Charity Praxis has published a nationwide poll of 1,072 migrants—many working in health, social care and education—which lays bare mounting anxiety over the Home Office’s plan to double the residence period required for Indefinite Leave to Remain (ILR). Under Home Secretary Shabana Mahmood’s *earned-settlement* blueprint, most work-route migrants would wait 10 years, and those in sub-graduate roles 15 years, before becoming eligible for permanent status.
Praxis reports that 60 percent of respondents fear their families could be “torn apart” because visa renewals every 30 months increase the risk of job loss or application errors. Two-thirds said they feel less welcome in Britain; more than half are considering leaving. Nursing unions warn that up to 50,000 nurses could exit the NHS if the rules apply retrospectively—deepening an already critical staffing shortage.
For migrants and employers trying to stay ahead of these shifting rules, specialist support can make all the difference. VisaHQ’s online platform offers step-by-step guidance, document checking and deadline reminders for UK visa renewals and ILR submissions, cutting the risk of costly mistakes and easing HR workloads (https://www.visahq.com/united-kingdom/).
![Survey finds three in five migrant NHS staff fear family separation under ‘earned settlement’ overhaul]()
Critics—including 40 Labour back-benchers and the Institute for Public Policy Research—argue that imposing the longer route on migrants already in the UK “moves the goalposts” and will saddle families with almost £20,000 in additional fees per adult. They also dispute Treasury claims of fiscal benefit, noting that delayed settlement prolongs *no-recourse-to-public-funds* restrictions but pushes some families towards hardship support and undermines integration.
The Home Office counters that settlement must be *earned* through sustained economic contribution and integration, and says transitional protections are still under consultation (closing 12 February). For employers, especially NHS trusts and care-home groups, the immediate concern is retention: visa uncertainty is a top driver of attrition among international staff. HR teams should map cohorts approaching the five-year mark and budget for additional sponsorship extensions—or risk abrupt staff losses next spring when the new rules could take effect.
Praxis is urging companies to join civil-society calls for grandfathering existing migrants onto the current five-year pathway. Whatever the final shape, the UK’s corporate mobility managers face higher compliance costs and tougher employee-relations challenges as the political pendulum swings towards tighter migration controls.
Praxis reports that 60 percent of respondents fear their families could be “torn apart” because visa renewals every 30 months increase the risk of job loss or application errors. Two-thirds said they feel less welcome in Britain; more than half are considering leaving. Nursing unions warn that up to 50,000 nurses could exit the NHS if the rules apply retrospectively—deepening an already critical staffing shortage.
For migrants and employers trying to stay ahead of these shifting rules, specialist support can make all the difference. VisaHQ’s online platform offers step-by-step guidance, document checking and deadline reminders for UK visa renewals and ILR submissions, cutting the risk of costly mistakes and easing HR workloads (https://www.visahq.com/united-kingdom/).
Critics—including 40 Labour back-benchers and the Institute for Public Policy Research—argue that imposing the longer route on migrants already in the UK “moves the goalposts” and will saddle families with almost £20,000 in additional fees per adult. They also dispute Treasury claims of fiscal benefit, noting that delayed settlement prolongs *no-recourse-to-public-funds* restrictions but pushes some families towards hardship support and undermines integration.
The Home Office counters that settlement must be *earned* through sustained economic contribution and integration, and says transitional protections are still under consultation (closing 12 February). For employers, especially NHS trusts and care-home groups, the immediate concern is retention: visa uncertainty is a top driver of attrition among international staff. HR teams should map cohorts approaching the five-year mark and budget for additional sponsorship extensions—or risk abrupt staff losses next spring when the new rules could take effect.
Praxis is urging companies to join civil-society calls for grandfathering existing migrants onto the current five-year pathway. Whatever the final shape, the UK’s corporate mobility managers face higher compliance costs and tougher employee-relations challenges as the political pendulum swings towards tighter migration controls.
