'Restoring control' over the UK's immigration system: 11 things sponsors need to know

On 12 May 2025, the UK government released its long-anticipated immigration white paper, 'Restoring Control over the Immigration System'. This outlines the government's plans to overhaul the UK's immigration system, with the aim of reducing net migration and refocusing the system on high-skilled talent and domestic workforce development.

The proposals may change, and there's no implementation timeline yet, but there's no doubt these proposed changes will have far-reaching implications for employers, sponsors, and international talent. Below, we list 11 things you need to know to get your organisation prepared.

1. Increase to skills threshold 

The increase in the skills threshold requirement for Skilled Workers has shifted back to its pre-Brexit position; from the the current requirement at RQF3 (A Level standard), to RQF6 (degree level). This is expected to reduce the number of sponsorable occupations by around 180 – and salary thresholds will rise.

2. New temporary shortage list

This will provide time-limited access to the Points-Based immigration system. Occupations below RQF6 must be on the shortage list to gain access to the immigration system.

3. Immigration Skills Charge to increase by 32%

This'll mean sponsors will pay £6,600 for a five-year visa, up from £5,000. This fee cannot be passed on to sponsored migrant workers and comes on top of recent increases to visa application fees and the Certificate of Sponsorship fee.

4. Higher English language requirements

The minimum English proficiency level for Skilled Workers and routes already subject to a language test will rise from B1 to B2, under the Common European Framework of Reference for Languages (CEFR). This is in addition to the new English language requirement for all adult dependants of workers and students.

5. Graduate visa shortened

The will be reduced from 24 months to 18 months.

6. Settlement period doubled to 10 years

This applies to the qualifying period required for settlement (previously known as Indefinite Leave to Remain) under the Points-Based System. The qualifying period can be reduced for some applicants, based on contributions to the UK economy and society (details on the assessment criteria remain limited in the white paper). If the qualifying period cannot be reduced, sponsors and sponsored workers will face a significant financial burden due to the cumulative cost of visa extensions.

7. Closure of overseas social care visas

This will impact new applications for social care visas from outside the UK. Transitional provisions until 2028 will allow extension applications and in-country switching for those already in the UK in other routes.

8. Potential new pathways for critical roles

Roles not currently sponsorable - such as thermal insulation engineers, HGV drivers and scaffolders/riggers – may become eligible if sponsors can show that the role is key to industrial strategy or to deliver critical infrastructure. This is then subject to advice from the Migration Advisory Committee and having a proper workforce strategy to maximise the use of the UK workforce.

9. Support for highly skilled talent

The white paper outlines a series of enhancements aimed at attracting and retaining top-tier global talent. Key measures include:

• Doubling the number of qualifying institutions under the High Potential Individual route
• Simplifying access to the Global Talent route for leading scientists and design professionals 
• Reviewing the Innovator Founder route to more effectively support entrepreneurial talent currently studying at UK universities
• Doubling the number of workers permitted under the Expansion Worker route.
   

10. Streamlined process for visa applications

Non-visa nationals may soon be able to utilise the ID Check App when applying for their visa outside the UK, simplifying the process.

11. Expanded access for refugees

Some UNCHR-recognised refugees and displaced individuals will be eligible to apply for employment through existing Skilled Worker routes.

What should employers do now?

Employers will need to review all of the changes and consider how it impacts their organisation. You can start taking proactive action now to mitigate risks by taking steps such as:

Educate recruitment teams

Ensure hiring decisions are based on merit, not visa costs, to avoid any risk of discrimination.

Employment law risk might be higher than immigration risk in some cases. Our team has the benefit of immigration lawyers who also specialise in employment law, who can help you navigate the tricky overlap of these two complex areas.

Review compensation structures

This will be essential to remain competitive within the labour market. With a shrinking talent pool and rising costs, sponsors will want to retain their current workforce, especially within the care sector.

Retain existing talent

Sponsored workers may be put off by the radical changes and might avoid the UK altogether, or stay with their current sponsors.

Audit sponsorable roles

Identify the roles that will likely be non-sponsorable to avoid any disruption to the business, due to shortages in the workforce and create an appropriate business continuity plan on how shortages will be addressed, e.g. through apprenticeships, which is in line with the UK government's objectives.

Stay compliant 

Continue to review employee onboarding processes to ensure that they remain compliant with employment and discrimination laws, but also remain compliant with right to work and sponsorship compliance requirements.

Free on 18 June? Join our Immigration webinar!

We will be hosting a webinar on Wednesday 18 June, where we will take a deep dive into the proposed changes, along with the recent developments within the UK's immigration landscape.

Stay tuned – we will be sharing the registration link soon.

With ever-changing immigration rules to contend with, you need a legal team that truly gets the challenges of global recruitment and corporate immigration. Our expert team of corporate immigration lawyers can guide you through the immigration process efficiently and achieve the best possible outcome – contact our team above if you would like to discuss these recent changes.