Living in the New Immigration Era: What UK SMEs Need to Know About the July 2025 Skilled Worker Visa Changes
- Nisan Yesildaglar
- Jul 23
- 4 min read
Updated: Jul 25
On 22 July 2025, significant changes to the Skilled Worker visa and other sponsored routes came into effect under the latest Home Office rules (HC 997). These updates impact salary thresholds, job eligibility, care worker sponsorship, and transitional arrangements.
This guide breaks down the changes for time-strapped UK SMEs with clear action steps to help your business stay compliant and avoid unnecessary delays or refusals.
1️⃣ RQF Level 6 Now Required for New Sponsored Roles
What’s changed:All new Skilled Worker visa applications must now be for jobs at RQF Level 6 or above, which generally means degree-level roles.
What this means:
Jobs that used to be eligible at lower skill levels (RQF 3–5) are no longer valid unless on the Immigration Salary List (ISL) or Temporary Shortage List (TSL).
TSL and ISL exceptions are only valid until 31 December 2026.
Existing sponsored employees in lower-level roles can stay until 22 July 2028, as long as they remain continuously employed in the same role.
What SMEs should do:
Review all job descriptions to confirm their RQF level.
If sponsoring a lower-level role, check if it’s on the ISL or TSL and assign the Certificate of Sponsorship (CoS) before the 2026 deadline.
Start planning for long-term replacements or reskilling in roles below degree level.
2️⃣ Increased Salary Thresholds (Effective Immediately)
What’s changed:The minimum salary for sponsoring Skilled Worker applicants has increased across all routes.
New salary thresholds:
Sponsorship Route | Minimum Salary Requirement |
Standard Option A | £41,700 |
Option B (PhD-level, 90%) | £37,500 |
Option C (STEM PhD, 80%) | £33,400 |
Option D/E (ISL or New Entrant) | £33,400 |
Transitional Option F (100%) | £31,300 |
Transitional Option G (90%) | £28,200 |
Key point: You must pay whichever is higher – the route-specific threshold or the going rate for the job.
What SMEs should do:
Review all salary offers against both route thresholds and job-specific going rates.
Update job ads, offer letters, and CoS to reflect accurate salaries.
Consider using salary verification tools to avoid refusals.
3️⃣ Minimum Hourly Rate Introduced
What’s changed:All sponsored roles must now meet a minimum hourly rate of £17.13 per hour, based on a maximum 48-hour working week. You can’t increase hours beyond this to meet the salary threshold.
What SMEs should do:
Calculate hourly rates for all sponsored jobs.
Adjust contracts and CoS where roles fall short of the £17.13/hour minimum.
Avoid relying on overtime or extended hours to meet salary rules.
4️⃣ Care Worker Sponsorship Has Closed to New Applicants
What’s changed:You can no longer sponsor overseas care workers under the Skilled Worker route unless they are already in the UK.
Who this affects:
SOC codes 6135 (care workers) and 6136 (home carers) are now closed to new overseas applicants.
Those already in the UK on a Skilled Worker visa with at least 3 months' continuous employment by 22 July 2025 can switch visa routes internally until 22 July 2028.
What SMEs should do:
Stop issuing new CoS for care worker roles.
Identify eligible in-country staff who may qualify to switch.
Explore domestic recruitment or other legal pathways.
5️⃣ TSL & ISL Routes Are Time-Limited
What’s changed:You can still sponsor roles on the Temporary Shortage List or Immigration Salary List until 31 December 2026, even if the job is not at RQF Level 6.
Important note:Workers applying through these routes cannot bring dependants.
What SMEs should do:
Assign CoS for any sub-degree roles before the 2026 deadline.
Update your candidates and employees about the dependant restriction.
Plan to phase out these roles or restructure to meet new RQF standards.
6️⃣ Updates to Global Business Mobility & Scale-Up Visa Routes
What’s changed:Salary thresholds have increased for the following visa categories:
Visa Type | New Minimum Salary |
Senior/Specialist Worker & UK Expansion Worker | £52,500 |
Graduate Trainee | £27,300 |
Scale-Up Visa | £39,100 |
All must also meet the £17.13/hour rule based on a maximum 48-hour week.
What SMEs should do:
Review salary levels for all sponsored staff under these visa types.
Ensure that updated salary and hourly thresholds are met.
Use updated templates and documentation for future applications.
💡How imminova Can Help
imminova’s immigration platform is designed for UK SMEs navigating these very challenges. Our tools and services include:
Job Role & Salary Checks – Verify compliance with RQF, salary, and hourly requirements.
CoS Management – Automate assignment tracking, reminders, and renewals.
Expiry Monitoring – Auto-track visa, CoS, and document expiry dates.
SMS Reporting Support – Auto-generate change reports and notifications.
Whether you have no HR team or a small one, imminova simplifies sponsorship and ensures nothing falls through the cracks.
✅ Summary Table
Change | Effective Date | SME Action |
RQF Level 6 threshold for new Skilled Worker roles | 22 Jul 2025 | Audit all roles for eligibility; plan for reskilling or replacements |
Increased salary thresholds for all routes | 22 Jul 2025 | Update salary offers, contracts, and CoS accordingly |
Minimum hourly rate of £17.13 based on max 48-hour week | 22 Jul 2025 | Calculate hourly rates; adjust contracts and offers to meet minimum |
Closure of new overseas care worker sponsorship | 22 Jul 2025 | Stop issuing new CoS for care workers; identify in-UK switch candidates |
TSL & ISL routes remain open for sub-degree roles | Until 31 Dec 2026 | Assign CoS for eligible sub-degree roles before deadline |
Care worker internal switch window closing | 22 Jul 2028 | Plan transitions or alternatives for current care workers |
Increased salary thresholds for GBM and Scale-Up routes | 22 Jul 2025 | Review and update salary levels for applicable visa categories |
🧭 Final Thoughts
The July 2025 reforms usher in a more skill-focused, wage-conscious immigration system. SMEs face a compliance turning point, but with clear steps, structure, and support, this transition can be both manageable and strategic.
Need help auditing roles, adjusting salary bands, or mapping recruitment strategy? imminova supports you at every stage.
👉 Book a compliance audit👉 Explore the platform
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