Skilled Worker Visa Changes Effective 22 July 2025: What Employers and Applicants Must Know

Effective 22 July 2025, the UK has implemented major reforms to its Skilled Worker visa route – marking one of the most substantial immigration shifts in recent years. These changes raise the minimum skill level to graduate roles (RQF Level 6), introduce higher salary thresholds, and limit eligibility for medium-skilled roles. In this detailed update, Conroy Baker Ltd. explains what UK employers and overseas applicants need to know, including the new rules around the Temporary Shortage List (TSL), Immigration Salary List (ISL), and transitional relief provisions.

The UK Skilled Worker Visa route is undergoing a significant transformation, with substantial policy shifts taking effect from 22 July 2025. These impending reforms will introduce tighter eligibility criteria, including revised skill thresholds and increased salary requirements, alongside new provisions for specific occupations. As a regulated immigration advisory law firm, Conroy Baker Ltd. is committed to keeping you informed. We outline below what these pivotal updates mean for UK employers seeking global talent, overseas applicants planning their move, and existing visa holders who may be affected by the changes. Our insights are designed to assist you in strategic planning and ensuring full compliance with the new immigration landscape.

From 22 July 2025, the minimum skill requirement for the Skilled Worker visa increases to RQF Level 6 (graduate level).

• Only graduate-level roles will qualify under the Skilled Worker route.
• Approximately 180 medium-skilled occupations (RQF 3–5) – including administrative, hospitality, and technician roles—are now ineligible.
• Applicants already on a Skilled Worker visa in these roles may still extend or switch under transitional arrangements until 22 July 2028, provided they have held continuous leave and were assigned a Certificate of Sponsorship (CoS) prior to 22 July 2025.

In addition:

• The hourly minimum has increased to £17.13.
• Where the occupation-specific “going rate” is higher than the general threshold, employers must pay the higher of the two.
• These thresholds apply to all extensions, including those made in-country, unless under specific transitional rules.

The Temporary Shortage List (TSL) is a time-bound provision allowing certain RQF Level 3–5 roles to remain eligible under the Skilled Worker route until 31 December 2026.

TSL applies where:

• The role is on the approved TSL occupation list (e.g., certain trades, care, IT support, or creative jobs).
• The Certificate of Sponsorship (CoS) is assigned before 31 December 2026.
• The sponsor submits a credible Workforce Development Plan, outlining how they intend to reduce reliance on overseas labour.
• The sponsored worker does not bring dependants—this is a key restriction for TSL-based roles.

This allows short-term flexibility for industries facing acute labour shortages while encouraging long-term investment in the domestic workforce.

The Immigration Salary List (ISL) replaces the earlier Shortage Occupation List and includes graduate-level roles where:

• There is a recognised shortage in the UK labour market;
• Employers can benefit from slightly lower salary thresholds, subject to other Skilled Worker criteria.

Unlike TSL, roles on the ISL may still allow dependants and offer more standard visa conditions.

If you are unsure whether a role falls under the TSL or ISL, or whether your job offer qualifies under the revised Skilled Worker route, our legal advisors can provide a comprehensive review.

Occupations permitted under TSL or the existing Immigration Salary List (ISL):
– Certain care, construction, trades, IT support, and creative roles.

Important Caveats:
– No dependants are permitted under TSL occupations.
– Employers must issue the CoS by 31 December 2026 and must present a workforce development plan to justify hiring from overseas.

At Conroy Baker Ltd. we are actively supporting UK employers and overseas applicants in navigating these changes.

• Review your workforce planning in light of the updated skill and salary thresholds.
• Identify graduate-level vacancies suitable for sponsorship.
• If hiring for medium-skilled roles, check eligibility under TSL or ISL.

• Confirm whether your role qualifies under the new RQF Level 6 threshold.
• Ensure your offer meets the updated salary criteria.
• If applying for a role under the TSL, be aware of dependant restrictions.