‍

‍

‍Sweeping changes to UK immigration rules take effect from 22 July 2025, transforming how businesses hire and sponsor overseas talent. Whether you recruit in tech, healthcare, construction, logistics, or retail, your workforce strategy is about to change—and acting promptly is critical. Throughout these transitions, Annaizu offers guidance, compliance, and planning support to keep your business ahead.

1. Skilled Worker Visa: Graduate-Level Jobs Only:

From 22 July, sponsoring under the Skilled Worker visa will be limited to positions at RQF Level 6 (graduate-level) or higher. Approximately 180 job titles at Levels 3–5  (technical, admin, trade, and frontline jobs) are being removed from sponsorship eligibility. Sectors like hospitality, construction, logistics, and retail will feel the most impact, particularly for supervisory and mid-skilled support roles.

Annaizu's support:

• Role auditing: Our team helps you quickly identify which roles fall outside the new eligibility.
• Fast-track CoS management: We accelerate the issuance and assignment of Certificates of Sponsorship (CoS) ahead of the July deadline, so you can lock in existing criteria and avoid losing talent.
• Transitional guidance: Annaizu provides up-to-the-minute updates on transitional protections, ensuring you maximize every recruitment opportunity before the rules change.

Stat alert: More than 25% of sponsored jobs for non-EU nationals since Brexit were in Level 3–5 roles—making this a major shift for UK employers.‍

2. Higher Minimum Salary Thresholds: Prepare Salary Band Adjustments:

The threshold for the Skilled Worker routes rising significantly.

‍‍‍Occupation-specific thresholds are also up by roughly10%. Roles on the Temporary Shortage List retain some eligibility, but with strict criteria.

Annaizu's support:

• Salary benchmarking: We provide real-time intelligence on current market rates and ensure salaries remain compliant with the latest Home Office standards.
• Workforce planning tools: Annaizu’s salary calculators and comparison dashboards help you adjust budgets rapidly and make competitive offers, supporting retention and successful visa applications.
• Candidate & CoS tracking: We help you manage allocations and prioritise urgent hires in sectors at risk, so you don’t miss critical recruitment windows.

3. Care Worker Sponsorship Route Closure: A Sector Emergency:

Starting 22 July 2025, care and senior care worker sponsorships for new overseas hires will close, except for roles on a Temporary Shortage List (TSL). Bringing in dependents is also prohibited, with only limited exemptions for those already in the UK (minimum three months service before July).

Annaizu's support:

• Retention strategy: Annaizu designs tailored retention solutions to reduce reliance on new overseas hires, building stability as recruitment options shrink.
• Urgent hire identification: Our specialists map every care sector job to eligibility, helping you issue last-minute CoS where possible.
• Policy updates: We keep your HR team in the loop about shifting TSL status and eligibility, avoiding costly missteps.

4. Indefinite Leave to Remain (ILR): Settlement Period Uncertainty:

Proposed reforms may extend the main settlement route (ILR) from five to ten years, impacting long-term international staff retention and planning. Details are pending but could significantly affect your workforce strategy.

Annaizu's support:

• Compliance training: Annaizu’s workshops prepare your HR teams for evolving right-to-work and settlement documentation, shielding you from legal risk.
• Communication plans: We supply template communications to inform sponsored staff about their ILR status and career progression options.
• Scenario planning: We model how ILR changes may affect your current international workforce and future hiring.

Practical Steps for Employers: Annaizu as Your Strategic Partner:

Act Quickly: Lock in Current Rules:

Annaizu expedites additional CoS allocations and assignments, so you can use transitional protections before restrictions hit.

Audit Roles and Salaries Thoroughly:

We provide up-to-date analysis and documentation, ensuring your job descriptions and salary bandings are compliant and competitive.

Communicate Clearly and Early:

Annaizu supplies tailored briefings and FAQs for current and prospective staff on visas, extension options, dependents, and career outlook.

Strengthen Your Compliance:

Our in-house training ensures your HR teams use the latest right-to-work guidance. Penalties for illegal work can still reach £20,000 per worker.

Rethink Recruitment Strategies:

We help you pivot:

• Dissect which entry-level and mid-skilled roles need upskilling or cannot be replaced via sponsorship.
• Source new talent pipelines at the graduate and specialist level.

Why Choose Annaizu:

Annaizu supports clients at every stage from strategic workforce mapping to urgent CoS allocation, right-to-work checks, salary benchmarking, licence compliance, and tailored communication across HR and recruitment. With expert analysis and real-time updates, our solutions empower you to adapt swiftly while staying fully compliant.

‍