Major UK Immigration Changes: What You Need to Know

by Peter Watson

July 3, 2025

The UK government has announced significant changes to immigration rules that will reshape how skilled workers, students, and employers navigate the system. Here’s what’s changing and why it matters:

🎓 Skilled Worker Visa Changes

The bar has been raised considerably. Starting from July 2025, Skilled Worker visas will require degree-level roles (RQF Level 6) rather than the current A-level equivalent standard. This means employers can only sponsor roles that genuinely require graduate-level skills and qualifications.

For sectors still needing lower-skilled workers, there’s a temporary lifeline: a shortage occupation list will remain available until the end of 2026, giving industries time to adapt their workforce strategies.

📚 Graduate Visa Reduction

International students will feel the impact too. The Graduate visa, which allows students to stay and work after completing their studies, is being reduced from 2 years to 18 months. This shorter window means graduates will need to secure sponsorship more quickly if they want to remain in the UK long-term.

🏠 Settlement Timeline Extended

Perhaps the most significant change for long-term planning: the qualifying period for settlement (indefinite leave to remain) is increasing from 5 to 10 years. This represents a major shift in how people plan their UK immigration journey, effectively doubling the time commitment required for permanent residency.

💼 Employer Responsibilities Increase

The financial burden on employers is also growing. Companies must now cover all immigration-related costs including sponsor licence fees, Certificate of Sponsorship fees, and the Immigration Skills Charge – these costs cannot be passed to visa applicants. The government has also taken a stricter approach to compliance, with 513 skilled worker sponsor licences revoked by Q3 2024 alone.

✈️ Electronic Travel Authorization (ETA) Expansion

For visitors, the ETA scheme has been expanded significantly. Most visitors now need to obtain a £16 Electronic Travel Authorization before entering the UK, adding another layer to the entry process.

🎯 The Bigger Picture

These changes represent a clear strategy to reduce net migration while maintaining access to genuinely skilled workers. Government estimates suggest these measures could result in 98,000 fewer visas being issued annually – approximately 10% of current visa grants.

What This Means for You:

Employers: Start reviewing your workforce needs and ensure roles truly require degree-level skills
Current visa holders: Consider your long-term settlement timeline and plan accordingly
International students: Accelerate your job search and sponsorship timeline
Skilled workers: Ensure your qualifications align with the new degree-level requirements

The immigration landscape is becoming more selective, emphasizing higher skills and longer-term commitment. Success will require careful planning and strategic thinking about career progression in the UK.

For detailed guidance on how these changes affect your specific situation, get in touch.

#UKImmigration #SkilledWorker #GraduateVisa #ImmigrationLaw #UKVisa #WorkVisa #Settlement #UKJobs

Opinion

The Hidden Engagement Secret: How Employee Mobility Support Transforms Talent Retention

by Peter Watson

June 26, 2025

Employee engagement is at a crisis point. Recent studies show that only 23% of employees feel truly engaged at work, and the costs are staggering—disengaged employees cost companies up to 18% of their annual salary in lost productivity.

While most companies chase engagement through ping-pong tables and wellness programs, the smartest organizations have discovered a powerful but overlooked driver: employee mobility support.

Why Mobility Matters to Modern Talent

Today’s workforce—especially high-performers—view career development through a global lens. They don’t just want promotions; they want experiences that broaden their perspective, challenge their assumptions, and accelerate their professional growth.

When companies offer genuine mobility opportunities, they’re sending a clear message: “We’re investing in your future, not just filling a position.”

This psychological shift is profound. Employees who feel their company is committed to their long-term development are 87% more likely to stay and 67% more likely to go above and beyond in their current role.

The Engagement-Mobility Connection

Demonstrates Long-term Investment Nothing says “we value you” like investing thousands in someone’s relocation and career development. Employees recognize this isn’t a decision companies make lightly—it signals genuine commitment to their future.

Creates Meaningful Challenges Relocation inherently involves stretching beyond comfort zones. New markets, different cultures, unfamiliar business contexts—these challenges energize high-performers who often feel stagnant in familiar environments.

Builds Career Resilience Employees with international experience develop adaptability, cultural intelligence, and problem-solving skills that make them more confident and engaged in any role. They become internal entrepreneurs rather than passive workers.

Strengthens Company Connection Counter-intuitively, employees who relocate often develop stronger emotional connections to their company. The organization becomes their anchor in unfamiliar territory, creating deeper loyalty and engagement.

The Ripple Effect on Teams

Mobility support doesn’t just engage the employees who move—it impacts entire teams. When colleagues see that the company genuinely invests in career development through relocation opportunities, it:

Raises aspirations across the organization
Improves talent pipeline quality as people compete for opportunities
Creates internal networks of culturally diverse, highly engaged employees
Demonstrates that career growth is possible and supported

Getting Mobility Support Right

Make It Accessible, Not Exclusive The most engaging mobility programs aren’t reserved for senior executives. Companies that offer mobility opportunities across different levels—from graduate rotations to mid-career development assignments—see the biggest engagement benefits.

Focus on Development, Not Just Deployment Frame relocations as career development opportunities, not operational necessities. Employees who see moves as investments in their future are more engaged than those who feel transferred for business convenience.

Provide Comprehensive Support Half-hearted mobility support can actually damage engagement. Employees who struggle with housing, schools, or cultural adaptation while relocated often become less engaged than before they moved. Full support demonstrates genuine care.

Create Return Pathways Knowing they can return home or move to other locations makes employees more willing to take mobility risks. This security paradoxically increases their engagement with current assignments.

The Business Case for Engagement Through Mobility

The numbers are compelling:

Companies with mobility programs report 23% higher employee engagement scores
78% of employees say international experience opportunities would influence their decision to stay
Organizations with strong mobility support see 31% lower turnover in high-potential talent segments

Beyond retention, engaged employees drive business results. They’re more innovative, more collaborative, and more likely to become the leaders who drive future growth.

Making It Work in Practice

Start with Listening Survey your talent to understand their mobility interests. Many companies are surprised by the appetite for international experience across their workforce.

Build Flexible Options Not everyone wants permanent relocation. Short-term assignments, project-based moves, and gradual transitions can all drive engagement while meeting business needs.

Invest in Success Mobility support isn’t just about moving expenses. Cultural orientation, ongoing mentorship, and family support often determine whether mobility experiences enhance or damage engagement.

Measure and Communicate Track engagement scores for employees with mobility experience versus those without. Share success stories to demonstrate the company’s commitment to development.

The Strategic Advantage

In an era where talent has more options than ever, employee engagement through mobility support creates a powerful competitive advantage. Companies that help employees grow globally don’t just retain talent—they attract the ambitious, growth-minded individuals who drive innovation and results.

The question isn’t whether you can afford to invest in employee mobility support. It’s whether you can afford not to—especially when your competitors are using it to engage and retain the talent you need most.

Employee mobility support isn’t just about moving people. It’s about moving careers forward, and engaged employees are the ones who move your business forward too.

News

The UK’s New Play for Global Talent: What You Need to Know

by Peter Watson

June 25, 2025

In a world where global competition for highly skilled workers is fiercer than ever, the UK is making bold moves to stay in the game. New immigration pathways and policy shifts are being introduced to attract scientists, entrepreneurs, and tech innovators — and they could reshape how talent flows into the country.

A Shift Towards Specialised Visas

Instead of a one-size-fits-all model, the UK is offering more tailored visa routes aimed at individuals who can bring real impact. These include:

Global Talent Visa – for leaders and potential leaders in academia, research, arts, and tech.
High Potential Individual (HPI) Route – designed for graduates from top global universities.
Innovator Founder Visa – to support startup founders with scalable business ideas.

These routes are all about fast-tracking people who can make a difference in sectors like artificial intelligence, clean energy, and deep tech.

Supporting Research and Startups

Researchers, especially those in cutting-edge fields, are getting more support through streamlined processes and less bureaucracy. There’s also a growing push to let international graduates stay in the UK to start businesses — a move that could supercharge local economies and give Britain a competitive edge in talent retention.

Expanding Opportunities for Global Companies

The UK Expansion Worker visa is set to become more accessible. This route enables overseas businesses to send key staff to establish operations in the UK, making it easier to scale globally from a British base.

On top of that, the High Potential Individual route is being broadened by adding more top-ranked global universities to the eligibility list — opening the door to an even wider pool of highly skilled young professionals.

The Roadblocks

Ambition is one thing — execution is another. Despite the forward-thinking policies, real-world obstacles persist:

Visa costs remain high, especially when compared to countries like Canada and Australia.
Processing delays frustrate both applicants and employers.
Messaging around inclusivity and ease of access still lags behind some international competitors.
Post-Brexit uncertainty continues to create questions for EU citizens and employers navigating the new system.

What This Means for You

Whether you’re a global business looking to expand, a startup founder hoping to recruit internationally, or an academic institution drawing talent from overseas — these changes could open new doors. But understanding which routes to take, and how to navigate them, is essential.

📩 If you need support with hiring internationally, relocating staff, or understanding how these visa routes apply to your organisation, we’re here to help.