UK Immigration White Paper 2025

On 12 May 2025, the government published an immigration white paper setting out its proposals for future reform of the immigration system, with the overriding aim of lowering net migration and improving community cohesion. In summary, the key proposals outlined in the ‘Restoring control over the immigration system: white paper’ include plans to: 

Higher salary and skills thresholds for skilled workers

• Raising the thresholds for ‘skilled workers’: the salary and skills thresholds for the skilled worker visa route will raise as follows:

  • The Immigration Salary List, which was only introduced last year, currently allows listed occupations to benefit from a 20% discount to the minimum threshold salary requirement, will be abolished (although some transitional arrangements will apply); and

  • The skills threshold will increase, reverting back to requiring a minimum of RQF level 6 (graduate level) skills instead of the current minimum of RQF level 3 (A-Level-equivalent) therefore scaling back the 2020 broadening of the requirements needed to address anticipated skills shortages as a result of Brexit. This could have significant impact on certain industries (such as construction and healthcare) already struggling to maintain sufficient workforce levels for certain lower to medium skilled roles.

New Temporary Shortage Occupation List (TSL)

• Introducing a new Temporary Shortage List: to gain access to the points-based immigration system, shortage occupations with a skills requirement of RQF 3-5 (i.e. below degree level) must be listed on the Temporary Shortage List (TSL). The TSL will be narrower and time-limited. Use of the TSL must be justified and a workforce strategy will be required to increase recruitment from the domestic workforce. 

Graduate visas to be shortened

• Shorter graduate visas: the time new graduates who have successfully completed a course of study in the UK have permission to work under a ‘graduate visa’ after completion of their studies will reduce. Standard graduate visas currently last up to two-years, whilst higher-level graduates  benefit from three years’ permission. This graduate visa permission will be reduced to 18 months.

Focus on attracting global emerging talent

• Focus on global emerging talent: the government intends to make various changes designed to attract the “brightest and best global talent” to the UK.

Tougher English language requirements

• Stronger English language requirements: the government plans to increase the English language requirements across a broader range of immigration routes, for both main applicants and now also their dependants. Individuals will also be required to demonstrate improved English language skills when applying for visa extensions or settlement. 

Sponsor licence costs to increase by 32%

• Increased fees for sponsors: the Immigration Skills Charge payable when a sponsor employer assigns a Certificate of Sponsorship to a migrant worker will increase by 32%, although this charge hasn’t been increased since its introduction in 2017.

Closure of overseas social care visa route

• Social care visas will be closed to new applications from abroad: whilst the government plans to close the social care visas for new applications from abroad, for a transitional period until 2028, visa extensions and in-country switching for those already in the UK with working rights will be permitted.

Longer residency requirements for settlement and citizenship

• Increased thresholds for settlement and citizenship: the residence requirements for applications for indefinite leave to remain and British citizenship will increase from five to ten years, although there will continue to be a shorter pathway to settlement for non-UK dependants of British citizens. Individuals will also have the opportunity to reduce the qualifying period based on their contributions to the UK economy and society. 

Labour Market Evidence Group to monitor sector reliance on overseas labour

• Establishing the Labour Market Evidence Group (LME Group): to inform understanding of where sectors are overly reliant on overseas labour and reverse underinvestment in domestic skills.

As this is only a white paper at this stage, it is not yet law and there needs to be further consultation and legislation passed for it to become effective. Whilst we will keep you updated as matters progress, and we still need some of the finer detail to be clarified, we recommend that employers start to assess their workforce, consider their recruitment strategies, to consider the impact if and when some or all of these changes come into force (and look to put plans in place as part of business continuity plans).

What employers should do now

• Assess your workforce

• Revisit recruitment strategies

• Plan for talent pipeline resilience

• Anticipate cost increases