The UK’s latest immigration white paper, titled ‘Restoring Control Over the Immigration System‘, outlines significant policy changes designed to reduce net migration.

Key measures include increasing skill and salary requirements, restricting access to lower-wage roles, and halting new visa applications for care workers applying from abroad.

These changes will affect sectors differently. Social care, construction and hospitality are likely to face new hurdles in recruiting overseas workers, while technology, academia and life sciences may benefit from more flexible recruitment routes for specialist talent.

Key changes announced in the White Paper

The minimum skill level required for visa sponsorship will rise to RQF Level 6, equivalent to graduate roles.

The Immigration Salary List will be removed and replaced by a Temporary Shortage List for certain sub-degree occupations, based on input from sector strategies and the Migration Advisory Committee (MAC).

Salaries for skilled worker roles will also rise. While graduate jobs will remain eligible, the Government may limit access where there is evidence of over-reliance on overseas recruitment. These updates are expected from 2026.

Care workers overseas will no longer be eligible for the Health and Care Worker visa. Current visa holders already in the UK can continue working and may renew or switch their visas domestically until 2028. Care providers will need to focus on hiring UK-based workers to meet staffing needs.

A new Labour Market Evidence Group will be set up to assess skills shortages and recommend where immigration is warranted. It will work closely with industry bodies to capture workforce needs accurately. Employers are encouraged to engage early to influence outcomes.

The Graduate visa, which currently allows two years of post-study work, will be shortened to 18 months. This means employers will have less time to evaluate graduates before moving them onto a sponsored route.

The Immigration Skills Charge is being revised for the first time since 2017. Updated fees will be £480 for small sponsors and £1,320 for medium and large businesses for the first year, with increased charges for extensions. The changes will apply from the 2025–26 financial year and should be factored into hiring budgets.

High-skilled migration routes including the Global Talent, Innovator Founder and High Potential Individual visas will be reviewed and simplified. Additional places will be made available for research interns, and the process will be clarified for specialists in science and design. More details are expected later in 2025.

New sponsor compliance rules will require underperforming licence holders to submit improvement plans. There will be temporary limits on recruitment during review periods, stronger penalties for breaches and increased digital monitoring of visa compliance. Employers should review internal processes and ensure they meet all record-keeping and eligibility check requirements.

Expanded English language requirements will apply to more visa types, including for dependants. Some applicants may be required to show progression in language ability. Employers may need to take this into account when recruiting.

The family migration process will be streamlined into a unified system. New measures will include verification of relationships, stricter financial and language standards, and protections for Armed Forces families. The MAC has been tasked with reviewing income thresholds, and tighter suitability checks are anticipated.

The qualifying period for settlement (indefinite leave to remain) will double from five to ten years. A new points-based approach will reward long-term contributions such as tax history or public service, with some fast-track options for certain applicants. Employers should assess how this may affect their retention planning.

Employer implications

While these reforms tighten access to lower-paid roles, they maintain support for international recruitment in high-skill sectors. Employers should review their current use of sponsorship, reinforce compliance systems, and prepare for stricter oversight under a more selective sponsorship regime.

Contact DavidsonMorris for specialist guidance for your organisation.