Significant changes to the Skilled Worker visa route have recently been implemented, directly impacting the ways businesses recruit and retain international talent. For HR professionals tasked with managing workforce diversity and talent acquisition, staying informed about these changes is paramount.
The new rules came into effect on 4 April. Here is a guide to what HR professionals need to know about the recent Skilled Worker visa changes.
New Salary Threshold
As of 4 April 2024, the minimum salary requirement for the Skilled Worker Visa stands at £38,700, marking a notable increase from the previous threshold of £26,200. The ‘going rate’ specific to each job has also grown significantly.
If the worker qualifies for ‘tradeable’ points, they may be eligible for a reduced salary threshold. This could include having a job offer for a role on the Immigration Salary List (formerly known as the shortage occupation list) or holding a relevant PhD qualification.
Salary thresholds are calculated based on a 37.5-hour workweek. If alternative work schedules are in place, the salary must be adjusted proportionally based on the applicable weekly working hours.
Replacement of the Shortage Occupation List
The list of jobs for which Skilled Worker migrants can be sponsored at a reduced minimum salary rate has been made shorter and renamed the Immigration Salary List.
Certificates of Sponsorship (CoS) assigned before 4 April 2024
If an applicant was assigned a CoS before 4 April 2024, and it remains valid at the time they submit their application, the application will be decided in line with the rules that were in force before 4 April 2024.
Conclusion
The recent Skilled Worker visa changes underscore the critical role of HR in navigating complex immigration landscapes. By staying informed, proactive, and adaptable, HR professionals can leverage these changes as opportunities to attract top talent, drive organisational growth and foster a diverse and inclusive workplace culture.
How Gherson can assist
Gherson’s Immigration Team are highly experienced in advising on 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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