already affecting how businesses recruit and how individuals plan their futures in the UK. Whether you’re an employer managing sponsor obligations or a skilled professional trying to secure your visa under the new framework, acting early is critical.

Don’t wait for the rules to change — prepare with confidence.

Contact us today.