UK Skilled Worker Visa Changes

The UK Home Office has announced major changes to the Skilled Worker visa route, effectively ending this route for most hospitality roles. Transitional provisions apply for existing workers but these are not permanent and will likely only apply for the next three years.

1. Skill Threshold Raised

New roles must meet RQF Level 6 (graduate level) to be eligible for sponsorship. Lower-skilled roles—once at Level 3–5—will no longer qualify unless listed on approved exception lists. This shift affects many hospitality positions—hotel managers, café/restaurant managers, chefs, bakers, bar managers, etc.

2. Salary Requirements Increased

General minimum rises from £38,700 → £41,700.
New entrant threshold increases from £30,960 → £33,400.
Current Skilled Workers (pre-April 4, 2024) need £29,000 → £31,300 at extension.
Occupation-specific ‘going rates’ also increased.

3. Temporary Shortage List (TSL) Introduced

Some Level 3–5 roles may be sponsored temporarily if on the Temporary Shortage List, valid until end of 2026. Hospitality jobs are generally not on this list.

4. Transitional Protection

Workers on Skilled Worker visas before 22 July 2025 can continue in roles even if below RQF 6 until 22 July 2028. They may switch employers or roles within conditions. Some benefits may change after this date.

Impact on Hotels

New overseas sponsorship is no longer possible for many traditional hotel roles unless they meet RQF 6 or appear on the TSL. Existing visa holders remain eligible under transitional rules. Employers may need to budget for salary increases and consider domestic recruitment alternatives.

What Hotel Employers Should Do

1. Audit your sponsored staff roster: Who is protected until 2028?
2. Review job designations: Are roles RQF 6+?
3. Evaluate alternative pipelines: UK-based talent or apprenticeships.
4. Budget for salary hikes: Ensure thresholds are met.

Bottom Line

Hotels can no longer sponsor new overseas staff for many hospitality roles unless classified as graduate level or on the TSL. Existing staff may stay under current rules until July 2028. Employers must prepare now for compliance, staffing, and recruitment changes.