Changes in the UK immigration system: what it means for life sciences 

In this article, Kate Barclay, Skills Strategy Consultant at BIA, outlines new changes to UK immigration law and how they will impact the life sciences sector. Prepared in collaboration with legal experts at Eversheds-Sutherland LLP, the piece offers practical insight into the evolving landscape and how employers can prepare to navigate these changes.

On 1 July, the UK Home Office announced significant changes set to take effect on 22 July 2025. Key points relevant to the life sciences sector include:

1. Skills threshold 

The skill level for Skilled Worker visas will be raised from RQF Level 3 to RQF Level 6 (degree level). This change will remove approximately 180 eligible occupations from the list, potentially impacting various roles within the life sciences sector. For example, SOC 3111 Laboratory technicians is being removed from the eligible list of occupations and will be under the new ‘Temporary Shortage List.’

Applications already sponsored for roles below RQF Level 6 may continue to be sponsored in these occupations only if:

• They are already on the Skilled Worker route when the changes take effect, or
• The occupation is listed on the Immigration Salary List or the new interim Temporary Shortage List.

2. Salary threshold

• The general salary threshold for Skilled Workers will increase from £38,700 to £41,700.
• The New Entrant threshold will increase from £30,960 to £33,400.
• Applicants granted Skilled Worker permission before 4 April 2024 must meet a general threshold of £31,300 to extend their stay.

Additionally, the going rates for some occupation codes will be increased. Skilled Workers must also meet the increased threshold for their settlement applications – discounted rates do not apply.

3. Immigration Salary List and Temporary Shortage List

A new interim Temporary Shortage List (TSL) will be introduced, covering occupations at RQF Levels 3–5 deemed critical to the UK economy, including key roles within the life sciences sector. Key points:

• Entries are time-limited and conditional.
• The current list is valid until 31 December 2026.
• Workers sponsored under this list cannot bring dependents.

The Immigration Salary List will be phased out in future updates to the Immigration Rules.

What is coming?

Although not specifically mentioned as part of this Statement of Changes in the Immigration Rules, further proposals for changes to the Global Talent route are outlined below:

Global Talent visa 

This is a route that can be utilised by professionals in the life sciences sector as it is a non-sponsored route with an expedited 3-year route to settlement (under current Immigration Rules). The government proposes to expand access to the Global Talent visa route as follows: 

• Increasing the number of places in research internship schemes, particularly in fields like Artificial Intelligence. This aims to attract more top-tier researchers and scientists within the life sciences industry, leading to significant advancements in medical research and development. 

• Streamlining the application process to make it easier to apply.  

Easier access to the Global Talent visa will allow UK-based life sciences companies to attract and retain global talent and promote international collaboration.  

Increased costs for employers 

The Immigration Skills Charge, a fee paid by employers to hire overseas workers, will increase by 32%. This fee hike aims to encourage businesses to invest in training and upskilling the local workforce, but may also add a significant financial burden on companies that rely heavily on global talent. 

Graduate Visa reduction 

Another major change is shortening the Graduate Visa duration from 2-3 years to 18 months. During this period, stricter employment requirements will be enforced, requiring graduates to find jobs in their field of study within a shorter time frame. This change aims to better match graduate skills with market needs but may present challenges for recent graduates to find suitable jobs quickly. 

Indefinite Leave to Remain (ILR) changes 

ILR, also known as permanent residency, is a crucial milestone for many immigrants in the UK. The proposed changes to the ILR qualification period and other related aspects are significant and require careful consideration by current and future immigrants. 

The White Paper proposes doubling the ILR qualification period from 5 to 10 years. This means that migrants will need to live in the UK for ten years before they can apply for ILR. However, there are exceptions for Skilled Workers and those who make significant contributions to the economy. This change aims to ensure that long-term residency is granted to those who are truly committed to contributing to the UK. 

Changes to family migration and citizenship rules 

Family migration and citizenship rules are also set for an overhaul. Higher income and English proficiency requirements will be introduced for dependents, ensuring that migrating families are financially stable and can integrate effectively into British society. Additionally, a new "earned track" for citizenship will be introduced.

English language requirement expansion 

Stricter English language requirements are proposed across all immigration routes, applying to both main applicants and dependents.

Uncertainty and next steps 

The changes coming into effect from 22 July will significantly impact new hires and those whose occupation may fall under RQF 6. Also, there is an increase in salary thresholds for occupations in science, namely:

• 2112 Biological scientists
• 2113 Biochemists and biomedical scientists
• 2119 Natural and social science professionals not elsewhere classified

It clearly indicates that the Government aims to create a more controlled and economically beneficial immigration system. However, it is important that sponsors fully understand the impact of these changes and ensure you have the proper advice in place to ensure employers are prepared when the changes come into effect this month.

BIA is actively engaging across government on the immigration reforms, reflecting their potential positive and negative impacts on the sector. We are currently collecting members' views and case studies on the importance of international talent for the sector – please contact [email protected] to engage.