The Home Office has issued a Statement of Changes in Immigration Rules (HC 733), introducing key updates that take effect in stages from 12 March 2025.
Effective immediately, nationals of Trinidad and Tobago will require a visa to visit the UK. The Home Office states that this change is in response to a significant increase in asylum claims from these nationals.
A transitional period allows those with confirmed travel bookings to enter without a visa until 23 April 2025, provided they hold an Electronic Travel Authorisation (ETA). To qualify, travel bookings must have been made before 12 March 2025, and the entry date cannot be brought forward to a date before 23 April 2025.
For those unable to benefit from the transitional period, Trinidad and Tobago nationals will also require a direct airside transit visa when transiting through UK airports, unless an exemption applies.
Salary Threshold (From 9 April 2025)
From 9 April 2025, the minimum salary threshold for Skilled Workers on discounted rates will increase from £23,200 per year (£11.90 per hour) to £25,000 per year (£12.82 per hour). This includes health and care workers, those extending visas under the New Entrant rules, STEM PhD holders, and those on the Immigrant Salary List.
Additionally, going rates for individual occupations in healthcare and education will be updated where they are based on national pay scales, ensuring they continue to reflect the latest figures.
Pay Deductions
Deductions from a Skilled Worker's salary, such as salary deductions, loan repayments, and investments, will now be subtracted from salary calculations for the purposes of sponsorship unless the payment is not related to business costs, immigration costs, or investment, but rather an additional benefit that the applicant has a genuine choice whether to take up, such as salary sacrifice arrangements. The Home Office states that this change is intended to prevent sponsorship costs from being passed on to applicants and to stop workers from effectively paying towards their own salary by investing in their sponsor’s business.
Care Worker Sponsorship (England Only)
The Home Office has introduced a requirement for sponsors hiring care workers and senior care workers (SOC codes 6135 & 6136) in England to first seek to recruit from the existing pool of UK-based overseas workers before hiring from abroad. Sponsors must provide confirmation from regional or sub-regional partnerships that local recruitment efforts have been attempted before entry clearance or leave is granted for new overseas hires.
These changes do not apply to care workers already sponsored in England before the rule takes effect, workers switching employers within the UK, or those switching from other immigration routes who have worked lawfully for their sponsor for at least three months.
Sponsors in Scotland, Wales, and Northern Ireland are unaffected by this change.
Ukraine Scheme
Children under 18 who were granted leave to enter the UK outside the Immigration Rules can now apply under the Ukraine Permission Extension Scheme (UPE) to stay with parents who hold permission under the Ukraine schemes, providing greater certainty for those previously on discretionary leave outside the rules.
EU Settlement Scheme (EUSS)
Expired biometric residence permits (up to 18 months old) can now be used for applications, reducing administrative hurdles for non-EEA nationals. In addition, applicants with a pending administrative review of an EUSS decision cannot be removed from the UK unless they have left voluntarily or are granted entry on a different basis.
Electronic Travel Authorisation (ETA) Scheme
Global Talent Visa Updates
Changes have been made to evidential requirements for endorsements in arts, fashion, and digital technology.
For a deeper discussion regarding the above or if you need advice on how these changes might impact your business or employees, please reach out to a member of our immigration team here.
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