How to Sponsor Skilled Workers After the UK Immigration Rule Changes on 22 July 2025

The changes are part of a broader strategy to reduce reliance on low-wage migration and focus the Skilled Worker visa UK route on graduate-level jobs (RQF Level 6 and above). This is in line with the goals set out in the Immigration White Paper.

Starting 22 July 2025, the following reforms apply:

• Only RQF Level 6+ roles are eligible for new Skilled Worker sponsorship
   
• Two exceptions exist: roles on the Immigration Salary List (ISL) and the new Temporary Shortage List (TSL)
   
• New salary thresholds now apply to all CoS assigned on or after 22 July
   
• Most RQF Level 3–5 jobs (e.g. chefs, care workers, retail supervisors) are no longer eligible unless covered by a transitional rule
   

These reforms apply to all Certificates of Sponsorship (CoS) issued from 22 July onwards.

The new system removes eligibility for over 100 roles previously covered by RQF Level 3–5. As of now, only:

• Jobs at RQF Level 6 or above
• Jobs on the Immigration Salary List (ISL)
• Jobs on the new Temporary Shortage List (TSL)

are eligible for sponsorship.

If the job is not on one of these lists, and not RQF Level 6+, you cannot assign a CoS, and the visa application will be refused.

Care workers and senior care workers (SOC codes 6135 and 6136) have been removed from eligibility for out-of-country applications, following concerns of exploitation. However, in-country switching is allowed for those who’ve legally worked in these roles for at least 3 months on another visa. Extensions are permitted for existing Skilled Worker visa holders in these roles under transitional rules, but this is expected to be reviewed.

⚠️ All pending DCoS requests for ineligible jobs (not on ISL/TSL or RQF6+) submitted before 22 July 2025 will be rejected if not processed or assigned in time.

Under the Skilled Worker visa UK new rules, salaries must meet both the updated annual threshold and the hourly rate.

Importantly, you must calculate the hourly rate based on actual weekly hours. For example, a £42,000 salary across a 45-hour week equates to £17.95/hour, which fails the £20.60/hour test — and results in visa refusal.
 

Salaries must exclude bonuses, overtime, or allowances, and only cover the guaranteed base pay. Part-time roles must still meet the pro-rated hourly minimum.
 

You must also tick the right salary list indicator on the CoS. From 22 July, the CoS form will ask you to confirm if the job is on the ISL or the TSL.

To sponsor a skilled worker, your business must hold a valid sponsor licence. If you’re applying for the sponsor licence now, be aware that the Sponsor Management System (SMS) and sponsor licence application form will be unavailable between 18:00 on 21 July and 09:00 on 22 July 2025.
 

You must ensure all Undefined CoS (UCoS) or Defined CoS (DCoS) are submitted or assigned before the blackout, or you risk having them rejected under new rules.

If you’re already a sponsor, double-check your:

• Key Personnel are up to date in SMS
   
• Licence is still active and not expiring
   
• SMS access works correctly and is not shared with unsecured inboxes

Under the new compliance landscape, many refusals stem from CoS or SMS errors, including job descriptions not matching SOC codes, or salary mismatches. From 22 July 2025, employers assigning a CoS under the Skilled Worker visa UK route should take extra care to ensure that all information provided is consistent, accurate, and aligned with the new rules.

You’ll need to:

• Choose a valid SOC code at RQF Level 6, or one listed on the Immigration Salary List or Temporary Shortage List
   
• Clearly state the weekly working hours, since these are used to assess whether the salary meets the Skilled Worker visa minimum salary in both annual and hourly rate terms
   
• Confirm the gross annual salary meets the updated thresholds for the relevant role
   
• Ensure the job location and start date are accurate and match what’s expected for the SOC code and employment contract

Mistakes or inconsistencies in these areas can lead to refusals — especially now that salary calculations and job descriptions are more closely scrutinised under the updated Skilled Worker visa UK 2025 changes.

⚠️ From 22 July 2025, all outstanding requests for Defined Certificates of Sponsorship (DCoS) where the Standard Occupation Classification (SOC) code is not at RQF Level 6 or on the Immigration Salary List (ISL) or Temporary Shortage List (TSL) will be rejected and the status of your DCoS request updated on SMS, including those where the worker needs to apply extend their permission from overseas and is therefore covered by transitional arrangements.


Where the transitional arrangements apply, the DCoS request can be re-submitted on or after 22 July 2025 but you must clearly indicate in the "Job description" field that worker is applying to extend their leave from overseas and is therefore subject to transitional arrangements. You can do this by inserting the following text at the beginning of the job description field:

“TRANSITIONAL ARRANGEMENTS APPLY – worker extending leave from overseas. Worker’s most recent CoS number is [insert CoS number]”
 

Failing to do this will result in automatic refusal, even if the worker was previously eligible.

For care workers and senior care workers, DCoS requests made on or after 22 July will be rejected unless the worker qualifies for in-country switching or extension.

You should clearly state on any UCoS you assign from 22 July 2025 where the SOC code is not at RQF Level 6 or on the ISL or TSL which of the transitional arrangements apply. Visa or leave applications supported by a DCoS or UCoS issued from 22 July 2025 where the SOC code is not at RQF Level 6 or on the ISL or TSL and where transitional arrangements do not apply will be refused.

To apply for a Skilled Worker visa UK, the applicant must complete an online visa application, upload the necessary supporting documents, and pay the appropriate Skilled Worker visa fee. The application must be submitted within three months of the Certificate of Sponsorship (CoS) being assigned, and no earlier than three months before the job start date listed on the CoS.
 

Each CoS includes a unique reference number, which is mandatory for the visa application. Without it, the applicant cannot proceed.
 

In most cases, the worker will also need to attend a visa application centre to provide biometric information (fingerprints and a photograph). At this appointment, they may also be required to present their passport, proof of English language ability, financial documents, and other evidence depending on their role and country of residence. Check if your employees need to make a biometric appointment. 
 

These steps apply whether the candidate is applying from outside the UK or switching to a Skilled Worker visa from within the UK. Timely, accurate submission of all information is essential under the new Skilled Worker visa 2025 rules, especially given the changes introduced in July 2025 under the UK’s updated immigration system.

Also, As of June and July 2025, the UK government is enforcing key changes in its transition from BRC and BRP to eVisa. Your employees will need to get access to eVisas. 

Main applicants for the following visa routes will no longer receive a vignette (sticker) in their passport — they’ll only receive an eVisa:

• Skilled Worker (including Health and Care)
• Global Business Mobility
• International Sportsperson
• Temporary Worker
   

This applies to applications made:

• From inside the UK (switching or extending)
• From outside the UK (initial applications)
   

Note: Dependants and non-study/work visa applicants will continue to receive a vignette.

Sponsors must now take additional care to ensure sponsorship compliance:
 

• Track and report changes in job role, hours, salary
   
• Monitor weekly working hours to ensure they don’t dilute hourly rates
   
• Record proof of salary payment and contracted duties
   
• Avoid sponsoring for roles that are no longer eligible, even if previously approved

The 20-hour supplementary work rule still applies but only for RQF 6+ eligible jobs.

You must also follow Appendix D sponsor guidance, including storing:

• Signed contracts
• Timesheets
• Payroll records
• Absence tracking
• Updated contact and address info for sponsored workers

Failure to meet compliance obligations will result in licence suspension or revocation.

Some flexibility still exists:
 

• If your worker was sponsored before 22 July 2025, you can extend or assign a CoS under old salary rules, but only if:
   
  • They’ve been employed by you for at least 3 months, and
  • You assign the CoS before noon on 21 July 2025

After this cut-off, new salary thresholds apply — even for renewals.
 

• For care workers, in-country switching and extensions are permitted only if:
  • The worker has worked for at least 3 months legally in the same role
  • They’ve held continuous permission on Skilled Worker route under codes 6135 or 6136 (or 6145/6146)

These transitional provisions are currently set to remain until 22 July 2028, but this may change.

The UK Skilled Worker visa 2025 changes are a clear push towards higher salaries, higher skill levels, and stricter compliance. But the route remains open for legitimate employers — and talent acquisition from abroad is still entirely feasible.
 

To keep hiring overseas workers in 2025 and beyond:

• Confirm job eligibility with RQF Level 6, ISL, or TSL
   
• Calculate both annual and hourly salary thresholds
   
• Follow transitional instructions to the letter
   
• Update your sponsor licence and use Sponsor Management System (SMS) correctly
   
• Avoid mistakes with DCoS/UCoS assignments
   
• Keep tight records for full compliance

If you're unsure how the Skilled Worker visa UK new rules affect your business, we can help. Nation.better supports UK employers with sponsor licence applications, Skilled Worker visas, immigration compliance management and audits — tailored to the July 2025 immigration reforms.