UK’s 1 July 2025 Statement of Changes to the Immigration Rules

At a Glance

• From 22 July 2025, the minimum skill level for new Skilled Worker applicants will rise from RQF Level 3 to RQF Level 6, effectively removing around 180 occupations from eligibility, including a number of roles in health and social care, hospitality, logistics, and construction. 
• Importantly, Skilled Workers in occupations on these lists at RQF 3-5 will no longer be permitted to bring dependants to the UK, unless they fall within narrow exceptions, such as sole parental responsibility or UK-born children.
• On 1 July 2025, the Afghan Relocations and Assistance Policy route was closed to new principal applicants. The immediate closure — departing from the usual 21-day implementation convention — was introduced to prevent a last-minute surge in speculative applications.
• Employers should not assume ongoing eligibility for lower-skilled roles and are strongly advised to implement strategic workforce planning to align with government expectations.

On 1 July 2025, the Home Office published the latest Statement of Changes to the Immigration Rules (HC 997). This update delivers two major policy reforms: significant changes to the Skilled Worker route and the immediate closure of the Afghan Relocations and Assistance Policy (ARAP) to new principal applicants.

We summarise the key developments below. 

Major Reforms to the Skilled Worker Route 

These changes implement the UK government’s Immigration White Paper, “Restoring Control over the Immigration System”, and reflect the broader aim of reducing net migration, addressing perceived abuse of the work visa system, and prioritising higher-skilled roles.

Skills Threshold Increased 

From 22 July 2025, the minimum skill level for new Skilled Worker applicants will rise from RQF Level 3 to RQF Level 6, effectively removing around 180 occupations from eligibility, including a number of roles in health and social care, hospitality, logistics, and construction. The skill level refers to the classification of the job role, rather than the qualifications held by the applicant. 

The new skill threshold applies only to new-hires. Skilled Workers who are already in the route or have submitted valid applications before 22 July 2025 will retain the ability to extend their leave, switch employers or take on supplementary employment, even in roles that no longer meet the updated skill threshold. These transitional arrangements are temporary and subject to review. 

Salary Threshold Increased

The Home Office has also implemented revised salary thresholds and updated “going rates” based on the 2024 Annual Survey of Hours and Earnings (ASHE). These changes apply to the Skilled Worker, Global Business Mobility and Scale-up routes. Unlike the skill threshold reforms, no transitional protection is provided for salary updates, meaning that any application submitted on or after 22 July 2025 must meet the new rates.

Immigration Salary List and Temporary Shortage List 

To support transition for lower-skilled roles, the Home Office is maintaining an expanded Immigration Salary List (ISL) and has introduced a new interim Temporary Shortage List (TSL), which will be in effect from 22 July 2025. These lists allow continued sponsorship of certain RQF Level 3-5 roles where labour shortages persist, or which have been identified as being important to the UK by the Department for Trade and Business and the Treasury. Applicants to some of these roles will also, where it is sensible, be subject to a discounted salary threshold. The ISL includes roles identified as being in shortage by the Migration Advisory Committee (MAC), whilst the TSL includes roles important to the UK’s Modern Industrial Strategy.

The ISL will be phased out in future changes to the Immigration Rules, and entries on the TSL are both time-limited and conditional. Occupations on either list will remain eligible for sponsorship only until the end of 2026, unless the government brings the expiry date forward due to compliance concerns. Continued inclusion on either list will depend on updated MAC advice, the presence of a clear workforce plan, and an employer commitment to increasing recruitment from within the UK. The Temporary Shortage List will be replaced by a permanent list from January 2026, subject to recommendations from the MAC. 

Importantly, Skilled Workers in occupations on these lists at RQF 3-5 will no longer be permitted to bring dependants to the UK, unless they fall within narrow exceptions (such as sole parental responsibility or UK-born children). This restriction does not apply to RQF Level 6+ roles or to those already in the route, and those who are able to bring dependants before these changes come into effect on 22 July 2025. 

Restriction on Sponsorship in Adult Social Care 

The government is introducing additional restrictions on sponsorship in the care sector, citing ongoing concerns about abuse, exploitation and compliance failures. From 22 July 2025, overseas entry clearance will no longer be permitted for care workers and senior care workers (occupation codes 6135 and 6136). 

Sponsorship of care workers switching from within the UK will remain possible until 22 July 2028, but only where the worker has been legally employed by the sponsor for at least three months prior to the date their certificate of sponsorship is issued. This requirement is designed to support continuity of employment and reduce exploitation. The transitional arrangements will be reviewed regularly and may be withdrawn early if the authorities believe that abuse persists. 

To prevent circumvention of these restrictions, the occupation code for nursing auxiliaries and assistances (6131) is now explicitly limited to roles in environments where registered nurse positions also exist. 

Closure of the Afghan Relocations and Assistance Policy (ARAP)

At 3 p.m. on 1 July 2025, the ARAP route was closed to new principal applicants. This decision is part of the government’s plan to complete Afghan resettlement by the end of the current Parliament. 

The closure applies to new applications made to the Ministry of Defence (MOD) after the cut-off time. Applications already received before that point will continue to be processed, and family reunion applicants will remain possible for those found eligible under ARAP. According to the Home Office, over 21,000 people have been relocated under the scheme since 2021. 

The immediate closure — departing from the usual 21-day implementation convention — was introduced to prevent a last-minute surge in speculative applications. The MOD has received over 13,000 new principal applications since October 2024, contributing to a backlog of 22,000 unresolved cases. With over 95% of applications ultimately found ineligible, the government concluded that closure was necessary to ensure resources are directed to processing valid claims and supporting national security objectives.

Other Amendments 

The Statement also introduces minor technical updates. Notably, neonatal care leave is now recognised as an authorised absence under the sponsored work rules, aligning with new statutory leave provisions that took effect in April 2025. Additionally, minor drafting and formatting corrections have been made across the Immigration Rules to improve clarity and consistency. 

Employer and Sponsor Considerations 

The reforms introduced in this Statement will significantly affect sectors that have historically relied on the Skilled Worker route to access lower-skilled international labour.

Employers should assess which of their roles are affected by the new skill threshold and review upcoming recruitment plans. Where applicable, certificates of sponsorship should be issued — and visa applications submitted — before 22 July 2025 to take advantage of transitional provisions.

The removal of the right to bring dependant family members for many lower-skilled roles may have practical implications for international recruitment. Employers should consider how this might affect candidate uptake, relocation willingness and retention.

While the expanded ISL and new TSL provide short-term flexibility, these lists are intended to be temporary and conditional. Employers should not assume ongoing eligibility for lower-skilled roles and are strongly advised to implement strategic workforce planning to align with government expectations.

Looking Ahead

This Statement of Changes marks another decisive step in the government’s immigration reform agenda. The Immigration Salary List is expected to be phased out, with a full transition to the TSL. Occupation eligibility will be reviewed regularly by the MAC, with decisions based on strategic workforce needs, domestic recruitment planning and compliance performance. A wider review of salary thresholds is expected to follow later in 2025.