Statement of Changes to the Immigration Rules (HC 1691)
While some of the changes are technical in nature, several updates may have practical implications for sponsors, employers and individuals planning long-term residence in the UK. Below is a summary of the key changes affecting sponsors and sponsored workers.
Skilled Worker – New Salary Compliance Rules
Effective from 7 April 2026
The Home Office has introduced a new approach to salary compliance under the Skilled Worker route.
Sponsors must now ensure that sponsored workers receive the required salary within each pay period, rather than relying on annual salary averages.
In practice, this means that the salary paid must meet the required level each time payroll is processed.
For example:
- If an employee is paid monthly, each monthly salary payment must meet the required pro-rated threshold.
- If an employee is paid weekly or fortnightly, the salary paid in each pay period must also meet the required pro-rated level.
Salary payments over a three-month (12-week) period must meet the pro-rated annual salary requirement based on the applicable salary threshold and the relevant going rate.
This change is intended to allow the Home Office to identify underpayment more quickly.
Practical notes for employers
Sponsors should review their payroll practices to ensure salaries meet the required threshold in each pay cycle and to monitor any changes to working hours that could affect salary compliance.
Failure to meet salary requirements during a pay period could lead to sponsor compliance risks.
Global Business Mobility – Secondment Worker
Effective from 8 April 2026
The minimum overseas employment requirement under the Global Business Mobility – Secondment Worker route will be reduced from 12 months to 6 months.
This change is intended to provide greater flexibility for multinational organisations transferring staff to the UK as part of international assignments.
Practical notes for employers
This change may make the route easier to use where employees need to be transferred to the UK on shorter notice, where projects require temporary international assignments, or where employees have recently joined an overseas entity within the group.
Employers using the Secondment Worker route may therefore benefit from greater flexibility when planning assignments.
Global Business Mobility – Service Supplier
Effective from 25 March 2026
A new annual quota of 1,800 places will be available for Indian nationals working as traditional chefs, classical musicians, and yoga instructors under the Service Supplier – Global Business Mobility route, as part of the UK–India trade agreement.
Under this route, contractual service suppliers providing services to a UK client may enter the UK for up to 12 months at a time, subject to meeting the relevant visa requirements.
Practical notes for organisations
This change may provide UK organisations with greater flexibility to access specialist service providers from India on a short-term basis where specific expertise is required. The route may be particularly relevant for sectors such as hospitality, culture, and wellness where specialist roles are needed.
Settlement – English Language Requirement
Effective from 26 March 2026 (implementation from 26 March 2027)
A major future-facing change is the increase in the English language requirement for settlement.
For applications submitted before 26 March 2027, the current B1 CEFR level will continue to apply.
For applications submitted on or after 26 March 2027, applicants will need to demonstrate B2 CEFR level in speaking and listening.
The higher requirement will apply across a number of settlement routes, including the Skilled Worker route.
Individuals planning to apply for settlement in 2027 or later may wish to prepare early rather than waiting until the final year of their route.
Practical notes for employers
Employers may wish to inform sponsored employees about the upcoming increase in English language requirements, encourage employees planning settlement after 2027 to prepare early, and consider the potential impact on long-term workforce planning where settlement is a key retention factor.
Who may be most affected by these changes?
The applicants most likely to be affected include:
- Sponsors and workers using the Skilled Worker route, due to the updated salary compliance rules.
- Employees planning settlement from 2027 onwards, due to the higher English language requirement.
- Employers using the Global Business Mobility – Secondment Worker route, due to the reduced overseas employment requirement.
As a result, these changes are not only technical rule updates but may also have practical implications for employers managing sponsored workers and long-term workforce planning.
This update is intended as a general guide and does not replace tailored legal advice. If you have questions on any of the topics above, please do not hesitate to contact us.
