The government’s new immigration white paper introduces significant changes impacting employers wishing to hire foreign workers. With compliance, cost, and talent acquisition at stake, this article provides critical insights on how businesses can prepare.
Key Points
- Employers should audit their sponsored workers from the last five years to assess potential impacts from upcoming changes.
- The graduate visa duration will shorten from two years to 18 months, affecting recruitment strategies.
- Skills thresholds for sponsorship will rise significantly, reducing eligible occupations under the skilled worker route.
- Salary requirements for sponsorship may increase, making it difficult for smaller businesses to attract overseas talent.
- New English language requirements will raise the bar for incoming skilled workers and their dependents.
- Cost burdens will grow as the Immigration Skills Surcharge is set to increase substantially.
- Employers must conduct regular compliance checks and updates to employment contracts for sponsored workers.
- Strategic planning is essential to cope with anticipated costs and legal obligations.
Why should I read this?
If you’re in HR or recruitment, you seriously need to check this out! The upcoming changes could shake up how you hire foreign talent and impact your bottom line. This article saves you a ton of time by breaking down the key points you need to know to stay ahead of the game and avoid compliance headaches. Don’t get caught off guard!