These changes could reshape workforce planning, particularly if your business is reliant on international labour.
These reforms are designed to tighten controls while streamlining high-skill entry, and will likely impact talent acquisition, compliance requirements, and workforce strategy. Boad members must begin preparing now to mitigate risks and leverage new opportunities.
Key anticipated changes
- Reduced Dependence on Low-Skill Migrants: encouraging domestic workforce development and automation
- Focus on High-Skill Labour: future skilled worker visas will be restricted to graduate level roles
- Longer Residency Requirements – the eligibility period for indefinite leave to remain will be extended from five to ten years for many migrants
- Revised Graduate Visa Conditions: duration of visa will decrease from two years to eighteen months
- The Immigration Salary List: which is the list of jobs that are in shortage in the UK and therefore have discounts on salaries and fees, will be abolished. This is a year after it was rebranded from the Shortage Occupation List and the occupations on the list were narrowed.
- An increase to the English language ability requirement: It is currently set at level B1 CEFR for Skilled Workers and those seeking settlement. It is now to be increased to B2 CEFR.
Our recommendations to Board members
- Review your sponsorship process: Audit current systems to ensure accurate record-keeping, reporting duties and monitoring of sponsored workers.
- Provide staff training for HR and recruitment teams on compliance with the new requirements: Prepare for the requirement to develop domestic training plans to boost British skills and recruitment levels before hiring from overseas.
- Review your salary structures to ensure they meet the new minimum salary requirements.
- Keep up to date with new developments on immigration rules and policies. You should also keep staff informed of any changes.
- Speak to any staff who are currently sponsored or who may be seeking sponsorship: Conduct a review of current staff and roles that may be sponsored and seek to sponsor them at the earliest opportunity.
These changes could reshape workforce planning, particularly if your business is reliant on international labour.
