In order for workers to qualify for a Skilled Worker visa, they will soon need to have a university degree. Migrants will also have to demonstrate a higher level of English language skills.
The government has shut down new applications for social care visas from abroad. For a transition period until 2028, visa extensions and in-country switching for those already in the UK will be permitted.
Business leaders will have to make sure that their sponsorship processes are watertight, explained Chris Williams, people and culture director at consultancy Mauve Group.
He told HR magazine: “Recruitment managers will need to stay vigilant in tracking policy shifts, to avoid falling foul of compliance requirements. That includes thorough right-to-work checks, clearer documentation procedures, and collaboration with legal and compliance teams.
“HR leaders will also need to take a more strategic view, both balancing the need for international talent with increased investment and upskilling in domestic pipelines. In a labour market already feeling the strain of rising employer costs and increased skills shortages, traditional recruitment approaches may no longer be sufficient.”
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HR leaders and hiring managers will also need to review their current training and promotion processes, added Lynsey Blyth, head of immigration at law firm Michelmores.
Speaking to HR magazine, she said: “The changes to the Skilled Worker visa route make recruiting from overseas harder and more expensive. Relying on homegrown talent will be key in the years ahead, so ensuring that [training and promotion] processes are efficient and effective is vital.
“Where businesses do not have the internal resources to draw upon, considerable thought will need to be given to the costs involved in hiring overseas talent and alternative visa options should be explored such as Global Talent, High Potential Individuals and Graduate visas, and even refugee employment.”
Other measures included in the white paper included strengthening the requirements that all sponsoring institutions must meet before recruiting international students. International students will only be permitted to stay in the UK for 18 months after their studies, down from two years.
The government has also suggested doubling the standard qualifying period for UK settlement to 10 years.
This new rule may deter candidates from moving to the UK, explained Simon Kenny, immigration and global mobility partner at law firm Spencer West LLP.
He told HR magazine: “The new proposal that 10 years’ residence would be required to qualify for settlement would, in my opinion, make many individuals consider whether they wish to transfer to the UK at all, since this requires a considerable investment by applicants in the UK’s immigration process. Having a longer and more expensive residence period than comparable countries may well prevent valuable candidates from considering careers in this country.”
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The policy changes will have an impact on sectors, such as social care, that rely heavily on international workers. Hiring managers within these sectors will have to rethink how they attract talent, stated Kate Shoesmith, deputy chief executive at the Recruitment and Employment Confederation (REC).
Speaking to HR magazine, she said: “Hiring managers will have to think ‘how am I attracting people?’ and 'how am I supporting people in their development?’
“There’s a whole host of reasons why people aren’t staying in care jobs, which is why there has been a reliance on international migration. Depending on the sector, business leaders will have to rethink how they attract talent.”
Recruiters in this sector will also have to make sure they are “clear on their hiring regimes", Shoesmith added. “There already should be no room for working with rogue operators who are exploiting overseas labour.”
HR leaders in the care sector will also need to ensure current staff are being supported, added Emma Brooksbank, partner at law firm, Freeths.
Brooksbank told HR magazine that the closure of the social care visa route "will severely impact this hard-to-hire sector. HR professionals will need to consider the health and safety implications of having understaffed care settings".
She added: “They will also need to consider the impact on the health, stress levels, and wellbeing of existing staff, who may be asked to work extra shifts to cover for staff shortages.
"In the longer term, this could make retention difficult, further exacerbating industry shortages. Industry sectors with high levels of recruitment from abroad will need to implement workforce strategies to help train and recruit domestic workers. This will require HR leaders to focus on developing local talent pipelines.”
