The Skilled Worker visa route has long been a key entry point for overseas nationals looking to live and work in the UK. It has also provided a vital pipeline for employers struggling to fill roles in sectors such as healthcare, engineering and technology.
However, the 2025 Immigration White Paper has introduced a number of major changes to this visa route. The government’s intention is to reduce net migration and encourage greater investment in domestic skills training, while still allowing the UK to attract top global talent.
In this article, we explain the most important updates to the Skilled Worker visa – focusing on the new skill and salary thresholds, changes to the shortage occupation list and the evolving responsibilities placed on UK employers.
Quick recap: What is the Skilled Worker visa?
The Skilled Worker visa allows overseas nationals to live and work in the UK in an eligible job with an approved sponsor. It can lead to settlement (indefinite leave to remain) and allows visa holders to bring family members with them.
Applicants must meet a range of eligibility requirements, including a valid job offer, minimum salary and proficiency in English. Until recently, many roles requiring A-level-equivalent qualifications (RQF Level 3) qualified under this route, with some salary discounts available for roles on the shortage occupation list.
Key changes introduced in 2025
The 2025 reforms have significantly revised the Skilled Worker route. The most notable changes include:
- Raising the minimum skill level for eligible jobs from RQF Level 3 to RQF Level 6 (equivalent to graduate-level qualifications)
- Increasing salary thresholds (exact new figures are expected to align with market rates and inflation)
- Abolishing the Immigration Salary List, which previously offered lower salary thresholds for shortage roles
- Introducing a new Temporary Shortage Occupation List (TSOL) with stricter entry conditions
- Requiring employers to demonstrate investment in domestic workforce training
- Establishing the Labour Market Evidence Group to inform immigration policy using workforce data
- Closure of the social care visa route to new applicants
These reforms aim to ensure the Skilled Worker visa route supports highly skilled migration only, while encouraging UK employers to reduce long-term reliance on international recruitment.
Related: What Does the New 10-Year Settlement Rule Mean for Migrants in the UK?
New skill and salary thresholds
One of the most impactful changes is the increase in the required skill level for eligible roles. Jobs that previously qualified under RQF Level 3 (such as care workers, certain administrative roles or technicians) will no longer be eligible unless they are included on the new TSOL.
Instead, the baseline requirement has shifted to RQF Level 6, which includes most graduate-level roles such as engineers, software developers, financial analysts and healthcare professionals like nurses and doctors.
At the same time, the minimum salary thresholds are also rising. While the full breakdown has yet to be published, employers and applicants should expect higher baseline earnings requirements, especially now that the Immigration Salary List has been abolished.
The new temporary shortage occupation list (TSOL)
Replacing the previous Immigration Salary List, the new Temporary Shortage Occupation List (TSOL) introduces a more selective and time-bound mechanism for allowing lower-level roles to qualify under the Skilled Worker visa.
To be included on the TSOL, a role must meet the following criteria:
- It must be deemed to be experiencing a long-term shortage, based on advice from the Migration Advisory Committee (MAC)
- The shortage must be backed by labour market data, as reviewed by the new Labour Market Evidence Group
- The relevant sector must have an active workforce strategy in place
- Employers must demonstrate that they are committed to training and recruiting from the UK workforce
The intention is to ensure that access to the immigration system is limited to genuinely necessary cases, rather than used as a substitute for investment in UK skills development. Roles on the TSOL will also be reviewed regularly, making it a time-limited solution rather than a permanent fix.
Employers who previously relied on recruiting for lower-skilled roles under the Skilled Worker route – such as care assistants, support workers or hospitality roles – will now find access significantly restricted unless their occupation qualifies for inclusion on this new list.
What this means for employers
UK employers who sponsor overseas workers will now face increased scrutiny and a greater expectation to demonstrate that international recruitment is part of a longer-term workforce development strategy.
This includes:
- Ensuring sponsored roles meet the new RQF Level 6 skill threshold
- Paying salaries in line with updated minimum thresholds
- Keeping records of recruitment processes and evidence of domestic labour market testing (if required)
- Preparing to justify recruitment decisions in the context of sector-wide shortages
- Engaging with training providers or apprenticeships to support domestic hiring in the long term
Employers that fail to comply with the revised sponsorship obligations or cannot demonstrate investment in UK-based talent may face restrictions on their ability to continue sponsoring workers in future.
Implications for Skilled Worker visa holders
If you are currently in the UK on a Skilled Worker visa – or planning to apply – it’s important to understand how these changes may affect your situation:
- If your role no longer meets the new RQF Level 6 threshold, you may not be eligible to extend or switch under the same occupation
- If your salary is below the new minimum level, you may need to renegotiate your terms or explore alternative visa options
- Individuals in jobs no longer eligible may need to consider switching to other visa categories (such as Graduate, Family or Global Talent routes)
Legal support for employers and skilled workers
Now is the time for businesses to audit their current use of the Skilled Worker visa, review their sponsor licence compliance and prepare for policy changes over the coming months. Similarly, skilled workers already in the UK should seek legal advice early to explore long-term immigration options and ensure continuity of lawful residence.
With a wealth of experience in UK immigration, Osbourne Pinner is on hand to make the process easier for employers and skilled workers. We support both UK employers and overseas workers in navigating the evolving immigration landscape. Our experienced team can assist with:
- Reviewing your current sponsor licence and Skilled Worker usage
- Advising on whether your role or business qualifies under the new rules
- Supporting visa applicants with eligibility checks, switching routes or preparing documentation
- Providing proactive strategies to ensure ongoing compliance and workforce continuity
Whether you’re an employer adjusting to new recruitment restrictions or a worker unsure of your next steps, our legal team is here to help.
Arrange your free 30-minute consultation to discuss your circumstances and let us advise you on the best way forward. Email [email protected], call 0203 983 5080 or use our online form.
