The UK Government has outlined plans to reform the immigration system as part of its broader strategy to reduce net migration while supporting economic growth. While many of the proposals are still being implemented gradually, they signal a significant shift in how employers recruit and manage international talent. For organisations that rely on overseas workers, these changes will affect recruitment planning, compliance processes and long-term workforce strategies. Below are some of the key immigration developments employers should be aware of.
Enhanced Right-to-Work Checks
Employers will be encouraged to strengthen right-to-work verification processes, not only for direct employees but also for contractors and agency workers.
Right-to-work checks are required under UK immigration law and failing to conduct them correctly can result in significant penalties.
Employers should ensure that:
- checks are completed before employment begins
- documents are verified correctly
- records are stored securely
- processes also cover agency or third-party workers where appropriate
These checks are overseen by the UK Home Office, which has increased enforcement activity in recent years.
Changes to Post-Study Work Visas
The Government plans to reduce the duration of post-study work visas from two years to 18 months.
The Graduate visa currently allows international students to remain in the UK after completing their studies.
Shortening the visa period could affect how employers recruit international graduates and may require businesses to move more quickly when transitioning graduates into long-term visa routes.
Social Care Recruitment Changes
Overseas recruitment in the social care sector is expected to end by 2028.
This could significantly affect organisations in the care sector that rely heavily on international recruitment.
Employers may need to:
- strengthen domestic recruitment strategies
- invest in workforce retention
- review long-term staffing models
New Temporary 12-Month Work Visa
A proposed temporary visa route will allow low-skilled workers from selected “low-risk” countries to work in the UK for up to 12 months.
Key features of the visa include:
- a maximum 12-month work period
- a mandatory 12-month cooling-off period before reapplying
- no access to public funds
- no dependents permitted
- no pathway to settlement
This visa is expected to support sectors experiencing short-term labour shortages.
Higher Salary Threshold for Skilled Worker Visas
One of the most widely discussed reforms involves changes to the Skilled Worker visa.
The minimum salary threshold has increased from £26,200 to £38,700.
However, applicants under the Health and Care Visa route remain exempt from the higher threshold.
For employers sponsoring international talent, this increase could significantly affect hiring budgets and workforce planning.
Stricter English Language Requirements
New rules will introduce stronger English language requirements for both skilled workers and their dependents.
These changes aim to ensure migrants have sufficient language ability to integrate effectively into the UK workforce and society.
Employers may therefore need to factor language requirements into recruitment planning for overseas candidates.
Longer Route to Permanent Settlement
The qualifying period for Indefinite Leave to Remain is expected to increase from five years to ten years.
This change could alter long-term immigration planning for both employers and international employees.
Increased Sponsorship Costs
Employers who sponsor overseas workers will also see increases in immigration costs.
Key changes include:
- a 32% increase in the Immigration Skills Charge
- replacement of the Shortage Occupation List with an Immigration Salary List
- removal of the previous 20% salary discount for shortage roles
These measures will increase the cost of sponsoring overseas workers for many employers.
New Financial Levy on Universities
A 6% levy will be introduced on income generated from international students.
In addition, restrictions on students bringing dependents to the UK will be expanded.
These measures could affect the international student market and therefore the future talent pipeline for UK employers.
Higher Family Sponsorship Income Requirement
The minimum income threshold for sponsoring family members will increase from £18,600 to £38,700.
This represents a substantial change for many migrant workers planning to bring family members to the UK.
Digital Immigration Status and eVisas
The Government is continuing to roll out digital immigration status systems and electronic visas (eVisas).
These digital systems aim to streamline how employers verify immigration status and conduct right-to-work checks.
Many migrants have already begun transitioning from physical documents to digital records.
Stricter Deportation Powers
The UK Home Office will gain broader powers to revoke visas for a wider range of offences, including certain non-imprisonable crimes.
Employers should ensure they remain aware of employees’ immigration status and notify HR teams if any concerns arise.
What Employers Should Do Now
With immigration reforms evolving quickly, employers should take proactive steps to ensure compliance and workforce stability.
Key actions include:
- reviewing right-to-work checking processes
- auditing the immigration status of sponsored workers
- budgeting for higher sponsorship costs
- reviewing recruitment strategies for international hires
- ensuring HR teams understand the transition to digital immigration status
Staying ahead of immigration changes will help organisations manage risk while continuing to attract the talent they need.
Supporting Employers With Immigration Compliance
Navigating immigration rules can be complex, particularly as policies continue to evolve.
At Nectar HR, we support organisations by:
- reviewing right-to-work compliance procedures
- advising on immigration-related HR policies
- supporting workforce planning where immigration changes may affect recruitment
- helping employers understand their legal responsibilities
If you would like guidance on how immigration changes could affect your organisation, our team is here to help.