The UK government has announced a new round of updates to the Immigration Rules, which impacted applications submitted after 24 April 2025. These adjustments reflect the ongoing evolution of the UK’s immigration system and aim to align with current economic needs and policy priorities. Below is a summary of the key changes across several immigration categories.
Skilled Worker Route (formerly Tier 2)
Following continued recommendations from the Migration Advisory Committee (MAC), the Skilled Worker Visa route will see several notable changes:
The salary threshold for Skilled Workers is increasing to ÂŁ29,000 for experienced workers, with specific exemptions for shortage occupations and new entrants.
The Global Business Mobility – Senior or Specialist Worker route (formerly Intra-Company Transfer) will now require a minimum salary of £34,000.
The Graduate Trainee route under Global Business Mobility will see its salary threshold rise to ÂŁ26,500, and the annual allocation per company will increase to 25 places.
The former Skills Transfer route, which had already been phased out, remains closed and will no longer be referenced in updated guidance.
These changes will apply to all Certificates of Sponsorship (CoS) issued on or after 24 April 2025. Updated guidance on associated fees, including the Immigration Health Surcharge, will be published shortly.
Student Route (formerly Tier 4)
Adjustments to the Student Route include:
Updates to the academic progression requirements to streamline the transition between study levels.
Revised maintenance requirements for those applying under the Doctorate Extension Scheme, to better reflect cost-of-living increases.
Clarification around acceptable evidence of qualifications, including UK and overseas academic credentials.
Several technical corrections aimed at ensuring clarity and consistency across the Rules.
English Language Requirements
As part of the government’s commitment to integration and language proficiency, a higher standard of English is now required:
From 1 July 2025, applicants in the Family route (Appendix FM) will need to demonstrate English proficiency at level B1 of the Common European Framework of Reference for Languages (CEFR) when applying to extend their stay after 2.5 years in the UK.
This applies to non-EEA partners and parents on the 5-year route to settlement whose existing leave expires on or after this date.
This change builds on the previous A2 requirement and supports greater language fluency for long-term residents.
These changes represent the latest step in the UK’s evolving immigration framework. Applicants, employers, and educational institutions should carefully review the updated guidance to ensure compliance and prepare for the implementation dates.
If you’re unsure how these changes affect your situation or you need assistance with your immigration application, feel free to get in touch with an immigration advisor or legal expert.
Immigration and Recruitment - What You Need To Know
These changes have significant impact on recruitment operations. It has never been more essential to keep on top of changes, and to ensure compliance with these new regulations.
Impact on the Recruitment Process
For recruitment agencies, these developments create both administrative and strategic challenges. Agencies must now track an increasingly digital and complex immigration landscape, perform thorough candidate tracking to ensure that candidates meet tighter eligibility criteria, and maintain high standards of compliance to avoid fines or reputational damage.
Delays or errors in collecting immigration documents (like ETAs or eVisa share codes) can cause last-minute disruptions to placements and impact recruitment efficiency. With sponsor licences under greater scrutiny, employers are also leaning more heavily on agencies to handle right-to-work checks and maintain detailed records. This added pressure requires systems that are not only accurate but also adaptive and future-proof.
Eclipse Recruitment Software
Eclipse’s recruitment Candidate Relationship Management software (CRM) and applicant tracking system (ATS) is fully equipped to support recruiters navigating this evolving environment. Our comprehensive recruitment agency software allows agencies to store, track and manage candidate immigration information, including ETA confirmations and eVisa share codes, all within a centralised profile. Automated alerts and calendar reminders ensure that visa renewals or follow-ups aren’t missed, dramatically reducing the risk of non-compliance.
We’ve also integrated a comprehensive suite of workflow automation features for staffing agencies that prompt consultants to collect key documents before submitting a candidate for roles. These workflows can be customised based on visa types, ensuring that recruiters are always working with candidates who meet current legal requirements. This is particularly valuable in light of the new Skilled Worker criteria.
Right-to-work and background checks are streamlined through Eclipse’s document management and verification tools. Agencies can upload, review, and securely store all necessary evidence for audit purposes, making it easy to demonstrate compliance during Home Office inspections or sponsor licence renewals.
For agencies that operate across sectors or work internationally, Eclipse integrates seamlessly with candidate portals, payroll systems and other recruitment tools. These integrations ensure that visa statuses and immigration data are reflected across all stages of the recruitment lifecycle, from application to onboarding.
It is essential that recruiting agencies are aware of these changes, but also that their recruitment platform is able to adapt with them to help face these changing policies. When your software is adaptable, there is more time to focus on candidate engagement and the things that really matter.
If you want an all in one solution that is able to adapt with your staffing firm and with changing needs and legislation – Eclipse’s software might be perfect for you, book a demo today to find out more.
