In a detailed client update published on 28 January 2026, WestBridge Immigration Services dissected the Home Office’s biggest rewrite of the Immigration Rules since Brexit. The reforms—most of which take effect on 22 July 2025 but were only laid before Parliament this week—raise the minimum skill level for Skilled Worker sponsorship to RQF Level 6 (graduate level) and remove more than 100 mid-skill occupations such as chefs and retail managers from the eligibility list.
Salary thresholds rise sharply: £41,700 for general Skilled Workers, £52,500 for Global Business Mobility transferees and £39,100 for Scale-up workers.
Employers and applicants who need hands-on assistance with the new Skilled Worker regime can leverage VisaHQ’s end-to-end visa processing platform. VisaHQ’s UK team (https://www.visahq.com/united-kingdom/) can model the new salary thresholds, prepare compliant documentation and submit online applications, ensuring sponsors and staff stay one step ahead of the July 2025 changes.
![Home Office confirms sweeping rule changes to Skilled Worker, GBM and Scale-up routes]()
A temporary Shortage Occupation List will operate until the end of 2026, but without the 20 percent pay discount previously available, and dependants will be barred from most shortage roles. Particularly controversial is a ban on recruiting care-workers from overseas after July unless they already work for the sponsoring employer—part of ministers’ drive to reduce net migration.
Existing sponsored workers benefit from generous transitional protection: they can extend visas or change employers (within limits) until July 2028 on the old thresholds. However, any new hire after 22 July must meet the tougher rules, forcing employers to rethink workforce planning and reward structures. HR teams must also note tougher English-language and child-dependant criteria designed to tighten family migration.
For mobility managers, the headline is cost. A 35-year-old data-analyst on £38,000 who qualified last year will remain sponsorable, but a new hire on the same salary will not. Companies with large care-sector operations face the greatest disruption, yet even tech firms must revisit salary bands to ensure compliance.
WestBridge advises sponsors to audit roles now, ring-fence budget for uplifts and, where feasible, lodge Change of Employment applications before July to lock in transitional rates. The firm expects a rush of applications in Q2 as businesses scramble to secure certificates under existing conditions.
Salary thresholds rise sharply: £41,700 for general Skilled Workers, £52,500 for Global Business Mobility transferees and £39,100 for Scale-up workers.
Employers and applicants who need hands-on assistance with the new Skilled Worker regime can leverage VisaHQ’s end-to-end visa processing platform. VisaHQ’s UK team (https://www.visahq.com/united-kingdom/) can model the new salary thresholds, prepare compliant documentation and submit online applications, ensuring sponsors and staff stay one step ahead of the July 2025 changes.
A temporary Shortage Occupation List will operate until the end of 2026, but without the 20 percent pay discount previously available, and dependants will be barred from most shortage roles. Particularly controversial is a ban on recruiting care-workers from overseas after July unless they already work for the sponsoring employer—part of ministers’ drive to reduce net migration.
Existing sponsored workers benefit from generous transitional protection: they can extend visas or change employers (within limits) until July 2028 on the old thresholds. However, any new hire after 22 July must meet the tougher rules, forcing employers to rethink workforce planning and reward structures. HR teams must also note tougher English-language and child-dependant criteria designed to tighten family migration.
For mobility managers, the headline is cost. A 35-year-old data-analyst on £38,000 who qualified last year will remain sponsorable, but a new hire on the same salary will not. Companies with large care-sector operations face the greatest disruption, yet even tech firms must revisit salary bands to ensure compliance.
WestBridge advises sponsors to audit roles now, ring-fence budget for uplifts and, where feasible, lodge Change of Employment applications before July to lock in transitional rates. The firm expects a rush of applications in Q2 as businesses scramble to secure certificates under existing conditions.
