Immigration compliance in 2026: what UK employers should be doing now

With major UK immigration changes expected in 2026, employers should be reviewing sponsor licence compliance, reporting duties and workforce planning now.

UK employers with sponsor licences have faced heightened scrutiny from the Home Office in recent years. The consequences of non-compliance have increased considerably, ranging from civil penalties to licence revocation.

Recent Government policy announcements suggest that further changes to salary thresholds, skill levels and visa routes are on the horizon. Employers who wait until these changes are implemented may find themselves scrambling to adapt in time, potentially putting their sponsor licence at risk and disrupting their workforce planning.

Strengthen reporting and record-keeping duties

Your record-keeping practices deserve particular attention. Are you maintaining accurate records of right-to-work checks, contact details and absence records for all sponsored employees? The Home Office expects employers to keep meticulous documentation, and any gaps could trigger compliance concerns during an audit. Ensure your systems capture not just the minimum required information, but maintain a clear audit trail that demonstrates your ongoing compliance efforts.

Prepare for potential salary threshold changes

Salary requirements have been a moving target in recent years, and employers should anticipate further adjustments. The Government has repeatedly signalled its intention to ensure that migrant workers are paid appropriately and that immigration policy supports higher-skilled employment.

Reinforce your right-to-work check processes

Right-to-work checks remain a cornerstone of immigration compliance, yet this is an area where many employers become complacent. The consequences of employing illegal workers are severe, including civil penalties of up to £60,000 per illegal worker and potential criminal prosecution in serious cases.

Ensure that your HR team understands how to conduct compliant right-to-work checks for both British and Irish citizens and those who hold immigration permission. The Home Office provides detailed guidance, but this should be translated into clear, practical procedures within your organisation. Regular training sessions help maintain standards, particularly as staff turnover occurs within HR departments.

Conclusion

The reforms expected in 2026 and beyond will present challenges to many employers, but they also create opportunities for organisations that are prepared. By taking action now, you can ensure that your business remains compliant, competitive and capable of attracting the international talent you need to succeed.

How Gherson can assist

Gherson’s Immigration Team are highly experienced in advising on all UK visa matters. If you have any questions arising from this blog, please do not hesitate to contact us for advice, send us an e-mail, or, alternatively, follow us on X, Facebook, Instagram, or LinkedIn to stay-up-to-date.

The information in this blog is for general information purposes only and does not purport to be comprehensive or to provide legal advice. Whilst every effort is made to ensure the information and law is current as of the date of publication it should be stressed that, due to the passage of time, this does not necessarily reflect the present legal position. Gherson accepts no responsibility for loss which may arise from accessing or reliance on information contained in this blog. For formal advice on the current law please do not hesitate to contact Gherson. Legal advice is only provided pursuant to a written agreement, identified as such, and signed by the client and by or on behalf of Gherson.

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