On 1 July 2025, the Home Office laid before Parliament Statement of Changes HC 997, bringing with it one of the most significant sets of amendments to the Immigration Rules in recent years. While a few provisions came into force immediately, the majority will apply from 22 July 2025. These changes follow the promises laid down in the White Paper dated 12th May 2025. The full changes can be accessed here.
Below is a summary of the key changes:
Key implementation dates
The changes take effect in two stages. The first wave, focused on the Afghan Relocations and Assistance Policy (ARAP), came into force at 15:00 BST on 1 July 2025. The broader reforms, particularly those relating to work routes, take effect from 22 July 2025. Transitional arrangements mean that any Certificate of Sponsorship issued or application submitted before 22 July 2025 will be assessed under the previous rules. This transitional window allows applicants and sponsors already engaged in the process to proceed under familiar criteria.
Skilled worker route reforms
The Skilled Worker route has undergone significant revisions under HC 997. From 22 July 2025, all new Certificates of Sponsorship must be for roles classified at RQF level 6 or above. Salary thresholds have increased across the board. For example, the minimum salary for occupations in Band A has risen from £38,700 to £41,700, while Bands B and G have increased from £26,100 to £28,200. Only the first 48 hours of work per week will count towards meeting the salary requirement, preventing the inflation of salaries through excessive working hours.
The definition of supplementary employment has also been expanded for workers who were granted leave before 22 July 2025 and have maintained it continuously. These individuals may now take on additional work in a broader range of eligible jobs. Full details of qualifying roles are included in the official tables referenced in the published changes.
Immigration salary list revisions
Appendix Skilled Occupations has been restructured. Tables 1 to 3 now list occupations at RQF level 6 and above, while new Tables 1a, 2aa, and 3a include RQF level 3 to 5 roles that continue to qualify under a temporary shortage concession. The scope of the Immigration Salary List has been narrowed significantly, with most roles scheduled for removal by 31 December 2026. However, care workers will remain on the list until July 2028, in recognition of sustained demand in that sector.
Introduction of the temporary Shortage Occupation list
From 22 July 2025, the existing shortage occupation list will be replaced by a new Temporary Shortage Occupation List, which will remain in place until 31 December 2026, pending the development of a long-term model. This list includes roles in sectors such as construction, IT, and the arts. Sponsors will still be able to recruit for sub-degree level roles if those roles are either included in the expanded Immigration Salary List or featured in the Temporary Shortage Occupation List, as identified by the Treasury and the Department for Business and Trade in support of the Modern Industrial Strategy. This mechanism offers a flexible but time-limited pathway, available only for Certificates of Sponsorship issued before the end of 2026.
Targeted provisions for Care Workers
Given ongoing workforce shortages in the care sector, specific measures have been introduced for Care Workers and Senior Care Workers, under SOC codes 6135 and 6136. New entry clearance applications under these codes will close on 22 July 2025. Applicants must have been employed by their sponsoring organisation for at least three months prior to being issued a new Certificate of Sponsorship. Applications for these roles must be submitted before 22 July 2028. After that date, these occupations will be removed entirely from all shortage lists. Protections remain in place for those already working in the sector under the previous SOC 2010 classification, ensuring continuity for long-serving employees.
Removal of dependant rights for Sub-Degree shortage roles
From 22 July 2025, individuals sponsored in RQF level 3 to 5 roles under either shortage list will no longer be permitted to bring dependants. This restriction does not apply to those already on the route or those sponsored in RQF level 6 or higher roles. The change is consistent with existing policy for care workers.
Clarifications for family members and dependants
The updated rules introduce greater clarity for dependants, particularly children. Dependants can continue to qualify for leave where the main applicant has maintained continuous status. Provisions have also been included to protect families of individuals who were sponsored under previous occupation codes. These changes aim to reduce the likelihood of inconsistent decisions and improve transparency for families navigating the immigration system.
Changes to the Afghan Relocations and Assistance Policy (ARAP)
Appendix ARAP has been revised for accuracy and clarity. Afghan citizens must have submitted their application to the Ministry of Defence by 15:00 BST on 1 July 2025. The amended language confirms that meeting the eligibility criteria alone is not sufficient applicants must satisfy the full requirements to qualify for relocation or settlement. This adjustment helps ensure that applicants understand the threshold for successful outcomes under the ARAP scheme.
Updates to the Global Business Mobility Route
Applicants under the Global Business Mobility routes must now meet higher salary thresholds. For example, the minimum salary for senior or specialist workers has increased from £48,500 to £52,500. In addition, the rule capping salary calculations at 48 hours per week, originally introduced under the Skilled Worker route, has now been extended to this route as well.
Conclusion: Balancing Restriction with Flexibility
The 2025 changes to the Immigration Rules represent a significant recalibration of the UK’s approach to economic migration. While the increase in salary thresholds and mandatory exclusions signals a tightening of criteria, the inclusion of transitional protections, expanded roles for supplementary employment, and special care worker provisions reflect a strategic effort to preserve flexibility where it is most needed.
One takeaway is clear, the legal precision is being sharpened in the UK but so too is the system’s responsiveness to practical realities. Whether you are applying for sponsorship, or working within a sponsoring organisation, understanding these changes is now more important than ever. Contact David Benson Solicitors to discuss the implications on these rules.