The 2025 Points-Based Immigration System (PBIS) lies at the heart of the UK’s approach to skilled migration, and its direct connection to sponsorship is more crucial than ever. This article explains how the system works, how points are awarded for skills, salary, qualifications, and English language ability, and why sponsor licences matter for employers. We’ll also highlight the most recent updates from the 2025 Immigration White Paper and official government announcements, ensuring employers and applicants alike understand today’s landscape.
In 2025, the UK’s PBIS requires applicants to earn a set number of points across key categories to qualify for a Skilled Worker visa. Typically, this threshold is around 70 points, combining both mandatory and “tradeable” elements. Sponsorship plays a central role because applicants cannot secure their visa without a Certificate of Sponsorship (CoS) issued by a licensed UK employer.
A simple breakdown
- Skill level of the job: From July 2025, only roles at RQF Level 6 (degree-level) or higher are eligible under the Skilled Worker route. This marks a significant tightening compared with the previous Level 3 threshold.
- Salary thresholds: The general salary threshold increased to £41,700 per year in July 2025 (or the “going rate” for the specific occupation, if higher). Some tradeable exemptions remain—for example, new entrants or shortage roles may qualify at slightly lower salary levels, but the overall standard is now higher than in previous years.
- English language requirements: Skilled Worker visa applicants must demonstrate at least CEFR B1 level in English. Updates in 2025 also confirmed stricter requirements for dependants, who now may need to show A1, A2 or even B2 competence depending on their stage of application.
- Tradeable points: Additional points can still be gained through specific routes. For instance:
- Holding a PhD relevant to the job (extra points for STEM).
- Jobs on the Immigration Salary List (ISL)—though as per the 2025 White Paper, the ISL is being phased out and will be replaced with a more dynamic shortage monitoring system in late 2025.
The Role of Sponsorship in PBIS
When applying under the PBIS, sponsorship is key—both conceptually and practically. UK employers must first secure a sponsor licence, which authorises them to issue Certificates of Sponsorship to prospective applicants. Only with a CoS can an individual submit a Skilled Worker visa application.
This structure ensures that employers formalise the job offer, confirm the salary and role meet PBIS requirements, and accept related compliance obligations. In policy terms, this direct employer involvement reinforces the Government’s aim to align immigration with genuine labour market needs and skills gaps through robust UK immigration sponsorship rules.
Reforms in the 2025 Immigration White Paper
The May 2025 White Paper — Restoring Control over the Immigration System — introduced major shifts impacting both PBIS and sponsorship rules:
- Skill thresholds raised: The White Paper confirms that only degree-level roles (RQF 6) qualify for the Skilled Worker route, removing many lower-skilled roles from eligibility.
- Salary list abolished: The Immigration Salary List (ISL), which previously allowed discounted salary thresholds for shortage occupations, will be phased out—replaced with temporary, tightly controlled lists such as the Temporary Shortage List (TSL) for sub-degree roles, subject to defined conditions.
- Settlement timelines extended: The standard path to Indefinite Leave to Remain (ILR) will lengthen to 10 years, with faster routes possible via an “earned settlement” model based on long-term contributions assessed through a points system.
- Tougher English and sponsorship duties: Dependants face new English language requirements, and sponsors will face increased Immigration Skills Charge costs and stronger duties to support workforce development and compliance.
Politically, these changes have been framed as reinforcing fairness and control. However, critics warn that rapid implementation can strain employers and sectors facing workforce shortages.
Why This Matters for Employers and Applicants?
For Employers (Sponsors):
- You must evaluate whether your vacancies still qualify under the tightened RQF level and salary criteria.
- Holding a valid sponsor licence remains essential and increasingly carries higher costs and compliance responsibilities.
- Temporary exception routes like the Temporary Shortage List may help fill sub-degree roles, but they are tightly controlled and time-limited.
For Applicants:
- You must ensure you meet the essential PBIS requirements (skill level, salary, and English).
- Without a Certificate of Sponsorship from a licence-holder, your application is not viable.
- Long-term planning matters: with the move to a 10-year settlement trajectory, understanding the “earned settlement” element is crucial.
Final Thoughts!
The evolution of the Points-Based Immigration System has cemented the centrality of UK immigration sponsorship rules in shaping skilled migration. As of 2025, only degree-level roles with higher salary thresholds qualify, with sponsorship as the gateway to application. The 2025 White Paper signals further tightening, but also introduces a future-focused “earned settlement” path for those who meaningfully contribute to the UK over time.
And while the rules may keep shifting, one truth remains steady: behind every application is a story of ambition, opportunity, and growth. Sponsorship isn’t just a document—it’s a bridge to careers, communities, and futures built in the UK. If you’d like to explore deeper guidance, whether as an employer or applicant, follow the Sponsor Licence Hub for insights, updates, and practical tips. Because beyond the paperwork lies a pathway full of promise—and that’s something worth celebrating with confidence and optimism.
