The White Paper: sweeping reforms to reduce migration and reshape policy

Laura Devine
Laura Devine Immigration Lawyers, London
laura.devine@lauradevine.com

Georgia Miles
Laura Devine Immigration Lawyers, London
georgia.miles@lauradevine.com

In May 2025, the UK government unveiled its long-anticipated White Paper, setting out a roadmap intended to restore control over immigration. The paper’s controversial tone alleged that inward migration had ‘exploded’ and attributed the pressure on public services and housing access to Britain having become a ‘one-nation experiment in open borders’.

With overarching themes of control, contribution and community cohesion, the proposals signal a decisive shift in direction.

Reducing sponsored work levels

The government intends to place tighter restrictions on sponsorship, initially on lower skilled migration, and over time, widening the net to higher skilled roles to discourage ‘over-recruiting from abroad’.

To achieve this, employers will be prevented from sponsoring individuals from overseas in roles below graduate level (RQF 6), other than in limited circumstances. This reverses the flexibility introduced in December 2020, when the skill level threshold for overseas hires was lowered to A-level equivalent (RQF 3).

Employers will only be permitted to sponsor workers in lower skilled roles temporarily, where the role is a critical shortage occupation, and the employer has a workforce strategy in place. Mandated workforce strategies shall be informed by a new body, the Labour Market Evidence Group, with the aim of increasing access to training and employment in the UK. This is likely to add to the already expensive and administratively burdensome sponsorship costs.

A steep 32 per cent rise in the Immigration Skills Charge is also aimed at lowering net migration figures. Businesses currently pay up to £1,000 per year for each sponsored worker. However, for those that rely on overseas workers, this could initially result in cost-cutting in other areas of the business.

Finally, the gradual end to sponsorship for social care roles is likely to add strain to an essential public sector. Given that significant vacancies are reported for social care positions, this proposal has faced much criticism and concern.

Better opportunities to attract global talent

The tone is more welcoming for a ‘highly prized cohort’ of exceptional talent, including entrepreneurs and leaders in specialist fields. Fast-track immigration routes will be available for those who can ‘supercharge UK growth in strategic industries’ and a higher intake of research interns will be accepted, notably for those in AI.

There are also plans to make the Global Talent route more accessible for top scientific and design talent, and in efforts to support entrepreneurs from UK universities, the Innovator Founder route will be reviewed. Other proposed measures include doubling the number of workers permitted under the Expansion Worker route, a temporary route for overseas businesses to send senior managers or specialist workers to establishing a base in the UK.

The High Potential Individual route, which enables graduates from top qualifying overseas universities to 24 months’ permission in the UK, is being expanded, with a focus on attracting individuals who will benefit the UK workforce. As this will involve the number of qualifying universities expected to double, the method for assessing benefit is unclear.

Disincentives for student sponsors

Educational institutions will encounter a reduced ability to recruit students internationally if they fail to meet stricter requirements relating to visa refusal, enrolment and course completion rates. A fee on higher education provider income from international students has also been proposed.

Contrary to speculation, the graduate route will remain, enabling international graduates of UK universities to be granted temporary permission in the UK. However, their period of permission will be reduced from 24 to 18 months.

Tougher on family and human rights routes

Although more clarity is required, family migration routes will face reforms, including a tightening of the relationship and suitability requirements, as well as additional English and financial requirements for certain dependants of skilled workers.

Controversially, measures will also be introduced to limit successful human rights claims, purportedly to prevent confusion or perverse outcomes. This will include narrowing the definition of ‘exceptional circumstances’ and reviewing how Article 8 rules should apply.

Settlement: a privilege not a right

The proposed extension of the residence period for settlement from five to ten years will be disruptive for many, and costly for employers and individuals. Shorter residence periods will be allowed for contributions to the UK economy and society.

Recent media reports claim that the planned ten-year residence requirement could operate retrospectively, which will cause alarm for those currently on a five-year route to settlement.

The English language requirement for settlement will also be raised across most routes. While framed as promoting integration, it risks increased family separation and skills shortages in sectors where English fluency beyond functional levels is not essential.

Necessary consultation and engagement

Although the White Paper aims to align economy needs with a reduced reliance of overseas recruitment, the value and necessity of certain types of migration should not be misplaced. The focus on investment on UK training and employment must be carefully managed with appropriate consultation and effective engagement with stakeholders. Policies may otherwise create additional obstacles to growth and add pressure on vital sectors, such as care and education. Similarly, cohesion and control may be considered, but far-reaching changes across immigration routes require adequate notice and a fully informed consultation.

Finally, it is positive to see some forward-looking proposals to attract exceptional talent, however many routes are in need of simplification and flexibility in order for the UK to be a global contender for the ‘brightest and best’ internationally amid fierce competition from other countries.