From 8 January 2026, the UK government will be introducing a higher English language requirements for several key visa routes including the Skilled Worker, High Potential Individual, and Scale-up routes. As outlined in the Immigration White Paper: Restoring Control over the Immigration System, applicants will now need to meet B2 level proficiency on the Common European Framework of Reference for Languages (CEFR), an increase from the current B1 level.
What Does This Mean?
Under the existing system, individual applying for a most work-based visa can demonstrate their knowledge of English by:
- Passing a Secure English Language Test (SELT) from an approved provider;
- Holding a degree-level academic qualification that was taught in English;
- Having GCSE, A Level, or the Scottish National Qualification level 4 or 5 if they have studied through UK school that begun when they were under 18.
Certain nationals are also exempted from this requirement. However, with the move to B2 Level, individuals will now be expected to demonstrate a higher level of fluency, which in turn will enable them to communicate and comprehend more effectively in professional environments.
Short-Term Implications
This change will arguably narrow down the pool of eligible candidates, especially in certain sectors that are already facing acute labour shortages, such as health and social care, hospitality, and construction. However, for some sectors such as finance and tech, this change will not have too much impact.
Long-Term Considerations
Over time, this change could lead to a higher standard of workplace communication and a smoother integration for migrants once in the UK. This is certainly in line with the white paper’s aim to foster integration and cohesion.
However, this change could also exacerbate existing recruitment pressures, particularly for roles that demand high technical expertise but do not necessarily require advanced English proficiency. The policy may also disproportionately affect applicants from non-majority English-speaking countries, where access to high-quality language training is often limited. Unfortunately, the long-term impact of this policy will only become clear over time, once its effects on workforce composition and employer recruitment strategies can be fully assessed.
What Employers Should Do
Employers are encouraged to plan ahead by reviewing their workforce plans now and assessing whether additional Certificates of Sponsorship (CoS) may be needed. Employers should also factor in additional time for language testing and other additional requirements that the new employee will need to prepare before applying for their visa.
Conclusion
The increase in English language requirements represents a positive step towards ensuring that migrants are better equipped to integrate and succeed in the UK workplace. While adjustments may be needed in recruitment planning, this change ultimately supports the government’s goal of fostering stronger communication, cohesion, and participation within the UK’s diverse communities.
Contact Our Immigration Lawyer
Our Immigration lawyer Shareena Rahman is widely respected for her proven expertise in representing both individuals and corporate clients, delivering consistently successful outcomes.
Please email immigration@bishopandsewell.co.uk or contact us on 020 7631 4141 and ask to speak Shareena Rahman.
The above is accurate as at 29 October 2025.
