UK Immigration Update: Statement of Changes HC 1691 (5 March 2026)

The UK Government has recently (5 March 2026) published a new Statement of Changes to the Immigration Rules (HC 1691). These changes form part of the government’s continuing reform of the UK’s work migration framework. Over the past year, the skilled worker route has already seen significant changes, including higher skill thresholds for sponsored roles, increased salary requirements and greater scrutiny of sponsor compliance. 

These reforms collectively signal a policy direction focused on reducing migration levels while prioritising higher skilled roles. We summarise the key developments and the practical implications for UK employers holding sponsor licences.

Key Changes Affecting Sponsorship Routes

• Effective from 26 March 2026, Afghanistan nationals can no longer apply for a skilled worker visa from overseas. This amendment does not automatically affect Afghan nationals already holding skilled worker permission in the UK. Nevertheless, employers should monitor further guidance to confirm how the rules will be implemented in practice. In addition, nationals of Afghanistan, Cameroon, Myanmar, and Sudan will no longer be able to apply for student visas from overseas. The Home Office has indicated that these measures form part of wider efforts to address concerns over the use of work migration routes by individuals who enter the UK and subsequently claim asylum.
• Effective from 26 March 2027, English language requirement will increase from B1 to B2 level under the Common European Framework of Reference for Languages (CEFR) for settlement applications. The coming into force of these changes is being deferred for one year so those impacted have sufficient opportunity to take the steps necessary to meet the new rules/higher threshold.
• Pay periods in the skilled worker route will change, where workers must be paid the required gross annual salary (in line with their Certificate of Sponsorship) in each pay period, subject to variations already permitted in the rules, to ensure that the UKVI do not need to wait until a full year of salary has been paid where they identify concerns about underpayment. 
• Visa applicants are no longer required to attend a Visa and Citizenship Application Service (VCAS) centre each time they make an immigration application for example for extensions. Where employees have previously enrolled their biometrics under controlled conditions, they can have their identity reused and do not need to re-establish their identity by producing an in-date passport, or other form of satisfactory identification document. Eligibility for identity reuse will be set out in the guidance and on the online application.

Practical Implications for Sponsors

Although these changes are narrow, employers who sponsor workers should be responsive to operational considerations. These include:

• Recruitment processes: Ensure nationality checks are undertaken early in the recruitment process, particularly where sponsorship may be required.
• Certificates of Sponsorship: Should not be assigned to Afghanistan nationals intending to apply for entry clearance under the skilled worker route from 26 March 2026.
• Compliance: Internal immigration and HR teams should check that recruitment and sponsorship policies in addition to right to work procedures reflect the updated rules. In particular, sponsors should review working patterns of Skilled workers and payroll practices to ensure the salaries of the sponsored workers meet the new guidance on pay periods. 

Next Steps

Employers relying on overseas recruitment should review current and upcoming skilled worker recruitment plans to ensure compliance with the updated rules before the implementation date. Organisations with Afghan nationals in their workforce may also wish to seek advice regarding extensions, settlement or alternative immigration options.

How we can help

Our immigration team regularly advises employers on sponsor licence compliance, recruitment strategies and navigating changes to the Immigration Rules. If you would like to discuss how these changes may affect your organisation or workforce, please contact our Immigration team. 

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