March 2026 UK Immigration Rule Changes and the Impact on Work Visas, Sponsorship and Settlement
On 5th March 2026, the Home Secretary, Shabana Mahmood, presented a Statement of Changes to the Immigration Rules HC 1691.
In this article, our UK Immigration Solicitors focus on how the planned changes will affect those in the UK or planning to come to the UK on a Skilled Worker Visa or Business Visa and assess the wider implications for employers with sponsor licences.
Summary of the main Work Visa immigration rules changes
The Statement of Changes to the Immigration Rules HC 1691 and Explanatory Memorandum can be found here.
The main Work Visa immigration rule changes can be summarised as:
- Introduction of visa brakes for some nationalities.
- Enhanced salary rules for Skilled Worker Visa applicants and increased sponsor licence compliance for sponsoring employers.
- Prison officer concessions in the Skilled Worker Visa route.
- Increased English language requirement for Indefinite Leave to Remain applicants.
- Global Talent Visa expansion to cover the design sector.
- Global Business Mobility route changes.
These changes come into effect on different dates between March 2026 and March 2027.
The visa brake
The visa brake rules allow the government to ban visa applications from nationals of specified countries where there has been a history of what the Home Office terms "visa abuse".
The first visa brake applies to nationals from four countries:
- Afghanistan.
- Cameroon.
- Myanmar.
- Sudan.
From 26 March 2026, nationals of all four countries will no longer be able to apply for UK Student Visas. From that date, Afghan nationals will not be able to apply for Skilled Worker Visas. Afghan nationals have been singled out for exclusion from the Skilled Worker Visa because, according to government statistics, the number of Afghan citizens on UK Work Visas claiming asylum outstripped the number of visas issued.
In the Explanatory Memorandum, it is stated that ‘’the brake is not intended to be permanent and will be regularly reviewed, with the aim that it can be released as soon as it is considered appropriate to do so.
Further information and statistics on the reasons behind the introduction of the brake can be found here.
Enhanced salary rules for Skilled Worker Visa applicants
Historically, sponsoring employers have been able to demonstrate that a recruit applying for a Skilled Worker Visa or a sponsored employee applying for a Work Visa extension meets the minimum salary threshold for their job and its standard occupational classification code by specifying the annual salary in the contract of employment and the certificate of sponsorship.
The Statement of Changes introduces new provisions that will be relevant to Skilled Worker Visa applicants, sponsored employees, and their employers where salary levels fluctuate over the course of the year. Sponsor licence holders will now have to demonstrate that the salary offered to Skilled Worker Visa holders meets the annual minimum salary threshold and meets the threshold during specified shorter pay periods.
The rationale behind the change is to ensure that overseas skilled workers are consistently being paid the minimum salary requirement for their job and its associated code.
Additional details on the proposed changes and their impact on compliance for sponsoring employers can be found in our blog post:
Changes to the Skilled Worker Visa Salary Framework From 8 April 2026.
Skilled Worker Visa concessions for prison officers
Special concessions are being made for overseas prison officers. The rationale behind the concession is that UK short-term prison staffing and capacity pressures are such that time-limited concessions from the usual Skilled Worker Visa requirements are justified for standard occupational classification code 3314 jobs. UK Skilled Worker Visa Solicitors are reminded of the concessions made for carers and senior carers on the Health and Care Worker Visa and their subsequent withdrawal.
The temporary prison officer concessions are:
- The old RQF 3 skills threshold will apply to prison officers switching from other migration routes (for example, from the Graduate Visa) in the UK until 31 December 2026.
- Prison officers in the UK on current Skilled Worker Visas can extend their Work Visas under existing arrangements.
- Until 31 December 2027, a certificate of sponsorship can be issued using the lower, transitional £31,300 salary threshold, and the 25th percentile going rate will apply to prison officers, including those workers and visa applicants who do not meet the transitional criteria.
- Prison officers can be sponsored for up to three years, rather than the usual five years for Skilled Worker Visa applicants.
The concessions apply to both privately employed and public employed prison officials, but do not apply to entry clearance applications.
Increased English language requirement for Indefinite Leave to Remain applicants
Many visa holders applying for Indefinite Leave to Remain on or after 26 March 2027 will have to meet a higher English language requirement than at present.
These Work Visa routes will change their English-language settlement criteria from B1 on the Common European Framework of Reference for Languages to B2:
- Skilled Worker Visa.
- Scale-up Worker Visa.
- Global Talent Visa.
- Representative of an Overseas Business Visa.
Some sponsored employees will not be affected by these changes, as they will be exempt from sitting the English language test because they are nationals of majority English-speaking countries or have a qualifying qualification. For those affected by these changes, Indefinite Leave to Remain applicants have 12 months to improve their English language skills and obtain a B2-level English language test certificate. Sponsoring employers may want to consider how they can support their sponsored employees in improving their English language skills, as it is in the employer's best interests that their employees gain Indefinite Leave to Remain status as soon as possible, thereby relieving the employer of the cost of sponsorship.
Global Talent Visa expansion to cover the design sector
The Global Talent Visa is to be expanded to cover those who have exceptional talent or promise in the design field. Applicants will need to demonstrate the production of internationally recognised design work and a record of professional activity in the previous five years.
Global Talent Visa Lawyers can advise design applicants on the evidence requirements to secure endorsement, which can include awards, media recognition, evidence of involvement in exhibitions or relevant publications, and professional appearances.
In addition to expanding the Global Talent Visa, the visa route will be changed by simplifying eligibility for the fast-track peer review application process, so eligible candidates do not have to undergo a full peer review. Those qualifying for the simplified peer review criteria will include all PhD-level roles at an approved UK Higher Education Institution or research institute, where the Global Talent Visa applicant either has responsibility for academic, research, or innovation leadership and development, or whose role requires them to perform research or innovation as a primary function.
Changes to the Global Business Mobility route
There are three changes to the Global Business Mobility route:
- Innovator Founder Visa and Scale-up Visa – the English language requirement will increase to B2 level.
- Secondment Worker Route – the requirement for applicants to have been employed by their overseas employer for at least 12 months before being seconded to the UK will be reduced to six months.
- Service Supplier Route: UK-India Trade Agreement - Indian service suppliers providing services covered by the agreement may receive up to 12 months’ UK entry clearance.
Talk to OTS Solicitors about visa and settlement applications and sponsor licence compliance.
At OTS Solicitors, our city of London Immigration Solicitors are experts in Business Immigration, Work Visas and sponsor licence compliance. Our Immigration Lawyers assist skilled workers, individuals seeking to move from Family Visas to Work Visas, entrepreneurs seeking Business Visas, and employers who sponsor workers under the Skilled Worker Visa, Health and Care Worker Visa, and Global Mobility routes. We assist with the full range of immigration law services, including first visas, visa extensions, settlement and citizenship applications, sponsor licence applications, and licence management and compliance.
Our expertise is recognised by our inclusion in the 2026 editions of Legal 500 and Chambers Guide to the Legal Profession.
Talk to OTS Solicitors if you want comprehensive and up-to-date immigration law advice tailored to your circumstances.
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