Proposed changes to UK immigration laws: what employers should know

While several of the proposed measures are subject to consultation, others have been confirmed and implementation timelines set. It is important that employers proactively assess workforce planning, sponsorship procedures and compliance frameworks to ensure readiness.

UK immigration changes

• Botswana nationals now require a UK visit visa, effective 14 October 2025. A six-week transition period applies for eligible ETA applications and confirmed travel bookings made before the change.
• Priority sponsorship service fee increases from 21 October 2025, including the sponsorship management request expedited fee and the sponsor licence expedited fee.
• eVisa rollout and removal of 90-day entry clearance vignettes from late October 2025; most main applicants on non-work/study routes and their dependants will no longer receive 90-day passport vignettes.
• High Potential Individual (HPI) route changes, including an expanded list of eligible global universities and an annual cap of 8,000 applications; changes effective 4 November 2025.
• Immigration Skills Charge (ISC) increased by 32% from mid-December 2025.
• Higher English language requirements, from 8 January 2026, a B2 level for key work routes will be required.
• Graduate visas reduced from 2 years to 1.5 years for most bachelor’s and master’s degree holders from 1 January 2027; PhD graduates will remain on a 3-year period.

Skilled worker route and sponsored roles

The UK Government has proposed tightening the Skilled Worker route by narrowing the range of roles eligible for sponsorship, raising salary thresholds and removing some discounts previously applied through the immigration salary list.

Employers that recruit from overseas for medium-skilled roles should reassess role levels, salary grading and succession plans now, as fewer roles may be accepted for sponsorship unless the Migration Advisory Committee recommends specific exemptions.

Graduate and HPI routes

The post-study work period for most UK bachelor’s and master’s degree holders will be reduced to 18 months for applications made on or after 1 January 2027. Applications made before that date will retain the current two-year period. PhD graduates will continue to receive a three-year Graduate visa. The HPI route will remain a source of highly skilled global graduates who can work in the UK without initial sponsorship, but employers should note the expanded eligible institutions and the annual cap of 8,000 places.

Language and settlement requirements

From 8 January 2026, applicants under key work routes, including Skilled Worker, HPI and Scale-Up, must meet B2-level English. Applicants extending leave under the same route who were previously granted at B1 will generally remain subject to B1 for that extension.

The white paper also proposes lengthening qualifying periods for settlement and prioritising settlement for migrants who have contributed substantially through earnings or community activity. The Government has signalled a possible move to a 10-year qualifying period for settlement alongside potential accelerated routes for high earners or those with significant community engagement. Migrants who breach rules or commit serious offences could face longer waits for settlement or possible refusal.

Fees, charges and right to work checks

The Immigration Skills Charge (ISC) will rise from mid-December 2025, increasing employer costs for sponsored roles. Large sponsors will see an increase, and small or charitable sponsors will also pay more. The Home Office is launching a six-week public consultation in late October 2025 on expanding right-to-work checks across different work arrangements, and employers should monitor potential changes to the checking processes. The ongoing eVisa rollout and removal of physical passport vignettes are part of the move to a digital immigration system.

Compliance and sponsor risk

Sponsor compliance remains critical. In January to June 2025, nearly 2,000 sponsor licences were revoked. Common breaches included assigning workers to roles that are not listed on their certificate of sponsorship, failing to meet minimum salary requirements and placing individuals in non-genuine roles. Going forward, employers must strengthen record keeping, monitor sponsored workers closely and test internal controls to reduce the risk of enforcement action

How employers should prepare for immigration changes

• Review workforce planning and talent pipelines to reduce reliance on overseas recruitment where possible.
• Update recruitment timetables and internal approval processes to accommodate B2 language requirements and the shortened graduate visa period.
• Reassess role grading and salary bands against the proposed Skilled Worker thresholds and the removal of salary discounts.
• Budget for higher employer costs from the ISC increase and revised priority service fees.
• Check travel and client arrangements involving Botswana nationals and update guidance for visitors.
• Strengthen sponsor compliance processes and audit prepared evidence to avoid licence revocation risk.
• Consider alternative talent routes such as the HPI route where appropriate, noting the annual cap.