The UK Government has unveiled a sweeping set of immigration proposals in its latest white paper — a clear signal of its intention to curb net migration and rebalance the immigration system toward domestic workforce development.

These reforms touch nearly every major route: work, study, settlement, and family. While implementation timelines remain unconfirmed, the policy direction is evident: reduced reliance on overseas labour, more stringent eligibility requirements, and a recalibration of who qualifies for long-term residence in the UK.

Here’s what you need to know.

 

Work Routes: Higher Skill Thresholds and Fewer Options for Lower-Skilled Roles

Employers will face significant changes to how and who they can sponsor under the Skilled Worker route. Key proposals include:

• Raising the minimum skill level from RQF Level 3 (A-level) back to RQF Level 6 (degree level), effectively limiting sponsorship to more highly skilled roles.
• Increasing salary thresholds, although exact figures are yet to be confirmed.
• Imposing a 32% hike in the Immigration Skills Charge (ISC) — the first since its introduction — with the goal of funding domestic skills training.
• Closing the social care route to new applicants from overseas, while allowing transitional extensions until 2028.
• Restricting dependants for workers on the Shortage Occupation List and tightening salary requirements for those seeking to bring family members.

These changes are designed to reduce reliance on migration for lower-skilled labour and push employers to invest more in training local talent.

 

Graduate and Student Routes: Shorter Stays and Stricter Oversight

Graduates and education providers will also face a tougher environment:

• The Graduate route will be shortened, reducing the post-study stay from 24 to 18 months.
• Universities sponsoring international students will be held to stricter compliance standards.
• The government may introduce a levy on international student income, with proceeds invested in the domestic education and training sector.
• Conversely, the High Potential Individual route will be expanded to include more top-ranked international institutions, potentially giving non-UK graduates longer post-study options than UK graduates — a controversial distinction.

 

Highly Skilled Talent and Entrepreneurs: A Brighter Spot

Despite broader restrictions, the white paper includes several proposals to attract top global talent:

• Easing access to the Global Talent route, particularly for scientists, researchers, and creatives.
• Revising the Innovator Founder visa to make it more accessible to UK-based entrepreneurial talent, particularly university graduates.
• Doubling the allocation for the Expansion Worker visa, supporting foreign companies launching UK branches.

This shift recognises the need to remain globally competitive in sectors such as technology, science, and innovation.

 

Settlement and Citizenship: A Longer Road Ahead

Perhaps the most impactful change for long-term residents is the proposed extension of the standard qualifying period for indefinite leave to remain (ILR) from 5 to 10 years. While there may be exceptions for individuals with significant contributions to the UK economy or society, no firm criteria have been defined yet.

Other related reforms include:

• Increased English language requirements across various visa categories, including a jump from B1 to B2 for settlement.
• New language benchmarks for dependants, starting at A1 and progressing to B2 over time.
• A broader review of the family migration framework, expected later this year, including revised requirements around genuineness, financial stability, and language proficiency.
• Changes to citizenship eligibility in line with the revised settlement criteria.

These measures are expected to extend the path to permanence and increase overall immigration costs for individuals and sponsoring businesses alike.

 

What Should You Do Now?

With wide-ranging changes across nearly every immigration category, now is the time for individuals and organisations to assess their current immigration strategies and plan for reform.

• Employers should begin reviewing sponsored roles to ensure they align with the future RQF 6 standard.
• Students and graduates should take stock of their timelines, especially those nearing the end of their studies or planning to switch routes.
• Long-term migrants should explore accelerated settlement pathways if available, or prepare for extended timelines.
• Entrepreneurs and innovators may find new opportunities emerging — especially those linked to UK universities or the Global Talent framework.

We’ll continue to monitor updates as further details emerge from the Home Office in the months ahead.

 

Need advice on how these reforms might affect your immigration status or business plans? Get in touch with our team for tailored guidance.