UK Immigration Update: March 2026 – Further Developments

Our latest Bulletin continues our assessment of the most recent Statement of Changes, updates information regarding the “Earned Settlement" and highlights recently announced UK Visas and Immigration (UKVI) fee increases for many UK Immigration routes.

1. Employment Rights legislation and impact on UK Immigration Compliance

The Employment Rights Act 2025 creates a raft of measures intended to support worker welfare, with our summary here. Please consult your regular contact on our Employment Team, or alternatively your separate provider to ensure you are fully appraised of the changes and their potential impact to your business. An overlap to UK Immigration compliance requires UK employers to ensure all of their workforce, including their sponsored workforce, are informed of their employment rights (including minimum pay, working hours under Working Time Regulations, statutory leave entitlements, pension auto-enrolment, health and safety protections, discrimination safeguards and grievance procedures), and retain evidence that this information has been provided. Upon UKVI Audit, Sponsors would be expected to produce evidence of notification to its sponsored workforce.

2. Changes to pay period requirements for Skilled Workers

As part of the initiative to support worker welfare, changes have been introduced to pay period requirements to avoid the scenario for example of “underpayment“ for the majority of year, “topped up“ at the end of the Calendar year. Effective for Certificates of Sponsorships (CoSs) assigned on or after April 8th 2026;

• Pay periods must be at least monthly or as otherwise specified in the employment contract and must equal or exceed the going rate for every hour worked in that pay period.  
• Salary must meet the required annual threshold when assessed over defined rolling windows: 
  • 3 months (if paid monthly or less frequently) 
  • 12 weeks (if paid more frequently) 
  • 17 weeks (if uneven working pattern).

Sponsors must confirm working patterns via the Sponsor Management System (SMS) where pay fluctuates. If salary dips due to permitted salary deductions, again, sponsors should notify via the SMS.

3. English Language requirements for Indefinite Leave to Remain (ILR) Applicants

Effective for ILR applications submitted on or after March 26th 2027, applicants will need to meet the higher proficiency level of CEFR B2 from the current CEFR B1, meaning that most applicants on routes to settlement will have 12 months to prepare for the increased threshold.

4. Earned Settlement update

As outlined in our most recent Bulletin, changes to qualifying periods for ILR are unlikely to become Law prior to Autumn 2026 ostensibly due to the requirement for additional parliamentary scrutiny. Angela Raynor’s recent comments that the extension of the qualifying period in some cases is "un British" points to a possible watering down of some of the requirements foreshadowed in the recent Consultation, for example those holding Refugee status and on lower incomes.

5. Increased UKVI Application Fees

Predictably the UKVI have announced increased application fees for a raft of application fees submitted on or after 8th April 2026. The full list can be viewed at Home Office immigration and nationality fees, 8 April 2026 - GOV.UK.  

Headline figures for initial applications for Skilled Worker Visas from within and outside the UK and ILR are;

Applications submitted from within the UK;

• Skilled Worker visa: £943 (up from £885)  
• Specialist Worker visa: £943 (up from £885) 
• Indefinite Leave to Remain: £3,226 (up from £3,029) 

Applications submitted from outside the UK;

• Skilled Worker visa (up to 3 years): £819 (up from £769) 
• Specialist Worker visa (up to 3 years): £819 (up from £769) 

At this stage, no increases will be applied to;

• Certificates of Sponsorship (CoS) 
• Priority or Super Priority services
• Immigration Skills Charge
• Immigration Health Surcharge (IHS) 

For more information, please contact Jonathan Chaimovic or your usual contact.