How Will Changes to English Language Requirements for Skilled Worker Visas Affect Your Assignees?
The government’s recent immigration white paper, titled Restoring Control over the Immigration System, outlines several strategies to reduce the UK’s dependency on low-cost overseas labour and strengthen domestic workforce skills. Many of these proposals will impact sponsors’ ability to hire or transfer global talent to the UK via the Skilled Worker route.
Of particular significance is the decision to raise language requirements for Skilled Worker visas—and for workers already subject to language standards—from B1 to B2 (Independent User) levels, as defined by the Common European Framework for Reference for Languages (CEFR).
The UK currently requires a level of English proficiency for many migrants to come to the UK. However, this currently applies to the main applicant only, and no additional English proficiency test is applied to adult dependants arriving on many work and student routes including the Skilled Worker route.
A Skilled Worker visa is an extremely popular visa category. It allows overseas nationals to come to the UK to do an eligible job with an approved employer. The visa lasts up to 5 years and can lead to the individual being able to apply to settle in the UK.
However, these proposed changes will have several implications for applicants and employers seeking to employ migrant workers via this route.
How big is the jump from level B1 to B2 English language?
According to the Common European Framework of Reference for Languages (CEFR) summary table B1 level equates to:
Can understand the main points of clear standard input on familiar matters regularly encountered in work, school, leisure, etc. Can deal with most situations likely to arise whilst travelling in an area where the language is spoken. Can produce simple connected text on topics which are familiar or of personal interest. Can describe experiences and events, dreams, hopes & ambitions and briefly give reasons and explanations for opinions and plans.
Whereas the advanced B2 level references the following:
Can understand the main ideas of complex text on both concrete and abstract topics, including technical discussions in his/her field of specialisation. Can interact with a degree of fluency and spontaneity that makes regular interaction with native speakers quite possible without strain for either party. Can produce clear, detailed text on a wide range of subjects and explain a viewpoint on a topical issue giving the advantages and disadvantages of various options.
Impact on Employees:
• Higher Language Proficiency – Many migrant workers seeking to move to the UK in the coming months via a Skilled Worker visa may have been relying on their degree that was taught or researched in English. If this new proposal becomes law ahead of their entry, they will need to check that their qualification attains the higher level of English language skills (B2). If it doesn’t they will need to take a recognised English test qualification from an approved test centre.
• Potential Challenges – Applicants earmarked to relocate to the UK later this year who currently qualify at B1 may need to improve their language skills. This could lengthen the application process or reduce the pool of eligible candidates.
• Accompanying Family – Whilst the level of proficiency required by dependants is to be set lower there will be a need for family members to demonstrate their English languages skills meet the basic A1 level if they wish to join the main worker in the UK. Again, workers will need to be conscious of this impending rule change if they are seeking to travel to the UK with family.
Impact on Employers:
• Stricter Recruitment Criteria: UK employers will need to verify that potential migrant employees meet the higher language standards as well as any trailing family. This may lead to a requirement for more rigorous language assessments during the hiring and sponsorship process.
• Broader Talent Pool Considerations – Employers might need to invest in language training for prospective sponsored employees or adjust their recruitment strategies to find candidates who meet the new requirements.
• Compliance and Due Diligence – UK sponsors will need to ensure their hiring practices align with the updated language standards to avoid visa refusals or compliance issues.
• Considering different visa routes – Sponsors may consider moving key staff to the UK via the Senior or Specialist Worker visa. This route does not required proof of English language ability.
Other considerations:
For employees with long-term aspirations to settle permanently in the UK, these new proposals may make their goal more challenging. The government plans to raise the English language requirement for settlement from B1 to B2 across most immigration routes. They intend to also extend the standard qualifying period for settlement from five to ten years.
Prepare for Change
The planned increase to B2 proficiency aims to ensure migrants have a higher level of English language skills, which can improve workplace communication and integration. However, it may also make the hiring process more challenging for both applicants and employers. This can potentially impact the speed and ease of recruiting overseas talent. Employers should prepare by updating their recruitment procedures and supporting language training initiatives to meet these new upcoming standards.
Tailored Support
Smith Stone Walters offers customised advice and assistance for businesses navigating the new and existing immigration rules. If you need expert support, contact us today to learn how we can help your organisation succeed in attracting international talent.
