Immigration Rule Changes March 2026: What Employers and HR Teams Need to Know 

The government announced a new statement of changes to the immigration rules on 5 March 2026, introducing several updates that will affect employers, HR teams and organisations who sponsor overseas workers. The changes cover student visas, skilled worker salary thresholds, the global business mobility routes and the English language requirement for settlement.

Student visa restrictions for Afghanistan, Cameroon, Myanmar and Sudan

What is changing?

Nationals of Afghanistan, Cameroon, Myanmar and Sudan will no longer be eligible to apply for entry clearance as a student. In addition, Nationals of Afghanistan will no longer be eligible to apply for entry clearance as skilled workers, where they are the main applicant.

These changes have been made in an attempt to reduce asylum claims from people who arrive in the UK on a visa and then submit an asylum claim upon arriving in the UK. Nationals of Afghanistan, Cameroon, Myanmar and Sudan have been identified as some of the highest proportions of asylum claims to visas issued.

These changes will take effect from 26 March 2026, and entry clearance applications submitted before this date will be considered under the current immigration rules.

What this means for employers?

These restrictions mean that organisations may no longer be able to recruit student or skilled worker applicants from the affected countries, unless an application is submitted before 26 March 2026.

HR teams should review any active recruitment processes, including conditional offers or ongoing right to work discussions, to confirm whether applicants may now fall outside the eligibility criteria.

Changes to skilled worker eligibility for prison service officers

New salary and eligibility requirements

Applicants switching to the skilled worker route under SOC code 3314 prison service officers (below principal officer) can claim tradeable points under Option F of Appendix Skilled Worker.

Applicants will need to be paid the higher of the general salary threshold of £31,300 or the going rate for the 3314 SOC code, which is currently £31,600.

To benefit from the reduced salary requirements, applicants must submit their application by 31 December 2026 and, the end date on the certificate of sponsorship, must be no later than three years after the start date.

This change will take effect from 8 April 2026.

Practical implications for HR teams

Employers who sponsor prison service officers will need to ensure that any applicants switching into the skilled worker route meet the revised salary thresholds and fall within the defined time limits. This includes checking that the certificate of sponsorship start and end dates comply with the three year maximum.

HR teams should work closely with finance and recruitment leads to confirm that salary levels align with the relevant going rate and are sustainable for the full duration of sponsorship.

New salary rules: meeting pay thresholds in every pay period

What the change involves

A change is being made to skilled worker salary requirements so a worker must be paid the required salary in each specified pay period. This change has been introduced to support worker welfare and to ensure UKVI do not need to wait a until a full year of salary as been received before determining whether there has been a salary underpayment.

This change will take effect from 8 April 2026.

What employers need to review

As employers will no longer be able to rely on annualised averages, even one underpayment in a single pay period could lead to noncompliance. Therefore, HR teams should work with payroll colleagues to audit salary structures, overtime arrangements, deductions and pay frequency to ensure that sponsored workers consistently meet the required threshold.

Updates to the Global Business Mobility routes

Secondment workers

From 8 April 2026, applicants in the Global Business Mobility (GBM) Secondment Worker route will need to have worked for their employer outside of the UK for 6 months, rather than the current 12 months requirements.

Service suppliers

From 25 March 2026, the GMB Service Supplier route will include an annual allocation of 1,800 slots for Indian nationals for the job roles traditional chef, classical musicians and yoga instructor. This change has been implemented following the UK/India Comprehensive Economic and Trade Agreement (CETA).

What employers need to consider

The reduced overseas service requirement for secondment workers may make this route more accessible for organisations involved in international projects or collaborative ventures. HR teams should consider whether this creates opportunities for short-term placements that were previously unworkable under the 12-month rule.

For service suppliers, businesses relying on specialist support from India, particularly in hospitality, the arts or wellness sectors, should be aware of the new annual allocation and plan early to avoid missing available slots.

Settlement rule changes: English language level increasing to CEFR B2

Who will be affected?

The Earned Settlement consultation ended last month and the statement of changes have provided the first amendment to settlement with the English language requirement for settlement increasing from CEFR B1 to CEFR B2.

When the changes apply

The immigration rules will be updated on 26 March 2026 but the increase in the English language requirement to CEFR B2 will take effect for applications submitted from 26 March 2027, allowing time for those affected with time to obtain the required evidence of their understanding of the English language.

What employers should prepare for

HR teams should review sponsorship records and identify individuals who may need additional time or support to meet the new language level before submitting a settlement application from 26 March 2027.

Employers may also wish to update internal guidance for sponsored workers to ensure expectations are clear from the outset of employment.

Right to work: permitted roles for asylum seekers expanding

The new permitted roles

Currently, asylum seekers with permission to work can take employment providing the role appears in Appendix Immigration Salary List. This is being amended and asylum seekers with permission to work will be permitted to work in roles that appear in Appendix Skilled Occupations, providing they are at RQF 6 (degree level) or higher.

This change will take effect from 26 March 2026.

Consideration for employers

The expansion of permitted roles to degree level occupations gives employers greater flexibility when recruiting individuals with permission to work as asylum seekers. However, right to work checks must still be carried out correctly and recorded in line with Home Office guidance.

HR teams should review internal processes to ensure they reflect the revised eligibility rules and continue to avoid any risk of discriminatory hiring practices. This includes making sure that recruitment decisions are based on role requirements rather than assumptions about a candidate’s immigration status.

How we can support your organisation

These changes will affect employers in different ways depending on the size of your workforce, the roles you recruit for and the number of sponsored workers you support.

Our business immigration team can help you understand how the updates apply to your organisation and what practical steps you may want to take now. This includes reviewing your recruitment plans, assessing salary and sponsorship compliance, and helping you prepare for the future settlement and right to work changes.

If you would like tailored advice or support with any of the changes mentioned in this blog, please contact Calum Hanrahan or Natallie Jones.

This content is provided for general informational purposes only and does not constitute legal advice. It is not intended to address the circumstances of any individual or entity, nor should it be relied upon as a substitute for specific advice from a qualified solicitor. The information reflects the legal position as at the date specified and may be subject to change. If you require advice on a specific matter, please contact us directly.