Impact of the 2025 Immigration White Paper on Greater Manchester

The Prime Minister believes that migration under the previous government brought incalculable damage to the UK. He proposed restoring control to the UK borders and assured the British people that the “migration experiment” is over.

The government argues that the failing immigration system led to an increase in exploitation by certain UK businesses and criminal activities within the UK, hence the need to restore control and order.

Page Content

• • UK Immigration White Paper: An Overview?
  • Headline Policies
  • Understanding the Key Proposals of the 2025 Immigration White Paper
  • Impact on Greater Manchester
  • Practical Steps for Employers and Migrants
  • How Can Manchester Immigration Lawyers Help?

Understanding the Key Proposals of the 2025 Immigration White Paper

The New RQF Level for Skilled Workers

As outlined in the ‘Get Britain Working’ White Paper, not only will the minimum salary thresholds rise, but the threshold for incoming skilled workers will also be increased to RQF 6 (graduate level).

Now, skilled workers, including engineers and researchers, as well as healthcare workers, cannot occupy job roles below the RQF Level 6 (i.e., bachelor’s degree level), which will affect the number of eligible occupations for the Skilled Worker visa in Greater Manchester. If sponsoring employees educated below RQF Level 6, an occupation must be on the Temporary Shortage List

What is RQF?

To understand the level of difficulty and complexity of job qualifications, the Regulated Qualifications Framework (RQF) system was created. It categorises occupations based on highly skilled and lower-skilled.

Temporary Shortage List (TSL)

Under the new immigration rules, occupations below the RQF 6 must be listed on the new Temporary Shortage List (TSL) before they can be considered for sponsoring foreign workers for a job role. For any sector to be added to the TSL, they must:

• Be major contributors to the industrial strategy.
• Deliver critical infrastructure.
• Follow advice from the Migration Advisery Committee.
• Have a proper workforce strategy, which involves collaborating with skills organisations such as Skills England to train and employ more UK workers than foreign workers.

Closure of the Immigration Salary List

The Immigration Salary List, which gave UK employers a 20% wage discount if they employed foreign workers for jobs on the shortage occupation list, will be abolished after a thorough review by MAC. It will be replaced by the Temporary Shortage List (TSL).

These new rules apply to new foreign applicants or those who would want to switch from other visa routes to the Skilled Worker Visa. However, those who were already on the Skilled Worker Visa can still take new employment and renew their visa under the old rules.

Settlement Duration

The Indefinite Leave to Remain settlement period for skilled workers has been increased from 5 to 10 years, except when they can show that they offer more ‘real and lasting contribution to society’ thus qualifying for accelerated settlement of 6 years.

English Language Proficiency

There is now a stricter English language proficiency requirement for skilled workers, as well as adult dependents of workers. They must now have certain English language qualifications for different levels of the visa application.

Those who are applying for settlement must have an English language proficiency Level of B2, those who wish to extend their visa must have a Level A2, and those who are applying for the first time must have a Level A1.

Better Working Conditions

To tackle poor pay and poor terms and conditions, which are the major causes of low domestic recruitment and retention rates, the Government aims to establish Fair Pay Agreements, which will allow both workers and employers to negotiate improvements when it comes to employment.

The ripple effect these new policies will have is that those who neither meet the higher salary nor the English language proficiency requirement will have their visa application denied, automatically increasing the number of visa refusals.

Data-Driven Migration Strategy

The UK government intends to use the data gathered by the Labour Market Evidence Group to reverse the long-term negative immigration trends set out in previous years. Based on that data, some UK businesses will now be required to comply with a workforce strategy on skills, training, engaging the economically inactive domestic labour force, and other work conditions.

Social Care Work Closes on Health and Care Worker Visa

The route for social care workers applying for the Health and Care Worker visa route will be shut down completely. The Health and Care Worker Visa will remain for skilled healthcare roles such as doctors, midwives, and pharmacists, and will affect social care roles such as care home assistants, paid below the Skilled Worker Visa requirement, and qualified below RQF Level 6.

Visa extensions for those already holding the visa and in-country switching from other visas to the Health and Care Worker visa will be permitted.

Graduate Visa Duration Shortened

The duration for the Graduate Visa has been reduced from 24 months (or 36 months for PhD students) to 18 months, and a levy on higher education provider income from international students will be introduced. This levy will be pushed back into the skills system and higher education.

Over the years, there has been an inflow of skilled immigrants in Greater Manchester, which accounts for around 28% of the total population. Immigrants have contributed positively to filling skill gaps in sectors (like agriculture, healthcare, and construction) that have historically suffered critical labour needs.

While these positive inputs are duly recognised, the recently published government immigration white paper has announced reforms which will affect both overseas workers and UK employers as the UK seeks to lower net migration statistics further, after reports in the latest government figures of halving net migration in 2024.

Impact on Greater Manchester’s Employers

Employers are under pressure to adjust hiring strategies and budget for increased Immigration Skills Charges, Certificate of Sponsorship (CoS) costs, and higher wage floors. Public sector employers in Manchester may find it more difficult to retain and recruit skilled workers because of increased competition and costs.

Employers in the hospitality sector may experience difficulty in securing entry-level and low-paid seasonal labour during peak tourism seasons, as the government seek to fill roles domestically first. The busiest and popular tourism periods in Greater Manchester are from June to November.

Local Voluntary, Community and Social Enterprise (VCSE) organisations in Greater Manchester create over 75,000 jobs and mobilise nearly 500,000 volunteers. Now, employers in the voluntary sector could struggle to offer strong employment offers and higher pay.

The ILR changes to extend the settlement timeline from 5 years to 10 years for Skilled Worker visa holders to qualify for Indefinite Leave to Remain will increase compliance obligations on Manchester’s employers, such as Right to Work checks.

Domestic Training Requirements

According to the new immigration policies, there will be more focus on UK businesses developing existing skills domestically instead of depending on overseas labour. UK immigration has been tightened drastically, hence UK businesses will be expected to train and recruit UK candidates over sponsoring foreign workers. Failure to comply could mean sponsor licence downgrades or penalties.

Immigration Skills Charge

For the first time since it was established, the Immigration Skills Charge will be increased by 32%, and the money raised from it will be used to support skills funding for priority sectors to upskill the domestic workforce at the next Spending Review.

Employers Must Comply with New Skilled Worker Rules

Recruits under the Skilled Worker Visa route now need to meet the RQF 6 requirement, as well as earn over the £38,700 (due to increase) salary threshold. These stricter criteria will have a great impact on both the individuals and employers in specific sectors. With the probability of increased competition for the Skilled Worker visa, obtaining a visa by most individuals seeking to work in Manchester and beyond will be more difficult.

A portion of the 28% minority population in Greater Manchester will be affected by the new English language proficiency requirement, as routes to settlement require a greater focus on English proficiency.

Penalties for Non-Compliance With New Immigration Policies Announced in the 2025 Immigration White Paper

Businesses caught not complying with the new immigration policies can face financial penalties of £45,000 per illegal worker (for a first breach within a three-year period) and £60,000 per illegal worker for repeat offenses within that period.

A limitation on the number of international students to be recruited is the punishment that may be placed on academic institutions that do not comply. Punishments also apply to aggressive internation student recruitment drives.

Practical Steps for Employers & Migrants

Greater Manchester’s employers can review their recruitment strategies. They will need to organise training for new domestic talent and existing team members, as well as comply with stricter policies for hiring skilled workers from overseas. They may have to increase the salaries of their existing staff.

Graduates must secure a graduate-level sponsored job within 18 months of the date of graduation. If possible, roles in tech, pharma, and finance will still be willing to sponsor highly skilled individuals, but universities may face lower applications from abroad.

All non-English speaking migrants have to prioritise learning English and take their B2 test early. To add more points to their application, they can ensure that their tax records and credit score are accurate, and volunteer more to show their great contribution to society.