New regulations containing significant changes to the Skilled Worker visa in the UK immigration system were published on 5 March 2026.
These regulations focus on three main areas:
- Increased English language requirements for Settlement (Indefinite Leave to Remain) applications
- Stricter monitoring of salary payments made by sponsoring companies
- Application restrictions for certain nationalities
The new rules indicate that the Skilled Worker route will be managed with stricter compliance and monitoring mechanisms for both employees and sponsoring companies.
Below, we have outlined the most important changes in a simpler and more understandable way.
Restrictions on Skilled Worker applications for Afghan nationals
One of the notable changes under the new regulations is the introduction of application restrictions for Afghan nationals.
According to this regulation:
- Afghan nationals will not be able to apply for entry clearance from outside the UK under the Skilled Worker visa.
This regulation is considered part of the ‘Visa Brake’ mechanism implemented in the immigration system. The aim is to be able to impose targeted restrictions when asylum applications made through certain visas reach high rates.
English language level increases for settlement with Skilled Worker
One of the most significant changes in the regulations is the increase in the English language requirement for those applying for settlement (Indefinite Leave to Remain) through the Skilled Worker route.
Under the new rules:
- From 26 March 2027, those applying for settlement under the Skilled Worker route will need to demonstrate at least B2 level English.
Under the current system, B1 level was sufficient for settlement. Therefore, this change represents a significant change in standards for workers planning to live permanently in the UK in the long term.
English language proficiency can be demonstrated using methods accepted under Appendix English Language, as in the current system.
These methods generally include:
- Approved English language tests
- Diplomas from universities that teach in English
- Citizenship of certain English-speaking countries
This change will be an important preparation issue, particularly for workers planning long-term migration.
Salary payments will now be scrutinised more closely
The new regulations also indicate that salary payments made by sponsoring companies to employees will be scrutinised more closely.
It will no longer be sufficient for:
- the salary stated in the employment contract to be correct.
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The Home Office will also be able to assess the following issues when necessary:
- Whether the salary is actually paid
- Whether payments are made regularly
- Whether payroll records are consistent with salary payments
Specifically:
- for jobs with irregular working hours
- for variable pay structures
whether the average salary paid during certain periods meets the required levels will also be assessed.
Points to note for sponsors regarding salary payment rules
The new regulations make certain important compliance obligations more visible for companies with sponsor licences.
Sponsors should pay particular attention to the following:
- Salary payments must be made regularly
- Payroll records must clearly show the payments made
- The total salary paid during the year must not fall below the annual salary stated in the application
In addition:
- Salary payments must be made at most on a monthly basis.
- It is important to avoid six-monthly or lump-sum salary payments.
If the salary paid during a specific period falls below the required level:
- there must be a valid reason for this
- and this situation must be supported by appropriate documentation.
Furthermore, it is important that salary payments to Skilled Worker employees are made via bank transfer. This ensures that payment records can be transparently tracked.
Days spent abroad in settlement applications
Another important issue for those applying for settlement via the Skilled Worker route is the length of time spent abroad.
For a settlement application:
- during the assessment period
- you must not have spent more than 180 days outside the UK in any 12-month period.
Therefore, it is important for employees aiming for settlement to carefully monitor their travel time abroad.
Keeping SMS records up to date for sponsoring companies
Another important issue for companies with a sponsorship licence is the regular updating of Sponsorship Management System (SMS) records.
The following changes must be reported to the system within the legal deadlines:
- employee job changes
- role changes
- departures
Timely reporting of these changes plays a critical role in:
- fulfilling sponsorship compliance obligations
- maintaining the status of current employees
- employing new sponsored employees
açısından kritik bir rol oynuyor.
Overall assessment
The amendments demonstrate that compliance and control mechanisms have been strengthened in the Skilled Worker system.
In particular, both sponsors and employees need to pay close attention to the following issues:
- Regular payment of salaries and consistency of payroll/bank records
- The total salary paid during the year must not fall below the level specified in the application
- Employees aiming for settlement must track their days spent abroad
- Sponsor companies keeping their SMS records constantly up to date
How these changes will be evaluated in practice and how they will affect sponsor compliance processes will become clearer in the coming period.
You can continue to follow our blog for new analyses and updates regarding these changes.
If you have any questions on this subject or would like a personal assessment of your situation, you can contact us at team@visavisuk.com.