The New UK Immigration System: What It Might Mean for You

By Dr Lusine Navasardyan

Dr Lusine Navasardyan is Director and Head of Corporate and Business Immigration at RVS Solicitors. Dr Lusine studied at Yerevan State University and the Bucharest University of Economic Studies. She is also a published author and a member of the Bucharest Bar. As a Director of RVS Solicitors, she is instrumental to the operation of the law firm, and as Head of Corporate and Business Immigration, she helps our clients to forge new futures in the UK.

Introduction

The news about the new UK immigration system is everywhere in recent days, and many are understandably concerned. Since the UK Government unveiled its White Paper setting out significant changes to its immigration system—aiming to reshape the landscape for migrants, employers, and families alike—calls to immigration advisers have not stopped.

As an immigration adviser with many years of experience, I have seen several overhauls and significant changes to immigration rules. I understand the inevitable worries and turmoil that come with such announcements. Therefore, in my capacity as the Director and Head of Corporate and Business Immigration at RVS Solicitors, I have been closely monitoring these developments to provide our clients with informed guidance in an attempt to ease their burden where possible. With this blog, I aim to provide the wider public with some reassurance and hopefully a game plan.

Before we delve into the announced changes, an important point should be made: what the Government has unveiled so far are not the actual immigration rules. It is a White Paper put forward to Parliament with proposals for intended changes. It will take time for the rules to be finalised and rolled out. Therefore, if you are worried about the impact of these changes, stay tuned and stay informed.

Changes to Sponsoring a Migrant and Skilled Worker Visa

Perhaps the most significant changes will affect those looking to sponsor overseas workers and those wishing to come to the UK on the Skilled Worker route.

Since leaving the European Union, UK businesses have become increasingly reliant on the Skilled Worker visa route to fill gaps in local talent. Some sectors—such as health and care, engineering, IT, construction, education, hospitality, and food—are particularly dependent on the Skilled Worker visa.

What Will Stay the Same
Based on the plans announced by the Government, the fundamentals of sponsoring a worker to the UK will remain the same:

• The business must have a Sponsor Licence to sponsor a worker.
• The worker will need to have a job offer from an approved sponsor.
• The worker must meet the minimum salary threshold.
• The worker must meet the English language proficiency requirement.

What Will Change

However, certain thresholds will change:

• A job offer from a licensed sponsor will need to be at a higher skilled level—RQF Level 6 and above—whereas currently it is RQF Level 3 and above.
• The minimum salary threshold will also rise, and the discounted rates that apply in certain situations—such as shortage occupations, new entrants, and PhD-level jobs—will be reviewed. However, it is unclear by how much. It appears the Government will wait for the Migration Advisory Committee to carry out a review before making a decision on these aspects.
• The Skilled Worker surcharge will increase by 32%, significantly raising the cost of an overseas hire.
• Compliance surrounding the Sponsor Licence will become more complex. Key sectors with high levels of recruitment from abroad will be required to produce or update a workforce strategy, which relevant employers will be expected to comply with.

What This Means for You

The level and scope of the impact will depend on whether you are a business hiring overseas workers or an individual looking to come to the UK.

For businesses, the impact could be significant. The increase in skill level requirements will mean that many businesses currently relying on overseas hires for jobs below RQF Level 6 will no longer be able to use the Skilled Worker visa. The Shortage Occupation List will also be revised, and jobs at RQF Levels 3–5 will only be eligible for a limited time. While there is no clarity yet, it is likely there will be periodic reviews to update this list according to market needs.

The good news is that these changes will not affect the workforce already in the UK. Businesses can continue to hire individuals who are already in the UK on Skilled Worker visas, even if they are in lower-skilled jobs.

One sector specifically mentioned in the White Paper is adult social care. The care visa route is set to close for overseas applicants, with transitional arrangements in place until 2028 for those already in the UK.

What Can You Do?

Let me stress again—these are proposals, and there is still a road to be taken before they become rules. We currently have limited clarity on what the routes will look like or when implementation will begin. Based on previous experience, it is likely to take some time, but changes around the sponsorship and Skilled Worker route are most likely to be prioritised. Even so, it is unlikely that we will see any new rules implemented sooner than 6–12 months from now.

Therefore, if your business is struggling with local recruitment, assess your needs now and act quickly. There is likely still time to get new hires on board before the rules change. Even if you do not currently have a Sponsor Licence, there may be enough time to apply and bring workers over. Be mindful that a rush of applications is expected—acting promptly is essential.

If you are concerned about how these changes could impact your business, feel free to reach out for a short, no-obligation chat. I would be more than happy to guide you.

Some positive news comes for highly qualified individuals and entrepreneurs. While details remain vague, the Government has indicated plans to expand and streamline the HPI, UK Expansion, and Global Talent routes. We will continue to monitor these developments closely.

Changes to Student and Graduate Visas

Beyond employment routes, educational sponsors will also face a significant increase in compliance requirements. Proposed changes include an increase in BCA (Basic Compliance Assessment) metrics.

The timelines for these changes are not yet specified and are likely to take longer than the Skilled Worker route reforms, which appear to be the immediate focus.

The Graduate visa route is safe for now, although the permitted stay will be reduced from 2 years to 18 months. This change could be implemented swiftly.

Streamlining Family Visas

Currently, there are separate routes for those joining a British or settled family member and those joining someone under another visa category. The Government proposes to streamline these into a single route for all family reunifications.

This is a welcome change. Many individuals face confusion over the correct forms to fill out, leading to refusals and placing additional financial and emotional strain on families.

Other proposed changes include:

• Emphasis on faster processing times and clearer evidentiary requirements.
• An increase in the financial requirement for sponsoring family members, now extended to all visa categories.
• A universal English language requirement for all adult dependents. For example, currently, spouses of Skilled Worker visa holders do not need to meet this requirement—this will change.
• Tightening of Suitability rules, particularly for family members of British citizens, aligning them with stricter standards.

Narrowing of Human Rights and Appeals

The Government plans to legislate limits on human rights claims and appeals. While the intention is to close perceived loopholes—such as short-term visa holders applying to remain with family—the methods for achieving this remain unclear.

The Government has suggested it may attempt to define what constitutes “exceptional circumstances” by adopting it into law. However, there have been many such attempts and they have always  failed, as those effectively try to legilslate immigration out of judicial oversight, which is a difficult proposition in an established democracy like the UK.

Longer Settlement and Naturalisation Periods

The Government proposes to:

• Extend the residence period required for settlement (Indefinite Leave to Remain) to 10 years for most applicants.
• Introduce a points-based fast-track route for individuals who demonstrate high contributions to UK society (criteria yet to be defined).
• Retain the 5-year route for family members of British nationals.
• Extend the naturalisation period to 10 years, with accelerated pathways based on contribution.

What Should You Do Now?

These proposals remain broad principles at this stage, and a lot of work is needed to convert them into enforceable rules. Based on previous experience, some reforms could be implemented quickly, while others will take longer.

Recommended Actions:

• Seek Legal Advice: Whether you’re an employer, migrant, or sponsor, consult an immigration solicitor promptly. Businesses should plan for possible restrictions on the Skilled Worker route and increased compliance requirements. Individuals considering a switch, ILR, or naturalisation should prepare an actionable plan now.
• Stay Informed: Monitor updates from the Home Office and reputable legal sources.

Conclusion

The new immigration system represents a significant shift in the UK’s migration landscape. While it seeks to modernise and prioritise skills, it also places greater responsibilities on individuals and institutions. Understanding these changes and acting proactively is key to navigating this evolving framework successfully.

My team at RVS Solicitors is committed to providing up-to-date advice and support during this transition. If you have concerns or questions about how these changes may affect you or your business, please do not hesitate to contact us.

Feel free to reach out if you need further assistance or clarification on any of these points.