Statement of Changes: UK Immigration Rules Tightened

Published on 5 March 2026, HC 1691 is the government’s latest statement of changes to the Immigration Rules. While it covers a broad range of routes, its most significant provisions land squarely on UK employers — particularly those sponsoring workers under the Skilled Worker and Global Business Mobility routes. Changes take effect at various points between March 2026 and March 2027, meaning businesses need to act now rather than wait.

The introduction of per-period salary compliance, effective from 8 April 2026, is the change with the most immediate operational impact. Until now, sponsors could satisfy salary requirements by reference to an employee’s annual figure. That changes in April. From that point, sponsored workers must be paid at or above the required threshold in every individual pay period — typically every month. A single month’s shortfall will carry the same consequences as a sustained pattern of underpayment, up to and including licence revocation. Businesses running variable pay structures, commission arrangements, or split payrolls across multiple entities need to review their position urgently.

From 26 March 2026, Afghan nationals can no longer apply for a Skilled Worker visa from outside the UK. Sponsors must not assign Certificates of Sponsorship to Afghan nationals intending to apply for entry clearance under the Skilled Worker route from that date. The measure does not affect Afghan nationals already in the UK applying to extend or switch into the route, and is described as temporary — meaning it could be lifted at any point. Businesses with active recruitment pipelines involving Afghan nationals should pause and take advice before proceeding.

Yes — two developments on the Global Business Mobility routes are worth noting. First, the overseas employment requirement for GBM Secondment Worker visas has been cut from 12 months to 6, giving businesses greater flexibility to deploy international talent quickly in response to project demands. Second, Indian nationals become eligible for the GBM Service Supplier Route from 8 April 2026 — a useful development for businesses working with Indian IT, consulting, and professional services providers. Both changes take effect on 8 April 2026.

The English language requirement for settlement will rise from CEFR level B1 to B2 across a number of routes, including Skilled Worker, Global Talent, Innovator Founder, and UK Ancestry. Critically, this will apply not only to future applicants but also to employees already on a pathway to settlement. Businesses have a 12-month runway — but affected employees will need time to prepare, and early communication is strongly advisable.

One targeted concession has been introduced for the prison sector. A lower transitional salary threshold of £31,300 will apply to overseas prison officers until 31 December 2027, reflecting short-term capacity pressures in the prison estate. Businesses in other sectors should check whether any route-specific provisions apply to their workforce.

The day after HC 1691 was published, the Home Office quietly updated its sponsor guidance — Parts 1 to 3, Appendix D, and a new glossary. The changes introduced new obligations around evidencing worker rights information, a formal definition of what constitutes an eligible role, tighter requirements around occupation codes and job descriptions, and extended right to work duties covering workers who are not direct employees. Taken together, the updated guidance significantly raises the compliance bar — and the consequences for falling short.

The trajectory is clear. Over the past year, the Skilled Worker route has already been reshaped by higher skill thresholds, increased salary requirements, and greater scrutiny of sponsor compliance. HC 1691 continues that direction of travel. The language of the updated sponsor guidance reinforces it further — sponsors are no longer framed as trusted partners in managing migration. The emphasis has shifted firmly towards scrutiny, enforcement, and accountability.

Four things, in order of urgency. First, audit payroll structures before 8 April to ensure per-period salary compliance is achievable for every sponsored worker. Second, pause any recruitment involving Afghan nationals and take advice before assigning Certificates of Sponsorship. Third, brief HR and hiring managers on the GBM changes and the opportunities they create. Fourth, identify employees on a settlement pathway and begin planning for the 2027 English language threshold increase.

The time to act is now. We can assist with all your compliance and sponsorship needs.