By an Immigration Lawyer | Updated June 2025
đź”· Context and Overview
In May 2025, the UK government published a White Paper titled “Restoring Control Over the Immigration System”, marking the most significant reform of the Skilled Worker visa route since the Points-Based System was introduced post-Brexit.
The political context is clear: net migration figures exceeded 700,000 in 2024, prompting widespread public concern and political pressure. The government’s response has been swift and far-reaching—introducing legislative and administrative changes aimed at shrinking legal migration, particularly from non-European sources.
While the government frames these reforms as necessary for “economic sustainability” and “public confidence,” the implications are profound—for employers, migrants, and the broader UK economy.
Let us examine the key components of the reforms, with expert commentary on their legal, economic, and practical impact.
🔑 1. Raised Salary Threshold – £38,700 baseline
What Changed:
- The general salary threshold under the Skilled Worker route increased from ÂŁ26,200 to ÂŁ38,700 annually.
- Health and care roles remain exempt (see section 5), but other roles must meet the full threshold regardless of industry shortages.
Legal & Practical Implications:
- This change drastically narrows eligibility. Many genuine skilled roles—especially entry-level IT, engineering technicians, and creative industry jobs—no longer qualify unless salaries are artificially inflated.
- SMEs and charities are disproportionately affected, as they often cannot match these new pay levels.
Professional Opinion:
This is a blunt instrument. While it may deter abuse, it also excludes valuable middle-skilled talent that previously contributed greatly to the economy. The policy seems politically driven, not evidence-based.
🔑 2. Abolishing the Shortage Occupation List (SOL)
What Changed:
- The SOL has been replaced by the Immigration Salary Discount List (ISDL).
- ISDL provides limited exceptions but with stricter criteria and no automatic pathway for low-paid roles—even in sectors with acknowledged shortages.
Implications:
- Employers can no longer rely on the SOL to sponsor foreign workers at discounted salaries.
- The Migration Advisory Committee (MAC) will face limitations in making pragmatic recommendations.
Professional Opinion:
This undermines the role of expert advisory bodies and over-centralises immigration control within politically reactive frameworks. It’s a dangerous precedent—limiting the UK’s ability to respond flexibly to labour market needs.
🔑 3. Skill Level Raised – RQF Level 6 (Degree Equivalent)
What Changed:
- The minimum required skill level rose from RQF Level 3 to RQF Level 6, eliminating hundreds of roles from eligibility.
Implications:
- RQF 3 roles like retail managers, warehouse supervisors, and construction technicians are now excluded.
- This will exacerbate skill shortages in sectors already struggling to attract domestic workers.
Professional Opinion:
The change assumes the UK can meet all mid-skill labour needs domestically—an assumption contradicted by decades of economic data. It’s a high-risk gamble that ignores demographic realities.
🔑 4. Changes to Dependant Policy
What Changed:
- Dependants of Skilled Workers now face:
- English language requirements (A1 at entry, progressing to B2 at settlement)
- Restrictions on their right to work (especially for care workers)
- No right to accompany care workers unless they entered before March 11, 2024
Implications:
- The added language burden will likely disproportionately impact women and families from developing countries.
- It disincentivizes family settlement and imposes more isolation on migrant workers.
Professional Opinion:
This introduces a layer of quiet deterrence, making the UK less attractive to international professionals seeking long-term relocation with family. It risks pushing talented individuals toward more family-friendly markets like Canada or Australia.
🔑 5. Care Workers: Exemptions—but with Strings Attached
What Changed:
- Care workers and senior care workers remain eligible under a lower threshold.
- However, they can no longer bring dependants unless already in the UK before March 2024.
- The government intends to phase out overseas recruitment in social care by 2028.
Implications:
- While this preserves short-term capacity, it creates long-term uncertainty for care providers.
- Employers must now rely more heavily on local recruitment, which is unlikely to meet demand without massive investment.
Professional Opinion:
The exemption is politically convenient, not sustainable. Social care has chronic labour shortages, and this policy may collapse frontline capacity unless there’s a domestic workforce plan—which, as of now, does not exist.
🔑 6. Settlement Route Extended to 10 Years
What Changed:
- The route to Indefinite Leave to Remain (ILR) has been extended from 5 to 10 years for Skilled Workers.
Implications:
- Migrants must now renew visas more frequently, pay more in fees, and wait longer for permanent residency.
- Many may leave before achieving settlement.
Professional Opinion:
This change is cynical—a clear revenue-generation strategy wrapped in migration control language. It undermines the spirit of long-term integration and treats migrants as disposable labour, not future citizens.
🔑 7. English Language Requirement Raised
What Changed:
- All stages of the visa and settlement process now require higher English levels (B2 for ILR).
Implications:
- Migrants from non-English-speaking backgrounds face additional barriers and cost (language exams, tutoring).
- Disparities in access to test centres and preparation support may deepen inequality.
Professional Opinion:
Raising standards is justifiable—but without parallel investment in support infrastructure, it acts more as a filter than a pathway.
🔑 8. Graduate Route Shortened
What Changed:
- The Graduate Route (post-study work visa) is now 18 months instead of 2 years.
Implications:
- International graduates have less time to find qualifying Skilled Worker jobs.
- UK universities may become less attractive to overseas students.
Professional Opinion:
This shortens the “return on investment” for international students and harms the UK’s competitiveness in the global education market.
🔑 9. Sponsor Licence Compliance Tightened
What Changed:
- New enforcement mechanisms include:
- Real-time audits
- Instant licence suspension powers
- Fines and criminal referrals for breaches
Implications:
- Employers must now maintain impeccable records and compliance procedures.
- Even small errors could jeopardise sponsorship eligibility.
Professional Opinion:
This adds bureaucratic pressure to already stretched HR teams, especially in SMEs. While some tightening was necessary, the lack of training or support for sponsors is concerning.
⚖️ Final Thoughts: A Lawyer’s Assessment
The 2025 White Paper is an ambitious but flawed overhaul.
It addresses real issues—abuse of the care visa, low-wage migration, sponsor fraud—but applies disproportionate, sweeping fixes that risk punishing legitimate workers and employers. The central theme is restriction over reform.
As a legal practitioner, I am concerned by:
- The absence of proper transition periods for existing visa holders
- The lack of public consultation
- The clear prioritization of optics over evidence
The system now demands more legal literacy, stronger employer compliance systems, and greater financial means from migrants—potentially making the UK less accessible and less competitive on the global stage.
âś… Advice to Migrants and Employers
- Employers: Seek professional sponsorship management support. Prepare for higher costs and stricter audits.
- Migrants: Prioritize high-demand, high-paying professions. Consider legal advice before visa applications or family moves.
- Students: Understand post-study limitations early and prepare job applications from your first semester.
I just want to add that this article is completely AI generated and unedited.
