KEEPING YOUR HEAD: BRIEFING ON THE IMMIGRATION WHITE PAPER
A Common Sense Reaction to the Controversial Immigration White Paper
At Horsfield Menzies, we recognise the complexities businesses face with the UK’s evolving immigration landscape. The government’s white paper, Restoring Control over the Immigration System (May 2025), proposes significant reforms to reduce net migration and reshape visa routes. These changes have sparked concern, particularly for care homes and businesses sponsoring migrant workers. However, with expert legal guidance, the proposed system remains manageable. Below, we explore the white paper, why its measures are contentious, and how businesses can prepare for changes expected to begin around September 2025.
What Is a White Paper?
A white paper is a government document outlining proposed policies, serving as a blueprint for future legislation. The Restoring Control white paper aims to address the record-high net migration of 906,000 in June 2023 by tightening visa rules, enhancing border security, and aligning immigration with UK skills needs. As a consultative document, it invites feedback, and its core ideas may evolve during this process. Importantly, the proposals require detailed regulations before becoming law, meaning businesses have time to prepare but should stay vigilant for updates.
Why the Proposals Are Controversial for Businesses
The white paper’s measures have raised alarm among business owners, especially in the care home sector and industries reliant on migrant workers. Key concerns include:
Care Home Industry Challenges: The proposal to close the social care visa route to new overseas applicants is a significant issue for care homes. In 2023, 105,000 visas were issued to care workers, comprising 73% of Health and Care Worker visas. With domestic recruitment struggling to fill low-paid, high-demand roles, this closure (with a transitional period until 2028) risks severe staffing shortages. Care homes may face increased recruitment costs, higher wages to attract UK workers, and potential disruptions to service quality, particularly in areas with limited local labour pools.
Higher Skill Thresholds: The Skilled Worker visa threshold will revert to RQF 6 (degree-level) from RQF 3 (A-level equivalent), excluding approximately 180 occupations. This restricts recruitment for mid-skilled roles in sectors such as hospitality, retail, and manufacturing. Rising salary thresholds and the abolition of the Immigration Salary List will further increase costs, squeezing margins for small and medium-sized enterprises that rely on cost-effective overseas talent.
Extended Settlement Periods: The standard settlement period will increase from five to ten years, with a points-based system allowing reductions for significant contributions. This affects all businesses sponsoring migrants, as the business would need to pay for sponsorship for 10 years. This could deter skilled workers from staying, complicate retention strategies, and increase administrative burdens for HR teams managing extended visa renewals.
Workforce Strategies and Bureaucracy: Sectors dependent on lower-skilled workers must develop workforce strategies to access a new Temporary Shortage List, which offers time-limited visa access. This requirement adds complexity, requiring investment in domestic training and coordination with bodies like Skills England. Small businesses, with limited resources, may find these obligations particularly challenging.
“By understanding the proposals and leveraging expert legal support, care homes and other employers can adapt to the new landscape. At Horsfield Menzies, we are committed to guiding you through these reforms, ensuring compliance and supporting your workforce needs.”
A Workable System with Expert Support
While the proposals introduce complexity, they are not insurmountable. The government’s focus on linking immigration to skills and training aims to foster a sustainable, high-skill economy. Practical aspects of the system include:
Transitional Arrangements: Care homes benefit from a transitional period until 2028, allowing existing visa holders to extend their stay. This provides time to develop domestic recruitment strategies or explore alternative visa routes for critical roles.
Points-Based Flexibility: The earned settlement model allows workers to reduce the ten-year settlement period through economic or societal contributions, offering a pathway for retaining valued employees.
Support for High-Skilled Talent: The white paper preserves routes for global talent and highly skilled workers, ensuring businesses in sectors like technology, engineering, and finance can continue to attract top professionals.
Digital Tools: The rollout of eVisas simplifies visa management by providing real-time status updates and streamlined compliance checks for employers, reducing errors and aiding enforcement.
With expert legal support, businesses can navigate these changes effectively. At Horsfield Menzies, our immigration specialists can assist with developing workforce strategies, managing visa applications, ensuring compliance with new English language requirements (e.g., B2 level for Skilled Workers and A1 for dependants), and planning for settlement under the points-based system. We help businesses maintain competitiveness while adhering to stricter regulations.
Preparing for Implementation
The government expects to begin implementing these changes around September 2025, with some requiring new legislation and others potentially introduced via updates to the Immigration Rules. However, immigration rules can change rapidly, and some measures could take effect sooner. Businesses should act proactively, reviewing their reliance on overseas workers and consulting legal experts to ensure compliance and continuity. The consultation period offers an opportunity to influence the final policies, but detailed regulations will clarify the practicalities, so staying informed is crucial.
Moving Forward with Confidence
The Restoring Control white paper signals a shift towards a more controlled immigration system, but it need not disrupt your operations. By understanding the proposals and leveraging expert legal support, care homes and other employers can adapt to the new landscape. At Horsfield Menzies, we are committed to guiding you through these reforms, ensuring compliance and supporting your workforce needs. Contact us today to discuss how we can help you prepare for the changes ahead. Act now if you need a worker under the current rules to avoid disappointment.
