Global mobility in the UK: A strategic crossroads

Recent immigration reforms reflect a clear policy direction: reduce net migration while preserving access to high-skilled workers. The Skilled Worker and Health and Care Worker visa routes now face higher salary thresholds and stricter compliance, while dependant rules for international students have been significantly tightened. These changes are already reshaping the profile of incoming talent.

The overhaul of the Global Business Mobility routes marks a pivotal shift. Salary thresholds have increased, quotas for UK Expansion Workers have doubled, and eligibility has narrowed to Regulated Qualifications Framework (RQF) Level 6 roles and above. These changes require employers to reassess sponsorship strategies and ensure alignment with the new framework.

Digital transformation is also redefining mobility. The rollout of digital visas and automated compliance tools is streamlining processes but raising the bar for sponsor accountability. HR and legal teams must adapt quickly, integrating technology and upskilling to meet evolving obligations.

Meanwhile, remote work and cross-border hiring are challenging traditional mobility models. While the UK has yet to introduce a digital nomad visa, many employers are turning to Employer of Record solutions – offering flexibility but introducing complex legal and tax considerations.

Globally, the UK faces stiff competition from countries actively courting international talent. To remain attractive, UK employers must offer more than just visa sponsorship – they must build inclusive, flexible, and future-ready workplaces.

Global mobility is no longer a back-office function. It is a strategic lever for growth, resilience, and innovation. Navigating this new era requires not just compliance, but leadership.

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Sabina Kauser is a Partner in Ward Hadaway's Employment team in Birmingham.