Latest UK Immigration Rule Changes: What You Need to Know (July 2025 Update)

Key Changes in the Skilled Worker Route

As part of the Government’s strategy to recalibrate the immigration system, Skilled Worker visa eligibility will now require occupations at RQF Level 6 (bachelor’s degree level) and above, eliminating around 180 lower-skilled occupations previously eligible under the route. This change aims to ensure migration is aligned with the UK’s skills and training objectives.

Transitional arrangements allow current Skilled Worker visa holders to extend their visas, change employment, and take supplementary employment in roles below RQF Level 6. However, these arrangements are temporary and will be reviewed in due course.

Other changes to the Skilled Worker route include:

Salary Threshold Increases

The minimum salary thresholds for Skilled Worker visas have increased across the board:

• Band A (most graduate-level occupations (RQF Level 6 and above)) salary increased from £38,700 to £41,700.
• Band B (applicant holds a relevant PhD in a subject directly related to the job)  increased from £34,830 to £37,500.
• Band C, D, and E (STEM PhD holders, new entrants to the labour market, or postdoctoral research positions) increased from £30,960 to £33,400.
• Band F(specific roles within the health and education sectors) increased from £29,000 to £31,300.
• Band G (shortage occupations and transitional roles under the Temporary Shortage List or specific Home Office concessions) increased from £26,100 to £28,200.

These increases will impact new applicants and extension applicants under the new rules from 22 July 2025 onwards.

Important note:

• Going Rate Updates: Each occupation has a specific “going rate” based on the latest Annual Survey of Hours and Earnings (ASHE) data.
• Salary Calculation: Only the first 48 hours per week are counted towards the salary threshold, even if you work more.

Eligible Occupation Codes Updates

The list of eligible SOC 2020 occupation codes for Skilled Worker visas has been updated, with the inclusion of new roles under Tables 1a, 2aa, and 3a for those applying under transitional arrangements, including those who were granted Skilled Worker visas before 22 July 2025 and have maintained continuous permission.

• Tables 1, 2, 3: List eligible SOC 2020 occupation codes and their going rates. Table 1 uses median ASHE data (RQF level 6+), Table 2 uses 25th percentile ASHE data (RQF level 6+), and Table 3 covers health and education roles.
• Tables 1a, 2aa, 3a: Additional codes for applicants with continuous Skilled Worker permission since before 22 July 2025, including RQF level 3-5 roles.

Applicants will need to ensure their job role aligns with the updated codes and meets the new going rates under the Appendix Skilled Occupations.

Immigration Salary List Updates

The Appendix Immigration Salary List has been updated, outlining which roles qualify for reduced skill and salary thresholds under the Skilled Worker route. This is crucial for employers seeking to sponsor overseas workers while navigating salary budget constraints and ensuring compliance with the latest Home Office requirements.

New Temporary Shortage List 

A new Temporary Shortage List has been created, listing certain SOC 2020 occupation codes eligible for sponsorship under transitional arrangements until 31 December 2025. These include technical and creative occupations, such as:

• CAD technicians
• Database administrators
• Authors and translators
• Dancers and choreographers
• Legal associate professionals
• Financial technicians

Employers intending to sponsor migrants in these roles will benefit from flexibility until the cutoff date while ensuring these positions are filled to address skill shortages.

Specific roles (e.g., laboratory technicians, IT operations technicians, skilled trades) are eligible for sponsorship until 31 December 2025.

Closure of Overseas Recruitment for Care Workers

From 22 July 2025, overseas recruitment for care workers and senior care workers will close, following concerns over widespread non-compliance and exploitation in the sector.

Transitional provisions allow in-country switching for care workers already in the UK until 22 July 2028, provided the worker has been employed by the sponsoring employer for at least three months prior to application.

Changes to Global Business Mobility Routes

The salary threshold for Global Business Mobility Senior or Specialist Worker visas has been raised from £48,500 to £52,500 under the revised provisions.

This reflects the government’s continued intention to align salary thresholds with market data and maintain immigration controls that prioritise higher-skilled and higher-paid roles.

Closure of ARAP and ACRS

The Afghan Relocation and Assistance Policy (ARAP) has closed to new principal applications, reflecting the Government’s view that the scheme has fulfilled its purpose, allowing resources to refocus on national security priorities.

Alongside ARAP, the Afghan Citizens Resettlement Scheme (ACRS) is also closing. No new referrals will be accepted, but the UK Government will honour existing commitments for eligible individuals already in the pipeline.

Changes to Parental Leave Provisions

Under Part 9 of the Immigration Rules, parental leave provisions now explicitly include neonatal care leave, ensuring families under sponsored routes can retain compliance if they take time off for neonatal care, alongside existing statutory maternity, paternity, and shared parental leave provisions.

Government Authorised Exchange Route Updates

The definition of the Government Authorised Exchange Scheme has been updated to align with government-endorsed objectives, ensuring that temporary work under this route must fall within eligible occupations listed in the relevant tables of Appendix Skilled Occupations.

What Employers and Applicants Should Do Now

1. Review sponsorship plans to ensure compliance with updated salary thresholds and occupation codes for Certificates of Sponsorship issued on or after 22 July 2025.
2. Assess employees on transitional visas to determine eligibility under new SOC codes and salary rates for extensions or settlement applications.
3. Monitor deadlines for Afghan ARAP applications and transitional provisions.
4. Update HR systems and sponsorship processes to align with the new Immigration Salary List and Temporary Shortage List allowances.
5. Consider early applications for extensions or new visas if current eligibility criteria are more favourable than the upcoming changes.

Why These Changes Matter

These adjustments reflect the UK Government’s ongoing recalibration of immigration policies, aiming to prioritise high-skilled migration while tightening controls on lower-wage routes. Employers sponsoring Skilled Workers must now budget for higher salaries and stricter compliance while ensuring that recruitment plans align with the evolving immigration landscape.

For migrants, understanding these changes is crucial for planning your UK work and settlement journey, ensuring that your role, salary, and application timing meet the updated requirements.

How Gulbenkian Andonian Solicitors Can Assist

Our immigration lawyers in London remains ready to guide employers, Skilled Worker visa applicants, and families through these complex changes. We can:

• Review and prepare Skilled Worker and Global Business Mobility applications under the new salary thresholds.
• Advise on transitional arrangements and strategic timing of applications.
• Assist ARAP applicants to ensure compliance with deadlines.
• Provide bespoke support for employers updating sponsorship systems and policies to align with HC 997.

If you need personalised advice on how these rule changes affect your visa status or your organisation’s sponsorship plans, contact us today. Our experienced immigration solicitors are ready to help you navigate these changes with confidence.