Spring update: Statement of Changes to the Immigration Rules

On 5 March 2026, the Home Office published a Statement of Changes and accompanying Explanatory Memorandum to the Immigration Rules, setting out reforms that will affect employers, sponsor licence holders and migrant workers. We summarise below the key changes affecting employers. 

Skilled Worker Route

One of the most impactful changes in the Statement concerns how salary requirements must be met under the Skilled Worker route.

From 8 April 2026, sponsors must ensure that both the general salary threshold and the role‑specific hourly going rate are satisfied in each pay period (with pay periods required to be at least monthly). This represents a major shift away from the previous annualised approach.

The Home Office’s aim is to monitor salary compliance on an ongoing basis, rather than waiting until the end of a 12‑month cycle to address underpayment concerns. This should mean that salary issues can be detected and corrected early.  This change will take effect on 8 April 2026 – the Statement of Changes implies that the change may only apply to applications where a Certificate of Sponsorship has been assigned on or after this date but further guidance from the Home Office is needed in respect of this. Subject to that, sponsors should make, or prepare for, any necessary changes to pay structures for Skilled Workers now to ensure salary compliance per pay period rather than on an annual basis. 

As a reminder, sponsors must ensure specific minimum salary thresholds are met for Skilled Workers. These thresholds are usually the higher of: 

• the general salary threshold – which is currently £41,700;
• the ‘going rate’ for the role – this is set out in the Immigration Rules Appendix Skilled Occupations for each eligible role;
• the hourly rate – which is currently £17.13. 

These salary requirements can be reduced in certain circumstances, including where: (i) the worker or role is eligible for a discount under the Immigration Rules (such as for roles on the Temporary Shortage List); and / or (ii) the worker was sponsored before 4 April 2024 and has the benefit of lower salary thresholds under transitional arrangements put in place at that time. 

Conversely, certain deductions or arrangements, such as the repayment of loans made to a Skilled Worker, can serve to lower the salary paid to that individual for the purposes of the above threshold requirements. 

Employers who are looking to sponsor a worker, extend sponsorship or otherwise make changes to pay for sponsored workers, should therefore make sure they assess their salary against all requirements and may need to assess compliance in respect of this for each pay period.

Global Talent Route

From 1 July 2026, the Global Talent route will expand to include a new design pathway, enabling exceptionally talented and promising design professionals to apply.

The rules will also simplify eligibility for certain academic and research roles, including fast‑track endorsement for PhD‑level positions involving research, innovation or academic leadership at recognised research organisations.

Global Business Mobility Routes

Secondment Worker Route

From 8 April 2026, the overseas employment requirement will reduce from 12 months to 6 months, offering greater flexibility for multinationals using this route for high‑value project work in the UK.

Service Supplier Route (UK–India trade agreement) 

Changes to reflect trade commitments will allow certain Indian service suppliers to enter the UK for up to 12 months, with adjusted or removed salary requirements in some cases. These changes also take effect from 8 April 2026.

English Language Requirements

In line with the commitments set out within the White Paper there will be a further increase to the English Language Requirement threshold which is set to increase from B1 to B2 across several routes, including Skilled Worker, Global Talent, Innovator Founder and UK Ancestry on 26 March 2027. This uplift will also apply to those already on a pathway to settlement. 

If you require advice on any of these changes or in respect of managing your sponsor licence, supporting Skilled Worker applications, or preparing for a Home Office compliance visit, please get in touch with your usual Burges Salmon contact or a member of the business immigration team.