The UK government’s July 2025 reforms to the Skilled Worker visa route mark a major policy shift aimed at reducing net migration and narrowing eligibility for family dependants. These changes form part of the government’s broader White Paper, Restoring Control over the Immigration System, which outlines a long-term plan to focus work-based migration on high-skilled, high-earning professionals while supporting strategic workforce needs in key sectors such as technology.
Under the previous rules, most Skilled Worker visa holders could bring dependant family members to the UK. From 22 July 2025, however, only those in degree-level (RQF Level 6) or higher roles can do so.
The new framework means that:
This policy realignment particularly impacts technology roles, many of which fall below RQF Level 6.
Dependants must be either:
All dependants must meet maintenance and health requirements, including tuberculosis testing for applicants from designated countries.
Dependants are permitted to work in the UK in any occupation except as a professional sportsperson or coach. They may apply for indefinite leave to remain (ILR) after five years of continuous residence, subject to English language proficiency and Life in the UK requirements.
The increase of the minimum skill level back to RQF 6 effectively removes many mid-level technology roles from eligibility for dependant sponsorship. Affected roles include:
While these roles may still be sponsorable under the Temporary Shortage List (TSL), they no longer confer dependant eligibility — a key consideration for both employers and employees planning international assignments.
In addition to skill-level changes, salary thresholds for Skilled Worker sponsorship have increased across most sectors. This will affect not only visa eligibility but also the number of applications from dependants linked to primary visa holders.
The Migration Advisory Committee (MAC) has been tasked with reviewing salary levels, shortage occupation categories, and associated conditions. Employers should monitor the Committee’s Calls for Evidence to participate in policy consultations and inform future recommendations.
Further changes under discussion include:
These proposals are part of a wider consultation expected to conclude later in 2025, which will clarify how the new “Earned Settlement” model applies to dependants and families.
The July 2025 changes require proactive policy updates from UK employers — especially those in the tech sector, where affected roles are most prevalent. Practical steps include:
Employers may also need to reassess how they communicate mobility options to candidates, especially where family relocation remains a priority.
The July 2025 reforms signal a continued tightening of the UK’s Skilled Worker framework, particularly for mid-level professionals. While transitional protections remain in place, the long-term trajectory points toward stricter eligibility, higher salary thresholds, and longer settlement pathways.
For technology employers, understanding the nuances of the new system — and how they affect dependants — will be essential for maintaining competitiveness in global talent recruitment.
Overview of the July 2025 Reforms
Under the previous rules, most Skilled Worker visa holders could bring dependant family members to the UK. From 22 July 2025, however, only those in degree-level (RQF Level 6) or higher roles can do so.
The new framework means that:
- Dependants of Skilled Workers in RQF Levels 3–5 roles are no longer eligible to apply.
- Transitional protection applies to individuals with Certificates of Sponsorship (CoS) issued before 22 July 2025.
- Temporary measures allow sponsorship in certain shortage occupations below RQF Level 6, but without dependant rights.
This policy realignment particularly impacts technology roles, many of which fall below RQF Level 6.
Who Qualifies as a Dependant
Dependants must be either:
- A partner, married or in a civil or unmarried partnership (with at least two years of cohabitation), or
- A child under 18, or over 18 in limited dependent circumstances.
All dependants must meet maintenance and health requirements, including tuberculosis testing for applicants from designated countries.
Dependants are permitted to work in the UK in any occupation except as a professional sportsperson or coach. They may apply for indefinite leave to remain (ILR) after five years of continuous residence, subject to English language proficiency and Life in the UK requirements.
Impact on the Tech Sector
The increase of the minimum skill level back to RQF 6 effectively removes many mid-level technology roles from eligibility for dependant sponsorship. Affected roles include:
- 3131 – IT operations technicians
- 3132 – IT user support technicians
- 3133 – Database administrators and web content technicians
- 3573 – IT trainers
- 5244 – Computer system and equipment installers and servicers
While these roles may still be sponsorable under the Temporary Shortage List (TSL), they no longer confer dependant eligibility — a key consideration for both employers and employees planning international assignments.
Salary Thresholds and Ongoing Review
In addition to skill-level changes, salary thresholds for Skilled Worker sponsorship have increased across most sectors. This will affect not only visa eligibility but also the number of applications from dependants linked to primary visa holders.
The Migration Advisory Committee (MAC) has been tasked with reviewing salary levels, shortage occupation categories, and associated conditions. Employers should monitor the Committee’s Calls for Evidence to participate in policy consultations and inform future recommendations.
Evolving Rules for Dependants
Further changes under discussion include:
- English Language Requirements – Adult dependants may soon need to meet staged proficiency benchmarks: A1 at entry, A2 at extension, and B2 at settlement.
- Settlement Period Extension – A proposed shift from a five-year to a ten-year route to settlement under a new “Earned Settlement” system.
- Contribution-Based Criteria – Future ILR eligibility may depend on employment status, national insurance contributions, English proficiency, and civic participation.
These proposals are part of a wider consultation expected to conclude later in 2025, which will clarify how the new “Earned Settlement” model applies to dependants and families.
What Employers and Applicants Should Do
The July 2025 changes require proactive policy updates from UK employers — especially those in the tech sector, where affected roles are most prevalent. Practical steps include:
- Reviewing recruitment and sponsorship strategies for roles below RQF Level 6.
- Updating internal policies on family relocation and dependant support.
- Assisting dependants in meeting English language and integration requirements.
- Preparing for longer settlement timelines and higher associated costs.
Employers may also need to reassess how they communicate mobility options to candidates, especially where family relocation remains a priority.
Final Outlook
The July 2025 reforms signal a continued tightening of the UK’s Skilled Worker framework, particularly for mid-level professionals. While transitional protections remain in place, the long-term trajectory points toward stricter eligibility, higher salary thresholds, and longer settlement pathways.
For technology employers, understanding the nuances of the new system — and how they affect dependants — will be essential for maintaining competitiveness in global talent recruitment.
