The UK Government has published its immigration white paper, Restoring Control Over the Immigration System, outlining major changes aimed at reducing net migration. The proposals include raising skill thresholds, restricting access to lower-paid roles and ending new visa applications for care workers recruited from overseas.

For employers, the picture is mixed. Sectors such as social care, hospitality and construction face reduced access to overseas labour. In contrast, technology, academia and life sciences may benefit from streamlined options to recruit specialist talent.

Skilled Worker Visa and Temporary Shortage List

The skill level for sponsored workers will rise to RQF Level 6 (graduate level). The Immigration Salary List will be abolished, and a new Temporary Shortage List will apply for sub-degree roles. Access to these roles will depend on sector-led workforce strategies and MAC review. Skilled worker visa salary thresholds will also increase. 

Although graduate-level roles will still be eligible, the Government has signalled it may apply restrictions where there is evidence of over-reliance on international workers. These changes are expected from 2026.

End of Overseas Recruitment for Care Workers

The Health and Care Worker visa will no longer be available for care workers based overseas. Existing visa holders can continue working and will be able to extend or switch visas in-country until 2028. This change significantly narrows the recruitment pipeline for care providers, who will need to scale up domestic hiring efforts.

Labour Market Evidence Group

A new body will be formed to assess labour shortages and advise government on where immigration is justified. The group will work with sector bodies to ensure that workforce needs are properly represented. Employers should engage early to help shape evidence submitted on skills gaps.

Graduate Route Cut to 18 Months

The Graduate visa, which currently allows international students to work for two years post-study, will be reduced to 18 months. Employers will have a shorter window to assess graduates before switching them to a sponsored role.

Increased Immigration Skills Charge

The Immigration Skills Charge will rise for the first time since 2017. New rates will be £480 (small sponsors) and £1,320 (medium/large) for the first year, with higher ongoing charges for extensions. The change is expected in the 2025–26 financial year and should be factored into recruitment budgets.

Reforms to High-Skilled Routes

The Government will simplify and expand high-skilled routes. Global Talent, Innovator Founder, and High Potential Individual visas will be reviewed, with additional places for research interns and clearer access for specialists in science and design. Further details are expected later in 2025.

Sponsor Compliance and Enforcement

New compliance rules will include improvement plans for underperforming sponsors, limits on recruitment for those under review and stricter penalties for breaches. Digital monitoring of visa conditions will be expanded. Sponsors should audit internal processes and ensure record-keeping is up to date.

Stronger English Language Requirements

New language rules will apply to more visa categories, including dependants. Applicants may be asked to show continued improvement in English over time. Employers should factor language assessments into recruitment decisions.

Family Migration Reform

The family visa system will be overhauled to create a clearer, unified framework across all routes for family members. The new policy will introduce relationship checks, enhanced language and financial requirements and safeguards for Armed Forces families. The MAC has been asked to review current thresholds, with further tightening of character and suitability rules expected.

Settlement and Citizenship

The qualifying period for settlement will double from five to ten years A new points-based model will reward long-term contribution, such as tax payments or work in public services, with potential fast-tracked options. 

Employers with sponsored staff should consider the impact of these changes on retention and long-term workforce planning.

Next Steps for Employers

While the white paper sets out stricter controls on lower-paid migration, it continues to support international recruitment in high-value sectors. Employers should review their current immigration use, audit compliance systems and consider how proposed changes will affect workforce planning. Early preparation will be essential in adapting to a more selective and closely monitored sponsorship regime.

Contact DavidsonMorris for specialist advice for your organisation.