The UK government has officially implemented a sweeping immigration policy overhaul aimed at reshaping the country’s labour market. The new rules, in force since 22 July 2025, are designed to prioritise high-skilled, high-wage roles — but they also raise significant barriers for employers and jobseekers in mid-skilled and lower-skilled categories
This move marks one of the most restrictive shifts in the UK’s migration policy in recent years, impacting not only companies that rely on global hiring but also overseas workers seeking entry-level or mid-tier opportunities in the UK.
The new immigration rules
1. Eligibility tightened
Only graduate-level roles (RQF 6+) are now eligible for sponsorship under the Skilled Worker visa route. Most non-graduate positions are excluded, with only a small number of exceptions available under the Temporary Shortage List (TSL). The TSL, however, is set to expire by 31 December 2026, unless extended by the Migration Advisory Committee (MAC).
2. Higher salary thresholds
The minimum salary for most new Skilled Worker visas has increased to £41,700, with even higher “going rates” applied to specific roles. Reduced thresholds are available only for certain new entrants or for roles requiring a PhD qualification.
3. Care worker sponsorship closed
Overseas recruitment for most adult care positions is now prohibited. While existing visa holders in these categories can remain until their visas expire, no new Certificates of Sponsorship will be granted.
4. Dependants restricted
Employees in sub-degree or TSL roles are no longer allowed to bring dependants to the UK on new visas. Only graduate-level hires retain this option.
5. Transitional provisions
Certificates of Sponsorship issued before 22 July 2025 will be processed under the old rules. Employers with urgent hires were advised to submit CoS applications before this date to avoid falling under the stricter regime.
What it means for skilled workers
For overseas professionals, the pathway to securing UK sponsorship has become considerably narrower.
If you do not hold a graduate-level qualification, your chances of obtaining a Skilled Worker visa are now very limited. Even for eligible applicants, the significantly higher salary thresholds may exclude roles that were previously attainable under the old framework.
The closure of sponsorship routes for adult care roles removes one of the most accessible entry points for overseas workers in recent years. In addition, the restriction on bringing dependents will make the UK a less attractive destination for those in eligible sub-degree positions, as family relocation is no longer possible for these categories.
For those still eligible — primarily high-skilled professionals in sectors like tech, finance, and engineering — competition will likely increase. Candidates will need to focus on securing offers from employers willing and able to meet the new compliance and salary requirements.
What it means for employers
For UK businesses, the reforms translate into higher costs, tighter compliance, and reduced flexibility in sourcing talent. Roles that were once eligible for sponsorship — including many frontline, administrative, and intermediate-skill positions — are now effectively closed to overseas recruitment.
The increased salary thresholds may also force employers to revisit budget allocations, while the removal of dependant rights for certain roles could make it harder to attract candidates who are looking to relocate with their families.
However, these changes don’t have to mean the end of global hiring. Employers can still tap into a broader international talent pool by leveraging an Employer of Record (EOR) like Multiplier.
With Multiplier, UK companies can:
- Seamlessly hire remote employees in over 150 countries without the need for local entities.
- Access high-skilled professionals from markets unaffected by the UK’s sponsorship restrictions.
- Manage global payroll, benefits, and compliance across multiple jurisdictions under one platform.
In an environment where UK immigration pathways are narrowing, Multiplier enables businesses to source the skills they need from anywhere, whether those employees work remotely from their home country or relocate under compliant arrangements in eligible categories.
Conclusion
The UK’s new immigration framework represents a decisive shift towards a higher-skill, higher-salary labour market. While it creates challenges for employers and workers alike, it also underscores the growing importance of global hiring flexibility.
By partnering with a trusted EOR provider like Multiplier, UK employers can navigate these policy changes with confidence — ensuring they continue to attract, hire, and retain top talent from around the world, regardless of shifting immigration laws.
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FAQs
What is the new minimum salary for a UK Skilled Worker visa?
Effective July 22, 2025, the standard minimum salary for a UK Skilled Worker visa has increased to £41,700 per year, or the going rate for the specific job, whichever is higher. Reduced salary thresholds are available for specific categories, such as new entrants or those with a PhD in a relevant subject.
What is RQF Level 6 and how does it relate to the new UK visa rules?
RQF Level 6 refers to a job's skill level on the Regulated Qualifications Framework, which is roughly equivalent to a bachelor’s degree. As of July 22, 2025, most jobs must be at RQF Level 6 or higher to be eligible for a Skilled Worker visa. This change has removed many mid-skilled roles from eligibility.
Are there any transitional arrangements for visa holders already in the UK?
Yes, transitional arrangements apply to certain visa holders. For example, skilled workers who were sponsored in jobs below RQF Level 6 before July 22, 2025, can continue to be sponsored in those occupations under transitional provisions. Additionally, some individuals who were on the Skilled Worker route before April 4, 2024, may qualify for a lower salary threshold when extending their visa.
What are the new visa rules regarding dependents in the UK?
Effective July 22, 2025, only skilled workers in jobs at RQF Level 6 or above can bring dependants to the UK. Workers in medium-skilled jobs (RQF levels 3-5) and care workers are no longer permitted to bring dependants unless their initial Skilled Worker visa was granted before this date and they have held continuous permission since then.
How can employers hire international talent under the new rules?
Multiplier enables UK employers to hire talent from 150+ countries without establishing local entities, handling payroll, benefits, compliance, and contracts — even when visa restrictions limit onshore hiring.
