A new era for business immigration 

2026 is shaping up to be one of the most significant years for employer-sponsored immigration in recent memory. Several major policy changes will take full effect, and many will influence how UK employers plan recruitment, manage budgets and structure graduate pipelines. 

If you rely on overseas talent, 2026 is a year to plan carefully. Here is what you need to know. 

English language requirements are rising to B2 

From 8 January 2026, applicants to the Skilled Worker route will need to meet B2 English. This is a higher standard than the current B1 level and is closer to an A-level standard of English. The same uplift is being applied at the same time to the High Potential Individual (HPI) and Scale-up routes. 

This only affects new applications submitted on or after 8 January. Anyone already in the route can continue under the old requirements. 

What this means for employers 

B2 is noticeably more demanding than B1, so fewer candidates are likely to meet it without preparation. This will be particularly relevant for mid-skill roles or candidates who were not educated in English. Employers will need to check language evidence earlier in the process and allow candidates more time to book and pass tests. It is also worth briefing hiring teams so they understand the new standard and do not make assumptions based on past experience. 

The Skilled Worker salary floor is now firmly at £41,700 

The salary threshold changes technically came into force in July 2025. However, many employers who recruit in set cycles, such as January or September intakes, will feel the full effect in 2026 when their first full recruitment round takes place under the new rules. 

The minimum salary for most Skilled Worker roles is now £41,700, or the higher going rate for the occupation. The new entrant rate has increased to £33,400. Since these figures are tied to updated pay data, the real starting point for sponsorship is often above £41,700. 

What this means in practice 

For 2026 hiring, you can safely assume that any new Skilled Worker candidate will need both a salary of at least £41,700 and, from January, B2 English. Lower paid administrative, support and junior technical roles will struggle to meet these levels unless they fall into temporary exemptions. 

Immigration Skills Charge rising from December 2025 

From 16 December 2025, the Immigration Skills Charge (ISC) increases by roughly 32 %. 

The new annual rates will be: 
• Large sponsors: £1,320 (up from £1,000) 
• Small sponsors and charities: £480 (up from £364) 

The ISC applies across Skilled Worker and Global Business Mobility routes, so this change will have a noticeable impact on budgeting. 

What employers should consider 

A five-year Skilled Worker visa for a large sponsor will now attract £6,600 in ISC alone. This may lead businesses to prefer shorter initial visa periods or to make greater use of routes that do not carry the ISC, such as Graduate, HPI or Global Talent. 

The Salary List and Temporary Shortage List enter their final year 

Throughout 2026, the government will phase out the Immigration Salary List, with the exception of adult social care roles. 

The Temporary Shortage List will continue, but the roles currently on the list are expected to be removed on 31 December 2026, subject to review by the Migration Advisory Committee. Once these roles are removed, many will no longer qualify for sponsorship at all under the higher skill and salary thresholds now in place. 

What this means for workforce planning 

For many mid-skill roles, 2026 is the last full year when sponsorship may still be possible. Employers who rely on these roles should begin planning for alternative workforce strategies. That may involve UK-based training, restructuring of junior functions, automation, or shifting certain tasks to overseas teams. 

Graduate, HPI and Global Talent routes are becoming more important 

The changes to Skilled Worker sponsorship mean that alternative routes will matter more in 2026. 

Graduate route 

The route remains a two-year visa for those who enter before 1 January 2027. After that point, it reduces to 18 months, which means 2026 is the last year employers can rely on a full two-year period before candidates need to switch to Skilled Worker. 

HPI route 

The list of eligible universities will double in 2026 and an annual cap of 8,000 places will be introduced. This route continues to be a useful, non sponsored option for attracting high calibre graduates who may later transition into Skilled Worker roles. 

Global Talent 

Criteria in certain academic and creative fields will loosen in 2026 and the government aims to significantly increase use of the route by 2027. For employers with specialist or research heavy roles, this may offer new opportunities. 

Wider tightening across the system 

By 2026, the higher skill threshold at RQF 6 will be fully embedded, removing eligibility for around 180 roles that could previously be sponsored. The government has also signalled further tightening of English language rules for other routes, and possibly dependants, during 2026. Firms should expect incremental adjustments throughout the year. 

What employers should do now 

• Refresh your eligibility screening - Budget for a minimum salary of £41,700 and B2 English for Skilled Worker hires in 2026. 

• Re-model costs - Factor the higher ISC into hiring plans and internal approval processes. 

• Identify roles that will no longer be sponsorable - Anything below RQF 6 or reliant on the temporary shortage provisions will need a transition plan before the end of 2026. 

• Strengthen your graduate strategy  -Make the most of the final full year of two year Graduate visas and start preparing for 18 month timelines. 

• Train hiring managers  -Ensure managers understand which roles can genuinely be sponsored and raise awareness of alternative routes such as Graduate, HPI and Global Talent. 

Final thoughts 

2026 will mark a decisive shift in the UK immigration landscape. Higher skill, salary and language requirements, combined with rising government charges and the phasing out of shortage concessions, mean employers will need to be more deliberate and forward-thinking in their recruitment planning. The businesses that adapt early and educate their hiring teams will be best placed to navigate the year ahead.