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Major Changes to the Skilled Worker Route: July 2025 Update
By Vikas Dhankhar, Immigration Lawyer & Partner, Worldwide Immigration Ltd.
The UK Home Office has released a significant Statement of Changes to the ImmigrationRules (HC 997), which introduces extensive amendments to the Skilled Worker visa route. These reforms, effective from 22 July 2025, are part of the Government’s broader strategy to reduce net migration and refocus the system on high-skilled, high-wage roles.
Below is an overview of the key updates and practical guidance for employers and applicants.
1. Raised Skill Threshold: Only Graduate-Level Roles Eligible
From July 2025, only roles at RQF Level 6 (graduate-level) or above will qualify. This excludes approximately 180 occupations previously eligible (but the press release says 111 fewer roles), such as care assistants, retail supervisors, chefs, Restaurant Managers, etc. Employers must now ensure that sponsored positions meet these new skill requirements.
2. Salary Thresholds Significantly Increased
The general salary threshold for Skilled Worker visas will increase from £38,700 to £41,700, with reduced thresholds available for PhD-qualified roles, STEM roles, and new entrants. For those granted leave under the Skilled Worker route before 4 April 2024, the general threshold will rise from £29,000 to £31,300.
These new thresholds reflect updated labour market data and remove most allowances or discounts previously available, including those for shortage occupations.
3. New Occupational Tables and SOC Code Alignment
The Skilled Worker route has been restructured to use updated SOC 2020 codes. Occupations are now split into:
• Tables 1, 2, and 3: For new Skilled Worker applicants from 22 July 2025.
• Tables 1a, 2aa, and 3a: For transitional applicants (those with Skilled Worker leave before 22 July 2025).
Sponsors must ensure the occupation code is correctly mapped and matches the revised SOC 2020 system.
3. Temporary Shortage Occupation List (TSOL)
The Immigration Salary List has been abolished and replaced with a new, time-limited Temporary Shortage Occupation List (TSOL):
• Applies only to roles listed and for Certificates of Sponsorship (CoS) issued before 31 December 2026.
• No longer permits lower salary thresholds or Home Office fee reductions.
This reflects a major shift in policy; the UK is clearly trying to move away from long-term dependency on low-paid migration routes.
4. Special Restrictions for Care Workers
Stricter requirements now apply to applicants seeking to remain in the UK as Care Workers (SOC 6135) or Senior Care Workers (SOC 6136) under the Skilled Worker route.
To qualify, the application must be for permission to stay (not a new entry clearance), and one of the following must apply:
• The applicant must have been legally employed by their sponsor in the relevant care occupation for at least three continuous months immediately prior to the date the Certificate of Sponsorship (CoS) was assigned, and the application must be submitted before 22 July 2028;
OR
• The applicant must already hold Skilled Worker leave sponsored in these roles (including under the former SOC 2010 codes 6145 and 6146), with any period of overstaying covered by paragraph 39E disregarded.
Where the applicant was initially granted permission prior to 11 March 2024 under the old SOC 2010 codes, has held continuous Skilled Worker status since then in any of the equivalent care codes (SOC 2010 or 2020), and is applying to continue with the same sponsor, the requirement for the sponsor to be registered with the Care Quality Commission (CQC) will not apply.
These transitional provisions aim to support continuity for genuine care workers already lawfully integrated into the UK system, while closing the route to new care worker applicants without UK experience.
5. Settlement Period: Remains at 5 Years
Contrary to recent speculation, the Statement of Changes (HC 997) does not include any amendments to the settlement (Indefinite Leave to Remain) rules for Skilled Workers.
The qualifying period for ILR under the Skilled Worker route currently remains at 5 years.
No reference has been made to increasing this to 10 years. However, future changes cannot be ruled out, and we recommend applicants apply as soon as eligible under current rules.
What Employers & Applicants Should Do Now
Employers:
• Review sponsored roles for alignment with new SOC codes and thresholds.
• Ensure CoS is issued before 22 July 2025 to fall under transitional rules.
• Adjust salary offers and recruitment plans accordingly.
• Consider investing in the UK workforce training and apprenticeships.
Applicants:
• Check if your job title and code remain eligible.
• Ensure your offered salary meets the updated minimum and going rates.
• If you are already in the UK or have a CoS issued under the current system, apply as soon as possible.
Why These Changes Matter
These reforms reinforce the UK Government’s commitment to:
• Reducing net migration.
• Attracting only high-paid, high-skilled professionals.
• Encouraging UK employers to invest in domestic talent.
Lower-paid or semi-skilled roles will now find it significantly harder to qualify for sponsorship under the Skilled Worker route.
Final Thoughts
The Skilled Worker route is evolving fast and becoming significantly more exclusive. Employers must adapt their strategies immediately to remain compliant, and migrants should act quickly to preserve their options under transitional rules.
Navigating these changes requires up-to-date legal advice and careful planning.
Need Expert Advice?
At Worldwide Immigration Ltd., we guide businesses and individuals through the complexity of the UK immigration system. Whether you need help with sponsor compliance, Skilled Worker visa applications, or ILR eligibility reviews, we’re here to help.