Big Changes to UK Skilled Worker Sponsorship Rules
What care providers and employers need to know now
The Home Office has released important updates to the UK immigration system that directly affect how sponsors, especially in the care sector, assign Certificates of Sponsorship (CoS). These changes took effect on 22 July 2025, and they mark a major shift in both eligibility and compliance requirements.
If you’re a sponsor working with international care workers or considering applying for a sponsor licence, this blog breaks down what’s changed and what you must do to remain compliant.
1. Skills Threshold Raised to Graduate Level (RQF 6)
One of the biggest updates is that the Skilled Worker route now requires jobs to be at RQF Level 6 (graduate level) instead of Level 3. This has serious implications for roles like care workers and senior care workers, which have traditionally been at RQF Level 3.
What this means for you:
• If you are sponsoring for a job below graduate level, it must be on the Immigration Salary List (ISL) or Temporary Shortage Occupation List (TSL) to qualify.
• If it isn’t on either list, you must provide clear evidence that the role meets transitional provisions.
2. New Requirements for Assigning CoS
From 22 July 2025, all CoS (Defined and Undefined) must include:
• Confirmation that the role is on the ISL or TSL, OR
• Extra justification explaining how the job meets transitional rules if below RQF Level 6.
Failing to provide this information means your CoS could be rejected.
For care workers and senior care workers:
There are additional checks and more paperwork involved. You must now refer to updated sections in the sponsor guidance:
• [SK4] Requesting a CoS under transitional provision
• [SK6] Salary/skill level explanation
• [SK12] Jobs below RQF 6 and transitional rules
3. 24-Month Cooling-Off Period After Licence Revocation
Previously, a revoked sponsor licence could potentially be reapplied for after a shorter period. Now, if your sponsor licence is revoked more than once, you must wait a full 24 months before reapplying. This applies across Skilled Worker, Scale-up, and GBM routes.
This increases the importance of getting your compliance right the first time.
4. CoS System Has Been Updated
The actual CoS assignment form has also changed. You must now:
• Include specific job details, such as whether it’s on the shortage list.
• Clearly show how it meets the salary threshold and skill level.
• Ensure any unassigned Defined CoS generated before 22 July still complies before assigning.
Where to Read More
For full details, visit:
• Gov.uk Skilled Worker Sponsor Guidance
• Sponsor a Skilled Worker, Full Rules
How Tulia Legal or Compliance Teams Can Help
If you’re a care provider unsure how these changes impact your business, or you’re currently holding unassigned CoS, it’s time to:
• Review your job roles and adverts to ensure they align with RQF Level 6.
• Update your CoS procedures to match the new guidance.
• Seek expert advice before assigning any CoS after 22 July 2025.
Avoid revocation. Stay compliant. Protect your workers.
These changes are not optional, they’re enforceable and subject to audit. Sponsors must act now to avoid disruption, fines, or revocation.
Need Help?
If you need expert legal advice or guidance, we are more than happy to help you at Tulia.
Please use the following link to book a consultation with us CLICK HERE
At Tulia, we believe that everyone deserves to have a safe and welcoming place to call home. We are committed to helping migrants settle well in the UK and to achieve their full potential. Don’t forget to share this article!
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