White Paper ( a few points )

This white paper marks a firm pivot towards tighter, skills-focused migration, higher thresholds, greater employer responsibility, and stronger enforcement, while maintaining select routes for top talent and aiming to rebuild public confidence through clearer, controlled policy

In 2023, under the previous government, net migration to the UK surged to over a million annually, four times the 2019 level despite promises to reduce it. This rise strained public services, distorted the economy by encouraging reliance on foreign workers, and reduced investment in domestic skills, such as apprenticeships.

The new government aims to restore control, reduce visa numbers (already down 40%), and end the "open borders" approach. The new White Paper outlines a fairer system where migrants must contribute, integrate, and learn English, and employers must invest in local talent. The plan supports businesses that already do this and signals a shift away from dependency on cheap overseas labour, aiming instead to offer better opportunities for British workers and rebuild trust.

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1. Reduce net migration significantly to sustainable levels.

Prioritise UK talent by tying migration to domestic workforce development.

Fair rules & strong enforcement, including cracking down on illegal working and speeding up deportations.

Promote integration, with stricter English language and civic requirements.

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2. Work Routes: Skills & Cost Changes

Skilled Worker route restored to graduate-level roles (RQF6+), removing \~180 lower-skilled jobs from eligibility.

Salary thresholds increased, Immigration Salary List abolished, with MAC reviewing new rates.

Immigration Skills Charge up 32%, funding domestic training.

Social Care visas closed to new overseas applicants (until 2028 transition window).

Temporary Shortage List introduced for genuinely critical roles limited time, no dependents, employers must commit to training.

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3. Student & Graduate Routes

Graduate visa cut from 2 years to 18 months post-study.

Sponsoring institutions face tougher compliance checks and a red‑amber‑green rating system.

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4. Settlement & Family

Settlement delayed: qualifying period doubled from 5 to 10 years, with possible fast‑track "earned" routes for high contributors.

English language requirements raised: Skilled Workers to B2, dependants to A1 then A2 on extension, B2 on settlement.

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5. Enforcement & Integration

New Fair Work Agency to protect sponsored workers and tackle exploitative employers.

Digital upgrades: universal e‑visas and ETA system to monitor entries/exits in real time.