The UK government introduced wide-ranging reforms to the Skilled Worker visa route in July 2025, as part of a broader strategy to reduce net migration and tighten eligibility. The changes—set out in the 2025 Immigration White Paper Restoring Control over the Immigration System—directly affect whether Skilled Worker visa holders can bring dependant family members to the UK.
These new rules are already reshaping mobility decisions in the technology sector, where many roles fall below the revised skill threshold.
Under the previous framework, most Skilled Worker visa holders could bring partners and children to the UK. However, as of 22 July 2025:
The reform narrows the range of workers who can relocate with family and is expected to influence how both companies and candidates plan mobility strategies.
Dependants must fall into one of the following categories:
Other requirements apply, including:
Dependants may work in the UK in most roles (except as professional sportspersons or coaches) and can pursue settlement after a qualifying period.
The UK’s decision to restore the minimum skill level to RQF Level 6 significantly affects the technology sector. Many mid-level IT positions that previously qualified are now excluded from dependant eligibility.
Roles on the Temporary Shortage List (TSL) remain eligible for sponsorship but not for dependants. These include:
This means that while companies can continue to fill labour gaps in shortage roles, employees recruited under these codes cannot relocate with dependants—potentially reducing the UK’s attractiveness for foreign talent in the sector.
The July 2025 reforms also introduced higher salary thresholds:
The Migration Advisory Committee (MAC) has been tasked with reassessing salary levels and the TSL framework. Employers should monitor forthcoming Calls for Evidence to provide input on how these changes impact recruitment.
The White Paper signals further potential changes, including:
While the exact framework is subject to consultation, the direction of travel suggests greater hurdles for family migration and long-term settlement.
The July 2025 reforms mean businesses—particularly in the tech sector—must reassess workforce mobility and family relocation policies. Employers may need to:
The new rules on Skilled Worker dependants represent a significant policy shift, with particular impact on mid-level tech roles. While transitional protections soften the immediate effect, future reforms on settlement and language requirements could make family relocation increasingly complex.
For employers competing for international tech talent, the changes highlight the need for forward-looking mobility strategies—balancing compliance with the realities of global talent attraction.
These new rules are already reshaping mobility decisions in the technology sector, where many roles fall below the revised skill threshold.
Skilled Worker Visa Shake-Up: July 2025 Reforms
Under the previous framework, most Skilled Worker visa holders could bring partners and children to the UK. However, as of 22 July 2025:
- Dependant eligibility is now tied to skill level. Only workers sponsored in RQF Level 6 (degree-level) roles or above can bring family members.
- Roles at RQF Levels 3–5 are excluded. This includes a number of tech-sector positions, such as IT operations technicians and support staff.
- Transitional protection applies. Individuals already sponsored under RQF Levels 3–5 before 22 July 2025 may continue to renew visas and bring dependants under the old rules.
The reform narrows the range of workers who can relocate with family and is expected to influence how both companies and candidates plan mobility strategies.
Who Qualifies as a Dependant?
Dependants must fall into one of the following categories:
- Partners – spouses, civil partners, or unmarried partners (if cohabiting for at least two years).
- Children – under 18, or over 18 in specific circumstances such as ongoing dependency.
Other requirements apply, including:
- Financial support thresholds.
- Health screening (e.g., tuberculosis testing for applicants from certain countries).
Dependants may work in the UK in most roles (except as professional sportspersons or coaches) and can pursue settlement after a qualifying period.
Impact on the Tech Sector
The UK’s decision to restore the minimum skill level to RQF Level 6 significantly affects the technology sector. Many mid-level IT positions that previously qualified are now excluded from dependant eligibility.
Roles on the Temporary Shortage List (TSL) remain eligible for sponsorship but not for dependants. These include:
- IT operations technicians (3131)
- IT user support technicians (3132)
- Database administrators and web content technicians (3133)
- IT trainers (3573)
- Computer systems and equipment installers and servicers (5244)
This means that while companies can continue to fill labour gaps in shortage roles, employees recruited under these codes cannot relocate with dependants—potentially reducing the UK’s attractiveness for foreign talent in the sector.
Salary Thresholds and Future Reviews
The July 2025 reforms also introduced higher salary thresholds:
- The general minimum salary has increased.
- “Going rates” for specific occupations are under review.
The Migration Advisory Committee (MAC) has been tasked with reassessing salary levels and the TSL framework. Employers should monitor forthcoming Calls for Evidence to provide input on how these changes impact recruitment.
Looking Ahead: Proposed Reforms for Dependants
The White Paper signals further potential changes, including:
- English language progression – Dependants may need to meet staged requirements (A1 on entry, A2 on extension, B2 for settlement).
- Extended settlement timelines – A move from five to ten years under an ‘Earned Settlement’ model.
- Additional requirements – Demonstrating employment, tax contributions, English proficiency, and community participation.
While the exact framework is subject to consultation, the direction of travel suggests greater hurdles for family migration and long-term settlement.
Practical Steps for Employers and Applicants
The July 2025 reforms mean businesses—particularly in the tech sector—must reassess workforce mobility and family relocation policies. Employers may need to:
- Audit affected roles and adjust recruitment strategies where dependants are a priority for candidates.
- Support dependants with language training to meet evolving requirements.
- Factor in additional costs and timeframes associated with extended settlement rules.
- Monitor consultations and MAC reviews to remain prepared for upcoming reforms.
Final Thoughts
The new rules on Skilled Worker dependants represent a significant policy shift, with particular impact on mid-level tech roles. While transitional protections soften the immediate effect, future reforms on settlement and language requirements could make family relocation increasingly complex.
For employers competing for international tech talent, the changes highlight the need for forward-looking mobility strategies—balancing compliance with the realities of global talent attraction.
