Authored By: MD Tajul Islam
The University of law
Abstract
This article evaluates the major UK immigration reforms introduced in 2025 and assesses their implications for migrants currently residing in the United Kingdom. The government has implemented substantial changes, including the prohibition of overseas recruitment for care workers and senior care workers, increases to salary thresholds for Skilled Worker visas, restrictions on dependant rights, and the replacement of the Shortage Occupation List with a revised Temporary Shortage List (The Home Office 2025). Visa fees and the Immigration Health Surcharge have also increased. Although these measures are presented by policymakers as necessary to control net migration and prioritise higher-skilled labour, they create considerable uncertainty for existing migrant workers. Care workers are disproportionately affected due to sponsorship vulnerabilities and limited long-term options, while skilled workers may face barriers meeting new eligibility criteria at visa renewal. The article argues that the rapid pace of reform risks destabilising key labour sectors, undermining workforce retention, and placing long-term residents at risk of losing immigration status. It concludes that more balanced, evidence-led policymaking is required.
Introduction
Immigration has always been at the centre of political debate in the United Kingdom. Political parties frequently use immigration as a tool to gain public support, particularly during economic uncertainty or election periods. In recent years, immigration policy has changed more dramatically than ever before, often at an accelerated pace and with limited consultation. Traditionally, immigration policy changes follow parliamentary scrutiny, expert evidence, and stakeholder engagement. However, contemporary reforms have sometimes been implemented with minimal notice, creating challenges for migrants, employers, and public services.
One concerning trend is that some recent changes have been applied retrospectively or have affected migrants who made life decisions based on previous rules. In mid-2025, the UK Government released the Restoring Control Over the Immigration System White Paper (Home Office, 2025), introducing extensive reforms across visa categories. These reforms alter the framework for Skilled Workers, Health and Care Workers, salary and skill thresholds, and long-term settlement pathways for migrants who entered the UK after 2022.
According to the Government, these reforms aim to reduce net migration, increase productivity, and ensure that only “high-skilled” individuals enter the UK labour market (Migration Advisory Committee, 2025). Despite these stated goals, the rapid implementation and restrictive nature of the changes have raised concerns among legal practitioners, employers, and migrant communities.
This article critically examines the major reforms introduced in 2025 and evaluates their implications for migrants already living and working in the UK. The analysis focuses on care workers, senior care workers, and Skilled Worker visa holders—groups that will experience significant transitions over the coming years.
2025 Immigration Reforms: An Overview
The 2025 immigration reforms consist of several interconnected policy changes that reshape recruitment, sponsorship, salary requirements, dependants, and settlement eligibility.
Key Changes Immigration Rule 2025
Prohibition on Overseas Recruitment of Care Workers and Senior Care Workers: One of the most significant reforms is the ban on overseas recruitment for care workers (SOC 6145) and senior care workers (SOC 6146). From 22 July 2025, employers can no longer sponsor new overseas applicants for these roles. Existing workers in the UK are protected under transitional arrangements (The Home Office 2025).
Increased Skill and Salary Thresholds for Skilled Worker Visas: The Skilled Worker route now requires:
- Higher skill level (RQF Level 6 instead of Level 3)
- Increased minimum salary threshold rising from £38,700 to £41,700
- Removal of discount options, making it harder for lower-paid roles to qualify.
These changes substantially narrow the range of occupations eligible for sponsorship. Many sectors including hospitality, logistics, IT support, administration, and construction will see reduced access to migrant workers who previously met the requirements (The Home Office 2025).
Introduction of the Temporary Shortage List (TSL) and removal of the Shortage Occupation/Immigration Salary List: The previous Shortage Occupation List (SOL) and Immigration Salary List have been scrapped and replaced with the Temporary Shortage List (TSL). The TSL provides only short-term concessions and does not include care roles.
Restrictions on Dependant Rights within the care sector: For the care sector, dependants are no longer permitted for new applicants. While transitional workers retain dependant rights, the shift signals a long-term intention to restrict family migration.
Reforms to Settlement (ILR) Pathways: A highly controversial proposal within the 2025 reforms is the potential increase of the qualifying residence period for Indefinite Leave to Remain (ILR) from five years to fifteen years. Although this proposal remains under consultation, the possibility of applying it retrospectively has caused significant concern among migrants. Traditionally, when immigration laws change such as an increase in income thresholds from £18,000 to £29,000 governments introduce a future implementation date, allowing applicants time to adjust to the new requirements. However, recent developments show a shift in approach, with decisions being discussed in the morning and approved by the evening, leaving little time for preparation or transition.
In principle, a change from a five-year to a fifteen-year ILR requirement should not disadvantage existing visa holders who entered the UK under previous rules. Despite this, current government discussions indicate a consideration of extending the fifteen-year requirement to migrants who arrived as recently as 2022. This has intensified uncertainty and anxiety, as many individuals fear that settlement pathways they relied upon may no longer be honoured.
Impact on existing Care Worker and Senior Care Worker Visa Holders
Care workers and senior care workers already in the UK as of July 2025 retain the right to extend their visas, change employers, or continue their employment, provided they meet the Home Office’s sponsorship requirements (Home Office, 2025). They may still pursue settlement after completing five years of continuous lawful residence on the same route. Although a proposal has been introduced to extend the settlement period from five to fifteen years, this measure has not yet been legislated and remains under consultation (Government Consultation Report, 2025). With the possibility of extended settlement requirements, many care workers fear that they may not secure long-term residency, even after years of lawful work. This uncertainty affects mental wellbeing, career planning, and family decisions.
The transitional arrangements end on 22 July 2028. Migrants who cannot complete the five-year qualifying period by this date will not be able to rely on the old rules to extend their visa. Due to the removal of overseas recruitment and stricter sponsorship compliance, many care workers face limited options. The sector is particularly vulnerable to sponsor licence suspensions or revocations, as smaller employers may struggle to meet the stringent compliance requirements (Migration Advisory Group, 2025). A revoked licence leaves workers at immediate risk of losing their right to work, increasing instability for both workers and service users.
Implications for Existing Skilled Worker Visa Holders
Individuals already sponsored under the Skilled Worker route before 22 July 2025 may extend their visas, switch employers, or maintain dependant rights under transitional arrangements. Their current roles remain valid under the pre-2025 criteria. They may still pursue settlement after completing five years of continuous lawful residence on the same route. Although a proposal has been introduced to extend the settlement period from five to fifteen years, this measure has not yet been legislated and remains under consultation (Government Consultation Report, 2025). If you unable to complete five years settlement route before 22 July 2925 then you need to be prepared to fulfil Home Office new rules will be implemented on 22 July 2028.
Despite transitional protections, long-term challenges are expected. After 22 July 2028, Skilled Worker visa holders must meet the new requirements, including Higher skill levels (Raising from RQF Level 3 to RQF Level 6) An increased general salary threshold (from £38,700 to £41,700) Continued eligibility only if their occupation code remains on the recognised Skilled Worker list. If a migrant’s occupation is removed from the list or fails to meet the upgraded criteria, they may be unable to renew their visa. Many will be forced to switch to different visa categories or return to their country of origin. Dependants will also be affected by any change in status (The Home Office 2025).
All sponsors must now ensure that roles meet higher pay and skill standards issued by Home Office. Some organisations especially SME and hospitality sector may struggle to maintain sponsorship or restructure roles to satisfy the new criteria. Skilled workers may therefore face pressure to change employers, fields, or countries altogether.
Skilled worker dependants’ immigration rights mirror those of the main applicant, any threat to a skilled worker’s visa directly threatens family stability. Children’s education, housing arrangements, and community ties may all be disrupted by changes beyond the control of the individuals involved.
Wider Impacts and Concerns
The care sector is projected to face one of the largest staffing shortfalls in its history. Without overseas recruitment, many providers will be unable to meet demand. Migration advisory organisations have expressed concern that these policy changes could exacerbate labour shortages, particularly in health and social care (Healthcare Workforce Alliance, 2025). The reduced availability of migrant workers may intensify pressure on already overstretched services.
The Skilled Worker reforms also restrict recruitment in roles previously reliant on migrant labour, potentially slowing economic recovery and productivity.
Uncertainty for Migrants and Families
Many migrants entered the UK with the expectation of completing a five-year pathway to settlement. However, the new reforms significantly limit the ability of some workers especially those entering after 2022 to meet settlement criteria within the transitional period.
Risk of Exploitation and Sponsorship Instability
Stricter requirements placed on sponsoring employers may lead to more frequent licence suspensions. Smaller employers without dedicated compliance teams are especially vulnerable. Workers whose sponsors lose their licence may suddenly find themselves without lawful employment, increasing the risk of exploitation and severe financial hardship (Smith, 2025).
Skilled Workers must do
If you are existing skilled worker visa holder, check whether your SOC code remains eligible under post-2025 rules. If it is not removed, you have little worry. If your occupation has been removed, your employer may need to increase your salary or redesign your role to meet higher skill levels. You may also require satisfying home office for RQF level 6. However, If your employer cannot meet the new requirements, you may need to switch employers or visa categories. In extreme cases, returning to your home country may become unavoidable.
Care Workers must do
Ensure your employer is CQC-registered and compliant with sponsorship rules.
If you will complete your five-year qualifying period before 22 July 2028, your settlement route is more secure. If not, you may face limited options for extending your stay under the new system.
For Those Seeking Settlement (ILR)
The Home Office is considering increasing the settlement period from five to fifteen years. The proposal is under consultation until February 2026, and its retroactive application remains unclear. Migrants should closely monitor updates, as any change could significantly affect long-term residency plans. So far if any migrant successfully complete 5 years on same route is eligible for indefinite leave to remain. Immigration Act 1971 . However, candidate may have to satisfy for English language test and life in the UK pass. Once you have been granted ILR, you can apply for citizenship if you wish to after 12 months of getting ILR, if you are married to a British citizen you can apply for citizenship right after getting ILR.
Conclusion
The 2025 UK immigration reforms represent one of the most significant restructurings of the system in recent years. Although the Government seeks to reduce net migration and prioritise highly skilled applicants, these policies introduce substantial challenges for migrants already contributing to the UK economy and public services. Care workers face the greatest uncertainty due to restricted recruitment pathways, reliance on compliant sponsors, and the risk of being unable to complete the settlement route. Skilled workers may also experience long-term barriers due to increased salary and skill requirements, as well as the removal of certain occupations from eligibility lists.
These reforms carry wider implications for sector stability, especially in health and social care, where workforce shortages are already severe. Ultimately, while political objectives may drive immigration control measures, the long-term impact on migrants, employers, and essential services must be considered. A balanced and evidence based approach is vital to ensure that the immigration system remains fair, sustainable, and responsive to the needs of the UK labour market.
Reference(S):
Healthcare Workforce Alliance (2025) Impact of Immigration Restrictions on the UK Care Sector. London: HWA Research Unit.
Home Office (2025) Restoring Control Over the Immigration System: White Paper. London: UK Government.
Migration Advisory Committee (2025) Review of Labour Market Needs and Immigration Policy Reform. London: MAC.
Smith, L. (2025) ‘Workers at Risk: Immigration Status and Labour Exploitation in the UK’, Journal of Social Policy, 54(2), pp. 215–232.
Government Consultation Report (2025) Long-Term Immigration and Settlement Reform Proposals. London: UK Government.
Legislation
Immigration Act 1971.
