With immigration continuing to be an important political topic, the government has this week announced a number of intended changes to the immigration system, with the intention of reducing the levels of migration within the UK. There are significant changes proposed to the working visa system, mainly aimed at the Skilled Worker route, but with some impacts also likely to be had on the Senior/Specialist Worker (“ICT”) route.
Although the specific detail has not yet been published – the new rules are not expected to be available for some time – the broad intentions are:
- Increasing the Immigration Skills Charge by 32%.
- Raising the required skill level for sponsored roles in the Skilled Worker route to RQF level 6 (this will largely mean that roles would need to be at managerial or specialist levels – the number of occupations eligible for sponsorship will reduce by around 180).
- Increasing minimum salary thresholds.
- English language level for Skilled Worker applications will increase from the current level B1 to B2 (5.5 on the IELTS scoring system).
- Introduce an English language requirement for adult dependants: the initial requirement will be at level A1, but this would then increase to A2 if the dependant wishes to apply for extension of their visa.
- The time spent in the UK to qualify for Indefinite Leave to Remain (also known as Permanent Residence or Settlement) on a working visa will increase from the current 5 years to 10 years.
- Immigration Salary List (the replacement of the Shortage Occupation List) will be replaced by a Temporary Shortage List, which will only be used for a temporary period – the details are not yet available, but it appears intended that particular jobs would be on the list on a temporary basis, with the intention being that they would be removed as settled workers become sufficiently trained to take on these roles.
- Graduate visas will be valid for only 18 months instead of 2 years.
- The Home Office may restrict the number of Certificates of Sponsorship available to a Sponsor (i.e. how many migrants a Sponsor can employ) if the organisation is not demonstrating that it is committed to increasing skills training for the settled labour market.
Among the potential positive changes announced, are:
- Doubling the number of Expansion Worker visas that an overseas business can sponsor when expanding to the UK.
- Removing the need for a physical vignette to be placed in a passport for Entry Clearance – moving to an entirely digital status that will remove the need for applicants to leave their visa at a visa application centre and return to collect it.
- Hoping to attract more applicants on the Global Talent and Innovator Founder visas, by making the routes easier to qualify for.
Overall, the government’s stated and clear intention is to reduce the number of individuals using the Skilled Worker (and dependants of Skilled Workers) route. Other than the Immigration Skills Charge increase, it appears at this stage as though there are no plans to impact on the Senior/Specialist Worker (“ICT”) route. Although there is a lack of clarity over whether dependants of Senior/Specialist Workers would require to pass an English language test, it would appear unlikely as there is no plan to introduce a requirement for the main applicants.
Companies therefore now need to start considering their future hiring strategies. In the shorter term, bringing forward recruitment plans for lower skilled roles in order to sponsor migrant workers under the current rules before they change, is a potential strategy. In the longer term, those organisations need to plan for moving away from migrant workers in lower skilled positions.
For those sponsoring Skilled Worker visas on higher skill level roles, such as managers or specialist professions, it is likely that they will continue to be able to hire migrant workers but may need to meet higher salary levels – despite there having been significant increases to minimum salary rates recently already.
3CS can support organisations with all of their planning requirements, whether that be making visa applications now, before the rules change, or in terms of implementing a training and recruitment strategy to assist in the hiring of staff from the settled workforce. Contact us for more information or assistance.
