From 22 July 2025 to May 2026, several changes to UK visas were introduced. Many of these changes directly impact employers in the UK, as bringing in foreign workers has become stricter than before. It has become costlier and has put more compliance burden on UK employers. 

From 8 January 2026, if a UK employer wants to sponsor a foreign worker, the worker must meet the new English language skill threshold of CEFR level B2 instead of the previous CEFR level B1. 

Similarly, from February 2026, non-visa nationals must obtain an ETA (Electronic Travel Authorisation) before travelling to the UK. This impacts short-notice business travel, including client meetings, group onboarding, internal training, and people travelling for interviews. 

There are other immigration changes in 2026 which employers need to know about and are part of this article. 

However, before that, it is essential to briefly discuss the changes that have already taken place in 2025 affecting employers and foreign workers.

The common changes taken place in 2025

From 22 July 2025, an employer can only offer a job role on the Skill level of RQF 6 (graduate level) or above to sponsor a Skilled Worker. This means businesses can no longer sponsor migrants for job roles at RQF 3-5 levels unless it appears on the ISL (Immigration Shortage List) or the newly introduced TSL (Temporary Shortage List).

Transitional provisions have been permitted for workers sponsored in medium-skilled roles (RQF 3-5 level jobs) before 22 July 2025. 

From 22 July 2025, an employer must pay an increased standard salary of £41,700 per year (up from £38,700 per year) or the occupation's “going rate”, whichever is higher.

The Home Office has also updated Skilled worker going rates on 22 July 2025.

From 22 July 2025, if a UK employer wants to sponsor a care worker (6135) or senior care worker (6136), the worker must already be in the UK and be applying for permission to stay. No fresh applications for entry clearance to the UK on or after 22 July 2025 from abroad can be sponsored for these 2 roles. 

An employer also has to pay the increased Immigration Skills Charge, which is 32% higher from 16 December 2025. New rates are as follows:

• First 12 months for medium and large sponsors: £1,320 (up from £1,000)

• Each additional 6 months for medium and large sponsors - £660 (up from £500)

• First 12 months for small and charitable sponsors: £480 per year (up from £364)

• Each additional 6 months for small and charitable sponsors -  £240 (up from £182)

UK Immigration changes in 2026 – What employers need to know?

Since the release of White Paper on 12 May 2025, the UK government has introduced major changes to the UK immigration routes affecting both employers and foreign workers. The changes primarily include an increase in skill and salary thresholds, a reduction in the number of lower-skilled jobs, the introduction of a time-bound TSL (Temporary Shortage List), and an increase in immigration skill charge. 

The changes in immigration rules continue to take place in 2026. 

Employers need to know about the following changes to execute their recruitment plans for global workers properly. 

1. Increase in English language level

If you are hiring a skilled worker for which you assign a CoS (Certificate of Sponsorship) on or after 8 January 2026, your sponsored worker must prove their ability in all 4 components (reading, writing, speaking, and understanding) of English to at least CEFR level B2 instead of the previous CEFR level B1, unless exempt. 

However, your sponsored workers already in the UK before this date need CEFR level B1 English to apply to extend or update their visa. 

From 26 March 2027, the English language requirement for ILR or settlement will also rise from CEFR B1 level to CEFR B2 level for the Skilled Worker category.

2. Restrictions on sponsoring nationals or citizens of Afghanistan

You cannot sponsor Afghanistan’s nationals making an application for entry clearance to the UK on or after 26 March 2026 (this is also known as the “Visa Brake”). If they do so, the Home Office will refuse their application even if you have assigned them a CoS. 

Nationals/citizens of Afghanistan who are already in the UK working for you can apply to extend their existing Skilled Worker visa or switch to this route, if they are eligible.

3. Pay the workers the full required salary in each salary payment period

From 8 April 2026, if you are sponsoring a skilled worker, you are required to pay them the full required salary in each salary payment period (within permitted flexibilities). This change has been brought to allow UKVI to identify and address any salary manipulation, underpayment, fake sponsorship, and exploitation of foreign workers earlier through corrective or compliance action.

4. End of ISL and TSL by the end of 2026

The ISL and newly introduced TSL, which still allow employers to hire medium-skilled workers, need to know that these 2 lists are valid until 31 December 2026 only. 

So, you need to plan your workforce accordingly to avoid the abrupt shortage of workers in your organisation. 

5. Increase in sponsorship fees

From 8 April 2026, the fees for sponsorship have also been increased as mentioned in the table below. This has made obtaining a sponsor licence and sponsoring overseas workers more expensive for employers in the UK.

Likely changes to ILR (Settlement) qualifying period

One of the most important upcoming immigration changes in 2026 is increasing the qualifying period for Indefinite Leave To Remain (also known as ‘settlement’) for most visa routes. This will affect employers in the UK directly. 

Currently, most visa routes lead to ILR after 5 years of continuous residence in the UK. 

If the proposed reforms come into effect, a migrant, including migrant workers, will normally be able to apply for ILR after 10 years of continuous residence in the UK. 

As of June 2026, full implementation details regarding doubling the settlement period are still evolving, and transitional protections may apply for existing visa holders.

There will, however, be a scheme called ‘earned settlement’ which will allow high earners and people with higher English language ability to settle earlier than the proposed 10 years. Employers need to keep themselves updated about it as many of their sponsored workers and their family members might be affected by this. 

Overall Impact on Employers

For UK employers, the direction of the UK’s immigration policy is clear:

• Sponsoring overseas workers has become more difficult and expensive. 

• Even minor errors on the part of the applicant or sponsor are leading to visa or sponsor licence application refusals. 

• Graduate-level roles are being prioritised. 

• The English language level is being given more importance. 

• Employers are under increasing pressure to recruit and train UK-based workers. 

• Employers from the sectors that relied heavily on international recruitment, especially social care and hospitality, face the greatest challenges.

How can Visa and Migration help?

Businesses in the UK, when recruiting/sponsoring a foreign worker in 2026, must map job roles to the correct occupation codes, offer a job that meets the latest skill and salary thresholds, and maintain clean compliance records. 

The Home Office is following a stricter approach, and even small errors from employers are resulting in negative consequences such as their sponsor licence applications being refused.

With our expertise and experience, we can help you secure worker and/or temporary worker sponsor licences, build compliant recruitment processes, and successfully secure visas for foreign workers.

For expert advice and queries, you can call us at +44 (0)20 3411 1261 or write to info@visaandmigration.com