1. Introduction
The UK's immigration landscape is constantly evolving, and staying on top of the latest changes is crucial for individuals and businesses alike. On 1st July 2025, the Home Office released a significant update: Statement of Changes HC 997. This comprehensive document, accompanied by a press release, outlines the government's ongoing efforts to "restore order and control" to the immigration system. Thus, these changes reflect many topics in the Immigration White Paper.
This latest statement introduces wide-ranging amendments, particularly impacting Skilled Worker visas and other work routes. With most provisions coming into effect on 22nd July 2025, it's vital to understand what these changes mean for you.
2. Key Changes Introduced by HC 997
Let's break down the most important updates in the Immigration Statement of Changes HC 997:
a. Skilled Worker Visa Skill Threshold Increase
From 22nd July 2025, new Skilled Worker Certificates of Sponsorship (CoS) must be for occupations at Regulated Qualifications Framework (RQF) level 6 or above (degree level). This adjustment takes around 180 occupations out of general sponsorship eligibility.
What this means for you:
● If you're an employer, you'll need to ensure any new roles you're sponsoring meet this higher skill level.
● Crucially, for existing Skilled Worker visa holders: Transitional arrangements in HC 997 allow workers already in the Skilled Worker route (or those whose applications were submitted before 22nd July 2025 and are later successful) to be exempt from this increased skill threshold. This means they can continue to renew their visas, change employment, and take supplementary employment in occupations below RQF level 6, as long as they have held Skilled Worker permission continuously since. However, it's important to note that these transitional arrangements are not indefinite and will be reviewed by the government in due course.
b. Higher Sponsored Work Visa Salary Thresholds
Good news if you're earning well, but a challenge for some: all general salary thresholds and going rates across the Skilled Worker, Global Business Mobility, and Scale-up routes have been updated using the 2024 Annual Survey of Hours and Earnings (ASHE) data.
Important Note: There are no transitional arrangements for applicants extending their visas or changing employers after 22nd July 2025. They will be required to meet the higher salary figures. The new salary thresholds under Appendix Skilled Occupations are shown below.
Row | Previous Salary Threshold | Updated Salary Threshold |
A | £38,700 | £41,700 |
B | £34,830 | £37,500 |
C, D, E | £30,960 | £33,400 |
F | £29,000 | £31,300 |
G | £26,100 | £28,200 |
For the salary options and skill rules that apply to an application today, see our Skilled Worker eligibility and salary guide.
c. Introduction of Two Interim Shortage Lists
Until a permanent model is established, employers can still recruit below-degree staff if the job appears on one of two new lists, both effective from 22nd July 2025:
- Expanded Immigration Salary List: This includes existing entries plus RQF 3-5 occupations identified as being in shortage by the Migration Advisory Committee (MAC).
- New Temporary Shortage List: This covers RQF 3-5 occupations deemed critical to the Modern Industrial Strategy by the Treasury and the Department for Business and Trade (DBT).
A job on either list qualifies only where the CoS is issued before 31 December 2026. The exception is care workers and senior care workers (6135 and 6136) on the Immigration Salary List, where the date is 22 July 2028. Ministers reserved the right to bring these dates forward.
d. Care Workers Removed from Eligible Occupations List
A significant change for the care sector: New entry clearance applications for SOC codes 6135 (care workers) and 6136 (senior care workers) will end on 22nd July 2025.
However, there are two exceptions, both for applications made inside the UK. A worker switching from another route can be sponsored in these codes if they apply before 22 July 2028 and have legally worked for the sponsoring provider in 6135 or 6136 for at least the three months ending on the date the CoS is issued. A worker who already holds Skilled Worker permission as a care worker or senior care worker can extend or change sponsor in these codes, with no three-month requirement and no end date.
e. No More Dependants for Sub-Degree Roles
From 22nd July 2025, anyone sponsored into an RQF 3-5 occupation on either of the interim shortage lists will be barred from bringing family members (dependants).
This restriction does not affect workers already in these routes or those sponsored in RQF 6+ jobs. This policy aligns with existing rules for care workers.
f. ARAP Route Shut to New Principal Applicants
Separately from employer sponsorship changes, the Afghan Relocations and Assistance Policy (ARAP) closed to new principal applications at 3:00 PM BST on 1st July 2025. Afghan citizens who had not submitted an MOD application by this time can no longer start the two-stage relocation process. Family members of existing principals, however, retain a path.
3. Employer Takeaways: What You Should Do Now
These changes require prompt action from employers. Here's what you should consider:
✔ Salary Audit:
Immediately review the salaries of all your sponsored workers. Unlike the skill level changes, there are no transitional arrangements for the new salary thresholds. Any worker applying to extend their visa or change employers on or after 22nd July 2025 must meet the new, higher salary requirements. Ensure all planned sponsorships and renewals are compliant.
✔ Skill Level Check for New Roles:
If you intend to fill roles below RQF level 6, verify that they appear on either the revised Immigration Salary List or the new Temporary Shortage List. If not, they are no longer eligible for sponsorship.
✔ Care Sector Specifics:
If you're a care sector sponsor, you must cease overseas recruitment into SOC codes 6135 and 6136. For in-country switches, meticulously maintain evidence that the worker has legally worked for you as a care worker or senior care worker for at least the three months ending on the date you issue the CoS.
✔ Update HR Policies and Templates:
Revise offer letters, onboarding packs, and HR guidance to reflect the new dependant rules for RQF 3-5 shortage list roles. Update HR templates and Sponsor Management System (SMS) workflows with the new salary tables and Appendix Skilled Occupations sections.
✔ Staff Training:
Ensure staff responsible for sponsorship receive training before the rule changes take effect.
✔ Future Consultations:
The Government has indicated upcoming consultations on increases to the Immigration Skills Charge and higher English language requirements. Both have since taken effect. The Immigration Skills Charge is now £480 (small or charitable sponsors) or £1,320 (medium or large sponsors) for the first 12 months, and since 8 January 2026 Skilled Worker applicants need English at level B2 unless their most recent Skilled Worker permission was granted at B1. Build both into your budgeting and workforce plans.
4. How Can WorkPermitCloud Help?
At WorkPermitCloud, we understand that sudden rule changes can disrupt your future plans or business operations, especially when they affect existing employees or job applicants. Whether you're an employer needing urgent compliance guidance, or a visa holder navigating your next steps, our expert legal and HR teams are here to assist.
📞 Call us: +44 020 8087 2343
📧 Email: info@workpermitcloud.co.uk
📅 Book a free consultation: calendly.com/lutfur-workpermitcloud
If your situation is urgent, submit a Priority Service Request and our team will get back to you as soon as possible: Submit Now.
Let us help you stay informed, prepared, and supported in navigating the evolving UK immigration landscape.
5. Conclusion
The Statement of Changes HC 997 marks a major tightening of the UK's immigration system. Employers, sponsors, and workers must act now to understand how these reforms impact their current arrangements and future plans. With stricter skill and salary requirements, restricted dependant rights, and the closure of overseas care worker recruitment and of ARAP, preparation is key.
⚠️ Facing time-sensitive challenges? Submit your Priority Service Request here and our experts will prioritise your case.
WorkPermitCloud is ready to support you through this transition with clear advice and tailored services. Don't wait: act now to stay compliant and secure your future in the UK.
6. Glossary
| Term | Definition |
| Statement of Changes HC 997 | The official document released by the Home Office on 1st July 2025, outlining amendments and updates to the UK's Immigration Rules. |
| Home Office | The government department responsible for immigration, security, and law and order in the UK. |
| Skilled Worker Visa | A UK visa route allowing eligible skilled workers from outside the UK to come to the country for an approved job with a licensed sponsor. |
| Certificate of Sponsorship (CoS) | An electronic record issued by a licensed UK employer that confirms a job offer for a migrant worker, required for various work visa applications. |
| Regulated Qualifications Framework (RQF) | A system used in England, Wales, and Northern Ireland to classify qualifications. RQF levels indicate the level of difficulty and complexity of a qualification or occupation. RQF 6 is generally degree level. |
| Annual Survey of Hours and Earnings (ASHE) | An annual survey conducted by the Office for National Statistics (ONS) that provides comprehensive data on the structure and distribution of earnings in the UK, used to update salary thresholds for immigration routes. |
| Immigration Salary List (ISL) | A list of occupations that the Migration Advisory Committee (MAC) has identified as experiencing labour shortages, allowing for discounted salary thresholds for Skilled Worker visa applications. This is being phased out. |
| Temporary Shortage List | A new, interim list of RQF 3-5 occupations identified as critical to the UK's Modern Industrial Strategy, allowing time-limited access to the immigration system, introduced by HC 997. |
| SOC Codes 6135 & 6136 | Standard Occupational Classification codes for "Care Workers and Home Carers" (6135) and "Senior Care Workers" (6136). These roles are specifically impacted by the new immigration changes. |
| Dependant Rights | The right for visa holders to bring their close family members (such as partners and children) to the UK with them. |
| Appendix ARAP | Refers to the Afghan Relocations and Assistance Policy, a scheme for Afghan citizens who worked with the UK government in Afghanistan, which has now closed to new principal applications. |
| Migration Advisory Committee (MAC) | An independent public body that advises the UK government on migration issues, including the occupations that should be on shortage lists. |
