Skilled Worker visa: Adapting to higher salary thresholds

Autumn immigration strategy series

Skilled Worker visa: Adapting to higher salary thresholds

As part of our Autumn immigration strategy series, we are taking a closer look at the latest Skilled Worker visa reforms. The salary thresholds have been raised and the level of qualification for eligible roles has been increased to RQF Level 6 and above, presenting significant challenges for employers, especially startups that have traditionally relied on junior to mid-level international talent. In this blog, we will explore how employers can adapt to these changes strategically.

Impact on junior and mid-level roles

The increase in salary thresholds has significantly reduced the viability of sponsoring early-career professionals under the Skilled Worker route. Roles such as junior software developers, analysts, and graduate creatives are now unlikely to meet the new salary requirements—particularly in startups, where salaries may not yet align with national averages.

Moreover, the restriction of role eligibility to RQF Level 6 and above has already excluded many technical and support functions from sponsorship altogether. This narrows the available talent pool for many employers.

Strategic considerations for employers

For employers reliant on international graduate and mid-level talent, these changes can feel restrictive. To assist with navigating these challenges, we offer some tips below.

Exploring the Temporary Shortage List (TSL)

For those looking to sponsor medium-skilled (RQF Level 3-5) roles, there is still an opportunity to do so before the TSL closes on 31 December 2026. This provides a time-limited window to address urgent workforce gaps and recruit from a wider global talent pool that may no longer be accessible under the new rules.

Making use of the New Entrant provisions

New Entrants are employees under the age of 26, recent graduates and those working towards recognised professional qualifications. New Entrant roles qualify for reduced salary thresholds. For employers, this can provide a cost-effective way of sponsoring early-career talent who may otherwise be excluded under the standard salary requirements.

Adjusting working hours as a salary management tool

Where it may be challenging to meet the new salary thresholds, employers may consider reducing contracted hours to bring salaries in line with the requirements on a pro rata basis. However, while this can provide a short-term solution, it carries a risk of the Home Office questioning whether reduced hours genuinely reflect the needs of the role. Employers should only consider this option where the business case is well-evidenced.

Understanding alternative unsponsored visa routes

Several alternative routes remain available and may offer greater flexibility depending on your hiring needs.

• Graduate visa allows international students who have completed an eligible UK degree to remain and work in the country for two to three years without sponsorship. This provides an ideal short-term solution to retain talent without immediately navigating sponsorship thresholds.
• Global Talent visa continues to support highly skilled individuals across the tech, academic, research and arts sectors without the need for sponsorship from an employer.
• Innovator Founder visa allows individuals to establish and run a business in the UK. Although this route is not designed for traditional employment, it may appeal to entrepreneurial talent and offer opportunities for employers to collaborate with founders and innovators.

Each of these routes carries its own eligibility criteria, but collectively they offer employers a wider strategic toolkit in the face of rising costs and limitations of the Skilled Worker route.

Conclusion: Now is the time for proactive planning

The immigration landscape is becoming more selective and cost sensitive. These updates highlight the urgent need for employers to engage in proactive immigration planning. Whilst international recruitment remains possible, it now demands forward-looking strategies with careful salary forecasting, a comprehensive understanding of alternative visa solutions and early planning for renewals or extensions, especially for roles initially sponsored under transitional arrangements.

Whether you represent a startup navigating international recruitment for the first time or an established business adjusting to the new thresholds, early planning is key. At Gherson, we specialise in helping businesses adapt to immigration changes and navigate complex processes with clarity and confidence. If you require assistance, our Business Immigration team will be happy to help you.

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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