Navigating the New UK Immigration Rules: What Employers Need to Know

The U.K. government recently released its comprehensive white paper, “Restoring Control over the Immigration System,” in May 2025. This document proposes significant changes to the nation’s immigration policies, driven by a determination to control rising net migration.

Antonio Lam, Director of U.K. Immigration at Envoy Global, highlighted in a recent LinkedIn Live event that the white paper is a major step in the U.K. government’s effort to reshape its immigration policies.  The white paper itself notes that “net migration… rose from 224,000 in the year to June 2019 to a record high of 906,000 in the year ending June 2023—a four-fold increase,” prompting the government to seek tighter control.

This blog post, based on insights shared in the discussion with Lam and Alastair Mason, Senior Associate at Smith Stone Walters (an Envoy Global Company), breaks down the key proposals and offers practical suggestions for businesses.

U.K. White Paper Key Proposals and Their Implications

Understanding these proposed changes is crucial for strategic talent planning.

Skilled Worker Visas:

The white paper confirms the intention to “lift the level for skilled workers back to RQF 6 and above,” effectively raising the skill threshold.

As Mason explained, this change effectively elevates the required skill level from secondary/high school level to University level, impacting who qualifies for sponsorship. Furthermore, the document states that “salary thresholds will rise” and the “Immigration Salary List… will be abolished”, with the Migration Advisory Committee (MAC) asked to undertake a thorough review of salary requirements.

The new “Temporary Shortage List” will replace the previous list. The white paper states, “occupations below RQF 6 must be listed on the Temporary Shortage List in order to gain access to the immigration system.”

Implications for Employers: Businesses will need to audit their current sponsored workforce, understand job codes and assess future sponsorship eligibility for new hires.

Graduate Visas

The white paper also proposes changes to the Graduate Visas, and the High Potential Individual (HPI) route.

“The white paper give with one hand outside of the U.K. as it seeks to expand the HPI route whilst curtailing the duration for which graduate visas are given,” said Mason.

The white paper specifies, “We will reduce the ability for Graduates to remain in the U.K. after their studies to a period of 18 months.” Additionally, the HPI route is slated for expansion, with plans “to double the number of qualifying institutions.”

Implications for Employers: “If you’re in talent acquisition, when you’re hiring somebody, be aware of what the current visa is, but be aware of what’s next in the chain,” said Mason.

Dependents

Stricter rules are proposed for dependents, including new English language requirements. The white paper explicitly states the intention to “introduce a new English language requirement for all adult dependents of workers and students at level A1 (Basic User)” to align with spousal and partner routes, with the aim to “work towards increasing this requirement over time.”

Implication for Employers: Be aware of the potential impact on employees and their families, as these changes could influence a candidate’s decision to relocate.

10-year Track (Settlement)

One of the most significant changes highlighted in the white paper is the proposed extension of the continuous residency requirement for settlement (Indefinite Leave to Remain). The document states, “This expansion of the Point-Based System will increase the standard qualifying period for settlement to ten years.”

Lam underscored this as “the most significant change” in the video discussion, highlighting its profound implications.

“The proposal is that they would move from a five to a 10-year qualification period,” explained Mason. “So, if you do come on a work visa to the U.K., you would have to spend 10 years on that visa, still potentially switching between employers, but it would be 10 years cumulatively across all employers before you can get your settlement.”

The white paper introduces the principle that individuals “should earn their right to privileged immigration status in the U.K. through the long-term contribution they bring to our country.” While the standard period increases, the white paper also confirms that the government “will continue to offer a shorter pathway to settlement for non-U.K. dependents of British citizens to five years.”

Implications for Employers: Plan for increased financial outlays and longer compliance responsibilities, as visa costs could potentially rise significantly over the 10-year period for a single applicant.

Other Changes

The Immigration Skills Charge (ISC) is confirmed to “increase the ISC for the first time since its introduction, by 32% to bring the ISC rates in line with inflation.” The white paper also refers to increasing the number of workers that an “overseas business can send to the U.K. with the aim of establishing a presence in the U.K.”

U.K. Immigration White Paper: What’s Not Changing

It’s equally important to note what will not change within the U.K. immigration system.

“We might have all of these changes in play, but those who are already on the sponsored visa, RQF level three or six will not affect them,” said Lam.

Family members of British citizens will continue to have a five-year pathway to settlement.

Next Steps for the U.K. Immigration System

While some immediate changes, such as fee increases, are anticipated, as Lam noted, more complex reforms are expected to be implemented gradually.

The white paper reinforces that these proposals will undergo consultations and legislative processes, and “many of these measures will take time to deliver their effects: some will require new legislation.”

“It has to go through a certain process anyway, and so this is really the publication stage, I will call it. And so, everybody can read, comment and discuss the potential impact,” said Lam.

In fact, the U.K. government published an FAQ addressing some questions about what will happen after they published the white paper.

Practical Suggestions for Employers

To proactively navigate these proposed changes, consider the following strategies:

• Audit Your Workforce: As Lam advised, a crucial first step for employers is to “conduct audits of their current sponsored workforce” to understand how these changes might impact eligibility and future planning.
• Diversify Talent Strategies: As part of your comprehensive talent acquisition plan, explore various routes, including the HPI and graduate visas.
• Communicate Transparently: Mason stressed the importance of being “transparent with employees” regarding their long-term visa routes and potential changes, fostering trust and clarity.
• Plan for Increased Costs: Anticipate higher financial outlays and longer compliance responsibilities, especially with the potential 10-year settlement track.
• Stay Informed: Follow developments as the proposals move through the legislative process. Partnering with U.K. immigration experts can help you stay ahead.

How Envoy Global Can Help

The U.K.’s new immigration rules, as laid out in the “Restoring Control over the Immigration System” white paper, represent a significant shift. But with the right planning and support, businesses can successfully adapt.

As a leader in global immigration services, Envoy Global offers a wide array of solutions to help organizations manage workforce mobility and navigate complex immigration requirements with confidence.

We bring together smart, friendly legal teams and smart, friendly technology to make immigration easier for companies and the global talent they depend on.

Envoy Global is here to help you navigate these changes, ensuring your organization remains agile and compliant in an evolving global landscape. Contact us to learn more about our U.K. immigration services.