A new chapter in the UK’s immigration policy has officially begun. From July 2025, the British government has introduced a fresh wave of restrictions on the Skilled Worker visa route. Restrictions that will directly impact thousands of hopeful migrants across Africa and beyond, especially from countries like Nigeria where this visa category has offered a reliable path to better jobs, quality healthcare, and a chance at a more secure future.
This isn’t just a bureaucratic reshuffling. These new rules signal a more aggressive clampdown on legal migration under the Skilled Worker route. For many applicants, this month marks a sharp turn in the road: stricter conditions, steeper requirements, fewer concessions, and narrower eligibility. And if you’re planning to apply or even just exploring the possibility, it is absolutely essential that you understand what has changed and how it could affect you and your family.
Key Changes
1. Skills Threshold for Skilled Worker Visas Raised to Degree Level
Starting July 2025, the minimum skill requirement for most Skilled Worker visas will rise from RQF Level 3 (equivalent to A-levels) to RQF Level 6, which is degree level. Note: With this change, a diplomas is no longer at par with a degrees.
What this means:
Only degree-level jobs will generally qualify under the Skilled Worker visa.
Exceptions will apply only to roles listed on the Immigration Salary List (ISL) or the new Temporary Shortage List (TSL).
- Workers already sponsored in RQF Level 3–5 roles before July 22, 2025, can still extend or switch roles, but this will be time-limited.
2. Salary Thresholds Are Increasing Across Visa Categories
The most alarming shift is the significant increase in the salary threshold. Previously, the minimum salary requirement for most Skilled Worker visa applicants was £26,200 per year or £10.75 per hour. That figure has now jumped dramatically. As of July 2025, the new minimum salary is set at £38,700 per year, which breaks down to roughly £15.88 per hour. This change alone will disqualify a vast number of applicants—especially those working in support roles, junior positions, or sectors like social care and hospitality where wages traditionally fall below the new threshold. The purpose of this change is to limit migration to only the “most skilled and highest paid”, but the side effect is a harsh squeeze on access to opportunity for mid- and lower-income foreign workers.
There is, however, a partial exception still in place for health and care workers. For eligible roles such as nurses, paramedics, and certain senior care staff, a slightly reduced salary threshold will apply. But even this concession is being narrowed. Not every care role qualifies anymore. For example, care assistants and support workers, who previously entered via the health and care visa route, may now find themselves excluded unless they meet additional conditions or are recruited through a registered care provider. It’s worth noting that while these roles still have a path in, the margin for error has become dangerously slim.
3. New Temporary Shortage List Replaces Discounted Shortage Roles
Closely tied to the salary increase is the complete overhaul of the UK’s shortage occupation system. In the past, jobs on the Shortage Occupation List allowed applicants to qualify with a 20% lower salary and benefit from slightly lower visa fees. That system has now been replaced by a stricter, more exclusive “Immigration Salary List” (ISL). The ISL has been curated with tighter eligibility rules and includes far fewer roles than its predecessor. Previously included occupations—like construction workers, chefs, welders, and certain teachers—have now been either removed or made subject to new thresholds that cancel out the earlier advantage.
What this means is that many roles that were previously considered in-demand by the UK government are no longer treated as such under the new immigration priorities. The Migration Advisory Committee now reviews the ISL annually, and it will become increasingly difficult for job seekers abroad to rely on it as a dependable route into the UK. This change will especially hurt those in technical or vocational careers who previously benefited from the flexibility of the Shortage Occupation List. Unless your job is specifically listed on the ISL and your salary meets the new criteria, your application may no longer be considered.
4. No More Dependents for Lower-Skilled Roles After July 2025
But the shakeup doesn’t stop there. One of the most painful changes introduced this July is the new restriction on bringing dependants. Previously, Skilled Worker visa holders could bring their spouse or long-term partner as well as children under 18, provided they could show proof of relationship and financial stability. This family-friendly aspect of the visa made it appealing for married professionals and parents looking to start a new life in the UK. However, the rules have now changed—and for many, the door has slammed shut.
As of July 2025, care workers and senior care workers are no longer allowed to bring dependents. This rule is already causing emotional distress for migrants who now have to choose between taking up a job offer in the UK or remaining at home with their families. But even for those in other occupations who are still allowed to bring dependants, the process has become more difficult and more expensive.
Applicants must now provide more detailed documentation to prove that their marriage or partnership is genuine. A marriage certificate is no longer sufficient. You may be asked for photos together, joint tenancy agreements, shared utility bills, or joint bank statements. In addition, the financial requirement for dependents has increased. The main applicant must have at least £1,270 in savings. Their partner must have an additional £285, the first child must have £315, and each additional child must have £200 in verified funds. These funds must be held for a minimum of 28 consecutive days before applying. On top of that, the annual immigration health surcharge has risen to £1,035 for each adult and £776 per child. These are not small figures—especially for families—and they add up quickly, especially when visa fees and accommodation costs are factored in.
5. Action Plan for Employers
Employers are not exempt from the pressure either. The UK government has made it clear that it expects more from businesses that wish to hire foreign workers. As of this month, employers must provide stronger justification for each Certificate of Sponsorship (CoS). This includes proving that the job is genuine, that the role cannot be filled by a UK resident, and that the salary offered is competitive and in line with industry standards. The Home Office has increased compliance checks and will be conducting more audits to crack down on companies that misuse sponsorship licenses. Those found non-compliant risk losing their sponsor status altogether—leaving their migrant workers at risk of deportation or visa cancellation.
What this essentially means is that businesses may now be more reluctant to hire overseas talent, especially for roles that are not highly paid or highly specialised. The burden of compliance is simply becoming too high. The trickle-down effect is fewer sponsorship offers and increased competition for the roles that remain available.
Another subtle yet impactful change involves the verification of education and language qualifications. Previously, applicants from English-speaking countries or graduates from English-medium institutions could submit a letter from their university or rely on their nationality as proof of English proficiency. This approach is no longer sufficient. Applicants must now go through Ecctis (UK ENIC) to formally verify their academic qualifications and confirm that their degree meets UK standards. This process costs money, takes time, and can cause delays if not handled properly. Additionally, the approved English tests (IELTS for UKVI, PTE Academic UKVI, etc.) must be taken from designated centres, and scores must meet the level required for the specific job.
For many Nigerians and other African applicants, this new layer of red tape makes an already expensive and competitive process even harder. Delays in verification can mean missed job start dates, lost offers, or the need to reapply entirely. It’s one more reminder that being “qualified” on paper isn’t enough. You now need to prove that your qualification meets UK standards and that you can afford the time and cost it takes to do so.
For prospective applicants, the message is clear: start preparing early and choose your path wisely. If you are hoping to apply under the Skilled Worker route, look for roles that pay well above the £38,700 threshold, ideally in sectors like tech, healthcare (excluding low-paid care roles), engineering, or finance. Always check that your employer is an active and compliant UK sponsor, and ensure that they have current Certificate of Sponsorship allocations. Don’t depend on outdated advice or past success stories, these new rules mean the game has changed entirely.
If you are already in the UK on a Skilled Worker visa, consider planning ahead for renewals, as your new salary will need to reflect the updated minimum threshold. If you’re switching from a student visa or graduate visa, be prepared to show that your next role qualifies under the new salary requirements—even if it would have qualified last year. And if you’re a care worker hoping to bring your family, it’s critical to weigh your options carefully, as the path is no longer as family-friendly as it once was.
A Pro Tips
Don’t delay if you’re already eligible under the current job offer and conditions. Submit your application as soon as possible, and ensure all documents are properly certified, including English tests and Ecctis recognition if needed. Also, monitor the UK government’s official sponsor list and Immigration Salary List regularly. These lists are now subject to frequent revisions, and your eligibility could change overnight.
Employers looking to hire for roles below degree level should assign a Certificate of Sponsorship (CoS) before July 22, 2025, to benefit from the current rules.
In conclusion, July 2025 marks the beginning of a much tougher era for the UK’s Skilled Worker visa system. The new rules represent more than just higher salaries and paperwork, they reflect a broader political shift toward reducing migration and making the system more exclusive. The visa is still there, but the road to getting it has become narrower, steeper, and more expensive. For the unprepared, it may now be out of reach. But for those who stay informed, plan smartly, and act quickly, the opportunity is still real. The rules may be tougher, but with the right knowledge and preparation, your UK dream doesn’t have to end it just needs a smarter approach. For more information on this, visit the UK Govt. Official website.
