For some roles, potentially yes. But employers will need to look carefully at how the new salary rules work together.
The Budget’s immigration announcements could affect recruitment costs, access to international graduates and the time skilled workers have to find a new sponsor.
Here is what businesses and international professionals should watch.
1. Skilled Worker salaries: why some requirements could fall
Employers normally need to meet both the applicable general salary threshold and the occupation-specific “going rate”. The higher requirement determines the minimum salary.
From spring 2027, standard occupation-specific benchmarks will move from the 50th percentile—the median—to the 25th percentile.
In everyday terms, the benchmark moves from the middle of an occupation’s wage distribution to a lower point. That does not mean a flat 25% reduction.
At the same time, the general threshold will be uprated using 2026 wage data, with annual updates thereafter. New entrant discounts will be standardised and the PhD discount removed.
What could this mean in practice?
Consider this hypothetical example:
• Current general threshold: £42,000
• Current occupation going rate: £55,000
• Minimum salary required: £55,000
If the general threshold rose to £44,000 but the occupation’s going rate fell to £47,000, the minimum required would become £47,000.
That could make a meaningful difference to recruitment.
However, if the occupation’s revised going rate fell below £44,000, the employer would still need to meet the general threshold.
The opportunity will depend on the role, the applicant and the final rules.
2. More time to find another sponsor
Qualifying highest-skilled workers could receive up to six months following curtailment to find another job, with the duration linked to their previous employment. Implementation is planned for 2027.
3. Two-year Graduate permission for eligible universities
The Budget proposes two years for graduates of high-compliance universities with strong labour market outcomes. The qualifying tests remain undefined.
4. Wider access to international talent
The High Potential Individual route will expand to the top 150 global institutions, with a proportional cap increase. Additional regional R&D businesses will be identified for the Global Talent endorsed funder pathway by spring 2027.
5. Clearer tax treatment of sponsorship costs
An announced exemption will cover employer-paid Immigration Skills Charge and Certificate of Sponsorship fees for payments from 28 October 2026, with legislation to follow.
It will prevent an employee Income Tax charge and the associated employer Class 1A National Insurance charge. The exemption does not extend to visa application fees or the Immigration Health Surcharge.
For employers, the useful question is: which of our recruitment plans could these changes make possible?
Businesses should identify roles where salary requirements have prevented sponsorship, review their graduate recruitment plans and consider opportunities to recruit experienced workers already in the UK.
The announcements provide a reason to revisit those plans. Individual applications must still meet the rules in force when they are made.
At Visa Simple®, we will be following the revised salary figures, eligibility criteria and transitional arrangements closely.
What is the biggest obstacle to international recruitment in your business: salary requirements, sponsorship costs or finding eligible candidates?