rom 22 July 2025, Skilled Worker returned to a graduate-level (RQF 6) baseline for new entrants to the route, with transitional protections for some existing workers. This change sits alongside refreshed going-rates and a reorganised carve-out system that concentrates discounts on tightly defined roles. Sponsors should revisit their job design and SOC mapping before advertising or assigning a CoS. GOV.UK+1
The Immigration Salary List and Temporary Shortage mechanisms allow limited flexibility—most notably the 80% salary rule for specified occupations—yet these are time-bound and code-specific. As of 4 November 2025, GOV.UK reflects the latest ISL update; use the current table rather than recycled spreadsheets. Build a salary evidence pack (contracted hours, basic pay, allowances treatment, and the job’s SOC rationale) so your case file is audit-ready. GOV.UK+1
Salary compliance now turns on the higher of: (1) the route minimum and (2) the occupation’s going rate. A worker on £42,000 still fails if the going rate is £45,000—an easy miss when roles drift during onboarding. Template offers should reference both figures and flag any ISL-based discount with the exact authority. GOV.UK
Looking ahead, the English language threshold rises to B2 for first-time Skilled Worker (and certain other economic routes) from 8 January 2026. Sponsors should update adverts, interview scripts and offer letters now, and plan for test availability when scheduling start dates. Where candidates will extend within the route, check transitional wording carefully. GOV.UK+2GOV.UK+2
For talent mobility, family policy also matters. The partner route minimum income requirement is £29,000 for new applicants, with legacy thresholds preserved for those who first applied before 11 April 2024. HR teams should signpost official guidance rather than advise on personal finances, but early visibility helps candidates avoid late surprises. GOV.UK+1
What Fast Track Consultancy can do:
- Audit your SOC mapping and job design against the RQF 6 standard.
- Validate salaries against the latest going rates and ISL entries.
- Refresh letters, policies and recruitment scripts for the B2 change.
- Prepare a tidy, sponsor-compliant evidence pack for each assignment.
If you’re hiring in Q4 2025–Q1 2026, treat this as a mini-project: review roles, refresh offers, test readiness, and document everything. Let’s Succeed Together.
