Navigating New UK Immigration Rules: The 2025 Changes

On 1 July 2025, the Home Office unveiled a pivotal Statement of Changes to the Immigration Rules (HC 997), building on the Government’s Immigration White Paper. This marks a significant step in what the Government describes as a “complete immigration reset,” aimed at reducing net migration, tightening work visa criteria, and enhancing compliance.

In our latest podcast episode, join Ruth Karimatsenga and Monica Mastropasqua from the Clarkslegal immigration team as they guide you through the new 2025 UK Immigration Rules.

In this episode, we’ll discuss:

• Skilled Worker Routes: New higher skill and salary thresholds
• Phasing Out of the Immigration Salary List: Introduction of a new Temporary Shortage List
• Changes for Adult Social Care Workers: What you need to know
• Closure of the Afghan Relocations and Assistance Policy (ARAP) Scheme
• Neonatal Care Leave and Sponsorship Absences: Key updates

If you have questions or need assistance with workforce audits, compliance training, or visa strategy, our immigration team is here to help. We also support individuals in assessing their options—whether it’s switching visa routes, bringing family members over, or planning for indefinite leave to remain.

Tune in to stay informed and navigate these changes effectively!

Transcript

Ruth Karimatsenga 00:07
Welcome to the Clarkslegal Immigration Insights Podcast. I’m Ruth, your host today, and joining me is my colleague Monica. Today, we're unpacking the major changes to the UK Immigration Rules published by the Home Office on 1 July 2025—a key part of what the government calls a “complete immigration reset.”

Monica Mastropasqua 00:35
That's right, Ruth. These changes affect employers, visa holders, and particularly those on the Skilled Worker and Global Business Mobility routes. So let’s walk through what’s new, what it means, and how organisations can get ahead of the curve.

Ruth Karimatsenga 00:56
Let’s start with the Skilled Worker route, which has seen major changes from 22 July 2025.

Monica Mastropasqua 01:06
What’s the biggest shift? Applicants must now be sponsored in jobs at RQF Level 6 or higher. That’s equivalent to graduate-level jobs. This reverses the previous 2020 rule that allowed sponsorship at Level 3—like many technician or administrative roles.

Ruth Karimatsenga 01:29
So, for example, a retail floor manager or care home assistant, previously eligible under Level 3, would now no longer qualify—unless their role is specifically listed on the updated Immigration Salary List or Temporary Shortage List.

Monica Mastropasqua 01:52
On top of that, the salary threshold for most roles has increased—from £37,800 to £41,700. Occupation-specific rates have also been updated using the 2024 Annual Survey of Hours and Earnings.

Ruth Karimatsenga 02:12
That means, say, an IT project coordinator being offered £40,000 may fall short of the new requirement—even if they qualified before.

Monica Mastropasqua 02:27
It’s not just Skilled Workers being affected. The Global Business Mobility – Senior or Specialist Worker route now has a salary threshold of £52,500, up from £48,500.

Ruth Karimatsenga 02:45
And while transitional protections apply for people already in the UK or with pending applications, there are no salary-level exemptions. Employers can’t rely on old pay scales.

Monica Mastropasqua 03:01
Let’s take an example: A mechanical engineer sponsored last year at £49,000 might be safe if they’re renewing heir visa. But hiring a new candidate for the same role would now require meeting the £52,500 threshold if it's under Global Business Mobility – Senior or Specialist Worker route.

Ruth Karimatsenga 03:26
Exactly. And eligibility will now depend more heavily on whether the job appears on the Immigration Salary List or the new Temporary Shortage List—both of which are scheduled to be phased out by end of 2026.

Monica Mastropasqua 03:44
So these are interim tools. If a warehouse supervisor role is currently listed on the Immigration Salary List, that window won’t last forever. Planning ahead is crucial.

Ruth Karimatsenga 04:01
A big headline from this update is the impact on adult social care recruitment.

Monica Mastropasqua 04:09
From 22 July 2025, new overseas applications for care worker or senior care worker roles under the Skilled Worker route are closed.

Ruth Karimatsenga 04:24
But there’s still a path for those already in the UK. In-country switching is permitted until July 2028, as long as the worker has been with their sponsor for at least three months.

Monica Mastropasqua 04:40
For instance, a student visa holder working part-time as a care assistant could still switch into the Skilled Worker route—if they meet the timeline and sponsorship requirements.

Ruth Karimatsenga 04:54
Another restriction: dependants. New care workers sponsored under Immigration Salary List or Temporary Shortage List can not bring family unless they were already on the route or have a UK-born child or sole parental responsibility.

Monica Mastropasqua 05:14
That’s a significant change—and could affect an employer’s ability to attract candidates from overseas in this sector.

Ruth Karimatsenga 5:23
Let’s move to a few additional changes outside of work visas.

Monica Mastropasqua 05:29
The Afghan Relocations and Assistance Policy, or ARAP, has now closed to new principal applicants as of 1 July 2025. But existing cases and family applications will still be processed.

Ruth Karimatsenga 05:48
Meanwhile, neonatal care leave—a new statutory entitlement from April 2025—is now a valid reason for sponsored workers to be away from work without affecting visa compliance.

Monica Mastropasqua 06:05
So if a sponsored employee has a premature baby requiring extended hospital care, their absence during neonatal leave won’t trigger compliance issues for the employer or visa holder.

Ruth Karimatsenga 06:21
And a big shift for EU Settlement Scheme holders: from 16 July, pre-settled status holders can qualify for settled status if they've lived in the UK for just 30 out of the last 60 months, even with longer absences.

Monica Mastropasqua 06:42
Let’s say someone spent two years in the UK, then left for a year to care for a parent abroad. Under previous rules, they’d be ineligible to apply for pre-settled status. But now, they may qualify—either automatically or via a fresh application.

Ruth Karimatsenga 07:02
So, where does this leave employers and workers?

Monica Mastropasqua 07:08
Employers need to audit their current workforce to identify anyone affected by salary or role restrictions. They should also review upcoming sponsorships and adjust recruitment pipelines.

Ruth Karimatsenga 07:25
For example, a company planning to bring in 10 new warehouse operatives from overseas may now find those roles are no longer eligible unless they appear on the Temporary Shortage List —and even then, the ability to sponsor dependants is restricted.

Monica Mastropasqua 07:46
And for individuals—especially in healthcare or logistics—it’s time to think about switching routes, checking ILR eligibility, and staying ahead of deadlines like the 2028 care worker cut-off.

Ruth Karimatsenga 08:02
At Clarkslegal LLP, we’re supporting clients by offering workforce audits, compliance training, and visa strategy—especially for sectors like care, construction, and healthcare, where impact is high.

Monica Mastropasqua 08:20
We also help individuals assess their options—whether it’s switching into a different visa route, bringing over family, or planning for indefinite leave to remain.

Ruth Karimatsenga 08:30
These are significant, complex changes. Employers and individuals alike need to act early to stay compliant and avoid disruption.

Monica Mastropasqua 08:42
Thanks for listening. For more tailored advice, visit clarkslegal.com or speak to our Business Immigration team.

Ruth Karimatsenga 08:52
We’ll be back with more updates soon. Until then, stay informed—and stay compliant.