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INSERT INTO `Z1EZp7_postmeta` VALUES (49353,2628,'insight_modules_0_text_general','<strong>This article was also featured in </strong><strong><a href=\"https://city-news.co.uk/2025/07/16/broadfield-strengthens-planning-and-infrastructure-team-with-partner-hire/\">City News, </a><a href=\"https://dailybusinessnow.com/2025/07/16/broadfield-strengthens-planning-and-infrastructure-team-with-partner-hire/\">Daily Business Now, </a><a href=\"https://uk-business-news.co.uk/2025/07/16/broadfield-strengthens-planning-and-infrastructure-team-with-partner-hire/\">UK Business News, </a><a href=\"https://businessinthesouthwest.co.uk/2025/07/16/broadfield-strengthens-planning-and-infrastructure-team-with-partner-hire/\">Business News South West , </a><a href=\"https://southeastonline.co.uk/2025/07/16/broadfield-strengthens-planning-and-infrastructure-team-with-partner-hire/\">South East Online </a></strong><strong>and <a href=\"https://www.planningresource.co.uk/article/1926423/law-firm-poaches-new-planning-infrastructure-partner-rival\">Planning Resource</a>.</strong>\r\n\r\nBroadfield has strengthened its Planning, Infrastructure and Public Law team with the appointment of Partner Michael Dempsey in London.\r\n\r\nMichael joined the firm on 7th July from Addleshaw Goddard, where he specialised in planning, infrastructure and environmental law.\r\n\r\nWith more than 20 years’ top-flight experience in acting for developers and public sector bodies, Michael brings to the firm specialist expertise in planning, highways and compulsory purchase law. He has worked extensively across nationally strategic infrastructure projects in the energy, transport and water sectors.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49593,2644,'insight_modules_0_text_general','The government has announced that, starting January 2026, employers will only be able to use the apprenticeship levy to fund Level 7 courses (equivalent to a Master’s degree) for existing apprentices and those aged 16 to 21. These courses accounted for around 10% of the overall apprenticeship budget. The change helps address concerns that employers have been using Level 7 funding to upskill existing staff with expensive qualifications such as MBAs. It is also part of a broader policy to address skills shortages in key sectors and to refocus training on the youngest age groups, including the introduction of new foundation apprenticeships from August 2025. Plans to replace the existing apprenticeship levy with a “Growth and Skills Levy” are already being implemented.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49599,2644,'insight_modules_1_text_general','<span data-preserver-spaces=\"true\">On 12 May 2025, t</span><span data-preserver-spaces=\"true\">he government published its White Paper, “</span><em><span data-preserver-spaces=\"true\">Restoring Control Over The Immigration System</span></em><span data-preserver-spaces=\"true\">”. This contains wide-ranging proposals aimed at reducing net migration, linking the immigration system to skills and training requirements, cracking down on illegal migration, and improving integration and community cohesion. Key provisions affecting business immigration include an increase to the Skilled Worker skills threshold from level 3 to level 6; a 32% increase in the Immigration Skills Charge; reducing the Graduate Visa from two years to 18 months; and increasing the residence requirement for settlement from five to ten years. </span><span data-preserver-spaces=\"true\">The Immigration Salary List will also be replaced</span><span data-preserver-spaces=\"true\"> with a new Temporary Shortage List, </span><span data-preserver-spaces=\"true\">and</span><span data-preserver-spaces=\"true\"> the residence requirement for applications </span><span data-preserver-spaces=\"true\">for</span><span data-preserver-spaces=\"true\"> British Citizenship will be increased.</span>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49605,2644,'insight_modules_2_text_general','<span data-preserver-spaces=\"true\">HMRC’s Check Employment Status for Tax (CEST) tool helps hirers, agencies and individuals to assess whether a worker should be classed as employed or self-employed for tax purposes, including whether the </span><span data-preserver-spaces=\"true\">off-payroll</span><span data-preserver-spaces=\"true\"> working (IR35) rules apply. HMRC will stand by CEST’s determinations provided the information is accurate and complete. With effect </span><span data-preserver-spaces=\"true\">from 30 April 2025</span><span data-preserver-spaces=\"true\">, the CEST tool has been updated with a new question to establish whether a contract is in place. A user can only continue to use the CEST tool if the answer is “yes”. This new question reflects the 2024 Supreme Court ruling in </span><em><span data-preserver-spaces=\"true\">Professional Game Match Officials Limited v HMRC </span></em><span data-preserver-spaces=\"true\">that where a contract exists, there is also mutuality of obligation, i.e. </span><span data-preserver-spaces=\"true\">an obligation</span><span data-preserver-spaces=\"true\"> on the employer to provide work and on the employee to accept it. It also addresses criticism that CEST did not previously address the mutuality of obligation test sufficiently. However, the underlying logic of CEST remains the same as before the update. Other changes include improved guidance and more user-friendly language and layout.</span>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49611,2644,'insight_modules_3_text_general','From 1 September 2025, the Economic Crime and Corporate Transparency Act 2023 will introduce a new offence of failure to prevent fraud, which will apply to large organisations and their subsidiaries. Organisations may be held criminally liable where an employee, agent, subsidiary or other associated person commits fraud intending to benefit the organisation. This could include, for example, dishonest sales practices, hiding important information from consumers or investors, and fraudulent practices in financial markets. The onus will be on an organisation to prove, on the balance of probabilities, that it had reasonable procedures to prevent fraud, or that it was unreasonable to expect it to have such procedures in place. This defence is based on six principles: top-level commitment; risk assessment; proportionate risk-based prevention procedures; due diligence; communication and training; and monitoring and review. The Government has published guidance on reasonable fraud prevention procedures to help employers minimise risks by developing an anti-fraud culture. Ahead of the new requirement coming into force, employers are advised to check whether they are in scope and to consider including an anti-fraud clause in employment contracts and consultancy agreements.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49617,2644,'insight_modules_4_text_general','<span data-preserver-spaces=\"true\">On 20 May 2025, the Equality and Human Rights Commission (EHRC) published a consultation on its proposed updates to the Code of Practice for Services, Public Functions and Associations to take account of the Supreme Court’s recent judgment in </span><em><span data-preserver-spaces=\"true\">For Women Scotland v Scottish Ministers</span></em><span data-preserver-spaces=\"true\">. Proposed amendments to the Code include an updated definition of “sex” to clarify that it means only biological sex as recorded at birth; new guidance on Gender Recognition Certificates; and updated sections on competitive sport, single-sex and separate-sex services. The consultation closes </span><span data-preserver-spaces=\"true\">on 30 June 2025</span><span data-preserver-spaces=\"true\">. Once the EHRC has finalised the Code of Practice, it will be submitted to the Minister for Women and Equalities for approval before being passed by Parliament. The EHRC </span><span data-preserver-spaces=\"true\">is also considering</span><span data-preserver-spaces=\"true\"> whether its other statutory and non-statutory guidance </span><span data-preserver-spaces=\"true\">needs</span><span data-preserver-spaces=\"true\"> updating to reflect the Supreme Court’s ruling.</span>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49654,2647,'insight_modules_1_text_general','<span data-preserver-spaces=\"true\">On 12 May 2025, t</span><span data-preserver-spaces=\"true\">he government published its White Paper, “</span><em><span data-preserver-spaces=\"true\">Restoring Control Over The Immigration System</span></em><span data-preserver-spaces=\"true\">”. This contains wide-ranging proposals aimed at reducing net migration, linking the immigration system to skills and training requirements, cracking down on illegal migration, and improving integration and community cohesion. Key provisions affecting business immigration include an increase to the Skilled Worker skills threshold from level 3 to level 6; a 32% increase in the Immigration Skills Charge; reducing the Graduate Visa from two years to 18 months; and increasing the residence requirement for settlement from five to ten years. </span><span data-preserver-spaces=\"true\">The Immigration Salary List will also be replaced</span><span data-preserver-spaces=\"true\"> with a new Temporary Shortage List, </span><span data-preserver-spaces=\"true\">and</span><span data-preserver-spaces=\"true\"> the residence requirement for applications </span><span data-preserver-spaces=\"true\">for</span><span data-preserver-spaces=\"true\"> British Citizenship will be increased.</span>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49658,2647,'insight_modules_2_heading_title','HMRC Updates');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49660,2647,'insight_modules_2_text_general','<span data-preserver-spaces=\"true\">HMRC’s Check Employment Status for Tax (CEST) tool helps hirers, agencies and individuals to assess whether a worker should be classed as employed or self-employed for tax purposes, including whether the </span><span data-preserver-spaces=\"true\">off-payroll</span><span data-preserver-spaces=\"true\"> working (IR35) rules apply. HMRC will stand by CEST’s determinations provided the information is accurate and complete. With effect </span><span data-preserver-spaces=\"true\">from 30 April 2025</span><span data-preserver-spaces=\"true\">, the CEST tool has been updated with a new question to establish whether a contract is in place. A user can only continue to use the CEST tool if the answer is “yes”. This new question reflects the 2024 Supreme Court ruling in </span><em><span data-preserver-spaces=\"true\">Professional Game Match Officials Limited v HMRC </span></em><span data-preserver-spaces=\"true\">that where a contract exists, there is also mutuality of obligation, i.e. </span><span data-preserver-spaces=\"true\">an obligation</span><span data-preserver-spaces=\"true\"> on the employer to provide work and on the employee to accept it. It also addresses criticism that CEST did not previously address the mutuality of obligation test sufficiently. However, the underlying logic of CEST remains the same as before the update. Other changes include improved guidance and more user-friendly language and layout.</span>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49662,2647,'insight_modules_3_add_heading','1');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49664,2647,'insight_modules_3_heading_title','New Fraud prevention Offence: Is Your Organisation Ready?');
INSERT INTO `Z1EZp7_postmeta` VALUES (49665,2647,'_insight_modules_3_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (49666,2647,'insight_modules_3_text_general','From 1 September 2025, the Economic Crime and Corporate Transparency Act 2023 will introduce a new offence of failure to prevent fraud, which will apply to large organisations and their subsidiaries. Organisations may be held criminally liable where an employee, agent, subsidiary or other associated person commits fraud intending to benefit the organisation. This could include, for example, dishonest sales practices, hiding important information from consumers or investors, and fraudulent practices in financial markets. The onus will be on an organisation to prove, on the balance of probabilities, that it had reasonable procedures to prevent fraud, or that it was unreasonable to expect it to have such procedures in place. This defence is based on six principles: top-level commitment; risk assessment; proportionate risk-based prevention procedures; due diligence; communication and training; and monitoring and review. The Government has published guidance on reasonable fraud prevention procedures to help employers minimise risks by developing an anti-fraud culture. Ahead of the new requirement coming into force, employers are advised to check whether they are in scope and to consider including an anti-fraud clause in employment contracts and consultancy agreements.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49670,2647,'insight_modules_4_heading_title','Equality Guidance Changes');
INSERT INTO `Z1EZp7_postmeta` VALUES (49671,2647,'_insight_modules_4_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (49672,2647,'insight_modules_4_text_general','<span data-preserver-spaces=\"true\">On 20 May 2025, the Equality and Human Rights Commission (EHRC) published a consultation on its proposed updates to the Code of Practice for Services, Public Functions and Associations to take account of the Supreme Court’s recent judgment in </span><em><span data-preserver-spaces=\"true\">For Women Scotland v Scottish Ministers</span></em><span data-preserver-spaces=\"true\">. Proposed amendments to the Code include an updated definition of “sex” to clarify that it means only biological sex as recorded at birth; new guidance on Gender Recognition Certificates; and updated sections on competitive sport, single-sex and separate-sex services. The consultation closes </span><span data-preserver-spaces=\"true\">on 30 June 2025</span><span data-preserver-spaces=\"true\">. Once the EHRC has finalised the Code of Practice, it will be submitted to the Minister for Women and Equalities for approval before being passed by Parliament. The EHRC </span><span data-preserver-spaces=\"true\">is also considering</span><span data-preserver-spaces=\"true\"> whether its other statutory and non-statutory guidance </span><span data-preserver-spaces=\"true\">needs</span><span data-preserver-spaces=\"true\"> updating to reflect the Supreme Court’s ruling.</span>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49676,2647,'insight_modules_5_heading_title','Low Pay Commission Consultation: National Minimum Wage Rates');
INSERT INTO `Z1EZp7_postmeta` VALUES (49677,2647,'_insight_modules_5_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (49678,2647,'insight_modules_5_text_general','The Low Pay Commission has published a consultation on National Minimum Wage (NMW) rates. This will inform the Commission’s recommendations to Government later this year on the NMW and National Living Wage (NLW) rates to apply from April 2026. The consultation is seeking evidence on the impact of the April 2025 increases on workers, employers, the labour market and the economy, as well as on the affordability and effects of a 2026 increase to an NLW rate in the range of £12.50 to £12.80. Submissions are also requested on the specific effects of recent increases to the 16-17 year old and apprentice rates, including the effects on the employment prospects of these younger age groups. An annex to the consultation sets out possible approaches to lowering the NLW threshold in line with the Government’s aim of extending it to all workers aged 18 and over. Responses to the consultation must be submitted by 30 June 2025.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49699,2648,'insight_modules_0_text_general','Following the publication of the Government’s immigration white paper in May, a Statement of Changes to the Immigration Rules was released on 1 July 2025, heralding a wide range of important changes for Skilled Workers which will come into force on 22 July 2025.\r\n\r\nThe changes will affect all applications relying on a Certificate of Sponsorship (CoS) issued on or after 22 July. Employers now have a brief window of time to assign CoS and lodge applications under the current, more flexible rules. Once the deadline passes, the new, stricter criteria will apply to both first-time applicants and those seeking extensions, unless protected under limited transitional provisions.\r\n\r\nApplications made before 22 July 2025, using a CoS assigned before that date, will continue to be assessed under the current Immigration Rules. This includes applications for roles that will no longer qualify under the revised system and allows reliance on lower salary thresholds and broader occupational eligibility.\r\n\r\nEmployers should urgently identify any future or planned hires that may be affected and ensure that CoS are issued and visa applications are submitted before the cut-off date. It is also essential to check whether the organisation has enough CoS allocation to cover additional demand. Where necessary, requests for allocation increases should be submitted as soon as possible, bearing in mind that the Home Office is expected to receive a deluge of similar requests during this period.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49703,2648,'insight_modules_1_heading_title','Key Change: Skill Threshold Rises to RQF Level 6');
INSERT INTO `Z1EZp7_postmeta` VALUES (49704,2648,'_insight_modules_1_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (49705,2648,'insight_modules_1_text_general','From 22 July 2025 the minimum skill level for Skilled Worker visa roles will increase from RQF Level 3 (A-level equivalent) to RQF Level 6 (bachelor’s degree level equivalent). This reverses the more extension of eligible roles introduced in 2021 and returns the Skilled Worker skill threshold to the pre-Brexit position, with a narrower set of roles qualifying for sponsorship.\r\n\r\nA significant number of roles that previously qualified for sponsorship will no longer therefore be eligible for sponsorship, including many technical, administrative, care, trade and frontline service roles.\r\n\r\nRoles that are classified below RQF Level 6 may still be sponsored where they appear on either the Immigration Salary List (ISL) or the new Temporary Shortage List (TSL). However, these roles will carry additional restrictions, including a limitation on bringing dependants.\r\n\r\nImportantly, individuals already holding Skilled Worker leave, or those applying using a CoS issued before 22 July, will be protected by transitional arrangements and can continue to apply for extensions or switch employers, even in roles that no longer meet the updated skill threshold. These protections are expected to be reviewed in due course.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49709,2648,'insight_modules_2_heading_title','Salary Threshold Increases: What Employers Must Now Pay');
INSERT INTO `Z1EZp7_postmeta` VALUES (49710,2648,'_insight_modules_2_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (49711,2648,'insight_modules_2_text_general','From 22 July 2025 new salary thresholds will apply across all Skilled Worker visa applications, including those seeking extensions unless they entered the route before 4 April 2024.\r\n\r\nThe updated general threshold for applicants who have not held a Skilled Worker visa since before 4 April 2024 is £41,700 (previously £38,700), or £31,300 (previously £29,000) for those who have held a Skilled Worker since before that date.\r\n\r\nThe job-specific going rates will also be going up and, again, there will be different thresholds depending on whether an individual has had a Skilled Worker visa continuously since before 4 April 2024.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49714,2648,'_insight_modules_3_add_heading','field_67448fefc373b');
INSERT INTO `Z1EZp7_postmeta` VALUES (49715,2648,'insight_modules_3_heading_title','ISL and the New Temporary Shortage List');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49718,2648,'_insight_modules_3_text_general','field_67447fc704d53');
INSERT INTO `Z1EZp7_postmeta` VALUES (49719,2648,'insight_modules_4_add_heading','1');
INSERT INTO `Z1EZp7_postmeta` VALUES (49720,2648,'_insight_modules_4_add_heading','field_67448fefc373b');
INSERT INTO `Z1EZp7_postmeta` VALUES (49721,2648,'insight_modules_4_heading_title','Adult Social Care: Route Phasing Out from 2025 to 2028');
INSERT INTO `Z1EZp7_postmeta` VALUES (49722,2648,'_insight_modules_4_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (49723,2648,'insight_modules_4_text_general','The reforms will have a particularly significant impact on the adult social care sector, which has relied heavily on international recruitment under SOC codes 6135 (care workers) and 6136 (senior care workers).\r\n\r\nFrom 22 July 2025, no new Skilled Worker applications will be accepted from overseas applicants in these roles. Transitional measures will remain in place until 22 July 2028, allowing in-country applicants to switch into the Skilled Worker route. However, they must have worked for their sponsor for at least three months before the CoS is issued.\r\n\r\nTo prevent attempts to bypass the new restrictions, the Home Office has clarified that SOC code 6131 (nursing auxiliaries and assistants) should only be used for roles in regulated healthcare environments, where registered nurses are also employed.\r\n\r\nCare sector sponsors must also meet additional criteria, including Care Quality Commission (CQC) registration and operation within a recognised national or regional framework agreement.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49727,2648,'insight_modules_5_heading_title','Restrictions on Dependants');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49729,2648,'insight_modules_5_text_general','From 22 July 2025, Skilled Worker visa holders sponsored in roles below RQF Level 6 will generally not be permitted to bring dependants, including spouses or children. This restriction is already in place for new care worker applications as of March 2024 and will now extend across other lower-skilled roles.\r\n\r\nThis marks a significant departure from previous policy and is expected to reduce the attractiveness of the UK for overseas applicants in mid-skilled or lower-paid jobs.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49731,2648,'insight_modules_6_add_heading','1');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49733,2648,'insight_modules_6_heading_title','Global Business Mobility and Scale-Up Routes Also Affected');
INSERT INTO `Z1EZp7_postmeta` VALUES (49734,2648,'_insight_modules_6_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (49735,2648,'insight_modules_6_text_general','The Global Business Mobility route will see its minimum salary threshold increase to £52,500, while the Scale-Up visa threshold will rise to £39,100. Additional guidance has also been issued to clarify how salaries should be calculated where variable hours or part-time working patterns apply.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49739,2648,'insight_modules_7_heading_title','What Employers Should Do Now');
INSERT INTO `Z1EZp7_postmeta` VALUES (49740,2648,'_insight_modules_7_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (49741,2648,'insight_modules_7_text_general','The reforms taking effect on 22 July 2025 will reshape the UK’s approach to economic migration. Employers that currently rely on sponsored workers must act quickly to review their workforce strategy and ensure compliance with the new rules.\r\n\r\nKey steps include:\r\n<ul>\r\n 	<li>Audit your sponsored roles and determine which will no longer be eligible from 22 July</li>\r\n 	<li>Issue CoS for qualifying individuals before the deadline</li>\r\n 	<li>Apply for increased CoS allocations now if necessary</li>\r\n 	<li>Review salaries for both new and existing staff to ensure they meet updated thresholds</li>\r\n 	<li>Adjust recruitment and workforce planning to account for restrictions on dependants</li>\r\n 	<li>For care providers, confirm CQC registration and eligibility under recognised frameworks</li>\r\n</ul>\r\nFor guidance on CoS assignments, sponsor licence compliance, salary benchmarking, or strategic immigration planning, contact our immigration team today.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49764,2650,'insight_modules_0_text_general','Following the publication of the Government’s immigration white paper in May, a Statement of Changes to the Immigration Rules was released on 1 July 2025, heralding a wide range of important changes for Skilled Workers which will come into force on 22 July 2025.\r\n\r\nThe changes will affect all applications relying on a Certificate of Sponsorship (CoS) issued on or after 22 July. Employers now have a brief window of time to assign CoS and lodge applications under the current, more flexible rules. Once the deadline passes, the new, stricter criteria will apply to both first-time applicants and those seeking extensions, unless protected under limited transitional provisions.\r\n\r\nApplications made before 22 July 2025, using a CoS assigned before that date, will continue to be assessed under the current Immigration Rules. This includes applications for roles that will no longer qualify under the revised system and allows reliance on lower salary thresholds and broader occupational eligibility.\r\n\r\nEmployers should urgently identify any future or planned hires that may be affected and ensure that CoS are issued and visa applications are submitted before the cut-off date. It is also essential to check whether the organisation has enough CoS allocation to cover additional demand. Where necessary, requests for allocation increases should be submitted as soon as possible, bearing in mind that the Home Office is expected to receive a deluge of similar requests during this period.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49768,2650,'insight_modules_1_heading_title','Key Change: Skill Threshold Rises to RQF Level 6');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49770,2650,'insight_modules_1_text_general','From 22 July 2025 the minimum skill level for Skilled Worker visa roles will increase from RQF Level 3 (A-level equivalent) to RQF Level 6 (bachelor’s degree level equivalent). This reverses the more extension of eligible roles introduced in 2021 and returns the Skilled Worker skill threshold to the pre-Brexit position, with a narrower set of roles qualifying for sponsorship.\r\n\r\nA significant number of roles that previously qualified for sponsorship will no longer therefore be eligible for sponsorship, including many technical, administrative, care, trade and frontline service roles.\r\n\r\nRoles that are classified below RQF Level 6 may still be sponsored where they appear on either the Immigration Salary List (ISL) or the new Temporary Shortage List (TSL). However, these roles will carry additional restrictions, including a limitation on bringing dependants.\r\n\r\nImportantly, individuals already holding Skilled Worker leave, or those applying using a CoS issued before 22 July, will be protected by transitional arrangements and can continue to apply for extensions or switch employers, even in roles that no longer meet the updated skill threshold. These protections are expected to be reviewed in due course.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49774,2650,'insight_modules_2_heading_title','Salary Threshold Increases: What Employers Must Now Pay');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49776,2650,'insight_modules_2_text_general','From 22 July 2025 new salary thresholds will apply across all Skilled Worker visa applications, including those seeking extensions unless they entered the route before 4 April 2024.\r\n\r\nThe updated general threshold for applicants who have not held a Skilled Worker visa since before 4 April 2024 is £41,700 (previously £38,700), or £31,300 (previously £29,000) for those who have held a Skilled Worker since before that date.\r\n\r\nThe job-specific going rates will also be going up and, again, there will be different thresholds depending on whether an individual has had a Skilled Worker visa continuously since before 4 April 2024.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49780,2650,'insight_modules_3_heading_title','ISL and the New Temporary Shortage List');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49783,2650,'_insight_modules_3_text_general','field_67447fc704d53');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49786,2650,'insight_modules_4_heading_title','Adult Social Care: Route Phasing Out from 2025 to 2028');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49788,2650,'insight_modules_4_text_general','The reforms will have a particularly significant impact on the adult social care sector, which has relied heavily on international recruitment under SOC codes 6135 (care workers) and 6136 (senior care workers).\r\n\r\nFrom 22 July 2025, no new Skilled Worker applications will be accepted from overseas applicants in these roles. Transitional measures will remain in place until 22 July 2028, allowing in-country applicants to switch into the Skilled Worker route. However, they must have worked for their sponsor for at least three months before the CoS is issued.\r\n\r\nTo prevent attempts to bypass the new restrictions, the Home Office has clarified that SOC code 6131 (nursing auxiliaries and assistants) should only be used for roles in regulated healthcare environments, where registered nurses are also employed.\r\n\r\nCare sector sponsors must also meet additional criteria, including Care Quality Commission (CQC) registration and operation within a recognised national or regional framework agreement.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49794,2650,'insight_modules_5_text_general','From 22 July 2025, Skilled Worker visa holders sponsored in roles below RQF Level 6 will generally not be permitted to bring dependants, including spouses or children. This restriction is already in place for new care worker applications as of March 2024 and will now extend across other lower-skilled roles.\r\n\r\nThis marks a significant departure from previous policy and is expected to reduce the attractiveness of the UK for overseas applicants in mid-skilled or lower-paid jobs.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49798,2650,'insight_modules_6_heading_title','Global Business Mobility and Scale-Up Routes Also Affected');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49800,2650,'insight_modules_6_text_general','The Global Business Mobility route will see its minimum salary threshold increase to £52,500, while the Scale-Up visa threshold will rise to £39,100. Additional guidance has also been issued to clarify how salaries should be calculated where variable hours or part-time working patterns apply.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49804,2650,'insight_modules_7_heading_title','What Employers Should Do Now');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49806,2650,'insight_modules_7_text_general','The reforms taking effect on 22 July 2025 will reshape the UK’s approach to economic migration. Employers that currently rely on sponsored workers must act quickly to review their workforce strategy and ensure compliance with the new rules.\r\n\r\nKey steps include:\r\n<ul>\r\n 	<li>Audit your sponsored roles and determine which will no longer be eligible from 22 July</li>\r\n 	<li>Issue CoS for qualifying individuals before the deadline</li>\r\n 	<li>Apply for increased CoS allocations now if necessary</li>\r\n 	<li>Review salaries for both new and existing staff to ensure they meet updated thresholds</li>\r\n 	<li>Adjust recruitment and workforce planning to account for restrictions on dependants</li>\r\n 	<li>For care providers, confirm CQC registration and eligibility under recognised frameworks</li>\r\n</ul>\r\nFor guidance on CoS assignments, sponsor licence compliance, salary benchmarking, or strategic immigration planning, contact our immigration team today.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49840,2651,'insight_modules_0_text_general','<strong>The Government has proposed a ban on upward-only rent reviews in commercial leases and put options.</strong>\r\n\r\nThe <a href=\"https://bills.parliament.uk/bills/4002\" target=\"_blank\" rel=\"noopener\">English Devolution and Community Empowerment Bill</a> (the <strong>Bill</strong>) had its first reading in the House of Commons on 10 July 2025. Unexpectedly and without consultation, the Bill includes a proposal to prohibit upward-only rent reviews in commercial leases.\r\n\r\nAs currently drafted, the ban would apply to both leases contracted out of the security of tenure provisions under the Landlord and Tenant Act 1954 and those that benefit from such protection. In addition, the Bill would give tenants the right to trigger a rent review.\r\n\r\nIf enacted, the ban would apply to all forms of rent review whether based on open market value, indexation, or turnover. However, the legislation is not intended to have retrospective effect.\r\n\r\nSimilar provisions will apply to setting the initial rent for a lease granted pursuant to a put option where a tenant can be compelled to take a lease. Notably, this would not apply where the tenant holds an option to renew.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49844,2651,'insight_modules_1_heading_title','Why has the government introduced this ban?');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49846,2651,'insight_modules_1_text_general','The Government has stated that upward-only rent reviews “pit landlords against businesses and can make rents unaffordable and cause shops to shut”. It further claims that the reform is intended to “keep small businesses running, boost local economies and job opportunities, as well as ending the blight of vacant high streets and the unacceptable anti-social behaviour that comes with them”.\r\n\r\nThe Government has stated that the reform aims to ensure rent review mechanisms reflect market conditions rather than artificially restricting rents to upward-only movements. However, it remains unclear whether any market analysis has been conducted to assess the potential impact of this reform and, whether it could have adverse consequences for both landlords and tenants.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49850,2651,'insight_modules_2_heading_title','What will be the impact of this ban?');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49852,2651,'insight_modules_2_text_general','If implemented, the ban would mean that rents could increase or decrease at review. Unsurprisingly, this provision has been met with strong opposition from the investment sector. It makes the basis for investment more challenging, adding another hurdle to the process and increasing uncertainty in the market during a time when stability and growth are urgently needed.\r\n\r\nThis seemingly short-sighted reform risks causing significant unintended damage to an already fragile economy. By undermining property values, it could reduce returns for individual landlords and pension funds alike, ultimately leaving many worse off. Even the Government may suffer, through lower receipts from capital gains tax and stamp duty land tax.\r\n\r\nAlthough anti-avoidance measures are planned, landlords may respond by seeking greater financial security in other ways. These could include demanding premiums for longer leases, increasing initial rents to hedge against downside risk, or negotiating stepped rents to mitigate revenue volatility.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49858,2651,'insight_modules_3_text_general','The Bill is not currently in force and is awaiting its second reading in the House of Commons. It must pass through several legislative stages, providing ample opportunity for amendments or for the proposal to be withdrawn entirely. As such, it may be several months or longer before the Bill receives Royal Assent, and its final form could differ significantly from the current draft.\r\n\r\nWe anticipate this proposed ban will prompt considerable debate in the months ahead. Whether the Government listens to the concerns of industry stakeholders and revises or abandons the measure remains to be seen.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49881,2653,'insight_modules_0_text_general','<strong>The Government has proposed a ban on upward-only rent reviews in commercial leases and put options.</strong>\r\n\r\nThe <a href=\"https://bills.parliament.uk/bills/4002\" target=\"_blank\" rel=\"noopener\">English Devolution and Community Empowerment Bill</a> (the <strong>Bill</strong>) had its first reading in the House of Commons on 10 July 2025. Unexpectedly and without consultation, the Bill includes a proposal to prohibit upward-only rent reviews in commercial leases.\r\n\r\nAs currently drafted, the ban would apply to both leases contracted out of the security of tenure provisions under the Landlord and Tenant Act 1954 and those that benefit from such protection. In addition, the Bill would give tenants the right to trigger a rent review.\r\n\r\nIf enacted, the ban would apply to all forms of rent review whether based on open market value, indexation, or turnover. However, the legislation is not intended to have retrospective effect.\r\n\r\nSimilar provisions will apply to setting the initial rent for a lease granted pursuant to a put option where a tenant can be compelled to take a lease. Notably, this would not apply where the tenant holds an option to renew.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49885,2653,'insight_modules_1_heading_title','Why has the government introduced this ban?');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49887,2653,'insight_modules_1_text_general','The Government has stated that upward-only rent reviews “pit landlords against businesses and can make rents unaffordable and cause shops to shut”. It further claims that the reform is intended to “keep small businesses running, boost local economies and job opportunities, as well as ending the blight of vacant high streets and the unacceptable anti-social behaviour that comes with them”.\r\n\r\nThe Government has stated that the reform aims to ensure rent review mechanisms reflect market conditions rather than artificially restricting rents to upward-only movements. However, it remains unclear whether any market analysis has been conducted to assess the potential impact of this reform and, whether it could have adverse consequences for both landlords and tenants.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49891,2653,'insight_modules_2_heading_title','What will be the impact of this ban?');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49893,2653,'insight_modules_2_text_general','If implemented, the ban would mean that rents could increase or decrease at review. Unsurprisingly, this provision has been met with strong opposition from the investment sector. It makes the basis for investment more challenging, adding another hurdle to the process and increasing uncertainty in the market during a time when stability and growth are urgently needed.\r\n\r\nThis seemingly short-sighted reform risks causing significant unintended damage to an already fragile economy. By undermining property values, it could reduce returns for individual landlords and pension funds alike, ultimately leaving many worse off. Even the Government may suffer, through lower receipts from capital gains tax and stamp duty land tax.\r\n\r\nAlthough anti-avoidance measures are planned, landlords may respond by seeking greater financial security in other ways. These could include demanding premiums for longer leases, increasing initial rents to hedge against downside risk, or negotiating stepped rents to mitigate revenue volatility.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49920,2654,'insight_modules_0_heading_title','Do Listed Buildings Require an EPC and Are Listed Buildings Exempt from MEES?');
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INSERT INTO `Z1EZp7_postmeta` VALUES (49922,2654,'insight_modules_0_text_general','Listed buildings are a vital part of the UK’s heritage, but their unique status often complicates compliance with modern property regulations. Two key regimes are particularly relevant: Energy Performance Certificates (EPCs) and the Minimum Energy Efficiency Standards (MEES).\r\n\r\nThere is a common misconception that listed buildings are automatically exempt from the EPC and MEES requirements. This article examines when listed buildings might require an EPC, the extent of any exemptions from MEES, and the practical implications for property professionals.');
