As the UK’s immigration landscape continues to evolve, keeping up with the latest developments in work visa policy has become essential—not only for employers seeking to build and retain an international workforce but also for migrants navigating their pathway to long-term residence and employment. Drawing on the most recent insights from the Migration Observatory, here’s what you need to know in 2025.
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Brexit & the Shift in Work Visas
The most significant shift in recent years stems from the end of free movement following Brexit. Since 2021, both EU and non-EU citizens are required to apply for work visas to live and work in the UK. This has led to a substantial increase in the number of non-EU work visa grants, which surged from around 137,000 in 2019 to over 312,600 by 2023. The Skilled Worker visa route, in particular, has tripled in use, now forming the backbone of the UK’s work-based migration system. For employers, this has reinforced the need to engage with visa sponsorship as a strategic part of workforce planning. For migrants, the Skilled Worker visa remains one of the primary routes to secure employment and potentially settle in the UK.
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The Dominance of Health & Care Visas
One of the defining features of this system has been the dominance of the health and social care sector. In early 2024, over 60% of Skilled Worker visas were issued to health and care professionals. Despite rising salary thresholds in most other sectors, the demand for overseas talent in this field remained high, highlighting both the UK’s ongoing workforce gaps and the accessibility of these roles for qualified international applicants.
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Graduate Visa—A Launchpad for Migrants
Another vital route for migrants is the Graduate visa. Introduced as a post-study option, it allows international students to remain in the UK for up to two years after completing their degree—or three years for PhD graduates. In 2023 alone, over 112,000 Graduate visas were issued. For employers, this offers a unique opportunity to access a pool of highly educated, UK-trained candidates who are already work-ready. For graduates, the visa offers valuable time to gain UK work experience, explore career paths, or transition into a longer-term Skilled Worker route.
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Sneaky Risks—Migrant Exploitation
However, with the growing reliance on work visas, concerns around migrant worker exploitation have also increased. Evidence shows that some workers in sponsored or low-paid roles—particularly care workers, domestic staff, and those on seasonal visas—face exploitative practices such as coercion, withheld wages, or poor working conditions. These situations are exacerbated by visa restrictions that tie migrants to a single employer. For employers, ensuring ethical sponsorship is no longer just a matter of policy—it’s a legal and reputational imperative. For migrants, being informed of their rights and seeking trusted legal advice early on can be critical to avoiding abuse and protecting their immigration status.
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Latest Visa Reform Highlights (2025)
Several major reforms introduced in 2025 have reshaped the visa landscape further. One of the most impactful changes is the rise in salary thresholds. The updated salary requirements for the Skilled Worker visa now set the general minimum salary threshold at £41,700. For new entrants, the threshold is £33,400, while Senior or Specialist Worker roles must meet a higher minimum salary of £52,500. Additionally, the minimum skill level for new Skilled Worker sponsorships has been raised to RQF Level 6, which is equivalent to a UK bachelor’s degree. As a result, many mid-level roles—such as chefs, fitness instructors, and other skilled trades—no longer meet the eligibility criteria for sponsorship under this route. The Shortage Occupation List has been replaced by two new categories: the Immigration Salary List (ISL) and the Temporary Shortage List (TSL). These lists significantly reduce the number of roles that qualify for Skilled Worker sponsorship at below RQF Level 6. Individuals whose jobs are listed on the ISL or TSL can no longer bring dependants to the UK if their Certificate of Sponsorship (CoS) was issued on or after 22 July 2025. At the same time, overseas recruitment for social care roles has been closed. However, individuals already in the UK can still switch into or extend a Skilled Worker visa in the social care sector until 22 July 2028, provided they meet specific eligibility criteria. Employers across sectors should also expect heightened scrutiny, more complex compliance checks, and increased pressure to invest in training the domestic workforce.
With these ongoing changes, compliance has become a core concern for UK sponsors. Employers can no longer afford to make mistakes with sponsor licence management, visa applications, or record-keeping. At the same time, migrants must navigate an increasingly technical and time-sensitive process if they wish to work, remain, or settle in the UK.
At Migrate UK, we understand the challenges that both organisations and individuals face in today’s immigration environment. Our specialist services are designed to support every stage of the journey—from securing a sponsor licence and managing ongoing compliance, to applying for Skilled Worker visas, extensions, and ILR (Indefinite Leave to Remain). We also provide comprehensive compliance audits to help employers meet their sponsorship obligations and avoid costly penalties.
Whether you are a business building an international workforce or a skilled professional planning your future in the UK, our team of regulated immigration experts is here to help you make informed, confident decisions.
The UK’s work visa system is more competitive—and more complex—than ever. Staying informed and proactive is key to success. If you need support with sponsor licensing, compliance, or individual visa applications, contact Migrate UK today for trusted, expert advice tailored to your needs.